Free Essays on Genji

Genji, the child of the ruler and a courtesan, is utilized in this book to speak to guys and their constant cruelty toward females. He scans continually for the â€Å"hidden flower† or flawless female, be that as it may, he misses the mark concerning being the perfect male. He is dishonorable to have the ideal female regardless of whether he found her. He shows this through his numerous unfaithful, shameless undertakings with females all through the book. He can pull off pretty much anything because of his undying appeal to the two people. He has a boundless measure of defects in his character. He is backstabbing, hesitant, and narrow minded. He stresses just over himself and his own notoriety for being a man. He is totally captivated by game-playing and in this manner utilizes this procedure to bait ladies in to him. Genji executes many degenerate and unreasonable occasions all through the story. He seizes a lady and blows up when she dissents being with him. There is a conviction that he may have attacked a little kid. He is totally unfaithful to his better half with any lady who, even to such an extent as, flashes his advantage . He will never make due with what he has and keeps on pursueing any article that he wants without disgrace. Genji, growing up, was not encircled by great good examples. He himself was imagined without any father present. This childhood could have added to his corrupt method of living. With the utilization of Genji’s character, Lady Murasaki endeavors to pass on the message that any individual who is misleading and beguiling enough can con pretty much anybody on the off chance that they make it a lifestyle. We, as individuals, need to figure out how to be solid and conflict with things of this nature. Murasaki likewise can depict the existence that ladies needed to live in this spot and time. She needed society to perceive how men truly were and the wrongs in their conduct. As I would like to think, she worked admirably at demonstrating the seriousness of this circumstance and satisfied me to be living where and when I am.... Free Essays on Genji Free Essays on Genji Genji, the child of the head and a mistress, is utilized in this book to speak to guys and their perpetual cruelty toward females. He looks continually for the â€Å"hidden flower† or flawless female, be that as it may, he misses the mark regarding being the perfect male. He is dishonorable to have the ideal female regardless of whether he found her. He shows this through his numerous unfaithful, shameless issues with females all through the book. He can pull off pretty much anything because of his undying appeal to the two people. He has a boundless measure of imperfections in his character. He is backstabbing, ambivalent, and narrow minded. He stresses just over himself and his own notoriety for being a man. He is totally captivated by game-playing and in this way utilizes this procedure to draw ladies in to him. Genji executes many degenerate and unreasonable occasions all through the story. He hijacks a lady and blows up when she dissents being with him. There is a conviction that he may have attacked a little kid. He is totally unfaithful to his better half with any lady who, even to such an extent as, flashes his advantage . He will never agree to what he has and keeps on pursueing any article that he wants without disgrace. Genji, growing up, was not encircled by superb good examples. He himself was imagined without any father present. This childhood could have added to his evil method of living. With the utilization of Genji’s character, Lady Murasaki endeavors to pass on the message that any individual who is tricky and enchanting enough can con pretty much anybody on the off chance that they make it a lifestyle. We, as individuals, need to figure out how to be solid and conflict with things of this nature. Murasaki additionally can depict the existence that ladies needed to live in this spot and time. She needed society to perceive how men truly were and the wrongs in their conduct. As I would like to think, she worked superbly at demonstrating the seriousness of this circumstance and satisfied me to be living where and when I am.... Free Essays on Genji Genji: The Title Character for a Reason Genji must be perceived as the vital male character in Murasaki Shikibu’s â€Å"The Tale of Genji†. Along these lines, by artistic definition, he is the novel’s basic saint. The more perceived meaning of a saint, one seen for his exceptional or striking accomplishments, could apply to Genji in spite of the fact that he didn’t essentially make a solid effort to accomplish anything. He was brought into the world wonderful, gifted, beguiling, and essentially overpowering and hence can be known as a saint during childbirth. This is a serious accomplishment, and the main characters qualified for examination after Genji’s passing are the two princesses, Oigimi and Naka no Kimi. In spite of the fact that Genji’s father expels him from the magnificent family, it is just a detail and Genji spends most of his life encountering extravagances as an Emperor’s child. He is promptly preferred by any individual who enters his way and it appears that his whole presence was recently arranged out to be normally great; a perfect being naturally introduced to a circumstance wherein he can appropriately be shown. The way that Genji doesn’t need to work for any of his achievements (this incorporates his numerous ladies) brings up the issue of whether he is in actuality a characteristic conceived legend, or essentially ruined â€Å"royalty† with a hostile measure of karma. â€Å"Genji’s looks had an indefinably new pleasantness, one past even Her Highness’s celebrated and, to His Majesty, excellent excellence, and this moved individuals to consider him the Shining Lord†¦ His Majesty was hesitant to ruin Genji’s innocent appeal, however in Genji’s twelfth year he gave him his transitioning, busying himself by and by with the arrangements and adding new embellishments to the function. In case the occasion appear to be less forcing than the one for the Heir Apparent, done a few years prior in the Shishinden, and in case anything go awry, he gave minute directions for the feasts to be offered by the different government workplaces and for the things...

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Innovation has transformed people from numerous points of view yet not generally advantageous or even to improve their life yet to do gravely on the planet. Like they state that an individual can change away from plain view so can people groups morals. As the No Electronic Theft (NET) Act in 1997, what number of us now and again are will trust that a CD or film will come out and when we consider going to get it or even observe it the film n theater, particularly on the off chance that we have an ordinary size group of people.There simple could be a hundred dollars for an excursion to the film however when there may be where you realize they sell bootleg market or even a site on the web. That where the No Electronic Theft (NET) Act in 1997 comes set up for individuals make or even recreate or offer duplicates of copyrighted work. Under the watchful eye of this law individuals would sell and duplicated programming programs, motion pictures, games and even melodies revenue driven increa se. It conveys a most extreme anally of three years and a colossal fine of 250,000.But on the off chance that it shows that individual was doing it for philanthropic addition they could confront no chargers or least punishments yet at the same time on the off chance that we plunk down and acknowledge where the morals are. The other law that discovered my eye during the schoolwork task was Telephone Consumer Protection Act (TCP), 1991 since directly in the wake of working in a call community for a long time after my secondary school day with all sincerely I didn't appear to recognize what was significant that our own genuinely ND morals is a higher priority than the organizations and if that organization doesn't have the legitimate morals perhaps isn't the opportune spot for someone.I realize that occasionally be get call by telemarketer the entire day and some of the time we reveal to them we need to be on the Do Not Call Registry. In view of the issue with telemarketing that they c all to ahead of schedule or two late they have rules and it's the place the Telephone Consumer Protection Act (TCP), 1991 comes in two spot where on the off chance that you telemarketer you need on the Do Not Call List and from that point on it take 31 days from the date you approached to be on the rundown for it so as to be evacuated and it have a multi year register .

