A Study on the Different Opinions about Human Categorization Based On Physical Traits and Sexual Orientation

A Study on the Different Opinions about Human Categorization Based On Physical Traits and Sexual Orientation Society’s Characterization of the Condemned Despite the fact that we like to have a promising perspective on our own humans, we and our general public can be savage and unforgiving in any event, when we don’t anticipate it. We see our perspectives of classes, races, and genders all being comparative existing together in a universe of balance, however our choices on who to put waiting for capital punishment and who gets the chance to walk will consistently be clear to our own biases. In all actuality, our cerebrums are unequipped for making a decision about someone exclusively for their moves, and not taking anything from their physical appearance to the sexual character into that judgment. If we somehow managed to choose a person’s destiny without seeing them or hearing anything about them other than the wrongdoing they’ve submitted, our jail and death row prisoners would be a totally unique cast of individuals. Be that as it may, since we’re presented to the race and sex of everybody put being inve stigated, our decisions mirror the characteristics of these individuals in the harshest of ways. The race or sexual personality of an individual engaged with a specific circumstance can totally undermined by the general public around them, and that stands valid with detainees waiting for capital punishment. In our nation, a white female going being investigated for homicide will have a totally unexpected result in comparison to a dark male sentenced for doing likewise. For many individuals, regardless of whether they know it, the race or explicitly character of the blamed can incredibly influence their discipline, paying little heed to the wrongdoing they submit. Separate people want to rebuff or protect one class of people uniquely in contrast to other people, and this bias remains constant in even the most extraordinary of circumstances. It's not possible for anyone to totally disregard the subtleties of individual set before them, everybody has their own dim assessments that extraordinarily influence any circumstance. At the point when those feelings spread over a network and grab hold of whole social orders, many may appear to be bigot or sexisttrials as â€Å"normal†, and judge them as indicated by the desires for their neighboring friends. Along these lines, a solitary individual can be executed while being decided from one society, however liberated in the event that they were decided by another, distinctive society. In certain occurrences, the character of the individual who carried out the wrongdoing influences the result more than the wrongdoing itself. Obviously, this partiality doesn't just become alright in built up nations. This is a marvel occurring the world over, with some dilemnas being more extraordinary than others. An extraordinary case of this was in the article Uganda’s Death Penalty for Gays, in a whole culture is assaulted, undermined, and brutally made a decision about more than others. In Uganda, gay people are rebuffed for any sort of gay conduct, regardless of what the unique circumstance or circumstance. Gays are outsiders here, and are treated all things considered. The whole network has an away from for this particular sort of individual, and that assessment is intensely thought about their laws and disciplines. From these guidelines and terms, we reserve the privilege to expect the individuals of Uganda practice these preferences in their day by day lives and conduct. Their portrayal of who they’re murdering and for what reasons don’t simply apply to their way of life, yet are no doubt aff ected by it. Despite the fact that it’s not close to as extraordinary, what’s occurring in Uganda is like what’s happening to the African Americans in our nation. There are no laws carefully custom fitted against the dark network, yet America is regularly accused for utilizing extreme power and discipline against African Americans and individuals of outside nations. Taking a gander at the insights from the Death Penalty Information Center, we can see that 75% of homicide casualties in cases prompting an execution were white, despite the fact that just generally half of homicide casualties altogether were white. Helping this data, just 43% of prisoners waiting for capital punishment are white, despite the fact that 72% of our country’s populace is white. In spite of the fact that we advance correspondence for all races, our general public appears to pass judgment on the ethnic network harsher than caucasians and females, and the disciplines we decide to incur on one rac e may not matter to another, paying little heed to the wrongdoing. That being stated, we additionally will in general make the disciplines for men significantly more unfeeling than those towards ladies. In the event that a lady assaults or murders another person, the odds of her being put waiting for capital punishment is a lot slimmer than if a man did likewise. As opposed to this, a few nations in the Middle East will kill a lady for sassing a man. All these little subtleties over who the individual is for the most part dominate what the individual has done, and that’s something that can enormously change the result of somebody’s whole life. Each people group has various qualities, and your discipline for any wrongdoing would likely change dependent on where on the planet you were standing. Ideally, all races and sexual orientations would be dealt with similarly, all over the place. Shockingly, every general public has preferences they can’t escape from, and the inconspicuous repercussions from those might be the contrast among life and passing.

Definition and Examples of Indicative Mood in English

Definition and Examples of Indicative Mood in English In customary English language structure, characteristic disposition is theâ form-orâ mood-of the action word utilized in normal proclamations: expressing a reality, communicating an assessment, posing an inquiry. Theâ majority of English sentences are in the characteristic mood. Also called (principally inâ 19th-century syntaxes) demonstrative mode. In present day English,â as a consequence of theâ loss ofâ inflectionsâ (word endings), action words are not, at this point set apart to demonstrate temperament. As Lise Fontaine calls attention to in Analysing English Grammar: A Systemic Functional Introduction (2013), The third-individual singularâ in the demonstrative moodâ [marked byâ -s] is the main residual wellspring of temperament markers. There are three significant dispositions in English: the demonstrative mind-set is utilized to offer verifiable expressions or suggest conversation starters, the basic state of mind to communicate a solicitation or order, and the (seldom utilized) subjunctive mind-set to show a desire, uncertainty, or whatever else in opposition to truth. EtymologyFrom the Latin, expressing Models and Observations (Film Noir Edition) The temperament of the action word lets us know in what way the action word is imparting the activity. When we offer fundamental expressions or pose inquiries, we utilize the demonstrative state of mind, as in I leave at five and Are you taking the vehicle? The characteristic state of mind is the one we utilize most often.(Ann Batko, When Bad Grammar Happens to Good People. Profession Press, 2004)I got the blackjack directly behind my ear. A dark pool opened up at my feet. I made a plunge. It had no bottom.(Dick Powell as Philip Marlowe, Murder, My Sweet, 1944)I dont mind on the off chance that you dont like my habits, I dont like them myself. They are quite terrible. I lament over them on long winter evenings.(Humphrey Bogart as Philip Marlowe, The Big Sleep, 1946)Joel Cairo: You generally have a smooth explanation.Sam Spade: What do you need me to do, figure out how to stutter?(Peter Lorre and Humphrey Bogart as Joel Cairo and Sam Spade, The Maltese Falcon, 1941)There are just thre e different ways to manage a blackmailer. You can pay him and pay him and pay him until you’re destitute. Or on the other hand you can call the police yourself and let your mystery be known to the world. Or on the other hand you can execute him.(Edward G. Robinson as Professor Richard Wanley, The Woman in the Window, 1944) Betty Schaefer: Dont you now and then abhor yourself?Joe Gillis: Constantly.(Nancy Olson and William Holden as Betty Schaefer and Joe Gillis, Sunset Boulevard, 1950)She preferred me. I could feel that. The manner in which you feel when the cards are falling appropriate for you, with a decent heap of blue and yellow chips in the table. Just what I didn’t know at that point was that I wasn’t playing her. She was playing me, with a deck of stamped cards . . ..(Fred MacMurray as Walter Neff, Double Indemnity, 1944)Personally, I’m persuaded that crocs have the correct thought. They eat their young.(Eve Arden as Ida Corwin, Mildred Pierce, 1945)The Traditional MoodsThe names characteristic, subjunctive, and basic were applied to action word frames in conventional sentence structures, with the end goal that they perceived demonstrative action word structures, subjunctive action word structures, and basic action word structures. Demonstrative action word structures were supposed to be valid by the speaker (unmodalized articulations) . . .. [I]t is smarter to see disposition as a non-inflectional idea. . . . English mainly linguistically executes state of mind using provision types or modular helper action words. For instance, instead of state that speakers utilize demonstrative action word structures to make attestations, we will say that they ordinarily utilize decisive sentences to do so.(Bas Aarts, Oxford Modern English Grammar. Oxford University Press, 2011) The Indicative and the SubjunctiveHistorically, the verbal classification of Moodâ was once significant in the English language, as it despite everything is today in numerous European dialects. By particular types of the action word, more seasoned English was capable toâ discriminate between the Indicative Mood-communicating an occasion or state as a reality, and the Subjunctive-communicating it as a notion. . . . These days the Indicative Mood has become immeasurably significant, and the Subjunctive Mood is minimal in excess of a reference in the depiction of the language.(Geoffrey Leech, Meaning and the English Verb, third ed., 2004; rpt. Routledge, 2013)â Articulation: in-DIK-I-tiv temperament

