Well Done State a Problem Essay - Sample Essay

I have often wondered whether the United States has an obligation to get involved in the internal conflicts of other countries. When does the power to intervene become an obligation to act? I gained some insight into this dilemma when a small part of the Bosnian war spilled into my home last year.During the height of the Bosnian conflict, my family was informed that twenty Bosnian students were airlifted out of the mountains surrounding Sarajevo. A relief organization called Bridge for Humanity sought families in the United States that would take in these Muslim teenagers for the school year. The need was urgent because the U.S. government would not let them board planes until homes had been found.My parents and I spent at least a week contemplating whether we should offer. At first I resisted, fearing the obligations that I would be forced to undertake. I knew it would be my job to help this visitor integrate with the students at our school and to look out for him in social situatio ns. Eventually, my parents agreed, but they left the final decision to me. The deciding factor was my parents reminder of the six-million people who were killed in World War II. Many of these Jews, gypsies, and other undesirables had tried to flee Germany and Eastern Europe, but found no country that would accept them. Being Jewish, I found it easy to imagine how desperate I would have been in the same situation, needing someone to rescue me. The choice was made.Emir arrived last October with one small bag. He told us that he had crawled out of Sarajevo through a narrow tunnel leading to the mountains beyond the city. He crawled for many hours in this hot confined space, terrified of being caught and shot by the Serbs. I doubt that Emir looked back during this journey. The building where he had once lived had been blown up months before. He survived in cellars, with little food, and electricity for only five hours each week. Behind Emir, the bombs fell on his city every day.When Emi r arrived at my house, for the first day he could not stop smiling. He appeared jovial and appreciative of the United States and of my family. Soon, however, it became clear that Emir had not escaped Bosnia completely. His inner rage began to emerge. His hatred of the Serbs permeated his thoughts and judgments. Eventually, he began to hate the United States too. To Emir, Americas failure to prevent Serbian atrocities made it evil. He found it reprehensible that some Americans opposed sending troops to defend the Bosnian minorities. He hated Americans that would not risk their lives to save his people.The six months that Emir lived in my home are the most difficult that I can remember. Many nights I would stay up very late talking to him about his negative attitude toward the United States. As he attacked our society, I found myself becoming defensive, then angry. When my mother found butcher knives hidden in his drawers, anger turned to fear. I began to understand the depth of the t rauma Emir had experienced in Bosnia, even as I pulled away from him. I discovered some limits to what I could give.It is now six months later. I have learned that the casualties of war cannot be measured merely by life and death. Those who survive may live with pain, and those who try to help may feel its repercussions. This experience brought a new dimension to my life, as well as a new appreciation of my advantages in the United States. As we are a privileged nation, I feel we have an obligation to aid both oppressed and impoverished countries. There are risks, there are rewards, and there are degrees of failure. Sometimes those we help may hate us for being less than they imagined. But because we did not look away when we were needed and had something to give, we have lived up to our moral obligation.

Understanding How Detergents Actually Work

Understanding How Detergents Actually Work Detergents and soaps are used for cleaning because pure water cant remove oily, organic soiling. Soap cleans by acting as an emulsifier. Basically, soap allows oil and water to mix so that oily grime can be removed during rinsing. Surfactants Detergents were developed in response to the shortage of the animal and vegetable fats used to make soap during World War I and World War II. Detergents are primarily surfactants, which could be produced easily from petrochemicals. Surfactants lower the surface tension of water, essentially making it wetter so that it is less likely to stick to itself and more likely to interact with oil and grease. Additional Ingredients Modern detergents contain more than surfactants. Cleaning products may also contain enzymes to degrade protein-based stains, bleaches to de-color stains and add power to cleaning agents, and blue dyes to counter yellowing. Like soaps, detergents have hydrophobic or water-hating molecular chains and hydrophilic or water-loving components. The hydrophobic hydrocarbons are repelled by water but are attracted to oil and grease. The hydrophilic end of the same molecule means that one end of the molecule will be attracted to water, while the other side is binding to oil. How Detergents Work Neither detergents nor soaps  accomplish anything except binding to the soil until some mechanical energy or agitation is added into the equation. Swishing the soapy water around allows the soap or detergent to pull the grime away from clothes or dishes and into the larger pool of rinse water. Rinsing washes the detergent and soil away. Warm or hot water melts fats and oils so that it is easier for the soap or detergent to dissolve the soil and pull it away into the rinse water. Detergents are similar to soap, but they are less likely to form films (soap scum) and are not as affected by the presence of minerals in the water (hard water). Modern Detergents Modern detergents may be made from petrochemicals or from oleochemicals derived from plants and animals. Alkalis and oxidizing agents are also chemicals found in detergents. Heres a look at the functions these molecules serve: Petrochemicals/Oleochemicals: These fats and oils are hydrocarbon chains which are attracted to the oily and greasy grime.Oxidizers: Sulfur trioxide, ethylene oxide, and sulfuric acid are among the molecules used to produce the hydrophilic component of surfactants. Oxidizers provide an energy source for chemical reactions. These highly reactive compounds also act as bleaches.Alkalis: Sodium and potassium hydroxide are used in detergents even as they are used in soapmaking. They provide positively charged ions to promote chemical reactions.

