The Dialectical Cut In Socrates Soul Essays - Dialogues Of Plato

The Dialectical Cut in Socrates' Soul Within the spectrum of the political realm, one of the most important philosophical questions arises, "What is the best regime?" It is obvious that the best regime is one of complied consent. There still seems to be difficulty in deciding the best means to the desired end. Politics, the ruling force, operates in the realm of opinions. Its counterpart, philosophy, is an attempt to replace opinions about political things. This "political science" is the process of acquiring political knowledge for the guiding of political life. The transformation from opinions to knowledge is through the dialectic method. This "political science" is not without its problems. It is plagued by relativism and nihilism. These problems tend to make politics unreceptive to philosophy. What philosophy is is best seen in a confrontation between the philosopher and the city. It is by no small coincidence that these two conflicting views are seen in different characters in The Being of the Beautiful. The obvious question now becomes "Why does Plato make a dialectical cut in Socrates' soul between Theaetetus and Young Socrates?" In answering this question it becomes central to assume that the being of the beautiful is not contained in one character, and for that matter, may not be a character at all. It is crucial then to take up the characteristics of both Theaetetus and Young Socrates in relation to what the beautiful is. In so doing, it will provide the basis for political knowledge. To begin, Theaetetus is a youth just returned from battle. War, being the harshest of all teachers places one under the duress of necessity. This is a foreshadowing of the struggle, both internal and external that are about to occur. The exteral battle is the undermining of the beliefs and opinions of the many. This undermining is very dangerous for it leads to one of three options: death, madness or philosophy. As different as all of the beliefs are, the basis is faith butressed by reason to make it friendly to philosophy. The internal struggle, at first glance, seems to be the easier to construct. The internal struggle is Theaetetus' gripping the concept of the idea (eikoi). Socrates acknowledges that Theaetetus grasps the idea by saying "Gosh, that's good by Hera, and divine" (Theaetetus, 154d). Socrates apparently implicates that Theaetetus has the mind of a philosopher. He is one of the few who can have his opinions undercut and still be willing to learn. Although Theaetetus adds substantive meaning to the discussion, he soon becomes "dizzy" (Theaetetus, 155d). Again, Socrates encourages Theaetetus saying that "this experience is very much that of the philosophers" (Theaetetus, 155d). Throughout the Theaetetus, Theaetetus cannot seem to move out of the language of the city. He constantly answers "it seems likely" and "it appears". Socrates does not correct this apparent flaw. Socrates is very patient with Theaetetus, stopping at many points to let Theaetetus grasp the point. It is not until the Sophist that Theaetetus moves from the language of "it appears" to "of course" (Sophist, 222e) cutting off the Stranger in the middle of a sentence. The Stranger treats Theaetetus very differently than does Socrates. Perhaps this is the reason for Socrates' qualified recommendation of Theaetetus to the Stranger. "Well, its possible to select anyone you want of those present, for everyone will gently comply with you, but if you take me as your adviser, you will choose one of the young, Theaetetus here, or anyone of the rest who suits you" (Sophist, 217d). The Stranger does believe that Theaetetus can become the philosopher. "Since I understand your nature, and it will advance by itself, I will let it go... for time would be superfluous" (Sophist, 265e). The stranger teaches skepticism that one must have to become the philsopher but at the same time teaching Theaetetus not to give up altogether. In contrast to Theaetetus' moderation, Young Socrates is excess of courage. Where Theaetetus is timid, Young Socrates is courageous. Young Socrates first fault is that he has trouble following the dialogue. It is important to make Young Socrates sympathetic to philosophy, by discouraging him, but not making him the philosopher. Although Young Socrates gets lost in the speech, he continues to follow in an attempt to understand. He even goes to the extreme of reproaching the Stranger when he says "... but we went around in a circle distinguishing very many things in vain" (Statesman, 283b) by saying "Just speak" (Statesman 283c). He does not get angry like Callicles and is more perseverant than Polus. Spirited citizens, such as

Ask a Literary Publicist Vol.1 Press Releases and Tragedy

Ask a Literary Publicist Vol.1 Press Releases and Tragedy Ask an Award-Winning Literary Publicist #1: Press Releases and Tragedy Sandra Goroff is a veteran award-winning literary publicist with Reedsy. Over her illustrious  30-year (and counting) career, she has worked in-house at Houghton Mifflin and represented authors the likes of Clive Cussler, Maurice Sendak, Chris Van Allsburg, Hollywood legend Kirk Douglas, and former president Jimmy Carter.In this, her first guest post, Sandy will answer questions submitted by authors, shining some light on how to best approach publicity as an author.'Pressing' concernsR. Read asks, â€Å"Can self-published authors hope to submit press releases to news outlets?†The answer is an absolute and resounding YES! Self-published authors can always submit press releases to news outlets - in fact, they should.Anyone can submit a release about their book (self-published or otherwise) to various print and broadcast media. The key is to make it worth the time and effort by creating an effective release and making sure it gets to the right contacts. 'Ask an award-winning literary publicist' - @ReedsyHQ's new column answers your publicity Qs Research your contacts firstFirst of all, you will need the names and email addresses of newspaper reporters, editors, and television bookers and producers. The old-fashioned way to find these (which still works) is to ever-so-politely call the assignment desk and simply ask. No explanations needed. You don’t even need to introduce yourself or say why you are calling unless asked. In fact, the less you say the better.Is there anything you’d like to ask Sandy about book publicity? Drop your question at this link and it might feature in our next column.

