Epistemology and Descartes Essay

In both Plato’s Allegory of the Cave and Descartes’ The Fourth Meditation, they discuss truth; what it is, where it comes from and how to differentiate it from falsehood and error. Plato’s paper is more metaphorical and uses imagery to paint a picture of his idea of truth, while Descartes’ is more straight forward, and uses examples. These papers are written very differently but are, at the same time, very similar when it comes to content. Although it’s not word for word, these two papers complement each other very well when it comes to defining truth and explaining its origin. In Allegory of the Cave, Plato’s view is that our senses, such as sight, skew our understanding of true knowledge. We are, for all intense and purposes, chained at the neck and ankles, unable to move. Our world is a cave lit by a fire disguised as the sun. We only see what is before us: our shadows, our falsities and errors. However, on the rare occasion that we break free from our chains, we are able to experience true knowledge. We understand the world around us and realize what we once thought we knew isn’t real. We view things in a new perspective, a new light†¦sunlight. This is what Plato believes truth is. The cave where men are chained is, essentially, a mask, hiding Earth’s true identity. Once that mask is taken off, we know Earth’s true identity, we understand. One may relate being ‘unchained’ to an epiphany, or divine intervention. It’s an experience of something so pure, so insightful; you know it to be true. And once we have experienced this pure truth, we must return to the cave populated by shadows and lit with an artificial sun. We must do to this so we can share our true knowledge with others, so they too, may one day be ‘unchained. ’ In The Fourth Meditation, Descartes rationalizes God’s Will, and all of imperfections, through a series of questions and answers. In this paper, Descartes describes God as the source of goodness, truth and being. He is infinite. The opposite of God, Descartes states, is nothingness. So, since we humans exist, Descartes explains we must be somewhere in between these two extremes. We are neither infinite, nor are we nothingness. We are finite, as God willed us to be. We consist of ‘being’ and ‘non-being. ’ And  any imperfection we may have is not a result of our being, rather our non-being†¦our error, in other words. Descartes says that when we know we know something, we are 100 percent sure about it. We have no feelings against it. It’s a sudden realization, an epiphany perhaps. And in this state, our judgments are certain and true. Descartes also talks about how we can not know anything certainly, without looking at the whole picture. For example, scientists cannot expect to prove or disprove God’s existence by looking at specific, finite things in the universe. Or if people try to disprove God by saying there is evil in the world, they aren’t looking at the big picture. For, in the big picture, Descartes thinks there would be an explanation, a purpose for evil. So even though Plato and Descartes give very different types of explanations about truth, and it’s origin, they come to similar conclusions. They both view truth as something beyond our ordinary senses. They both suggest taking a look at the bigger picture to find truth (being unchained/understanding God’s infinite being). And they both agree that, when the truth is know, it needs to be shared.

High School Conformism Essay

Throughout majority of my high school life, I always questioned why things operated the way they did. Being forced to go to a place, or my parents could possibly go to jail. To be honest it sort of felt like a indoctrination. Going there I noticed everything was controlled and different social groups where created based on different peoples personalities. The irony of it all is that from a young age school seemed to indorse individuality, yet hypocritical policies such as school uniforms still took place later in the years. I questioned why there was so much conformity;why was everyone so worried about fitting in? While I can’t be the voice for every-ones’ reasoning behind peer pressure. I can give my own reason for occasionally feelings of peer pressure. The first 2 years of high school felt very much like a fight for my individuality. I’d find multiple ways to make myself feel as if I was different; for instance making modifications to my uniform. I also would follow subculture Stereotypes, although at the time I didn’t realize it was simple was pressure: The pressure to pull away from what I considered social emptiness. This was a phase thankfully, and thankfully I slowly I began to realize; I was essentially doing what other students where doing, but strangely for the opposite reasoning(to get away from conformism). I’d say its a great learning experience, and simply put. The best way to strive for individuality is not striving for individuality. When you force yourself to be different, weather it be following a subculture (beyond your own personal beliefs), or not liking a ideology without doing your own research. You’ll definitely fall into the ignorance of conformism. After coming to these conclusions, I decided to become more social; experiencing new things so I could have a opinion, rather than stagnate in ignorance. I’ve learned a lot in regards to life, but most importantly I learned a lot about myself. I can finally say that I am a individual. I believe high school has definitely had a impact on me, although I’m sure it wasn’t there intention to give me such enlightenment.