Cold War Essay Example | Topics and Well Written Essays - 250 words

Cold War - Essay Example In post WW2 scenario, America’s image as powerful democracy and its efforts to contain communism had received considerable jolt when its racial segregation and other such problems had caused international backlash. The Cold War has become pertinent part of history as it had divided the nations into democratic and communist political platforms. The two powerful nations: USA and USSR had different political ideologies. While America was a devout democracy with strong capitalistic economy, USSR was a communist country which was founded on the philosophy of socialism and state control on the economic activities. Belmonte (2007) emphasizes that Cold War was hugely critical motivator for American leadership to introduce constitutional amendments like Civil Right Act which had promoted social justice and equality across race, culture and color. The cold war era had therefore emerged as a highly critical phenomenon that had significantly influenced the world polity with wide ramifications on the national issues of the countries across the

Case study identifying and assessing the analytical failures Essay

Case study identifying and assessing the analytical failures - Essay Example On April 15, 2013 there were bombings near the finish line of the Boston Marathon. The results of these blasts were that three people were killed and 264 others were injured. The two explosions were caused by pressure cooker bombs. 1 The Federal Bureau of Investigation in the United States identified two suspects in the bombing. The two suspects were Muslim brothers Dzhokhar Tsarnaev and Tamerlan Tsarnaev. Though their reasoning for actually initiating this incident can be only known to the suspects, people might assume based on their own bias that this could have to do with religious tensions in the United States which have been strong since the bombing of the World Trade Center. Many people have a bias of Muslims and it was believed that the two brothers were terrorists. One of the brothers, Tamerlan Tsarnaev, was killed when a car ran over him after struggling with police while the other brother escaped and was later apprehended.2 Dzhokhar Tsarnaev, who survived and was captured by the police said that they were motivated by the extremist Islamic beliefs and the war that was being led by the United States in Iraq and Afghanistan. He revealed that they worked independently and no external terrorist groups were involved. They learned to make the bombs from an online magazine by the Al-Qaeda affiliate in Yemen known as Inspire.3 It is also alleged that the two brothers contemplated suicide bombings. Ultimately, the duo decided to use the pressure cooker bombs. Dzhokhar also said that they wanted to defend Islam against the United States which led the Iraq and Afghanistan war, which they saw it to be against Muslims.4 However, some political analysts suggest that Tamerlan’s inability to become fully accepted into the American society might have been the root cause for the attack. Many people who are not American born may have a difficult time psychologically is not accepting of them as a minority. This can then that can lead up to their

Lamb to the Slaughter and The Landlady by Roald Dahl

Lamb to the Slaughter and The Landlady by Roald Dahl COMPARING TWO SHORT STORIES IN THIS UNIT, WRITE AN ESSAY DISUCSSING HOW ROALD HAS USED VARIOUS TECHNIQUES (INCLUDING THE USE OF LANGUAGE) TO ENTERTAIN, INTRIGUE AND SHOCK THE READER In this coursework I am going to compare to short stories which are â€Å"Lamb to the Slaughter and â€Å"the Landlady† written by Roald Dahl. Roald Dahl specialises in writing stories for children in the 20th Century. Roald Dahl is the author of Factory, Charlie, Matilda , James and the Giant Peach and Georges Marvellous Medicine. He uses different writing techniques in order to entertain, intrigue and to shock the reader or the audience. Born on the 13th of September 1961 in LIandaff, South Wales. He never liked school because he said students were caned and teachers where horrible to them. In 1939 he joined the Royal Air Force when the World War II started and also in 1940s he became the bestselling writer he works with both children and adult. He writes short stories which make the reader to guess what will happen at the end. When he got married, he divorced his wife and later married Patricia Neal and gave birth to five children. He died on the 23 November 1990 at the ag e of 74. Lamb to the Slaughter Lamb to the Slaughter is a short story and is about a pregnant woman (Mary Mahoney) and her husband (Patrick Mahoney). Her husband went to work and she was waiting for the husband to come home. â€Å"The room was warm and clean, the curtains drawn, the two table lamps† tell us that Mary Mahoney is in her house. When the husband came back from work, she tried to make a conversation with the husband but the husband was not giving her attention but she knew that her husband does not talk too much until his first drink is finished. She started getting worried. Mary asks the husband if he wanted dinner but, he refuses every food she gave to him. Finally Patrick spoke to Mary and said â€Å"So there it is†. â€Å"I know its kind of a bad time to be telling you, but there simply wasnt any other way†. And he also said â€Å"of course Ill give you money and see youre looked after†. This tells the reader that Patrick is going to leave his pregnant wife Mary. She did not want to believe what Patrick was saying , she still demanded to prepared him dinner, as she went to the freeze to get the leg of lamb, Patrick told her not to make any dinner for him because his going out. Mary uses the â€Å"big frozen leg of lamb† to hit Patrick on his head and he was still standing there for about 4 5 seconds and fell on the carpet. He was dead, Mary was surprised and shocked and this in turn shocks the reader too. Mary quickly went to the groceries to get some potatoes and when she got home, she called the police and said her husband has been killed. On the other hand the lamb was in the oven cooking so, the police was asking her questions and they were searching the house. The doctor told the police that Patrick was hit in the head. Mary offer the police men the lamb that she was cooking in the oven. As they were busy eating the lamb they never knew they were eating the evidence and Mary started laughing. The Landlady The landlady is a short story and is about a young boy called Billy Weaver and a woman. Billy Weaver took a train from London and he arrives late in Bath late which was nine oclock in the evening. He wanted a cheap hotel where he can sleep and they told him to â€Å"Try The Bell and Dragon† and is a pub house. When he was going he notices a sign â€Å"BED AND BREAKFAST†. â€Å"There was a vase of pussywillows, tall and beautiful† this tells us that the house is nice. When he rings the bell and old lady