Promote Your Business In Style Using Specialized Signs

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The Importance Of A Social Work Field - 1064 Words

Being in the Social Work field has its risks as well as its benefits. As social workers, you are assisting people that are in need of help in certain areas of their lives. Individuals who work in the practice are recommended to have to high emotional intelligence due to heavy demands of the job and the emotional strain it may have on our everyday lives. Daniel Golman defines Emotional Intelligence as â€Å"being able to motivate one’s self and persist in the face of frustrations; to control impulse and delay gratification; to regulate one’s mood and keep distress from swamping the ability to think; to empathize and to hope.† (Golman, 1996 as cited in Morrison, 2007, p. 246). Within this definition, derives five domains in which Tony Morrison discusses in his literature and how to apply it to Social Work practice. It has been proven in numerous studies and experiments in Morrison’s literature that people with a high Emotional Intelligence are often able to have positive outlook on life in general. The experiment, â€Å"Impact of a College Freshman Social and Emotional Learning Curriculum on Student Learning Outcomes: An Exploratory Study,† describes how students were given the devices through seminars to become emotionally competent in their freshman year. The students’ Emotional Competence was measured by the Widener Emotional Learning Scale (WELS). The assessors also focused on five domains of Emotional Intelligence, which consisted of: Awareness of Emotion, Tolerance, RelationshipShow MoreRelatedThe Importance Of A Social Work Field1594 Words   |  7 PagesThe social work field is solely dedicated to the giving back of others. A person in the career must be willing to spend hours working to make differences in clients’ lives. 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I am a type of personRead MoreSocial Class And The Self1502 Words   |  7 Pagespraised and referenced studies and whether is it still a useful tool in understanding the relationship between the social class and the self. I will do this by examining the theories of social class and examining them agai nst Bourdieu’s work. The two main theorists on the idea of social class are Karl Marx and Max Weber. Marx based his theory on the idea that there are only two social classes, the bourgeoisie and proletariat. The bourgeoisie being the capitalist upper classes such as factory and businessRead MoreI Am An Integral Learning Experience929 Words   |  4 PagesWhen I initially began my work-study my goal was to just complete the requirement. However, as I started to do the work, I began seeing my field experience through a set of difference lens. My field experience was no longer just a requirement but an opportunity for professional growth. I began asking myself, what do I want out of this experience? I began setting goals that has motivated me throughout my field experience. These goals include reading the programs manual/guidelines, learning how toRead MoreSelf Awareness And The Social Work1603 Words   |  7 PagesSelf-awareness and the use of self is a key component in social work practice. Depending upon how one integrates their personal being and accompanying thoughts, experiences, emotions, and consciousness into the helping profession has a profound impact on whether that integration is positive or negative, particularly when it comes to that of one’s relationships with their clients. 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Our social environment, they say, is ‘largely responsible for both enhancing and diminishing creativity’ (Glaveanu, 2010, pp 3). In accordance with the ‘we-paradigm’ concept, Mihaly Csikszentmihalyi designed his own systems model of creativity with which he argues that creativity is a â€Å"social construction constituted by the confluence of three different sources (1) the cultural matrix of informationRead MoreThe Concept Of Social Work1347 Words   |  6 PagesConcept of Social Work Nakia L. Bell University of South Alabama Abstract This paper is a brief summary of the concept of social work. I will attempt to answer the following questions: 1) What is social work? 2) Why is social work a profession? 3) How does one become a social worker and what does it mean to be a social worker? 4) What are the basic social work values and why are these important? Lastly, 5) Why are diversity and social and economic justice important concepts for social work

Motivational efforts of management in achieving job satisfaction - Free Essay Example

Sample details Pages: 17 Words: 5177 Downloads: 10 Date added: 2017/06/26 Category Management Essay Type Research paper Did you like this example? People management is integral in the management process and understanding the critical importance of it in an organization will be to acknowledge that the human factor and the organization are synonymous. Effective management within the organization can make the average worker the core foundation of quality and productivity gains. Employers must begin to move away from capital investment and rather focus on their employees, as they will be the fundamental source of enhancement within the organisation in the near future. Don’t waste time! Our writers will create an original "Motivational efforts of management in achieving job satisfaction" essay for you Create order De Meuse, Bergmann et.al (2001), stated that, the world is witnessing a excess of corporate downsizing, restructuring and mergers. This statement was further support by Lester and Kickul (2001) when they indicated that, current economic and employment landscape puts pressure on how organizations structures and motivates employees. Due to the fiercely competitive environment most companies operate and focus on corporate goals, profit margins, and stock market prices (Bergmann et. al., 2001) leaving the employee to focus on determining his or her source of motivation. It is not surprising to find organisations seeking potential employees who are intrinsically motivated especially during recruitment. This desire can be linked increased workload and stress now associated with work and also decreased job security and commitment as indicated by De Meuse, Bergmann et al. (2001). The effectiveness of an organisation is measured according to the extent to which it achieves its goals. To th is effect, employers must ensure and promote cooperation, commitment and high level of satisfaction within the field of its influence. In order to ensure that employees have a sense of satisfaction in their jobs, there should be strong and effective motivation at all levels within the organisation. The performance of an individual can be determined by the work environment, his/her abilities and motivation to work. In situations where the individual appears not to have the need capacity to do what is required of him or her some form of training can be provided to build the capacity required, where ergonomics and other environment factors are identified as cause of an individuals inefficiencies, some form of adjustment can be made. However, when the individual lacks the desire to works, remedying it goes begun what an employer can do to bring about immediate results. This can be explained on the bases that, human behaviour is a complex and understanding it to enable change is not an e asy task and as indicated by Fletcher (2004), wanting an immediate change in human behaviour is hard to imagine. Motivation therefore, can be considered as a factor that plays a significant role in influencing employees job satisfaction. However, this role