Human Resources Function In Pizza Express Essay

Introduction Pizza Express is a public limited company (PLC), which was established in 1965. It has 350 restaurants in the UK and between twenty to thirty international franchises in countries like France, Egypt, Spain and opening soon in the Philippines and it has also expanded by 40% in recent years. It’s a restaurant in different countries, which provides food, and drink services to the customers. The company has different range of employees, 39 in total including cleaners, chefs, waiters and waitresses, supervisors and managers. Role of human resources The organisation has two human resources namely the main HR known as the headquarters and the local HR’s. The local HR recruits the workers by advertising in the media after which they train the selected ones to very high standards so that they deliver high quality services to the customers. This creates a good repetition for the company so they receive more customers therefore increasing profits too. Training the workers on how to use the equipment also helps the company in a way that they will have fewer or no claims for damages in case of accidents. The local HR’s also carry out transfers with other restaurants of the organisation, which helps them maintain the good workers. This can also be a way of practising flexible working conditions for their staff. In case of any member of staff acting against the organisations rules, the local HR’s have to discipline him/her so that they can change and if they fail they lose the job. This helps the company dismiss bad members of staff who can cause trouble or even pass on their bad behaviours to new recruits. Lastly, the local HR’s act as the voice for the workers i.e. they raise any problems that the workforce might be experiencing so that they can be solved. This creates a good relationship between the workers and the management, which is a very important thing if they are to work as a team to deliver good services to the customers. The main HR i.e. the headquarters carries out the more complex tasks of the organisation. It reviews the labour turnover and predicts what staff the company will have to recruit and during what time they will have to. It sets the pay rates and increases in the organisation which is a very crucial thing when carrying out the company’s budget because they don’t want to pay out much or less but just the right amount to their staff. It also recruits it’s own staff and management and train them. It has to be very careful when doing this because it has to makes to sure it gets the right people who will be able to manage the local HR’s or else there will be poor management which can lead to serious problems in organisations. Lastly, it makes the rules and procedures that have to be followed in the organisation. This is very important because it lets the workers know what they can do and can not when on the company’s premises and also for any organisation to run properly and smoothly, there must be rules and regulations in place to be followed. E2 Staff labour turnover The staff /labour turnover for the Kingston branch was not known because they had just opened but for the old branch, they had 50 people leaving with an approximation of 25 staff which means the turnover was 200%. This is mainly because the workers tend to transfer with their managers when they change branches, which happened last year. From the research that I carried out, these were my findings KINGSTON LABOUR MARKET (2001-02) Aged 16 and over Economically active In employment All 124000 85000 81000 Male 63000 48000 46000 Female 61000 37000 34000 WORKING AGE (16-59/64) 2001-2002 IN KINGSTON Working age (16-59/64) Economically active In employment All 102000 83000 80000 Male 55000 48000 46000 Female 48000 36000 33000 AGE BREAKDOWN (full and part-time employment) 2001-02 All Full-time Part-time 16-19 * * * 20-24 11000 8000 * 25-49 53000 45000 8000 50+ 14000 10000 4000 Source: www.statistics.gov.uk KEY * Sample size too small for reliable estimate Pay and hours worked The chefs in the new Kingston branch get a maximum of à ¯Ã‚ ¿Ã‚ ½8.50 an hour if they are of grade four and those on lower grades 1-4 get a maximum of à ¯Ã‚ ¿Ã‚ ½6. The waiters get à ¯Ã‚ ¿Ã‚ ½4.20 an hour with tips as well and cleaners get à ¯Ã‚ ¿Ã‚ ½5-6 an hour. They all get double pay on bank holidays and they work a maximum of 48 hrs apart from part time workers who usually have 3-4 shifts a week with no set minimum hours of working. Productivity The businesses productivity depends on how many customers they get i.e. if they produce more if there are many customers to be served and they produce little if there are hardly any customers to be served. Generally, they measure productivity by the average times for making items. The more items they make, the more profits they get and the fewer items they make, the less profits they get. Fulltime/part time working For the particular branch in Rotunda, there are three fulltime workers and twenty part time workers. Changes in working practices The company also tries to please its workers by changing their working practices. This is carried out by exchanging staff with other restaurants since it’s a big company. This helps them get experience in working in different areas and conditions, encouraging more advanced training so that they get promoted which again makes workers feel that their effort is being appreciated by the management and lastly giving them flexible working hours so that they don’t feel that they are being over worked or exploited. Company use of the information The company might have used this information when planning its human resources in a way that when you look at the labour market, there are more people economically active and in this particular area there is relatively low unemployment. This means that they will find it difficult to recruit new staff and it can be very costly in a sense that to attract possible workers, they will have to advertise themselves more, they may have to pay more wages or invest more in training. They may also have to design development programmes so that potential employees see there are promotion prospects in the organisation therefore making them feel wanting to join the company. By also looking at their labour turnover which is very high, they might want to try and find out why many people are leaving. This can help them find the reasons why the workers are leaving and find solutions to them which means they will keep their staff longer. Still looking at their own labour turnover, they can also find out the skill that people who are leaving had and recruit people with the same ones which decreases the budget of training. Since their work force is in the mid 20’s and mostly part time, they can decide to recruit more people between the age of 25-49 because those between 20-24 working part time are very small size of the population. When planning its productivity, the company can decide to recruit more people and give them intensive training to become professionals which also increases efficiency. C1 Analysis of external labour market To interpret my labour market further, I compared it with that of Richmond, London, & UK with also last year’s trends and these were the results. The working-age employment rate in London, Kingston, Richmond & UK (March 2000-2001 and Feb 2001-2002) Area Percentage of population 2000-2001 2001-2002 Richmond 84.5% 80.8% London 70.2% 70.4% Kingston 76.4% 78% UK 74.1% 74.4% From the results above, we see that Richmond had the highest working age employment rate which was 80.8% followed by Kingston which was 78% then UK with 74.4% and lastly London which was 70.4%. Looking at the trends, we see that Richmond’s working age employment has gone down by 3.7%, London’s has only gone up by 0.2%, Kingston’s has gone up by 1.6% and lastly UK as a whole has just gone up by 0.3%. With this information, Pizza Express can decide to recruit workers from London since it has the least working age employment so they will find it easier to recruit people but then it will have to increase spending on transport if the workers are not willing to spend their own money and if they are willing to, Pizza Express will have to pay them high wages so that they can afford the costs. Advertising costs will also go up because they will have to advertise in the media other than on their windows because they are trying to recruit people in a totally different area. Graph showing working age employment rate in London, Kingston, Richmond and UK (2001-02) Economic activity rate by sex (working age 16-59/64) in Kingston & Richmond (March 2000-2001 & February2001- 2002) Area % No. of males % No. of females 2000-2001 2001-2002 2000-2001 2001-2002 Richmond 93.7 89.0 80.5 76.5 Kingston 87.6 87.4 70.1 75.0 From the information above we see that there were a higher number of males in economical activity in Richmond than Kingston with a difference of 1.6%. With the females, the number was still higher in Richmond than Kingston with a difference of 1.5%. Comparing the percentages with last years, Kingston had a very little difference in 2000-2001 than in 2001-2002 of males in economical activity which was only 0.2%. For the females in Kingston, the percentage number went up from 70.1% in 2000-2001 to 75.0% in 2001-2002, a difference of 4.9%. The higher the economic activity rate, the better so when you look at the figures, Richmond’s economic activity rate is high but it keeps going down within the two years so it can be risky wasting their money to advertise in the area while in Kingston, though the figures are low, they keep going up within the two years so it can be safer to carry out their advertising campaigns in the area if they are sure they will keep going up. Economic activity rate of males in Richmond and Kingston (2001-02) Internal staffing information For the Kingston branch, the company had 20 staff and three of them working part time. Most of them are mainly in their mid 20’s though they have no age restrictions at upper end of age band. Most of them are students or local people of the area they are situated in. Since the company has just opened, it has recruited all its work force but in the future as the business expands, they may need more staff. Interpretation of labour market information When we look at the labour market information, we see that Richmond is doing better than Kingston economically. There are more people working in Richmond which means that there are more jobs than in Kingston. This might affect the company in a way that they will find it more favourable to recruit people from Kingston than in Richmond because the labour force will be relatively cheaper. They will also find it hard to recruit people from Richmond because most of them have got jobs and if any, they might want high wages because there is less competition. With the fact that they are also located in Kingston, they may want to recruit the workers from there because costs such as transport and advertising will be low. E3 Recruitment and selection The main documents used when recruiting staff are the staff application form which is used to get details of applicants like their address, date of birth e.t.c. Gathering this information is very crucial because the company can always keep in touch with the applicants, know of any disabilities they have if any and also get information about their qualifications. The second document is the job advert. This is a promotional document of the company attracting the applicants to apply. It talks about the skills needed so the applicants can only apply if they got them therefore saving the company time in sorting out the people with the right skills. It’s made up very carefully with pictures making it very appealing. Basically it’s a form of advertising job vacancies in the company in an easy and attractive way. Lastly, the job description is also handed out to the applicants. This describes what they are expected to do if successful in getting the job. It shows what the job is about in more detail. First, it talks about the aim of the job then the workers responsibilities, what authority is to be held and lastly the standards of performance expected. Effectiveness of documents 1. Job description The job description is effective in a way that it’s lay out is simple and easy to understand. On top is the pizza express logo and pictures to attract the reader. It clearly shows that the descriptions are for waiters/waitresses so they there is no chance of a worker in a different field mistaking it to be meant for them. It clearly outlines the aim of the job in relation to maintaining the company’s standards. Second, it talks about the responsibilities that the worker has when doing the job. Too much text is used here but there seems to be only one strange word, â€Å"Adherence†. This means that language used is quite easy to understand for the reader. Next, it also talks about the responsibilities the applicant will have to carry out if successful and less text is used here so there is less difficulty in understanding the point they are trying to bring across. Lastly, it shows the standards of performance. All the major headings are written out in bold letters and also underlined to make them stand out. 2. Application form The application form is also a very detailed document. It has got a heading on top in bold letters to show what it is, with a pizza express logo which is also a way of promoting the company and showing its loyalty. It’s designed in a simple way asking for relevant information from the applicants. It has got boxes in which they can fill in the information they are being asked. The company tries to avoid collecting irrelevant information by giving them choices in some of the questions where they can only answer yes or no e.g. have you worked for Pizza Express before: Yes ? No ?. It also helps the applicants understand the questions easily. Some questions require a lot of detail and the form provides enough space for the answers like in one question which asks if the applicant is disabled and if their answer is yes, it provides more space to give the details of their disability fully. Lastly, it is typed out on white paper with blue colourings around it to make it more attractive . Generally, no complex language has been used. Everything is simple and straight forward. 3. Job advert Like all the other documents, the job advert is also laid out in a simple way and easy to understand. It is explaining how it is like to work in pizza express by posing questions then giving all the possible answers which are of course attracting the reader to apply. It also talks about the roles and explaining some of the complex words like â€Å"remuneration†. The salaries of the assistant manager and restaurant manager are also shown. This is also done to attract people so that they apply. It has got pictures about a man who has been successful. This shows the chances of success that the applicants are likely to have if they apply. Lastly, it has got detailed information about how you can get in touch with them like telephone numbers and e-mail addresses. Stages in filling a vacancy FLOW CHART There are various stages involved in filling a vacancy. First, the job vacancy is identified and then a job description is written up. This is the document describing what the job is about and what it requires the person to do. A person specification is also written out describing what the qualities and qualifications the applicant should have then an appropriate advertising medium is chosen e.g. newspaper e.t.c. The type of medium chosen depends on the size of the company, what type of job is being advertised or even the current financial status of the company. Next, you send out application forms to the people who have replied to the adverts so that they can fill them in after which they send them back and you short list them to get the right ones. There are crucial things that should be considered when carrying out the short listing process like not discriminating people on grounds of their sex, race or ethnicity. After short listing them out, you arrange interviews for the selected ones where you set the date and time to meet. This can give the interviewer time to make up the questions to be asked and the common ones are normally about the candidates work experience history, why they have applied for the job, what makes them think they will be good at, how they will travel everyday if successful e.t.c. This is a good process because you get to see and speak to the candidates and evaluate how they express themselves, test their communication skills, check how they get on with other people and also check their behaviour i.e. if they are polite e.t.c. you might want to carry out other assessments like work sampling or testing then job offer references are made up. Copies of acceptance and turn downs are sent out to the applicants and the successful ones are given a contract and after their induction they start their job with some training. This is the form of help given to them to get used to the work place and equipment they have to use, know better how the job is carried out in the company and also get used to the old staff. This helps them develop more understanding of the company’s cultures working practices which leads them to becoming professional staff and if very hard working, they can end up getting promotions. Conclusion Based on my findings, I conclude that pizza express is doing well with the fact its expanding in other countries which means that it has a big market, a very crucial part in business developments.

International Business - Cultural Differences Essay

International Business - Cultural Differences - Essay Example With specific reference to HRM and marketing, this essay will examine the potential problems which a UK owned hotel, operating in China and Russia, among numerous other countries, may confront. In order to understand the challenges which the UK-owned hotel may confront in the management of its operations in China and Russia, it is important to begin with a clarification of the implications of the culture construct. The reason is that since culture has been identified as the source of challenges, it is necessary to know why and how it can function as a challenge to cross-cultural management for the purposes of constructively confronting and resolving these challenges. As an ever-present force of concern to all social sciences, culture represents an abstract and extremely complex construct. Attempts by scholars to define culture have resulted in countless definitions. For example, in their seminal study on culture, Kroeber and Kluckhohn (1952) identified more than 160 definitions of culture. Although there is probably no single best definition of culture, the main thread running through the numerous definitions of culture, as noted by Hall (2004) is that the construct of culture appears to have the following characteristics: Culture is multidimensional and interrelated. ... Culture is multidimensional and interrelated. It consists of a number of common and interdependent elements such as beliefs and attitudes, values and norms. All aspects of culture are deeply connected with one another; to change one part is to change the whole. It is the interaction of various elements of culture that results in cultural distinctiveness. Culture is shared by the members of a social group and defines the boundaries between different groups. Culture is adaptive. Culture and its values, though enduring in the short term, do change over time. Cultural meanings are not static, but constantly in motion. Culture continues to evolve through constant embellishment and adaptation to both physical and social environments. Culture includes both conscious and unconscious values, and other meaningful symbols that shape human behaviour. Cultural differences are not necessarily visible, especially to people who remain embedded in one cultural environment. It takes a prolonged stay abroad and mingling with the locals to recognize the numerous and often subtle and hidden differences in various cultures. In sum, culture provides people with a sense of identity and an understanding of appropriate behaviour within a soda1 group. It has pervasive and profound impacts on virtually all aspects of human life. For instance, Harris and Moran (2005, pp. 206-211) have identified ten important areas pertaining to human values, attitudes. and behaviours that are directly influenced by culture: Sense of self and space; Communication and language; Dress and appearance; Food and feeding habits; Time and time consciousness; Relationships; Values and norms; Beliefs and attitudes; Mental process and learning; Work

Social or Cultural issues in Early Contemporary Literature Research Paper

Social or Cultural issues in Early Contemporary Literature - Research Paper Example This issue was dealt in early contemporary literature in a profound way. Feminism also became the focal point of early contemporary literature because a strong need was felt to transform the society, so as to make it possible for all groups to contribute its development. Virginia Woolf, an American writer was very vocal in bringing to light this issue. America was undergoing a huge transformation and she felt that it was imperative for women to be a part of the mainstream life. The nature of Woolf’s feminism is crucial to assessment of her writing, especially in Three Guineas... By contrast, Woolf presents a deeply radical sort of feminism. Her feminism was original, yet firmly rooted in the women’s movement of her time. Incorporating a vision of a completely changed society, Three Guineas is more radical than most of us recognize... In this book, war is not Woolf’s main target... For her, war is only one of the products, admittedly one of the worst products, of a system of power and domination that has its root in gender hierarchy. That hierarchy, and all others, are the targets of her feminism. (Black, 7) Feminism is in most cases misunderstood and misinterpreted by readers of early contemporary literature.

