Western civilization

The modern scientific revolution view about the world replaced the existing medieval view. The scientific view of the world brought about modern understanding of human nature, physics, natural environment as well as biology. The medieval view of the world examined the globe using major realms of religion. Later, the new scientific view of the world pursued the concept that the universe was a stationary object that was located at the center of heavenly bodies (Sherman Salisbury 465).Advertising We will write a custom essay sample on Western civilization specifically for you for only $16.05 $11/page Learn More John Locke followed the foot steps of Newton’s perception of the natural world but he went further and presented a better understanding of the minds of human. According to Locke, human beings are born with a blank mind without any innate idea or thought on it and therefore any idea found in the minds of human beings are as a result of sensory input. According to Sherman and Salisbury, â€Å"Locke’s empirical psychology rejected the notion that human beings were born with innate ideas or that revelation was a reliable source of truth† (464). According to Locke, the mind of a human being is created when it comes into contact with external world. Hence, his view on the nature of human mind challenged the medieval view of the world on the existence of human mind being based on miracles and mere beliefs. In his scientific view of the world, Locke disputed the belief on origin of sin. According to him, all human beings have the ability to change their destinies and therefore he disputed the medieval view of the world that men cannot change their perceived destination ((Sherman Salisbury 446). The new scientific view of the world promoted critical thinking unlike the medieval view which failed to do so. In addition, no single aspect or theory can be accepted on the basis of superstition. Thus, the existing super stition on nature was replaced with much reliance on reasoning and the thought that the universe was governed by rational thinking and not elements of superstition. Hence, â€Å"†¦established religions were based on nothing but hope and fear. Reason demanded that people live with skeptical uncertainty rather than dogmatic faith† (Sherman Salisbury 465).Advertising Looking for essay on ancient history? Let's see if we can help you! Get your first paper with 15% OFF Learn More Furthermore, the new scientific view posited that nothing should be accepted on the basis of faith, superstitions and beliefs. The scientific view of the world came up with an objective truth that was used in carrying out experiments. According to scientific view of the world, individuals should use their logical and their reasoning to objectively and accurately explore the universe and not rely on superstition as the medieval view of the world did (Sherman Salisbury 467). The new sci entific view theorized the universe as a stable entity and instability could only be caused by disturbance of the universal machine. For instance, Sherman and Salisbury observe that â€Å"optimistic intellectuals pushed for reform and change using critical change and empirical reasoning to back their arguments† (465). Thus according to scientific view of the world, any instability should be avoided and emphasis should be placed on putting up measures to avoid any disturbance of the natural order (Sherman Salisbury 460). The new scientific view of the world welcomed the notion of order but discouraged disorder and thus disorder was avoided at all costs. Thus, plagues, earthquakes, storms and other threatening activities were seen as disruptors of natural order (Sherman Salisbury 459). The same view was held up by traditionalist who viewed the world as an entity created by God and therefore, the existing divine order should not be disrupted either by man or any other element. Therefore, both the new scientific view of the world and the medieval view perceived human behavior as not only disruptive but also disorderly. Hence, there was need to control both of these entities. Influence of enlightenment on traditional views and authorities The enlightenment was created by a set of intellectual and cultural transformations that took place in Europe. During the revolution period, European scholars and thinkers disputed the existing scientific beliefs that were put in place by the ancients and held up by the church. According to Sherman and Salisbury, â€Å"new information and arguments added weight to Bayle’s criticism of biblical authority† (467). For instance the geologists argued that the earth was there before and thus they disputed the biblical account the same. Science-the church altered their views towards science due to astronomers such as Johannes Kepler and Galileo Galilei. These astronomers questioned the existing truth on Aristotleâ €™s teachings and other truths that were accepted during that time in explaining the existence of the world and man. The works of Galilei in the field of inertia and physics and those of Kepler on the motion of earth changed the perception of the church and other authorities in the way in which they viewed the earth (Sherman Salisbury 467).Advertising We will write a custom essay sample on Western civilization specifically for you for only $16.05 $11/page Learn More Besides, during the enlightenment period, astronomy, earth science, scientific revolution and physics among others experienced new methods of scientific exploration. The enlightenment further influenced the culture, politics and scientific milestones. In conclusion, the medieval view of the world applied the realm of religion to explain existence of the world. Everything was tied up on God as the provider and creator of the universe. In addition, medieval age was laced with belief in su perstition and miracles. However, the new scientific view of the world maintained that the existence of the universe can only be explained using critical thinking and not belief system and faith. The new scientific view also believed that the existence of the earth should only be explained using the realm of truth and reality which should be objective in nature. On the other hand, the element of enlightenment influenced greatly the traditional views and authorities in quite a number of ways. Works Cited Sherman, Dennis Salisbury, Joyce. New world of reason and reform. Boston: McGraw-hill, 2004. This essay on Western civilization was written and submitted by user Melissa Buck to help you with your own studies. You are free to use it for research and reference purposes in order to write your own paper; however, you must cite it accordingly. You can donate your paper here.

Free Essays on What Is Authority

One day my seven year old sister asked me what authority meant. The reason behind her question was her bad behavior at school the previous day. She in return received a caution slip and had to â€Å"sit by the wall† during recess. This is her schools form of punishment when someone is behaving badly. My mother had tried to explain to her what authority meant. Of course she did not succeed. Seven year old children do not comprehend what their parents are trying to say when they are being punished. At least not my sister. Breaking down the meaning of a word for a seven year-old is more difficult than what many people think it is. I took it upon myself to attempt defining the word authority. Now the â€Å"Webster’s Dictionary† defines authority as, â€Å"group or person with power; an expert.† Obviously a seven year-old would not fully grasp that concept, unless they are a genius. I then looked in a dictionary for children. In that dictionary it defined authority as, â€Å"1. The power or right to make decisions, command, act, or control. The captain has authority over the sailors on the ship. 2. A person or group having this power or right. We reported the car accident to the authorities. 3. A good source of information or facts. That professor is an authority on the life of Abraham Lincoln.† The children’s dictionary gave me an idea on how to explain the word to her. â€Å"Teachers, policemen, parents, relatives, babysitters, etc. all have authority over you,† I told her. I further explained these concepts by placing her in situations where they had authority over her. I figured she would understand it better this way. I started with her experience at school the previous day. She was talking during class and interrupting the teacher’s lesson. She was asked more than once to quit talking. She was even placed in a different seat in which the teacher thought would suit her better. But she continuously talke... Free Essays on What Is Authority Free Essays on What Is Authority One day my seven year old sister asked me what authority meant. The reason behind her question was her bad behavior at school the previous day. She in return received a caution slip and had to â€Å"sit by the wall† during recess. This is her schools form of punishment when someone is behaving badly. My mother had tried to explain to her what authority meant. Of course she did not succeed. Seven year old children do not comprehend what their parents are trying to say when they are being punished. At least not my sister. Breaking down the meaning of a word for a seven year-old is more difficult than what many people think it is. I took it upon myself to attempt defining the word authority. Now the â€Å"Webster’s Dictionary† defines authority as, â€Å"group or person with power; an expert.† Obviously a seven year-old would not fully grasp that concept, unless they are a genius. I then looked in a dictionary for children. In that dictionary it defined authority as, â€Å"1. The power or right to make decisions, command, act, or control. The captain has authority over the sailors on the ship. 2. A person or group having this power or right. We reported the car accident to the authorities. 3. A good source of information or facts. That professor is an authority on the life of Abraham Lincoln.† The children’s dictionary gave me an idea on how to explain the word to her. â€Å"Teachers, policemen, parents, relatives, babysitters, etc. all have authority over you,† I told her. I further explained these concepts by placing her in situations where they had authority over her. I figured she would understand it better this way. I started with her experience at school the previous day. She was talking during class and interrupting the teacher’s lesson. She was asked more than once to quit talking. She was even placed in a different seat in which the teacher thought would suit her better. But she continuously talke...