might be negative or positive considering the fact that, motivation is intangible nature. Considering role of motivation on job satisfaction, one might one the stands of the Ghanaian employer. Does the Ghanaian employer acknowledge the importance of motivation and if so, what are the steps put in place to ensure that, motivation has a positive impact on employees? Most organizations have evolved with time and are adapting leaner and flat structures, these organisations place a lot of focus on delivering value to customers, not likely to provide employees with jobs for life, very open, and are more dynamic with competitive requirements and strategies. An attempt to understand motivation and its resultant effects on job satisfact ion is not easy especially in a country like Ghana, where few organisations pay particular attention to their employees level of motivation. It is said that, a happy worker is a good worker but one may be tempted to challenge the validity of this statement. For at least 50 years, researchers have sought to determine if any, the relationship that job satisfaction has with job performance. It is important to emphasise that, empirical evidence to support that job satisfaction leads to better performance is conflicting and likewise the existence of a positive correlation between the two. If empirical literature is mixed on issue and a motivated employee is assumed to be a satisfied employee then serious questions will have to be raised to assess the relationship that exist between motivation and job satisfaction. It is quite notable to note that, it was very difficult finding published works in Ghana that seek to address or suggest this relationship, if any, on the relationship between motivation and job satisfaction and the effect of motivation on job satisfaction. As a result of this ambiguity, this research seeks to determine the relationship, if any, that exist between motivation and job satisfaction, keeping in mind the value this relationship has for organizations. Problem Statement There are motivation theories not supported by valid evidence but are easy to understand. If one should ask how many people are motivated by being given badges, titles, dedicated car parking spaces, photos in company newsletters, how many can not wait to get home from work to do other things? One will be amazed at the numbers simply because motivation does not operate in a vacuum. If people are going to spend as much time at work as they do, why can they not be enthused about the work that they do? Do managers have a responsibility to try to stir them up? Maintaining satisfactory hygiene factors will not necessarily motivate people but it will stop them from being dissatisfied! However, there is not necessarily a relationship between satisfaction and productivity. One can find your job satisfying without you really doing very much. Also, when conditions are satisfactory, people attribute success to their own doing and when things are positive, they look to management for someone t o blame. It should also be noted that, perhaps some managers subscribe to Theory X personally, whilst publicly espousing Theory Y? The underlying fact is, changing ones actions in line with Y will not necessarily lead to increased motivation. In the concept of job satisfaction, the employee feels the importance of his belongingness in the workplace as well as the importance of his job. This achievement can be in the way where the needs are satisfied such as their self-esteem need and self-respect, appreciation or recognition, the safety and security of the employee (Wright, 2001). The job satisfaction of the employee is also affected by several factors, and for the organization to achieve the job satisfaction of the employees; they need to describe the relationship of the commitment and motivation towards job satisfaction. Employee motivation and job satisfaction have always been an important issue in an organization, but few organizations have not made motivation and job satisfa ction top priorities or even neglected the issue at times. The failure of the managers in the organization to determine the motivational factors of the employees will create dissatisfaction of the employees which will eventually result to the decrease in productivity of the employees. The managers of the organization should properly utilize its people who are considered the most important part of an organization because these employees are the ones doing the legwork in order to achieve the goals of the organization. It will be difficult to utilize the employees of the organization if they are not properly motivated, and in effect create job dissatisfaction of employees.          A well-motivated person works harder and perseveres longer than an unmotivated one. A person level of intensity and persistence is higher because motivation energizes his behavior and gives the direction. It is very similar to the vector quantity in physics, it has both magnitude and direction. In the total workforce, almost all human behavior is motivated and caused and directed, meaning people act because something cause it, but their actions must not be aimless, it must be directional. Motivation, therefore, must be considered the strength of the drive toward an action.    In this sense, motivation refers to the whole class of drives, needs and similar forces that prompt people to act in certain ways and develop tendencies for specific behaviors that may eventually lead to job satisfaction (Martirez, 2003). It is understandable that managers expect high quality performance from their employees regardless of the work environment that they provide. However, if from their employers concentrate on generating a kind of workplace that is positive with high motivation, job Research Objectives The first objective is to determine motivational efforts of management in achieving job satisfaction. The second objective is to seek other factors, if any, that influences employees sense of satisfaction. The third objective is to be able to empirically test some of the various theories of motivation and assess their impact on employees job satisfaction in a country like Ghana. Finally through the study, recommendations could be made to the organisation on how to establish strong motivational program that leads to job satisfaction and brings out the commitment in their employees. This will contribute to knowledge management in the area of human resource. Research Questions There are several questions presented that can help the completion of the study in understanding the different factors that can produce the job satisfaction among the employees. Which motivational theory best determines an employees job satisfaction? Is there a relationship between motivation and job satisfaction? Are there other factors that contribute to job satisfaction apart from motivation? What are the measurements or signs that prove that the employees are committed to their job? Does job satisfaction play an important role in the success of the entire organization? Definition of Motivation Modern-day authors have defined motivation as the influence of behaviour based on knowing what makes people tick (Luthans, 1998); the psychological process that provides an innate force to satisfy an unsatisfied need (Higgins, 1994); behaviour purpose and direction (Kreitner, 1995); a tendency to behave in a purposive manner to achieve specific, unmet needs (Buford, Bedeian, Lindner, 1995); and the will to achieve (Bedeian, 1993). Motivation for the purpose of this study is operationally as a psychological drive that propels individuals towards an objective or goal. Therefore, motivation can be considered as a basic