Business Strategy Essay Example | Topics and Well Written Essays - 2000 words

Business Strategy - Essay Example Yahoo was founded by Jerry Yang and David Filo in 1994, mainly as a website which featured a directory of other websites. From that beginning, it spread its operations extensively, making strong presence in certain segments, but still lay behind Google in majority of the segments, as well as in relation to market share and revenue. Actually, in 2000, Yahoo and Google had a working association, with Yahoo using Google for search results. However that was short-lived, and both the companies parted ways and importantly started competing against each other in various segments. Porter’s ‘five forces framework’ Threat of Entrants Any industrial sector will have threat from new entrants, and dot.com sector will be no exception. Actually, the dot.com sector, used to denote the companies that mainly do their operations over the internet with a website and a domain ending with .com, got originated due to the entry of new entrants particularly in Silicon Valley. This being t he case, there will be a constant threat of new entrants in this sector. New entrants are always attracted to industry sectors that are flourishing and that seem to offer the potential for healthy profits, dot.com industry fits that bill aptly. (â€Å"Consulting Tools†). They are targeting various segments in the dot.com industry from emails, video sharing and hosting, etc., Although, Google and Yahoo have consolidated their positions in these segments and hold larger market share, these new entrants by giving widespread services are minor threats. Threat of Substitutes The threat of substitutes will be found more in the dot.com industrial sector, because the lines of control and authority are blurred in the virtual world. With no worldwide authority to detect and stop copyrights infringement and other violation of trademark services, substitutes can come with similar services or slightly modified services, negatively impacting pioneers like Google and Yahoo. However, the fac t is, these two companies were also accused of coming up with substituting services, violating the rights of other players, but that were only minimal. With Internet coverage increasing, the competition for online business also increases, and using this opportunity many players are coming up with substitute services. For example, Google’s Iphone has been substituted by other local mobile phone makers, likewise Youtube has many substitutes like Dailymotion, Yahoomail has been substituted by many pan-national as well as local players. â€Å"The Internet creates new substitution threats by enabling new approaches to meeting customer needs and performing business functions† (Shin). Power of Suppliers In the dot.com industry, quite uniquely, the supplier of product or services as well as user or customer of service will be maximally one and the same. That is, most of the products or services offered by the companies, like websites in search engine results, videos in Youtube , Google Adsense feature, etc., are not created ‘in-house’, instead they are sourced from the suppliers outside. Those same suppliers along with sizable common people will also utilize those services as customers. Thus, the companies by aptly hosting or collecting or arranging those things and even

DESIGN A RETENTION PLAN FOR FUTURE RADIOLOGY EMPLOYEES Assignment

DESIGN A RETENTION PLAN FOR FUTURE RADIOLOGY EMPLOYEES - Assignment Example In addition, most programs fail to plan and time the hiring of physicians when multiple providers are needed. They have failed to develop short-and long-term strategic staffing plans. The other problem is absence of a clearly defined recruitment process, a host of hospitalist programs have failed to create a well-planned and choreographed recruitment process, leading to missed opportunities and/or a hiring mismatch (Simone, 2009). The other problem is hiring mismatch, many programs hire providers who do not fit in with the practice â€Å"culture.† There is a mismatch between vision, values, and objectives of the hospitalist program and the newly hired physician (Harris & Hartman, 2001). This can translate to disruptive behaviors within the hospitalist practice, low morale, and can result in poor provider and program performance. The last problem and which is the focus of this study is lack of a retention plan. Most programs have been successful in finding a good physician-prac tice fit but failed in support and integration of the new physician into the practice, hospital and community. A poorly developed retention plan or the absence of one can lead to physician turnover (Mathis & Jackson, 2010). Physician turnover can result in staff shortages, which may lead to program instability, such as being disruptive to the â€Å"chemistry† of a practice, provider job dissatisfaction, provider burnout, and subsequent poor clinical outcomes. Provider turnover can be quite costly to a hospital program, as numerous costs are associated with replacement of providers (Simone, 2009). These costs include those associated with recruitment, such as sign-on bonuses, medical school loan repayment, relocation expenses, lost productivity for hospitalist and hospital staff during the recruitment process, headhunter fees, and revenues lost during

Article Review - Great and Sore Affliction Essay

Article Review - Great and Sore Affliction - Essay Example The article started with a historical background of the colonization of the European Old World that started the New World. This is pertinent to the fact that Anne Marbury Hutchinson originated in Europe and migrated to the new world. The article outlined the different policies implemented by the England specifically in related to religion. The Church of England was considered as the most powerful religious group and greatly supported by the government leaders from Queen Elizabeth, James I, and Charles I. The article though is focused on the life of Anne Marbury Hutchinson who was considered as a woman religious leader regardless of the fact that women were not allowed to give strong opinions and lead during her time. For that matter, she was included in the many women in the early part of history who has been charged of witchcraft and other forms of crimes due to expression of their views. From her life in Alford as a daughter of a Church of England preacher and a Puritan mother, she grew up and developed in a family of strong religious foundation. Her father was also known as a man of will and strong opinion, thus, her was tried in court for his outspoken views of the behaviors of the uneducated clergy of the Church of England. As Anne grew up, her interests in fields prohibited for women such as studying and reading became her strengths. As she grew up, her interest in the religious events specifically the persecution of the women in the society who preach, teach or express their opinions became the focus of her development. In the rural Alford where she grew up and got married, she was free to preach her opinions and express her interpretations of religious teachings. But through the changes in leaderships, the implementation of increasingly strict rules caused more hostility against women. This triggered Anne and her family’s decision to more to the New Wor ld. But to her shock, similar case of inequality was prevailing in

English Essay Example | Topics and Well Written Essays - 500 words - 16

English - Essay Example The list appears and I can choose the friend I specifically want through filtering. Is that the right term? Well, it just makes it easy to find people who I believe are very compatible with me and my personality. Making friends online eliminates geographical boundaries. You can make friend i a girl from another state to another continent. This way, I learn a lot. I currently have friends from Canada, Europe, and Asia and they all give me fresh insight about their culture. This suits my interest in enhancing my knowledge of different traditions and culture. The diversity of people online searching for a friend makes it exciting. I learn a lot from other people. I hope they learn from me too†¦Ã¯ Å  However, Myspace is not the type of place I would like to find really serious and close friendship. I guess it’s human nature—I feel the need to really â€Å"experience† the person. I mean, I need face to face interaction in order to form a solid friendship. You can’t be best friends with someone you only meet online right? And a dozen chat sessions can never compensate by really having coffee together or walking in the mall. I always find this weird but often times, even though I make friends with people with the same interest as I am, we just don’t seem to click. Do you know what I mean? There’s no chemistry. Well, that’s for lovers but same for friendship I guess. Sometimes, the numbers or letters or titles won’t really assure you that you are compatible with another person. Do I need to tell you that some people even still hide their identity while online? I believe that trust should still be the foundation of friendship. So just how can you be friends with someone who is hiding behind an alias and another person’s photo? It’s really disgusting. Social networking online does not in any way allow you to identity people who do this. Well, in some cases, most people who find

Specific retailer Essay Example for Free

Specific retailer Essay A consumer profile report for a specific retailer or brand discussing how the brand/ retailer utilises fashion promotion methods and principles to influence their target consumer. The report should be 2500 words, (excluding tables, reference page and appendices). The report layout should be professionally presented with numbered headings and subheadings, page numbers and should include relevant headers and footers. The report should be written in the third person with no spelling or grammatical errors including no abbreviations, using the Harvard referencing system. Assessment Objectives/Rationale: Within the fashion retail industry, fashion brands and retailers must research, identify and understand their target consumer. This assessment task focuses upon: Consumer Segmentation Analysing the different variables and characteristics that make up the different consumers within the fashion retail industry today. In order for a company to be successful in todays competitive environment. Assessment Criteria 1 2 The exploration of the variables and characteristics in relation to the consumer for a specific brand/retailer. Analysis of how the brand/retailer selected utilises fashion romotion methods and principles to influence their target consumer Each section is worth 25% The Profile Report Chapter 1 Introduction (10% of the word count). Introduce the topic of consumer segmentation and why it is important to profile target consumers within the fashion industry. Why it is important to profile target consumers? Chapter 2 The Consumer. Discuss the characteristics that are utilised to profile target consumers. Within this chapter, you will need to support your comments with appropriate resources (relate to lecture notes weeks ) what are these characteristics? How would you divide this chapter? Chapter 3 The Retailer or Brand. Discussion of the Retailer/ brand. Relate to the marketing mix discussions within class (lecture and seminars week 12 and 13). What would be included within this chapter? Chapter 4 Fashion Promotional Methods. Discuss what the brand uses and how do these techniques influence the target consumer? Relate to week 13 lecture notes. What methods would be discussed within this chapter? Chapter 5 -Summary In the conclusion you are summarising your main chapters i. e. the findings and analysis. This should be done using the main themes of the report, giving general conclusions. The last sentences should sum up the aim of the assessment. There should be NO new information in this section. It is approximately 10% of the total word count. Assessment Criteria 3 Evidence of secondary research/sources and logical interpretation of primary research where applicable, in relation to the brand/retailer, target consumer and fashion promotion methods and principles. 25% of the overall mark Using Secondary Resources NRS Grade Acorn -CACI Classification National Statistics What primary resources can you use? Assessment Criteria 4 Presentation, Structure and Layout Each section is worth 25%

