Thursday, November 28, 2019

Why birmingham Essay Example For Students

Why birmingham Essay In the midst of racial tensions, a conscious decision was made to make Birmingham, Alabama the target to aid the civil rights movement. Why? Because the Southern Christian Leadership Conference (SCLC) had a deeply organized center there, because of the impulsive police commissioner, and because the Ku Klux Klan had one of its most violent chapters located in Birmingham. These reasons in addition to forty percent of the citys population being black (Hampton and Fayer, 124) contributed to the careful selection of Birmingham to aid in the hard struggle of the civil rights movement. The SCLC was particularly well-organized in Birmingham. With a budget of roughly one-million dollars, and divided in to different departments such as the Citizenship Education Department and the Department of Operation Breadbasket, the SCLCs organization was compared to that of General Motors by Reverend Wyatt Walker in 1963 (qtd by Morris, 253). The organization staged such acts as instituting economic boyco tts opposing businesses that discriminated against blacks. In addition to money and organization, the SCLC also had experience on their side. The people who headed the separate departments had taken part in many of the civil rights protests.(Morris, 253). Possessing all of these traits, the SCLC proved to be a strong force in the progress of the civil rights movement. We will write a custom essay on Why birmingham specifically for you for only $16.38 $13.9/page Order now Another reason that Birmingham was chosen was because they had a racist, impetuous police commissioner by the name of Eugene Bull Connor (Morris,252). He was easy to infuriate and his violent responses to the non-violent protests served as good publicity to expose the injustice that minorities endured at the time. During a Freedom Ride in 1961, a riot broke out between protesters and those against the movement. The police were slow to arrive, according to Connor, because it was Mothers Day (Fairclough, 112). Blatant apathy towards the many violent and unjust acts that occurred during this time proved Eugene Bull Connor to be ignorant enough to fall into the SCLCs intricate plan for equality in the south. A third reason for the choice was the fact that one of the KKKs most violent klaverns was located in Birmingham. One of its members, Robert Chambliss, took part in bombings so often that he was known as Dynamite Bob. Chambliss and his fellow Klan members undoubtedly helped Birmingham become known as Bombingham (Hampton and Fayer, 124). The Klans ominous presence in the city was a brutal reminder that things had to change. These and many other reasons contributed to the selection of Birmingham, Alabama as the mark for the advancement of the civil rights movement. Without these factors, the effort to change the south from an ignorant and racist sector to the integrated south that we see today may have been impossible to achieve, and future efforts to progress this ongoing movement would seem a nagging impossibility. Bibliography:Fairclough, Adam. To Redeem the Soul of America. Athens: University ofGeorgia, 1987. Hampton, Henry, and Steve Fayer. Voices of Freedom. NY: Bantam Books,1990. Morris, Alan. The Origins of the Civil Rights Movement. NY: The Free Press, 1986.

Sunday, November 24, 2019

Gentrification

Gentrification Jeremy Hudson TURB HHH. GentrificationDowntown living can be a convenient and exciting way to live one's life. People obviously have been doing it for many years. Because people have been doing it for so long it leads to inevitable wear and tear and break down of structures and this leads to gentrification and overdue remodels of multi-unit living quarters. "Rumford's importance to the history of technology is due largely to his pioneering attempts to apply scientific reasoning to an aspect of home life". (Rybcynski 1987: 131) Rybcynski was illustrating how gentrification was introduced and importantly how people recognized the need for improving existing structures. I feel that gentrification and city governments of downtown living need to take more concern for homelessness, displaced residents, and making sure that the mixing of market rate housing with affordable housing is done with fairness and equality.Homeless people are a major population of a downtown urban community, theref ore, they should be considered more carefully when major city reforms are made.HomelessnessThe conditions they live in should be improved and the help they need should be given to them. A problem with some cities today is that homeless people are seen as a major threat to the everyday life of people and how the homeless are handled is endangering them. Pushing the homeless out of an area forces them to relocate and their relocation may not be to a place that is life sustaining. A solution that is common is building a multi-unit facility for them or using an existing structure to house them. The problem that is currently happening is that they are allowed to continue with their bad habits which include but are not limited to: excessive drinking, drug use, prostitution, violence, not taking or even abusing prescription medication. "For example, 39...

Thursday, November 21, 2019

Employment law Essay Example | Topics and Well Written Essays - 1000 words - 3

Employment law - Essay Example The focus of this analysis is to evaluate how far the law goes to strike an appropriate balance between legal certainty and â€Å"just decisions† in context of the central legal areas of unfair dismissal, employee status and discrimination law. If we firstly consider employee status, section 230 of the Employment Rights Act 1996 (ERA) defines an employee as â€Å"an individual who has entered into or works under (or, where the employment has ceased, worked under) a contract of employment†. The section 230 definition has been criticised for being ambiguous1 and it is necessary to refer to the common law test for defining the status of an employee, which isn’t without its limitations. The starting point for determining whether an individual is an employee is the â€Å"control† test2. This was established in the case if Yewens v Noakes3, where Bramwell LJ asserted that â€Å"A servant is a person subject to the command of his master as to the manner in which he shall do his work4†. However, socio-economic developments in the labour market have changed the shape of employment status, thereby undermining the suitability of the control test as a sole determinant of employment status5. This was further acknowledged by the Court of Appeal in the case of Walker v Crystal Palace FC6, where the control test was given a different slant by focusing on whether the employer had the right to control the background arrangements for the work such as when and where the work was done, payments and holiday entitlements. However, the Walker extension of the control test was further developed into the â€Å"integration† test as propounded by Lord Denning in the case of Stevenson Jordan and Harrison v MacDonald & Evans7 â€Å"†¦under a contract of service, a man is employed as part of the business and his work is done as an integral part of the business; whereas under a contract for services, his work, although done for

Wednesday, November 20, 2019

Education As The Cornerstone Of Success Essay Example | Topics and Well Written Essays - 750 words - 8

