Halloween Night

It is 8:30 on Halloween night as I am strolling down the long roads of Clinton hearing only youngsters shouting, vehicles signaling, and leaves popping underneath my feet neglected, fall night. I turn the corner and see school children and guardians giggling by the Tavern as they leave the structure. Advancing down the road with my companions close by, vehicles are zooming by us like a school of fish swimming to escape from sharks. Out of nowhere the gathering of children I am with get assaulted with shaving cream by underclassmen that think they are amusing. A police eases back down as he passes us to perceive what all the disturbance was.Realizing it was nothing he proceeds on his daily course. Enraged and alarmed we leave gradually in light of the fact that we were not dressed for the event of what children call â€Å"bombingâ€Å". Minutes passed and we chose to go stunt or-rewarding. Moving toward a house with a long cobble stone garage and splendid yellow lights we at last ar rive at our goal. Warm apple juice and new cinnamon doughnuts are dropped among the entirety of the individuals. We advance back to town passing little children in a wide range of ensembles. Likewise center and secondary school understudies tossing eggs and assaulting each other with shaving cream.Dodging all the activity we stroll on the contrary side of the road they are on so we don’t get hit. Showing up once again into town we see instructors, guardians, and children we know. After a warm inviting of welcomes we chose to advance back to our homes thinking of it as was a weeknight and time was slipping away. Lanes were beginning to turn out to be clear as individuals chose the Halloween night was finished. Grown-ups killed their lights making it understood they were finished passing out candy for the evening. Clintons boulevards stayed quiet as Halloween night reached a conclusion.

Media Manipulation free essay sample

Deluding the Public: A New Kind of Public Relation â€Å"It’s all, you know†¦thinking ahead. Thinking ahead. That’s what creating is. It’s like being a handyman. You carry out your responsibility right, no one should take note. † These words are content from the film ‘Wag the Dog’ which coordinated by Barry Levinson. Have you at any point imagined that your convictions are controlled? The film ‘Wag the Dog’ is about the U. S. president’s story which has a political race in a couple of days and causes sex embarrassment with a secondary school young lady who visited White House for school’s field trip. The U. S. ass media begins accusing and censuring the U. S. President. Along these lines, the President’s organization employs a well known Hollywood maker covertly to control the U. S. broad communications. By making a faked War with PC realistic innovations and broadcasting war scenes on TV, Americans’ worry about the President’s outrage move to war. We will compose a custom exposition test on Media Manipulation or then again any comparable theme explicitly for you Don't WasteYour Time Recruit WRITER Just 13.90/page At that point, the embarrassment issue gets seething out and the President’s endorsement rating increments profoundly. Individuals are anything but difficult to overlook what occurred before when they meet new issues that more influence their life, for example, harmed nourishments, nature calamities and War.Mass media now and again utilize these people’s qualities to change people’s concern and intrigue and get more consideration and backing. Be that as it may, it is hard for individuals to mindful of the control of broad communications. â€Å"Congress will make no law regarding a foundation of religion, or precluding the free exercise thereof; of abbreviating the ability to speak freely or of the press; or the privilege of the individuals quietly to collect, and to appeal to the Government for a change of grievances† (United States of America). This is content from the main revision of the U.S. constitution. In this paper, I will talk about how broad communications assumes a job of controlling truth and tricking individuals who don't know about these controls in giving case of Iraq War and CIA. At that point, I will break down how people’s the right to speak freely of discourse and press is undermined by the U. S. broad communications. One side, Iraq war was controlled by broad communications and the Bush organization used to broad communications to legitimize the attack of Iraq. There were numerous antiwar developments against the Bush administration’s choice that reacts of September 11 assaults of Iraq War.Protests against Iraq War declared that Iraq War essentially damages worldwide law and human rights. â€Å"International ANSWER which is sorted out the principal post-September eleventh national enemy of war exhibition on September 29, 2001, attracting more than 25,000 dissidents to Washington, D. C. to dissent and â€Å"warn that the Bush Administration’s war strategies were a hazard to world peace† (Simonson 7). Be that as it may, the hedge organization and the U. S. broad communications continued stating that the motivation behind Iraq war is the system change that gives Iraq individuals opportunity and freedom and the nation would be sign of one of opportunity nations in the Middle East.However, as indicated by the top Bush authorities, â€Å"the attack of Iraq even before Bush got down to business, however held up until September 2002 to advise the general population, through what the White House named an item launch† (Rampton and Stauber). Moreover, in supporting the attack of Iraq War to Americans including Protestants against Iraq War, the U. S. broad communications inclusion revealed wrong data over and again. For instance, Washington Post pitched the feature of