Hazard Identification and Risk Assessment

Hazard Identification and Risk Assessment Oil and gas exploration and production activities have increased tremendously as petroleum has become the backbone of the worlds economy. The industry has expanded significantly throughout the world. As the oil and gas industry enlarges throughout the world, its impacts on lives and environment have been appalling. Numerous spills, fires, toxic emissions, blowouts and personnel injuries have been recorded in recent times in the oil industry. The most recent one is the Macondo disaster with its tragic loss of life, devastating impact on the Gulf Coast and financial loss to the companies involved. Culpable companies have lost billions of dollars due to lawsuits, compensations and oil spill clean-ups. This has led to some oil companies collapsing and others suffering credibility loss in the industry. Concerns about how HSE flaws are killing people, damaging properties, polluting the environment and killing businesses have been raised by stakeholders, workers and the general public. New reforms have been made with regulators making HSE a business case for companies more especially small-to medium- sized companies. Managers of these small to medium companies must have a company policy of achieving environmental and business goals through HSE. Legislation should be made with full compliance by both employers and employees. There should be performance monitoring and continual improvement in these policies. However, the success of whichever process or system in place still hinges on the attitudes and behaviours of people in the company[Health safety Executive, 2011]. This report elaborates on the need to incorporate HSE into business and describes how good HSE management system could be implemented by small- to medium- sized oil businesses. 1.0 Introduction The major aim of employing HSE in business is to take advanced precautions against workplace accidents, environmental impacts as well as financial losses due to accidents and environmental pollutions. A companys attitude towards HSE affects the workforce, surrounding environment and business productivity. The decision to integrate HSE into business is a high level policy direction of a company. Many businesses adopted this tool and have made tremendous gains. It is on this premises that this report seeks to highlight the need for small- to medium- size oil companies to inccorparate HSE into business irrespective of the cost. The report also describes how HSE management systems could be implemented. Small-to medium-sized companies should not see spending money on HSE as expensive add on to companys budget but a profitable investment. These companies should forecast the benefits that could be reaped in future. This analysis will give an opportunity to compare the financial costs involved in the implementation of HSE management systems and benefits reaped after implementation. The method of HSE implementation should be understandable and practical to all the people that are affected by these systems. An important necessity is that, the management systems at all levels must be clearly defined in a written document that is available to all. 2.0 Discussion Small to medium size Oil Companies should integrate HSE into business as bottom-line of business success. Managers must first consider the economic influence that accidents and environmental pollutions have on the business before taking this decision. 2.1 Costs versus Benefit Managers have to analyse how much it will cost the business to introduce HSE management system and the cost of accident or environmental pollution if it occurred. The cost of implementing HSE management systems could be high. Indeed running a good HSE systems come with higher costs. These costs should be seen as investment but not liabilities because the business turns to gain greatly if the objectives of running such systems are achieved. Cost and benefit analysis on the implementation of HSE management systems will always prove that safety is good business [Offshore Contractors Association, 2003] 2.2 Objectives of HSE in Business HSE is incorporated into business with the aim of: A safer working environment Improved morale and motivation amongst workers A healthier working environment Increased performance levels Avoiding civil claims, court fines and litigations Reducing insurance cost Reducing sickness and accidents Reducing impacts to the environment. Improving public image Increasing growth Conforming to standards and regulations in the industry. [OCA, 2003] 2.3 Health, Safety and Environment Management System HSE Management systems ensure that HSE issues are systematically identified, controlled and monitored within the business. 2.4 Policy Proper HSE management require an HSE policy statement, stating the companys commitment to the health and safety of workers as well the environment. Management must demonstrate high commitment to this framework, setting HSE in perspective with business objectives. The policy statement should serve as the foundation for the implementation of the HSE management system. It should be the basis of any HSE decisions and actions. Employers and employees must understand this framework and what is require of them in order to realise the business targets. To make the HSE policy effective, management and employees must be committed to it. The policy statement should outline the obligations and answerability of management and supervisors as well as employees. The policy must be subjected to continual review. HSE program has to be developed to meet the objectives and commitments of the HSE policy. 2.5 Hazards Identification and Risk Assessment To ensure that HSE becomes a business culture, management must develop structures and systems which are intended to control risk based on hazard identification and risk assessment. Anything or practices that have the potential to harm life, health, environment and properties should be identified. Some hazards are easily identifiable because they are common to the industry where as others are not. Managers must involve the employees in the hazards identification because they are the people which are affected directly by these hazards. They should enquire from them which of the machines, equipment, procedures and practices endanger their lives. They should also consult environmental specialists to know which of their actions and operations pose dangers to the environment. Managers should check through workplace accident records to find out which of the companys operations have been causing injuries and fatalities over the years. Identified hazards must be assessed to know the seriousness of each one of them and measures to control these hazards should be decided. Controlling the risks associated with these identified hazards, reduce ill health and accidents at the work place. Managers and employees should continually look for hazards at the workplace because some hazards are only discovered with time such as sicknesses caused by long- term exposure to certain radiations and chemicals. The hazards discovered must be ranked as being High, Medium or Low to know the best action to take in each case. 2.6 Risk Management and Implementation Measures have to be adopted to get rid of hazards or minimize them. For example if risk involves hazardous chemicals, it should be replaced with an alternative chemical less harmful. In other cases, the use of alternative work methods, design improvements, change of process can eliminate the risk. Management should involve employees in the entire process of risk management. They should ask workers of any possible solution before it is implemented. They should check that, the measures taking do not cause any new unforeseen hazards. 2.7 Measuring performance The degree of success of the HSE management systems should be established. Management should evaluate the systems to know if the objectives of implementation is being realised. Performance measuring would help management to collect and analyse information about flaws in the HSE management systems. Injuries and accidents should be investigated thoroughly to know their cause. Measures should be made to prevent such accidents and injuries from occurring again. Management should make sure there is regular check on safety equipment to make sure all these are functioning well. If a flaw is detected in any of the safety equipment, it should be repaired or replaced with a new one. 2.8 Reviewing performance and auditing Auditing gives management the opportunity to collect information on the efficiency, effectiveness and reliability of the HSE management system. Auditing enable management to ensure that companys policy is being carried out and the desired impact is being made. There should be regular auditing to assess the systems to know the level of success chalk with the implementation of the system. Any poor practise uncovered should be dealt with. 3.0 Justification/Benefits of HSE It really makes a good business sense to invest in HSE initiatives because the returns are enormous. HSE initiatives protect business from financial losses linked to safety and environmental problems. Lawsuits or fines emanating from accidents are avoided. Such cost can impose an enormous burden on the business. For example, HSE mismanagement led to the death of 15 workers and 108 people in the march 2005, Texas City refinery blast. The CBSs,2007 investigation report highlighted safety culture, regulatory oversight, process safety metrics and human factor as the main cause of the disaster. The report also states that Cost cutting and failure to invest in the 1990s by Amoco and then BP left the Texas City refinery vulnerable to a catastrophe [National Wildlife Federations report, 2010] Many businesses which suffer major accidents struggle to remain in business and usually end up collapsing or trading their assets off. The Texas Refinery after the blast struggled to come back to operation due to huge financial burden on the company. Eventually, the refinery was sold to Marathon Petroleum Corporation in October 2012. Safety and health of workers yield quality output which translates to higher productivity and profit because lost work time due to sick leaves, absenteeism is significantly reduced. HSE in business increases morale of workers because if workers do not encounter frequent accidents at workplace, it motivates them to give their best output. Contrary, they will adopt a lukewarm attitude towards work if injuries are common in their working environment. Most workers would move to other companies because they feel unsafe. Company may lose competent workers and will impact negatively on productivity. There is also a reputation gain associated with good HSE records leading to business growth. A good reputation invites and retains clients. It makes a company enjoy repeat business from existing clients and also win new contracts ahead of their competitors. 4.0 Conclusion Small to medium sized oil companies in their attempt to grow business to a larger one should make Health, Safety and Environment initiatives, the prime item on their list of initiatives to achieve business goals. They should be concerned with the health and safety of workforce as well as the impacts the business makes on the environment, because the occurrence of a major accident would be detrimental. The financial consequences of an accident coupled with the associated business disruption could force a heavy burden on the company. Some larger companies have suffered this in the past and could not survive. If any smaller company thinks, integrating and managing HSE systems in business is expensive, let them try accidents. Small to medium sized oil companies should know that prevention of accidents and pollutions is not only better but cheaper than cure. WORD COUNT: 1,820 References ALLAN, J.H., 1999. Health and Safety at Work. Fifth edition. Leicestershire: IOSH and IOSH Services Limited. WATERHOUSE P.,2002. Health and safety: Risk Management. second edition. Leicestershire: IOSH Services Limited. OFFSHORE CONTRACTING ASSOCIATION, 2003. Guidance Notes of Good Contracting Practice- HSE Guidance for SMEs.[online].Aberdeen: OCA. Available from: http:/www.ocainternet.com/publications/HSEguidanceforSMEs.pdf [Accessed 14 November 2012]. GREENSTREET, B., 2004. The development of case studies that demonstrate the business benefit of effective management of occupational health and safety: Research report 249,.[online]. Reading: Health Safety Executive. Available from: http:/www.hse.gov.uk/research/rrpdf/rr249.pdf [Accessed 12th November 2012] CHEMICAL SAFETY BOARD, 2007. Investigation Report-refinery explosion and fire.Reportno.2005-04-I-TX. [online]. Texas: CSBAvailable from:http:/www.csb.gov/assets/documents/CSBFinalReportBP.pdf. [Assessed 10th November 2012]. NATIONAL WILDLIFE FEDRATION, 2010. Assault on America: A Decade of Petroleum Company Disaster, Pollution and Profit. [online]. US: NWF Available from: http:/www.motherjones.com/files/NWF_OilSpillsExplosions_pages.pdf [Accessed 19 November 2012]. HEALTH SAFETY EXECUTIVE, 2011. Huntsman Petrochemical.[online] UK: HSE. Available from:http:/www.hse.gov.uk/business/casestudy/huntsman.htm [Accessed 20 November 2012]. HEALTH SAFETY AND EXECUTIVE, 2011. Health and Safety made simple- The basics for your business. [online]. UK:HSE.  Available from:http:/www.hse.gov.uk/simple-health-safety/ [Accessed 30 October 2012]. MARATHON PETROLEUM CORPORATION, 2012. Marathon Petroleum to purchase BPs Texas City Refinery [online] Ohio:MPC.  Available from:http://www.marathonpetroleum.com/News/Press_Releases/Press_Release/?id=1742579[Accessed 2nd November 2012]