answered the door and told him to come inside. The Landlady told when he goes up stairs he should sign the guest book. As Billy was signing the guest he recognises two peoples names and they were the only names on the book and they are over two years olds. He tried to remember where he heard the names from. He remembers that one of them Eton was a school boy that disappeared but for Mr Temple he could not remember. The Landlady told offer Billy tea and Billy could smell something that comes from the woman. Billy and Landlady started talking and she said the Eton and Temple was very handsome young men but Billy was much better. Billy asked the Landlady if those people left the Bed and Breakfast recently and she said both of the men are still in the fourth floor of the house. Billy was getting confused and he wanted to talk about some else like the parrot in a cage. When he was drinking his tea he notices a bitter almond taste and he ask the Landlady â€Å"Havent there been any other guests here except them in the last two or three years?† She replies by saying â€Å"No, my dear. Only you†. The writing technique Roald Dahl uses descriptive word in Lamb of the Slaughter â€Å"Warm and Clean† this tells us that the Mary Mahoney house is clean. On the other hand he uses â€Å"But the air was deadly cold and the wind was like a flat blade of ice on his cheeks† describes how cold it was and Billy needed a place to sleep. Roald also uses a simile which is â€Å"to feel-almost as a sunbather feels the sun that warm male glow† in the Lamb of the Slaughter and for the Landlady he uses â€Å"But the air was deadly cold and the wind was like a flat blade of ice on his cheeks.† Roald Dahl use a metaphor saying one thing is another â€Å"There was a slow smiling air about her† .Roald Dahl also uses emotion word like â€Å"blissful† which means it was a peaceful night for them also uses hyphen to separated words like â€Å"bone-end† in the Lamb to the Slaughter. Roald Dahl uses personification to give human qualities to any in animate object like in the Lamb of the Slaughter which was â€Å"The wind whispered his name and tortured her with his memory† this tells us that wind can not whisper or torture. The similarities of both short stories Mary Mahoney and the Landlady are women; both are short stories. The both stories theme are murder and which were committed by them (women). At first the both ladies is been described as been a nice generous and lady â€Å"she took his coat and hung it in the closet† tells us how caring and nice she is to her husband, however when the Landlady offers Billy a cup of tea shows us that she is nice and not every Bed and Breakfast owner will offer their customers free teas. But at the end of both stories Mary Mahoney and the Landlady tells us (reader) that they are not really nice ladies which intrigue the reader. The difference between Lamb to the Slaughter and the Landlady is that Mary Mahoney did not mean to kill her husband whiles the Landlady has killed two people before Meaning she was planning to kill Billy Weaver as well. However, Mary was pregnant and she has a husband which is Patrick and the Landlady was old and she does not have a husband. The both women use different w ays to kill. Mary uses the frozen lamb she wanted to cooked for her husband Patrick whiles the Landlady poisoned Billys tea. The mood (atmosphere) of the Landlady is, windy and cold which gives the reader an idea of what the story is going to be like. Also the mood of the Lamb to the slaughter was calm and warm at the beginning but at the end it was kind of funny and scaring because when the police men where eating the lamb Mary â€Å"giggle† . The ironic scene of the Lamb to the Slaughter is that Mary kills Patrick while she prepared the leg of lamb for the police men to eat which means that they are eating the murder weapon while they were eating it they said the weapon might be â€Å"right under their noses†. This tells us that the story could have ended in a bad way but because the police men ate the leg of lamb they can not get any evidence. The creation and tension in the landlady is a horror story because the landlady was nice and generous to Billy and when he realise that the two guests and parrot was murdered by the landlady he became scared and confused. The police were eating the evidence which was right under noses and I think it will be difficult to find the truth which creates a shock to the reader. It also shocks the reader how Mary Mahoney was a loving wife and turn up to be a killer. In the Landlady it also shocks the reader when Billy asked the landlady if it was just two people that have been in the Bed and Breakfast recently for the last two or three years and she said yes which shocked us. Roald Dahl put the reader on suspense because when she kills her husband Patrick, she called the police that make us suspense that they are going to find evidence or find out who killed her husband and she even gave them the lamb to eat making us anxious that they are going to find out what happened. For the Landlady Roald Dahl put us in suspense that is when â€Å"she gives him a little smile as she replies, â€Å"No, my dear. Only you.† This makes us the reader get anxious to know if Billy was killed by the Landlady. In my conclusion I will say that Mary Mahoney was angry and she wanted revenge because husband Patrick was going to leave her and she was six month pregnant. She did not think before acting and she did not mean to kill the husband. For the Landlady I think she was lonely and sad. She was nice but at the end she became evil. I also think she sick because everybody that comes to her Bed and Breakfast she killed them even the dog and parrot. She killed them without feeling bad or even having mercy on them.

Motivation

Describe, compare and contrast one process and one content theory of motivation. Evaluate how appropriate they are for organisations today. Motivation is the desire or willingness of someone to do something. Craig C. Pinder (1998) defined work motivation as a â€Å"set of internal and external forces that initiate work related behaviour and determine its form, direction, intensity and duration. † Motivation plays an important role in a business environment, as employee motivation is believed to improved work performance.Discussed in this essay are two types of motivation theories; Content theory which tries to identify specific needs that motivate people and Process theories which is based on developing models relating needs, motives and behaviour. In this essay, I aim to asses content and process theories accordingly; Abraham Maslow’s Hierarchy of Needs Theory and Stacey Adams Equity Theory; comparing these theories and highlighting any assumptions, strengths, weakness , positives and negatives individually and comparatively to be able to come to a critical conclusion as to whether these theories are suitable for organisations today.My content theory is based