â€Å"Iraqis Celebrate in Baghdad† as opposed to giving truth that Iraq individuals consider American their savior, not their foe and Muslim Cleric were benevolent to the Americans.The U. S broad communications kept depicting Iraq individuals as forceful and hazardous. Besides, the U. S. broad communications communicated that the 20,000 Iraqi individuals mobilized to restrict the U. S. military nearness which isn't accurate (Rampton and Stauber). By covering mass media’s expectation to lie, how might Americans realize what is genuine occurring? Iraq War is one of delegate instances of people’s opportunity of press and discourse is abused. On account of Iraq War, broad communications assumes a job of bamboozling Americans in lying. Another model is the control of broad communications by CIA. Mary Louise states, â€Å"the CIA’s mystery actives, secretive missions and associations of control are completely done under the affectation and assurance of national security with no responsibility at all, in any event in their minds† (Louise). CIA utilizes each stunt to finish their exercises. As per the Association for Responsible Dissent, 6 million individuals were kicked the bucket until 1987 due to CIA secretive activity. Also, CIA shaped Office of Policy Coordination which was framed for incognito activity and individuals who filled in as executive of this division were elites, for example, Frank Wisner, Allen Dulles, Richard Helms and Philip Graham.Since late 1940s, Operation Mockingbird which was the mystery venture by CIA was begun with purposefully purchasing impact of significant outlets. Tip top chiefs requested to select American news association and become spies to columnists. A large portion of significant media, for example, ABC, NBC, CBS, Newsweek, As sociated Press, United Press International, Reuters, Hearst Newspapers, Scripps-Howard, and so on and 400 columnists got together with Operation Mockingbird of CIA and achieved their assignments subtly. Accordingly, a large portion of news was constrained by government.In expansion, by pressure about deregulating and privatizing from the IMF, World Bank and US government, few super-ground-breaking media company control worldwide business media framework which cause worldwide markets and the CIA motivation. What's more, as per Ralph McGehee who worked for CIA operator for a long time in South-East Asia, he saw bombarding and napalming of town and this experience was one path for him to look at what truly CIA is about. Ralph expounded on Vietnam’s Phoenix Program and distributed the book â€Å"Deadly Deceits† in 1983 with long endeavors for CIA censors.He was annoyed by CIA and FBI with substantial injury. He guaranteed that CIA never has been focal knowledge office. CIA was loaded with clandestine activity arm of the President’s international strategy guides that give disinformation and American residents are first objective of their falsehoods. Also, CIA associated with sedate dealers in Italy, France, Corsica, Indochina, Afghanistan and Central and South America for over 40 years (Parenti). Broadened congressional examinations dealt with these exercises and these are matters of open record.For occurrence, San Jose Mercury News distributed arrangement of news about CIA-Contra break shipments which overflowed East side of Los Angeles in 1996 and significant broad communications control these news. Be that as it may, on the grounds that these accounts were at that point known to individuals, these arrangement couldn't be covered up and broad communications began its ambush. Numerous media, for example, Washington Post, The New York Times and PBS communicated that â€Å"there was no proof of CIA involvement† and portrayed San Jose Mercury News as â€Å"bad journalism†. In the cutting edge age, in which the Mass media is so persuasive, it has become a compelling instrument for â€Å"informing† the public.Ho wever, this data isn't simply realities. This data accompanies values infused into it, either from the system itself or the individuals giving the news. Media control is presently one of the best devices (as it has been since the organization of Franklin Roosevelt) of molding general conclusion, which is the foundation of a free nation and popular government. Roosevelt actually managed that, for instance, accounts of obliterating U-pontoon assaults in 1942 were never printed. This was done in light of a legitimate concern for keeping up wartime good, and keeping a positive picture of his administration regardless of his declining wellbeing (Dirck 63).In present day times, we see something very similar occurring. We see popular sentiment being built by refined advertising efforts between the legislature and the individuals. These crusades deemphasize solid victories and set in their proper place ideological mottos and triumphant pictures. It is certain that the central government has the ability to straightforwardly impact broad communications and shape general supposition. It is only a question of finding to what degree this is going on at the present second and what impact it is having on the course being taken.But one needs to perceive that the media shouldn't be â€Å"biased† so as to introduce a hazardously dangerous perspective on the world. Popular feeling and open obliviousness go connected at the hip, and the media assumes a job in both. Now and again, the media can be affected by some association, similar to the administration or an enterprise. Be that as it may, regularly there is no immediate control; rather, only a total inability to introduce the realities as they seem to be. While it is all the time precarious separating among conscious and non-intentional deception, it is unquestionably progressively troublesome distinguishing what is falsehood and what is an error. Various models, such as transforming al-Qaeda into Iraqis and running â€Å"War on Terror† standards both while providing details regarding Afghanistan and Iraq, serve to show this trouble. In any case, people in general is as yet being misguided and it is similarly as perilous. A University of Maryland study found that customers getting news from business TV were probably going to hold at any rate one of three crucial â€Å"misperceptions† (in particular, that Iraq had been legitimately connected with the 9/11 psychological militant assaults, that WMDs had been found, or that world conclusion supported an American intrusion of Iraq) (Cohen).This misperceptions disrupt the general flow of any helpful conversation on whether a war in Iraq is e