Magic Bullet Theory Analysis

Magic Bullet Theory Analysis ABSTRACT The theory of Magic bullet concept will be critically examine in this paper and its relevance to recent civilization. Historically this theory is an old media communication emanated since 1930’s assessment, which is recently challenged based on its relevance and scholar’s opinion along with the critics, assumptions and application which lead to general conclusion that Magic Bullet theory which as well as known as â€Å"hypodermic Needle† with regards to theory of media is still so significant still in this 21st century Keynotes: Magic bullet Theory, Propaganda, Audience, critics, advertising, Media communication INTRODUCTION Scholars projected that Magic Bullet theory on media effect and media behaviors was narrowed down to be passive and made influence in the people’s mind. In relevance to this theory, audience were seen to be homogenized when receiving information from the media. Thus make a great impact whereby contemporary audience is seem to be more differentiated. This foster a debatable augmentations amongst scholars that, this theory was proposed when communication media were still new, so its applications in western society is still very needful. This will also focus on the after effect of advertising on audiences to substantiate its relevance. This paper ague that advertising is seen as a form of propaganda tool, which is used by series of organisation or institutes to influence people mostly customers’ buying behaviors or stakeholders. A proposed research questions, methodology review and comparison with relevant literature will be critically examined. This will at the end nurture the relevance of the theory ‘Magic bullet’ and applicability amongst other critics of the theory. History of the Magic bullet theory also known as â€Å"Hypodermic Needle† will briefly be mentioned and propaganda will also be discussed in this paper, with structural argumentative relevance of the theory, using contemporary advertising strategy as an example of how the media inject propagandistic messages to perpetrate behavioral change. Having said these, there will also be a section which explains criticisms towards the theory, focusing on the notion of media effect to the audience. In the conclusive note, the implications of the occurrences will be illustrated. METHODOLOGY Research analysis of this paper is aimed at the relevance of Magic Bullet theory in today’s western society, with argument for applicability of the theory and evidence to back up this framework. Series of instances of propagandistic advertising will also be elaborated, based on theoretical framework. Use of scholar’s online journals, taught in class (The Hague University of applied science by Dr. Bruce Mutsvairo) and Mass media relations books is used to put up this paper together. Literature review Propaganda Defined According to Doob (1948) carefully illustrated that it is neither possible nor desirable to have a clear definition of propaganda because it links to complexity of behavior in different times and cultures. However, Jowett and O’Donnell (1992:4) criticized this and define propaganda as the deliberate and systematic attempt to shape perceptions, manipulate cognitions and direct behaviour to achieve a response that furthers the desired intent of the propagandist. He specified that without proper identification of the terms it will be highly difficult to analyze it. In the same perspectives, Pratkanis and Aronson (2001) recognized propaganda as the abuse of persuasion and it is regarded as a crafty deception. The basic information delivered by propaganda tends to control public opinion and shape their behavioral patterns. In view of some scholars propagandistic messages were created to influence the public’s view. In this contexts, this paper analysis contends that advertising is a form of propaganda and it is used by structural establishments to influence their audience. THEORETICAL FRAMEWORK Magic Bullet theory of communication also known as â€Å"Hypodermic Needle† widely believed by media scholars as the oldest mass media communication theories since 1930 during the Second World War (SWW) in both Germany and United states, this made influence in the mind of people. Scholars’ suggestion behind this story and Fourie, 2008 stated that is that media (needle) messages which contains idea, attitudes and value are directly injects in to the minds of audience and psyche, causes change. The Magic bullet theory cause changes in audience behavior towards the message. Audience are passive and they can’t resist the media message, it can penetrate most people defenses and condition them to act in ways useful to propagandist (Stanley B. 2009). During the world war, Harold Lasswell stated that people was a victims of this propagandist messages in which its influences audiences’ behaviour prominently. According to Grossberg et al, (2006) in their findings me dia messages irresistible influence on the mass of audience. Another renowned incident of Magic bullet scenario was the radio broadcast of H.G. Wells’ novel â€Å"War of the Worlds†. The radio broadcast news roused around that Martins had started invading northern New Jersey, as a result there lots of panic and fear in the minds of people to the extent people fled the city and starts relocating. Another example in the same contexts of identical scenario †¦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‚¬ ¦. This two scenario is defines a good example of Magic Bullet theory operate. The audience is given virtually no tribute for being able to discern the actuality from fiction. On the contrary to this theory in 1940 a study conducted by Lazarsfeld called â€Å"People’s Choice† about Franklin D. election campaign and the effects of media messages. Through this study it is disapproved by Lazarsfeld that Magic Bullet theory and added audience are more influential in interpersonal than a media messages. This are not really conceived by people because of the stimulus effect it brings. Figure 1.1 conceptual Model Source: Katz Lazarsfeld (1955) Discussion Relevance of Magic Bullet Theory in the 21st Century. According to great scholars like Jowett and O’Donnell (2012) stated that the modern form of Magic Bullet theory could be view in an unintentional advertising by corporations create media messages in audience mind and how audience react towards the message without any hesitation which stimulate behavioral changes. This scholars – Jewett and O’Donnell (2012) define this kind of advertising as â€Å"a series of symbol, appeal and information deliberately designed to influence receiver of the message to act in some specific impulse either negative or positive way or only retain a memory. In light of the definitions of Jowett and O’Donnell (2012, p.55) advertising is â€Å"a series of appeals, statements and symbols intentionally schemed to either influence the receiver of the message towards the point of view and act in some precise way or maintain a memory in the mind of the audience†. Meanwhile, Propaganda is inferred to be â€Å"the deliberate and systematic attempt to shape perceptions, manipulate cognitions, and direct behavior to achieve a response that furthers the desired intent of the propagandist† (Jowett and O’Donnell, 2012, p.7). So it will be argue against that advertising is a form of propaganda, and it is used by organizations to influence audiences. According to argumentative statement made by Exoo (1994, p.258), which was confer by Jowett and O’Donnell (2012) regarding advertising as a form of propaganda in which it was critically deliberated that, advertisers sell sort of ideas and appeals to customers as follows: Selling the â€Å"Good Life†: Advertisers aimed at passing a distinctive message across to the audience, by which products confer to us prestige, sex, power, love and indeed, complete satisfaction of life, which philosophers described as ‘Good Life’ Selling America. Nation loyalty is deduced from advertiser’s perception. The America learned early from this, that patriotism sells. It is capitalism’s idealized America, freedom of choice of product, freedom to life, freedom of speech. Selling therapy. The revolution of the century brought mindboggling change Americans ways of life. Advertisers make use of this revolution and prescribed capitalism’s own products as the therapy for injuries shaped by capitalism. Advertisement is like a cure for so many buying and selling conceptions. Sexism: Selling sexism is also deduced by advertisers, portraying women as beautiful creature and as domestic being. The ad industry also goes establishing a voice of liberation; gender equality for women, it’s widely perceived that women does not fit in a leader positions, they are seen as only domestic leaders , according to Bible (1 Cor. 11:3, 8, 9)as unto the weaker vessel women was described as weaker being. However, liberation widely spread to give capitalism for women in this regards. Philosophers articulated a great sense of advice to advertisers to focus more on human insecurities and fantasies, thereby the message will be more irresistible, which created an effect of propagandistic message called ‘Impoverishment of the self’ to consumers, which means â€Å"there is self-inadequacy rendered by advertiser; humankind, once thought of as spiritual being – God made, was abridged ‘hardly viable’ without products to cure its woeful inadequacies: corned feet, teeth, bad breath, crumple skin and so on in an endless indictments of uncommodified self† (Ewen, 1974, cited in Exoo, 1994, p.281). Magic Bullet theory, however suggests messages are injected with propaganda that are not able to resist by the audience. Then the â€Å"If†¦.then† strategy has been a wide attempts of deliberations by advertisers. Jasmieson and Campbell (1997) elucidated â€Å"A pretty woman uses a certain brand of lipstick in an advertisement, men flocks around her. Without making the argument explicitly define, it illustrated that if you use the product you will be beautiful, and if you are beautiful you will be more attractive to opposite sex in the context, If not†¦.then not† (cited in Baran, 2012, (p.33)) In this strategy, the ad has injected the message of beauty into consumer mind and will be more eager to purchase the products that will make them more gorgeous and attractive. In other words, Deceptiveness looms in advertisements sphere, which will always create wants in the mind of people. Behavioral effect of advertising, where things such as high expectation, consumerism and materialism McQuail (1987). It is also buttressed by Baran (2012), that America culture in tis 21st century has now become a culture of ‘ad freak’, where consumers depends. More so, Martin Agency in the US Jelly Helm, the ad pundit, see the ad created culture has produced America that is â€Å"sick†¦We work so hard so that we buy things we don’t need, things made by workers who are paid so little and threaded the survival of the earth. Helm, (2002) in addition cited that America will be remember as a culture of disposability and superficiality, a culture of poverty, vain, and violenc e, Culture of hedonism. Propaganda practices were seen to be more straightforward compared to its contemporary, which in my view takes the form of subliminal advertising because, Jowett O’Donnell, (2012) illustrated that it is becoming apparent that advertisers is a form of deception and use a discrete ways to carry out their research, in form of demographic and psychographic analyses of exact target market. Further explained that ‘many thousands of unsurpassed proficient minds have made it a profession to get into collective people mind†¦ to get inside to exploit, control and to manipulate’ (McLuhan, 1951, cited in Exoo, 1994, p.279) Magic Bullet Theory Critics It is debatable that media effect in communicating to the audience is reflected specifically based on assumption of human nature and it was not based on any empirical findings from research. The notion prove that audience are powerless to resist the media injected messages. Thus assumed to be homogenous and reaction effect towards this messages. It has been propounded that media effect were â€Å"limited by individual differences (for example in intelligence and education), social categories (such as religious and political affiliation), and personal relationships (friends and family)† (Lazarsfeld (1941) as cited by Baran 2012, p.363) Research indicated that Magic Bullet theory was perceived as an oversimplification effect of media, as such that Grossberg et al (2006) stated that â€Å"different people responded differently to the same messages and that some people may be more vulnerable to the influence of media messages†. Also the same injection (hypodermic Needle) do es not have a static effect whatsoever on every individual, some are healed and some are not whilst some are even passive when receiving the message. Metaphorically speaking Magic Bullet shot, still leaves room for different reactions to a different message to different audience. Just like how someone shot in the head may die but another may live to tell the tale. CONCLUSION I summary, Magic Bullet theory also known as â€Å"Hypodermic Needle† still has a huge significant in today’s western society. Though it is deduced References Berger, Arthur (1995). Essentials of Mass Communication Theory. London: SAGE Publications Garth S. Jowett and Victoria ODonnell. (2012) Propaganda and Persuasion. 5th ed. USA, SAGE Publications, Inc. http://insidepublicrelations.blogspot.nl/2010/01/defining-propaganda-and-pr.html (Assed: 19th Feb 2015) Stanley J. Baran, Dennis K. Davis (2009) Mass Communication Theory Foundations, Ferment, and Future by 5th ed. Wadsworth Cengage Learning. USA http://communicationtheory.org/magic-bullet-or-hypodermic-needle-theory-of-communication/ http://www.12manage.com/description_hypodermic_needle_theory.html(Assessed: 22 February, 2015) http://www.utwente.nl/cw/theorieenoverzicht/ (Assessed: 24 February, 2015) http://www.utwente.nl/cw/theorieenoverzicht/Theory%20Clusters/Mass%20Media/Hypodermic_Needle_Theory/

The Significance of Mother-Daughter Relationships in Amy Tan’s The Joy

The Significance of Mother-Daughter Relationships in Amy Tan’s The Joy Luck Club In her novel The Joy Luck Club, Amy Tan tells of the lives of four Chinese immigrant mothers, their hopes, their dreams and the way each of their daughters feel about their mother's lives.   Mother-daughter relationships are the basis for the entire story.   Tan shows the hardships each mother experiences as a child and young adult, and how they all want better lives for their daughters.   She shows the struggles between the mothers and the daughters;   these struggles result from many different things, from the cultural gap, to dreams and goals that may have been set too high.   Each daughter knows her mother means well, but this does not make the battles any easier.   Through careful details Amy Tan shows readers the significance of each of the four mother-daughter relationships in the novel, how each daughter is slowly but surely becoming her mother. Even though Suyuan Woo is not alive her story is told through her daughter, Jing-mei â€Å"June† Woo.   In the beginning of the novel readers witness June realizing how little she really knows about her mother and her heritage when she joins the other members of the club her mother founded called Joy Luck.   Jing-mei struggles with the division between who she is and who her mother wants her to be.   ""Only two kinds of daughters."   She shouted in Chinese.   "Those who are obedient and those who follow their own mind!"   Only one kind of daughter can live in this house.   Obedient daughter."" (153) Suyuan yells this when Jing-mei refuses to practice the piano after her embarrassing performance in the talent show.   She wants her mother to realize that she doesn't have to be a genius to be special, but Suyuan do... ...y knew that in the U.S. children would be able to choose whom they married and which career they wanted to pursue. Each mother had wanted to tell her children the events she had endured but did not feel the children would appreciate the stories for their full value.  Ã‚   For many years, the mothers did not tell their daughters their stories until they were sure that their wayward offspring would listen, and by then, it is almost too late to make them understand their heritage that their mothers left behind, long ago, when they left China.   The mothers knew their children must be old enough to understand what the meaning of their travels to the United States meant to them.   They came to this country with many hopes and dreams, not only for themselves but for the children they would soon raise. Works Cited Tan, Amy. The Joy Luck Club. New York: Random House, 1989.