Issues of poverty in U.S Essay Example | Topics and Well Written Essays - 250 words

Issues of poverty in U.S - Essay Example In the year 2003, the rate stood at 63 percent from a previous 42 percent in the mid 1990s.Research by OECD indicates that with the formation of the coalition government, the GDP growth rose to 7.8 percent in 2011 as a result of the economic recovery in the country. Uganda has seen a lot of improvements with the poverty rates declining to 31.1% in 2006 as compared to 56% in the early 1990s. World Bank (2011) indicates that the country is likely to attain the millennium goals set by the year 2015. As compared to U.S.A. the poverty levels in India have decreased. This is according to World Bank (2011) who indicates that in India, through the process of poverty reduction has been slow; the government is doing its level best to hasten the pace of poverty reduction. This work also emphasizes that the reduction of poverty in India has improved as contrasted to the earlier periods. Even though the country is rated as one of the poorest in the globe, poverty cutback is an explanation of the fact that the proviso of services will get better, ranging from health services to

Simplify the answer Essay Example | Topics and Well Written Essays - 1250 words

Simplify the answer - Essay Example This additional expertise distinguishes auditors from accountants. GAAS are ten general guidelines that help auditors carry out their responsibilities. GAAS have: three general standards focusing on competence, independence, and due professional care; three on field work and four on reporting. GAAP on the other hand are specific rules for accounting for transactions in an enterprise. Examples of such include any of the opinions of the Financial Accounting Standards Board  (FASB). 4. The first standard of field work requires the performance of the audit by a person or persons having adequate technical training and proficiency as an auditor. Discuss three ways in which auditors can fulfill the requirements of the standard? Auditors can obtain technical training and proficiency through formal education by specializing in auditing and accounting, enough practical experience and continuing professional education. They can show proficiency by becoming CPA licensed, which demands that the Uniform CPA Examination of the U.S. or the equivalent must be completed. Independence of mind means the auditor maintains an unbiased attitude throughout the audit. Independence in appearance is based on others’ interpretation of the auditor’s independence of mind and hence their faith in him. Some of the activities that may only affect independence in mind are: These are appropriateness and sufficiency. Appropriateness is the relevance and reliability of evidence. Appropriateness relates to the audit procedures selected, and the timing of these procedures. Finally, sufficiency is the quantity of evidence and is related to sample size and items selected. Business failure refers to the risk that a business will finically fail and hence be unable to pay its financial obligations. Audit risk refers to the risk that the auditor will conclude that the financial statements are stated fairly and hence an unmodified opinion can be used when in reality they are

Cameras in Court Rooms Distort the Trial Process Essay

Cameras in Court Rooms Distort the Trial Process - Essay Example In UK, citizens do not only watch parliament proceedings but also court proceedings without having to attend in person. On the other hand, they also watch debates in the House of Lords and House of Commons on terrestrial television. In UK, trials of well-published are often televised as either news reports or separate documentaries (Brill, 1996, p.51). A channel that only airs criminal justice system’s footage, Court TV, is normally made available in the court rooms to inform the citizens of proceedings of a certain case. O.J. Simpson’s murder trial was fully filmed and watched by millions of audience. This made the lawyers and judges that were involved in this case become international celebrities. Another famous case trial that was filmed and watched by all citizens was that of Louise Woodward – a case of murder committed in the United States (Mason, 2000, p. 26). Pictures of her appearance in the courtroom were transmitted in Britain. That resulted into immens e public reaction. A campaign by the national media raised enough money to pay for her sub sequential appeal and defense costs. The televised emotive pictures made the public to sympathize with her, hence the assistance. Interesting issues concerning discrimination, individual liberties and constitutional rights are raised in this topic. Other international trials have also embraced the significance of audio visual technology (Mason, 2000, p. 26). International criminal tribunals that were concerned with former Yugoslavian dissolution and Rwandan atrocities were also televised, thus gaining mixed reactions from the public. Arguments Supporting Camera Use in the Court Television as Educator; Learning the Law A democratic society allows its citizen’s to access court proceedings. Anyone has a right to sit in the public gallery, watch the whole or part of the trial, or appeal. In UK, citizens are often free to attend even then House of Lords, similar to the way citizens are free to watch the proceedings of the Supreme Court in the United States. Therefore, there is no constitutional barrier that bars court trials from being televised. However, it is difficult for non-lawyers to understand court events. Television coverage normally include commentaries that make it easier for citizens to understand thus making the watching of a trial an educational experience that is even more profitable. In the OJ Simpsons case, camera men were frequently cautioned against taking shots of the messenger. This case has since created a knee-jerk sort of reaction. However, watching all court proceedings is limited during the week as people are busy in their work places. Attending court proceedings in person is every expensive while public gallery is limited in space. People have to arrive very early in courts to attend well-publicized trials in order to secure a seat. Citizens should not enjoy their democratic rights by making such sacrifices of money and time. On the other han d, court proceedings should be televised just like parliament proceedings. This is because laws are usually made in parliament and the role of court is only developing them. Precedent doctrine is normally applied in countries that use common law. Therefore, outcome of subsequent cases can be determined by earlier reasoning. Consequently, court decisions could equally impact on people’s lives just like just like parliament decisions. It is the right of all citizens to know these decisions. Moreover, even though all cases do