Raccoon Free Essays

Neil Ms. Parkhurst Chemistry 10/3/2012 Law of Conservation of Mass Inquiry Lab Background In the nineteenth century, Antoine Lavoisier found the Law of Conservation of Mass, the Law of Conservation of Mass expresses that mass is neither made nor annihilated during customary substance responses or physical changes. A Closed System can not trade any of warmth, work, or matter with the encompassing. We will compose a custom exposition test on Raccoon or then again any comparative subject just for you Request Now An Open System can trade the entirety of warmth, work, or matter. It permits associations between its inner components and nature. Reason The reason for this lab was to structured and finish a research facility explore that demonstrates the law of preservation of mass. Method First of every one of the, a carafe was taking out and filled in with 15ml of water. The mass of the jar water was resolved and recorded. At that point, an Alka Seltzer tablet was filled in the water. Sooner or later, set the carafe water Alka Seltzer tablet on to the equalization skillet, the mass of the entire framework was resolved. This strategy was for the open framework. For the nearby framework, a flagon was taking out and filled in with 15ml of water. The mass of the cup water was resolved and recorded. At that point, an Alka Seltzer tablet was set in an inflatable, and put the inflatable on the highest point of the carafe, the Alka Seltzer tablet fell into the water. After the response was done, estimated its mass, recorded it into the information table. IV. Information Table Data of Law of Conservation of Mass | |Mass | |Open framework before |126. 3g | |Open framework after |126. 09g | |Closed framework before |143. 65g | |Closed framework after |145. 21g | Conclusion and Analysis The mass of the open framework before was 126. 53g, and the mass of open framework after was 126. 09g. The mass of shut framework before was 143. 65g, after was 145. 21g. Both arrangement of information were sufficiently close to legitimize the law of preservation of mass which is the mass were about the equivalent when a response. As indicated by the response, which was H2O + NaHCO3 = CO2 + H2O + NaOH, demonstrated that there were a few gas which was CO2 were created. As indicated by the law of open and shut framework, the CO2 were gotten away from the open framework, then again, it were keep in the shut framework. Therefore, the open framework was feeling the loss of a portion of the mass of gas, it caused the main methodology to contrast from the subsequent strategy. The most effective method to refer to Raccoon, Papers

What is the Importance of Motivation as a Management Skill - Free Essay Example

What is the Importance of Motivation as a Management Skill? Introduction Statt (2000) defines motivation as â€Å"a general term for any part of the hypothetical psychological process which involves the experiencing of needs and drives and the behaviour that leads to the goal which satisfies them.† In essence, the motivational theories provide explanations as to why people behave the way they do. This paper explores the importance of motivation as a management skill. In so doing, it delves on the major motivation theories and subsequently identifies which of those theories have been proven effective within the context of management. The structure of this paper is as follows: first, it identifies and explains the following motivation theories: need theories; expectancy theory; equity theory; and goal setting theory. The need theories include the following: Maslows Hierarchy of Needs Theory, Alderfers ERG Theory, Herzbergs Dual Structure Theory and David McClellands Need Theory. Next, it evaluates the effectiveness of the abovementioned motivation theories in the development of management skills. Motivation Theories In 1953 Viteles insisted that in the absence of a good theoretical foundation, applied research follows a path of trial and error; and becomes misdirected and inefficient. Indeed, there has been a significant body of literature that delved on the theories of motivation. These diverse motivation theories helped identify and determine the myriad of factors that drive people to behave in particular ways. There are numerous motivation theories with more than one may of grouping or classifying them. However, the most common one is to classify them according to four general types, namely: need theory; expectancy theory; equity theory; and goal setting theory. These are considered as the formal motivation theories. Additionally, there are also some informal motivation theories that are classified under the following general classes: (1) Theory X; and (2) Theory Y. A. Need Theories Need theories buttress the assumption that people have psychological needs arising out of, though going far beyond, basic biological drives like hunger, thirst, sex or the avoidance of pain Motivation in this case, is referred to the content of satisfying such needs; and the need theories are referred to as the ‘content theories. Maslows Hierarchy of Needs Theory, Alderfers ERG Theory, Herzbergs Dual Structure Theory and David McClellands Need Theory all belong to this group of theories. 