The Catcher In The Rye 3 Essay Example For Students

The Catcher In The Rye 3 Essay Sometimes characters can allow a strong feeling or emotion todominate their lives.;Holden allows the strong feelings and emotions of death, society, schooland innocence to dominate his life. Holden is a very sensitive boy who can notignore his problems, instead he dwells on them. These feelings and emotionsare dominant because Holden believes strongly in them. The strong negative feelings that Holden has for his school and itscommunity are present because of its concern for an image. When students donot put in they are expelled to keep the schools high academic rating, This isrepresented when Holden says I got the axe. They give guys the axe quitefrequently at Pencey.; he does not like this as it does not allow students to beindividuals and be who they really want to be. Another reason Holden dislikesschool so much is because the way teachers have an unfair authority over theirstudents. Mr Spencer used his authority when he read out Holdens paper. We will write a custom essay on The Catcher In The Rye 3 specifically for you for only $16.38 $13.9/page Order now holden thought this was rude and said I dont think Ill ever forgive him forreading me that crap out loud. I wouldntve read it out loud to him if hedwritten it I really wouldnt.;Holden is not fond of the society that he lives in. It is a superficialsociety that worships the movies and actors because they portray a type ofliving that seems wonderful, although it is very false. Holden does not like themovies, he views them as a world that people wish they could be in. Anexample of this is when Holden says If there is one thing I hate, its themovies.; Holden also dislikes the actors. He feels that they do not act likecommon people instead they act more like they knew they were celebrities;and that annoyed him because he can not understand why people admire themso much. He thinks that actors are shallow and create an even biggermisconception on life. Holdens way to cope with society is to wear his redhunting hat in public. This is a way for him to demonstrate that he is differentand that he will not conform to the way society and people want him to. This isshown when he calls his hat a people shooting hat;. Holden feels that societyis too concerned with materialism and appearance and he does not want to beea part of it and this is why he wears his red hunting hat. The death of Holdens bother has effected him tremendously. WhenAllie died Holden revealed to us that he broke all the windows in the garage;with his bare fists. When Holden felt lonely he would think of Allie, this isrepresented when Holden is walking down a street and at the end of everyblock he would say ; Allie, dont let me disappear. Please Allie.; Anotherreason why death dominates Holdens life is because Allie is one of the fewpeople he actually likes. When Pheobe told him angrily that Allie was deadHolden said ;Just because somebodys dead, you dont just stop liking them,for Gods sake especially if they were about a thousand times nicer than thepeople you know thatre alive and all.;Trying to maintain peoples innocence is something that Holden stronglybelieves in. It is a quality that he thinks people should never lose and go into afalse and deceptive world. Holden especially wants to stop children fromentering this world and because of this Holden said that if children are runn ingon a cliff and they dont look where theyre going I have to come out fromsomewhere and catch them. Thats all Id do all day.I know its crazy, butthats the only thing Id really like to be.; He wants to be the person whomakes them see that the world is a hypocritical place to belong to and that theyshould try to avoid it as much as they can. This shows us how strongly Holdenfeels about preserving peoples innocence and individuality. .u6aebaaee3d1b54c53ae25b808f65fb49 , .u6aebaaee3d1b54c53ae25b808f65fb49 .postImageUrl , .u6aebaaee3d1b54c53ae25b808f65fb49 .centered-text-area { min-height: 80px; position: relative; } .u6aebaaee3d1b54c53ae25b808f65fb49 , .u6aebaaee3d1b54c53ae25b808f65fb49:hover , .u6aebaaee3d1b54c53ae25b808f65fb49:visited , .u6aebaaee3d1b54c53ae25b808f65fb49:active { border:0!important; } .u6aebaaee3d1b54c53ae25b808f65fb49 .clearfix:after { content: ""; display: table; clear: both; } .u6aebaaee3d1b54c53ae25b808f65fb49 { display: block; transition: background-color 250ms; webkit-transition: background-color 250ms; width: 100%; opacity: 1; transition: opacity 250ms; webkit-transition: opacity 250ms; background-color: #95A5A6; } .u6aebaaee3d1b54c53ae25b808f65fb49:active , .u6aebaaee3d1b54c53ae25b808f65fb49:hover { opacity: 1; transition: opacity 250ms; webkit-transition: opacity 250ms; background-color: #2C3E50; } .u6aebaaee3d1b54c53ae25b808f65fb49 .centered-text-area { width: 100%; position: relative ; } .u6aebaaee3d1b54c53ae25b808f65fb49 .ctaText { border-bottom: 0 solid #fff; color: #2980B9; font-size: 16px; font-weight: bold; margin: 0; padding: 0; text-decoration: underline; } .u6aebaaee3d1b54c53ae25b808f65fb49 .postTitle { color: #FFFFFF; font-size: 16px; font-weight: 600; margin: 0; padding: 0; width: 100%; } .u6aebaaee3d1b54c53ae25b808f65fb49 .ctaButton { background-color: #7F8C8D!important; color: #2980B9; border: none; border-radius: 3px; box-shadow: none; font-size: 14px; font-weight: bold; line-height: 26px; moz-border-radius: 3px; text-align: center; text-decoration: none; text-shadow: none; width: 80px; min-height: 80px; background: url(https://artscolumbia.org/wp-content/plugins/intelly-related-posts/assets/images/simple-arrow.png)no-repeat; position: absolute; right: 0; top: 0; } .u6aebaaee3d1b54c53ae25b808f65fb49:hover .ctaButton { background-color: #34495E!important; } .u6aebaaee3d1b54c53ae25b808f65fb49 .centered-text { display: table; height: 80px; padding-left : 18px; top: 0; } .u6aebaaee3d1b54c53ae25b808f65fb49 .u6aebaaee3d1b54c53ae25b808f65fb49-content { display: table-cell; margin: 0; padding: 0; padding-right: 108px; position: relative; vertical-align: middle; width: 100%; } .u6aebaaee3d1b54c53ae25b808f65fb49:after { content: ""; display: block; clear: both; } READ: The character traits of macbeth EssayThe feelings and emotions that Holden allows to dominate his life are allimportant to him, which is expressed during the novel. Holden allows them todominate because they are something that he believes strongly in, even thoughthey bring back bad memories and things he is not fond of.