How Organizations Ensure Job Satisfaction

How Organizations Ensure Job Satisfaction INTRODUCTION The world has been changing into the global village quite rapidly since the beginning of 21st century. Gone are the days of dark ages when employers could exploit their workers by receiving maximum output in exchange with no or awfully minimal rewards or incentives. In todays world, due to improved communication networks, one cannot keep others in dark about their rights and organizations have to fulfill their responsibilities according to the global standards. Similarly, the world of internet has enabled people to link themselves with others through websites. This new reality is working towards the objective of creating new sociological arrangements within the context ofÂÂ  culture, and same is the case with corporate culture. After realizing the force of competitiveness in global markets and between individual organizations, it has become really essential for any organization to make certain that it develops and keep holding a kind of personnel that is dedicated and faithful w ith the organization for an unlimited time. The workers or employees who are happy and satisfied with the work that they are assigned to do, or by the culture of the organization regarding relations with their employees ultimately feel motivated to continue their relationship with that organization as a faithful, devoted, committed and talented workforce. But many theorists feel that a great number of employees do not have this level of job satisfaction that they can be taken as motivated towards achieving the goals of the organization. Because of this unsatisfied nature of the employees, they keep seeking for alternate job resources where they may be able to experience a higher degree of job satisfaction. A high degree of job satisfaction shows high retention rate and low turnover rate. In other words, turn over rate can be taken as a measure of Job satisfaction level of the employees in any organization. The organizations that fail to retain their able and talented workforce and cannot make them loyal to the organizational g oals face problems in escalating their production level and profitability. Finck, Timmers and Mennes (1998) highlighted the problem that the business excellence can be achieved only when employees are excited by what they do, i.e. the employees should be satisfied with their work and job conditions in order to achieve high goals of an organization. Employee motivation and its link to job satisfaction of employees has been a matter of study for ages. Managers have to rely on their human resources to get things done and therefore need to know what factors would be most helpful for them in having a workforce that has a high level of job satisfaction. Making employees motivated is considered as a factor that has a power of making workers satisfied with their jobs. But this is an understood fact that one cannot directly motivate others; one can just create the conditions where people feel motivated themselves. Spector (2003) says that a number of factors can help in motivating people at work, some of which are tangible, such as money, and some of which are intangible, such as a sense of achievement. The accomplishment of any organization greatly depends on the contribution of its labor force. This is also said that such contributions are triggered by those features of peoples work environment that motivate them to devote more material and intellectual vigor into their work. In this way the organizations objectives are chased and accomplished. Motivation and job satisfaction are therefore regarded as key determinants of organizational success, both of which have an inter link between themselves. In order to have a highly productive and loyal workforce, organizations strive to take measures that would create a feeling of satisfaction and well being in their workers. But does it really matter, or is it only a common myth that the aspect of motivation does have an influence on the job satisfaction level of the employees. The aim of this study is to observe the relationship between motivation and job satisfaction of employees and to authenticate it through statistical measures. 1.2 Concepts of Employee Motivation and Job Satisfaction Definitions of employee motivation: The term motivation is derived from the Latin word movere, which means to move (Baron, Henley, McGibbon McCarthy, 2002). This means that motivation is a kind of energy that helps people in advancing towards the achievement of some certain goals. A great number of researchers over the years have been studying the concept of motivation and have been trying to extract the true definition of motivation but motivation can not be defined in explicit manner. Rather, motivation can be taken as a phenomenon or a concept instead of a simple remark. Campbell and Pritchard (1976) defined motivation as a label for the determinants of the choice to begin effort on a certain task, the choice to expend a certain amount of effort, and the choice to persist in expending effort over a period of time. Therefore, motivation is considered as an individuals behavior which is the result of some inter-related factors where some variables have to be taken as constants such as individuals skills, abilities and knowledge. There are a lot of perspectives about motivation; some of them are given below. Beck (1983) stated that four basic philosophies trigger a variety of angles about motivation on workplace. According to him, a man can be about his economic conditions, he wants to involve in more social activities and strong social relations, he wants to satisfy his need of self-actualization, or he may be a mixture of all the above mentioned needs. Theories that are about the rational economic man assume only the power of economic conditions on the overall behavior of a man. These theories assume that men are rational and they may make a right decision for their economic well being. The organizations that emphasize on the extrinsic rewards for their employees for example pay raise or fringe benefits actually follow this school of thought that man is rational about his economic conditions. Second kind of theories assume that the basic need of a man is only being social, these theories assume that man is mainly motivated by his social needs such as making friends and having good relationship with their colleagues. In this case, organizations want to make a more conducive and happy environment where their employees are satisfied with the people around them and where they can maintain good inter-relationship with the people t their workplace. Third perspective of motivation, according to theorists, is that a mans basic need is self actualization. It says that people can be motivated through intrinsic measures as they get pleasure in making good job and receiving compliments in response to a good job. That is, people derive satisfaction through their accomplishments. Organizations that believe in this approach may make a system where rewards are based on high performance. Lastly, the complex man approach argues that there is a much more complex system about motivation of people and this can be based on many factors such as emotions, motives, abilities and experiences. These factors may change their places on the scale from high to low or from low to high level from time to time. The changes in these levels are because of newly learnt behaviours of people as time passes. All of these above mentioned perspectives of motivation have triggered the researchers and theorists to present a number of different definitions about motivation. According to Schultz and Schultz (1998), motivation can be regarded as only the characteristics of people at workplace or personal characteristics of people that may explain the behaviour of people on their job. Some authors are of the view that intrinsic conditions are more powerful than the work related characteristics of a person. Spector (2003) regarded motivation as inner state of mind of a person that persuades him to involve in some particular kind of behaviours. Spector argued that motivation may be studied from two perspectives. One perspective, according to him is that motivation is the direction for behaviour to develop that people choose from a number of behaviours. The intensity of such behaviour can differ with the amount of effort that is required to be put in a task to accomplish. The second perspective is that an individual gets motivated by the desire to attain some particular goals. This motivation is derived from a persons individual needs and desires. Petri (1996) also stated that motivation can be taken as a force that acts on an individual to start and take initiative in showing some special behaviour. This theory explains that why it happens that some behaviour is mor e intense than others in particular situations, but not in others. The definition of motivation according to Gouws (1995) is that motivation originates from within an individuals own self, either consciously or unconsciously, to fulfill a given task with success because the person takes pleasure in fulfilling this particular job, rewards from others are not important for such kind of individuals who are motivated intrinsically. Beach (1980) regarded motivation as a readiness to use up energy to achieve a target or incentive. According to him, behaviours tend to be repeated when they are rewarded by others, but the behaviours that are not properly rewarded or are punished will tend to die with the passage of time. He, however, recognized that intrinsic motivation has a link with the job content and it comes in light when people are satisfied by performing some activity or just by involving in some kind of activity. Van Niekerk (1987) regarded motivation at workplace as created by the workplace environment and conditions that exert an influence on workers to perform some kind of activity by their own wish. According to him, workers want to reach some specific goals to have an inner satisfaction and to satisfy their own needs. Pinder (1998) gave his idea by keeping in mind the work place of organizations. He explained work motivation as a set of internal and external forces that help in initiating behaviours that are work related. According to the definition of Pinder (1980), work motivation has features that are invisible, and they are created from a persons inner self and that researchers therefore must rely on the theories that are already established in order to have some guidance in measuring work motivation. For the purpose of this