psychological process with emphasises on how and why individuals act the way they do. Mine, Ebrahimi, and Wachtel (1995) indicated that, problems with competitiveness can be largely associated with motivation. Ones perception, personality, attitude, and learning, along with motivation are very important element of behaviour. Motivation is therefore a process of arousin g, energizing, directing, and sustaining an individuals behaviour and performance as asserted by Luthans (1998). Employers have the task of stimulating employees to take action and achieve a desired task. Employers can stimulate employees by employing effective motivation, which results in the employee being more satisfied with the work they do. Money cannot be considered as the only motivator of employees within an organisation as there are other incentives (interesting work, good wages, full work done, job security, excellent working conditions, advancement and growth in the organization, feeling of being in on things, employers loyalty, tactful discipline, and sympathetic help with personal problems) that can also serve as motivators. Motivation theories In the late 19th century, jobs were essential, usually hard and/or monotonous, pay was nothing to write home about as people worked mainly for bosses. It was not surprising to find people being fire for untidiness or unproductively as these were considered unacceptable. During these same periods, workers were not regarded as vital element to growth of the organisation but rather expendable resources and what matters most was increase in productivity levels. Taylor (1911) analysed time and motion, jobs were broken down into small parts, and the essence of it was develop quicker and better methods of working. This mechanistic way of working resulted in defensive and other forms of unacceptable employee behaviours. It is quite surprising to note that such management practise still exist in Ghana. Lack of research publication on this topic makes it difficult for one to validate such a claim. However, this research seeks to bring to light the level of importance plays on the Ghanaian em ployee considering that fact that, they form the back bone of business. Needs theories Practicing managers appear to have developed a soft spot for Maslows (1954) need theory which has resulted has received wide recognition even though its intended application was not motivation within the work place. Maslows theory simple indicates that, an employee is satisfied ones his or her needs at met and otherwise if they are not met. The theory also suggests that, employees will demand more from employers when they have satisfied their subsistence needs. If an employee obtains job security, he or she is most likely to seek means to attain the utmost end of self-actualization. The theorys instinctive logic and simplicity has enabled it to build some level of accreditation. However, researchers have not validated this theory considering that, Maslow provided no empirical evidence and so has other studies failed in their attempt to validate the theory hence, the lack of support for it. Maslows needs theory leaves a love of questions unanswered. One should understand that, an in dividual higher level of need may change and become a lower level need and this may be due to ones desire to adjust to group norms, change in time and place, and change of priority. Alderfer (1972) suggested that, an employees needs can be split into 3 groups as compared to that of Maslows (1954) proposed 5 levels. The existence level was founded on survival of the employee and this includes nutritional and material requirements. His relatedness needs was grounded on peoples desire to live and function within a social environment and these desires are achieved by ones relations with family, friends and work colleges. The longing to be part of a values organisation which incorporates what Maslow (1954) described as safety, belonging and self-esteem needs. Alderfers growth needs is founded on people desire to develop their potential or personal psychological development. This growth need relates to Maslows self-actualisation and self-esteem needs. Alderfer emphasised that these needs do not occur in a hierarchy, but rather on a continuum (Spector, 2003), and may in fact be experienced simultaneously (Alderfer, 1969). Alderfers ERG theory has intuitive appeal, and is more directly applicable to employee motivation than Maslows needs hierarchy theory. It also has greater empirical support ( Wanous Zwany, 1977). Despite the limited empirical support, needs hierarchy theory has had a positive impact on organisations, as it has focused attention on the importance of addressing employees needs at work (Spector, 2003). In addition, one of its main constructs, the self-actualisation concept, has become very popular with especially managers and executives who have accepted this high-level need as a potent motivator (Schultz Schultz, 1998). Frederick Herzbergs well-known and controversial theory of motivation was postulated in 1954, and developed from his work to determine the attitude of workers towards their jobs (Gouws, 1995). As such, it was originally intended t o be a job satisfaction theory, but over time it was its motivational aspects that attracted most attention (Baron et al., 2002). Beach (1980) was of the opinion that this theory constitutes more of a work motivation than general human motivation theory. The basic assumption of Herzbergs theory is that motivation originates from the job itself, and not from other external characteristics, and that those factors leading to job satisfaction (motivators) are separate and distinct from those leading to job dissatisfaction (hygiene/maintenance factors) (Herzberg, 1966). The hygiene factors, which may be equated with Maslows lower order needs, are placed along a continuum, from a state of dissatisfaction, to no dissatisfaction. These factors involve circumstances surrounding the task which do not lead to job satisfaction, but prevent dissatisfaction, if maintained adequately. Examples of these maintenance factors include the level of supervision, job status, work circumstances, service co nditions, remuneration and interpersonal relationships (Herzberg, 1966). Motivators, on the other hand, have a direct positive effect on the work situation, and lead to improved productivity. They may be equated with Maslows higher order needs, and are also placed along a continuum from a highly motivated to a highly unmotivated state. Aspects of the job itself, e.g. level of recognition, pleasure of performance, increased responsibility, and opportunities for advancement and promotion, serve as motivators (Herzberg, 1966). The assumed independence of motivators and hygiene factors is a matter of some controversy in the field, and the theory in general has accumulated little empirical support. Nevertheless, the theory has had a major impact on organisational psychology (Baron et al., 2002), in that it has led to the re-design of many jobs to allow for greater participation of employees in planning, performing and evaluating their own work a concept currently referred to as job enr ichment (Schultz Schultz, 1998). Motivator/hygiene theory has been very successful in focusing attention on the importance of providing employees with work that is meaningful to them (Spector, 2003). Gouws (1995) noted that McGregors theory closely resembles that of Maslow, in that the factors McGregor believed act as motivators to people at work, are arranged and satisfied in a similar hierarchy. McGregor also placed physiological needs first, followed by physical and social needs. Egotistical needs are sub-categorised as self-regard