on Maslow’s Hierarchy of Needs theory, published in 1943 by Abraham Maslow. His hypothesis was that â€Å"human needs arrange themselves in hierarchies† as quoted in his publication of A Theory of Human Motivation in 1943 (p. 370). In hierarchical order physiological needs which entails food, water, shelter and warmth. Safety needs refers to security, stability and freedom from fear. Social needs include the need for affection and friendships. Esteem needs refers to ego needs, recognition and respect.Finally, Self-actualisation, realisation of ones full potential ‘becoming everything that one is capable of becoming. ’ â€Å"When one set of needs is satisfied, it ceases to be a motivating factor. Thereafter the next set of needs in the hierarchy order takes places,à ¢â‚¬  (Maslow, 1943) this continually occurs until the assumption of self-actualisation is satisfied, as Maslow stated, â€Å"a satisfied need is no longer a motivator. † Equity Theory, a process theory first proposed by Stacey Adams in 1963 ocuses on people’s feelings on how fairly they have been treated in comparison with the treatment received by others. It is based on exchange theory (Homans 1961) undergoing an exchange process, which involve inputs and outcomes. In ‘Social Behaviour: its Elementary Forms’ by George C. Homans he created the rule of ‘Distributive Justice’: â€Å" a man in exchange relation with another will expect that the reward of each man be proportional to his costs†¦ the greater the investments, the greater the profit,† (Homans 1961 p. 75).Numerous business environments present inequality, however, the acknowledgement of inequality will motivate an individual to decrease or eradicate the inequality. These two theories illustrate a relationship in terms of how they motivate individuals by fulfilling a need that affects them both mentally and physically; for example, Maslow’s theory suggests you will be motivated to the next ‘higher level’ of needs if the previous level is fulfilled satisfactorily, if this is not met, work performance will deteriorate and affect individuals mentally or physically as they cannot advance to the next level.As well as, Adams Equity Theory; Work on Walster, Berscheid and Walster, 1973 was covered by Kingsley, Catherine, Park, Hee Sun and Lee, Hye Eun (2007) where they suggested â€Å"mathematically, equity theory predicts that people will be uncomfortable in relationships in which their own ratio of inputs to outcomes is not equivalent to the other party’s ratio of inputs to outcomes†, in other words, this ‘discomfort’ can lead to further enthusiasm to reach the next goal or increase input to ultimately increas e outcomes to reach satisfaction and eliminate the ‘discomfort’.Furthermore, research has proved that both theories of Maslow and Adams can result in consequential behaviour if their needs are unable to be satisfied. For instance, Maslow’s theory states there are five stages of the hierarchy, considering psychological needs are most important, in having a healthy work relationship, if this is not fulfilled, individuals might resort to criminal activities to satisfy that need in order to survive.Similarly, evidence from research highlight that there are negative ways in which workers can redress inequality; As seen in Organizational behaviour and Work, Wilson, Fiona M, (2010), it highlights the ways in which individuals act negatively towards inequity â€Å"underpayment leads to lowered job performance (Prichard et al. , 1972; Lord and Hohenfeld, 1979). Another form of reaction to underpayment is disruptive, deviant behaviour, such as vandalism and theft (Holling er and Clark, 1983). Theft might be seen as a means to replenish feelings of underpayment inequity.The Hawthrone Studies conducted by Elton Mayo between 1924 and 1932, showed that employees are not just motivated by the money, â€Å"outcomes,† but their attitudes, â€Å"needs† as well. Initiating the human relations approach to management and the needs and motivation of employees was the primary concentre of managers. In short, both Maslow and Adams theories can be considered Equity theories of motivation. In some way, Equity Theory may seem more relatable to organisations today globally, as equity is part of the human rights laws, as compared to Maslow’s theory.Maslow’s theory is unmasked as ethnocentric by Geert Hofstede (1984), he stated, there are ‘cultural limitations’ in the study of this theory conducted by Haire, Ghiselli and Porter (1966) where Haire et al, concluded ‘the only nationality group that ordered their need importanc e almost, and their need satisfaction exactly, in the Maslow order was the U. S. managers. The other nationalities showed more or less deviant patterns. ’ Hoftsede argues that Maslow’s theory is based on an individualistic society seeking self-actualisation as their most important goal/need.However, in collectivist societies such as China seeking â€Å"harmony† or â€Å"family support† or job satisfaction, which are not represented in the hierarchy of needs, are seen as their necessary goals. Nevis (1983) study emphasises that Maslow’s Hierarchy is not relatable to Chinese culture. His main observations were that there was a difference in the cultures in terms of belonging; Individualistic society as opposed to collectivist societies seeks belonging, whereas collectivist societies basic needs only emerge after they have satisfied their need to belong.This indicates Maslow’s theory is not appropriate to all cultures, however, there is a predo minant relationship illustrating the need for equity in business environments. Empirical support for Maslow’s Theory is lacking (Murcell 1976), Maslow himself admitted in 1962: ‘my motivation theory was published 20 years ago†¦ nobody repeated it, tested it, or really analysed or criticized it. ’ Lowry (1982: 63). Another criticism discussed (McLeod 2007) concerning the assumption that the lower needs must be satisfied before a person can achieve their full potential and self-actualise.McLeod (2007) argues that this is not always the case, and therefore the theory is ‘falsified. ’ Many creative people such as authors, musicians and artists have exhibited self-actualisation without meeting the lower needs. Van Gogh, who was poor and considered by many psychotic; Rembrandt, who had no food or majority of the basic psychological needs; Toulouse Lautrec, whose body tormented him; were all engaged in some form of self actualisation. Perhaps the devel opment of uniqueness and creativity in meeting some of the levels, in someway compensates for the lack of having the basics.It is sensible however to state that some people aim for self actualisation even when their physiological needs or lower needs are not fully met. Moreover, Maslow defined self-actualisers as people of great accomplishment such as dignitaries and presidents. This statement makes it complex to understand the concept of self-actualisation. In fact, Muchinsky (1993) states