Offshore Banking Essay -- foreign bank, financial secrecy

Offshore banking is the action of having a bank account outside of the country of residence. Since its start, offshore banking has become a considerably lucrative business. Many of those who take part in offshore banking are looking for a secure location to place their income or seize the opportunity of having lower taxes. However, there are those who misuse the privilege of a foreign bank and use the business ventures for illegal actions rather than the original purpose of the dealings. Offshore banks seem to have an impartial acceptance of quite a few clients within the bank that create a lower standard of ethics in contrast to the ethics meant to be held—this includes those of a political position. Furthermore, this has the potential to be detrimental to the economy. Individuals that have offshore accounts control accounts through a credit card that has a unique and individual number and secret code. These would often be referred to as â€Å"identifier codes† called IBNs (International Bank Account Number)—where the account holder is identified by a sequence of characters—rather than the traditional system of recording names, as defined by National Westminster Bank. An IBN is not to be confused with an account number (though it not uncommon for an account number to be included) as it often varies between countries. Often times, a report must be filed for the purpose of obtaining this information. This system helps all of these banks provide financial secrecy which is that only you and your banker would legally be allowed to know the financial activity within your account. The financial secrecy, completely different from financial privacy, includes many regulations to maintain this asset of secrecy. For example, many banks would n... ....). Democracy Now!. Retrieved January 27, 2014, from http://www.democracynow.org/2011/4/15/offshore_banking_and_tax_havens_have Offshore banking. (2014, November 2). Wikipedia. Retrieved February 20, 2014, from http://en.wikipedia.org/wiki/Offshore_banking Purpari, M. (n.d.). How Far Offshore is Offshore Banking?. Suite101.com. Retrieved January 27, 2014, from https://suite101.com/a/how-far-offshore-is-offshore-banking-a344923 Ritchie, J. (n.d.). Connect With Us. MintLife Blog. Retrieved January 27, 2014, from https://www.mint.com/blog/trends/offshore-banking/ Warren, Z. (2013, September 23). U.S. government cracking down on offshore bank accounts through FATCA. U.S. government cracking down on offshore bank accounts through FATCA. Retrieved February 20, 2014, from http://www.insidecounsel.com/2013/09/23/us-government-cracking-down-on-offshore-bank-accou

Microcredit Repayment in Malaysia Essay

To investigate whether gender of borrower influence microcredit repayment. Hypothesis 1 Ho: Gender of borrower does not influenced microcredit repayment. H1: Gender of borrower does influence microcredit repayment. 2. To investigate whether types of business activities influence microcredit repayment. Hypothesis 2 Ho: Types of business activities does not influenced microcredit repayment. H1: Types of business activities does influence microcredit repayment. 3. To investigate whether amount of loan influence microcredit repayment. Hypothesis 3 Ho: Amount of loan does not influenced microcredit repayment. H1: Amount of loan does influence microcredit repayment. 4. To investigate whether repayment period influence microcredit repayment. Hypothesis 4 Ho: Repayment period does not influenced microcredit repayment. H1: Repayment period does influenced microcredit repayment. This chapter is discussing about the research design, data collection method, research instrument, questionnaire design and sampling frame to meet the objectives of the study. In this study, descriptive research will be conduct to obtain the information needed. It will involve acquiring primary data, preparing questionnaires and sampling method as well as deciding on how the variables will be measure and being analyse. This study will be conducted among the teachers at Sekolah Menengah Kebangsaan Tengku Ampuan Jemaah, Port Klang, Selangor. 3. 0Data Collection Method There are two ways in gathering data for the study. First is the primary data which is specially collected by the researcher and second is the secondary data or any information gathered from resources collected and published by others. . 0. 1Primary Data Primary data refer to information obtained first-hand by the researcher on the variables of interest for the specific purpose of the study (Sekaran, 2010). Obtaining primary data can be expensive and time consuming as it requires researchers to observe and conduct an experiment on something to gather information about specific problems. It will take time in collecting data. (a)Questionnaire A set of questionnaire has been designed to obtain a quantitative primary data for this research. The purpose is to gauge the relevant information to achieve the research objectives besides to determining and evaluate the level of microcredit repayment among employees. The primary data will be collected from questionnaire that will distribute to the teachers at Sekolah Menengah Kebangsaan Tengku Ampuan Jemaah, Port Klang,Selangor. (b)Journal Researcher will also use journal as the primary data for data collection method in order to elicit the information regarding for the research. 3. 0. 2Secondary Data Secondary data that will be collected can be use and these data can be located quickly and cheaper in terms of cost. Secondary data could be collected through internal and external sources. Internal data are those generated within the organization while external sources of data in other hands are generated by sources outside the organization. For the purpose of this study, the researcher will obtain the external sources from books, library references, articles, website and others. These are some of useful information that will serves as the groundwork for theoretical framework and literature review. . Research Instrument Regarding Malhotra (2004), defined that questionnaire is a structured techniques for data collection consisting of a series of questions, written or verbal that respondent answers. In addition, it is called a schedule, written form, measuring instrument, or formalized set of questionnaires for obtaining information from respondents. The standardized questionnaire will ensure comparability of the data, increase speed and accuracy of recording, and facilitating data processing. It needs to capture primary data is questionnaire. Questionnaire is a formalized instrument for asking information, directly from the respondent. It is designed to facilitate data gathering, which is directly related to the study. Questionnaires will be distributed directly to the respondents for them to answer. The questionnaires for this research consist of two sections. The first section will consist of questions related to profile of the respondents and the second section will consist of question regarding of loans. The format used for the questionnaire will be structured in rating scale which is liker scale and multiple choices. The liker scale is (1) = strong disagree, (2) = disagree, (3) = average, (4) = agree and (5) = strongly agree are used. The questionnaires will be distributed randomly to the teachers at Sekolah Menengah Kebangsaan Tengku Ampuan Jemaah, Jalan Pandamaran, Port Klang, Selangor. 5. 0Questionnaire Design In this research, in order to get information from respondents, the researcher will choose the structured questions. 5. 0. 1Structured Questions Structured question specify the set of response alternative and the response format that could be multiple choices and scale. The structured question was the most frequently used in the marketing research. i)Multiple Choices The researcher provides choices of answers and respondents will be asked to select one or more of the alternatives given that mostly closely match their own response. For this study, the researcher will use this kind of question for respondent profile at section A. ii)Scale For this study, the Liker Scale questionnaire will be use widely where requires the respondents indicate strongly disagree or strongly agree with each of series of statement about the Microcredit Repayment. What is the level of microcredit repayment among employees? 2. Does gender of borrower will influence microcredit repayment? 3. Does a type of business activities will influence microcredit repayment? 4. Does amount of loan will influence microcredit repayment? 5. Does repayment period will influence microcredit repayment? 7. 0Sampling 7. 0. 1Sampling Design Based on Malhotra (2004), a sample is a subgroup of the population selected for participant in the study. Population is aggregate of all the elements that share some common set of characteristics and that comprise the universe for the purpose of the marketing research problem. According to the Zikmund (2003), the simple size can be 30 units and more, whereas Sekaran (2003) has mentioned between 30 units to 500 units, so only 100 respondents were selected and accepted for this study. The sampling design process includes five steps that are sequentially in the figure 2. 0 below. Figure 2. 0: The sampling design process 1)Defining target Population The first step of the sampling design will be specifying the target population. The target population means the collection of elements or subjects that possess the information sought by researcher and about which inference are to be made (Malhotra, 2004). According to Sekaran, (2003), population refers to the entire group of people, events, or things of interest that the researcher wishes to investigate. For the purpose of this study, the population will consist of employees at Sekolah Menegah Kebangsaan Tengku Ampuan Jemaah, Jalan Pandamaran, Pelabuhan Klang, Selangor 2)Determining sampling Frame A sampling frame is a representation of the elements of the target population that consist of a list or set of direction for identifying the target population. However, as for the sampling frame, this study has narrow down the elements of the target population to those employees within a few divisions or units at Sekolah Menegah Kebangsaan Tengku Ampuan Jemaah, Jalan Pandamaran, Pelabuhan Klang, Selangor. The rationale is because the researcher will be only target to collect 50 respondents for this study. 3)Determine the Sample Size Sample size refers to the number of elements to be included in the study. Regarding to this study, the sampling size were decided around 50 respondents only due to the time and money constraints. The targeted respondents will comprise the employees of divisions and units at Jabatan Pendidikan Negeri Selangor. 4)Execute the Sampling Process In execute the sampling process, once the target population, sampling frame, sampling technique and sampling size has been determined, allocation of the sample will be quite easy to execute.