needs on the one hand, which involve self-respect, self-confidence, autonomy, achievement, competence and knowledge, and reputation needs on the other. The latter include needs such as the status, recognition, respect and appreciation a person enjoys. The highest level of need is that of self-fulfillment, which people attempt to satisfy through continued self-development and creativity. Douglas McGregors (1960) Theory X and Theory Y represent an extension of his ideas on motivation to the direction and control of employees in the workplace. According to McGregors Theory X, which articulates the traditional approach to motivation, people are not keen on work, and try to avoid it where possible. As a result, employees must be coerced and controlled by punitive measures to perform effectively. The average person is believed to lack ambition, avoid responsibility, and strive for security and financial compensation only. They are egocentric, and not at all mindful of organisational goals. Theory Y, in contrast, reflects a more modern approach to motivation, in that most people are seen as keen to discipline themselves in order to successfully complete the tasks allocated to them. In addition, they seek responsibility, and are capable of creative problem solving. McGregor regarded Theory Y as a more accurate and realistic portrayal of human behaviour, since it represents the integration of individual and organisational goals. Mc Gregor did, however, recognise that the theory does not offer a complete explanation for employee motivation (McGregor, 1960). McClellands learned needs theory McClellands theory, also referred to as the Three-Needs theory (Gouws, 1995) or the Achievement Motivation theory (Schultz Schultz, 1998), was introduced in 1967. The theory is based on the position that achievement-oriented people share three major needs, which are not innate, but acquired through learning and experience (McClelland, 1987). McClelland assigned a specific code to each of the three needs, which include: the need for Power (n/PWR), which denotes the need to control others, influence their behaviour and be responsible for them; the need for Affiliation (n/AFF), which refers to the desire to establish and maintain satisfying relationships with other people; the need for Achievement (n/ACH), viewed as behaviour directed towards competition with standards of excellence. Although not highly influential, McClellands theory of motivation was certainly instrumental in focusing attention on the unusual needs of employees with a strong need to achieve (Beach, 1980 ). Hackman and Oldhams task enrichment theory Richard Hackman and Greg Oldhams model, which was introduced in 1980 (Van Niekerk, 1987), is also known as the job characteristics theory (Schultz Schultz, 1998). It developed out of the authors research on objective measures of job characteristics that correlated with job satisfaction and work attendance (Schultz Schultz, 1998). The theory is based on the premise that three psychological states in particular are necessary to enhance a persons motivation and job satisfaction, namely : the experience of work as meaningful; the experience of work responsibility, i.e. the level of personal responsibility for a persons work; insight in job performance, i.e. how much insight a person has in how well or how poorly he is performing on his job. The more intense the experience of these three states, the higher the persons motivation level will be (Porter, Lawler Hackman, 1975). Hackman and Oldham also identified five task characteristics believed to lead to the above mo tivational states. These characteristics, which include skills variety, task identity, task importance, autonomy and performance feedback, and their interplay with the three motivational states.Fundamental to this theory is the notion that the need for personal development, creativity and challenge has a very significant impact on the successful execution of a meaningful task. In addition, due to differing individual drives and needs, different people will respond differently to the same task (Van Niekerk, 1987). The concept of task enrichment has proven to be very meaningful and useful in the workplace, and Hackman and Oldhams theory therefore continues to stimulate investigation (Tyagi, 1985). A meta-analysis of 200 studies, for example, confirmed the positive relationship between job characteristics, job satisfaction and performance (Fried Ferris, 1987). The learning theory of motivation holds the assumption that, motivation in other is induced when they see other being rewar ded for putting a certain level of performance standard and will also put in extra effort when the realise that people are being punished for not meeting set performance standards. 2.1.3.2 Cognitive theories Equity theory Equity theory was first introduced by Stacy Adams in 1965 (Hadebe, 2001). Its basic tenet is that people are motivated to achieve a condition of equity / fairness in their dealings with other people, and with the organisations they work for (Adams, 1965). People make judgements or comparisons between their own inputs at work, e.g. their qualifications, experience and effort, and the outcomes they receive, e.g. pay and fringe benefits, status and working conditions. They then assign weights to these inputs and outputs according to their relevance and importance to themselves. The summed total produces an output / input ratio, which is the key issue in terms of motivation. If a persons output / input ratio is equal to that of another person, equity exists. A state of inequity leads to tension, which the individual tries to reduce by changing one or more elements of the ratio, e.g. increase or reduce his effort. Perceived inequity by the person is therefore the basis for motivation (Baron et al., 2002). This theory helped to provide the basis for studying the motivational implications of perceived unfairness and injustice in the workplace. It also laid the foundation for more recent theories on distributive (how much is allocated to each person) and procedural justice (how rewards and job requirements are determined) (Cropanzano Folger, 1996). In a meta-analysis of many of these theories, Cohen-Charash and Spector (2001) found that both distributive and procedural justice were related to job performance, job satisfaction and the intention to quit. Equity theory has stimulated much research, but there has been a decline in interest of late because of its inability to predict peoples perception of the equitability of their specific situation. Nevertheless, it has served to direct attention to the importance of treating employees fairly, and the consequences of failing to do so (Spector, 2003). Goal-setting theory Goal-setting theory was first proposed by Edwin Locke in 1968 (Beck, 1983). Spector (2003) described this perspective on motivation as the assumption that peoples behaviour is motivated by their internal intentions, objectives or goals, in other words, by what people consciously want to achieve. According to Locke and Henne (1986) goals affect behaviour in four ways: they direct attention and action to those behaviours which a person believes will achieve a particular goal; they mobilise effort towards reaching the goal; they increase the persons persistence, which results in more time spent on the behaviours necessary to attain the desired goal; they motivate the persons search for effective strategies for goal attainment. There are several prerequisites for the goal-directed behaviour to effectively improve job performance (Locke Henne, 1986): a thorough commitment to the specific goal; regular feedback on the persons performance towards attaining the