Education As The Cornerstone Of Success - Essay Example Many opportunities come because of acquiring education. From the basic standards of formal education, it ensures that individuals acquire life skills from the starting point. A person develops knowing the basic requirements of him from society. It is interesting to note that the definition of success in life depends on what the society believes in. Therefore, by learning what society requires exposes people to the path of fulfilling their destiny resulting in success. The curriculum then provides all the skills available to the individual as it awaits him to develop an interest in his own areas. By providing all the skills, education gives the individual an opportunity to choose what he is interested in partaking. The curriculum defines each an every skill and puts measures to see them grow into success. By so doing, it helps to shape the individuals’ interests without influencing them into taking something else. Its basic role is to shape their interests and nurture them. Education plays a role in enlightening people. As noted earlier, education involves the acquisition of knowledge and skills. This knowledge improves the mode in which the brain works. The brain receives a lot of information, after which it sorts and arranges them in a way that an individual is conversant with many things that occur daily. This knowledge broadens the way of thought and arguments. An argument entails a manner in which a person is capable of reasoning with the issues and being able to separate facts from mere propaganda. It is only because of acquired knowledge that someone is able to reason out consciously. In addition to this, a person with an average education is able to think in a higher level as compared to another average uneducated person.

Sunday, November 17, 2019

M1A3 - Conflict Essay Example | Topics and Well Written Essays - 750 words

M1A3 - Conflict - Essay Example Struggle for control and dominance within a social setting such as corporate environment will lead to a stalemate in the interpersonal relationships among the individuals. Some behaviors that are associated with power struggles include feelings of deception, manipulation and defeat (Deutsch, Coleman & Marcus, 2006). However, positive power behaviors such as persuasion will minimize the interpersonal conflicts within a group. Another element of interpersonal conflicts is the differences in perceptual and cognitive factors. Human beings tend to attain distinctiveness and social identity within the social group thus individual who fail to conform to group values are discriminated against in social interactions (Rahim, 2011). High social dominance orientation will promote the group-based hierarchies in favor of the high powerful individuals in the group (Deutsch, Coleman & Marcus, 2006). Social group factors such as the level of cohesiveness, group identity, conformity pressure and decis ion-making methods will influence the effectiveness of conflict resolution among the group members. All individuals within the group strive to attain a higher social esteem and group identity. However, group dynamics such as intensity hostility between the members, fear, deception and mistrust will escalate the level of conflict within the group (Deutsch, Coleman & Marcus, 2006). PSDM model of interpersonal conflict resolution The PSDM model of decision-making and problem solving is integral to conflict resolution within a group. According to the model, conflict resolution entails four phases that include diagnosis phase, identification of alternative solutions, evaluation and selection of acceptable alternative and finally decision making and implementation phase. The diagnosis phase involves identification of the source of the conflict. The parties must cooperate in identifying the conflict sources (Deutsch, Coleman & Marcus, 2006). In addition, the parties must avoid any destruct ive behaviors such as blaming others during this phase. The second stage is identification of alternative solutions through brainstorming. A checklist is used in brainstorming sessions in order to stimulate creativity. The third phase is evaluation and selection of an acceptable solution (Rahim, 2011). This phase entails consideration the various alternatives and determining the most effective in resolving the conflict (Deutsch, Coleman & Marcus, 2006). The parties can utilize a reference frame such as ability to attain social cohesion, ability to attain group objectives and fairness to all parties. The last phase is decision-making and implementation of the solution through changing the values, attitudes and communication channels within the group. Theory of cooperation and competition The theory was advanced by Morton Deutsch and later elaborated by David W. Johnson. The theory emphasizes on the interdependence of the goals of the parties to the conflict. The goals of the parties must be positively correlated in order to foster cooperative conflict resolution (Rahim, 2011). Goal interdependence is then combined with psychological processes such as attitudes, substitutability and inducibility (Deutsch, Coleman & Marcus, 2006). The theory aims at controlling destructive competition within the group and fostering cooperation through enhancing group cohesion and problem cognition. The