particular study, employee motivation is taken as an instinctive force, that is maintained and shaped by a set of personal characteristics as well as workforce characteristics, that depend on the particular needs and motives of the workers. As it is already mentioned above, the concept of motivation is of very high importance with regard to the effectiveness of an organization, as many researches show that motivation creates a link between job satisfaction and job performance of the employees, and job performance is the determinant of profitability and success of the organization. So, in order to make their employees optimally motivated, it is necessary for an organization to focus on the factors in job content that result in employee motivation and job satisfaction. It is quite necessary for the managers and leaders to have a good knowledge about different motivational theories in order to have an effective management. Managers and leaders would need to choose the right theory to motivate a particular person in a particular situation and therefore have higher-performing and more satisfied employees. Here we are going to discuss different theories of motivation and a critical view of these theories. These motivation theories are categorized as: Need Theories of Motivation, Cognitive Theories of Motivation, and Reinforcement Theory of Motivation. THEORIES OF MOTIVATION Motivation can be regarded as a widely researched concept in the field of management and behaviour sciences. The concept of motivation is drawn on a broad spectrum as it is based on a variety of perspectives. But all of these perspectives have not been of same influence as they had once they were presented by theorists. One example of less influential perspectives is Maslows Hierarchy of Needs theory (Wicker Wiehe, 1999). But their contribution in this regard cannot be neglected and denied as the basis of motivation theories have originated from these perspectives. Motivation theories are generally categorized into three classes; these classes are named as, Need theories of motivation, cognitive theories of motivation, and reinforcement theories of motivation. (Baron et al., 2002). Needs Based Theories of Motivation Need theories of motivation are also named as content theories as they explain the substance of motivation (Hadebe, 2001). These theories propose that internal states of mind of individuals invigorate and express their behaviours. Maslows hierarchy of needs theory Abraham Maslows theory of hierarchy of needs is considered as most common theory in the field of motivation research (Van Niekerk, 1987). It as introduced by Abraham Maslow in 1943. The basic principle of the theory is that people get motivated by their urge to fulfill their needs, or shortcomings. These needs may be grouped in five categories. This theory also argues that all these needs come in hierarchical shape where lower order needs have to be satisfied first before going to the higher order needs (Gouws, 1995). Maslow (1968) emphasized that gratification of one basic need opens consciousness to domination by another. These needs are numbered below going from lower level to higher level needs. Physiological needs, Safety needs, Social needs, Egotistical needs, and Self-actualization needs Physiological needs are the basic needs of a man necessary for his survival, e.g. hunger or thirst. Safety needs do not only mean that a person wants physical safety and security of life. Rather it also means personal security such as a safe and secure job life without any tension. Social needs are referred to as a wish to have friends and family from which a person derives internal pleasure and love. Whereas egotistical needs are based on a persons desire to have a respectable and familiar personality in his society. Self-actualization need is the top most need in the hierarchy of needs as it stands for a persons motivation towards the full growth of his prospective personality, which is basically never totally achieved (Gouws, 1995). Existence-Relatedness-Growth (ERG) theory The theory presented by Alderfer is in fact an expansion of Abraham Maslows theory of hierarchy of needs. Alderfer presented the argument that human needs are not based on hierarchical level, rather they reside on a continuum (Spector, 2003). Alderfer reduced Maslows five needs into only three needs, which he termed as Existence, Relatedness and Growth hence termed as ERG theory. Existence is basically the need of a human being to survive physically from hunger and fear, Relatedness need is attached with the social needs of a man and Growth is basically the need of a person to grow personally and develop his or her personality. Alderfer put emphasis on the argument that as these needs occur on a continuum, all these needs can be experienced at a time. (Alderfer, 1969). Regardless of the fact that Maslows hierarchy of needs theory gathered very less support from empirical data, his theory had a positive effect on the policies of organizations as now managers policies could be more focused on the basic needs of employees. Also the highest level need in the hierarchy that is self-actualization need has been accepted by executives and managers who are now considering it as a compelling motivator (Schultz Schultz, 1998). Herzbergs two-factor theory Frederick Herzbergs Two-Factor theory is a well known theory in the study of motivation concept. Herzberg developed this theory in 1954 while he was studying the behaviours of the workers towards their jobs (Gouws, 1995). In fact, Herzberg wanted to study the behaviour of workers in order to judge their job satisfaction measures, but over the time this study got its reputation as motivation theory due to its motivational factors (Baron et al., 2002). Beach (1980) gave his opinion this theory represents aspects that are related to motivation at work place rather than general human motivation factors. The hygiene factors may be associated with lower order needs in the Maslows hierarchy of needs. These hygiene factors are placed on a continuum from the factors which cause dissatisfaction going towards the factors which cause no dissatisfaction. The point to be noted here is that the here no dissatisfaction does not mean satisfaction, as these factor involve such kind of circumstances that help in preventing dissatisfaction but they do not lead to job satisfaction. Some examples of these hygiene factors include the job status of employees, level of supervision, work conditions, pay and benefits and interpersonal relationships (Herzberg, 1966). Motivators are the factors that produce satisfaction in the employees and the absence of these factors would result in no satisfaction rather than dissatisfaction. The presence of these factors has a positive impact on the employee performance and job productivity. These factors may be associated with Maslows higher order needs in hierarchy but they are placed on a continuum from the factors which are highly motivated to the factors that are highly unmotivated. Job contents such as pleasure of performance, recognition level, opportunities of advancement and promotion are included in motivator factors (Herzberg, 1966). This theory has shown a great impact on the organizational psychology as now organizations are giving their employees a greater opportunity to plan and perform their own job descriptions (Baron et al., 2002). The two-factor theory has been very effective in the sense that now employees get the work that is pleasurable and meaningful for them (Spector, 2003). McGregors Theory X and Theory Y Theory X and Theory Y of Douglas McGregor (1960) correspond to an expansion of his thoughts on motivation to the course and organization of employees in the workplace. McGregors theory X postulates that people do not take interest in their work and try to get rid of making any effort to accomplish the task, so they have to be coerced and pressurized by some strict actions so that they perform up to the desired level. In his theory, the common man is believed to be a highly unmotivated person and lacks the sense of responsibility. He only strives to meet his lower order needs. They are selfish, and do not consider and care about organizational goals. In contrast of theory X, theory Y has a more modern approach to motivation. . it postulates that people seem to be highly motivated toward achievement of organizational goals, they are keen to discipline themselves, they are eager to take up responsibility, and are talented enough to create solutions for problems. McGregor then regarded T heory Y as a more truthful and rational description of human behaviour and attitudes, since it represents the incorporation of individual and organizational goals. However, McGregor acknowledged the fact that the theory does not propose a complete clarification for employee motivation (McGregor, 1960). McClellands learned needs theory McClellands theory is also referred as three needs theory. McClelland argues that the people who are achievement oriented strive to meet their three needs that are: the need for power (nPow), the need for affiliation (nAff), and the need for achievement (nAch). nPow denotes that people strive for a control over others, they want to influence others behaviour and be responsible for their behaviour. The nAff refers to the desire to create and uphold enjoyable relations with other around them. The nAch is the need to compete with others and to succeed in achieving goals et by the individuals themselves. According to McClelland these needs are not instinctive, but these are obtained through experience and learning (McClelland, 1987). Cognitive Theories: Cognitive theories present motivation as a process of cognition or inner thoughts, values and beliefs which are used by people when they want to make some choice regarding their behaviour at work (Schultz Schultz, 1998). Equity theory Equity theory was first introduced by Stacy Adams in 1965. Its basic principle is that individuals are motivated to attain a state of equity and fairness in their connections with other people, and with the organizations that they are working for (Adams, 1965). People make judgments or comparisons between their own and their companions or competitors inputs at workplace, e.g. their experience, qualifications, efforts and the outcomes that they receive as a result e.g. fringe benefits and pay, working conditions and status at job. Then they allocate weights to these effort and outcomes according to their significance and magnitude to themselves. The summed total of these efforts and outcomes creates an input/output