Applying for Entrance at Oxford University Essay

Applying for Entrance at Oxford University - Essay Example Comparative with the previous, I have had the joy of giving Mr., Zhigzhitov scholastic guidelines relevant to the Comparable Politics Course while concentrating in the Political Department of Moscow State University; where he continually conceded to me for logical interviews on various issues. In addition, he passed every one of his assessments inside the given educational plan and achieved no evaluation mark lower than A. Sergey has likewise been perceived by the University for his accomplishments since he got a gold decoration and red certificate that was granted by Viktor Sadovnichiy - minister of Lomonosov Moscow State University (just recognized understudies are granted an award by the minister). Beside his perfect scholastic accomplishments, Sergey’s extracurricular exercises likewise put him in front of his companions. In this field, he was perceived for effectively partaking in the â€Å"Electoral Processes and Social Cleavages in Regions of Russia† †a venture that was composed by A. Ahremenko, a Doctor of Political Science and a political pro examiner in Russia. Moreover, he made a wonderful achievement by winning the primary prize in an across the country logical rivalry, which was sorted out by both Moscow State University and the Fund of Perspective Researchers â€Å"Bastion†. Again Sergey’s logical keenness showed itself through the ten (10) logical distributed works he has done in specific releases which are viewed as a significant accomplishment for an understudy. Believing in Sergey Zhigzhitov’s scholarly capacities, the Political Science Department of Moscow State University permitted him to participate in viable instructing exercises. H

The Basics of Negotiation Essay Topics

The Basics of Negotiation Essay Topics Individuals have an inclination to respect the challenging nose person as opposed to the soft'' person. This preparation step will also permit to understand all the variables you may use during the negotiation, which are all the numerous options you're able to offer, for instance the different services that you are able to or not, add in your deal. Not all actions are the end result of cultural differences. To appear beautiful, you should be feeling fresh. In the very first instance, where the situation appears to be emotional, a participant's rational thinking is probably going to be affected by the scenario. A society should be a perfect society with no discrimination. Choosing Good Negotiation Essay Topics Then, having the ability to satisfy both parties will be less difficult for you, and a better deal you will receive. Many negotiators develop patterns and certain styles which you will have the ability to use to your benefit. Parties need to be more flexible in order to earn their attitude respectful. In case the other party will not alter onerous stipulations, think about taking your business elsewhere. Closing the Deal Successful negotiation is similar to horse-trading as it requires an awareness of timing, creativity, keen awareness and the capability to anticipate the other party's following move. When negotiating, it's important to keep in mind that goals and outcomes aren't the very same thing. It's very clear that I should use unique tactics once I face different negotiation opponents. With practice, however, you're able to actively opt to adopt another negotiation style. A Startling Fact about Negotiation Essay Topics Uncovered Now, negotiation a part of the world we reside in. Negotiator traits are able to make a huge difference during the negotiation procedure. Relational contexts during negotiations could possibly be thought to be integrative or distributive. It's possible to figure out the most suitable time when negotiations would call for third party involvements. Next, it's necessary that a negotiator be self-aware of her or his own culture. When negotiators feel they've spent significant time and energy in a situation, they may feel they've invested too much to stop. Second, where the negotiator functions as a fiduciary. Locating a solid topic is just one of the most crucial steps for writing any sort of paper. The same as a big part of alternate ideas we've adapted in the previous modules, this is something which will dependably be apparent in consistently collaborations, including transactions. For instance, if you're bidding a project, look at including some nice-to-have items which aren't important to the success of the undertaking. The above mentioned contents are only some illustration of those. If you're thinking that you require a person to compose my essay at the moment, you can just rely on our honest reviews. Th e review is going to teach you whatever you want to understand and then you are able to place your purchase confidently. It's quite hard to limit your choices and develop a suitable topic for the specific assignment. An excellent planning might help to make confident through clear thinking under stress and clarify the particulars of conversation. What's Truly Going on with Negotiation Essay Topics In any case, a professional teacher can't be judged by the students who do not have any understanding of the deep subjects. Students may give us better information regarding the teacher. On the behalf of unique qualities a student can assess the teacher. They happen to be a very good source of information about teacher quality as they are the group of people with whom teachers work directly as spend most of their time. Our reviews contain details such as the score of the clients, our rating, starting prices, Discounts, and grade of the papers. It is crucial to not forget that the value that is produced over the course of a deal differs for the buyer and the seller. If your offer is rejected and you're requested to submit a new and far better offer, do not fall in that trap. It takes only 5 minutes to read a review and discover out whatever you should know about that provider. In spite of the length of such instances, the outcomes usually progress towards mediation and or arbitration in case that either party cannot reach a mutual agreement. Conclusion The art of negotiating has existed for quite a while. Both business relationships and individual relationships are shaped via the procedure for negotiation. The previous essay in this section talks about various negotiation strategies utilised in various cultures. The Advantages of Negotiation Essay Topics Negotiations as an essential part of the lives of nearly all folks, and people negotiate about just about all facets of life. The initial thought of the majority of individuals is to simply quit p aying. For some of them you will require help, while others it is possible to write all on your own. You've got to compose several academic papers over the span of a year. The Fight Against Negotiation Essay Topics Worldwide small business negotiation involves all worldwide small business transaction and in addition it assists in developing agreements between a few parties or groups in order to give direction and set of laws for their upcoming behaviour. You want to have the best product you may get for the cash you must spend, so employ an approach that maintains the chance of spending less than you had originally planned. The airline industry negotiation process has a propensity to draw out for extended durations. On the flip side, the term of airline industry labor negotiations have an inclination to drag out.