Friday, November 15, 2019

Examining Motivational Strategies in Multinational Organisations

Examining Motivational Strategies in Multinational Organisations Motivation is next to directing/leading. Managers can motivate their subordinates while guiding them. Motivating means encouraging people to take more initiative and interest in the work assigned. It is an art of getting things done willingly from others. Motivation avoids clashes and non-cooperation and brings harmony, unity and co-operative outlook among employees. Managers have to work as motivators of their subordinates. For this, effective communication, proper appreciation of work done and positive encouragement are necessary and useful. Motivation is inspiring and encouraging people to work more and contribute for achieving the objectives of the company The creation of the desire and willingness to perform the job efficiently is known as motivation Motivation is a psychological and sociological concept as it relates to human behavior and human relations. It is the most fundamental and all pervasive concept of psychology. For motivation, sweet words are useful but are certainly not adequate. Motivation basically relates to human needs, desires and expectations. In other words, these factors suggest the measures which can be used for the motivation of employees. In motivation, efforts should be made to satisfy the different needs of employees so that they will be satisfied, happy and away from tensions. This creates favorable environment because of which employees take more interest and initiative in the work and perform their jobs efficiently. Motivation is a technique of creating attraction for the job. It is encouraging employees for better performance in order to achieve the goals of an Organization. The process of motivation is a continuous one (circular one) and is beneficial to both employer and employees. It is a key to improve work performance of employees. The term motive is derived from the Latin word emovere which means to move or to activate. Motivation is the act of making someone to act in the desired manner through positive encouragement. It is through motivation that employees can be induced to work more, to earn more and to give better results to the Organization. 2. Definitions of Motivation. According to W. G. Scot, Motivation means a process of stimulating people to action to accomplish the desired goals. According to Michael J. jucius, Motivation is the act of stimulating someone or oneself to get a desired course of action, to push the right button to get a desired results. 3. Features or Characteristics of Motivation. Psychological Process: Motivation is a psychological process useful for encouraging employees to take more interest in the work assigned. It relates to human relations. Initiative by Manager: The initiative for motivation is by the manager by offering guidance and also by other methods like appreciation of good work or offering incentives. Management has to adopt special measures for motivating employees. They include monetary as well as non-monetary. Continuous activity: It is a continuous and circular process. Subordinates need motivation in a continuous manner as their needs and expectations change from time to time. A manager has to study the needs of workers and use the technique of motivation accordingly. The process of motivation must be made a regular and continuous one. Goal-oriented and action-oriented: Motivation diverts human behavior towards certain goals. Attainment of organizational and individual goals depends on the motivational plans. Broad concept: Motivation covers needs, human relations and satisfaction of employees. For employee motivation, monetary and other incentives need to be offered. Job satisfaction is one such need and is useful for their motivation. Essence of management process: Motivation is an essential function of a manager. He has to motivate his subordinates for achieving organizational objectives. Motivated labour force is an asset of a business unit. Motivated employees bring prosperity to a business unit. Beneficial to employees and management: Motivation offers benefits to employees and Organisation. It avoids crashes and encourages cooperative outlook among employees. Motivation leads to cordial labour-management relations. It provides more profit to management and better welfare to employees. Varied measures available for motivation: For motivation, various monetary and non monetary incentives can be offered to employees by the management. Attractive wages, welfare facilities, job satisfaction, appreciation of good work, encouragement to self-development, job security and fair treatment are some measures of motivating employees. Motivation is different from satisfaction: Motivation implies a drive towards a result while satisfaction involves result already experienced and achieved. When desire is satisfied, employee is motivated. Related to a person in totality: An employee is motivated in totality and not in part. Employees basic needs are interrelated. Management must fulfill all the needs through monetary and non-monetary incentives. 4. Importance of Motivation. Motivation occupies an important place and position in the whole management process. This technique can be used fruitfully for encouraging workers to make positive contribution for achieving organizational objectives. Motivation is necessary as human nature needs some sort of inducement, encouragement or incentive in order to get better performance. Motivation of employees offers may benefits to the Organisation and also to the employees. This suggests the importance of motivating employees. Motivation acts as a technique for improving the performance of employees working at different levels. Motivation of employees is one function which every manager has to perform along with other managerial functions. A manager has to function as a friend and motivator of his subordinates. Motivation is useful in all aspects of life and even our family life. The same is the case with business. This dearly suggests that motivation is extremely important. It is an integral part of management process itself. 5. Advantages of Motivation. (A) Advantages to Management or Organization: Increase in the efficiency and productivity of employees. Motivation ensures a high level performance of employees. Better co-operation from employees and cordial labour-management relations. Reduction in the rate of labour absenteeism and turnover. Reduction in the wastages and industrial accidents. Improvement in the morale of employees. Quick achievement of business/corporate objectives and favorable corporate image. (B) Advantages to Employees or Workers: Employees get various monetary and non-monetary facilities/benefits which provide better life and welfare to them. Security of employment and other benefits due to cordial relations with the management. Job attraction and job satisfaction. Higher status and opportunities of participation in management. Positive approach and outlook of employees towards company, management and superiors. Reduction in the rate of labour turnover which is harmful to employees and management. Better scope for improvement in knowledge and skills of employees. 6. Motivational Factors or Motivational Incentives. (A) Monetary or Financial Incentives: Monetary incentives are offered in terms of money. Such incentives provide more cash or purchasing power to employees. Monetary incentives are extremely attractive to employees (particularly those working at lower levels) as they get the benefit quickly and in concrete terms. At the higher levels of management, non-monetary incentives are more important than monetary incentives. Workers prefer monetary incentives as compared to non-monetary incentives. Managements also offer liberal monetary incentives to all categories of workers. Monetary incentives may be further classified as following:- Individual Monetary Incentives: The benefit of individual monetary incentive is available to concerned worker only. For example, F. W. Taylor suggested differential piece rate system which offers different wage rates to different workers as per their production efficiency. Different incentive wage plans are the examples of individual monetary incentives as the benefit is offered individually to every worker. Here, a worker is paid as per his efficiency, productivity or as per the production given by him. Efficient/sincere workers give more production and get higher reward in terms of wage payment. Group Monetary Incentives: In the group monetary incentives, the monetary benefit is not given individually but to a group of workers or to all workers in the Organisation. Workers have to work jointly/collectively as a team in order to secure the benefits of group monetary incentives. Bonus payment, pension, P.F, production/productivity bonus, profit sharing, etc. are the examples of group monetary incentives. For the employer/management, group incentives are more important as they offer many benefits to the management. (B) Non-monetary Incentives for Employee Motivation: Job security and job enrichment: Job security is useful for the motivation of employees. Such security keeps the employee away from the tension of becoming unemployed. Job enrichment provides an opportunity for greater recognition and advancement. Job enrichment refers to redesign of jobs. Fair treatment to employees: Employer should give attention to the needs, difficulties and grievances of employees. Small work groups and effective communication are useful for solving the problems of workers. Employees must be given decent treatment. They will be co-operative only when they are treated with sympathy and love, affection and dignity. Employees should also be given help in personal matters. Recognition of good work: Recognition of good work at an appropriate time gives encouragement to employees to show better performance in future. As an appreciation of good work, prizes, rewards, promotions, etc. should be given. Encouragement to self-development and career development: Employees should be given varied training facilities. Training