ratio. This input/output ratio is the key factor in terms of motivation. A state of equity means that the output/input ratios of a person are equal to the ratio of others. If the inequity exists in this ratio, the person wants to change it by reducing one factor i.e. effort or enhancing the other one i.e. outcome. Apparent state of inequity by the person is consequently the foundation for motivation (Baron et al., 2002). This theory helped in providing the foundation to study the motivational repercussions of apparent injustice and biasness in the place of work. It also put down the basis for more fresh theories on justice (how job requirements and rewards are rewards are determined) (Cropanzano Folger, 1996). Goal-setting theory Edwin Locke proposed Goal-setting theory in 1968 (Beck, 1983). Spector (2003) portrayed this viewpoint on motivation as the theory that the internal intentions of people motivate their behaviours; it can be explained by the fact that that the behaviours are established by people needs to achieve a certain goal. Locke and Henne (1986) explained that behaviours are affected by goals in four ways. According to them, individuals are concerned with the behaviours that they believe would result in achievement of some particular goal; they assemble effort to reach the goal; they add up to the persons diligence which results in spending more time on the behaviours that are necessary to reach the preferred goal; they inspire the persons quest for successful policies for goal attainment. The prerequisites for goals before setting them are; they should be specific, challenging, attainable, need commitment, need regular feedback, and self-set by the individual. Only then individuals get motivated by the goals. Expectancy theory Vroom presented his expectancy theory in 1967 in which he argued that peoples behaviour is based on their expectations and beliefs about future events, which are extremely important and beneficial to them (Baron et al., 2002). Basically, the theory clarifies importance of rewards in establishing the behaviours of individuals. This theory is focused on internal cognitive conditions that go ahead towards motivation. It can be stated as, people are motivated to do some task only when they are sure that a certain task will lead to sme kind of rewards that are beneficial to them. The cognitive states given in expectancy theory are named as expectancy, valence and instrumentality (Spector, 2003). Expectancy means that the individual is expecting that he has the ability to perform the behaviour that is required to lead to a most wanted outcome, e.g. working hard to achieve a promotion in future. Valence stands for the value that is given to an outcome by the individual. An individual wants to know how attractive an outcome of a certain task would be for him. Instrumentality is the term used for a perceived probability of an individual that a certain behaviour will guide to the preferred outcome. Since its introduction, expectancy theory stands for a well known and important approach, but at the same time it has been disapproved on the basis that the assumption about individuals rational and calculating behaviour in their decision making process is not true in all senses. Another criticism for this theory is that fail to take into account the limited cognitive skills of individuals (Baron et al., 2002). Reinforcement Theories Reinforcement theories assume that the behaviour of people at workplace is mainly established by its apparent encouraging or harmful consequences (Baron et al., 2002). The reinforcement theories are based on the idea presented in Law of Effect. This idea was developed by Hull (1943). Hull presented his Drive theory in which he suggested that effort has a direct relationship with drive multiplied by habit. Where habit is a resultant of reinforcement of behaviour. The rewards for behaviour can be tangible, for example money and pay raise, or intangible, for example admiration of a certain behaviour (Spector, 2003). As a result, reinforcement theory has been taken as highly significant in setting up the ideas relating to rewards and monetary incentives as well as appreciation techniques. These reinforcement techniques have been practiced in many organizations now days (Schultz Schultz, 1998). Reinforcement theory is considered as out of track from other motivation theories as it does not take into account the basic factors or need for which a person wants rewards. It only takes into account the relationship between reinforcement and behaviours of employees at workplace. But its importance cannot be denied as the research on this topic has shown empirical evidence that rewards can be highly influential in the improvement of job performance (Spector, 2003). All these theories which are discussed above have added considerably towards different current viewpoints on motivation and appreciating the concept of motivation in the workplace. Undoubtedly, the theories of all the researchers and authors over the years have an impact on organizations ability to change their organizational psychology by taking effective and practical measures in order to meet the challenge of making their employees motivated and satisfied with their jobs to enhance productivity and profitability. JOB SATISFACTION The concept of job satisfaction attracts great attention by the researchers and theorists and also by the organizations these days. As its importance and popularity has been established in organizational productivity. Managers are now feeling more responsible about keeping their employees at a satisfied stage because their job satisfaction has a prime effect on the productivity of the organization (Arnold Feldman, 1986). Organizations are aware of the fact that having personnel that derive satisfaction from their work add massively towards organizational efficiency and definitive survival. Concept with such marvelous effect on organizational and personal life clearly justifies a matching amount of awareness. Definitions of Job Satisfaction Many definitions of the job satisfaction concept have been given over the time. Arnold and Feldman (1986, p.87) defined job satisfaction as the sum total of overall effect that people have towards their job. Therefore, high level of job satisfaction means that a person generally likes his work and appreciates to do so. He has a positive stance about it. McCormick and Ilgens (1980) regarded job satisfaction as a individuals approach towards his job. They added that a feeling is an exciting answer to the job, which may differ from positive to negative along a continuum. Beck (1983) further added that since a job has many unique angles, job satisfaction is essentially a summary of employee attitudes concerning all these. Theories on Job Satisfaction Beck (1983) said that theories involving the concept of job satisfaction have emotional, motivational and informational workings, as do other approaches about this concept. As we have discussed in detail these theories in the section about motivational theories, only a short summary of these theories is sufficient. Equity theory specifies that people generally want to receive what they consider a fair or equitable return for their efforts at work. Greater satisfaction is experienced if they perceive the return or reward they receive as equitable. Aim of the Study / Research Motivation As the topic of this study suggests, the basic aim of the study is concerned specifically to investigate the relationship between measures taken by the organization to motivate employees and their overall impact on the job satisfaction level of the employees. The organizations need to have a smooth line of production and business functions on a consistent basis in order to be able to perform up to the mark in accord with international standards. For this purpose they have to collect, manage and retain proficient, well trained and optimally productive personnel. The personnel of an organization play an important role in higher production and profit making but the condition is that they should be highly dedicated, devoted and faithful to the objectives of that organization. But the staff can have these characteristics only when they are satisfied with the work that they do and who are consequently motivated to continue their relationship with the organization. A systematic understanding of the nature and considerable causes of employee satisfaction and motivation, will facilitate employers in making the strategies to effect the required positive changes in motivation programs of their organization and ultimately to implement these programs to step forward towards optimal employee reliability and retention. Examples of such strategies may include selecting a number of intrinsic and extrinsic rewards to boost employee motivation and to get rid of certain of its human resource policies and practices that can slow down the process of employee motivation and their satisfaction level. A huge number of researches have been conducted on employee motivation, job satisfaction and their relationship with each other, as well as on a variety of combinations thereof. After having a thorough and deep examination of historical studies, the researcher of this study became able to produce a problem statement that is related to employee motivation and job satisfaction. In this regard, this study aims to add to the already existing knowledge about motivation and job satisfaction and the implications of these terms in organizational psychology. 1.4 Problem Statement Through a deep examination of historical studies, and after a thorough research on the existing literature, the researcher of this study came to know about a strong impact of motivation policies of the companies on the job satisfaction levels of their employees. There are also many studies that show the relationship of these two aspects with many other features in an organizational culture. According to Watson (1994) business in the contemporary era has realized that motivated and satisfied personnel will show an increased production level and deliver output powerfully even to the bottom line. Schofield (1998) conducted a convincing study in which he showed with certainty that the way people are managed has a powerful impact on both productivity and profitability levels of the organization. This study established the importance of job satisfaction, employee motivation and commitment, and corporate culture in organisational capability and limits. By keeping in mind the existing literature about these two variables that are motivation and j