Greek Mythology to Rational Pre-Socratic Philosophy

Greek Mythology to Rational Pre-Socratic Philosophy This is meant as a general introduction to Pre-Socratic philosophy. Specifically, you should see how Pre-Socratic philosophy emerged as a new way to explain the world anddiffered dramatically from what came before. There are various Greek myths to explain the origins of the universe and of man. Three generations of immortal creatures vied for power. The first were personifications of such things as Earth and Sky, whose mating produced land, mountains, and seas. One Greek mythological concept of man tells of an earlier, happier time a Greek Garden of Eden What Came Before? Mythology ... which didnt die just because alternatives showed up. Like Pre-Socratic philosophy would soon do, mythology also explained the world, but it provided supernatural explanations for the universe and creation. The basic theme of mythology is that the visible world is supported and sustained by an invisible world. - Joseph Campbell Playing the Human World as if a Giant Chessboard Okay. You caught me. There is an old movie from the 70s on a topic from Greek mythology that shows the gods and goddesses playing with the lives of the mortal heroes and damsels in distress as actual pawns on a cosmic chessboard, but the image works. Hollywood aside, some Greeks thought unseen gods manipulated the world from their perches on Mt. Olympus. One god(dess) was responsible for grain, another for the seas, another for the olive, etc. Mythology made guesses about important things that people wanted to, but couldnt see. Early philosophers also made guesses about this unseen universe. The Change to Philosophy: The early Greek, Pre-Socratic philosophers attempted to explain the world around them in more natural terms than those who relied on mythological explanations that divided the labor among human-looking (anthropomorphic) gods. For example, instead of anthropomorphic creator gods, the Pre-Socratic philosopher Anaxagoras thought nous mind controlled the universe. Is That Really Philosophy? Philosophy Science (Physics) Such an explanation doesnt sound much like what we think of as philosophy, let alone science, but the Pre-Socratics were early philosophers, sometimes indistinguishable from natural scientists. This is an important point: philosophy and science/physics werent separate academic disciplines. Philosophy Ethics and the Good Life Later, philosophers turned to other topics, like ethics and how to live, but they didnt give up on their speculation about nature. Even at the end of the Roman Republic, it would be fair to characterize ancient philosophy as both ethics and physics [Roman Women, by Gillian Clark; Greece Rome, (Oct. 1981)]. Periods of Greek Philosophy The Greeks dominated philosophy for about a millennium, from before c. 500 B.C. to A.D. 500. Jonathan Barnes, in Early Greek Philosophy, divides the millennium into three parts: The Pre-Socratics.The period is known for its schools, the Academy, Lyceum, Epicureans, Stoics, and Skeptics.The period of syncretism begins approximately 100 B.C. and ends in A.D. 529 when the Byzantine Roman Emperor Justinian forbade the teaching of pagan philosophy. There are other ways to divide the Greek philosophers. The About.com Guide to Philosophy says there were 5 Great Schools - The Platonic, Aristotelian, Stoic, Epicurean, and Skeptic. Here were following Barnes and talking about those who came before Plato and Aristotle, the Stoics, Epicureans, and Skeptics. The First Philosophical Solar Eclipse This, Barnes first period, begins with Thales alleged prediction of a solar eclipse in 585 B.C. and ends in 400 B.C. Philosophers of this period are called Pre-Socratic, somewhat misleadingly, since Socrates was a contemporary. Some argue that the term philosophy inaccurately limits the sphere of interest of the so-called Pre-Socratic philosophers. Is Students of Nature a Better Term? Students of nature, the Pre-Socratics are credited with inventing philosophy, but they didnt work in a vacuum. For instance, knowledge of the eclipse if not apocryphal may have come from contact with Babylonian astronomers. The early philosophers shared with their predecessors, the mythographers, an interest in the cosmos. Where Does Stuff Come From? Parmenides was a philosopher from Elea (west of mainland Greece, in Magna Graecia) who probably was an older contemporary of the young Socrates. He says that nothing comes into being because then it would have come from nothing. Everything that is must always have been. Myth Writers vs the Pre-Socratic Philosophers: Myths are stories about persons.Pre-Socratics looked for principles or other natural explanations. Myths allow a multiplicity of explanations.Pre-Socratics were looking for the single principle behind the cosmos. Myths are conservative, slow to change.To read what they wrote, you might think the aim of the Pre-Socratics was to knock down earlier theory.Myths are self-justifying.Myths are morally ambivalent.