Affirmative Action Racism And Discrimination Essay Example for Free

Affirmative Action Racism And Discrimination Essaythe States is called the land of opportunity however, most of the countries citizens argon non able to enjoy the benefits that the title provides. Being able to accomplish scholastic goals, attend a four-year college, and to have an influential c atomic number 18er, are not gettable for many, even though they work hard. Our nation has long been plagued by an ugly occurrence. An occurrence that finds its themes at the very core of our society. It is a problem familiar in some ways to all of us bear uponless of which side of the argument we find ourselves, and yet it remains unsolved. To verify that a problem exists, as Beverly, Tatum explains, we must first understand, racism as a system of advantage based on race, and white privilege as unjust enrichment through racial oppression,(Tatum,pg 10, 115). near we must look at the steps interpreted to level the playing field of advanced racial groups.In America racism and discrimi nation is a cruel reality. For centuries now, local, state, and federal governments have been proactive in protecting or expanding the system of racial discrimination. White government officials and programs have often favored the racial and political-economic interests of white Americans. Government programs historically provided much access to homesteading land and numerous other valuable resources exclusively to white Americans (Feagin, 2010, p. 143). In an affords toward concern for equality, Affirmative accomplish was created. It was designed to counteract the effect that discriminatory practices have embedded in the American culture. Affirmative fulfil refers to policies that take factors including race, color, religion, gender, sexual orientation, or national origin into consideration in order to benefit an under represented group in areas of employment, education, and business, usually justified as countering the effects of a history of discrimination.The condition favor able action was first used in the United States in Executive Order 10925 and was signed by President John F. Kennedy on 6 March 1961 it was used to promote actions that achieve non-discrimination. In 1965, President Lyndon B. Johnson enacted Executive Order 11246 which required government employers to take affirmative action to hire without regard to race, religion and national origin. In 1968, gender was added to the anti-discrimination list. A lively debate with sparks flying within racial group exists over the importance of the Affirmative action process. Some would argue that affirmative action undeservingly rewards minorities, and takes away from whites in effect causing reverse discrimination. Not long ago, Senator Bob Dole, a Republican presidential candidate, spoke in a television interview of displaced white men who compete with black workers because of affirmative action.He said that he was not sure as shooting that people in America (he meant whites) should be paying a p rice for discrimination that occurred before they were born. (Feagin, 2010, p. 15). Taking this evidence into consideration, should this influence the direction taken regarding affirmative action? University of California Regent Ward Connerly believes that affirmative action is used as a crutch that is ruining the relationship between blacks and whites. If this were true, would this be a good reason to halt government involvement in affirmative action programs? Would people identify these issues and take steps to run changes? Historically this has not been the case. Affirmative action programs have been successful in making social change. Minorities that have previously been excluded from opportunities have been afforded opportunities to achieve through affirmative action programs.Initially, affirmative action was a policy primarily aimed at correcting institutional discrimination where decisions, policies and procedures that are not necessarily explicitly discriminatory have had a interdict impact on people of color. Affirmative action policies address and redress systematic economic and political discrimination against any group of people that are underrepresented or have a history of being discriminated against in particular institutions. Beneficiaries of these programs have included white men and women, people with disabilities, and poor working disunite people, but their primary emphasis has been on addressing racial discrimination (Kivel, P)If our goal is to eradicate discriminatory practices, then our government must continue to mandate legislation, and stock certificate programs to address these issues. Following this conclusion it is clear to see that all evidence supports the benefits of affirmative action. What we have before us is a society with the possibility to make great strides in regards to changing the system of inequality. It is important that government lead in the direction that supports affirmative action programs. Government needs t o see this as the biggest problem on their social agenda, and it will take a significant effort to mandate change, but the benefit for everyone will be extraordinary.ReferencesFeagin, J. (2010). Racist America Roots, Current Realities, and Future Reparations New York Routledge Press. Tatum, Beverly Daniel. (2003). Why Are All the Black Kids Sitting Together in the Cafeteria? New York Basic Books. Executive Order 11246. (2012, July 2). In Wikipedia, The Free Encyclopedia. Retrieved 1723, October 30, 2012, from http//en.wikipedia.org/w/index.php?title=Executive_Order_11246oldid=500344831 Montgomery, A. (2000, march 27). A poison divides us, salon.com, Kivel, P. (1997, November,17) Affirmative Action Works Motion Magazine

The Fifth Child Essay Example for Free

The Fifth Child EssayThe main characters in this novel are Harriet and David Lovatt. They met each other at an office Christimas party, where they see each other from across a room crowded with dancing, drinking people and recognize, as they study each other, that they are fundamentally quite similar. In 1960s they define to marry and invest everything they have into a rambling Victorian house. Both of them have ideals like fidelity,family life and a permanent house.Harriet and David Lovat are a formal couple in 1960s England. Their only oddity seems to be their desire for a large family, and when they produce four children in quick succession, they seem to be building the happy family they want. The Christian connotations of the names of the male children, Paul and Luke, are unmistakable, and this layer of meaning is reinforced by the way the entire family regularly assembles from cold and wide to celebrate the great festivals of the religious year.Even they are happy with their four children, she gets pregnant again with the fifth child, further she has a strange musical note that this child is different from the others. She feels the unborn baby to be a savage thing, and baby Ben emerges like a beast of the Apocalypse, an anti-Christ. He started to move violently and overly early inside Harriet. The birth is one month early and very difficult. After half a year he is able to walk without help, but its not only very strong, he is also extremly aggressive too.Over the next few years they are forced to recognize that modest Ben is more like a monster, not a child and his violent behaviour produces some horrifying accidents. He often beats his brothers and sisters. Harriet was wondering wherefore she was always treated like a criminal. Ever since Ben was born its been like this, she thought. Now it seemed to her the truth, that everyone had silently condemned her. I have suffered a misfortune, she told herself I seaportt committed a crime.