Usmc Tattoo Policy Essays - 719 Words

For generations, Marines have proudly served in every region of the World. We have always been recognized for our high standards of military bearing and appearance. Tattoo excessiveness has become a growing trend world-wide and has lessened Marines from our well-known appearance. Due to this arising problem over the past few years, tattoo policies have been written and revised time and time again. In accordance to MARADMIN 029/10, the policy’s overall intent is to ensure Marines can be assigned to their duties and maintain professional appearance and the high standards expected of Marines. * TATTOOS/BRANDS THAT DEPICT VULGAR OR ANTI-AMERICAN CONTENT, BRING POSSIBLE DISCREDIT TO THE MARINE CORPS, OR ASSOCIATE THE APPLICANT/MARINE†¦show more content†¦* PRIOR TO COMMISSIONING/WARRANT OFFICER APPOINTMENT, OFFICER CANDIDATES WILL BE RESCREENED FOR TATTOOS WHICH ARE NOT IN COMPLIANCE WITH THIS POLICY. * SLEEVE TATTOOS: A TATTOO(S) THAT IS VERY LARGE OR A COLLECTION OF S MALLER TATTOOS THAT COVERS, OR ALMOST COVERS, A PERSONS ENTIRE ARM OR LEG. A HALF/QUARTER SLEEVE TATTOO IS DEFINED AS A VERY LARGE TATTOO OR A COLLECTION OF SMALLER TATTOOS THAT COVERS, OR ALMOST COVERS, THE ENTIRE PORTION OF AN ARM OR LEG ABOVE OR BELOW THE ELBOW OR KNEE. * BAND TATTOOS: A TATTOO WHICH PARTIALLY OR FULLY ENCIRCLES THE CIRCUMFERENCE OF THE BODY PART. OFFICERS ARE ALLOWED BAND TATTOO(S) WITH A MAXIMUM WIDTH OF TWO (2) INCHES. ENLISTED MARINES ARE ALLOWED BAND TATTOO(S) WITH A MAXIMUM WIDTH LESS THAN ONE-QUARTER OF THE RESPECTIVE BODY PART(S) (I.E., LEG OR ARM) EXPOSED SURFACE WHILE WEARING THE STANDARD PT UNIFORM. * ONE TATTOO: A SINGLE TATTOO IS DEFINED AS ONE (1) OR MULTIPLE TATTOOS SPACED APART THAT CAN STILL BE COVERED BY A CIRCLE WITH A DIAMETER OF FIVE (5) INCHES. TATTOOS SPACED APART THAT CANNOT BE COVERED BY A CIRCLE WITH A DIAMETER OF FIVE (5) INCHES ARE CONSIDERED SEPARATE TATTOOS. * THE NECK: ANY PORTION ABOVE THE COLLARBONE IN THE FRONT AREA, ABOVE THE FIRST CERVICAL VERTEBRAE IN THE BACK AREA, OR OTHERWISE VISIBLE DUE TO THE OPEN COLLAR OF THE SHORT SLEEVE KHAKI SHIRT, WITHOUT AN UNDERSHIRT. *Show MoreRelatedAr 670-1117328 Words   |  470 PagesFebruary 2005-o Updates figures throughout the regulation (throughout). o Clarifies the definition of unauthorized tattoos while wearing the class A uniform (chap 1). Identifies officials responsible for making initial entry determinations on tattoos and brands (chap 1). Delegates the authority to MACOM commanders to grant exceptions to policy or discharges on initial entry soldiers with tattoos (chap 1). Clarifies the definition of a privately owned vehicle for the purpose of wearing the headgear (chap

Traditional Litigation vs. Adr free essay sample

Both have many benefits and both have drawbacks, however it is the civil dispute that should determine which is the most beneficial. Traditional Litigation Traditional litigation is a legal method for settling disputes between parties such as: people, organizations, and the State. During the process of litigation a case, also known as a lawsuit, is carried before a court of law that has jurisdiction over the case. The feuding parties present their sides to receive a judgment (BusinessDictionary. com, 2012. ) Traditional litigation is a slower process than ADR, but it is also a more formal process. The litigation process is more expensive. Lawyers are very costly and then there are court fees and various fees involved during research and general time consumption (Harms, 2011. ) However, it is heard before a judge and results in a formal judgment. A formal judgment means that the decision is enforceable through the court system. ADR by its very informality leaves the decision free to disregard case precedence which leaves the outcome unpredictable (Cheeseman, 2010. We will write a custom essay sample on Traditional Litigation vs. Adr or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page ) Traditional litigation is somewhat more predictable through following procedure and being able to appeal. Traditional litigation allows the parties to obtain documents, enter testimony, and gather evidence from the other party even if the other party is unwilling (Harms, 2011. ) There are many reasons to choose traditional litigation over ADR. If the civil dispute involves major monetary payouts, has the ability to negatively affect an organization to the point of disbandment, or is already heated in such a way as to hinder any civil interactions between the parties, traditional litigation would seem the more appropriate method to resolve the dispute. ADR â€Å"Almost 90% of all cases resolved through some form of ADR before trial (Harms, 2011. † Alternative dispute resolution or ADR typically involves three aspects: Arbitration, Mediation, and Negotiation. Arbitration means the two sides of the civil dispute refer to a third parties decision. Mediation is the where the two sides are aided by a third person in order to reach a decision. Negotiation is where the two sides meet and exchange ideas in order compromise on a decision. ADR is more confidential than traditional litigation, and is often a more cost-efficient alternative. Whereas, traditional litigation can be extremely costly and time consuming, often resulting in public disclosure. The ADR process allows both sides to work within a neutral environment and find an agreeable solution while maintain a relationship, whereas traditional litigation can result in a hostile environment where a solution can result in having a negative effect on. ADR ultimately results in an opinion which is usually filed with a court and turned into a judgment (Harms, 2011. ) In cases where alternative dispute resolution or ADR can be used, it should be. It cuts back on the courts dockets, save money and time, and allows both parties the most ability to maintain civil relations. If both parties are able to sit down and present their sides in a civil manner, ADR is the better choice. Conclusion Overall, traditional litigation and alternative dispute resolution are both effective means of resolving civil disputes. They both have many benefits that can be great advantages to both parties, while allowing both parties to resolve their issue. However, it depends very much on the dispute as to whether or not traditional litigation or ADR should be used. The parties need to decide if they can remain civil, if they need a formal process, and which method is more conducive to their dispute.