1. Maslows Hierarchy of Needs Theory According to Maslow, there are five key categories of needs that are arranged in a hierarchy. Needs belonging to the lower levels must be satisfied first, before the higher level needs become important.† Physiological needs (e.g. food, water, air) occupy the lowest level in the hierarchy. This is followed by the safety needs such as security, freedom from danger, good health, etc. Next, are the social needs which are exemplified by love, affection and group acceptance? Next are the esteem needs which are achieved through â€Å"recogn ition and respect from colleagues and by voiced approval from others.† At the topmost level are self-actualisation needs which are associated with skills and potentialities; and â€Å"relate to finding self- fulfilment opportunities on which to build a career.† 2. Alderfers ERG Theory Alderfers ERG theory is similar to Maslows Hierarchy of Needs theory. However, instead of five key categories of needs, the ERG theory only has three major needs categories, namely: (a) existence needs, which are the same as the physiological needs in Maslows Hierarchy of Needs theory; (b) relatedness needs, which are associated with successfully relating to others; and (c) growth needs, which are associated with self-development and growth. These three needs categories are also arranged in a hierarchical manner. 3. Herzbergs Dual Structure Theory This theory posits that â€Å"motivation factors affect one dimension, ranging from satisfaction to no satisfaction.† Th is theory groups needs into two general categories, namely: hygiene needs and motivator needs. Moreover, this theory assumes that peoples attitudes toward aspects of their jobs that are regarded as motivators, influenced job satisfaction and not motivation. These are referred to as hygiene factors, which include the following: interpersonal relations, company policies, working conditions, supervision, and salary and benefits. On the other hand, the motivators include the following: â€Å"achievement, independence, recognition, and responsibility, challenge and so on†. This theory is particularly applied in a technique used for structuring employee tasks called ‘job enrichment. Herzbergs Dual Structure theory suggests that managers adopt a two-stage process, wherein the first stage requires the elimination of factors that cause dissatisfaction in order to enhance motivation in the workplace; and the second stage necessitates increasing opportunities for â€Å"ach ievement, recognition, responsibility, advancement and growth.† 4. David McClellands Need Theory The Acquired Needs Theory posits that certain types of needs are acquired during a particular individuals lifetime. Hence, people are not automatically born with such needs, but acquire them through their various life experiences. These needs are grouped into the following categories: (a) achievement needs; (2) affiliation needs; and (3) power needs. McClelland explains that people with a strong need for achievement are more likely to enjoy entrepreneurial and innovative activities; while those who have a high need for affiliation are commonly successful integrators; and those that have strong power needs often attain top levels in the organisational hierarchy. B. Expectancy Theory The Expectancy Theory presupposes that motivation is largely dependent on an individuals mental expectation about their ability to perform tasks and subsequently receive desired rewards. In contrast to the needs theories discussed above, the expectancy theory does not focus on understanding the various types of needs, but rather, on the specific thinking process that individuals utilise in order to achieve their rewards. This theory places a particular focus on the relationships among the following factors: (1) the individuals efforts; (2) the possibility of high performance; and (3) the desirability of outcomes arising from the high performance. Thus, in essence, the expectancy theory posits that motivation is largely dependent on how much a particular individual wants something and how likely that individual thinks that he is to get it. Moreover, this theory suggests that managers need to recognise that: (a) employees work for many reasons; (b) such reasons may change over time; and (3) â€Å"it is necessary to show employees how they can attain the outcomes they desire.† C. Equity Theory The Equity Theory presupposes that people are motivated to achieve and â€Å"preserve equitable treatment for themselves.† In this case, equity is construed to mean the â€Å"distribution of rewards in direct proportion to the contribution of each employee to the organization.† Hence, this theory focuses on â€Å"the exchange relationships among individuals and groups and the motivating effects of a perceived imbalance in the exchange. This theory could be further exemplified in the following manner: first, an input-to-outcome ratio is developed by the individual concerned. Inputs in this case, pertain to the contributions of the individual to the organization such as time, effort, skills, education, experience, etc. Outcomes, on the other hand, pertain to the rewards that are obtained from the organisation such as â€Å"pay, benefits, recognition, and promotions.