goa l; the more challenging the goal is perceived to be, the better the persons performance is likely to be; specific goals are more effective than vague goals, e.g. do your best; self-set goals are preferred over organisationally set goals. If this is not entirely possible, a person needs to at least have input into his own goals. This theory has an intuitive appeal because of its clear relevance to the workplace (Schultz Schultz, 1998). It is well supported by empirical research evidence (Locke Latham, 1990). A meta-analysis of 72 on-the-job studies pointed out that goal setting produces substantial increases in employee output (Wood, Mento Locke, 1987). It is currently one of the most popular theories informing organisational approaches to employee motivation (Spector, 2003). Expectancy theory The original thinking behind what has come to be known as expectancy theory, or Vrooms Expectancy-Valence-Instrumentality (VIE) theory (Beck, 1983), can be traced back to the theorizing of Tolman and Levin in 1932 and 1938 respectively (Petri, 1996). Vroom was, however, the first scholar to elaborate on this thinking in a motivational context in 1964 (Gouws, 1995). Since its origins in the psychological theorising of some 60 years ago, the expectancy theory has been presented in many variations. Common to all versions is the basic tenet that people base their behaviour on their beliefs and expectations regarding future events, namely those maximally advantageous to them (Baron et al., 2002). Essentially, the theory explains how rewards lead to behaviour, through focusing on internal cognitive states that lead to motivation. In other words, people are motivated to action if they believe those behaviours will lead to the outcomes they want. The said cognitive states are termed exp ectancy, valence and instrumentality (Spector, 2003). Vrooms original theory posits that motivation (or force) is a mathematical function of three types of cognitions (Vroom, 1964): Force = Expectancy x ÃÆ'Ã… ½Ãƒâ€šÃ‚ £ (Valences x Instrumentalities) Where: force is the persons motivation to perform; expectancy is the perceived probability that a person has regarding his ability to perform the behaviour required to lead to a desired outcome, e.g. working hard enough to secure a promotion. (This aspect is similar to self-esteem or self-confidence, in that it relates to a persons belief that he can perform at the required level (Spector, 2003)); valence is the value or the attractiveness of the outcome to the person; instrumentality is the perceived probability that a given behaviour will lead to the desired outcome. There may be more than one outcome for each behaviour. According to Vrooms formula, for each outcome a valence and instrumentality are multiplied , and each resulting product then summed (ÃÆ'Ã… ½Ãƒâ€šÃ‚ £), and multiplied by the persons expectancy, to produce an overall force or motivation score (Spector, 2003). Hadebe (2001) points out that the multiplicative assumption implies that if any of the cognitive components equals zero, the overall level of motivation will be zero. Expectancy theory has represented a popular and influential approach since its introduction, but has been criticised for its assumption that people are as calculating and rational in their decision-making, as suggested. It has also been criticised for failing to take adequate account of peoples cognitive limitations (Baron et al., 2002). Consequently, there has been mixed levels of support for the theorys usefulness in the workplace. According to Hadebe (2001) the theory has limited use, and is more valid for prediction of behaviour where effort-performance-rewards linkages may be clearly perceived by the individual. Support for the theory as an adequat e predictor of job performance comes from authors such as Tubbs, Boehne and Dahl (1993), Van Eerde and Thierry (1996), Hackman and Porter (1968) and Fox, Scott and Donohue (1993). 2.1.3.3 Reinforcement theories Reinforcement theories, which assume that peoples behaviour is determined by its perceived positive or negative consequences (Baron et al., 2002) are based on the Law of Effect idea, which was first postulated by Thorndike (1911), and further developed by Woodworth (1918) and Hull (1943). Hulls drive theory elaborated on this idea and suggested that effort was the mathematical product of drive, multiplied by habit, and that habit was derived from behaviour reinforcement. The consequences of behaviour may be tangible, such as money, or intangible, such as praise (Spector, 2003). In this regard, reinforcement theory was highly influential in firmly establishing the ideas relating to incentive and reward systems that are applied in most organisations today. As such, it provided the basis for the notion that rewards should be contingent with individual units of productivity (Schultz Schultz, 1998). As a motivation theory, reinforcement theory has fallen somewhat out of favour, a s it merely describes relations between reinforcement and behaviour, but gives 34 little insight into motivational processes, e.g. whether or not a person wanted a specific reward, or why. Nevertheless, its relative popularity in the workplace is maintained by research that has shown that rewards can be highly effective in the enhancement of job performance (Spector, 2003). Job satisfaction is a complex and multifaceted concept, which can mean different things to different people. Job satisfaction is usually linked with motivation, but the nature of this relationship is not clear. Satisfaction is not the same as motivation. Job satisfaction is more of an attitude, an internal state. It could, for example, be associated with a personal feeling of achievement, either quantitative or qualitative. In recent years attention to job satisfaction has become more closely associated with broader approaches to improved job design and work organization, and the quality of working life movement. The most-used research definition of job satisfaction is by Locke (1976), who defined it as . . . a pleasurable or positive emotional state resulting from the appraisal of ones job or job experiences (p. 1304). Implicit in Lockes definition is the importance of both affect, or feeling, and cognition, or thinking. When we think, we have feelings about what we think. Conversely, when we have feelings, we think about what we feel. Cognition and affect are thus inextricably linked, in our psychology and even in our biology. Thus, when evaluating our jobs, as when we assess most anything important to us. The relationship between job satisfaction and performance is an issue of continuing debate and controversy. One view associated with the early human relations approach, is that satisfaction leads to performance. An alternative view is that performance leads to satisfaction. However, a variety of studies suggest that research has found only a limited relationship between satisfa ction and work output, and offer scant comfort to those seeking to confirm that a satisfied worker is also a productive one. Labour turnover and absenteeism are commonly associated with dissatisfaction, but although there may be some correlation, there are many other possible factors. No universal generalizations about worker dissatisfaction exist, to offer easy management solutions to problems of turnover and absenteeism. The study suggests that it is primarily in the realm of job design, where opportunity resides for a constructive improvement of the workers satisfaction level. METHODOLOGY This study will be a quantitative research drawing on deductive technique as research questions will be deduced from theories. The data for the research will be collected using a questionnaire and the population for this study will on 50 people across various industries above the legal working age (18+) in Ghana. The sample population will be randomly selected from the population in order to limit sampling error and other research biases. The study will gather participants information such as their age, gender, civil status, number of family members, years of employment and their position in their respective company.   All these requirements will serve as moderating factors of the study and ethical considerations will be noted with great emphasis on confidentiality. +