Best Workplace Practices that contribute to high performance Essay

Best Workplace Practices that contribute to high performance - Essay Example Data security therefore becomes very important aspect of running the business. Data security ensures all information related to the company and its services is constantly safeguarded from enemies and destructive forces, and every employee at every level is responsible for Data security at all times. Data security at our organization is ensured through a variety of ways such as training and orientation, policies and procedures, safety and security measures. One of the strongest and fool-proof measures followed is the Restricted Access Practice (RAP), which ensures data, either in the form of electronic or printed, is not transferred outside the company’s domain. For this, employees’ access to electronic data is limited to only official work domains; this means no employee can either send or receive information to or from any external sources, respectively. Employees are not allowed to carry any form of printed material outside the organization’s premises. This access is limited to only one department, which liaises with external entities, like the US Government bodies and external vendors, whenever required. Moreover, all electronic information, either in the form of applications, data, programs etc, created by the employees will be company’s property and for its use thereby protecting any form of breach. Any form of breach of this practice is dealt immediately with strict disciplinary action. The RAP has been extremely helpful in safeguarding company’s and its clients’ information thereby increasing its credibility and reliability. Moreover, this practice eliminates or mitigates any form of selfish intentions of employees from taking any undue advantage of the organization’s resources, information and data. Thereby, this practice also helps in orienting all employees towards the company’s goals. For the business, this practice has helped in earning credibility of its largest client, the US

Marketing Business Plan for Soy Protein Assignment

Marketing Business Plan for Soy Protein - Assignment Example HANGES MADE] 14 Part VI: Marketing Mix [CHANGES MADE] 15 Reference 17 Appendix A 20 Executive Summary 2 Part II: Marketing Plan 5 Business Review 5 Scope 5 Strength 5 Weakness 5 Opportunity 6 Threat 6 Product and Market Review 6 Analysis of the Product 6 Sales Trends for the Product 6 Consumer Behavior Trends 7 Pricing and Distribution 7 Competitive Review 7 Target Market Effectors 8 Target Market 8 Target Market Awareness 8 Target Market Attitude 8 Part III: Marketing Analysis: Market Characteristics/Trends 10 Market segment 10 Market trends 10 Market type 10 Product knowledge 11 Sales area 11 Part IV: Marketing Analysis: Competition 12 Part V: Target Market [CHANGES MADE] 14 Part VI: Marketing Mix [CHANGES MADE] 15 Reference 17 Appendix A 20 Part II: Marketing Plan Business Review Scope The scope of this project is to create a marketing plan of Soy Protein in the United States of America and thereby capturing a decent market share and increasing its sales volume by 10% in USA. The project thereby endeavors to understand the potential strengths and weaknesses of the product which should be managed to gain advantage of the different opportunities and counter threats in the external market. Changes in desires and tastes of the target market and action of the competitors are studied in order to modify the product features so as to match the needs of the people. Strength Soy Protein has found increased use in regards to women in offering them large number of benefits across different stages of their life. It helps to improve the dietary and cardio-vascular positions of the women. Further the intake of Soy Protein has helped them in countering the effects of menopause and helps to prevent cancer and obesity related diseases (Montgomery, 2003, p.44). Weakness The product... The paper talks about the Soy Protein, a vegetable protein mainly found in Soybeans. This protein acts as a potential substitute to the intake of animal proteins. This leguminous product is free of cholesterol and has low fat content. Further the product is composed of amino acids and different minerals with Vitamin B. it also has good fiber content. In United States the Soy Protein market depicts huge marketing and sales volume. The sales trend measurement for the 2004 period shows that the market grew to around 4.1 billion. This growth trend reflects a 5 percent growth from the previous year. While Soy Proteins is recognized as a healthy diet supplement to animal proteins, some consumers acceptance of Soy Proteins is limited due to its unfavorable taste and and the lack of proper knowledge of the product. Children are found not to favor the intake of Soy Proteins owing to unfavorable tastes. However the women and old age population also fail to intake needed quantities of Soy Prote ins owing to unavailability of proper knowledge as to the varities available. In terms of pricing the Soy Protein products help in providing the consumers affordable healthy food items in comparison to animal proteins. The pricing of such food products are conducted based on stability parameters so as to avoid price fluctuations. Distribution parameters in regards to Soy Protein products earns effectiveness owing to the different types of production processes leading to the production of natural and synthetic soy protein in large volumes.

Biografy of William Sharespeare Essay Example | Topics and Well Written Essays - 750 words

Biografy of William Sharespeare - Essay Example He must have formed his great love of literature from reading the classical Roman writers. Not much is known about Shakespeare’s teenage years but it is likely that the worked in some field connected with acting and the theater, and very possibly like modern actors had to support his acting ambitions with other odd jobs as he went along. It is clear from his later writings that he gained a lot of knowledge about many different trades and common people, and this suggests that he learned practical things as well as his literary skills. Thanks to surviving church records it is possible to establish the fact that during this period he also got married to a woman called Anne Hathaway. She was considerably older than William Shakespeare, and was already pregnant when the wedding took place in 1582. The first baby was a girl, and then there were girl and boy twins after that but Shakespeare abandoned his family in Stratford to seek his fortune in the much bigger city of London. Sadly the boy twin, Hamnet, died at the age of eleven and not much is known of what happened to the other children. By the end of 1592 Shakespeare was an established actor, performing in London and other towns with a group of actors called â€Å"The Chamberlain’s Men† who in those days were known as â€Å"players.† In this period in England theaters were often closed down because of plague, and Shakespeare therefore had time to gather and read books and plays which would later inspire his own writing. He appears to have been very successful a player: â€Å"There is proof that Shakespeare had performed with the Chamberlain’s Men before Elizabeth 1 on several occasions.† (Mabillard, section headed â€Å"Shakespeare the Actor and Playwright†). In the middle of his life Shakespeare began writing sonnets and non-dramatic poems and then he began to write historical plays, comedies and tragedies in the period from 1590 to 1612. Some of the exact dates a re difficult to pin down because the historical record is not complete. There are also several versions of some plays, and the authorship of some of these has been disputed over the years by scholars. The general consensus is that he wrote thirty seven plays but it is possible also that he wrote fewer than this, or that he wrote and collaborated on more than this. The majority are comedies, but some of his most memoral work like Hamlet, Romeo and Juliet, King Lear and Othello are tragedies. Even the tragedies and historical plays contain elements of humor in them also, and Shakespeare was well known for his ability to weave silly and serious plotlines together. Mabillard identifies four features which characterize Shakespeare’s literary style and guaranteed his popularity both during his own lifetime and in the centuries since his death: â€Å"Illumination of the Human Experience†¦ Great Stories †¦ Compelling Characters†¦ and the ability to turn a phrase.† (Mabillard: section entitled Why Study Shakespeare) He was quickly recognized as a man of genius, and his plays became a major part of English and later also world culture. His innovative use of language entertained the people of his own time but then also became part of the English language, as for example phrases like â€Å"band of brothers† and â€Å"the green-eyed monster† which we still use today. There is no firm evidence of the way that