The Second Task Of Marriage Essays - Catholic Theology Of The Body

The Second Task Of Marriage John Coppola 4/26/00 THL 467 The Second Task of Marriage The following essay will attempt to explain in detail what exactly the second task of marriage entails. Procreation as a task of marriage seems to be a fairly simple and straight forward one at first, but to fully understand it, one must have a deep understanding of the Catholic notion of love, sexuality, embodiment, and other moral norms relevant to various aspects of this task of marriage. With regard to love, a married couple with the desire to have children of their own must have a certain type of unconditional love for each other before they are truly ready to have children. When talking about sexuality, a couple must have an understanding of Catholic beliefs about sexuality which deal with the meaning of sexuality and the practices of sexuality considered acceptable and unacceptable by the Church. The topic of embodiment is a very broad one, and it is relevant to almost every aspect of marriage because it has to do with the idea that all humans are embodied in the image of God. The following essay will cover, in more detail, each of these ideas in order to show how important each is to the Catholic belief about the second task of marriage. It has already been stated that the second task of marriage is service to life through the action of procreation and education. Love plays a very important role in accomplishing this task both in the way that it is needed for procreation and the proper upbringing of children. Within marriage, a certain kind of love must exist for the second task of procreation to be carried out properly. First of all, there is romantic love that can come in the form of lust, infatuation, and sentimental love. Romantic love is an important component to the relationship of a married couple, but romantic love alone is an insufficient base on which to build a strong marriage. The kind of love that is needed to create a strong, stable marriage is responsible, unconditional love called agopic love. Agopic love is a kind of intangible love that can only be gained by being with another person for a good amount of time and truly getting to know everything about them while maintaining your love for them. What is meant by truly knowing the other person is that both individuals within a relationship know and understand the great, the good, the fair, and the faulty things about each other to the point that no personality traits of each other go unrevealed. This kind of mutual love can bring a couple so close to each other that an unbreakable bond is created. The strength of agopic love is such that a couple would never consider separating, and herein lies the reason why agopic love is so important for carrying out the second task of marriage. It is the Catholic view that before a couple decides to have children they need to come to a mutual understanding that they will do everything in their power to raise their children the best they can in accordance with Church teaching. This includes life long unconditional love of children and each other, because, without love the family cannot live, grow, and perfect itself as a community of persons (FC 32). Pope John Paul II puts it best in Familiaris Consortio when he says, the family has the mission to guard, reveal and communicate love, and this is a living reflection of and a real sharing in God's love for humanity and the love of Christ the Lord for the Church His bride (FC 31). Agopic love is the only type of love comparable to God's divine love of all human beings, and it is a prerequisite for the proper accomplishment of service to life through procreation and education. The Catholic understanding of sexuality is another important factor that a married couple must be fully aware of before attempting to carry out the second task of marriage. The importance of sexuality relates mostly to the act of procreation. The act of sex, or conjugal love is regarded in Church teaching as very sacred. Conjugal communion constitutes the foundation on which is

What is the Cost of a Professional Author Website

What is the Cost of a Professional Author Website What is the Cost of a Professional Author Website? If you’ve spent any amount of time on Reedsy, you will have hopefully heard us talk about the importance of having an author website. And, ideally, you will already know how self-publishing authors need a site that’s more sophisticated than a Tumblr page - which is why many of them will, at some point, work with professional web designers. But the big question is: how much does this cost? Find out the average cost of professional web design services for authors! Since the summer of 2017, Reedsy has connected hundreds of authors with professional website designers - many of whom have worked for the world’s largest publishers (and some of their biggest authors) to create awesome-looking sites. Based on the data we’ve pulled from all those collaborations, we can now reveal the average cost of working with a professional web designer on your author site.How much does web design cost on Reedsy?The following represents the cost of web design projects on the Reedsy marketplace since mid-2017. The values are given in US dollars.10 Tips on How to Make an Author Website (+ Bonus Checklist) Read post 59% included some degree of branding or design. This means adapting visual assets from the author’s press materials (usually the cover design, etc) and working to create a cohesive author brand across the site.51% included a newsletter sign-up and lead magnet. We would perhaps expect this to be higher. In our opinion, this is the most important feature of an author website.52% involved Search Engine Optimization (SEO) work. The trouble with a lot of DIY website services is that they often let the site owner make rudimentary mistakes which will affect people’s ability to find them online.34% involved updating an existing website. In most of these cases, the author has drafted in a pro to help them add features (such as the lead magnet), optimize the SEO, and/or provide a more polished design.So what can you learn from this? If we were to leave you with one piece of advice it would be to consider what you want from your site before you send a request to designers. Take in spiration from other authors’ sites and if you’re still not sure, simply ask the web designers for their advice. They’d much rather help you meet your needs than oversell you on something you don’t need. With their help, you can create a site that’s not only beautiful and easy-to-use but will help you grow your writing career.To connect with the best freelance author site designers, head to the Reedsy Marketplace and sign up for a free account.

Social networking research Paper Example | Topics and Well Written Essays - 2500 words

Social networking - Research Paper Example One such obstacle is culture. Most of the popular sites are run on the basis of mass connectivity. However, many people have their own ways of interaction that cannot be completely replaced by this mass interaction approach. People buy many personal things based on advice from relatives and friends (Curran & Blackburn, 1994). Role models also play a major role in influencing decisions. In fact word of mouth is still the most effective method of advertisement (Trusov et al, 1990). Many people only trust the message depending on the person delivering it (Nail, 2005). Another big weakness of mass marketing organs with a worldwide audience such as the Internet is that everything goes. Much as an individual may choose to whom and what they communicate, they cannot control the content directed at them. Though the cultural limitations are often ignored by social network program designers, in a relatively conservative environment such as the that found in the UAE, some items, suggestions or insinuations found in the sites range from being upsetting to outrightly offensive (Ali, 2009). Futhermore, interaction sites such as YouTube and Facebook will are relatively new phenomena. It is therefore foolhardy to imagine that the established cultural networks of communication will simply give way to impersonal interaction sites overnight (Wills & Wills, 1996). 2~ Social networking is an effective medium because it aids in developing a better CRM program, where it has became a tool for two way communication between companies and consumers, and so it is effective for small businesses because they can exchange and listen to their consumer’s views and ideas. The main advantage of social networking programs is that they are based on interaction. It is therefore possible to provide a centralized infrastructure to enable delivery of content, adequate and detailed information about the product, aftersales support, information on product

Intangible assets Research Paper Example | Topics and Well Written Essays - 750 words

Intangible assets - Research Paper Example The increased globalization of international trade and investment has been accompanied by adoption of International Financial Reporting Standards IFRS by many countries. Other reasons for the adoption of IFRS are that international investors can access and understand more information with regards to capital markets and financial statements. In addition, adoption of IFRS decreases the cost of doing business across borders. There are differences on the reporting requirements between US GAAP and IFRS. Firstly, US GAAP differentiates specific financial instruments that are liabilities if they fall within the categorization of being both debt and equity. On the other hand, IFRS requires that such categorization should focus on whether there are contractual obligations involved in delivery of an organization’s own equity shares, cash or assets2. Another key difference relates to the presentation of financial statements. IFRS requires the preparation of a third balance sheet with related notes at the start of the comparative period where an entity restates the financial statements or adopts a new accounting policy. Meanwhile, there are no such requirements under the US GAAP. IFRS forbids presentation of extraordinary items in income statements whilst the US GAAP is confined to unusual and infrequent entries. Under stock costing methods, IFRS is strictly prohibited while under US GAAP LIFO is allowed, but a consistent cost formula must be used. The measurement of stock uses the lower cost of market value in US GAAP whilst IFRS values inventory at the net realizable value or the lower cost 3. The concept of intangible assets is found under US GAAP in (ASC 350) intangibles Goodwill and others (ASC 805) Business combinations and (IFRS 38) Intangible Assets or IFRS 3(R) Business Combinations. Similarly, both systems view intangible assets as identifiable non monetary assets without physical substance. Identifiable