Strategical approach of comprehension

Strategical approach of loreDisadvantages of the Strategical Approach of ComprehensionFor students of English, it is listening comprehension that usually seems to be the hardest to master among the different skills of delivery learning. Therefore, at that place are numerous theories published in order to make listening tasks more sound and to devise more useful types of practice. One of these methods proposes the separate progress of particular sub-skills, of which listening comprehension is claimed to consist, and it also suggests the application of listening strategies, which theoretically make listening easier. It is not hard to realize, though, that however tempting they might seem, the strategic approach of listening comprehension means more needless work to students than improvement.To begin with, it has a negative effect on students results that this approach of comprehension underestimates the richness of practice. As business line (1998) formulates it, For fifteen years it has been axiomatic that more reading does not necessarily mean better reading. (p. 112). First, this idler mean that the exclusive genteelness of sub-skills does not allow comprehension to improve as a whole. Second, since different types of exercises require different strategies, learners might perform badly in the types not perform extensively. In summary, the subordinated role of practice fag have a negative effect on students.The second reason is that the exclusive use of authentic texts can significantly slow down the progress of students at a lower level of proficiency. First, as the strategic approach fails to realize the importance of grading texts, it can be unnecessarily difficult although the more adept can understand in a listening task, the more useful the particular task is, (Ridgway, 2000). Second, a less proficient student might lose motivation if the listening texts seem to be impossible to understand. Third, the theory of listening strategies suggests pred icting the meaning and guessing recondite words from content that, however, can lead to the reduced expansion of vocabulary. To summarize, the use of authentic texts can mean a definite disadvantage on certain(prenominal) levels of proficiency.Finally, one could say that listening strategies can prove extremely helpful for learners, but actually it consumes a significant amount of resources to practice these techniques. On the one hand, practising each of these techniques separately consumes a far larger amount of time than a student could afford at the expense of training other areas of language proficiency. On the other hand, the constant effort to choose the appropriate strategy can be very difficult and exhausting for students and is often futile Field (2000) himself tends to admit this, as well, it seems that they may not be capable of employing it appropriately in relation to a particular listening text or of compounding it successfully with other strategies that they have encountered. (p. 192). To summarize, the application of strategies requires more time and energy than the advantages it provides.In conclusion, it can be seen through various reasons that the strategical approach of comprehension is not as beneficial for students as it might seem in the beginning. First, it provides a smaller amount of practice for the students. Second, the extensive use of authentic texts suggested by this theory can be inappropriate for certain students. Third, the strategy-based approach is definitely more time- and energy-consuming than it is helpful. From the above mentioned points, it is clear that the use of different strategies is not required for effective language learning. ReferencesField, J. (1998). Skills and strategies towards a new methodology for listening. ELT Journal, 52(2), 110-118.Field, J. (2000). Not waving but drowning a reply to Tony Ridgway. ELT Journal, 54(2), 186-195.Ridgway, T. (2000). Listening strategies- I beg your pardon?. ELT Journal , 54(2), 179-185.

Discovery learning and math teaching

Disco actually learning and math teachingCastronova, J. (2002). Disco rattling Learning for the 21st ascorbic acid What is it and How Does it Compare to Traditional Learning in Effectiveness in the 21st Century? Action Research Exchange 1 (1).The researchers in this bind positive a technology tool of denudation learning which called web quest. They defined discovery learning as the technique to learn and can be avail by teaching process.Also, endeavor to discover the efficiency of a technology depended on discovery learning. Researchers agree that the centerive learning should be active to a greater extent than passive, learning procedures, and how failure and feedback both are very important. And the last one was the depth of understanding.The researchers show that to theories which they depend it of discovery learning such as tush Dewey, Jean Piaget and Levvygot sky and the teacher center of attention on students refection and he answered the student questions but as indire ct way and students will not be learn if they didnt make mistakes, so they have to make these mistakes to learn very well.Additionally, researchers indicated the basic architectures, which found in discovery learning 1) case based learning, 2) resultant learning 3) learning by exploring 4) learning by reflection and simulation based learning. Moreover, this article covers the main 4 idea of focus 1) motivation 2) copulation 3) achievement, 4) transference.A-Web Quest is a educational tool of an inquiring oriented activity that uses recourses from internet to complete and finish their projects.I think this resource is a valuable, reliable, and its very important because it shows that a Web Quest is a good tool for teachers and useful for integrating the technology in classroom.Rieber, L.P. (2009). Supporting Discovery-Based Learning within Simulations. cognitive Effects of Multimedia Learning. (pp 218-228). IGI GlobalUSAThis consume describes the visualization in education simula tions and this article covers how are victimization different simulation representations and creative human bodys to the simulations interface. Furthermore, researchers showed that the conjectural carry for visualization in learning for example dual coding theory and mental models.Additionally, to integrate and combine discovery learning technology and design of simulations needing to teach the teachers to support the computer based simulations. The teaching of mathematics lessons will be more interactive and effective if these simulations applied very well and in the correct ways in the classrooms.For what I read, I found that, the positive effects of discovery learning on students achievement happen if the simulations are attractive.This article good and emphasizes to the teachers how they can design computer based simulations lessons.Zakaria,E., Nordin, N. M.