Essay on Grolsch Beer Advertisement - 862 Words

Grolsch Beer: Using the Artistic Approach The advertisement for Grolsch beer, taken from the May 28, 1998 issue of Rolling Stone features Vincent Van Gogh’s Self-portrait. Grolsch beer uses three important components of argument (ethos, pathos, logos) to support their claim. However, logos is the most important because the audience must be able to logically interpret the ad. The advertisement connects with the audience by appealing to the reader’s logic of art history, while establishing a reputation of quality and credibility with the Grolsch name. Relying heavily on logos, the makers of this advertisement depend on the readers knowledge of the history of art and specifically of Van Gogh. The main text of the advertisement†¦show more content†¦Grolsch beer is attempting to prove that its beer is more desirable than other brands. It conveys the message that if you are willing to spend more on its beer, then the quality you receive is well worth the extra money. Finally, the claim of policy is found in the latter portion of this statement in the phrase enjoy it responsibly. Claims of policy assert that specific policies should be instituted as solutions to problems. Drinking alcoholic beverages can create many problems such as drunk driving accidents. Grolsch claims that if people drink their beer they can remain responsible. This statement is far from true, but is meant to bring together the claims of fact and value. Grolsch beer has been Master Dutch brewed since 1615, and its quality is ensured by this length on the market. The makers of the ad are trying to say that Grolsch beer is so high in virtue that it keeps people responsible when they drink. Grolsch also establishes its ethos by emphasizing the quality of its beer. The lower portion of the page contains the phrase Master Dutch Brewers Since 1615. The date in this statement is almost four hundred years old. 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Project Plan Human Services Project Management

Question: Discuss about the Project Plan for Human Services Project Management. Answer: Project Title Health and Human Services in the community Project Management Plan Role and Organization XYZ Organization is a not for profit organization that works towards provided healthcare and human services to the people of ABC district. It primarily works for the people in senior age group and has been in the area of work since more than two decades. There are approximately 120 full time and part time workers that are deployed in 40 different plan and policies of the organization across the district and other parts as well. My role in the organization is of a community worker to promote and provide healthcare and other human services in the district. With the application that has been developed by the organization, I would be performing the registration activities for every single citizen of the district and will also record the demographics of all the members. These details will then be analyzed with the help of an analytics tool to come up with results that would help in planning and implementation of strategies to provide health and human services. Project Scope Project Summary The project has been designed in order to provide the health and human services to the people of ABC district. Information Technology has been utilized to assess the healthcare requirements in the district by analyzing the data on the basis of several factors such as age, family size, financial stability and likewise (Larson, 2016). The project will make use of a web application for data collection and an analytics tool for data analysis. The data will then be studied to form the project goals and objectives that need to be achieved. The primary issue that the people of the district are facing is in terms of proper assessment and utilization of the services that are targeted. The project has been launched to address the following issues: There is no assessment of the population and requirements to estimate the resources necessary to fulfill the same. Public health services are not provided to the people on the scheduled time. The same results in a number of health related problems for the individuals and their families. Energy consumption and usage is also a major issue due to lesser awareness among the people. Project Goal To improve the healthcare and human conditions in the district by providing the high quality services upon thorough assessment and analysis (Morihara, 2016). Project Objectives Generate awareness and knowledge among the residents of the district to optimally utilize the resources that are made available for them. To gather the data of all the residents and perform detailed analysis on the same in order to come up with accurate statistics. To design a program for the implementation of public health services in the region. To record the energy consumption by every unit in the region and devise a strategy to implement improvements in the same by correct usage. To provide specific health equipment and tools to the people on the basis of their medical records and necessities. To launch special health programs for the senior citizens to allow them to monitor their health through the processes such as tele-medication and remote health monitoring (Chandler, 2016). Critical Success Factors There are a number of factors that will determine the success of the project. The first and the foremost will be the completion of the project under the defined budget and schedule. The second will be the considerable improvement in the health condition of the people through healthcare surveys and programs. The third will be the energy consumption and utilization that will be recorded for a period of two to six months and an improvement in the results. The project success can also be determined by collecting the feedback from the residents of the district by a planned process such as through a survey or a questionnaire distributed to each and every one. The results can then be analyzed to understand the level of success that has been achieved by the team members of the project. Project closure report and results of the quality checks will also convey details on the project success (BELEIU, 2016). Assumptions and Risks The project will be completed as per the project schedule. The project will be completed under the defined budget. The project may face risks in terms of assessment and data collection, lesser support from the people and in terms of funding. Project Rationale There are a number of concerns by the people of the district in terms of the issues that they face associated with the health and other human services. The district has still not come up to the level of development that is seen in the other parts of the country and the people are still struggling to achieve a decent standard of living. Under such conditions, the loss that the residents face due to the improper utilization of energy resources and the severe health conditions hits hard on their pockets (Kaplan, 2016). It has been devised that health care services are the basic