Effect Of Leadership On Employees

Effect Of Leadership On Employees This paper tries to research the impact of different variables of leadership on employee motivation. Leadership Style, Leaders Motivation, Leaders Gender and Leaders Skills were taken as the independent variable and Employee Motivation was taken as the dependent variable. Data was gathered through the use of questionnaires. The results showed that Leadership Style, Leaders Skill and Leaders Motivation had a significant impact on the Employees Motivation whereas Leadership Gender had no significant impact of the Employees Motivation. The research is concluded with a detailed analysis of the result with conclusion. This chapter introduces some of the important features of the topic. It will give an overview of the different variables involved in leadership and how they effect employee motivation. The broad topic of my research is Human Resource Management. Human Resource Management is a new emerging concern for the organizations in Pakistan. Locally we can see many firms without a proper Human Resource department. Lately the Human Resource practices which are conducted in Pakistan are mostly carried out in the manufacturing sector but recently we have experienced a trend of Human Resource being adopted in the services sector. This topic has managerial as well as academic value. An overview of leadership Leaders in an organization play the pivotal role of founding and promoting values and ethics in the work environment. The influence leaders will have on employees in any given organization is immense and it is this influence that is in fact also vital to its functioning. Their interaction with workers casts the modality of operations and depending on the leaders behaviorism and style promotes or decreases motivation in the work place. The study of leadership is an abstract one and that leaves many loose threads, it is situation specific and no blue prints for the perfect type are available. And yet the brunt of the goal oriented characteristic of motivation also lies with the leader and it is he/her who must take on the responsibility of molding his/her style to suit the employees motivation needs. This research looks in to the intricacy of the relationship between leadership and motivation and studies the linkages between the two. The purpose is to study the effects of factors like a leaders gender, style, behaviorism, quality, rewards, workers agreeability etc on subordinate motivation leading to conclusive results about the contingency of the two. Furthermore this paper attempts to address the underlying importance of linking and studying leadership and motivation for an organization and how it is vital for the functioning of the two roles of the subordinate and the leader. Background Information Leadership entails several tasks key of which are the basic ones of mobilizing resources, coherency and fluidity of purpose and values; and influencing processes. Tracing the origins of leadership would necessitate drawing upon the history of how mans earliest ancestors lived in communities. Secondly the study of the history of leadership requires a much broader definition of the term and a lesson in the anthropological progression of mankind. The evolutionary view of leadership stipulates the need for drawing contextual references for leadership as it is today. Organizational hierarchy exists in every species of living sort. Roles in it based on the simple principle of survival are assigned. Similarly in a man- eat- man world individuals are honed and prepared from an early age to take on survival or predatorily roles in an organization be it a pre- historical community of hunter gatherers; agrarian tribes; an industrial society or even a contemporary organization in this age of information. It is only through consciousness and learning that the old instinctual primordial roles have been cast and people from a diverse background have successfully (or not) attempted to take up the challenge of leadership. The study of leadership in organizations is thus a vastly rich field of research and study and commands much importance in the building of the hierarchy of any organization. Millions are spent each year in training managers to become effective leaders and leaders to be even more effective at what they do. Motivation became a focus of research because it is a vital component of factors affecting worker productivity, job satisfaction, etc. motivation in itself has been a key area of concern for social scientists for more than a century. What is the most efficient way to get work done was a problem slave drivers in ancient Egypt even dealt with. The contingency between the concepts of motivation and leadership have come to the fore with mans need for sustainable production and efficacy. Thus in preserving the workers motivation leaders have persevered themselves. 1.3 Academic and Managerial concerns pertaining to research The academic concern of my topic is that it is an untapped area with respect to Pakistan. Anyone who wished to further research on this topic can use this thesis. The managerial concern is that it is a key issue in the organizations of Pakistan. They need to find the best possible leader for them to motivate all the employees. It will help them improve efficiency and enhance productivity. Definitions of Variables and Keywords Leader: a person who rules or guides or inspires others. Motivation: Motivation is the activation or energization of goal-oriented behavior. (en.wikipedia.org/wiki/Motivation) Autocratic Leader: This style states that the leader solves the problem or makes the decision using information available to him or her at that time. In some cases, the leader may consult with subordinates to obtain information, but at no time does subordinate input include decision making. The decision is passed on to subordinates for implementation. Â  (Ralph Nader, 2002) Democratic Leader: The leader shares the problem with subordinate and gets their input. Subordinate involvement is seen as either a collective or individual request for information which may or may not influence the decision. The leader reserves the right to make that decision. (Ralph Nader, 2002) Group Leader: The leader shares the problem with subordinates as a group, obtains their collective input and tries to reach consensus on the solution. The leader acts as a facilitator or chairman, trying not to influence input and accepting and solution that the group may suggest. (Ralph Nader, 2002) Emergent Leader: The leaders who earn leadership position through their expertise, skills, abilities to influence others, or personal acceptability by the group. ( Ralph Nader, 2002) Assigned Leader: The leaders who are given power to exercise influence through appointment. (Ralph Nader, 2002) Extrinsic: A reward, such as food, that is tangible and visible to others, and external (as opposed to an intrinsic reward). Intrinsic: Rewards that are associated with the job itself, such as the opportunity to perform meaningful work, complete cycles of work, see finished products, experience variety, and receive feedback on work results. Transactional Leader: Transactional leaders believe that people are motivated by reward or punishment. These leaders give clear instructions to followers about what their expectations are and when those expectations are fulfilled there are rewards in store for them and failure is severely punished. They allocate work to subordinates whether resources are there or absent. Transformational Leader: Transformational leadership is a leadership approach that is defined as leadership that creates valuable and positive change in the followers. 1.5 Study objectives: The purpose of this research is to shed light on an imperative aspect of organization management that has hitherto not been focused on in the context of firms and organizations in Pakistan. The effect of leadership on employee motivation has a directly proportional impact on the employees productivity, job satisfaction and consequently worker retention. The kind of leadership traits a companys management portrays will determine not only the working environment but even employee turnover rates. Effective leadership as a case in study has been much overlooked in the general practice of organizations in Pakistan. This research looks into how company leaders in Pakistan are mostly appointed not on the basis of qualification, aptitude or skill but rather through inheritance and nepotism. Nepotism in particular is an endemic practice in Pakistan which has pervaded every job sector, be it corporate or even bureaucratic. Assigning leaders based on favoritism and family connections instead of appointing them through set procedural means gives no guarantees that the heads leadership style will be conjunct to the requirements of the assigned sector. Just like a charismatic leader will be wasting his or her talents in a firm that requires minimal intervention by its management, an overbearing leader with a direct involvement in employees work can corrode their motivation merely with the way they direct them. Thus this paper seeks to underscore the importance of studying the correlation between leadership styles and worker motivation, especially in the setting of a country like Pakistan where leadership appointment is more erratic and seeped in nepotism. Leadership of any organization provides the driving force behind the productivity and working environment, all of which have direct bearings on worker behavior and motivation. If this psychology remains untapped and unstudied this has and will increasingly have dire repercussions for companies in Pakistan. Chapter 2 Literature Review This section covers the literature review that has been conducted after thorough analysis of several articled written by other scholars. The main purpose of including the literature review over here was to support the topic with proper referencing from work done by other researchers. This not only enhances the topic but also highlight a few more points related to the topic which have proved beneficial. Martin G Evans, tried to analyze the impact of leaders behavior on the motivation of his subordinates, in his article Leadership and Motivation: A Core Concept, 1970. Martin conducted a research based on the two theories on motivation. The first theory is the Maslows hierarchy of needs and the second is the Path-goal approach to motivation. Martin carried out his research on two organizations; a utility and a hospital. Questions were asked to study the importance of different goals to the employees. The questions also tried to collect information on the effect of high or low productive work on the motivation level of the subordinates. To test the Path-goal theory, questions were asked whether following each of the paths helped them attain their goals. The result supported the two theories. It showed that following high quality and high productive work led to the subordinates goals while low quality and low productive work led away from the subordinate goals. Job security was also see n as a very important factor to drive motivation confirming the hierarchy of needs model. In the end Martin highlights the managerial importance of the research and proposes that to have a strong motivation in the employees, the leader should create a strong relationship between the employees goals and the organizational goals. Arthur G. Jago claims in his research Leadership: Perspectives in Theory and Research, 1982 that despite years of systematic experiential research on the defining traits of leaders that distinguish them from non leaders, scientists of the soft science of behaviorism in organizations have yet to come up with conclusive data and results owing to the multifarious interpretations of the phenomena that does shed light on the role of a leader but leaves the topic of inter organizational relations and connections open to debate. The article discusses several theories and definitions that provide us with the premises used to build on tabulating a set of universal leadership traits and physical factors which is the first of four typologies drawn on the dominating assumptions of prior research in this field and Jago in some ways comments on their redundancy and limited approach owing to their limited set of assumptions. Jago discusses various and conflicting behaviorisms of leadership and the corresponding situations contingent on these traits and hence focus on a set of universally appropriate leadership traits and their reliance on situations to provide its second and third typology. The final typology looks at situationally contingent behavioral styles. Jago examines organizational prescriptions that follow from the typologies he had employed to argue the insufficiency of old methods used in the research of these traits and typologies and discusses and prescribes new and novel research methods in the study of leadership behaviorism. Kirkpatrick and Locke in their research Leadership: Do Traits Matter?, 1991 acknowledge the fact that different situations require different types of leadership, that the topic is so vast and complex that to determine the exact ingredients for the perfect leader would be fool-some. They acknowledge that a leader in a business organization will require a different mix of traits than say a military leader. They furthermore differentiate between skills and traits and back their claims with evidence from actual case studies. Six traits they identify that distinguish leaders from non-leaders are: drive, the desire to lead, honesty/integrity, self-confidence, cognitive ability, and knowledge of the business. Kirkpatrick and Locke then go on to discuss secondary characteristics that may not be easily backed with evidence nor be required in every situation but are nonetheless indicators of a good leader, these include Charisma, creativity/originality, and flexibility. The authors go on to as sert that apart from the core traits that provide the potential for good leadership, the following factors help them actualize their potential: skills, vision, and implementing the vision. Each factor is discussed in detail and how their effects are implicated at the level of the management and employees. The article finally talks about the grave responsibilities that come with the mantle of leadership and where the rare mix of traits and characteristics does come together to make an effective leader, the credit must be given to the individual. Where Kirkpatrick and Locke consider charisma as secondary and necessary but an insufficient trait for leaders, Shamir, House and Arthur, in The Motivational Effects of Charismatic Leadership: A Self-Concept Based Theory, 1993, on the other hand argue that charismatic leadership has profound effects on employee motivation and illustrate this claim with empirical evidence from several studies. After establishing the importance of charismatic leadership the authors point towards a problem in research on leadership and motivation, that is, absence of an account of the process that helps translate charismatic leadership onto its effects on employees. The authors use previous studies to list down a number of effects charismatic/ transformational leadership has on employees. These effects include elevating workers needs to a higher tier on Maslows hierarchy, achieve higher levels of morality, transcend their needs and goals to take the entire team into consideration, etc. By using a self c oncept based theory, Shamir, House and Arthur point at various processes that are set into motion