facilitates self-development and also provides opportunities for career development. Every employee has a desire to grow, develop and rise higher. This desire should be exploited fully for motivating employees. For this, training as well as management development programmes should be introduced. Delegation of authority: Due to delegation of authority, a subordinate employee feels that superior has faith in him and also in his ability to use authority in a proper manner. Employees get mental satisfaction when authority is given to them. They take interest and initiative in the work and try to prove that they are competent to work at the higher levels. Thus, delegation of authority becomes a motivating factor. Congenial working conditions: It is a non financial incentive for motivation. Employees should be given various facilities and conveniences at the work place. The work environment should be pleasant and safe. This creates desire to work efficiently. Helpful attitude of management: The helpful attitude of management towards its employees creates a sense of affinity for the Organisation. Fair treatment to workers creates better understanding among workers. Cordial industrial relations also motivate employees. Thus, enlightened and pro-employee attitude of management acts as a motivating factor. Fair opportunity of promotion: Fair opportunity of promotion to all eligible workers is one more method useful for motivating employees. They take interest in the work as they feet that they will be rewarded in the form of promotions. Training facility should be provided to employees in order to make them eligible for promotion. Labour participation in management: Labour participation in management is useful for the motivation of employees. Workers get higher status and better scope for expressing their views through such participation. Even the formation of quality circles or joint management councils is useful for motivating employees. Designation and status: When an employee is provided with a better designation, it adds to his status. Employees are proud to reveal their attractive and high-sounding designations. 7. Theories of Motivation. A. H. Maslows Need Hierarchy Theory. Hertzbergs Motivation Hygiene Theory (Two Factor Theory). Douglas McGregors Theory X and Theory Y. McClellands Achievement Motivation Theory. 8. Elton Mayos Hawthorne Experiments 1927-1936. The most famous of all human relations movement and research were Hawthorne Experiments. So named because they were carried on in Hawthorne plant of western Electric Company of Chicago in USA. Dr. Elton Mayo led a team from Harward University which cooperated with western electric co. in the period 1927-1936 to carry out Hawthorne Experiments. They identified following details. Recognized the importance of employee attitudes such as understanding voluntary co-operations and willing dedication in accomplishment of organizational goals. Found that employee performance is very much influenced by his attitude towards his job, associates and management. Proved that organizational firm can gain only when its employees are satisfied contented in their jobs. Pointed out that any change to be should be made should be explained and its meaning should be clear to employees. The fact that change is logical is not enough because employees may not appreciate the logic. Explored much of information on group behavior. Thus have provided the basis for much of what we know about getting along with all, problem employees in particular. Employee Motivation: Theory and practice The job of a manager in the workplace is to get things done through employees. To do this the manager should be able to motivate employees. But thats easier said than done! Motivation practice and theory are difficult subjects, touching on several disciplines. In spite of enormous research, basic as well as applied, the subject of motivation is not clearly understood and more often than not poorly practiced. To understand motivation one must understand human nature itself. And there lies the problem! Human nature can be very simple, yet very complex too. An understanding and appreciation of this is a prerequisite to effective employee motivation in the workplace and therefore effective management and leadership. These articles on motivation theory and practice concentrate on various theories regarding human nature in general and motivation in particular. Included are articles on the practical aspects of motivation in the workplace and the research that has been undertaken in this field, notably by Douglas McGregor (theory y), Frederick Herzberg (two factor motivation hygiene theory,) Abraham Maslow (theory z, hierarchy of needs), Elton Mayo (Hawthorne Experiments) Chris Argyris Rensis Likert and David McClelland (achievement motivation.) Why study and apply employee motivation principles? Quite apart from the benefit and moral value of an altruistic approach to treating colleagues as human beings and respecting human dignity in all its forms, research and observations show that well motivated employees are more productive and creative. The inverse also holds true. The schematic below indicates the potential contribution the practical application of the principles this paper has on reducing work content in the organization. Motivation is the key to performance improvement There is an old saying you can take a horse to the water but you cannot force it to drink; it will drink only if its thirsty so with people. They will do what they want to do or otherwise motivated to do. Whether it is to excel on the workshop floor or in the ivory tower they must be motivated or driven to it, either by themselves or through external stimulus. Are they born with the self-motivation or drive? Yes and no. If no, they can be motivated, for motivation is a skill which can and must be learnt. This is essential for any business to survive and succeed. Performance is considered to be a function of ability and motivation, thus: Job performance =f(ability)(motivation) Ability in turn depends on education, experience and training and its improvement is a slow and long process. On the other hand motivation can be improved quickly. There are many options and an uninitiated manager may not even know where to start. As a guideline, there are broadly seven strategies for motivation. Positive reinforcement / high expectations Effective discipline and punishment Treating people fairly Satisfying employees needs Setting work related goals Restructuring jobs Base rewards on job performance These are the basic strategies, though the mix in the final recipe will vary from workplace situation to situation. Essentially, there is a gap between an individuals actual state and some desired state and the manager tries to reduce this gap. Motivation is, in effect, a means to reduce and manipulate this gap. It is inducing others in a specific way towards goals specifically stated by the motivator. Naturally, these goals as also the motivation system must conform to the corporate policy of the organization. The motivational system must be tailored to the situation and to the organization. In one of the most elaborate studies on employee motivation, involving 31,000 men and 13,000 women, the Minneapolis Gas Company sought to determine what their potential employees desire most from a job. This study was carried out during a 20 year period from 1945 to 1965 and was quite revealing. The ratings for the various factors differed only slightly between men and women, but both groups considered security as the highest rated factor. The next three factors were; advancement type of work company proud to work for Surprisingly, factors such as pay, benefits and working conditions were given a low rating by both groups. So after all, and contrary to common belief, money is not the prime motivator. (Though this should not be regarded as a signal to reward employees poorly or unfairly.) Motivation theorists and their theories (1 of 2) Although the process of management is as old as history, scientific management as we know it today is basically a twentieth century phenomenon. Also, as in some other fields, practice has been far ahead of theory. This is still true in the field of management, contrary to the situation in some of the pure sciences. For instance, Albert Einstein, formulates a theory, which is later proved by decades of intensive research and experimentation. Not so in the field of management. In fact this field has been so devoid of real fundamental work so far, that Herbert A. Simon is the first management theoretician to win the Nobel Prize for Economics in 1978. His contribution itself gives a clue to the difficulty, bordering on impossibility, of real fundamental work in this field concerned with people. In order to arrive at a correct decision, the manager must have all the information necessary relevant to the various factors and all the time in the world to analyze the same. This is seldom, if ever, the case. Both the information available and the time at the managers disposal are limited, but he or she must make a decision. And the decision is, therefore, not the optimum one but a satisficing one in effect, a satisfactory compromise under the real conditions prevailing in the management arena. Traditional theory X This can best be ascribed to Sigmund Freud who was no lover of people, and was far from being optimistic. Theory X assumes that people are lazy; they hate work to the extent that they avoid it; they have no ambition, take no initiative and avoid taking any responsibility; all they want is security, and to get them to do any work, they must be rewarded, coerced, intimidated and punished. This is the so-called stick and carrot philosophy of management. If this theory were valid, managers will have to constantly police their staff, whom they cannot trust and who will refuse to cooperate. In such an oppressive and frustrating atmosphere, both for the manager and the managed, there is no possibility of any achievement or any creative work. But fortunately, as we know, this is not the case. Theory Y Douglas McGregor This is in sharp contrast to theory X. McGregor