that Maslow’s theory is more philosophical than empirical, which means it is complicated to test.The only way to do so is to say that ‘all people are at different stages of development, and all of them are self actualisers in some form,’ Poston (2009). Another weakness is the arrangement of hierarchy; Bellot & Tutor (1990) argue that the arrangement does not apply to organisations today and modern society. They conclude that ‘self actualisation is a proponent need fo r self-esteem’ implying self-esteem would follow only after self- actualisation, which is clearly not illustrated in the Maslow’s theory model.Equity Theory can be assessed into four basic propositions according to Huseman, Hatfield and Miles (1987). One of the propositions being: Individuals develop their perception of fairness by calculating a ratio of their inputs and outcomes and then comparing this to the ratios of others (Huseman, et al. , 1987). Noticeably some inputs and outcomes are intangible, in the sense that they cannot be measured or quantified such as Inputs: experience, knowledge, ability, qualifications and ambition of the individual (Cory, 2006) and outcomes: recognition or job security.This makes coming to a suitable conclusion for an individual’s input and outcomes ratios more difficult as these concepts are intangible, meaning it is difficult to define or understand, as it is vague and abstract a concept. Another proposition suggests that: a s the difference in inequity increase, the tension and distress felt by individuals will increase (Huseman, et al. , 1987). However, not every person will experience equity or inequity in the same way because people have varying tolerance levels for sensitivity to perceived situations of inequity.Huseman et al. , suggest that there are three types of individuals on an Equity Sensitivity Spectrum: Benevolent (more tolerant of under-reward), Equity Sennsitives (follow the ‘norm’ of equity theory) and Entitled (prefer over-reward situations)(Huseman, et al. , 1987). In my earlier statements about Wilson, Fiona M, (2010) work that highlights the ways in which individuals act negatively towards inequity may be narrowed down using this spectrum, unlike the generic idea that â€Å"underpayment leads to lowered job performance (Prichard et al. 1972; Lord and Hohenfeld, 1979). Using the spectrum, Benevolents, will experience distress and guilt if they are in a situation of over -reward. Equity Sensitives, will experience distress when faced with either type of inequity and Entitleds, experience distress when in an equitable or under reward situation. This structure is useful for addressing and understanding equity theory and individuals behaviour. However, needless to say this is just a broad spectrum. The Equity Sensitivity Spectrum does not account for all individual differences in preferences and behaviour.Individuals might show different equity sensitivities in different contexts (Huseman, et al. , 1987). For instance an individual might be Equity Sensitive in their relationships, favouring an equitable balance. Conversely, they might be an Entitled in business environments and are open to the idea of over-reward. Equity theory in a business environment is said to be less damaging if employees are given a voice, respect and feeling of belonging in a workplace. â€Å" People feel affirmed if the procedures that are adopted treat hem with respect and di gnity, making it easier to accept outcomes they do not like,† Deutsch, 2000, p. 45). Skarlicki and Folger (1997) found that employees that are treated with respect are more likely to tolerate unfair pay. The perception of inequity is more likely to be tolerated if employees feel comfortable, belong and are respected by their employer. This further prevents detrimental behaviour an employee is likely to illustrate, if uncompensated for the inequity at work such as counter-productivity work.These intangible concepts such as respect help maintain or increase motivation and prevent problems that arise from under-reward. Cultural differences influence the equity theory (Fadil, Williams, Limpaphayom, and Smatt, 2005). Research shown on Eastern culture illustrate that, equality as opposed to equity was preferred (Leung and Bond, 1982, 1984; Leung and Park, 1986; Mahler, Greenberg and Hayashi, 1981 as cited in Fadil et al. , 2005). Eastern cultural shows that rewards will be given out equally to all those involved in the group’s performance regardless of individual inputs or personal efforts (Fadil, et al. 2005). This is probably as a result of primary sector being the most occupied sector in these cultures. Equality as opposed to Equity is a good ideology that will benefit the equity theory significantly. The business climate today allows Maslow and Adams theory to be applied, although to a limiting degree. Undoubtedly, both theories have shown weakness, strengths and assumptions, which I have explored widely. Today, Maslow’s model is relatable because people do seek to achieve psychological, safety, social and esteem needs, and to discover the realm of self-actualisation.However, as discussed, Maslow’s theory is a very individualistic model that does not relate globally, in collectivist societies. Thus, proving that Maslow’s theory may not be appropriate to business environments globally, which practice collectivism such as China. A lternatively, Adams theory is more fitting for business environments globally in the present and certainly in the future as equity is seen as a necessity of human rights. Finally, ’one of the difficulties in motivating workers is that they, all are ifferent and react differently to the same kind of change or action. ’(Haleopota, 2005) once this concept is understood, it is much easier to regard these theories individually, monitoring the effects on an individual over short and prolonged periods of time. These theories discussed are outdated and difficult to empirically test, even though they have been published for years now. Businesses evolve over the years and structures rotate as time goes along. Needless to say, some aspects of these theories are relatable today but are quickly diminishing.It is essential to remember ‘the concept of motivation is somewhat abstract, different strategies produce different results at different times, and there is no single strat egy that can produce guaranteed favourable results all the time. ’(Halepota, 2005). Bibliography List of references Bellott, F. K. , & Tutor, F. D. (1990). â€Å"A Challenge to the Conventional Wisdom of Herzberg and Maslow Theories†, Paper presented at the Nineteenth Annual Meeting of the Mid-South Educational Research Association. New Orleans, LA Berscheid, E. , Walster, G. , & Hatfield Walster, E. 1978, Equity: Theory & Research, Allyn & Bacon, Inc. Brain, C 2002, Advanced Psychology: Applications, Issues & Perspectives, Nelson Thrones, Cheltenham. p 131-132. Cory, C. , 2006, Equity theory and employee