† Next, the individual compares the input-to-outcome ratio with what he perceives as the input-to-outcome ratio for some other individual, who could be a co-worker, or a friend working for another organization, or even an average person in his organization. If the two ratios being compared are approximately similar, the individual concerned may feel that the organization is treating him equally or fairly. On the other hand, if his input-to-outcome ratio is higher than that of the ‘comparison other, he may feel under- rewarded and is, thus, motivated to make changes. Such changes may include decreasing his own inputs; try to increase his total outcome by demanding for an increase in pay; leave the organization; or carryout a new comparison with a different individual. Since pay is a most relevant outcome within the context of the equity theory, it suggests that managers avoid problems arising from inequity by ensuring that rewards are distributed equitably – that is, on the basis of employee performance; and that â€Å" everyone clearly understands the basis of his or her own pay.† D. Goal Setting Th eory The Goal Setting Theory posits that â€Å"behaviour is a result of conscious goals and intentions.† Thus, this theory was underpinned â€Å"on the premise that human action is purposeful, in that it is directed by conscious goals. It has been observed that employees are more likely to be motivated to attain goals that are established by both their managers and themselves. This theory suggests that the manager must develop a thorough understanding of the goal setting processes of employees and the manner by which they attain such goals. Thus, in applying this theory, a manager can formulate and implement a reward system that â€Å"fit employee needs, clarify expectations, maintain equity and provide reinforcement.† Moreover, this theory essentially provides an understanding of the goal that a particular employee intends to achieve and the subsequent rewards that the employee could get if the goal is attained. The Goal Setting theory is characterised by tw o attributes, namely: goal difficulty and goal specificity. Goal difficulty is the degree or extent by which the goal becomes challenging and requires effort. On the other hand, in terms of goal specificity, â€Å"goal content can be vague (work on this) or specific. It is recommended that a goal be specific, moderately difficult and one that the employees is motivated to achieve. Effectiveness of Motivation Theories There is a dearth in available studies that explore the effectiveness of motivation theories in the context of management in general, and in the development of management skills in particular. However, there are a few studies that explored such topics. One such research undertaking was the study conducted by Kini and Hobson in 2002 which evaluated the relationship between motivational theories and successful total quality initiatives. In particular, the researchers tested the effectiveness of the following motivational theories in the success of total quality initiatives: (a) Maslows Hierarchy of Needs Theory; (2) Alderfers ERG Theory; (3) McClellands Theory of Needs; (4) Expectancy Theory; (5) Goal Setting Theory; and (6) Equity Theory . In this study, the researchers constructed and distributed a survey instrument which was designed so that â€Å"the participants can enter a score between 0 to 10 to indicate the extent to which each of the item in the question was utilized in participants organizations approach to total quality and performed a regression analysis on the collected data. The results indicated that Maslows Hierarchy of Needs theory; Alderfers ERG theory; McClellands Theory of Needs and Equity Theory were ineffective in promoting â€Å"organizational commitment to employee morale, cross training and performance recognition.† In contrast, however, the results of the study suggested that â€Å"a combination of major elements in goal setting and expectancy theories were most likely to produce success in the implementation of total quality initiatives.† Hence, this study found that the goal setting and expectancy theories were indeed effective in developing management skills in terms of developing an effective system to monitor TQI progress; of facilitating clear communication of performance expectations; and empowerment of work teams. In contrast, however, in a study conducted by Tesone in 2005, it was found the Maslows Hierarchy of Needs Theory had significant implications â€Å"for managers in organisations from the standpoint of recruitment, selection, employee retention, and performance improvement.† The results of the study indicated that younger workers prioritise socialization needs, â€Å"only to be replaced by more self-actualizing and self-esteem needs with age.† Managers may employ this understanding of â€Å"human intrinsic needs to develop effective strategies in the areas of employee recruitment, selection, and retention, as well as performance management.† Conclusions The motivation theories discussed in this paper, namely: need theories; expectancy theory; equity theory; and goal setting theory; indeed have management implications, and thus, are deemed important as a management skill. For example, Maslows Hierarchy of Needs Theory can be used by managers in developing training programs that target the specific needs of the employees, for such training programs to be effective and subsequently produce positive outcomes. In the same vein , understanding of Herzbergs Dual Structure Theory can help managers eliminate the factors that cause dissatisfaction in order to enhance motivation in the workplace; and subsequently increase opportunities for employee achievement. Similarly, an understanding of The Goal Setting Theory can enable a manager in formulating and implementing appropriate reward systems that meet employee needs, offer reinforcement and maintain equity. The Equity Theory, on the other hand, can help managers prevent problems eman ating from inequity by ensuring that rewards are equitably distributed. Indeed, the