believed that people want to learn and that work is their natural activity to the extent that they develop self-discipline and self-development. They see their reward not so much in cash payments as in the freedom to do difficult and challenging work by themselves. The managers job is to dovetail the human wish for self-development into the organizations need for maximum productive efficiency. The basic objectives of both are therefore met and with imagination and sincerity, the enormous potential can be tapped. Does it sound too good to be true? It could be construed, by some, that Theory Y management is soft and slack. This is not true and the proof is in the pudding, for it has already proved its worth in the USA and elsewhere. For best results, the persons must be carefully selected to form a homogeneous group. A good leader of such a group may conveniently absent from group meetings so they can discuss the matters freely and help select and groom a new leader. The leader does no longer hanker after power, lets people develop freely, and may even (it is hoped) enjoy watching the development and actualization of people, as if, by themselves. Everyone, and most of all the organization, gains as a result. Theory Z Abraham Maslow This is a refreshing change from the theory X of Freud, by a fellow psychologist, Abraham Maslow. Maslow totally rejects the dark and dingy Freudian basement and takes us out into the fresh, open, sunny and cheerful atmosphere. He is the main founder of the humanistic school or the third force which holds that all the good qualities are inherent in people, at least, at birth, although later they are gradually lost. Maslows central theme revolves around the meaning and significance of human work and seems to epitomize Voltaires observation in Candide, work banishes the three great evils -boredom, vice and poverty. The great sage Yajnavalkya explains in the Brihadaranyaka Upanishad that by good works a man becomes holy, by evil works evil. A mans personality is the sum total of his works and that only his works survive a man at death. This is perhaps the essence of Maslows hierarchy of needs theory, as it is more commonly know. Maslows major works include the standard textbook (in collaboration with Mittlemann), Principles of Abnormal Psychology (1941), a seminal paper, A Theory of Human Motivation (1943) and the book, Eupsychian Management (pronounced yew-sigh-keyan) published in 1965. Maslows theory of human motivation is, in fact, the basis of McGregors theory Y briefly described above. The basic human needs, according to Maslow, are: physiological needs (Lowest) safety needs; love needs; esteem needs; and self-actualization needs (Highest) Mans behavior is seen as dominated by his unsatisfied needs and he is a perpetually wanting animal, for when one need is satisfied he aspires for the next higher one. This is, therefore, seen as an ongoing activity, in which the man is totally absorbed in order to attain perfection through self-development. The highest state of self-actualization is characterized by integrity, responsibility, magnanimity, simplicity and naturalness. Self-actualizers focus on problems external to themselves. His prescription for human salvation is simple, but not easy: Hard work and total commitment to doing well the job that fate or personal destiny calls you to do, or any important job that calls for doing. Maslow has had his share of critics, but he has been able to achieve a refreshing synthesis of divergent and influential philosophies of: Marx economic and physical needs; Freud physical and love needs; Adler esteem needs; Goldstein self-actualization. Frederick Herzberg Hygiene / Motivation Theory This is based on analysis of the interviews of 200 engineers and accountants in the Pittsburgh area in the USA. According to this theory, people work first and foremost in their own self-enlightened interest, for they are truly happy and mentally healthy through work accomplishment. Peoples needs are of two types: Animal Needs (hygiene factors) Supervision Interpersonal relations Working conditions Salary Human Needs (motivators) Recognition Work Responsibility Advancement Unsatisfactory hygiene factors can act as de-motivators, but if satisfactory, their motivational effect is limited. The psychology of motivation is quite complex and Herzberg has exploded several myths about motivators such as: shorter working week; increasing wages; fringe benefits; sensitivity / human relations training; communication. As typical examples, saying please to shop-floor workers does not motivate them to work hard, and telling them about the performance of the company may even antagonize them more. Herzberg regards these also as hygiene factors, which, if satisfactory, satisfy animal needs but not human needs. Chris Argyris According to Argyris, organization needs to be redesigned for a fuller utilization of the most precious resource, the workers, in particular their psychological energy. The pyramidal structure will be relegated to the background, and decisions will be taken by small groups rather than by a single boss. Satisfaction in work will be more valued than material rewards. Work should be restructured in order to enable individuals to develop to the fullest extent. At the same time work will become more meaningful and challenging through self-motivation. Rensis Likert Likert identified four different styles of management: exploitative-authoritative; benevolent-authoritative; consultative; participative. The participative system was found to be the most effective in that it satisfies the whole range of human needs. Major decisions are taken by groups themselves and this results in achieving high targets and excellent productivity. There is complete trust within the group and the sense of participation leads to a high degree of motivation. Fred Luthans Luthans advocates the so-called contingency approach on the basis that certain practices work better than others for certain people and certain jobs. As an example, rigid, clearly defined jobs, authoritative leadership and tight controls lead in some cases to high productivity and satisfaction among workers. In some other cases just the opposite seems to work. It is necessary, therefore, to adapt the leadership style to the particular group of workers and the specific job in hand. Victor Vroom Vrooms expectancy theory is an extension of the contingency approach. The leadership style should be tailored to the particular situation and to the particular group. In some cases it appears best for the boss to decide and in others the group arrives at a consensus. An individual should also be rewarded with what he or she perceives as important rather than what the manager perceives. For example, one individual may value a salary increase, whereas another may, instead, value promotion. This theory contributes an insight into the study of employee motivation by explaining how individual goals influence individual performance. We have discussed above only a selection of the motivation theories and thoughts of the various proponents of the human behavior school of management. Not included here are, among others, the thoughts of: Seebohm Rowntree labor participation in management; Elton Mayo the Hawthorne Experiments; Kurt Lewin group dynamics; force field theory; David McClelland achievement motivation; George Humans the human group; William Whyte the organization man. What does it all add up to? Back to square one? Yes, indeed, the overall picture is certainly confusing. This is not surprising, for the human nature and human mind defy a clear-cut model, mathematical or otherwise. In some of the theories and thoughts presented, however, one can see some glimpses of the person and how, perhaps, he or she could be motivated. This is rewarding in itself. But, as noted earlier, practice has been ahead of theory in this field, so let us now move to the practical side of management of human behavior and motivation in the workplace. Application of employee motivation theory to the workplace Management literature is replete with actual case histories of what does and what does not motivate people. Presented here is a tentative initial broad selection of the various practices that have been tried in order to draw lessons for the future. Stick or carrot approach? The traditional Victorian style of strict discipline and punishment has not only failed to deliver the goods, but it has also left a mood of discontent amongst the working class. Punishment appears to have produced negative rather than positive results and has increased the hostility between them (the management) and us (the workers). In contrast to this, the carrot approach, involving approval, praise and recognition of effort has markedly improved the work atmosphere, leading to more productive work places and giving workers greater job satisfaction. Managers motivation toolkit The managers main task is to develop a productive work place, with and through those he or she is in charge of. The manager should motivate his or her team, both individually and collectively so that a productive work place is maintained and developed and at the same time employees derive satisfaction from their jobs. This may appear somewhat contradictory, but it seems to work. The main tools in the managers kitbag for motivating the team are: approval, praise and recognition trust, respect and high expectations loyalty, given that it may be received removing organizational barriers that stand in the way of individual and group performance (smooth business processes, systems, methods and resources see outline team building program) job enrichment good communications financial incentives These are arranged in order of importance and it is interesting to note that cash is way down the ladder of motivators. Lets look at a couple of examples taken from real life situations. The Swedish shipbuilding company, Kockums, turned a 15 million dollar loss into a 100 million dollar profit in the course of ten years due entirely to a changed perception of the workforce brought about by better motivation. At Western Electric there was a dr