in the context of a powerful and charismatic leadership. Leadership sets the tone for worker performance; by providing employees with a vision the leader makes them espouse his own values and higher goals. The authors point at factors like increasing the intrinsic valence of effort, increasing effort-accomplishment expectancies, instilling faith in a better future, etc to demonstrate the processes that come into play with the introduction of charismatic and transformational leadership in a work space. The authors identify classes of leadership behavior that set the certain processes into motion and discuss other external factors (organizational factors that provide a conducive environment for effective leadership and employee responsiveness). The authors thereby provide a theory that links transformational leadership and employee effects through employee self concepts. The nature of lea dership in question activates certain employee self concepts that hence affect motivational mechanisms. In Leadership and Motivation- The Effective Application of Expectancy Theory, 2001, Robert G. Isaac, Wilfred G. Zerb, Douglas C. Pitt, discuses Vrooms Expectancy Theory and its application in providing a practical tool in helping individuals in leadership roles. The authors trace a direct link between the underlying and explicit assumptions and variables in the expectancy theory and leadership concepts to draw the correlation of leader interactions with employees and motivational working environments. The authors then assert that motivational working environs aid employees in traditional job posts to achieve self actualization and transcend their roles to become leaders in themselves. The article discusses the complex relationships between employees and leaders within an organization and situation based antagonism that exists. It emphasizes distinctions between leaders and managers and stipulates the removal of these distinctions to help overcome the antagonism parameters in the rela tionship completely to increase motivation levels. The article examines several other relationships and linkages between behaviorisms and output in the context of motivation levels in an organization. Finally concluding that boss-worker distinctions should be eliminated and that everyone in an organization should strive to be a leader and influence should be a two way process and this, the authors propose can be achieved using the principles from the Expectancy Theory. Douglas F. Cellar, Stuart Sidle, Keith Goudy, Daniel OBrien in Effects of Leader Style, Leader Sex and Subordinate Personality on Leader Evaluations and Future Subordinate Motivation, 2001 examines the long standing evaluation of gender influences on motivation and employee response. The authors use the agreeability factor, a dichotomous leadership style variation (autocratic vs democratic) and gender differences to conduct a three way study with leadership evaluation, future interest and effort as dependant variables. The hypothesis was that agreeability affects inconsistent gender behavior and this by extension affects employee productivity and output. A self designed questionnaire was used. Subordinate behavior was analyzed with the expectation of leaders adhering to gender stereotypes and results of the study concluded that it was indeed the case. Where leaders deviated from stereotypical expectations disagreeable subordinates reacted and penalized the leaders for the deviation. Agreeable employees however did not. The purpose is basically to show the effect gender stereotypes have on the motivational levels of employees based on their behavioral profiles. According to different studies, transformational leadership has a significant positive impact on the employee satisfaction. Bass (1985) states that transformational leadership would result in followers performing beyond the expected levels of performance as a consequence of the leaders influence. Hatler and Bass (1988) state The dynamics of transformational leadership involve strong personal identification with the leader, joining in a shared vision of the future, or going beyond the self-interest exchange of rewards for compliance (Hatler and Bass, 1988, p.695). Nurdan Ozaralli tried to investigate the effect of transformational leadership in his research Effects of transformational leadership on empowerment and team effectiveness, 2002. The data for the research was collected from a sample of 152 people in different sectors in Turkey. Snowball technique was used for data collection and to measure transformational leadership, Bass and Avolios multifactor leadership questionnaire (ML Q) was used. The results showed that a transformational behavior of leaders has a positive relation with subordinate empowerment and with team effectiveness. Subordinates who worked under transformation leadership were more group oriented and had a higher level of performance. Creativity is higher when the subordinates work under a transformational leader as they are more empowered. In the end Nurdan suggests that there is a very significant effect of team empowerment on employee performance so the managers should identify the teams with low empowerment and should try to raise their level of empowerment. Nader in Leadership and Motivation, 2002 discusses two important determinants of individual performance in organizations: the type of leadership in that organization and personal motivation of employees in an organization. He draws on theories in general; data collected from empirical research on the subject to and the premises of people being the same as each other and yet being different to collate his findings and providing some general theories and analysis that determine behavior and leadership traits. Nader provides comprehensive definitions and analysis of the concept of motivation and discusses it in the context on theories like Maslows hierarchy of needs, McClellands theory of needs etc; ending his study of motivation by discussing motivational goals and categories these fall into. He then continues with a discussion of leadership theories, factors and leadership styles; and concludes with a list of leadership qualities that according to him help determine roles people can b e assigned to, based on their profiles. After the exposure of a few business scandals and the unveiling of irresponsible leaders, Nicola M. Pless in her research Understanding Responsible Leadership: Role Identity and Motivational Drivers, 2007 tries to find the prototypes of a responsible leader. The author does this by analyzing the biography of Anita Roddick; a responsible leader. The key learnings from the biography were that a responsible leader is driven by a values based vision of the future. Other findings include that a responsible leader make fundamental decisions with a long term effect on people, environment and future of the organization. A responsible leader should act as an active citizen. The leader should have ethics and desire to serve others. They should be close to the stakeholders and maintain good relations with them. A responsible leader is developed over time; they have values rooted in them that are reinforced and further developed by life experience. Another very important prerequisite to become a leader are ability and willingness to learn. Abass, Qaisar and Sara Yaqoob in Effect of Leadership Development On Employee Performance In Pakistan, 2009 carried out a research to prove whether or not leadership skills and traits have an effect on employee performance in Pakistan. Leadership theories have been an integral part of the field of business/management research since the proliferation of trait theories. Geert Hofstede in his article Motivation Leadership and Organization- Do American Theories Apply Abroad underscores the importance and reality of cultural conditioning and how it provides employees and leaders cultural lenses to view the world from. Abass and Yaqoob build on the theory of cultural conditioning to study how much of an impact leadership variables have on employee performance in the context of Pakistan. The factors of leadership they examine include: coaching, training and development, empowerment, participation and delegation. The purpose was to find a correlation between leadership development and worker performance, using an exploratory style research which would help determine what percentage of employee performance is directly influenced by the organization leader. Their findings show a staggering 50% positive correlation, with the remaining 50% being influenced by attitude, commitment, motivational factors, and trust in the organization, and other factors such as compensation, reward and bonuses etc. According to their finding for example training and development as part of leadership development had the greatest impact among all the variables of leadership. Thus this article delves into leadership research with fixed well defined leadership variables in the context of Pakistan. Chapter 3 Methodology Analytical Choices This section will cover the methodology for my research. It will deal with the methods used to analyze the research and the sample size considered for the research. The tools and techniques used to process the data will also be included in this section. Theoretical framework will also be included followed by the Hypothesis and expected findings. 3.1 Research type There have been numerous researches conducted on the effect of leadership on employee motivation but they are not applicable in Pakistan due to cultural differences. Therefore my research will be primary in nature and will be based on the data obtained through questionnaires. The research will also be applied in nature and will have managerial as well as scholarly applications. The sector that will be focused in the research will be the MNCs operating in Pakistan. 3.2 Population As my research is focused on the MNCs, my population will include all the Multinational Corporations operating in Pakistan. 3.3 Sample Size Due to budget and time constraints, the research will not be able to include the whole population. This research will focus on two MNCs; Packages and Tetrapack. These were chosen by using random probability sampling technique. Approximately 100 questionnaires will be floated in both the MNCs. There will be two questionnaires; one for the leaders of the MNC that will measure the independent variables like leadership style, leaders motivation, etc and the other questionnaire will be for the employees which will measure the independent variable that is the Employees Motivation. 3.4 Sample Time The time period considered in this research is from March 2011 to April 2011. 3.5 Hypothesis H0: Â  To test the hypothesis that leadership style has an insignificant effect on employee motivation. H1: To test the hypothesis that leadership style has a significant effect on employee motivation. H0:Â   To test the hypothesis that leader gender has an insignificant effect on employee motivation. H1: To test the hypothesis that leader gender has a significant effect on employee motivation. H0: To test the hypothesis that leader motivation has an insignificant effect on employee motivation. H1: To test the hypothesis that leaders motivation has a significant effect on employee motivation. H0: To test the hypothesis that leader skills have an insignificant effect on employee motivation. H1: To test the hypothesis that leader skills has a significant effect on employee motivation. 3.6 Theoretical Framework Leader Gender (Douglas F Cellar, 2001) Male -Female Leader Skills (Ralph Nader, 2002) Self Confidence -Charisma -Dominance -Administrative -Ability -Intelligence Leader Motivation (Ralph Nader, 2002) High motivation to lead -Moderate motivation to lead -Low motivation to lead Employee Motivation Leader Style (Douglas F Cellar, 2001) Directive -Democratic Theoretical framework shows the relationship of different independent variables with the dependent variable. In this case the major variables under discussion are Leader Gender, Leader Style, Leader Quality and Leader Behavior. All the independent variables considered in the theoretical framework are linked to motivation and have been studied on by different scholars. All of the variables have been identified in different articles for the literature review. Leader Style plays a vital role in the motivation of employees as does all the other variables that he been considered in the research. 3.7 Data analysis tools and techniques The data will be collected by floating questionnaires. The questionnaires used for this research have been used by previous scholars which ensure the authenticity of the questionnaires. Two questionnaires are designed for my research. The first questionnaire will be for the leaders of the organization and will measure the independent variables like Leadership Style, Leader Skills, Leader Motivation and Leader Gender. The other questionnaire will be for the employees of the organization and will be used to measure the dependent variable which is Employee Motivation. Data will be collected from 10 employees per leader and average will be taken to evaluate the overall motivation of the employees. The data collected through the questionnaires is then coded and standardized. To test the significance and relationship between the different variables, multi variable linear regression will be used. 3.5 Expected Nature of Findings It is expected that leadership does have an effect on employee motivation. Leadership Style, Leaders Motivation and Leaders Skills are expected to have a significant relationship with employee motivation whereas the effect of Leaders Gender on employee motivation is unknown. Chapter 4 Estimation, Analysis and Conclusion 4.1 Profile of Respondents The Questionnaire was filled by 10 leaders and 7 (70%) were male wheras 3 (30%) were female leaders.4 (40%) of the leaders were highly motivated, 2 (20%) were moderately motivated and 4 (40%) lacked motivation according to the questionnaire. Similarly 2 (20%) leaders had high leadership skills, 5 (50%) had moderate leadership skills and 3 (30%) were lacking leadership skills. 6 (60%) leaders had a democratic leadership style wheras 4 (40%) had autocratic leadership. The leaders age varied from 39 years to 48 years. The average age of the leaders was 42 years. The major reason for this is because mostly you get to a leading posirtion in an organization after your 40s when u r mature. All the leaders chosen has 10 plus years of experience in their desired field and were working in the same firm for atleast 2 years so that the employees motivation could reflect their leadership and not the leadership of the previous leader. The Questionnaire was filled by 100 employees. The age of the employees varied from 25 years to 32 years. The average age of the employees was 28 years.5 (50%) of the firms had highly motivated employees, 2 (20%) had moderately motivated employees and 3 (30%) had low motivated employees. Estimated results Multiple regression was used with employee motivation as the dependent variable and Leadership Style, Leaders Motivation, Leader Gender and Leaders skills as the independent variable. The estimated results are given in the Appendix A. Analysis of findings In the leadership style column, 1 was used to represent democratic style of leadership wheras 2 was used to represent autocratic style of leadership. In the Leader Gender column, 1 was used to represent male leaders wheras 2 was used to represent female leaders. In the Leaders Skills column, 1 was used to represent high skills, 2 was u