necessities for the people of any region and the absence of proper availability of the same can lead to some of the severe impacts as it can lead to a number of epidemics and a lot many issues. There are families in the region in which the primary earner of the family suffers from a sever health issue leading to inability to being in required amount of income to the family. Energy consumption is another major cau se of concern for the people in the region. The energy resources are abundant in the area but the people are not well aware to understand the optimum utilization of the same. This is the issue that not only results in monetary losses by consuming more than what is actually required but also results in unnecessary wastage of energy resources. It can also lead to some serious impact on the environmental conditions of the area and the surrounding regions if the problem is not controlled and tacked with a proper solution (Munns and Bjeirmi, 2016). The organization is a not for profit organization that has been providing good quality services to the various communities and has been in the business since more than two decades. The project that has been designed makes use of a number of IT tools such as a web application, management tools, analytics tools along with the health care tools and equipment that will be provided to the people. In order to implement the public health services in the area and the collect data and analyze the same, it is essential to have considerable amount of funds for the execution and development of the project (Robinson, 2016). Looking at the issues that have been discussed, it is necessary to launch and implement the project without any delay. The project will comprise of a number of phases such as initiation, planning, analysis, design, development, implementation, testing and closure. There will be a number of activities that will be included in every single phase. The time that will be allocated to each of these activities will be sufficient to complete the same with perfection and utmost quality standard. There will be a number of several costs that will be associated with the project to bring out the best results. A one-time cost will be associated with the tools and equipment necessary during the project timeline and the infrastructure cost as well such as setting up public health centres and likewise (Lloyd, 2016). There will be a recurring cost that will be associated with the activities such as data collection, assessment of the data, analytics, developmental cost, implementation cost, testing cost and maintenance cost. To cover all of these costs, the project funding is extremely essential (Duncan, 2016). There a re a number of advantages that will result upon successful completion of the project. The environmental benefits will result with the proper and required consumption of the energy sources. The health conditions will also improve due to the availability of the required health equipment and tools along with the setting up of the public health centres. The residents will also be able to contribute towards the national economy by being complete productive in nature and will also be able to nourish and nurture their families with the best of their abilities without any hindrance in terms of health, income and infrastructure. It is thus essential for the project to receive a good source of funding that will cover all the costs that are associated with the project and aid in achieving the project goals and objectives as well. The contribution that will be made will not only be beneficial for the district or for the organization but will also cause a larger good as it will benefit the envir onment and the national economy as well. Time Schedule Gantt Chart DESCRIPTION START DATE END DATE DURATION (days) 1. Health and Human Services 8/25/16 11/11/16 76 1.1 Initiation 8/25/16 9/7/16 12 1.1.1 Evaluation Recommendations 8/29/16 8/31/16 2 1.1.2 Develop Project Charter 8/31/16 9/2/16 2 1.1.3 Deliverable: Submit Project Charter 9/2/16 9/3/16 1 1.1.4 Project Sponsor Reviews Project Charter 9/3/16 9/5/16 2 1.1.5 Project Charter Signed/Approved 9/5/16 9/7/16 2 1.2 Planning 9/7/16 9/19/16 12 1.2.1 Create Preliminary Scope Statement 9/7/16 9/12/16 5 1.2.2 Determine Project Team 9/12/16 9/13/16 1 1.2.3 Project Team Kickoff Meeting 9/13/16 9/13/16 0 1.2.4 Develop Project Plan 9/13/16 9/16/16 3 1.2.5 Submit Project Plan 9/16/16 9/16/16 0 1.2.6 Milestone: Project Plan Approval 9/16/16 9/19/16 3 1.3 Analysis and Design 9/19/16 10/7/16 18 1.3.1 Project Kickoff Meeting 9/19/16 9/19/16 0 1.3.2 Verify Validate User Requirements 9/19/16 9/23/16 4 1.3.3 Design System 9/23/16 10/3/16 10 1.3.4 Procure Hardware/Software 10/3/16 10/5/16 2 1.3.5 Install Development System 10/5/16 10/7/16 2 1.4 Implementation 10/7/16 10/17/16 10 1.4.1 Project Management 10/7/16 10/17/16 10 1.4.2 Project Status Meetings 10/7/16 10/17/16 10 1.4.3 Risk Management 10/7/16 10/17/16 10 1.4.4 Update Project Management Plan 10/7/16 10/17/16 10 1.5 Testing 10/17/16 11/1/16 14 1.5.1 Test Scope 10/17/16 11/1/16 14 1.5.2 Test Plan Preparation 10/17/16 11/1/16 14 1.5.3 Test Case Creation 10/17/16 11/1/16 14 1.5.4 Test Execution 10/17/16 11/1/16 14 1.5.5 Defect Reporting 10/17/16 11/1/16 14 1.6 Closeout 11/1/16 11/11/16 10 1.6.1 Audit Procurement 11/1/16 11/11/16 10 1.6.2 Document Lessons Learned 11/1/16 11/11/16 10 1.6.3 Update Files/Records 11/1/16 11/11/16 10 1.6.4 Gain Formal Acceptance 11/1/16 11/11/16 10 1.6.5 Archive Files/Documents 11/1/16 11/11/16 10 Gantt chart (Durfee, 2016) Gantt chart (Durfee, 2016) Gantt chart (Durfee, 2016) References BELEIU, I. (2016) MAIN FACTORS INFLUENCING PROJECT SUCCESS. [online] Available at: https://www.efos.unios.hr/repec/osi/journl/PDF/InterdisciplinaryManagementResearchXI/IMR11a05.pdf [Accessed 25 Aug. 2016]. Chandler, (2016) Project Management Methodology Guidelines. [online] Available at: https://www.chandleraz.gov/Content/PM000PMMethodologyGDE.pdf [Accessed 25 Aug. 2016]. Duncan, W. (2016) https://www2.fiit.stuba.sk/~bielik/courses/msi-slov/reporty/pmbok.pdf. [online] Available at: https://www2.fiit.stuba.sk/~bielik/courses/msi-slov/reporty/pmbok.pdf [Accessed 25 Aug. 2016]. Durfee, (2016) Project Planning and Gantt Charts. [online] Available at: https://www.me.umn.edu/courses/me2011/handouts/proj_planning.pdf [Accessed 25 Aug. 2016]. Kaplan, M. (2016) Rationale and Recommendations for Strengthening The Intergenerational Agenda Within Cooperative Extension. [online] Extension.psu.edu. Available at: https://extension.psu.edu/youth/intergenerational/pdfs/white-paper [Accessed 25 Aug. 2016]. Larson, E. (2016) https://www.watermarklearning.com/downloads/10_Steps_to%20_Creating_a_Project_Plan.pdf. [online] Available at: https://www.watermarklearning.com/downloads/10_Steps_to%20_Creating_a_Project_Plan.pdf [Accessed 25 Aug. 2016]. Lloyd, D. (2016) Psychology, Social Work and Human Services. [online] Available at: https://www.unisa.edu.au/global/eass/brochure/psychology-social-work-and-human-services-brochure.pdf [Accessed 25 Aug. 2016]. Morihara, B. (2016) Defining Project Goals and Objectives. [online] Available at: https://www.wou.edu/tri/site/pdf/SITE_Goals-Objectives.pdf [Accessed 25 Aug. 2016]. Munns, A. and Bjeirmi, B. (2016) The role of project management in achieving project success. [online] Available at: https://notendur.hi.is/vio1/The_role_of_project_management_in_achieving_project_success.pdf [Accessed 25 Aug. 2016]. Robinson, G. (2016) Proposal for the Sequencing of a New Target Genome: White Paper for a Honey Bee Genome Project. [online] Available at: https://www.genome.gov/pages/research/sequencing/seqproposals/honeybee_genome.pdf [Accessed 25 Aug. 2016].