Tuesday, November 12, 2019

Cartoon Violence, Has it gone too Far Essay -- essays papers

Cartoon Violence, Has it gone too Far Aggression. Killing. Revenge. Sound like the latest Scream movie or Keanu Reeves thriller? You may be surprised to hear that this describes the average Saturday morning cartoon. One of the most surprising facts is that the level of violence during Saturday morning cartoons is higher than the level of violence during prime time. There are 3 to 5 violent acts per hour in prime time, versus 20 to 25 acts per hour on Saturday morning (Gerbner,1). Violence on television in general is damaging to society. But the specific targeting of the younger population through the use of cartoons to show violence is destructive and in no way helping to profit the upcoming generation. Violence in cartoons is harmful to children in many ways. Desensitizing children, increasing aggressiveness, and increasing their fear of becoming victims in real life, are all accredited to violence on television. â€Å"Myriad studies show that television violence affect children by desensitizing children to the horror of violence, teaching them to accept violence as a solution to problems, teaching them to imitate the violence they see on the television and leading them to identify with characters seen on television (and thus imitate the characters they identify with) (Parenthood Web).† The amount of violence in television programming is obviously directly related to the amount of violence witnessed by children. The more of a role that television plays in the daily activities the more of a role violence will influence that child. In 1985 alone, 85% of all television programming contained violence, with 92.1% of cartoons aired containing violence. These cartoons generally contain one violent act every three minutes ... ... and go straight to fighting. Children are becoming more desensitized, more aggressive and more afraid with the huge influx of violence on the glowing television set in all of our homes. Clearly, the children watching television all over the world are learning to embrace violence, often the wrong solution to any problem. Violence in television should not be banned, however, the frequency of the violence in television shows, especially cartoons aimed at kids, should be cut down significantly. Bibliography: Work Cited 1. Chen, Walter. http://interact.uoregon.edu/MediaLit/FA/MLArticleFolder/kalin.html, 2000. 2. Gerbner, George. http://www.4children.org/news/1- 97vtch.htm, 1999. 3. Liebert and Sprafkin. Violence in the Media. New York: Basic Books, 1990. pages 115-120. 4. The Parenthood Web. http://www.4children.org/news/1-97vtch.htm, 2001.

Sunday, November 10, 2019

Romeo and Juliet Compare and Contrast Essay

Nowadays, it is almost impossible to revive old traditions from the past and appreciate them in our modern and exponential times. However, there still are possibilities to cherish some of the archaic literature today that were written so long ago. Celebrated as one of the greatest dramas of all time, Romeo and Juliet depicts a tragedy of two lovers who come from feuding families. The play was first written in the 1500s by William Shakespeare. Almost four-hundred years later, the tragic play was made into a movie in 1968 by Franco Zeffirelli.There are similarities in props and scenes, and distinctions between the original play and the 1968 movie considering the moods and plot details. Either way, the play and the 1968 movie both have glorious presentations. As for the mood, there a few differences between the two versions of the tragedy. In the dialogue of marriage in the play, Romeo and Juliet are serious and sedate. In Zeffirelli’s version of the play, the marriage scene make s Romeo and Juliet to look almost like fools of young love because they are constantly kissing and giggling.In a marriage, the bride and groom are to be calm and patient because it is an important step in their lives, and the play shows this kind of character. The movie does not portray this realistic kind of character. During the â€Å"funeral† ceremony for Juliet, the Friar Lawrence made a giggle because he already knew about the secret plan. This part destroyed the sad and mischievous mood of the scene. Nevertheless, I believe the play and Zeffirelli’s movie did a great job in explaining the tragedy, but the movie could have been a lot more enticing if it weren’t for those minor slip-ups.The play also could have used some help because it felt like the characters lacked some expression unlike the movie, but I cannot criticize which one was better because the play is the way it is to be. One thing that the movie and the play collaborated together, were the prop s and scenes. Full of old-fashioned dresses and rocky buildings, both productions have a very 1500s mood. Aside from the moods of the play, some of the plot details have been left out in both the movie production and the play. The play does a good job of explaining why Romeo was upset with Rosaline.The movie-viewers are confused up to why Romeo is upset. Besides, if it weren’t for Rosaline, Romeo would never have met Juliet in the first place. I believe the wedding scene in the movie was a good choice, which wasn’t shown in the play. The viewers would be confused at a point when watching the play because they would not know if Romeo and Juliet get married or not. Zeffirelli’s movie shows the marriage scene of Romeo and Juliet which made the plot clearer. One thing that seemed constant and realistic in the movie is the number of deaths in the tragedy.The play shows the tragedy of six deaths, while the movie shows only four deaths. One of the goals that most movie -makers have in order to make a successful movie is to leave the audience on happy note and not depressed. Unlike from Shakespeare, who wanted to express dramatic, tragic, and young love, Zeffirelli did what was best for the audience and plot of the movie by decreasing the number of deaths in his production. Plus, I do appreciate the fact that the movie actually follows the play, unlike other movie productions of stories. The plot details in the scenes seemed pretty constant overall.Unable to admire obsolete literature, we often tend to forget the old saying, â€Å"old is gold. † Romeo and Juliet is a tragic play written in the 16th century by William Shakespeare. The tragedy tells a legend about two young lovers who come from long-rivaling families. In 1968, Franco Zeffirelli made this play into a movie, after realizing the beauty of this tragedy. However, there are similarities and difference between the two production like mentioned earlier. Nevertheless, the original play and the 1968 movie tend to be some of the greatest classics to be told.