Why Do We Read Shakespeare :: essays research papers

Shakespeare: A Common Knowledge in Society   Ã‚  Ã‚  Ã‚  Ã‚   Almost anywhere that you go in America or even the world, the people have heard of William Shakespeare. His name is probably one of the most common ones in our society today, and has been since his time. But has anyone ever raised the question why? Why do we, as a society, read William Shakespeare's plays? The answer is a simple one and that is to have a common knowledge in our societies. So many diverse groups of people can be brought together with Shakespeare's plays, for discussions, arguments, and more. The timeless ideas that are put into his plays are something that everyone can relate to, which in the big picture could bring all societies together.   Ã‚  Ã‚  Ã‚  Ã‚  If a person is walking down the street talking with his or her friend about love, and they mention the play Romeo and Juliet and someone walking nearby hears them, they will understand what they are talking about. This is called common knowledge. Because Shakespeare put so many ideas that are part of everyday life, even in this day in age, people can always relate to them. Love, hate, foolishness, jealousy, and anger are just some of the countless ideas that were put into his plays. Despite what the situation in Kosovo is or which team is winning in the Stanley Cup finals, there will always be these ideas in the world.   Ã‚  Ã‚  Ã‚  Ã‚  Anyone can relate to the ideas in Shakespeare's plays, that is what makes them so great. No matter how advanced the world becomes or no matter what kind of wars we fight, these feelings will always be there. Love is in everyday life, if not intimate than parental. Hate, such as the war going on right now, is in everyday life. People have always be entertained by these ideas and feelings, but at the same time they become closer to each other and more open minded and educated.   Ã‚  Ã‚  Ã‚  Ã‚  Common knowledge is a great thing to have. Even though we speak different languages in the world, we can all still relate to the feelings that are brought out in Shakespeare's plays. Knowledge is something that almost everyone craves, and the more that everyone knows about a subject, the more questions are raised about it and more thinking comes from that and then in the long run more knowledge comes. It is a continuous cycle that never stops.   Ã‚  Ã‚  Ã‚  Ã‚  No matter how different we think that we are, as a human race, the feelings that are brought out in Shakespeare's plays bring us together in spirit.