motivation theories explained in this paper has important management implications. However, there is a dearth in empirical studies that confirm the effectiveness of such motivation theories in management in general; as well as their importance a management skill. Thus, theoretically, motivation theories are important as a management skill. However, there is a need for further research in this area if we are to confirm such claims empirically. Bibliography Daft, R.L. The leadership experience. Mason, OH: Thomson South-Western. Edwin A. Locke, Goal Setting Theory, in Motivation: Theory and Research, eds. Harold F. ONeil and Michael Drillings. Hillsdale, NJ: Lawrence Erlbaum Associates, 1994. Gaynor, G.H. What Every New Manager Needs to Know: Making a Successful Transition to Management. New York: AMACOM, 2004 Gaynor, G.H. What Every New Manager Needs to Know: Making a Successful Transition to Management. New York: AMACOM, 2004. Griffin, R.W. Fundamentals of Management. Boston, MA: Houghton Mifflin Company, 2008. Griffin, R.W., Moorhead, G. Organizational Behavior: Managing People and Organizations. Mason, OH: South-Western Cengage Learning, 2007. Kini, R.B., Hobson, C.J. Motivational Theories and Successful Total Quality Initiatives, International Journal of Management 19, no. 4 (2002). Kini, R.B., Hobson, C.J. Motivational Theories and Successful Total Quality Initiatives. International Journal of Management 19, no. 4 (2002): 605+. Koontz, H., Weihrich, H. Essentials of Management: An international perspective, 7th edition. New Delhi: Tata Mc Graw-Hill Publishing Company, Limited, 2007. Latham, G.P. Work motivation: history, theory, research, and practice. London: Sage Publications, Ltd., 2007. Miner, J.B. Organizational Behavior: Foundations, Theories, and Analyses (Oxford: Oxford University Press, 2002. Preker, A.S. Public ends, private means: strategic purchasing of health services, Part 976. Washington, DC: World Bank, 2007. Pride, W.M. Hughes, R. J., Kapoor, J.R. Business. Boston, MA: Houghton Mifflin Company, 2008. Statt, D.A. Using psychology in management training: the psychological foundations of management skills. London: Routledge, 2000. Tesone, D.V. Workplace Motivation and the Brain, Journal of Applied Management and Entrepreneurship 10, no. 4 (2005). Wentland, Dan. 2003. The Strategic Training of Employees Model: Balancing Organizational Constraints and Training Content. SAM Advanced Management Journal 68, no. 1: 56+. David A. Statt. Using psychology in management training: the psychological foundations of management skills. (London: Routledge, 2000) p. 58. Gary P. Latham. Work motivation: history, theory, research, and practice. (London: Sage Publications, Ltd., 2007) p. 29 . David A. Statt. Using psychology in management training: the psychological foundations of management skills. (London: Routledge, 2000) p. 58. Dan Wentland, â€Å"The Strategic Training of Employees Model: Balancing Organizational Constraints and Training Content, SAM Advanced Management Journal 68, no. 1 (2003). Alexander S. Preker. Public ends, private means: strategic purchasing of health services, Part 976. (Washington, DC: World Bank, 2007) p.239. Gerard H. Gaynor. What Every New Manager Needs to Know: Making a Successful Transition to Management. (New York: AMACOM, 2004)p.94. Alexander S. Preker. Public ends, private means: strategic purchasing of health services, Part 976. (Washington, DC: World Bank, 2007) p.239. Gerard H. Gaynor. What Every New Manager Needs to Know: Making a Successful Transition to Management. Harold Koontz and Heinz Weihrich. Essentials of Management: An international perspective, 7th edition. (New Delhi: Tata Mc Graw-Hill Publishing Company, Limited, 2007) p. 291. Ricky W. Griffin, Gregory Moorhead. Organizational Behavior: Managing People and Organizations. (Mason, OH: South-Western Cengage Learning, 2007) p. 91. David A. Statt, Using Psychology in Management Training: The Psychological Foundations of Management Skills (London: Routledge, 2000,) p.61. Gerard H. Gaynor, What Every New Manager Needs to Know: Making a Successful Transition to Management (New York: AMACOM, 2004) p. 95. David A. Statt, Using Psychology in Management Training: The Psychological Foundations of Management Skills (London: Routledge, 2000,) p.61. Ricky W. Griffin, Gregory Moorhead. Organizational Behavior: Managing People and Organizations. (Mason, OH : South-Western Cengage Learning, 2007) p. 91. Richard L. Daft. The leadership experience. (Mason, OH: Thomson South-Western, 2008) p. 233. William M. Pride, Robert James Hughes, Jack R. Kapoor. Business. (Boston, MA: Houghton Mifflin Company, 2008)p.358. John B. Miner, Organizational Behavior: Foundations, Theories, and Analyses (Oxford: Oxford University Press, 2002) p.221. William M. Pride, Robert James Hughes, Jack R. Kapoor. Business, 357. John B. Miner, Organizational Behavior: Foundations, Theories, and Analyse, 357. Ricky W. Griffin. Fundamentals of Management. (Boston, MA: Houghton Mifflin Company, 2008) p.300. Edwin A. Locke, Goal Setting Theory, in Motivation: Theory and Research, eds. Harold F. ONeil and Michael Drillings (Hillsdale, NJ: Lawrence Erlbaum Associates, 1994), p. 14 William M. Pride, Robert James Hughes, Jack R. Kapoor. Business, 359. Ricky W. Griffin. Fundamentals of Management, 300. William M. Pride, Robert James Hughes, Jac k R. Kapoor. Business, 359. Edwin A. Locke, Goal Setting Theory, in Motivation: Theory and Research, eds. Harold F. ONeil and Michael Drillings, 15. William M. Pride, Robert James Hughes, Jack R. Kapoor. Business, 359. Edwin A. Locke, Goal Setting Theory, in Motivation: Theory and Research, eds. Harold F. ONeil and Michael Drillings, 15. William M. Pride, Robert James Hughes, Jack R. Kapoor. Business, 359. Ranjan B. Kini, and Charles J. Hobson, Motivational Theories and Successful Total Quality Initiatives, International Journal of Management 19, no. 4 (2002). Dana V. Tesone, Workplace Motivation and the Brain, Journal of Applied Management and Entrepreneurship 10, no. 4 (2005).