Friday, November 8, 2019

Gold Price In The Us Essays - Precious Metals, Gold, Inflation

Gold Price In The Us Essays - Precious Metals, Gold, Inflation Gold Price In The Us The largest demand for gold is in jewelry and investments. Gold is known as a metal that is easily used and has many industrial applications. Since gold is so durable and luxurious, many people invest in jewelry, stocks, and gold bonds. Considering the fact that gold is considered a world-wide valuable good, many economies have gold reserves to help protect themselves in times of need. Nevertheless, factors of supply and demand have contributed to the decrease of the price of gold, which has reached an all time low since 1978. This reduction has raised many concerns in the United States having them weigh the different factors of the price, supply and demand, and consumption that may be affecting the price change. The price change commands attention since gold serves to indicate price stability or inflation. Although, inflation is not as threatening in the United States because it is more industrialized, the bigger fear is facing deflation with our countries gold currency. Gold averaged 294 dollars per ounce in 1998, when at one time the prices were in the mid $400-500 per ounce. Due to fact that gold prices have been so low, Central Banks have threatened to sell their gold inventories fearing that gold is no longer considered the ultimate store of value. Regardless, prices have continued to fluctuate in both directions throughout the year, but it is important to weigh the different variables that are having an effect on the price. There are different factors associated with the supply and demand which have caused prices to decrease. First of all, the record low prices in the past year has caused investors to participate less causing prices to be determined largely on golds own supply and demand fundamentals and the economic environment. The supply of gold declined by less than 2% during 1998. The price reduction started to impact the mine production by slowing the rate of manufacture growth by the end of 1998. When prices began to weaken, this caused many mines to shut down, leaving low grade ore in the ground. This alone is effecting the mine output and the cost to produce more gold. On the other hand, the sales of gold jewelry are increasing at a record pace, since the economy is strong, there are low gold prices, rising consumption rates, the emergence of new discount chains, television shopping, and electronic chains (Haubrich, Joseph). The growing demand for gold jewelry helped push gold usage in the United Sates to a first time report of 428.4 metric tons in 1998, which is an 18% increase. Since consumption has been driven in the United States, our economy is expanding and consumers are spending more. During the past year, according to the JCK national poll, over 150 independent jewelers support the figures. They found that two-thirds of respondents (68%) said they had a sales increase over the past year, while the other two out of five (38%) claimed to have sales gains of 20% or more. Over all, the immediate gain for jewelry retail due to the lower prices was a 15 % increase. Using the statistics from the Commodity Price Index, for the last 12 months in 1998, it is evident that the second half of the years prices fluctuated. In the first part of 1998, the gold price ranged from $295.90 - 297.49, although it peaked in April reaching to $308.40, which was the highest for the year. The price increase was due to higher demand of consumers and the expansion in investments during that time period, in spite of the fact, prices did not continue to remain as high for the remainder of the year. In fact, the following month of May, dropped another $9.01, having the rate of gold at $299.39. As for the second half of the year, prices still dropped but managed to stay in the low $290s making retailers prosperous. Regardless consumers were happy with the lower prices, many investors and miners have been struggling to feel the same towards the lower rate. Stocks have lost over 90% percent of their investments in gold and have many investors wondering if the value of gold is depreciating. Miners too, are worried about the lower prices considering they have been the major producers of gold in the past and in future markets. The idea that central banks have discussed to sell partial amounts of their gold reserves has investors worried with hopes that demand will not continue to decrease. When evaluating