Hul and Nirma Company Full Year of Comparison Essay Example for Free

Hul and Nirma Company Full Year of Comparison Essay The success of Nirmas umbrella branding strategy has led to a change in the competitions marketing strategies, as well. Many of Nirmas competitors are now consolidating their brand portfolio and consequently gaining more bang for their advertising rupee. In a changing market environment, the company has relaunched Nirma Yellow Washing Powder and Nirma Beauty Soap, two of its strongest brands. Nirma Yellow Powder is being re-launched with improved formulation and new advertising. This is an extension of the original ad which will return after the launch is over. Nirma Beauty Soap is being re-launched with a new shape, fragrance and a smarter, brighter pack to improve shelf visibility. Promotion Nirmas success is synonymous with its advertising and marketing strategy. When Karsanbhai Patel started selling his detergent powder, he decided to call it Nirma, derived from the name of his daughter Nirupama. In the early years, the Nirma packet featured a lady washing a garment. Later, however, the design was changed and an image of his daughter was featured on the pack. The white dancing girl, featured in Nirmas television advertising, is perhaps the most enduring image of Nirma. Though Ms. Patel passed away in a car accident, she continues to live on in the corporate logo and the best selling brands of the company. Nirmas advertising has always focused on the value-for-money angle. Its simple and catchy jingle Dudh si safedi Nirma se aye, rangin kapda bhi khil khil jaye has continued to echo in the drawing rooms of middle-class Indian homes through the decades. While the jingle stresses on the product, it also salutes the savvy and budget-conscious Indian housewife. The jingle, which was first aired on radio in 1975, was broadcast on television in 1982. It is one of the longest running jingles and the spot has seen very few changes since the time it was first aired. For the re-launch of Nirma, the company has developed new spots but they are variations of the old favourite. Once the re-launch is complete, the company plans to go back to the original advertisement. Nirmas promotion strategy, too, has many firsts to its credit. The company pioneered product sponsorship through the electronic media. Besides, the company has developed a unique advertising strategy new products are launched with no advertising support. Once the distribution glitches are sorted out and the product reaches the shelves of retailers, the company begins to advertise it. The umbrella branding strategy helps to give new products instant recall without increasing the advertising expense.

Vietnam War Essay -- essays research papers

Chapter 10: A Generation in War and Turmoil: The Agony of Vietnam It has been known that the Vietnam War affected many American soldiers who were involved in the war physically and psychologically. The Vietnam War was one of the most memorable wars in history. Many Americans’ lives lost for no objective at all. Chapter 10 informed us about how the Vietnam War started and what really happened during that time. It also gave us background information about Vietnam Veterans and nurses who were involved in the war and what they went through during the war. I had the opportunity to interview a Vietnam Veteran also.   Ã‚  Ã‚  Ã‚  Ã‚  The Vietnam Veteran I interviewed was my grandfather; he was 27 years old during the time of the war. He volunteered to go to Vietnam because he didn’t like picking fruits and vegetables in the hot sun with his father. That’s when he decided to join the service and he volunteered to go to Vietnam. My grandfather only served one tour, because he wanted to go home to his family. So, his younger brother Rick who was single volunteered to go to Vietnam. My grandfather told me that Rick had a death wish so it didn’t really matter to him if he came back dead or alive.   Ã‚  Ã‚  Ã‚  Ã‚  The day after my grandfather left Playku Central Highland the army was overran by the Vietcong and there began the hand to hand combat. My grandfather was really scared for his little brother because he was afraid he would never come back, and...