Educational philosophy Essay

I believe that education is an individual, unique experience for every student who enters a classroom. In order for children to benefit from what schools offer, I think that teachers must fully understand the importance of their job. First, I believe that teachers must consider teaching to be a lifestyle, not a mere forty-hour-a-week job, because a teacher’s goals for his/her students encompass much more than relaying out-of-context facts to passive students. As professionals entrusted with the education of young minds, teachers must facilitate learning and growth academically, personally, and ethically. By providing a quality education to each individual in one’s classroom, a teacher equips children with the tools necessary for success in life. In order to accomplish these lofty goals, I think it is important first to establish a mutually respectful, honest rapport with students — a relationship in which communication is of the highest priority. Through this relationship, a fair, democratic environment based on trust and caring can be established in the classroom, making it possible to interact confidently and safely in an academic setting. Once this foundation is established, the educator has already accomplished a major goal: the ethical characteristics of equality; open, honest communication; and trust have been emphasized and put into practice without having to preach to students. Demonstrating these ethically correct behaviors in the classroom and expecting students to model them prepares them for adult interaction and survival in the future. Academic learning must begin with motivation and inspiration. Students deserve an educator’s passion for both the subject at hand and learning as a whole. Teaching and learning become a simultaneous journey for both the teacher and students when students’ energy is aroused by a teacher’s genuine intensity for learning, because everyone is ready and willing to participate in active learning. To achieve active learning, a teacher must demonstrate enthusiasm and express confidence in the students’ abilities to learn and be successful. Employing constructivist methods of teaching in one’s classroom forces students to take an active role in their education by making choices and assuming responsibility for intelligent inquiry and discovery. For instance, discussions, projects, and experiments ensure student achievement and allow students and the teacher to discover individual student’s preferences and strengths. This approach facilitates differentiated activities for each student’s distinctive ambitions, making the subject more relevant to every student’s life. Personal growth is accomplished when a teacher adopts a mentoring role. Displaying warmth and compassion shows students that teachers love them and are empathic, feeling human beings. One-on-one mentoring involves personal conversations about goals, and taking time to share ideas and experiences. To be a mentor to every student, a teacher must project positivity, exhibit flexibility and confidence, set high expectations for oneself, and demonstrate fairness and consistency. In doing so, students can see appropriate adult behaviors first-hand and begin to emulate them as they mature. I believe that all children have the ability to learn and the right to a quality education. All youths, regardless of gender, race, ethnicity, and capabilities should have the opportunity to learn from professional, well-informed teachers who are sophisticated and knowledgeable, both in their area of expertise and life. Certainly, every child has different learning styles and aptitudes; however, by having a personal relationship with every student, a teacher can give each an equal chance of success. By recognizing every student’s potential and having separate, individual goals for each, a teacher can accommodate personal needs and abilities and encourage the pursuit of academic aspirations. I think that teaching and learning are reciprocal processes. When teachers nurture individual talents in each child, educators can build self-esteem and may encourage a lifelong skill. By supporting these special abilities, teachers can, for example, guide students’ research, and students can, in turn, enlighten teachers about subjects in which they may not be as knowledgeable. This mutual respect for individual skills cultivates a professional academic relationship, leading to a give-and-take educational alliance. This liaison allows students to feel that they are on equal intellectual ground with their teachers, thus creating a strong academic atmosphere. In addition to having a reciprocal relationship with one’s students, it is vitally important for teachers to form partnerships with fellow educators. Solid communication among teachers will promote the sharing of ideas and methods and provide a network of support. By working as an educational team, teachers will continue to develop their craft and give the best education possible to their students. In choosing to become a teacher, I have made the commitment to myself and my future students to be the best academic, personal, and ethical role model I can be. It is my goal to have a mutually enriching teaching career by keeping an open mind and continually communicating with my peers and students. I am prepared to rise to the challenges of teaching in the 21st century, and I promise to try to provide an honest, well-rounded education to every student I encounter.