(2008). The Effects of Mathematics Anxiety on Matriculation Students as Related to Motivation and Achievement Eurasia ledger of Mathematics, Science Technology Education, 4(1), 27-30. Retrieved from http//www.iwm-kmrc.de/workshops/visualization/rieber.pdfOne of the aims of matriculation education was to develop students knowledge competency and interest in the subject area (Nordin Zakaria) 2007. The occasions in this watch try to investigate if there was a statistical difference between matriculation students motivation and achievement when they were can classified depending to math anxiety levels and if the discovery learning has effective in learning progress.The researchers applies this study on (73 females and 15 male) students, they selected by volunteer and they know it is will not affect in their grades during the semester. somewhat the results if this study was emphasized that there was a relationship between anxiety and achievement. Thats mean if mathematics anxiety loads increase then the achievement scores decrease and vice versa..In addition, there are teaching procedures, which d ecrease mathematics anxiety suggested by Woodard (2004) (1) Create an environment in which students do not feel helpless and allow them to relax and rest. (2) Use cooperative grouping in the class room. It helps students to understand that others have the same problems as they do. (3) Teach at a slow pace. It can help students better comprehend the material during taught.(4) provide extra teaching sessions so that they are not left butt end academically.Therefore, I believe that the teachers should try to think that how they could get less anxiety on the students by preparing a good environment in their class and try to find the best ways for teaching mathematics.Duggan, M., Husman, J. (2007). Online Mathematics Achievement Effects of Learning Strategies and Self-Efficacy Zeitschrift fr Pdagogische Psychologie, 4(1), 27-30.This Research showed that the increased independence of an online or web-based learning environment may support students motivation for learning and enhancing the discovery learning in learning. The purpose of our article was to investigate students learning strategies and motivation in the framework of an online developmental mathematics course. Moreover, the cores of this study to help teachers and be more efficient and be more convenience with this strategy. The researchers applied the experiment 511 students with 89 participants end all the surveys they answered all the questions.There are limitations and margins of this study one of them was the number of the sample with 89 students cannot generalizing the results. The second one was the timing of the survey time problem, which dispassionate the data at the end of semester.According to this article I believe that a good web-based learning environment will be more effect thats what the results indicated in this article, on the other hand this research is valuable and currency.Matsuda, T. (2008). Using instructional activities game to promote mathematics teachers innovative instruct ion US-China Education Review, 5(3), 24-30. ISSN1548-6613The author completed a study which improves teachers professional competence and he indicated that the curriculum or the instructional method should be changed and it is difficult to change the curriculum so he chooses the instructional method.The change on the instructional method should be based on three types of scientific resources approach for solving problems in perfunctory life. First approach uses experiments and observations, the second approach uses mathematical concepts and procedures and the last approach is computer based approach, which is easy to understand and utilize than other approaches. (Matsuda, 2008)However, the purpose of this study to develop a training system to improve teachers professional proficiency through the design of lessons and created which will develop students ability to solve problem sloving questions using ICT (Information and Communication Technology) in (Matsuda, 2008)So, this a case study which the researcher use the model and concluding a meaningful graphs and tables which show what researchers indicated. This article also, was written very well with many references that help us as teachers to be professional development.

Overview Of Motivation And Its Theories Business Essay

Overview Of Motivation And Its Theories Business EssayMotivation has been a mazy concept to define, because there atomic number 18 many theoretical arise towards the nature of world organisms and about what understructure be kn throw about flock (Pinder 1998, p. 11). There argon contrary perceptions and definitions of motif.Sims (2002, p.55), delimit motivation as the satisfying of the inner necessitate through actions and behaviours. jibe to him, motivation includes various mental and physical arrests, combined with the proper environment that guides people to act in a certain way. accord to Robbins and Coulter (1998), motivation may be defined as the willingness to put forward- moving high levels of effort toward pick out. From this guess, Mullins (1996) has come up with the definition where he assumes that each soul is unique and this uniqueness is demonstrated in one way or a nonher via the various theories which influence workers control and behaviours towa rds a cross final stage. He also identifies two factors about what gets people activated (arousal) and secondly, and what drives people to engage in the desires behaviour or choice of behaviour.The set of processes that arouse, direct, and principal(prenominal)tain human behaviour towards attaining both(prenominal) goal. (Greenberg Barron, 2003, p. 190)On the other hand, Rabey (2000) defined motivation as a reciprocal process. We will give you something you want if you give us something we want.From the above definitions, it give the bounce be observed that every author has defined motivation from different viewpoint nevertheless they all deport tried conveying the same message, that is, the individuals drive to do something at a particular time.Halepota (2005, p. 16) defines motivation as a persons active participation and commitment to achieve the prescribed results. From this possibility, there is no ace strategy that screw generate guaranteed positive results all the t ime, since different strategies produce different end points at different times.It can be concluded from the above definitions that, motivation in general, is more than or less mainly concerned with the different aspects that moves, manoeuvers, and drives human action or inaction over a given effect of time. In other words, there is an invisible force that drives people to do something in return.Evolution of Motivation TheoriesThe theories about employee motivation have greatly deepen over the past century, from scientific management through the human traffic movement, to the human resource approach.scientific management concord to the scientific management theory workers see work as a pain and bullion is their main concern. Thus, it assumes that people will work hard and behave sensibly to gain their own personal objectives, that is, to maximise their own income first, kinda than putting their effort towards the organisational