Job Satisfaction and Employee Motivation

Content Introduction†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.. 2 *Literature Review†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦ *2 *Empirica*l case†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦ *†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.. *. *7* Google†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦ *. *. *. *7 *Discussion†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚ ¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦. *. *.. * *Conclusion & Recommendation†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦. *11 *References†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.. *13 A Critical analysis of work-motivation: a case study based on Google Inc. Introduction; _â€Å"Motivating people is easy but motivating people to work to the best of their abilities and directing their efforts to the goals of the organisation are the real issues and that is certainly not always easy† Mullins, L. J (Management and organisational behaviour, Pg 406, 5th Ed)_ This paper gives an understanding of the term _â€Å"Motivation†_. The term is used almost every day of our lives but not everyone know what it takes to actually practise motivating. In this case, I would be explaining in details what motivation is all about, the objectives of motivating an individual in a certain way and how the overall performance is affected. I would also be testing some motivational theories in an empirical case (Google). Here, I hope to identify the working style at Google; the nature of work, employees and the environment, what motivates and de-motivates employees and engineers at work. Organisations claim that their biggest asset or their major sources of competitive advantage are their employees but most organisations do not know how to motivate their employees. Research has shown that different organisations apply different style of motivation. We would analyse these empirical cases with the motivational theories discussed in the literature review and also analyse key motivational factors associated with our empirical case. This would lead to my conclusion and recommendation on how to effectively motivate employee to increase productivity and performance. A Review on Motivation and its theories Work motivation and employee satisfaction plays a more central role in the field of management theoretically and practically and it is indeed one of the most important factors affecting employee behaviour and performance. Managers attach great importance to this concept of management in organisational settings as an effective motivational practice on employee(s) lead to organisational effectiveness in different levels. The next question we can ask ourselves is â€Å"what is motivation? † The concept of motivation refers to internal factors that impel actions and external factors that can act as inducements to those actions Locke, E. A & Latham, G. P. (2004). This has being the universal definition of motivation but certain authors and researchers have aimed at giving the simplest definition to this concept. Mullins, L. J defines motivation â€Å"as the direction and persistence of action† (Pg 406, 5th Ed). Mullins went further to suggest that motivation is concerned, basically, with why people behave in a certain way, why people choose a particular course of action in preference to others and why they continue with a chosen action, often over a long period and in the face of difficulties and problems (pg 406, 5th ed). Atkinson defines motivation â€Å"as different factors that combine at a particular time to influence the duration, vigour, and persistence of an individual’s behaviour in a given situation (pp2, 1964). The three aspects of human actions which can be affected by motivation are intensity (effort), direction (choice) and duration (persistence) and coupled with experience and ability leads to effective performance Jindal-Snape & Snape, J. B (2006). Motivation, as a concept of management is vast in nature and indeed permeates many of the sub-field that compose the study of management e. . leadership, teams, performance management, managerial ethics, decision making and organisation change Steers, R. M & Mowday, T. R & Shapiro, D. L (2004) and this is the reason why this topic has attracted attentions from different authors and researchers in the past years. This has also led to the proposition of theories to support this managerial concept i. e. motivation. These theories are ref erred to as motivational theories. There are so many theories on motivation, each acting as a competitor to the other on attempt to best explain the nature of motivation. Within the vast number of theories, some are built on economic knowledge with a psychological understanding (Maslow, 1943) etc. Mullins, L. J suggests that all these theories are at least partially true and all help explain the behaviour of certain people at certain times but however, the search for a generalized theory on motivation at work appears to be in vain (Pg 414, 5th Ed). It is indeed because of the fact that there are no generalized or single solutions as to what motivates people or individual in organisation, that there are different theories on motivation. These theories are then divided into those concerned with identifying the needs toward which behaviour(s) is directed – content theory and those that are concerned with the dynamic, mental processes that lead to individuals following certain goals rather than others – process theory Jindal-Snape & Snape (2006). Abraham Maslow proposed the most influential and widely recognised theory of motivation. The Maslow theory of needs (1943) is the one of the widely discussed theories of motivation having proposed the hierarchy of needs. He proposed that individuals are wanting beings, who always want more and what they want depends on what they already have and these needs are arranged according to its importance in levels, hence the hierarchy of needs {draw:frame} Maslow’s hierarchy of needs (1943) Jindal-Snape and Snape (2006) suggests that according to this hierarchy, each need can act as a motivator, provided all needs lower in the hierarchy are satisfied and a satisfied need no longer act as a strong motivator. This goes to explain why individuals/employees who are not satisfied at their current position would be motivated to put in more efforts until their needs are satisfied. Maslow argued that the first three needs on the list represent deficiency needs that people must master before they can develop into a healthy personality, while the last two represent the growth needs that relate to individual achievements and development of human potentials Steers, R. M et al (2006). Mullins evaluated Maslow’s theory of needs by suggesting that individuals advance up the hierarchy as each lower-level needs becomes satisfied and therefore, managers must pay attention to the next higher level of needs in other to motivate employees if there is a change in behaviour (Pg 418, 5th ed). Abraham Maslow’s theory (1943) attracted criticism Wahba, A & Bridgewell, L (1976) for the existence of a definite hierarchy of need. In 1972, Clayton Alderfer modified Maslow’s hierarchy of needs model. He summarized the hierarchy of needs into a framework of three different classes of needs known as ERG Jindal-Snape & Snape (2006). Existence needs, which include nutritional and material requirements. At work places, working conditions and pay/wages fall into this type of need Relatedness needs, which are met through relationship with family and friends and at work places, relationship with fellow colleagues and managers. Growth needs which reflect desire for personal psychological development Fincham and Rhodes suggest that Clayton Alderfer (1972) theory differs in number of important respects to Maslow’s hierarchy of needs (pg 198, 4th Ed). They went further to say that while Maslow proposed a progression up the hierarchy, Alderfer argued that it was better to think in terms of a continuum, from concrete (existence needs) to least concrete (growth needs) and it is possible to move along it in either directions (pg 198, 4th Ed). This means that if an individual’s need e. g. growth needs seem difficult to fulfil, that creates a frustration regression that forces a shift to another need e. g. relatedness needs. Jindal-Snape and Snape suggested that ERG theory differs from Maslow’s hierarchy of needs in that it does not assume that a need is only activated if it is deficient and two needs could operate at the same time in motivational practice. Fredrick Herzberg (1966) was accredited as the founder of the second, highly influential theory to have evolved after Maslow’s. Unlike Maslow and Alderfer, Herzberg’s work was based on research where he interviewed professionals from different companies, this work he called the Herzberg’s two-factor theory. This theory consists of two factors noted from his interviews. Factors that led to employee dissatisfaction, he called de-motivators or hygiene factors while factors that led to individual/employee satisfaction, he called motivators. Fincham and Rhodes suggest that motivators involved achievements, advancement, recognition, autonomy and other intrinsic aspect of work that represent sources of satisfaction and if absent leads to dissatisfaction while the other concerned with working conditions, salary, job security, company policy, supervisors and interpersonal relations and other sources of extrinsic aspect of work were sources of dissatisfaction (pg 199, 4th ed). Herzberg’s two factor theory are also referred to as intrinsic and extrinsic motivational factors and it has being highly influential and practised. Herzberg deserves credit for introducing the field to the role of job design specifically, job enrichment as a key factor in work motivation and job attitudes Steers, M. R et al (2004). Herzberg’s two factor theory are not to be confused as being opposite of each other as Wilson, F. M suggests that the opposite of job satisfaction is no job satisfaction while the opposite of job dissatisfaction is no job dissatisfaction (Pg148, 2nd Ed). Another motivational theorist was David McClelland (1992). He based his work on the personality of individuals Jindal-Snape & Snape (2006). He identified four main motives; The achievement motive, explains our concerns for doing things better than others Power motives, desire to influence others Need for affiliation, desire to establish and have a positive relationships with people around us. Avoidance motives Very often, we hardly recognize the latter one as the top three are the most important. Mullins suggests that the first three motives correspond to Maslow’s self-actualisation, esteem and love needs (Pg 425, 5th ed) while Jindal-Snape & Snape (2006) suggests that although everyone has all needs, the strength of each need for each individual is different. They went further to say that these needs are innate and are developed relatively early in life and they remain unchanged. These motivational theories mentioned above all fall into the content theory of motivation, we have identified and elaborated on them. I would now move ahead to briefly identify some of the process theory of motivation. I will not be going into detail with the process theory of motivation as it wouldn’t be needed for the latter stages of this study. Process theories also called the cognitive theories aim at â€Å"identifying the relationships among the dynamic variable which make up motivation and the actions required to influence behaviour and actions† Mullins, L. J (Management and organisational behaviour, Pg 426, 5th Ed). Mullins suggests that it provides further contribution to our understanding of the complex nature of motivation (Pg 426, 5th Ed). Very few motivational theories fall into the category and some of these theories are Vroom’s Expectancy theory proposed by Vroom. V (1964) and then revised together with Lawler, E. & Porter, L. (1968). Goal setting theory proposed by Locke, E. A (1960s) has emerged as one of the modernised way of motivating employees Wiley (1997). This theory emerged as researchers began to discover that simple act of specifying target for behaviour enhanced task performance Steers, R. M et al (2004). Locke (1968) suggests that the logic of goal setting theory is that an employee’s conscious intentions i. . the goals are primary determinants of task-related motivation since goals are instruments that direct our thoughts and actions. Results of goals/self-regulation research indicate two critical preconditions of a positive goal-performance feedback: acceptance of goals assignment and provisions for performance feedback Wiley (1997). An Empirical Case Having discussed and understood what motivation and the related theories are all about, the next step is to identify how applicable these theories are in a real life situation especially for the purpose of this case study. Jindal-Snape and Snape (2006) suggest that to answer this sort of questions, we first need to consider the nature of the work and the environment, and then the nature of these workers themselves. About Google Google Inc. is an American public corporation. [1]Founded in 1998, Google runs the world’s most popular internet search engine. Its position has earned the organisation huge profits and given it outsize influence over the online world. It is also known for the quirky corporate culture created by its billionaire co-founder, Larry Page and Sergey Brin which includes a chaotic, campus-like atmosphere at its offices, where workers are pampered with free, chef-prepared food and other amenities. My research environment (Google) is highly engineering-driven and we all know that engineers enjoy a lot of trust, creativity and power which is very different from most jobs at a more product-driven company. Firstly, I would be giving a proper definition of what engineering is all about, the nature of engineers and what motivates them. Engineers are people who are qualified, trained professionally to engage in various branches of engineering. Wen, C. K (2007) suggests that engineers are normally assigned to problems and a specific set of goals and constraints; they find technical solution to the problem that satisfies these goals within those constraints and these goals and constraints may be technical, social or business related. Engineers solve practical problems with the aid of technological tools, mathematical and scientific knowledge which they possess. They are often confused with scientist Jindal-Snape & Snape (2006) but in essence, scientist explore nature to discover undiscovered principals while engineers apply these principles coupled with technological knowledge to solve technical problems. In the field of engineering, engineers are generally motivated by two most important factors; innovation and creativity. Engineering involves creativity as it gives engineers the freedom to engage in self-driven tasks. This can act as a very strong intrinsic motivation which it corresponds to Herzberg’s motivator in his two theories (1966). Vere, I. 2009) argues that it is implicit that creativity is integral to design innovation, and that design and the fostering of creativity should be the cornerstone of engineering pedagogy. Further, Vere, I. D suggests that creativity is of paramount importance in the engineering practice as it endows one with the insight and discipline to seek out and address problems from the boundaries of dif ferent engineering disciplines. For engineers, innovation leads to an awareness of self-importance which corresponds to esteem needs on Maslow’s (1943) hierarchy of needs. Innovation and