Antigone :: essays research papers

Antigone, a play written by Sophocles, became a classic due to its timeless subject matter. In this play, the Greek dramatist reflected mainly on civil disobedience. Antigone believes in individual rights over state rights. Creon, however, strongly believes in putting state over religion. The play not only revolves on these two political and religious issues, but it also deals with the battle of the sexes.   Ã‚  Ã‚  Ã‚  Ã‚  The play is about a strong-willed woman, Antigone, defying the laws of a proud king, Creon. Antigone is torn between her devotion to the gods, her brother Polynices, and her loyalty to the king. Creon, ruler of Thebes, issued the order to leave the traitor Polynices’ body unburied.   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   He must be left unburied, his corpse carrion for the birds and dogs to tear, an obscenity for the citizens to behold! (229-31) Antigone was not about to simply obey Creon’s absurd decree. She felt that her personal responsibility was to the gods and her family rather than the king. She then asked Ismene, her sister, to assist her with the burial, but was denied any help. Ismene justified her decision by telling Antigone that they were already punished and that there was no need to make matters worse for the two of them by defying Creon’s law. Oh my sister, think- think how our own father died, hated,   Ã‚  Ã‚  Ã‚  Ã‚  his reputation in ruins, driven on by the crimes he brought to light himself to gouge out his eyes with his own hands- then mother†¦his mother and wife, both in one,   Ã‚  Ã‚  Ã‚  Ã‚  mutilating her life in the twisted noose-   Ã‚  Ã‚  Ã‚  Ã‚  and last, our two brothers dead in a single day,   Ã‚  Ã‚  Ã‚  Ã‚  both shedding there won blood, poor suffering boys,   Ã‚  Ã‚  Ã‚  Ã‚  battling out their common destiny hand-to-hand. (60-69) I, for one, I’ll beg the dead to forgive me— I’m forced, I have no choice—I must obey the ones who stand in power. Why rush to extremes? It’s madness, madness. (78-81) Antigone was disappointed at first, but decided that she will bury Polynices with or without Ismene’s help. You have your excuses. I am on my way, I’ll raise a mound for him, for my dear brother. (95-96) Creon was warned about a plan to bury Polynices and later found the culprit, Antigone. He issued a death sentence for her defying action. Creon informed his son, Haemon, of his fiancee’s deceit. Haemon, however, defended his beloved fiancà ©e. He told his father that the whole city was on her side, but everybody was afraid to speak out against him.