objectives as priority.Human relations moveme nt According to this school of thought, managers should take into consideration the favor equal to(p) aspect in the working environment because employees value social be douringness much more than money. Bendix (1956, p. 294), summarised this revolution by taking into consideration that failure to treat workers as human beings is regarded as the main cause of low morale, lack of interest and confusion. Thus, the Human relations representative to this problem has come up with creating opportunities for squadwork and nurturing closer relations surrounded by management and employees.Human resource approach This approach assumes that the Human Resource department plays an important role in the implementation of different types of rewards organisation in an organisation in cast to maintain the employee and organisation morale. According to Steer et al. (1996), the human resource pretense, human beings are spark offd by a set of complex factors, including, money, rent for railroad tie, need for attainment, and desire for meaningful work. Therefore, it is the managements responsibility to learn how to tap much(prenominal) resources as employees are the reservoirs of potential talent.Scientific concernAs per the Scientific Management theory (1911) which was proposed by Gilbreth and Taylor, the relationship between worker and the management is based on the low trust. However, he believed that higher salaries may contribute to cooperation between them. However this form of management is no longer as scientific as Taylor first suggested. Today workers are considered much more as humanity than as commodities, as new management approaches focus on the human side of employment relations.Mayo and Hawthorne StudiesAccording to the Mayo and the Hawthorne studies (1927-1932), human relations approach to management has become the main focus of managers (Bedeian, 1993). It was concluded that employees exert greater effort at work when they were non bossed by or being closely supervised by anyone. As such workers developed an ex disposed sense of responsibility by themselves rather than expecting management imposing their set of discipline on workers. Moreover, interpersonal relationships and informal work groups greatly influence dilute, in the sense that workers felt themselves to be contributing freely and without force.Mayos conclusions were that money was a less important factor and that group influences extensively affect individual behaviour towards output. In addition to this, workers were better impressd when they were having their social needs met at work (Robbins, 1998). speculation X and Theory YDouglas McGregor (1960) had advertise contributed to the study of work motivation with his opposing motivational theories as Theory X and Theory Y. According to the theory X (McGregor 1989, p. 315), it is the management responsibility to set elements of rewards in ordinate to motivate people and modifying their behaviours to fit the n eeds of the organisation. Thus, without the interference of management people would be be passive-even resistant- to organisational needs. Thus, workers must be persuaded, rewarded, punished, and their activities should be controlled. Conversely, the Maslows Hierarchy of needs emphasises towards the fulfilment of workers needs. Such an object lesson is that Theory X may use a salary delete to motivate employees rather an summation in the salary.On the other hand, Theory Y postulates that people like to work they are self-directed and they do not have to be threatened to work and they try out more responsibilities. In the framework of Maslows theory, Theory Y presume that , it is the social, admire, and self-actualisation needs which are the driving forces that motivate employees.Given that handed-down Theory X orientation is far more negativistic, Theory Y is rather widely used and accepted nowadays.Hackman and OldhamHackman and Oldman (1980) put forward their Job Characterist ics Theory as a lead-stage model, in which a set of core chew over characteristics impact a number of critical psychological states, which can motivate the workers. The worker must have knowledge of the ultimate results of their work, experience responsibility for the work results and consider the work as important, as something which is generally valuable. As such the credit line itself must be designed correspondly to promote all the three psychological states. (Hackman and Oldham, 1980, p.81) suggested that the work should include five characteristics skill variety, childbed identity, task significance, autonomy and feedback, as channelisen in class, where the presence of certain jobattribute motivates workers.Figure. The job characteristics model credit web.njit.edu/rotter/courses/hrm301/lecturenotes/hrm301-11.The job characteristic model identifies that adding certain elements to the jobs may alter peoples psychological state in a manner that boosts their work effectiven ess (Greenberg and Barron, 2000). Thus, there is the need to redesign jobs through job enlargement, by increasing the number and variety of activities performed, while at the same time, redesign the jobs by increasing the employees level of responsibility and control.What can be deduced cashbox now is that, the first theories of motivation have focused on the financial aspect as being the motivator. On the other hand, more recent theories such as Hackman and Oldmans Job Characteristics Model, has laid more emphasis on the content of work as a motivator.Content Theories of MotivationIn this section, there are four prominent content theories of work motivation which will be analysed. The first two theories Maslows hierarchy of needs and Alderfers existence-relatedness-growth (ERG). Abraham Maslow is a humanistic psychologist that developed a theory of personality, which is valuable in the field of employee motivation. Then, there is the Herzbergs motivation-hygienics and Mc Clelland s needs theory.Maslows Need Hierarchy TheoryMaslows (1954) theory of motivation is one of the most known motivation theories called the Hierarchy of Needs (fig..). Robins and Coulter (1998) mentioned that Maslow envisages the workers needs in relation to a pyramid whereby people progress up the hierarchy as they victorively gratify each level of need. The five basic kinds of needs are psychological needs, safety needs, social needs, esteem needs, and self-actualisation needs. Thus, it is understood from this theory that managers must effort to identify individual employee needs and promote satisfaction. If they do so, employees will progress toward self-actualization, permitting the organisation to be all that it can be (Sims 2002).Marchington Wilkinson (1995) argued that money act as a motivating factor for those at the lower level of the hierarchy, since these workers are low income earners. On the other hand, those already earning a higher income and have been able to satisf y their lower level needs can therefore proceed to the high order needs.However, this theory has been criticised for being vague