innovativeness leads to recognition Herzberg’s two-factor theory (1966). Innovation leads to advancement which creates challenges as Jindal-Snape & Snape suggest that the rate at which science and technology are advancing provides a different set of challenges and if these engineers were to stay on top of their game, access to up-to-date equipments must be necessary and at hand. Engineers are also highly motivated through feedbacks on their innovation and products, an assured link between their efforts and outcome Jindal-Snape & Snape (2006) and researchers have also shown that this field of occupation are highly motivated by intrinsic factors than extrinsic factors. Having said all this, we would be looking at some secondary empirical data from ex-googlers relating to employees’ satisfaction, problem encountered with aim at exploring and identifying the perception of these engineers regarding the factors that motivate them. I would be discussing ways on how such problems could be minimized, motivational schemes that can be put in place to eliminate such problems. According to a blog [2] posted by an ex-googler stating his reasons why he left the search giants, he states and I quote; â€Å"For one thing, it was unlikely to initially be able to work in an area that one was passionate _about, the products and team where all interesting and exciting to work with but unfortunately, I was unable to be passionate about my particular area. This became less of an issue as time went by but for experienced engineers that have good knowledge and understanding of what they want and what sort of things they enjoy working on, this could lead to job dissatisfaction†. The same engineer and ex-googler as above went further to say that due to sheer size of code base and vast number of Google’s specific tools and frameworks; it also takes very long time to learn how to actually become productive at Google, which can be very annoying, frustrating and de-motivating at times. Another internet blog [3] from an engineer and ex-googler reports his insights about what it was really like working for Google. This particular engineer who now works for Microsoft reports that the lava lamps, organic dinner and free shuttle; hygiene factor (Herzberg’s two-factor theory, 1966) put in place to act as a source of motivation lies a company where employees end up working long hours, don’t enjoy private offices and get paid less. He also highlighted some de-motivators working for Google. _â€Å"Employees are generally in the building working long hours between 10am to 6pm and after that, most engineers spend most of their evening working from home. There are employees whose desks are literally in the hallway. Google does not place any value on past or previous industry experience but puts tremendous values on degrees especially from Stanford. Employees actually get paid less salary compared to the amount of effort put in and the quality of the health insurance is not above standards. Most employees don’t actually get a 20percent project and managers will not remind you to start one†. _ According to another internet source [4], a 20percent project is an allocation of 20percent time to every engineer and employee at Google to work on side projects and indeed great innovation come out from this provision of 20percent time e. g. -mail, Google news etc. Very few internet blogs from ex-googlers show job dissatisfaction at Google while most internet blogs and videos indeed agree that Google is indeed a very unique place to work. Engineers and employees agree that the organisation provides everything they needed to work with and be productive but it’s up to them i. e. the engi neers to take that extra mile. We have understood the theoretical aspect of motivation and we have seen some empirical cases of engineers and ex-googlers. Now, I would be analysing these empirical cases with some of the motivational theories discussed above to form a conclusion. Extrinsic Factors/Hygiene Factors (Herzberg, 1966) These factors provide less or no motivation to employees but the absence of these factors leads to a dissatisfaction in work places. In organisations, managers perceive extrinsic motivation as a motivator but in essence, they are not real motivators, rather they support the mental ability and health of these employees. Such factors include wages, benefits, company policies and administrative rules and regulation governing these employees, interpersonal relations with fellow colleagues, supervisors and subordinates, good working conditions and security. From one of the blogs above, we observed an engineer and ex-googler who was dissatisfied with the nature of the job. He emphasized on long working hours and less salary paid which does not compensate for the long hours of working. Early management theories such as Fredrick W. Taylor’s scientific management theory suggested using financial compensation to impel motivation and job performance Wiley (1997). Wiley also suggested that while controversies persisted, pay or good wages is generally valued by all employees and good wages continues to be ranked among the top five factors that motivate people in their respective jobs. Also, according to Maslow’s hierarchy of needs (1943), psychological needs are said to be the first and most important need to be satisfied and in other to satisfy this needs, good or satisfactory wage has to be paid to employees to ensure maximum productivity. This same employee identified poor working conditions as another factor that contributed to his dissatisfaction. He brought to our attention that some employees have their office desk literally on the hallway due to the fact that there were less room available. He also made mention of the company’s health insurance which was not up to standard. These factors constitute to employee dissatisfaction and change in behaviour and attitude towards work. This also corresponds with Clayton Alderfer’s (1972) existence needs which include material requirements, good working conditions and substantial pay. For these employees to work effectively and productively, this need has to be satisfied but not as much as their intrinsic needs if there exists any. Extrinsic factors could be a source of motivation for these engineers unlike scientists Jinda-Snape & Snape (2006) where salaries, incentive schemes, prospects for promotion and other extrinsic factors were not considered as motivating factors. Intrinsic factors/Motivators (Herzberg 1966) Motivational factors (Herzberg, 1966) are factors which build strong motivation and create a high job satisfaction for employees and they are directly related to the job content of any employee. Absence or decrease in level of these motivations is sure to affect the level of employee satisfaction. An observation in the internet blog from an ex-googler identifies this factor as a major contributor of his dissatisfaction at Google. He states that he was no allowed to work in an area that he was passionate about, leading to dissatisfaction. Herzberg’s two-factor theory (1966) mentions autonomy or having a responsibility as an employee to undertake personal tasks leads to job satisfaction. This need to work where one is passionate about leads to self development and achievement and this relates to Clayton Alderfer’s (1972) growth need reflecting the desire for one’s personal development. From the internet blog described above, the ex-googler and employee reports that Google does not place value on past experience. I think this statement relates to the need for recognition (Herzberg, 1966) and the need for achievement (David McClelland, 1992). These two needs both represent intrinsic factors that motivate engineers. They want to be recognized for their individual achievements as well as scientist (Jindal-Snape & Snape, 2006). Another intrinsic factor which motivates employees and engineers at Google is the nature of innovation and being innovative. From a video posted on the internet on life at Google, engineers are allocated personal time to engage in self-driven tasks which leads to side projects and occasionally transform into innovations. From the blog above, we observed that an engineer was dissatisfied due to the fact that most employees do not actually get that 20percent project and managers do not remind them to start one. This also relates to Clayton Alderfer’s (1972) growth need and desire for personal development. Analysis of Google key motivational factor Google seems to be aware of what motivates its employee to their best at work, the need to customize and individualize programs for motivation and intrinsic rewards. Individualization defines human beings as unique in different ways and Google accomplishes this individualization by allowing each engineer in the company take one day a week to work on personal related projects. This is the ultimate in individualization because it not only gives the employee the choice of choosing any projects but allows autonomy and independence in management of the project; growth needs (Clayton Alderfer, 1972). Google also identifies what motivates its employee through communicating with them and because of this communication that they are able to motivate employees through intrinsic rewards. Conclusion and recommendations Over the past years, there have been numerous surveys on what motivates employees to do their best work and in other to attain to high levels of performance; employers depend on their employees to perform at levels that positively affect the bottom line Wiley (1997). We have learnt that the various theories of motivation discussed in my literature review have various applications in managerial practices. When applying these theories practically, managers must take into consideration how each employee feel and react to their work. These employee feelings and reaction are based on their personality, characteristics, need pattern and values. It also depends on the job component, nature and role of the job, the autonomy and skills in executing the task. Managers must consider both intrinsic and extrinsic aspect of the task and apply various motivational theories when suitable. When motivating these employees with intrinsic factors, managers and employers must show appreciation and give credit to employees for their work and always praise for a job well-done Wiley (1997). Wiley also suggest that recognition and praise are probably the most powerful and efficient, yet the least costly motivational tool. Another intrinsic motivational tool that managers should apply is autonomy and employee independence. This creates a sense of moral respect for an employee’s action towards their work and creates a huge motivation and job satisfaction. Google managers should allow engineers take on projects that they are passionate about. This freedom to participate on self-driven task would create job satisfaction as human being enjoy what they love doing. Extrinsic factors are related to the content or environment in which the job is executed. Mangers and employers must ensure that employees get satisfactory wage to cater for their psychological needs which is first on the order of hierarchy, ensure that there are good working conditions, provision of tangible rewards and fringe benefits, job security, job re-design and promotion offered to act as source of motivation to employees. Promotion and growth in the organisation and interesting work are longstanding factors that motivate people to do their best work. Employers and managers should communicate with their employees often to identify their personal needs. Employee survey should be used to gain additional information from employees regarding motivational preferences and this is often what they value and lack. Wiley further suggest that if organisations adequately and regularly administer such surveys and consider their results, then perhaps they would gain a great deal on competitive advantage through motivated and productive employees. Reference Alderfer, C. P (1972) Existence, Relatedness and Growth: Human needs in Organisational settings. The Free Press, New York. Atkinson, J. W. (1964) Introduction to motivation. Princeton, NJ: Van Nostrand Cardona, P & Lawrence, B. S & Espejo, A. (2003) Outcome-based theory of work motivation. Working paper No. 495. University of Navarra, Spain. Delfgaauw, J & Dur, R. (2004) Incentives and workers’ motivation in the public sector. CESIFO working paper No. 1223. Ellers, N & Gilder, D. D & Haslam, S. A. (2004) Motivating individuals and groups at work: A social identity perspective on leadership and group performance. Academy of management review, Vol. 29, No. 3, 459-478 Fincham, R & Rhodes, P. 2005) Principals of organisational behaviour. 4th Edition. Oxford University Press Inc. , New York. Herzberg, F. (1966) Work and the nature of man, World publishing co. , Cleveland, OH. Jindal-Snape, D & Snape, J. B (2006) Motivation of scientists in a government research institute; Scientists’ perception and the role of management. Journal of management decision. Vol: 44 No 10, p p. 1325-1343. Kanfer, R & Ackerman, P. L. (2004) Aging, adult development and work motivation. Academy of management review, Vol. 29, No. 3, 440-458. Locke, E. A & Latham, G. P (2004) What should we do about motivation theory? Six recommendations for the twenty-first century. Academy of Management review, Vol. 29, No. 3, 388-403. Maslow, A. (1943) A theory of human motivation. Psychological review, Vol. 50, No. 4 , pp. 370-96. Maslow, A. H. (1954) Motivation and personality. New York: Harper & Row. Mullins, L. J (1999) Management and organisational behaviour. 5th Edition. FT Prentice hall Osterloh, M & Frey, B. S (1999) Motivation, Knowledge transfer and organisational form. Institute for empirical research in economics. University of Zurich. Price, D. (2007) A comparative Review of attributes of engineers in senior management roles. A Dissertation submitted to the faculty of engineering and surveying. University of Southern Queensland. Seo, G & Barraett, L. F & Bartunek, J. M (2004) The role of affective experience in work motivation. Academy of Management review, Vol. 29, No. 3, 423-439 Steen, E. V (2006) The limits of authority: Motivation versus Coordination. MIT Sloan school of management. Working paper 4626-06 Steers, R. M & Mowday, R. T & Shapiro, D. L (2004) The future of work motivation theory. Academy of Management review, Vol. 29, No. 3, 379-387. Van Herpen, M & Van Praag, M & Cools, K. 2003) The effects of performance measurement and compensation on motivation; an empirical study. Tinbergen Institute for economic research, Amsterdam. Vere, I. (2009) Developing creative engineers: A design approach to engineering education. ICEPDE, Brighton. UK Wahba, A & Bridgewell, L (1976). â€Å"Maslow reconsidered: A review of research on the need hierarchy theory†. Organizational Behaviour and Human Perfor mance (15): 212–240. Wen, C. K (2007) Is there any difference in CEO characteristics between government, not-for-private, publicly listed sector: Implications for engineers aspiring to become top-senior managers. A Dissertation submitted to the faculty of engineering. University of Southern Queensland. Wilson, F. M. (2004) Organisational behaviour and work: a critical introduction, 2nd edition. Oxford University Press Inc. , New York. Wiley, C. (1997) What motivates employees according to over 40 years of motivation surveys. International journal of manpower, Vol. 18, No. 3, pp. 263-80 [1] Company Information (Google), [updated Jan 5th 2010] http://topics. nytimes. com/top/news/business/companies/google_inc/index. html? scp=1&sq=google%20inc&st=Search [2] Ex-googler’s blog, 2008, on leaving Google Available at:

A Historical Analysis Of August Wilson - 1946 Words

As Sam Pollard, director of the PBS special - August Wilson: The Ground of Which I Stand, asserts, August Wilson may be regarded as an American Shakespeare, for â€Å"his body of work really covers the whole 20th century of American history†¦and there is no other American playwright who did that body of work over a period of time.† (American Masters, August Wilson: The Ground of Which I Stand) While such grand comparisons may or may not be merited, August Wilson’s Pittsburg Cycle stands as a literary, historical, and cultural feat in which Wilson illustrates, teaches, and preserves the African American experience through an exploration into the poetics of the Blues. No literary scholar would deny this claim; and this assertion remains completely†¦show more content†¦You don t sing to feel better. You sing cause that s a way of understanding life.† CUTLER: â€Å"That’s right. You get that understanding and you done got a grip on life to where you can hold your head up and go on to see what else life got to offer.† MA RAINEY: â€Å"The blues help you get out of bed in the morning. You get up knowing you aint alone. Tire’s something else in the world. Something’s been added by that song. This be an empty world without the blues. I take that emptiness and try to fill it up with something.† (Wilson, 82-83) In this respect, the blues functions as a means of moving through suffering. Just as musicians in the band play the blues, the blues makes instruments out of the musicians. Levee, a brash trumpeter, wants to move on from traditional blues music and into more energizing Jazz, an increasingly popular genre. Levee wants to neglect the past, and the blues function as a reawakening to the dark reality of African American history. Being fully cognizant of one’s ancestral origins and how understanding how it may help in the present is ultimately not important to Levee – â€Å"I know he ain’t talking about me. You don’t see me running around with no bone in my nose.† (Wilson, 32) Larry Neal, the author of â€Å"The Black Arts Movement† published in Drama Review, elaborates on this connection between the Blues and history: â€Å"History, like the blues, demands that we witness the painful events of our prior lives; and thatShow MoreRelatedPolice Chie f August Vollmer s Contributions Of Modern California Law Enforcement1014 Words   |  5 PagesPolice Chief August Vollmer’s Contributions to Modern California Law Enforcement With the on-going development of the United States throughout the 1900’s, the evolution of crime and the need to address it also continued to progress. New advances in technological equipment (and application) continued to spread throughout the country in all common areas of life. 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