Process matrix

For my process design matrix I chose a financial consulting service and a fitness product that I am familiar with. For my financial services I have a dedicated team that I assign different projects and tasks to. I try to ensure that our service it above average in quality and time frames. To ensure this I keep a continuously updated roster of files and agents that I assign new and specifically tough deals to.If I know of an incoming file I can pre schedule to audit the file and do my research on which agent has the appropriate experience and time to commit. Once this is done we interview the client with the agent to ensure a good working relationship will ensue. As the project moves forward I manage the agent's expectations and commitments to the client and provide all the assistance the agent may need. Often times we assign an assistant to make the process move along smoother and meet our commitments.We have obviously no inventory other than human resources and this provides the qua lity of our service which is the measure of success and quality. The product I chose is a fitness product I am familiar with, Core 46. The product has been through 4 years of design and research work. The tooling and manufacturing has been researched and committed to through another year of work and testing. We are nearing the final design stage and upon completion we will require the manufacturing facility to commit to no less than 100,000 units per month.This will not be near our order demands which will require us to contract with no less than a total of 4 manufacturing facilities in different strategic locations. The quality focus will be nearly guaranteed as the individual pieces will be made from a mold that is already going through extensive quality testing. Upon completion of the old making we will order a total of 4 sets to be sent to the 4 manufacturing facilities. All manufacturing will be done on a Just In Time TOT) basis.We will occasionally run mass quantities but that will be shipped to accommodate international purchase orders from Distribution Centers in Australia, Asia and Europe. Performance of the manufacturing centers will be based purely on their ability to meet demand and random quality testing. Once the customers receive the final product a survey will be sent ensuring the product was prepared, assembled, packaged and set up according to plan and expectations. We will be able to track ACH order based on the manufacturing center it was initially ordered from.There is and will be only minimal allowances regarding returns do to manufacturing mistakes and the facility will be charged back xx on each as is written into their contracts. Both my financial services and Core 46 are well thought out and planned projects that require much management and hands on follow up. I don't expect or allow for much failure so key components are put in the plan and accommodations for all levels of needs and quality assurances are in place accordingly. This i s the only way to ensure business is done properly success ensues.

Plot, Setting, Comparing Themes, Character, Style, Tone, and Mood, Irony, Narrator and Voice Symbolism and Allegory Essay Example

Plot, Setting, Comparing Themes, Character, Style, Tone, and Mood, Irony, Narrator and Voice Symbolism and Allegory Essay Example Plot, Setting, Comparing Themes, Character, Style, Tone, and Mood, Irony, Narrator and Voice Symbolism and Allegory Paper Plot, Setting, Comparing Themes, Character, Style, Tone, and Mood, Irony, Narrator and Voice Symbolism and Allegory Paper Essay Topic: Literature Plot A series of related events in a story, each connected to the next. Sequence The order in which a storys events take place. Exposition The opening of a story, when the characters and their conflicts are introduced. Conflict A struggle between two forces. External Conflict Two characters, character and a group, character and an animal, or character and a force of nature. Internal Conflict A struggle that takes place in the characters mind or heart. Climax The most exciting part of a story; the moment when the outcome of the conflict is determined. (usually at the end of a short story.) A major decision. Resolution (denouement) The very end of the story, when loose ends are tied up. Flashback An action that interrupts the story to introduce an event that took place in the past. Flash-Forward An action that jumps ahead of the story to narrate an event that happens at a later time. Foreshadowing Hints in the story that certain events are going to happen later. Setting The time and place in which the story happens. Atmosphere Mood or feelings brought on by a storys setting. Subject The topic of a work of literature. The subject can usually be started in a single word or phrase. Theme The general idea or insight about human life that a work of literature reveals. The theme can be stated in one or more sentences. Generalization A broad statement that applies to many individuals, experiences, situations, or observations. A kind of conclusion that is drawn after considering as many facts as possible. Themes are expressed as generalizations. Genres The different forms of literature. (Short stories, novels, plays, poems) Universal themes Can be found in literature from different times, countries, and cultures. Universal themes cross genres as well as national boundaries, languages, customs, and historic periods. Characterization The way writers create characters in a story. Direct Characterization The writer tells us directly what a character is like (good or evil or lazy) Indirect Characterization The writer tells us clues in the story to decide what kind of person the character is. Protagonist The main character in a story. Antagonist The character that the main character struggles against. Subordinate Characters Minor characters on the story. Motivations The reasons behind a characters actions and feelings. Flat Characters A character who is not fully developed in the story. A flat character is almost never the main character. Round Character A character who is fully developed, just as a person in actual life. Dynamic Character A character who changes during the story. The change might involve recognition of some truth about life. Static Character A character who does not change during the story. Dialogue The conversations characters have with other characters. First-Person Narration A story told be an I(character) narrator. Style The particular way a writer uses language. (Word choice, sentence structure, and tone.) Diction The writers choice of words- an essential element of a writers style. Connotations Meanings and emotions associated with a word that go beyond its dictionary definition. Figures of Speech Imaginative comparisons in which one thing is described in terms of another. They are not meant to be understood on a literal level. Imagery Language that appeals to one or more of the 5 senses. Tone The writers attitude toward a subject or character, or toward the audience. Mood The overall feeling or atmosphere of a work of literature. Irony The difference between what we expect or what seems suitable and what actually happens. Verbal Irony When someone says something but means the opposite. Situational Irony An event that is contrary to, or the opposite of, what we expected. Dramatic Irony When we know what is going to happen to a character but the character doesnt know. Ambiguity A quality that allows something to be interpreted in several different or conflicting ways. Narrator The teller of a story. Omniscient Point Of View The narrator can tell us everything about the characters, including how they think and feel. First-Person Narrator A character in the story who refers to himself or herself as I or me. It only tells what the narrator know and chooses to reveal. Unreliable May not always tell the truth about characters or events in the story. Diction The writers choice of words. Tone The writers attitude toward the subject of a story, toward a character, or towards the audience. Voice The writers use of language and overall style, created by ton and choice of words. Symbol An object (a person, animal, or event) that stands for something more than itself. Public Symbol A symbol that has become widely recognized, such as the bald eagle (a symbol of the United States) or the olive branch (a symbol of peace). Invented Symbol A symbol invented by the writer, which usually stands for something abstract, such as evil, innocence, or love. Allegory A story which characters and settings stand for something beyond themselves, usually virtues and vices. Sometimes the characters in an allegory are given names that indicate what they stand for.