motivation, Buzzle, retrieved from http://www. buzzle. com/editorials/6-24-2006-100325 Deutsch, M. , 2000, Justice and conflict, In M. Deutsch and P. T Coleman (Eds), the Handbook of conflict resolution: theory and practice, San Francisco: Jossey- Bass Inc. Publishers. Eisenhardt, K. M. , The Academy of Management Review, Vol. 14, No. 1 (Jan. , 198 9), pp. 57-74Fadil, P. A. , Williams, R. J. , Limpaphayom, W. , & Smatt, C. , 2005, Equity and Equality? A Conceptual Examination of the Influence of Individualism/Collectivism on the Cross-cultural Application of Equity Theory, Cross Cultural Management, 12 (4), 17-36 Geare, A 1977, Wage Payment Systems, Methuen, New Zealand. P 80 Greenberg, J. , 1988, Equity and Workplace Status: a Field Experiment, Journal of Applied Psychology, 4, 606-613 Greenberg, J. , 1990, Employee Theft as a Reaction to Underpayment Inequity: The Hidden Cost of pay cuts, Journal of Applied Psychology, 5, 561-563Halepota, H. A. ; 2005 A Motivational Theories and Their Application in Construction, Cost Engineering Vol. 47/No. 3 March, 2005, p. 14. Hallez, T. , Ball, B. , 2010, ‘Stacey Adams Equity Theory', Your Coach, Accessed 12th November 2012, Source: from http://http://www. yourcoach. be/en/employee-motivation-theories/stacey-adams-equity-theory. php Hofstede, G. , 1984, The Cultural relativity of the Quality of Life Concept, Academy of Management Review Vol. 9 issue. 3 p. 389-39 Hollinger, R. C. , & Clark, J. P. 1983, Deterrence in the workplace: Perceived Certainty, Perceived Severity, and Employee Theft. Social Forces, 5, 561-568 Huseman, R. C. , Hatfield, J. D. , and Miles, E. W. , Lawler, E. 1968, ‘Equity theory as a predictor of productivity and work quality’, Psychological Bulletin, vol. 70, pp. 598-610 Maslow, A 1970, Motivation and Personality, 3rd ed. , Harper ;amp; Row, New York. Chapter 2: p. 15-31. Huseman, R. C. , Hatfield, J. D. , Miles, E. W. , 1987, The Academy of Management Review, Vol 12(2), p. 222-234 Maslow, Abraham H. , Lowry, Richard J. 1940-, Maslow, Bertha G, Freedman, Jonathan L. , and International Study Project The journals of Abraham Maslow. Lewis Pub. Co, Lexington, Mass, 1982. McLeod, S 2007, ‘Maslow's Hierarchy of Needs', Simple Psychology, Accessed 11th November 2012, Source: from http://http://www. simplypsychology. org/maslow. html Muchinsky, P. M. , 1993, Psychology applied to work: An introduction to industrial and organizational psychology, 4th edition, Brooks/Cole (Pacific Grove, Calif. ), p. 584 Oleson, M. , Exploring the Relationship between Money Attitudes and Maslow's Hierarchy of Needs.International Journal of Consumer Studies, Vol. 28, No. 1, pp. 83-92, January 2004. Pinder, C. C. 1998. Work motivation in organizational behaviour. Upper Saddle River, NJ: Prentice-Hall Poston, B 2009, ‘Maslow's Hierarchy of Needs', An Exercise in Personal Explorations, Association of Surgical Technologists, p. 347-353 Pritchard, R. , 1969, ‘Equity theory: A review and critique', Organizational Behaviour and Human Performance, vol. 4, issue 2, pp. 176-211 REDMOND, B 2009, ‘Equity Theory',  The Pennsylvania State University, PSYCH 484: Work Attitudes and Job Motivation, pp. -16 Rakowski, N 2011, Maslow's Hierarchy of Needs Model – the Difference of the Chinese and the Western Pyramid on the Example of Purchasing Luxurious Products, GRIN Verlag. Shapiro, D. , Steers, R. M. , ;amp; Mowday, R 2004, ‘INTRODUCTION TO SPECIAL TOPIC FORUM THE FUTURE OF WORK MOTIVATION THEORY', The Academy of Management Review, vol. 29 issue 3, pp. 379-387 The Academy of Management Review, Vol. 12, No. 2 (Apr. , 1987), pp. 222-234 Trevino, A. Javier (2009) ‘George C. Homans, the human group and elementary social behaviour', the encyclopaedia of informal education, p. [Www. infed. org/thinkers/george_homans. htm] WAHBA, M. , ;amp; BRIDWELL, L. , 1976, ‘Maslow Reconsidered: A Review of Research on the Need Hierarchy Theory', ORGANIZATIONAL BEHAVIOR AND HUMAN PERFORMANCE, vol. 15, pp. 212-240 Westerman, C. , Park, H-S. , ;amp; lee, H-E. , 2007, A Test of equity theory in multidimensional friendships: a comparison of the United States and Korea. Journal of Communication, 57, 576-598 Wilson, Fiona M (2010) â€Å"Chapter 6: Motivation†. Organizational behaviou r and work: a critical introduction, (pp. 123-142) Oxford: Oxford University Press Motivation This paper presents the findings with regards to the motivation levels of Officers in the Defense Sector under several parameters. The Indian Army serves as the ultimate instrument for maintaining the unity and the integrity of the nation in the face of external threats and internal unrest and disturbances. Teamwork breeds comradeship which, in turn, leads to pride in belonging to a team and fosters esprit De corps. Motivation thrives on a continuing sense of purpose and it is the Job of the commander to instill this purpose.Skill in the techniques of leadership is the foremost quality in the art of command and contributes very largely to success at all levels of war. The basic structure and motivational ethos of the armed forces in general and the Indian Army in particular, has remained rooted in the colonial context. The entire basis of military motivation has been focused around the Zeta/ honor and martial traditions of the sub-nationality based Regiment. The pride in the â€Å"G uam† (substantiation) has been the primary basis of the military motivational ideology. The history and achievements of the â€Å"Guam† have used to inspire the older.The Indian National Army (NINA) of Subtask Chancre Bose provided a readmes model for the Indian context. It had tried to apply the German and Japanese techniques of military motivation to the Indian context with considerable success. The relation between employee motivation level (dependent variable) with the extent of leadership behavior, organizational culture, team spirit, personal effectiveness and effect of financial motivators (independent variables), as reflected through analysis of data by using Crossbar and Chi-square method is presented as follows: 6. Extent of Leadership Behavior * Level of Employee Motivation Table 6. : Crossbar of Extent of Leadership Behavior * Level of Motivation in Defense Crossbar Level of Employee Motivation Low Medium High Total Autocratic Count 23 11 0 34 % within Exten t of Leadership Behavior 67. 6% 32. 4% 100. 0% Participative Count 6 64 9 79 7. 6% 81. 0% 11. 4% 100. 0% count 18 1937 Extent of Leadership Behavior Charismatic 48. 6% 51 100. 0% Total count 2993 28 150 19. 3% 62. 0% 18. 7% 100. 0% Table 6. 2: Chi Square of Extent of Leadership Behavior * Level of Motivation Chi- Square Tests Value UDF Assam. Gigs. (2-sided) Pearson Chi-Square 94. AAA 4 . 000 Likelihood Ratio 87. 164 4 .OHO Linear-by-Linear Association 65. 070 1 . 000 N of Valid Cases 150 a. O cells (. 0%) have expected count less than 5. The minimum expected count is 6. 35. 124 Fig. 6. 1: Graph for Extent of Leadership Behavior * Level of Employee Motivation Table 6. 