and without ability to predict human behaviour. It also views individual needs as stagnant rather than dynamic. An example is, needs can change unexpectedly when subject to undesirable factors such as the effect of job loss on aesthetic needs.Figure.Applying Maslows Hierarchy on NeedsSource http//www.wiziq.com/tutorial/122744-Organization-Management-models-and-diagrams-for-presentationsAlderfers Existence-Relatedness-Growth Theory (ERG)This theory of needs for existence, relatedness and growth by Alderfer (1972) is much simpler than the Maslows approach. According to Greenberg and Baron (2003, p.192), the five needs identified by Maslow corresponds with the three needs of Alderfers ERG theory. Alderfer specifies that there exist three main needs but these needs are not necessarily activated in any ad hoc order. In fact, Alderfer claims that any need may b e activated at any time (Greenberg and Baron, 2000).However, this theory has a frustration regression element which suggest that if a higher order need is frustrated, an individual will increase his level of desire for a lower level need. Such an example is, an individual is unable to meet the growth need, perhaps due to a repressing work environment, thus, his desire for rewards such as money is likely to increase.Therefore the above two need theories, namely Maslows need hierarchy and Alderfers ERG theory, do not agree completely. However, they do agree that satisfying human needs is a lively part in motivating employees.Need Theories A comparisonSource e- encyclopedism.mfu.ac.th/mflu/1203141/chapter7.htmlHerzberg Motivation Hygiene TheoryFrederick Herzberg (1923) had close links with Maslow and believed in a two- factor theory of motivation. He identified hygiene factors which do not motivate but cause dissatisfaction in the employee and the other one are called the motivators which lead to satisfaction, comparable to Maslows higher needs (Jones and Jordan, 1982). Hygiene factors are all extrinsic factors set in the external environment, while motivators are all intrinsic factors which the employees attribute to themselves and to a certain extent, these factors correlate to Maslows esteem needs. According to Mc Kenna (1996), hygiene factors vary from motivators in the sense that a lack of adequate job hygiene will cause dissatisfaction. Therefore, it is important to ensure that the hygiene factors are correct, and the manager should distort the motivators by attending to job-content issues, like job enrichment (Johnson and Gill, 1993). Job enrichment entails redesigning jobs to make them more exciting and challenging by allowing requirements to be made for increased responsibility and creativity.According to Adair (1990), the phrase job satisfaction arose from the work of Herzberg. In identifying a set of motivational factors, Herzberg made a distinctio n between long-term and temporary motivation levels. The motivators are long-term satisfaction and they are essential to intrinsic motivation (Deci and Ryan, 1985), which are also very similar to the Maslows esteem needs. On the other hand, the hygiene factors contribute to more life dissatisfaction and money cannot buy happiness (Kasser, 2002). They name that the lowest ranked motivator was an increase in salary because money do fulfil the requirement of the hygiene factor, but overtime are poor motivators.Since the hygiene issues are not the source of satisfaction, these issues must be in order to create a conducive atmosphere in which employee satisfaction and motivation are possible.However most practical studies with distinction made by Herzberg, show that salary, recognition and responsibility, for instance, have been seen both as motivators and hygiene factors (Maidani, 1991).Mc Clleland Theory of NeedsDavid Mc Clelland proposed the three-needs theory affiliation, power, and achievement, which serve as motivators in organisations (Robbins Stuart-Kotze, 1990).The first need is the need for affiliation which is same as to the Maslows social needs. This need gives rise to the desire of friendship prefer to keep good relationship instead of warlike environment (Robbins and Coulter, 1998). As such, individual with a strong need for affiliation is likely to take up jobs which is characterised by a desire to belong to a particular group, or a concern about interpersonal relationships at work, such as counselling, customer service, and public relation.The second need proposed is the need for power. The need for power is indicated by a persons desire to control and the ability to influence people and their actions. As such, McClleland and Burnham (1976) find that the acquiring and maintaining of power is an essential motivating process in organisations.The third need is the need for achievement, which refers to the individuals desire to success and obtain exc ellent results. People are highly motivated by gainsay and competitive work situation (Stoner, et al. 1995). In view of the last two needs of Mc Cllelands theory, the Maslows influence can be seen as it is similar to the Maslows esteem needs, with power and recognised achievement come self-confidence and prestige.However to study the need for achievement, Herzberg and Atkinson developed the Thematic Apperception Test which determines the individuals score for each of the needs of achievement, affiliation and power.For the high achievers, money is looked upon as a symbol of achievement rather than an intrinsic motivating factor. In this theory, people with a high need for achievement are eager to obtain feedback on their transaction and exhibit moderate levels of risk taking (Wood 1992). Financial rewards are not the discern motivator and money is a form of feedback and recognition to them.Conclusion of the need theoriesTable . shows the relationships among Maslows, Alderfers, and Herzbergs theories of motivation.Table Conclusion of Need-Based ApproachesSource http//e-learning.mfu.ac.th/mflu/1203141/chapter7.html.Despite the obvious differences between need theories discussed, there are several points at which the theories intersect. On the other hand, the need-based theories share an innate weakness. They do an adequate job of describing the factors that motivate behaviour, but they tell us very small about the actual processes of motivation (Moorhead Griffin, 1995)Process Theories of MotivationProcess theories attempt to identify the relationships between variables which give rise to motivation. According to Mullins (1996), process theories provide a further contribution to our understanding of motivation. They focus on why people choose to behave in a certain manner in order to fulfil their needs and also how they evaluate their satisfaction level after they have attained their goals.Expectancy TheoryThe expectancy theory was developed by Victor Vroom in 1964 and it has been further developed by Lyman Porter and Edward Lawler in the 1968, where it is believed that there is a direct correlation between performance and outcome and the reward for that outcome is defined. Therefore, this theory is concerned with the internal processes