-From The Attributes of Mythic/Mythopoeic Thought Philosophers sought a rational order observable in the natural phenomena, where mythographers relied on the supernatural. Pre-Socratics Denied a Distinction Between Natural Supernatural: When the Pre-Socratic philosopher Thales (of eclipse fame) said all things are full of gods, he wasnt so much singing the swan song of mythographers or rationalizing myth. No, he was breaking new ground by, in Michael Grants words, ... implicitly denying that any distinction between natural and supernatural could be legitimately envisaged. The most significant contributions of the Pre-Socratics were their rational, scientific approach and belief in a naturally ordered world. After the Pre-Socratics: Aristotle and So Forth: With the philosopher Aristotle, who valued evidence and observation, the distinction between philosophy and empirical science began to appear.Following the death of Alexander the Great (a student of Aristotles), the kings who divvied up and ruled his empire began to subsidize scholars working in areas, like medicine, that would do them some good.At the same time, the philosophical schools of the Stoics, Cynics, and Epicureans, that were not interested in empirical science, took hold.Michael Grant attributes the separation of science and philosophy to Strato of Lampsacus (successor of Aristotles successor, Theophrastus), who shifted the focus of the Lyceum from logic to experiment. Pre-Socratics May Have Been Rational But They Couldnt Possibly All Be Right: As Barnes points out, just because the Pre-Socratics were rational, and presented supportive arguments, doesnt mean they were right. They couldnt possibly all be right, anyway, since much of their writing consists in pointing out inconsistencies of their predecessors paradigms. Sources: Jonathan Barnes, Early Greek PhilosophyMichael Grant, The Rise of the GreeksMichael Grant, The Classical GreeksG.S. Kirk and J.E. Raven, The Presocratic PhilosophersJ.V. Luce, Introduction to Greek PhilosophyThe Attributes of Mythopoeic Thought​ Related Resources: Presocratic PhilosophyPythagoras of SamosEpicureansStoics

Extra Credit Essay Example | Topics and Well Written Essays - 500 words - 3

Extra Credit - Essay Example At the beginning of the 21st century, the amount of money in the entire world’s savings—including retirement funds, insurance funds, central bank savings, and other funds—went from $36 trillion to $70 trillion. That $36 trillion was the result of hundreds of years of growth, and then suddenly there was this unheard of expansion of funds, because countries like India and Saudi Arabia were making a lot more money and adding to that pool of savings. Before 2000, investors would do everything they could to protect their investments, and would put their money into safe investments such as municipal bonds. Then, when the funds nearly doubled, the investors ran out of places to invest their money, because although the money looking for investment opportunity doubled, the available good investments did not double. So when the demand for investments couldn’t be met, someone had to create a product that would provide more investment opportunities and meet that deman d. What happened next was what Malcolm Gladwell calls a â€Å"tipping point,† or a sudden rise of an idea or behavior that spreads epidemically, because â€Å"ideas and products and messages and behaviors spread just like viruses do† (Gladwell 7). The solution that the financial industry came up with was to identify a new source of consumer by making mortgage loans available to people with bad credit and low income. That way, investments could be made based on the interest that would be earned on these mortgages: roughly 5-9%, instead of the meager 1% available elsewhere. With such a huge demand, mortgage agents had to go find new people to mortgages, until finally in 2003, basically everyone who was qualified to get a mortgage already had one. Then another level of standards had to be introduced, and this involved NINA (no income no assets), stated income verified asset loans, and stated income, stated assets loans. People no longer even had to prove their income, they could simply say that