Connecting Character - Job and Adam - Free Essay Example

Sample details Pages: 3 Words: 924 Downloads: 2 Date added: 2019/10/10 Did you like this example? Paradise Lost presents the character of Adam as that close to the most perfect imaginable human being. Adam is presented to have very strong and attractive physical features, profound spiritually, and with mental proficiency. After God completed His work of creation, he put Adam the one in charge of all of God’s creations. Don’t waste time! Our writers will create an original "Connecting Character Job and Adam" essay for you Create order Adam was given the responsibility of taking care and being the head of God’s creation because God had created him in a special and perfect manner (Langford 119). He stood out in the Garden of Eden because no other living thing would compare to him. Adam demonstrates a respectful character irrespective of the status of who he relates with. Adam is obviously superior than Eve and other animals but he inferior to the Angels of God and to God Himself. He does not discriminate and he accords proper respect to the animals, Eve, plants Angels, and God in his graceful manners and speech. Adam converses with Eve in a very formal way. The conversation between then shows that Adam is more superior in the relationship than Eve though. Adam thinks that Eve is capable of preparing them a good meal and he trust her for it. By entrusting on Eve to prepare them a good meal does not indicate a dismissal but an acknowledgement that Eve is more talented and informed in the situation concerning food in the Garden of Eden that Adam. This shows that Adam has a clear understanding of the responsibilities accorded to different people, plants, and animals towards one another and in the service of the world. Adam uses a similar tone during his conversation with Angel Raphael. The way he welcomes the angel is with grace and respect that indicate the superiority of Raphael as an Angel. He accords respect to Angel Raphael acknowledges that the Angel knows a lot about the heavens(Langford, 119). He spend time with the Angel with an aim of learning more about astronomy, the story of creatio n, and about the heavens. This search of knowledge is an indication that Adam was intellectually gifted and curious about why and how things happen. The tone in Adam speech changes after his fall. He openly blames Eve and Eve blames him for the sin. Their relationship turns to become querulous. It is through the effort of Eve that reestablishes the proper initial relationship between Adam and Eve which rekindles the love Adam felt for his wife Eve. The relationship between Angel Raphael and Adam also shows some dynamics after the fall of Adam. This manifest the changes exerted to the relationship between Angels and man that resulted from sin(Langford, 119). Adam is characterized by anger, self-pity, self-doubt, and sullenness after the fall. Although the love Eve showed him played a part in bringing him back to the righteous path, the old perfect Adam was already gone and the current Adam was just ordinary and good. The book of job present job as a blessed man based on how it impressively describes him. Job was blessed with a lot of physical possessions among them being a number of sons and daughters, camels, cattle, sheep, and servants. The people of his time highly regarded him mainly because of extraordinary riches. One can confidently say that job was perfect, not one who is free of sin because all men are sinners but, because he was spiritually whole and observed morality (Fiorello, 170). His perfection is manifested by his ability to control himself entirely and his integrity. Job was also a good man who felt pride from helping others. He was quick to help those in need and did not discriminate them because he was rich. Job is also described as an upright and righteous man. He lived according to what the word of God expected of him. According to men, Job was a blameless and perfect man but according to God, he was upright and righteous. Job always did what would please God and not what would please man or his culture. The fact that job was a gentile did not stop him from obeying God. Gentiles were not among the God’s chosen people(Fiorello, 170). As a gentile, the Ten Commandments were not available for Job but he still knew what to do to please god. This made him special and naturally upright. The book of job characterizes job with tremendous fear of God. This explains his righteous and blameless life that he led. In his undertaking, Job sought to honor God in everything. His respect for God was mainly because he feared what was likely to happen in the event where he failed to please God(Fiorello, 171). He was always doing the right thing because he knew that God was always watching him and he didn’t want to displease him in any way. As much as Job was a powerful and rich man he perfectly understood that he wouldn’t handle the wrath from God. He understood that god was just, holly and righteous, but He is also slow to anger. This is why Job was afraid of provoking God’s wrath. In conclusion, the character of Job in the Book of Job and the character of Adam in Paradise Lost shows some connections from the discussion above. Both men are seen to be perfect in their distinctive situation. They are also favored of God: Job is given riches and is highly regarded by his community, Adam was created in the likeness of God and was given power and responsibility over all other creations.