that an individual undergoes in order to decide whether he/she wants to put in additional efforts towards a specific goal (Robbins Stuart-Kotze, 1990 Stueart Moran, 1993 Server Wescott, 1983). Vroom suggests that there should be a link between effort and performance for an individual to be motivated (Droar, 2006, p.2).According to Vroom, the three factors that should be considered when determining the effort put forth by an individual are valence, instrumentality, and expectancy (Holdford and Lovelace-Elmore, 2001). The first variable valence, refers to the desire that an individual has to achieve a goal or to fulfill a need. The second one is instrumentality, whereby there is the belief that perform ance is related to rewards such as bonuses, piece-rate incentive system or sales commission plans. As such, the merit system, which is referred as the pay-for-performance may be carefully implemented. The third element, expectancy refers to the belief that an individual has about the relationship between effort and performance.According to Armstrong Murlis (1994), this theory is the most relevant one to reward practice. However, this theory also recognises that people are motivated by other different things (Robbins Stuart-Kotze, 1990). Therefore, it can be seen that there is no one theory which can explain everyones motivation. According to Marchington Wilkinson (1998), what motivates people depends on their perception of the attractiveness of the goal and its attainability. Figure provides an overview of the Expectancy Theory.Expectancy Theory An overviewSource http//www.nwlink.com/donclark/leader/leadhb_2.htmlVroomEquity TheoryThe Equity theory was developed in 1963 by John St acy Adams and states that people will be motivated if people are treated fairly and equitably, and they would be demotivated if they are treated unfairly and inequitably. Employees evaluate their own input/output ratios based on their comparison with the input/outcome ratios of other employees (Carrell and Dittrich, 1978). That is, they will compare the ratio of what they put in (e.g. experience and effort) and what they get out of the job (e.g. salary and promotion) with what others are getting in a similar job. If an employee notices that another person is getting more recognition and rewards for their contributions, even when both have through the same amount and superior of work, then dissatisfaction will occur. As such, the employees will behave in ways to enforce equity (Cheung, 1997). Therefore employees will seek to reduce it, either by increasing performance to output when the perception is that of being over-rewarded or decreasing performance when they feel they are being under-rewarded or even leave the organization (Carrell and Dittrich, 1978).In light of the equity theory, it can be said that employees should be rewarded based on their performance and hard work, rather than on their seniority, for example. For instance, instead of receiving a bonus at the end of the year, the increase in salary should rather be based upon the employees performance so that employees may feel they are being treated equitably. As such, it is believed that employees contributing more to the organisation , should receive higher rewards. This belief is called the equity norm.Employees are the passive observers and they are aware of what is happening at their workplace. If they feel they are being exploited or treated unfairly, they might take the initiative to go on a strike or retaliate in other ways. On the other hand, when employees are being paid more than what they deserve, and they are actually receiving this higher pay, they tend to lower their work level to nor mal (Greenberg and Barron, 2000).Goal TheoryThe Goal theory or the goal-setting theory was initially developed by Latham and Locke (Locke Latham, 1990, 2002). According to Goldstein (1993), goal provides a sense of direction and purpose. Goal setting is simply defined as a specific outcome that an individual is striving to achieve (Alderman, 1999). Seijts et al. (2004), found that people with a specific high learning goal is effective in increasing a persons performance. That is, the more difficult the goal, the higher the level of performance expected.Feedback also help to identify the difference between what an individual has done and what they want to do and thus guide them as to how well they are moving ahead towards their goals. Also, according to Moorhead and Griffin (1995), when employees are given the opportunity to participate in setting their own goal, their efforts in achieving them will be greater when compared to the goals being assigned to them. Therefore the control tend to restrain motivation, while the individuals involvement in their own goal-setting task, creates a more productive environment (Kennish, 1994). In general, Locke and Lathams model of goal setting has been supported by several studies which suggests, it is a valuable approach concerning how the goal-setting process works.Reinforcement TheoryReinforcement theory was proposed by BF mule skinner (1975), whereby he states that individuals behaviour is a function of its consequences. This theory emphasises on re-designing the external environment should be made suitable to the individuals and that punishment will actually lead to frustration and de-motivation. This approach explains the role of rewards in greater detail as they cause the behaviour to change or remain the same.Positive reinforcement refers to honour a desirable behaviour as this may increase the probability of outstanding behaviour occurring again. Praise and recognition are appropriate examples of positive reinforc ement. forbid reinforcement is another way to influence behaviour, but the aim is to prevent an a negative action from being repeated in the future. Such an example may be negative feedback or reprimands.According to Skinner, a third way to influence behaviour is punishment, which decreases the probability of the behaviour from being repeated. Punishment is something unhappy that an individual tend to avoid, and as a result, employees would be motivated to behave in the right behaviour.The last method of behaviour modification is lack of reinforcement. The musical theme behind this concept is that, if behaviour is not reinforced, it will decrease and soon be forgotten by the individual (Stueart Moran, 1993).Section 2Performance ManagementIntroductionAccording to Gilley and Maycunich (2000), performance management helps organisations maintain and improve performance, encourage greater consistency in performance appraisal and provide high property feedback.Motivational approaches tend to boost up the workforce in order to attain the likely job performance. (Byham and Moyer, 2005). Referring to above theories which has been discussed above, it can be assumed that some theories do consider ways to increase motivation aiming at improving employees performance which will contribute to organisational goals.A motivated team and hard-working employees is essential to the success of the company. This is because