Economy of Venezuela Essay Example | Topics and Well Written Essays - 1000 words

Economy of Venezuela - Essay Example Venezuela is situated in the Northern Hemisphere, to the North of the South American plate, very close to the Equator. It shares borders with Colombia to the West, Brazil to the South, Guyana to the East and the Caribbean Sea to the North. Venezuela has 2,800 km of coast line and a number of islands can be observed off its coast: Barbados, Aruba, Curaà §ao, Bonaire, Trinidad and Tobago, and the Leeward Antilles. Venezuela shows a great diversity of landscapes: the Andes stretch towards the northwest of the country, where its highest peak Pico Bolà ­var (4,979 m) is located; the middle part of the country, which stretches from the Orinoco river to Colombia, is flat; and to the south, the Guiana Highlands are located in the fringes of the Amazon Basin. It is in this latter area where the highest waterfall in the world, the Angel Falls, is situated. The USA, Mexico, Colombia and Brazil are the main trade partners of Venezuela. The economy of the country is dominated by the petroleum sector, which accounts for approximately one third of the gross domestic product (GDP). The oil trade, controlled by the state-owned company Petrà ³leos de Venezuela (PDVSA), represents more than a half of the government revenues and 80% of the country’s exports. Other major exports are aluminum, steel and agricultural produce. Within the agricultural sector, which the country is highly dependent on, the main products are coffee and cocoa. The growth in the production of these two crops is dictated by the export market. While Venezuela had been world leading in terms of coffee production, the petroleum market of the 1960s and 1970s converted the country into the richest of South America and the coffee trade was relegated to a secondary position.

Guest speaker paper Movie Review Example | Topics and Well Written Essays - 500 words

Guest speaker paper - Movie Review Example The presentation seems to cover the fundamental aspects of marketing and their relevance in the hospitality industry. Incorporation of the modern advancement in information technology is highlighted by the guest speaker as instrumental in determining the success of hospitality industry. Marketing must therefore include comprehensive consumer feedback systems. This would help the hospitality company to make necessary adjustments and fill the demand gap which will go a long way in boosting the image of the firm. The speaker focusses on the need to adopt new hospitality and travel marketing management practices in order to remain relevant in the market (Nykiel,2012). Positioning is pointed out as a critical tool in enhancing the positive outcome in any marketing endeavors. This would be achieved through in-depth analysis of market trend and emerging consumer behavior. Market segmentation and 8Ps are explored by the speaker as they are considered core in boosting the overall set goals. E mbracing diverse cultural background of the hospitality consumer community is a strong variable when it comes to attaining customer satisfaction. The presentation has exhausted the expected marketing plan strategies and its impact in determining the success of an existing company or potential entrant. The speaker’s contribution in hospitality marketing offers an insight into the underlying concepts in organization success. Management practices and flexibility to emerging changes remains key in achieving short and long term goals. It is worth to note that intensifying competition in the hospitality industry calls for sound marketing plan. The plan must accommodate changes as market trend evaluation takes course. Hospitality and travel industry has experienced significant changes due to the influence of globalization (Nykiel, 2012). In essence, I believe the speaker’s ideas would be helpful in understanding the marketing management transition