Essay on Revenge and Love in Wuthering Heights - 1521 Words

A multitude of feelings and sentiments can move a man to action, but in Emily Brontà «Ã¢â‚¬â„¢s Wuthering Heights, love and revenge are the only two passions powerful enough to compel the primary actors. There is consensus, in the academic community,1 that the primary antagonist in the novel, Heathcliff is largely motivated by a wanton lust for vengeance, and it is obvious from even a cursory reading that Edgar Linton, one of the protagonists, is mostly compelled by a his seemingly endless love for his wife, and it even seems as if this is reflected in the very nature of the characters themselves. For example, Heathcliff is described as â€Å"Black-eye[d]† [Brontà «,1], â€Å"Dark skinned† [Brontà «, 3] and a â€Å"dirty boy† [Brontà «, 32]; obviously, black has†¦show more content†¦For proof of this, one needs to look no further than his actions toward Hearton Earnshaw over the course of the Heathcliff’s tenure as master of Wuthering Heights: Heathcliff literally spends most every waking moment reveling in and furthering his domination and maltreatment of Hearton to stick his thumb in the eye of Hindley. While an argument could be made that, Heathcliffs actions toward Cathy are an attempt to win back her favor after being spurned, one would need to look no further than Brontà «Ã¢â‚¬â„¢s description of Heathcliff’s â€Å"mourning† to see how truly and fundamentally wrong this argument is. While it must be ceded that Heathcliff speaks words of sorrow, such as â€Å"I cannot live without my life! 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Division of Hearts Reaction Paper Essay Example For Students

Division of Hearts Reaction Paper Essay Lahore and Marital are two large cities in Punjab but presently, Lahore is in Pakistan and Marital is in India. A few women in Lahore expressed that they did not want to leave their homes just because they did not practice the religion of their new home country. The reason for the partition was different depending on who was asked in the documentary. A few Sikh villagers in Punjab stated that everything was always fine before this talk of partition began, Hindus, Muslims, and Sikhs all lived in peace and harmony in a single village. Although they did not practice the same elision, they had respect for one another. They did not distinguish each other by religion; they all considered themselves to just be Indian. They felt the real religious conflicts were between the upper class and politicians, and these conflicts seemed to be instigated by the British. It was the issues of the politicians that caused the partition, and Hindus and Muslims to turn against each other, even in the villages. On the other hand, a few Muslim men in Dacha, Bangladesh, felt that Hinduism and its multiple gods were not worthy of worship. They did not think such a religion was valuable or could even compare to Islam. Therefore, they agreed that Hindus and Muslims should be separated to keep the Muslim population away from such an unworthy religion. The text that connected to the most was Bin-e Anginas poem Our Country. It was about how India and Pakistan had the same people living in both countries. They both had Hindus, Muslims, Shindigs, Punjabi, and Bengali, so What was the point of having two countries if they had almost no difference at all? They should eave never split in the first place. Absolutely agree With this poem. My own grandparents, though Hindu, have to write that they were born in present-day Pakistan because they were born and raised in Lahore. However, they consider themselves to still be Indian. In the documentary. Many Muslims did not want to leave present-day India and many Hindus did not want to leave present. Day Pakistan. They grew up in their neighborhoods, established social networks, and d id not want to leave their homes merely due to the fact that the government anted to divide the country by religion.