Wednesday, November 6, 2019

Colonization In The Theme Of Conrads Heart Of Dark Essays - Fiction

Colonization In The Theme Of Conrads Heart Of Dark Essays - Fiction Colonization In The Theme Of Conrads Heart Of Darkness And Swift's A Modest Proposal Joseph Riley McCormack Professor Alan Somerset English 020 Section 007 Submission Date: March 22, 2000 Colonization in the Theme of A Modest Proposal and Heart of Darkness Starting at the beginning of the seventeenth century, European countries began exploring and colonizing many different areas of the world. The last half of the nineteenth century saw the height of European colonial power around the globe. France, Belgium, Germany, and especially Great Britain, controlled over half the world. Along with this achievement came a notable sense of pride and confident belief that European civilization was the best on earth and that the natives of the lands Europeans controlled would only benefit from colonial influence. However, not everybody saw colonization as positive for all those involved. Some of the most notable writers of the time produced works criticizing the process of colonization. Two of the most significant works in this area are Joseph Conrads Heart of Darkness and Jonathan Swifts A Modest Proposal. Although these pieces of literature both criticize colonization, they have different themes. The theme of A Modest Proposal could be described a s the negative effects of colonization on the colonized, while the central idea in Heart of Darkness is the negative effects of colonization on both the colonized and the colonizers. The differences in these themes are significant to the strategies used by the authors to explore the adverse effects of colonization. Swift makes great use of irony and imagery, to accentuate the plight of the Irish. Conrad comments on the frightening changes that people involved with colonization can go through by exploring character development and detailing a narrative of oppression. Swift uses irony in A Modest Proposal because it allows him to highlight the emotional detachment felt by the colonizing British towards the Irish. It is this emotional detached feeling that lead to the atrocities committed against the Irish citizens. The irony in A Modest Proposal is evident right in the title. There is certainly nothing modest about the proposal of eating the infants of impoverished Irish citizens. The irony accentuates how cruel and uncompassionate the powerful British Imperialists were, towards the destitute Irish population. The reader must realize that Swift is operating independently of the narrator in a covert manner (Phiddian 607). He develops the persona of the proposer to say exactly the opposite of what he feels. While the proposer suggests eating poor Irish children is particularly proper at merry meetings, particularly weddings and christenings, this could not be further from the opinion of Swift. Nor does Swift actually believe that this plan will incr ease the care and tenderness of mothers toward their children. (NA 1052) Moreover, the whole topic of cannibalism, is discussed with tongue in cheek and is meant to suggest that the British were devouring the Irish. Images of cruelty and evil put, forward by the narrator, weigh heavily in the theme of A Modest Proposal. Throughout the pamphlet, the reader is bombarded with disturbing imagery of Irish people and their children being treated like livestock raised for consumption. The narrator refers to the parents of the children as savages (NA 1050) and breeders (NA 1051) and dams (NA 1048). Then he compares the children to roasting pigs (NA 1050) and continues as if he were writing a cook book. He speaks of how delicious he thinks these infants would be whether stewed, roasted, baked or boiled (NA 1049) or served in a fricassee or a ragout (NA 1049). He describes how the carcasses (NA 1050) of these babies could be nicely seasoned with a little pepper or salt (NA 1050) and will be in season throughout the year (NA 1050). Flaying the carcass and using the skin of these babies to make admirable gloves for ladies, and summer boots for fine gentlemen (NA 1050) is another suggestion he puts forward. He expands beyond just slaughtering the infants for food and leather products by suggesting the possibility of hunting the adolescents for sport. He dismisses this idea because he imagines the flesh of the adolescents would be too tough for eating and because hunting them would reduce the breeding stock. He also has concerns that some scrupulous people

Sunday, November 3, 2019

Compare and contrast media coverage Research Paper

Compare and contrast media coverage - Research Paper Example Making this news channel the home of the Democratic Party. Not to be outdone, Rupert Murdoch, a well known staunch backer of the Republican party set up Fox News to rival CNN in the cable and online news front. That rivalry of the two moguls was a given since politics has always been news fodder for Americans. A late comer to the cable and online news scene is MSNBC. A network known for trying to remain in the middle of the issues and never taking political sides. That is a representation for MSNBC that cannot be denied while viewing the news channel or reading the partner website. Basically, the three news websites exist as an extension of their cable news channel counterpart. With fast breaking news reports as collated from various sources and compiled into a comprehensive article that is available for reading anytime and for free. This compare and contrast essay hopes to be able to compare the three websites in order to help people decide upon which particular site best suits thei r tastes in terms of news reporting and information dissemination. Since the American troop pullout from Iraq is a very hot topic this election season, I decided to look further into the way that the three sites covered the news item on an almost real time basis. Pres. Barack Obama is expected to meet with his Iraqi prime minister counterpart soon in order to discuss the pullout plan and what America's role in Iraq shall be after the full troop pullout. It is of the utmost importance that the information regarding their meeting be as concise and informative as possible. Which is why I decided to begin our comparison testing of the sites by looking at the overall layout and presentation of information. The first thing that stood out for me was the way that the CNN website tried to keep the layout as clean and concentrated on the main news topic as best as possible. Cleverly using the â€Å"Story Highlights† tag on the left side of its news story, the reader no longer has to re ad the full article if they do not have the time to do so because the â€Å"highlights† are already spelled out for the reader. The most important parts of the news story is already on hand and that mere snippet contains almost all the important information that one needs to remain truly informed of the events on hand. Fox News tended to crowd their news page covering the troop pullout and discussions between Pres. Barack Obama and Iraqi Prime Minister Nuri al- Maliki with other links to news items that had no direct relation to the Obama - Maliki meeting. Instead their website directed you to links of news items which were localized in setting and content. On the other hand, MSNBC was the same as CNN in the sense that they concentrated their news item on the historical meeting between the president and prime minister. However, just like Fox News, MSNBC tended to insert different news items and links that had no relation to the story on hand and instead, concentrated on natio nal politics such as the elections and a supreme court justice under fire. In terms of how well these three news websites present their information, what becomes evident as one reads the report is that each website has the news of the meeting between the two leaders is that the coverage and theme of reporting has a tendency to show the political inclination of the news agency. CNN spoke highly of the way that the troop pullout happening in Iraq is the

Friday, November 1, 2019

Discuss the effects of MEMS on product design, giving detailed Essay - 1

Discuss the effects of MEMS on product design, giving detailed examples of at least two product histories - Essay Example product design in industrial application systems and in the manufacturing of accelerometers is very elaborate, being evidenced by developments in iPhone and TAHE refrigerators, as shall be seen in the discussion which ensues forthwith. The reason behind iPhone and TAHE refrigerators increased volume of sales is because of the integration of MEMS technology into their operating systems, since this approach highly promotes effective and finer product design. MEMS technology has greatly promoted iPhone technology and product design by incorporating the gyroscope technology into its product design, since 2008. A gyroscope is a device that is used for measuring and maintaining orientation, based on the fundamental principles of the conservation of angular momentum. The applicability of the MEMS technology when using the gyroscope in order to further iPhone product designs is underscored by the fact that these gyroscopes use spinning rotors at the centre, in order to read changes that have taken place in orientation. It is for this reason that this kind of gyroscope is referred to as MEMS gyroscope (ADI, 2013, 1). The MEMS technology specifically achieves this feat through the process of integration. Specifically, MEMS does this by integrating electronic and mechanical components, and embedding the same into the entire system, at a very small scale. This feat can easily be achieved through the use of micro-machined silicon sensors and ASIC. For instance, the AGDI 2022 FP6AQ chip is found in the iPhone 4 and it also serves as the MEMS gyroscope which is reputed for having been designed by STMicroelectronics (Kolesar, 1998, 1). There is also the use of chip work which helps embed the gyroscope into the entire MEMS system. The same chip work is found in iPhone 4 and is identical to an off-the-shelf STMicroelectronics which is known as the L3G4200D. Since 2008, the use of GK10A also came in handy, since it oscillates or vibrates when the drive signal is triggered or