Maslow’s Hierarchy of Needs Essay Essays

Maslow’s Hierarchy of Needs Essay Essays Maslow’s Hierarchy of Needs Essay Essay Maslow’s Hierarchy of Needs Essay Essay 1 ) Explain the motive job with the hourly-paid employees in this organisation in footings of the content theoretical accounts of motive. What are the other things that the human resources director is mentioning to in speech production of things besides money. conditions. and fringe benefits that are needed to actuate employees? The first theory that is briefly presented is Maslow’s hierarchy of demands. After which. this is linked to the demands of Tom. Rajina. and Harry. Maslow’s Hierarchy of Needs Possibly. the most celebrated theory of satisfaction and motive was developed by Abraham Maslow ( 1954 in Loop. 1994 ) . Maslow believed that employees would be satisfied with their occupations at any given point in clip if certain demands were met. Maslow believed that there are five major types of demands and these demands are hierarchal – that is. lower degree demands must be satisfied before an employee will be concerned with the following degree of demands. Basic biological demands. Maslow thought that an single first seeks to fulfill basic biological demands for nutrient. air. H2O. and shelter. An person who does non hold a occupation. is stateless. and is on the brink of famishment will be satisfied with any occupation every bit long as it provides for these basic demands. When asked how good they enjoy their occupation. people at this degree might answer. â€Å"I can’t complain. it pays the measures. † Safety demands. After the basic biological demands have been met. a occupation that simply provides nutrient and shelter will no longer be fulfilling. Employees so go concerned about run intoing their safety demands. That is. they may work in an insecure coal mine to gain money to guarantee their family’s endurance. but one time their household has nutrient and shelter. they will stay satisfied with their occupations merely if their workplace is safe. Safety demands have been explained to include psychological every bit good as physical safety. Psychological safety – frequently referred to as occupation security – can surely impact occupation satisfaction. For illustration. public sector employees frequently list occupation security as a chief benefit to their occupations – a benefit so strong that they will remain in lower paying public sector occupations instead than take higher paying. yet less secure. occupations in the private sector. Social demands. Once these first two demand degrees have been met. employees will stay satisfied with their occupations merely when their societal demands have been met. Social needs affect working with others. developing friendly relationships. and experiencing needed. Organizations attempt to fulfill their employees’ societal demands in a assortment of ways. Company cafeterias provide workers the topographic point and chance to socialise and run into other employees. company field daies allow households to run into one another. and company athleticss plans such as bowling squads and softball games provide chances for employees to play together in a impersonal environment. Ego needs. When societal demands have been satisfied. employees concentrate following on run intoing their self-importance demands. These are demands for acknowledgment and success. and an organisation can assist to fulfill them through congratulations. salary additions. and promotion. Ego needs can be satisfied in many ways. For illustration. many organisations use furniture to assist fulfill self-importance demands. The higher the employee’s place. the better his office furniture. Self-actualization demands. Even when employees have friends. have earned awards. and are doing a comparatively high wage. they may non be wholly satisfied with their occupations because their self-actualization demands may hold non been satisfied yet. These demands are the fifth and concluding degree of Maslow’s needs hierarchy. Self-actualization may be best defined by the US Army’s enrolling motto. â€Å"be the best that you can be. † An employee endeavoring for self-actualization wants to make her possible in every undertaking. Therefore. employees who have worked within the same machine for 20 old ages may go disgruntled with their occupations. They have accomplished all that they can with that peculiar machine and now hunt for a new challenge. If none is available. they may go disgruntled ( Knoop. 1994 ) . In the instance survey. it has been pointed out that Tom does non look to be merely motivated by money entirely. proposing that he has likely gone beyond the basic biological demands. There should be attempt on the portion of his supervisor to look for regard or self-actualization demands. possibly. One option is for his occupation to be enriched. This is besides true in the instance of Rajina who does hold trueness to the company. but is non excessively self-asserting. She may be asked to prosecute in activities that will increase her self-esteem. Finally. Tom is easy motivated by pecuniary wagess. and may be rewarded and motivated by these. Still another theory is the two factor theory of Herzberg. Two-factor Theory Still another needs theory. which reduces the figure of demands to two. was developed by Herzberg. He believed that job-related factors can de divided into two classs. incentives and hygiene factors – therefore the name two-factor theory. Hygiene factors are those job-related elements that consequences from but do non affect the occupation itself. For illustration. wage and benefits are effects of work but do non affect the work itself. Similarly. doing new friends may ensue from traveling to work. but it is besides non straight involved with the undertakings and responsibilities of the occupation. Incentives are occupation elements that do concern existent undertakings and responsibilities. Examples of incentives would be the degree of occupation duty. the sum of occupation control. and the involvement that the work holds for the employee. Herzberg believed that hygiene factors are necessary but non sufficient for occupation satisfaction and motive. That is. if a hygiene factors is non present at an equal degree ( e. g. the wage is excessively low ) . the employee will be dissatisfied. But if all hygiene factors are represented adequately. the employee’s degree of satisfaction will merely be impersonal. Merely the presence of both incentives and hygiene factors can convey occupation satisfaction and motive. Herzberg’s theory is one of those theories that makes sense but has non received strong support from research. In general. research workers have criticized the theory because of the methods used to develop the two factors every bit good as the fact that few research surveies have replicated the findings obtained by Herzberg and his co-workers ( Knoop. 1994 ) . McClelland’s Needs Theory The concluding demands theory was developed by McClelland ( 1961 in Knoop. 1994 ) and suggests that differences between persons stem from the relationship between a occupation and each employee’s degree of occupation satisfaction or motive. McClelland believed that employees differ in their demands for accomplishment. association. and power. Employees who have a strong demand for achievement desire occupations that are disputing and over which they have some control. whereas employees who have minimum accomplishment demands are more satisfied when occupations involve small challenge and have high chance of success. In contrast. employees who have a strong demand for association prefer working with and assisting other people. These types of employees are found more frequently in people-oriented service occupations than in direction or disposal ( Smither A ; Lindgren. 1978 ) . Finally. employees who have a strong demand for power have a desire to act upon others instead than merely be successful. Research has shown that employees who have a strong demand for power and achievement do the best directors ( Stahl. 1983 ) and that employees who are motivated most by their association demands will likely do the worst directors. It is evident from both theories that Tom. Rajina and Harry may hold demand for hygiene factors to increase their productiveness. This means that direction must offer incentives to retain them or to actuate them to work more. 2 ) Building on the response to Question 1. explain the motive of the hourly-paid employees in this company in footings of the procedure theoretical accounts of motive. Based on the information provided by the confidential interviews. what would you think are some of the anticipations. valencies. and unfairnesss of the hourly-paid employees of this company? How make these compare to those of Pat ( the Director of Manufacturing and Operations ) ? Based on Vroom’s anticipation theory. Tom. Rajina and Harry have changing valencies. anticipations and instrumentality. For illustration. in the instance of Tom. values inspiration and motive – which are intangibles. However. he is non motivated because he does non have this from the company. He besides does non believe that exercising more attempt at work would let him to have such inspiration. In the instance of Rajina. she has a high demand for regard. which she does non see because she does non cognize to publicize her attempts to co-workers. Recognition is what may be given to her to counterbalance for her attempts and trueness. There is no direct nexus from her position. of exercising more attempt at work. and having such acknowledgment as wages. Finally. Tom puts great premium on pecuniary wagess and benefits. However. based on the perceptual experiences of hourly paid employees in general. there is no important difference between those who work difficult and those who contribute little. A compensation and fillip strategy reflective of comparative part must be established to actuate employees like him. Based on these information. how can direction leverage on the motive of employees to enable them to achieve higher productiveness? Individual differences theory posits that some variableness in occupation satisfaction is due to an individual’s personal inclination across state of affairss to bask what she does. Thus. certain types of people will by and large be satisfied and motivated regardless of the type of occupation they hold ( Weaver. 1978 ) . The thought besides makes intuitive sense. We all know that people who invariably complain and whine about every occupation they have. and we besides know people who are motivated and enthusiastic about every occupation or undertaking. First. we should be cognizant of the fact that there are several factors that affect our hourly paid employees’ satisfaction. Apart from money and periphery benefits that motivate employees like Harry. personality is another factor to see. Whether the consistence in occupation satisfaction is due to familial or environmental factors. there appears to be a series of personality variables that are related to occupation satisfaction. That is. certain types of personalities are associated with the inclination to be satisfied or dissatisfied with one’s occupation. Judge et Al. ( 1998 ) have hypothesized that these personality variables are related and involve people’s mentality on life ( affectivity ) . position of their self-worth ( self-esteem ) . ability to get the hang their environment ( self-efficacy ) . and ability to command their environment ( external vs. internal venue of control ) . People prone to be satisfied with their occupations have high self-pride. high self-efficacy. high positive affectivity. and an internal venue of control. Research back uping this position has come from Judge et al. 1998 ) . who found a important correlativity between a combination of these four variables and occupation satisfaction. and from Garske ( 1990 ) . who found that employees with high self-prides are more satisfied with their occupations than are employees low in self-pride. Consequences consistent with the nucleus rating theory were reported by Dubin and Champoux ( 1977 ) . who found that some people are happier in their occupations than people without this focal point. Furthermore. the grade to which they are satisfied with their lives is besides another determiner of their motive on the occupation. Judge et al. 1998 ) . Judge and Watanabe ( 1993 ) . and Tait et Al. ( 1989 ) have theorized non merely that occupation satisfaction is consistent across clip but that the extent to which a individual is satisfied with all facets of her life ( e. g. matrimony. friends. occupation. household. geographic location ) is every bit good. Furthermore. people who are satisfied with their occupations tend to be satisfied with life. These research workers found support for their theory. as their informations indicate that occupation satisfaction is significantly correlated with life satisfaction. Therefore. people happy in life tend to be happy in their occupations an d frailty versa. Individual differences theories postulate that some employees are more predisposed to being motivated than others. Such things as genetic sciences and affectivity are involved in the extent to which some people tend to ever be satisfied with their occupations and others ever dissatisfied. However. instead than genetic sciences and affectivity. self-pride. demand for accomplishment. and intrinsic motive inclination are the single differences most related to work motive. To be able to turn to hourly employees’ intangible demands. there must be much attempt on management’s portion to increase employees’ self-esteem. These may non be excessively applicable for Harry who seems to be more motivated by basic demands. i. e. money and periphery benefits. There are assorted ways of transporting this out. as follows: Employees who can go to workshops or sensitiveness groups in which they are given penetrations into their strengths. It is thought that these penetrations raise self-esteem by demoing the employee that he has several strengths and is a good individual. Management besides ought to supply hourly paid employees with experience on success. With this attack. an employee is given a undertaking so easy that he will about surely win. It is thought that this success increases self-pride. which should increase public presentation. so farther addition self-pride. so farther addition public presentation. and so on. This method is based slackly on the rule of self-fulfilling prognostication. which states that an person will execute every bit good or every bit ill as he expects to execute. In other words. if he believes he is intelligent. he should make good on trials. If he believes he is dense. he should make ill. So if an employee believes he will ever neglect. the lone manner to interrupt the barbarous rhythm is to guarantee that he performs good on a undertaking ( Knoop. 1994 ) . Particularly in the instance of Tom. direction has to believe of ways to actuate him to accomplish. Employees who have a strong demand for achievement desire and are motivated by occupations that are disputing and over which they have some control. whereas employees who have minimum accomplishment demands are more satisfied when their work involves small challenge. Employees who have a high demand for achievement Ate non risk takers and tend to put ends that are disputing adequate to be interesting but low plenty to be come-at-able. Employees with a high demand for achievement demand acknowledgment and want their accomplishments to be noticed. To increase motive. end scene should be used. This is peculiarly applicable in Tom’s and Rajina’s instance who do non look to execute good without equal supervising. With end puting. each employee is given a end. which might be a peculiar quality degree. a certain measure of end product. or a combination of the two. For end scene to be most successful. the ends themselves should possess certain qualities. First. they should be concrete and specific. Puting more specific subgoals can besides better public presentation ( Klawsky. 1990 ) . Second. a decently set end is high but sensible ( Locke A ; Latham. 1990 ) . To increase the effectivity of end scene. feedback should be provided to the employee on his advancement in making his end ( Locke A ; Latham. 1990 ) . Feedback can include verbally stating an employee how he is making. puting a chart on a wall. or exposing a certain colour of visible radiation when the employee’s work gait will ensue in end attainment and a different colour of visible radiation when the gait is excessively slow to make the end. Feedback additions public presentation best when it is positive and informational instead than negative and commanding. Another set of theories hypothesizes that workers are motivated when they are rewarded for their behaviour. As a consequence. organisations offer inducements for a broad assortment of employee behaviours. including working overtime or on weekends. doing suggestions. mentioning appliers. remaining with the company ( length of service awards ) . coming to work ( attendance fillips ) . non acquiring into accidents. and executing at a high degree ( Henderson. 1997 ) .