Instructional strategies & approaches 2 Essay

According to Barbara Gross Davis, author of Tools for Teaching (1993), students learn best when they participate actively in the process. A lot of research has been made on collaborative learning, or learning in groups, and it has been proven that no matter the subject matter, students learn more this way. Working in groups help students learn and retain more about what is taught to them than when they are taught using other means. Davis enumerates three general types of group work. The first type is informal learning groups. These groups aren’t permanent and may be done in a single session. An example of this is asking the students to turn to their seatmate and discuss a particular question. In any case, this kind of grouping may be done in a class of any size at any time to check the level of understanding of the students, give them a way to apply what they have learned or to have a change in the learning pace. The second type is formal learning groups, which can be organized to do specific tasks like writing a report, doing a lab experiment or making a project. The tasks can be completed in one session or over a few weeks, until the students have finished the activity and are given a grade. The last type of group is a study team. Such groups are usually long-term, like a whole semester or course, and have permament members wherein each member is responsible for helping each other to complete course requirements and assignments and to provide support and encouragement. A student with a study team can ask his teammates to update him on classes or activities he might have missed. Study teams are valuable in courses that have a large class size and a complex topic. With that in mind, it is then appropriate to inquire as to how to group these students so that they would learn the most. Davis cites examples on how one could group the students: the teacher can assign randomly so that a mix of different students are in one group; the teacher can let the students choose their groupmates; the teacher, himself, forms the groups taking into account the students’ differences; or the teacher asks the students first on their preferences and then makes assignments. Whichever the case, Davis argues that these types of grouping have their own advantages and disadvantages and can be used depending on circumstance. After all, the teacher cannot assume that just because the students have been grouped and asked to work cooperatively, that they would actually do so. It should always be remembered that a group is composed of different individuals with different personalities, skills, concerns, temperament, etc. Thus, the teacher should be flexible, yet firm, and always ready to give assistance. In addition to considering the combination of students in a group, its size should also be given equal attention. According to researches done by Cooper (1990), Johnson, Johnson, and Smith (1991) and Smith (1986) as cited by Davis, groups with a maximum of five members would work best since a larger number would decrease the opportunity for the group members to actively participate. They also add that the group size should be smaller if the members are less skillful and time available for the group work is shorter. Furthermore, the level of the task should also be considered. Simple tasks like solving a math problem or planting a seedling would be enough for small groups. On the other hand, complex tasks, such as a chemistry experiment that would require students to research and report, are better done by a bigger group (Knowles, 2005). Of course, students are individuals that have different learning abilities. Some teacher group the class according to these abilities. According to the Westchester Institute for Human Services Research (2002), ability grouping is the practice of dividing students according to their perceived learning capacities. The two most common ways of grouping via ability is within-in class grouping and between-class grouping. The former refers to the division of students with the same abilities into small groups. This is usually seen in Math or Reading classes. Between-class grouping refers to division of students into varying courses or classes according to their achievement. In a nutshell, ability grouping caters to the difference between students. Each group formed with this strategy may be using different materials that are unique and will address their needs. In general, research shows that within-class grouping produces better results than mixed ability grouping. Within-class grouping can promote faster learning since the students are learning with people of the same level and pace. Thus, fast learners can cover more topics without being dragged by the slow learners. On the other hand, as learning progresses it is only appropriate that the task difficulty also increase, and in line with that, the group composition and number. A more difficult task would require a larger group to execute successfully. Thus, if a class was previously divided into smaller groups, the teacher can merge these groups to form a larger group. In relation with this, the teacher should again consider the composition of the groups. Ideally, it is better that the group be as heterogenous as possible but should also contain a fair number of the assets, those with previous relevant coursework or language proficient, and liabilities, those with negative attitudes toward the course or language problems, in a class. Whole group instruction is usually used when introducing a new topic, new materials or new strategies to the whole class. In this way, the teacher can build a common experience between the students which can later be an avenue for further exploration of the topic and improvement in their problem solving and other skills (Valentino, 2000). On the other hand, group or collaborative learning cannot always be used despite its good results. Since topics have to be discussed within a certain timeframe, it is very hard to use collaborative learning often since such strategy really takes a lot of time. Thus, for courses that covers a broad, complex topic, like general chemistry or physics, it is advisable to make the students form a study team. For example, in chemistry, experiments may be done by a whole group. They can perform one experiment and help each other analyze their data and understand what they just did. In such a setting, not only will it minimize the concerns of the teacher, it would also help those students who come to class unprepared. At least, with group mates, there would still be an avenue for them to cope with the lesson. Also, Also, collaborative learning would be beneficial if the class size is large. As mentioned earlier, a heterogenous group is ideal. A teacher would want to distribute those who’ve already understood the topic or are fast learners among those that are still coping or having some difficulty. What the teacher can do, then, is determine the students that could be classified among the two groups. Generally, the teacher can determine the ‘assets’ and ‘liabilities’ by observation, diagnostic tests or group dynamics activity or by asking other teachers and his students. Such a technique would ensure that someone in the group knows what’s happening in class and possibly give assistance to his groupmates. In conclusion, group or collaborative learning is very beneficial to students. However, the success of such activities would depend on the composition and size of the group, as well as the level of learning of the students. The teacher should know when to use this strategy and he should be well prepared, organized and flexible when doing so. References Davis, BG. (1993). Collaborative Learning: Group Work and Study Team. Tools for Teaching.Retrieved August 16, 2007, from http://teaching. berkeley. edu/bgd/collaborative. html Knowles, P. (2005). Thoughts on Student Grouping: Teaching Decisions. Retrieved August 16, 2007, from http://www. netc. org/classrooms@work/classrooms/peter/working/grouping. html Valentino, C. (2000). Flexible Grouping. Retrieved August 31, 2007, from http://www. eduplace. com/science/profdev/articles/valentino. html Westchester Institute for Human Services Research (2002). Ability Grouping. The Balanced View: Research-based information on timely topics. Vol. 6, No. 2.

How Can Leaders Motivate Staff In Order To Improve Productivity And Job Satisfaction?