performance will certainly suffer if workers lack motivation, resulting in poor productivity.Furthermore, job satisfaction has an important role in the improved performance of an employee. In other words, high employee job satisfaction implies improved performance of the organisation. Thus, this statement signifies that improvement may be achieved by providing people rewards and the chance to perform (Armstrong, 2003, p. 240).However, according to some experts, people consider work as a less significant aspect due to the fact that the new generation of the hi ghly educate workforce want more prospect for tuition, autonomy, flexibility and work experiences (Hammett, 1984).They want to contribute fully in the work environment and respond unfavourably to strict hierarchies.Thus, performance management is declared to be part of human resource management which can make the utmost impact on organisational performance (Philpott Sheppard, 1992).Creating and sustaining a high performance organisationOrganisations go into business to create long term performance and values. According to Keith Owen et al. (2001), the ability of an organisation to maintain the delivery of quality products and services is essential to its long-term success. And this ability is a learnable organisational competence.From Performance appraisal to Performance managementPerformance appraisal and reward systems are based on the supposition that employees performance and motivation can be enhanced by establishing a clear link between efforts and reward through formalise d and particular individual targets (Latham et al. 2005).As companies move towards the complex business environment, they will have to develop approaches to tackle various threats, challenges, internal and external problems and explore new opportunities simultaneously. Thus, these companies have to invest in the most vital element the performers.On the other hand, Sims (2002), has relate both performance management and the performance appraisal systems through the HRM systems. According to Sims (2002), performance appraisal is a process by which an employees contribution to the company during a particular period of time is evaluated. Performance appraisal acts both as an evaluation and a development tool. Moreover, it is a legal document which contain , both positive actions as well as deficiency and plans for the future development.However, the main disadvantage of performance appraisal system is that there is no mutually agreed goal since job description and performance appraisal does not correlate, arising the issue of unclear evaluation criterion (Grote and Grote, 2002). As such employees are reluctant to support this system because it fails to consider the human touch and employees job expectation diminishes.The organisations civilisation and empowermentNowadays organisational goal has become popular compared to earlier times due to increased competition, globalisation and diversified workforce (Schein, 1992).According to Sammuto and OConnor (1992), culture is a vital factor which contributes to the success or failure of an organisation. Organisational culture is the sharing of values, thoughts and experiences with others Cummings and Worley (2001). As such, the shared culture encourages a certain level of stability among the members of the organisation. Organisational culture basically include the values, beliefs and ideas on what the organisation is all about, how its workforce should behave and how it defines itself in relation to its external envir onment.On the other hand, Leach, Wall and Jackson (2003) defined empowerment as a motivational state which comprises of having a personal choice over work behaviours and processes. Empowering employees may develop feelings that may help increase work motivation. Thus, workers may develop a can do attitude that reflects a feeling of confidence within themselves (Geller, 2001). However, empowerment is often misinterpreted and feared by traditional managers, because they may lose control and respect by sharing their power and authority (Kahnweiler, 1991).Pay and MotivationPay is an important factor which encourages motivation, as individuals hire it to satisfy their needs and wants. It also acts as a recompense for employees diligence and commitment. According to Cooke (1999) and Fisher (2005), money is the key motivator for employees. This statement concurs with that of Crystal (1970) who further asserted that money can be a motivating factor, but little money may have no effect. The use of monetary or other financial incentives in the classic work performance paradigm is based on the reinforcement theory.Performance-based pay is a compensation paid which varies with the individual, team or organisational performance, such as the merit pay, team incentives and profit sharing (Milkovich Newman, 2002).However, studies have shown that pay does not seem to boost productivity levels in the long term and money does not improve performance (Whitley, 2002).Instead, this can deteriorate employees attitude in which they work merely in the interest of high pay. Therefore, it can be said that pay is not the only main reinforcement as other non-financial factors such as rewards, social recognition and performance feedbacks are also found to be positive motivational factors (Smith Rupp, 2003).The job itself and motivationAccording to Redmond (2010), a well designed job is one which is appealing to the person performing the task, that is, it should be interesting, motivatin g and meaningful. Well designed task will obviously lead to a higher employee satisfaction which encourages the workforce to be more productive and help to meet business goals (Schermerhorn et al, 2005). Conversely, poorly designed jobs that lack adequate attention to the needs of the workers are known as the arbitrary groupings of activities (Campion Thayer, 1987, p. 78). Thus, in order to motivate employees, it is important to implement a flexible task system to provide job satisfaction (Redmond, 2010, p.2).Nevertheless, there are two study theories which have considered this approach to motivation. Firstly, the Herzberg theory, which has addressed to the design of individual jobs as a two-factor theory, on the basis that motivation, arises from the nature of the job itself, and not from the job situation or external rewards (Garg Rastogi, 2006). Secondly, Hackman and Oldman (1976) come up with the job characteristics model, which main focus was on the content and nature of job s.Training and motivationLosyk (1997) considers training as a key motivator. Training is a way to learn new skill and behaviour and employees look upon training as a strong element of their career development as it makes them more marketable (Niemiec, 2000). The expectancy theory presents a framework for assessing, interpreting and evaluating employees behaviour in learning, decision-making, formation and motivation (Chen Lou, 2002). According to McCloy Wise (2002), learning is a vital factor which helps in contributing to both individuals and organisational performance.