Lifes Colors essays

Life's Colors essays Got the blues? I might know why. Color affects many more aspects of our lives than most people realize. The colors and color schemes in our surroundings can affect taste, mood, the way we think, productivity levels and even how active we are. Underestimated by many, color adds variety and flavor to the everyday world. I thought the video; Color in Everyday Life did a good job of expressing how the use of color can really have an effect on us. No single color has the same effect on everyone. Advertisers use color association extensively. They have realized that products with certain colored packages sell better than others. White is considered a clean, pure color, and is often very successful when placed on the outside of a laundry detergent box. Colors can stir impulses in people, making them want to satisfy a need. Many food products come in red packages or have red on their labels to grab and capture attention and make you stop and pick it up. Color is also said to influence the taste and quality of an item as well. Studies report that to many, beverages in darker glass bottles have a better taste than those in clear bottles. Although I picked these few examples out, for the most part, Color in Everyday Life did a mediocre job of giving examples of products or advertisements, only mentioning a few. Color is perceived differently to all people, however these common color associations are universal for most. Previously mentioned, red is the color of fire and blood, so it is associated with energy, danger, strength, power, determination as well as passion, desire, and love. It has very high visibility, which is why it is used for stop signs. Yellow is associated with joy, happiness, intellect, and energy. It produces a warming effect, arouses cheerfulness, stimulates mental activity, and is said to be the first color infants recognize. Blue is the color of the sky and sea. It is conside...

Strategic Audit Essay Example | Topics and Well Written Essays - 2750 words - 2

Strategic Audit - Essay Example Worldcom was regarded as world’s second-largest long-distance telecommunications company (Lyke, 2002). It was established in 1983 by Bernard Ebbers as a long distance discount service (LDS) provider. It initially sold AT&T WATS lines to small businesses. WorldCom was successful in selling LDDS and thus, the business grew rapidly (Lyke, 2002). The company acquired about 70 small and medium-sized companies. The acquired companies included IDB WorldCom, largest international carrier; WilTel, telecom carrier; and lastly, international phone company and parent of UUNET, MFS Communications (Lyke, 2002).  During the period 1997, the operational networks of CompuServe and America Online formed part of the giant company, WorldCom. The company also merged with Brooks Fiber and thereafter, it had acquired MCI. The merger and acquisition had rendered the company the second largest long distance carrier in the United States. However, prosperous position in the market of United States had not sustained as the company had to file bankruptcy in 2002 (Lyke, 2002). WorldCom filed for bankruptcy since it had encountered huge financial deficit. The company disclosed to have earned the inflated profit of $ 3.8 billion for the previous two years. Nevertheless, the amount was observed to rise beyond $ 10 billion, rendering it the â€Å"largest accounting fraud in U.S. corporate history† (Yahoo! Inc., 2007; Lyke, 2002).  The external auditor of WorldCom was Arther Anderson LLP and later, KPMG.

Woodrow Wilson's speech Final Address in Support of the League of Term Paper

Woodrow Wilson's speech Final Address in Support of the League of Nations - Term Paper Example The paper presents a critical analysis of Woodrow Wilson’s speech as a persuasive discourse necessitates an in-depth understanding of the various aspects of a persuasive speech. Persuasive speeches are governed by both communicative intentions and persuasive intentions and the ultimate goal of such a discourse is to exert favorable responses in the minds of the audience. Any persuasive speech aims at â€Å"influencing values, ideas, beliefs and attitudes of the audience† and as such persuasive speeches try â€Å"to convince people to come a different idea, attitude and belief, react to something, consider doing things they were previously unwilling to do.† All throughout the speech Woodrow Wilson’s attempts to persuade a target audience are clearly evident. He repeatedly addresses the audience as â€Å"fellow countrymen† and â€Å"my fellow citizens.† In the very beginning of the speech itself he tries to make a rapport with the audience by e xplicitly stating that they are not far from him. Towards the second paragraph of his speech Woodrow Wilson introduces the issue of League of Nations by emphasizing that there are ‘organized propaganda against the League of Nations’ and that there are men who â€Å"have been busy creating an absolutely false impression of what the treaty of peace and the Covenant of the League of Nations contain and mean.† He goes on to purport that it is people who are sympathetic towards certain bodies of foreign nations who protest against the treaty. Wilson also takes conscious efforts to adapt the content of the speech to the ideas, attitudes and values of the audience. He was quite aware that many of the senators and the Americans regarded the treaty as a mere settlement with Germany. He purports: â€Å"It is not merely a settlement with Germany; it is a readjustment of those great injustices which underlie the whole structure of European and Asiatic society.†4 He al so argues that the treaty is the people’s treaty and that there are several treaties to follow the same line as that of League of Nations. Historical evidences show that Woodrow Wilson toured the whole nation in order to turn the American public opinion in favor of the League of Nations. He paid great value to the settlements agreed at the Paris Peace Conference and it was a very difficult task for him to convince the U.S. Congress and get their approval for the treaty of League of Nati