How can leaders motivate staff in order to improve productivity and job satisfaction? The purpose of this essay is to highlight the use of management theories in relation to productivity and job satisfaction. This essay shall discuss how leaders can motivate employees in order to improve the overall productivity and job satisfaction. I will be looking at theories in relation to how they are categorised, also how different management theories can be implemented by a leader.The essay will analyse both the intrinsic and extrinsic factors that are relative to applicable management theories and from the analysis there will be a justification of methods the writer believes to be the most suitable for the leadership and motivation of employees. The ‘Classical Perspective’ was exercised by theorists such as Frederick Taylor and Henri Fayol who both incorporated aspects of the classical approach into their management theories.The approach has specific characteristics that make it simple to distinguish which theories can be associated; the general idea is that theorists using the classical approach viewed the employees as components of a production process rather than as individuals. The classical management style they applied to their theories ensured that the focus was entirely on an individual’s extrinsic needs such as; monetary incentives, level of working conditions, labour division and quantity.The theorists concentrated on aspects such as systematic analysis, remuneration, hierarchical structure and the use of autocratic leadership. 1 Frederick Taylor’s theory of Scientific Management suggests that a worker’s productivity will increase when given monetary incentives. Taylor believed that the employees would be motivated to produce more if paid for the completion of a task. Taylor measured and timed tasks in order to find an average completion time; if workers exceeded that they were to be paid extra.Roles were concise; managers to plan and train, and workers to perform. A leader of a manufacturing company could implement Taylor’s idea of a ‘piece-rate system’ with the intention of motivating the staff to improve productivity. Job satisfaction may potentially increase for some of the employees; specifically the individuals that have the correct skills to produce more as they will be receiving a higher salary.2 3 Henri Fayol’s theory of Classical Management was concerned with competence on an organisational level, Fayol devised 14 Principles of Management that he believed explained how managers should organise and communicate with employees. Fayol’s principles involved the use of discipline, autocratic leadership, teams having the same objective with one manager and one plan, the importance of group interests over individual interests, remuneration, hierarchical structure, good working conditions and stability of labour turnover.Using Fayol’s principles could help a lea der guarantee that workers are correctly organised whilst ensuring the workers are motivated to improve their productivity and job satisfaction. 4 5 The introduction of monetary incentives based upon work output (remuneration) could motivate employees to produce more whilst increasing their job satisfaction, as they would receiving higher pay. Delegating controlled freedom could improve the employee’s productivity and job satisfaction as they may feel they have more of an opportunity to contribute, potentially increasing their work output.Promoting team spirit and unity within a workplace may improve job satisfaction and productivity as working in a team allows all of the collective members to contribute complementary skills to the overall task and as a result the overall output and performance of each individual may increase; if work output and performance increases the individual’s self-esteem is likely to increase alongside job satisfaction.Ensuring stability of ten ure may motivate improvement of productivity and job satisfaction, if an employee feels their job is secure then they are likely to be happier in the role and are also likely to focus on the work more as they will be worrying and focusing less on potential redundancy or dismissal. 6 7 In addition to the Classical Perspective there’s also the Humanistic Perspective consisting of three subfields; Human Relations, Human Resources and Behaviour Sciences.Theorists such as Abraham Maslow and Elton Mayo integrated the Humanistic Approach into their management theories. There are specific factors that distinguish whether a theory uses the Humanistic Perspective; the humanistic approaches all emphasise the importance of understanding human behaviour, needs and attitude within the working environment. The Humanistic Perspective focuses on both extrinsic and intrinsic factors of an individual. The central idea is that the human needs are the conclusive factor to achieving efficiency wit hin an organisation.Elton Mayo’s association with the ‘Hawthorne Studies’ provided a stimulating effect to the understandings of the human factor at work. The focus within Elton Mayo’s studies was on the worker rather than the work; this was revolutionary as previous theorists had only concentrated on the labour. Elton Mayo initially carried out a study into physical working conditions and productivity but his results ended up being a series of studies into social factors.The results from Elton Mayo’s studies showed that the initial factors of analysis such as working conditions were not influencing the employee’s increase in productivity and motivation; it was the fact the workers were responding to being the centre of attention, a member of a team and feeling a sense of recognition. The findings showed that social relationships in the workplace were just as important as monetary incentives and good working conditions relating to the product ivity and job satisfaction of an employee.Elton Mayo’s studies were more factual than theoretical; the findings provided a clear representation of the importance of social factors at work. A leader could apply some of Mayo’s ideas into their management techniques in order to improve productivity and job satisfaction. If the workers are given recognition they are likely to feel more motivated to increase their productivity; a manager’s relationship and focus on the individuals will also provide them with the feeling of being centre of attention which is likely to increase their work output if they know they are being supervised.If a manager were to apply the action of team work into their organisation then the workers may feel a sense of unity; building good colleague relations may increase the employee’s job satisfaction. Working in a team allows all the individuals to contribute their complementary skills potentially resulting in overall better working p erformance; if working performance increases and the employees are given recognition they are likely to continue their hard work and also increase job satisfaction.Another essential theorist that used the Humanistic Approach within their management theory was Abraham Maslow. Maslow studied human motivation; his findings gave him the incentive to develop a hierarchical model relating to human needs. Maslow’s theory influenced the development of management in the 1950s/60s; the simplicity of the model and the idea of levelled needs made it a favourable approach to managers. Maslow’s ‘Hierarchy of Needs’ consists of five levels of needs (physiological, safety, belongingness and love, esteem and self-actualisation), it is organised in order of influence upon theindividual. The stronger needs (physiological and safety) are at the bottom of the hierarchy and the weaker needs (belongingness and love, esteem and self-actualisation) are at the top. 13 14 15 The the ory puts forth the idea that if an individual’s stronger needs are threatened then they cannot begin to fulfil the weaker needs. The theory suggests that if a category of needs is not met then the individual cannot proceed to fulfil the higher level needs, this is due to the unsatisfied needs being dominant.Maslow’s theory relates to motivation in regards to productivity and job satisfaction; an individual cannot be motivated to be productive if certain needs are threatened or not met. An individual may not be satisfied in their job if needs are threatened or not met, theoretically it is crucial for a manager to ensure a worker’s needs are met if they want them to increase their productivity. 16 17 18 The Hierarchy of needs provides useful framework for managers relating to the ways in which the employee’s motivation can be met.Although the systematic movement from the bottom to top of the hierarchy is not necessarily representative of all individuals the theory still provides an outline for managers to use when trying to motivate employees. If a manager ensures that the employee’s physiological, safety and belonging needs are met within the work place then the individual is likely to be motivated towards the esteem needs such as the desire for achievement, adequacy, mastery, competence, recognition, attention and glory.If the individual is motivated towards the esteem needs they are likely to increase their productivity as it is relevant to the desires of the category. If the individual esteem needs are being met then the individual is likely to feel a sense of job satisfaction as feelings such as glory, achievement and recognition provide positive emotion. If a manager regularly ensures the individual’s needs are being met and exceeded their motivation for productivity and job satisfaction will theoretically increase.In conclusion it is clear that both perspectives of management can be effective when increasing an em ployee’s productivity and job satisfaction. The classical approach can in theory increase an individual’s productivity and job satisfaction although the way in which the manager’s view the individuals as human machines potentially degrades the individuals and as a result their job satisfaction could decrease. The theories developed by Taylor and Fayol may only be applicable to specific job sectors such as factory work; if a manager applied the use of piece-rate and division of work it may not be relevant for use.The humanistic approach is likely to increase productivity and job satisfaction however the systematic movement in Maslow’s hierarchy does not necessarily apply to the diverse range of personalities of individuals. Mayo’s findings may also be biased due to the sector he researched; therefore they may not relate to productivity and job satisfaction in all fields. Overall if a manager were to combine the most relevant ideas from both humanist ic and classical theories they could then ensure their management style is applicable to the sector of work. How can leaders motivate staff in order to improve productivity and job satisfaction? How can leaders motivate staff in order to improve productivity and job satisfaction? The purpose of this essay is to highlight the use of management theories in relation to productivity and job satisfaction. This essay shall discuss how leaders can motivate employees in order to improve the overall productivity and job satisfaction. I will be looking at theories in relation to how they are categorised, also how different management theories can be implemented by a leader.The essay will analyse both the intrinsic and extrinsic factors that are relative to applicable management theories and from the analysis there will be a justification of methods the writer believes to be the most suitable for the leadership and motivation of employees. The ‘Classical Perspective’ was exercised by theorists such as Frederick Taylor and Henri Fayol who both incorporated aspects of the classical approach into their management theories.The approach has specific characteristics that make it simple to distinguish which theories can be associated; the general idea is that theorists using the classical approach viewed the employees as components of a production process rather than as individuals. The classical management style they applied to their theories ensured that the focus was entirely on an individual’s extrinsic needs such as; monetary incentives, level of working conditions, labour division and quantity.The theorists concentrated on aspects such as systematic analysis, remuneration, hierarchical structure and the use of autocratic leadership. 1 Frederick Taylor’s theory of Scientific Management suggests that a worker’s productivity will increase when given monetary incentives. Taylor believed that the employees would be motivated to produce more if paid for the completion of a task. Taylor measured and timed tasks in order to find an average completion time; if workers exceeded that they were to be paid extra.Roles were concise; managers to plan and train, and workers to perform. A leader of a manufacturing company could implement Taylor’s idea of a ‘piece-rate system’ with the intention of motivating the staff to improve productivity. Job satisfaction may potentially increase for some of the employees; specifically the individuals that have the correct skills to produce more as they will be receiving a higher salary.2 3 Henri Fayol’s theory of Classical Management was concerned with competence on an organisational level, Fayol devised 14 Principles of Management that he believed explained how managers should organise and communicate with employees. Fayol’s principles involved the use of discipline, autocratic leadership, teams having the same objective with one manager and one plan, the importance of group interests over individual interests, remuneration, hierarchical structure, good working conditions and stability of labour turnover.Using Fayol’s principles could help a lea der guarantee that workers are correctly organised whilst ensuring the workers are motivated to improve their productivity and job satisfaction. 4 5 The introduction of monetary incentives based upon work output (remuneration) could motivate employees to produce more whilst increasing their job satisfaction, as they would receiving higher pay. Delegating controlled freedom could improve the employee’s productivity and job satisfaction as they may feel they have more of an opportunity to contribute, potentially increasing their work output.Promoting team spirit and unity within a workplace may improve job satisfaction and productivity as working in a team allows all of the collective members to contribute complementary skills to the overall task and as a result the overall output and performance of each individual may increase; if work output and performance increases the individual’s self-esteem is likely to increase alongside job satisfaction.Ensuring stability of ten ure may motivate improvement of productivity and job satisfaction, if an employee feels their job is secure then they are likely to be happier in the role and are also likely to focus on the work more as they will be worrying and focusing less on potential redundancy or dismissal. 6 7 In addition to the Classical Perspective there’s also the Humanistic Perspective consisting of three subfields; Human Relations, Human Resources and Behaviour Sciences.Theorists such as Abraham Maslow and Elton Mayo integrated the Humanistic Approach into their management theories. There are specific factors that distinguish whether a theory uses the Humanistic Perspective; the humanistic approaches all emphasise the importance of understanding human behaviour, needs and attitude within the working environment. The Humanistic Perspective focuses on both extrinsic and intrinsic factors of an individual. The central idea is that the human needs are the conclusive factor to achieving efficiency wit hin an organisation.Elton Mayo’s association with the ‘Hawthorne Studies’ provided a stimulating effect to the understandings of the human factor at work. The focus within Elton Mayo’s studies was on the worker rather than the work; this was revolutionary as previous theorists had only concentrated on the labour. Elton Mayo initially carried out a study into physical working conditions and productivity but his results ended up being a series of studies into social factors.The results from Elton Mayo’s studies showed that the initial factors of analysis such as working conditions were not influencing the employee’s increase in productivity and motivation; it was the fact the workers were responding to being the centre of attention, a member of a team and feeling a sense of recognition. The findings showed that social relationships in the workplace were just as important as monetary incentives and good working conditions relating to the product ivity and job satisfaction of an employee.Elton Mayo’s studies were more factual than theoretical; the findings provided a clear representation of the importance of social factors at work. A leader could apply some of Mayo’s ideas into their management techniques in order to improve productivity and job satisfaction. If the workers are given recognition they are likely to feel more motivated to increase their productivity; a manager’s relationship and focus on the individuals will also provide them with the feeling of being centre of attention which is likely to increase their work output if they know they are being supervised.If a manager were to apply the action of team work into their organisation then the workers may feel a sense of unity; building good colleague relations may increase the employee’s job satisfaction. Working in a team allows all the individuals to contribute their complementary skills potentially resulting in overall better working p erformance; if working performance increases and the employees are given recognition they are likely to continue their hard work and also increase job satisfaction.Another essential theorist that used the Humanistic Approach within their management theory was Abraham Maslow. Maslow studied human motivation; his findings gave him the incentive to develop a hierarchical model relating to human needs. Maslow’s theory influenced the development of management in the 1950s/60s; the simplicity of the model and the idea of levelled needs made it a favourable approach to managers. Maslow’s ‘Hierarchy of Needs’ consists of five levels of needs (physiological, safety, belongingness and love, esteem and self-actualisation), it is organised in order of influence upon theindividual. The stronger needs (physiological and safety) are at the bottom of the hierarchy and the weaker needs (belongingness and love, esteem and self-actualisation) are at the top. 13 14 15 The the ory puts forth the idea that if an individual’s stronger needs are threatened then they cannot begin to fulfil the weaker needs. The theory suggests that if a category of needs is not met then the individual cannot proceed to fulfil the higher level needs, this is due to the unsatisfied needs being dominant.Maslow’s theory relates to motivation in regards to productivity and job satisfaction; an individual cannot be motivated to be productive if certain needs are threatened or not met. An individual may not be satisfied in their job if needs are threatened or not met, theoretically it is crucial for a manager to ensure a worker’s needs are met if they want them to increase their productivity. 16 17 18 The Hierarchy of needs provides useful framework for managers relating to the ways in which the employee’s motivation can be met.Although the systematic movement from the bottom to top of the hierarchy is not necessarily representative of all individuals the theory still provides an outline for managers to use when trying to motivate employees. If a manager ensures that the employee’s physiological, safety and belonging needs are met within the work place then the individual is likely to be motivated towards the esteem needs such as the desire for achievement, adequacy, mastery, competence, recognition, attention and glory.If the individual is motivated towards the esteem needs they are likely to increase their productivity as it is relevant to the desires of the category. If the individual esteem needs are being met then the individual is likely to feel a sense of job satisfaction as feelings such as glory, achievement and recognition provide positive emotion. If a manager regularly ensures the individual’s needs are being met and exceeded their motivation for productivity and job satisfaction will theoretically increase.19 20 21 In conclusion it is clear that both perspectives of management can be effective when increas ing an employee’s productivity and job satisfaction. The classical approach can in theory increase an individual’s productivity and job satisfaction although the way in which the manager’s view the individuals as human machines potentially degrades the individuals and as a result their job satisfaction could decrease. The theories developed by Taylor and Fayol may only be applicable to specific job sectors such as factory work; if a manager applied the use of piece-rate and division of work it may not be relevant for use.The humanistic approach is likely to increase productivity and job satisfaction however the systematic movement in Maslow’s hierarchy does not necessarily apply to the diverse range of personalities of individuals. Mayo’s findings may also be biased due to the sector he researched; therefore they may not relate to productivity and job satisfaction in all fields. Overall if a manager were to combine the most relevant ideas from both humanistic and classical theories they could then ensure their management style is applicable to the sector of work.