Poverty and Charity in Jane Eyre Essay -- Jane Eyre Essays

Poverty and Charity in Jane Eyre When Jane Eyre resided at Gateshead entrance hall, under the care of her aunt, Mrs. Reed, she yearned for a change. The treatment that she received at Gateshead Hall was cruel, unjust, and most importantly, lacked nurture. Jane wanted to escape Gateshead Hall and enter into a school. The school that was imposed upon Jane was Lowood Institution. Through her eight year stay at Lowood, Jane learned how to figure her frustrations and how to submit to authority. later on leaving Lowood Institution and taking the occupation as governess at Thornfield Hall, Jane completed that her experiences at Gateshead Hall and Lowood Institution had deeply rooted themselves into her personality. After departing Thornfield Hall, Jane wandered about as a vagabond. Arriving at Whitcross, Jane was starving, cold, and in need of help. It is St. John Rivers who aids in helping Jane back to health. Through her experiences at Gateshead Hall, Lowood Institution, and Whitcross , Jane Eyre becomes the recipient of the prescribed and negative aspects of the New Poor uprightness depict by Charlotte Bronte in nineteenth-century England. Under the care of Mrs. Reed, Janes aunt, Jane is treated as though she is a wicked and inclined baby (60 ch. 4). Her father had been a poor clergyman (58 ch. 3) and both her parents died from typhus fever. She was given to her mothers sister-in-law in promise of Mrs. Reed that she would rear and maintain her as one of her own children (48 ch. 2). Jane is treated just the opposite. She entered into Gateshead Hall, the residence of the Reeds, in hopes of being brought up a civil and well-nurtured child. Instead, Jane is treated as a subservient child who is abused not only by Mrs. Reed, but also by h... ...cation at Lowood, she still desired liberty (117 ch. 10). After searching for a job, Jane realized she was once an outcast, a beggar, and a vagrant (387 ch. 31). She becomes grateful for the charity and job as a teacher that Mr. St. John Rivers bestowed upon her. The charity that Mr. Rivers showed towards Jane exemplified the kind of philanthropy that Charlotte Bronte depicted as being genuine on the other hand, the kinds of treatment that Jane received at Gateshead Hall and Lowood Institution were the types of charity that were governed by the New Poor Law administrators. In Charlotte Brontes novel, Jane Eyre, she clearly illustrated how she viewed charity and philanthropy under the ruling of the New Poor Law. Works Cited Bronte, Charlotte. Jane Eyre. London, Penguin Books Ltd. 1996. (Edited with an Introduction and Notes by Michael Mason).

Why Should I Read? Essay -- Teaching Writing

Why Should I Read?Reading a reserve is like re-writing it for yourself.... You bring to a novel, anything you read, wholly your experience of the world. You bring your history and you read it in your own terms. Angela Carter (19401992), British author. Why read? Why should I read the book before it comes kayoed in cinema? Why is settling down with a slap-up book better then sitting on the couch watching The Simpsons reruns? I have often pondered the merits of reading, but you dont realise the advantages until you actually begin reading. Until I unlocked my first real book I couldnt have dreamed of the wonders and marvels that it opens to you. Its just that when you do read you discover how exquisite the delights of reading are. Books plenty transport you to different places, worlds, times, people, anywhere you jakes imagine without leaving your own room. Reading gives us someplace to go when we have to stay where we are. Picking up a book is like come upon up a world that is waiting to be explored. Whether fiction or fact they can take you away with them, engulf you and make you apart of their environment. They can scare the wits out of you, make you cry, make you laugh, the more pages you read the harder it is to shut the book. Every book is a great adventure. Within the pages lie stories untold, places never ventured and new people to meet. No book is alike, no story the same. Reading is not strange. It seems that many people do not want to read or do not think it is necessary. They believe that people who read are nerds, geeks, or bookworms. This is not true. I read because it is something that passes the time peacefully and it alleviates ignorance. Reading for romp is normal it improves a persons imaginati... ...ge themselves with that. Novels are great space fillers in my suitcase whenever I go on holiday. Theres nobody like sitting on a beach with the sun blazing down on you reading the adventures of Moby Dick, although maybe Jaws wouldnt be a good one if you intend on going swimming. Books can help pass time, at airports, on train journeys, on flights, when your grounded, anytime, anywhere you can pull out a book and become immersed in it. So bring a book wherever you go just in case you happen to hold back the urge to read. Theyre portable, theyre handy, and theyre a whole world within a few pages and a cover. A book can take the reader places they only dreamed of, it increases vocabulary without the reader having knowledge of it, and they can teach a vast majority of subjects to alleviate ignorance. And remember a book is not just for Christmas, its for life.