How to Write a Critical Essay on Police Brutality

How to Write a Critical Essay on Police Brutality When you are tasked with writing a critical essay on police brutality, there are a few steps you should take: Defining the Critical Essay The critical essay is a critical review of a specific work, often a book, movie, or some other arts related item. The critical writing assignment is something that goes above and beyond merely summarizing the work completed by another, but to also provide the reader with what your personal opinion is regarding the value of that work. When writing the critical essay you want to remain objective and present to the reader positive and negative attributes of the work. This essay is informative and not an opinionated piece. This means you have to present your opinion about the value of the work with evidence. Do not use first person. Follow the general essay format of: Title Introduction Body Conclusion Formatting the Essay 1) Title The title comes first. This is where you reflect upon what value you are going to present to the reader and use that to craft the perfect title. For example: instead of saying â€Å"An Examination of Movie X† you might choose the title â€Å"An Examination of the Use of Dialogue in Movie X†. You might even need to narrow it down to something such as â€Å"How the Voice of Male Actor Added to Male Actor Character† or â€Å"How Character A’s Dialogue Contributes to the Plot of Movie X†. 2) Introduction The introduction is where you introduce to the reader the work that you are going to critique as well as the artist or the author. This is also a good time to introduce the arguments that you are going to present in your body. You want to use relevant background or historical information in order to indicate to the reader why your work is important. 3) Body The body is where you provide support for the position you have taken on the topic. You should develop each argument you make with facts. These facts should explain the position you have taken, compare that position to expert opinion, and evaluate the value of the work. Remember that the critical essay should show evidence for both your view and the contrary view. This means you should not just tell the reader what the opposing view it, but explain what strengths it has and why the strengths of your view are stronger. This will make for a very good essay. Organizing the Conclusion The conclusion is where you restate the position you have taken and summarize for the reader not just the points you presented but the evidence you presented in support of your points. You must remember to restate the title of the work you are critiquing as well as the author. Final Tips: This essay should function as an informative review which is based upon expert evidence. In order to do this, you need to properly cite the sources you have used to present authoritative evidence. Ask your teacher which citation formation they require.

How may genetic and epigenetic phenomena influence cardiovascular risk Essay - 1

How may genetic and epigenetic phenomena influence cardiovascular risk by altering the pathophysiology of plasma lipoproteins - Essay Example An important risk factor for the development of cardiovascular diseases is dyslipidemia, whereby the plasma concentrations of different lipoprotein fractions, in particular, HDL and LDL, are deviated from the norm (Hegele, 2009, p. 111). Since approximately half of the variations in the plasma levels of HDL and LDL cholesterol are heritable (Kathiresan, et al., 2008, p. 1241), it is postulated that genetic influences play a significant role in the determination of plasma lipoprotein levels, especially HDL and LDL, which in turn are strongly correlated with the risk of cardiovascular disease and outcomes. Similarly, recent literature has also unveiled several epigenetic mechanisms whereby concentrations of different lipoproteins are altered. This paper discusses the relationship between the levels of different lipoproteins found in the human bloodstream and the risk for cardiovascular diseases. Moreover, the focus of this paper is to elucidate how genetic and epigenetic phenomena infl uence cardiovascular risk by altering the pathophysiology of plasma lipoproteins. The relationship between plasma lipoproteins and the risk for cardiovascular diseases: As discussed previously, CVDs are the leading preventable cause of death globally. It has been found that these diseases account for approximately 50% of the deaths in the developed world and are the most common cause of death in both developed and underdeveloped countries (Ebesunun, Agbedana, Taylor, & Oladapo, 2008, p. 282). In the United States alone, cardiovascular diseases have been shown to claim almost 1 million lives each year (Eichner, Dunn, Perveen, Thompson, Stewart, & Stroehla, 2002, p. 490). The domain of cardiovascular diseases encompasses various ailments such as hypertension, coronary artery disease, arrhythmias, cerebrovascular diseases such as stroke and peripheral arterial disease (Brunzell, et al., 2008, p. 811; Eichner, Dunn, Perveen, Thompson, Stewart, & Stroehla, 2002, p. 490). There are severa l established risk factors for cardiovascular diseases, both modifiable and non-modifiable, including and not limited to age, sex, smoking, diabetes, hypertension, obesity (in particular, central obesity) and dyslipidemia (Rizzo & Berneis, 2006, p. 1; Ordovas, 2009, p. 1509). Dyslipidemia, which is defined as an alteration in the plasma levels of lipids and lipoproteins, is an important risk factor for CVD (Hegele, 2009, p. 111). Lipoproteins are transporter macromolecules that are present in the human bloodstream and tend to serve the function of transporting insoluble plasma lipids, including cholesterol and triglycerides in the bloodstream (Hegele, 2009, p. 109). There are several different types of lipoproteins present in the plasma, which have been classified according to their density, particle size and the substances that they transport (Hegele, 2009, p. 110). Several studies have revealed that the most important determinants of cardiovascular risk are the levels of two impor tant lipoproteins, viz. HDL and LDL and alterations in the levels of these lipoproteins can lead to several pathologies. While elevated LDL is found to increase CVD risk, elevated levels of HDL are found to confer protection against the likelihood of developing CVD. For example, it has been found that a 1mmol/l reduction in the plasma levels of LDL cholesterol leads to a 21% decline in the risk for

Final Term Paper GVPT Essay Example | Topics and Well Written Essays - 2500 words

Final Term Paper GVPT - Essay Example Secondly, researchers indicate that the vice includes activities concerned with cyber war, which is centered on the deliberate destruction of information in computers with the aim of causing a situation of instability within the global social media community (Burke & Cooper, 2008). Further, cyber war is an inclusion to cyber terrorism since it involves the activities of terrorism organizations prying rival governments’ information and destroying it to bar them from achieving profound goals in anti-terrorism activities. The following discussion establishes narrow and broad descriptions of cyber terrorism. Further, the discussion establishes profound researches and analyses to intensify and reveal cyber terrorism activities with the assertion of a relevant matrix. Scholars concerned with the emergence of cyber terrorism in the global society assert that the vice is relative to actual terrorism since it includes the destruction of properties and information. Basically, researchers indicate that this type of attack threatens properties as well as people‘s lives citing on the fact that computers are used as lifesavers in hospitals’ intensive care units (Weil, 2013). Acknowledgements to the fact indicate that whenever terrorists tamper with computers in intensive care units, there are high chances of loss of lives since health practitioners will be unable to monitor their patients profusely. Similarly, arguments assert that cyber terrorism is a detrimental factor to societal wellbeing since its practices introduce unnecessary harm to the media, thus hindering the effective flow of information. It is knowledgeable that the vice can influence infrastructures negatively to the extent that they will fail to deliver the required services to the human society (Harress, 2014). At such a point, cyber terrorism will be exposing the society to unnecessary dangers bearing in mind that the criminals target those services whose course and nature is