1 presents the information related to the extent of leadership behavior and level of motivation of the employees. It is evident that 81% of the employees falling in participative leadership behavior have a medium level of motivation, whereas in al other leadership behavior categories, around 41% of the employees have m edium level of motivation.Autocratic leadership style and behavior has sizeable 68% respondents in low level of motivation, whereas the relative percentage of participative and charismatic leadership behavior is much less. Hence, it seems that as the close-control leadership behavior is increasing, the level of employee motivation is decreasing. To test this association between extent of leadership behavior and level of employee motivation, Chi Square test (Table 6. 2) has been seed, Here, the null hypotheses is that there is no relationship between leadership behavior and level of employee motivation.A high Chi Square value, I. E. 94. 085 confirms this relationship. Asymptotic significance value has been 0. 000, which shows that the relationship is statistically significant at 5% level of significance. Thus, the null hypotheses, stating no relationship between leadership behavior and level of employee motivation stands rejected. Hence, it may be concluded that leadership behavior p lays a significant role in employee motivation. As the close control of dervish behavior increases, the level of employee motivation tends to decrease. 6. Organizational Culture * Level of Employee Motivation Table 6. 3: Crossbar of Organizational Culture * Level of Motivation Crossbar Level of Employee Less count 2429 1 54 Conducive % within Organizational Culture 44. 4% 53. 7% 1. 9% 100. 0% Moderately count 5 37 7 49 10. 2% 75. 5% 14. 3% 100. 0% count 0 27 20 47 Organizational Culture Highly 57. 4% 42. 6% 100. 0% % within 19. 3% 62. 0% 18. 7% 100. 06 Table 6. 4: Chi Square of Organizational Culture * Level of Motivation Chi-Square Tests Pearson Chi-Square 54. 60AAAikelihood Ratio 60. 297 4 .OOOHOinear-by-Linear Association 47. 912 1 . 000 a. O cells (. 0%) have expected c oumountess than 5. The minimum expected count is 8. 77. Fig. 6. 2: Graph for Organizational Culture * Level of Employee Motivation Table 6. 3 presents the information related to the organizational culture and le vel of motivation of the employees. It is evident that 76% of the employees falling in moderately conducive organization culture have a medium level of motivation, whereas in all other organizational culture categories, around 55% of the employees have medium level of motivation.Less conducive organizational culture has sizeable 44% respondents in low level of motivation, whereas the relative percentage of moderately and highly conducive organization culture is much less. Hence, it seems that with more conducive organization culture, the level of employee motivation is increasing. To test this association between organizational culture and level of employee motivation, Chi Square test (Table 6. 4) has been used, Here, the null hypotheses is that there is no relationship between organizational culture and level of employee motivation.A moderately high Chi Square value, i.I. 54. 060 confirms this relationship. AsAsymptoticignificance value has been 0. 000, which shows that the relatio nship is statistically significant at 5% level of significance. Thus, the null hypotheses, stating no relationship between organizational culture and level of employee motivation stands rejected. Hence, it may be concluded that organizational culture plays a significant role in employee motivation. With more conducive organization culture, the level of employee motivation is increasing. 6. 3 Team Spirit * Table 6. : CrCrossbarf Team Spirit * Level of Motivation LOW count 24 24 0 48 within -ream spirit 50. 0% 50. 0% 100. 0% Moderate count 5 48 5 58 % within -ream spirit 8. 6% 82. 8% 8. 6% 100. 0% count 0 21 2344 Team Spirit High % within -ream spspent7. 7% 52. 3% 100. 0% % within -ream spirit 19. 3% 62. 0% 18. 7% 100. 0% Table 6. 6: Chi Square of Team Spirit * Level of Motivation Chi-Square Tests Pearson Chi-Square 80. 60AAAikelihood Ratio 83. 585 4 . OOOHOinear-by-Linear Association 62. 774 1 . 000 a. O cells (. 0%) have expected count less than 5. The minimum expected count is 8. 2 1 . 129 Fig. 6. : Graph for Team Spirit * Level of Employee Motivation Table 6. prPresentshe information related to the team spirit and level of motivation of the employees. It is evident that 83% of the employees having moderate team spirit have a medium level of motivation, whereas in all other team spirit categories, around 49% of the employees have medium level of motivation. Low team spirit has sizeable 50% respondents in low level of motivation, whereas the relative percentage of high team spirit is much less. Hence, it seems that as the team spirit is increasing, the level of employee motivation is increasing.To test this association between team piprintnd level of employee motivation, Chi Square test (Table 6. 6) has been used, Here, the null hypotheses is that there is no relationship between team spirit and level of employee motivation. A high Chi Square value, i.Ie.E80. 607 confirms this hypotheses, stating no relationship between team spirit and level of employee motivat ion stands rejected. Hence, it may be concluded that team spirit plays a significant role in employee motivation. As the team spirit of employee increases, the level of motivation tends to increase. 6. 4 Personal Effectiveness * Level of Employee Table 6. CrCrossbarf Personal Effectiveness * Level of Motivation CrCrossbarOW count 1260 18 % within Personal Effectiveness 66. 7% 33. 3% 100. 0% Medium count 14 564 74 18. 9% 75. 7% 5. 4% 100. 0% count 3 31 2458 Personal 5. 2% 53. 4% 41 100. 0% 19. 3% 62. 0% 18. 7% 100. 01 Table 6. 8: Chi Square of Personal Effectiveness * Level of Motivation Chi-Square Pearson Chi-Square 58. 544aAAAelihood Ratio 55. 162 4 . OOO OHOear-by-Linear Association 44. 284 1 . 000 a. 2 cells (22. 2%) have expected count less than 5. The minimum expected count is 3. 36. Fig. 6. 4: Graph for Personal Effectiveness * Level of Employee Motivation Table . presPresents information related to the personal effectiveness and level of motivation of the employees. It is ev ident that 76% of the employees having medium personal effectiveness have a medium level of motivation, whereas in all other personal effectiveness categories, around 43% of the employees have medium level of motivation. Low personal effectiveness has sizeable 67% respondents in low level of motivation, whereas the relative percentage of high personal effectiveness is much less. Hence, it seems that as the personal effectiveness is increasing, the level f employee motivation is increasing moderately.To test this association between personal effectiveness and level of employee motivation, Chi Square test (Table 6. 8) has been used, Here, the null hypotheses is that there is no relationship between personal effectiveness and level of employee motivation. A moderately high Chi Square value, i. eI 5E. 544 confirms this relationship. AsymAsymptoticnificance value has been 0. 000, which shows that the relationship is statistically significant at 5% level of significance. Thus, the null hy potheses, stating no relationship between personal ffeceffectiveness level of employee motivation stands rejected.Hence, it may be concluded that personal effectiveness plays a significant role in employee motivation. As the personal effectiveness of employee increases, the level of motivation tends to increase moderately. 6. 5 Effect of Financial Motivators * Level of Employee Motivation Table 6. 9: CrosCrossbarEffect of Financial Motivators * Level of Motivation CrosCrossbar count 10 27 1047 Affected % within Effect of Financial Motivators 21 57. 4% 21 100. 0% count 1966 18 103 Effect of Financial 18. 4% 64. 1% 17. 5% 100. 0% Table 6. 0: Chi Square of Effect of Financial Motivators * Level of Motivation Pearson Chi-Square . 12a AAA 736 Likelihood Ratio . 608 2 . 738 Linear-by-Linear Association . 008 1 . 929 a. O cells (. 0%) have expected count less than 5. The minimum expected count is 8. 77. Fig. 6. 5: Graph for Effect of Financial Motivators * Level of Employee Motivation Tabl e 6. 9 presents the information related to the effect of financial motivators and level of motivation of the employees. It is evident that 64% of the employees affected by financial motivators have a medium level of motivation, whereas those unaffected by inanuncialivators, i. eI aEouAround of the employees have medium level of motivation.Of the employees affected as well as not affected by financial motivators, sizeable 20% respondents have low level of motivation. Hence, it seems that there is no much variation in motivation level of the employees affected by financial motivators and the ones not affected by financial motivators. To test this association between effect of financial motivators and level of employee motivation, Chi Square test (Table 6. 10) has been used, Here, the null hypotheses is that there is no elatlegislationween financial motivators and level of employee motivation.A low Chi Square value, i. eI 0E 612 confirms this non-relationship. AsymAsymptoticnificance v alue has been 0. 736, which shows that the relationship is statistically insignificant at 5% level of significance. Thus, the null hypotheses, stating no relationship between financial motivators and level of employee motivation stands accepted. Hence, it may be concluded that financial motivators have no significant effect on employee motivation. Hence, there is no relationship between financial motivators and level of employee motivation.

Choosing Good Visual Essay Mertons Theory Samples

Choosing Good Visual Essay Mertons Theory Samples Aldous Huxley, a major essayist, gives guidance on the topic. Be certain you've followed an excellent art essay structure. A financial essay can begin with a thesis, or it may begin with a theme. It is possible to also begin an essay with popular quotations in the shape of essay hook for boosting the quality of your essay for readers. For instance, if you're given with cyber security essay topics research work must complete such essays by employing relevant examples associated with your opinion on the subject. As you have observed, different kinds of essay topics have various approaches to approach them, and in addition, they have their own benefits. Possessing good essay examples provides the reader an in-depth and on-the-court idea about what a well structured and coherent essay appears like. An individual should have a fairly much idea about the whole essay and its arguments only then it's possible to prepare its thesis statement in actual sense. The above mentioned sample of the persuasive essay will assist you in writing your college essay assignments in time. That's the reason why there isn't any such range of mistake in the essay as college students may stick to this example blindly whole making the outline of their very own visual analysis essay. Students are requested to explain, comment on, or assess a subject of study in the shape of an essay. Newbie college students discover that it's tricky to compose such essays in the start. Merton utilizes the term malintegration to spell out the condition of society. Merton rejected a lot of the notions that were the foundation for structural functionalism. Merton held it to meet with the challenge of cultural objectives, folks could adapt in five distinct ways by taking a look at the strength of someone's commitment to the challenge and the access to institutionalised ways to pursue it determine the adaptation. Likewise Merton does not consider why different individuals have various adaptations. The American Dream' encouraged people to pursue an aim of success that was largely measured in regard to the acquisition of wealth and material possessions. So as to write about visual arts, you've got to comprehend the art better. They wish to cause a revolution and make a better society for all. Merton's major concern was that societies, like the usa, do not supply the capacity to attain cultural targets. Think of men and women that are in dead-end jobs. Society tells everyone they are a success based upon how much material wealth they've obtained. Another illustration of this might be an employee working at the exact same company for 20 decades and still people that get hired are making more money doing the exact same thing he has been doing for 20 decades, decides the only means to make that money he isn't receiving is to skim money from the firm. Others are going to also encourage the person to act in how they, too, act. The Truth About Visual Essay Mertons Theory Samp les The text within this cartoon is extremely unique to its time, on account of the big focus that's been on border control. Finally, a nice and interactive presentation of the paper has become the most crucial step. Often times visual papers are finally represented in the shape of slides or videos, but they are also able to be in the shape of posters. Please take some time to examine these portfolios. Anomie in the simplest terms is a scarcity of social or ethical norms in a person or group. Quite a few alternative logical structures for essays are visualized as diagrams, making them simple to implement or adapt in the building of an argument. One of the best areas of this theory is the capability of a single person to find things and realities from somebody else's perspective. Within a topic there are several scopes or aspects or factors which are in play. The idea of dysfunction allows functional theory to center on change. To set the individual who's experiencing such a strain in check, society must function as a regulator. To offset the focus on stability of conventional functionalism, Merton introduced the idea of dysfunction.