Employee Motivation Theories in Customer Service

Employee Motivation Theories in Customer Service Work is very important for every individual infect it is inevitable in the life of every person and every one want satisfaction in the work. Employees need satisfaction in the job and it is the responsibility of manager to understand their problems and find the way to satisfy them. The assumption is that a motivated worker will give his best performance to the organization as a result productivity of organization will increase and poor performance will be a forgotten issue in the organization. Managers can adopt different ways to motivate employees and managers who are successful in motivating employees providing an environment in which incentives are available for them which are much needed for the satisfaction of employees. Employees should have enough pay which motivate them and push them to work hard. Today manager cannot solely motivate employees through pay, benefit and reward to encourage them to work hard and efficiently. It is the responsibility of manager to develop environ ment in which employees motivated to become productive members of organization. This literature review will determines the main aims and objectives of the research considering a variety of literatures. It will provide us brief overview regarding extensive research in the field of employees motivation and its factors affecting the organization. This research is helpful to find out employees motivation of Sainsbury through different means. There are lots of researchers carried out the research in the field of employees motivation. Some of methods and ideas presented in literature review given theses researchers This literature review will give us the concept of employees motivation its importance and factors staff motivation and organization performance. Although many others researchers also conducted their research in this field but it was out of scope and i selected only those researches which were directly or indirectly related to my topic. In this chapter secondary research is mostly used the information is taken from books and journals. It will discuss the re levant theory on the topic and give the opinion that relate to employees motivation and commitment. Employees motivation and commitment is the most important topic in the field of Human Resource Management. In this chapter first we discuss the HR theory to understand about HR and then focus on employees motivation to increase customers services HR Research conducted in organizations suggests that HR affects organizational outcomes by shaping employees attitudes and behaviours. The high commitment of HR increases organization performance by giving environment in which employees are involved in organization and they work hard to achieve organization goals. (Whitener, E 2001) Research suggests that employees interpret organisational actions such as human resource practices, as symptomatic of the personified organisations commitment to them. They reciprocate their perceptions accordingly in their own commitment to the organisation. It is seen that high commitment to motivate employees work well for organization. Such organizations have high productively as compared to those which has low commitment. Before that Dean and Lepak also said the same opinion. According to Dean and Lepak (1996) HR is classified as control practices and its main purpose to increase efficiency and reduce labour in organization. Its aim to increase productivity and provide the environment for employees that help to achieve the goals of organization. The high commitment strategy of HR includes selective staffing development appraisal competitive packages and training of staff. According to Foot and Hook in 1999 the employees are most important resource which contributes to achieve organization goals. HR is very important in decision making process and it comprises a range of issues employee development, recruitment and reward schemes. Recruitment will give us qualified employees in order to achieve corporate goals in an efficient manner. But Beardwell (2004) has different opinion. He linked the organization performance to changes in different business environment including micro and macro contexts. He said our HR strategy must fit the Organization strategy According to Mullins successful HR has proactive role in organization. HR creates values by providing opportunities and his values are crucial for organization future success. It will increase the skill of current workforce and will recruit the highly skilled workforce 2.2Recruitment Recruiting the correct employees is important in employees motivation and they fit in the organization and have skills to fulfil the commitment. If an organization ignore the correct employees for the correct role than its economic cost can be immense. Beardwell (2004) and then Mullins (2005) emphasis on recruitment process of employees. Both said that employees should be technically fit to any given rule. Best companies are doing this for long time and ensure that selection process full assessment of candidates abilities, values, interest and careful review how they will match the organization culture. The ability to achieve competitive advantage in market is dependent on composition of workforce According to Armstrong (2001) there is pressure on organizations to recruit right people for right job. If they fail to does this then it will adverse effect on the budget of organization. There are number of factors which should consider in recruitment process including the culture of organization, legal implications, attracting and employing the correct candidate and the cost in time and resources. Before the Armstrong the Holden in (1994) emphasised on good HRM practice in recruitment and selection. The organization can use recruitment process to continue or even change the organization culture. When a change of strategic direction is required, recruiting the right candidates is an important factor to increase the chance of success Team working and job rotation Team working is important in organization. When employees in organization work together they share the ideas, motivate each other and help to increase the sales of organization. According to Cohen (1996) cited in Bacon, N Blyton, p 2003:14) when the human work together they create meaningful work. When humans work in a team they got higher job satisfaction according to job characteristics and management theories. The different tasks in team encourage workers to use different skills and rotation in job reduces in boredom of repetitive work. This helps team members to share the responsibility of work in their area and develop the skills essential for effective team work. In team employees participate in goal setting thereby motivation for team members According to Friedrich (1998) Job rotation is long term planning but it can be organized at short notice. Job rotation will support the employees abilities and interest but also their prospects for promotion. Task of job rotation should be explained to employees who can only be justified by corresponding benefits. Some employees will give resistance and refuse to give up job in which they are comfortable This happened during the research which I conducted in Sainsbury. Some employees were happy with their current position in Sainsbury while others were not happy with their role in Sainsbury. The first one will give resistance to give up their position Empirical Evidence on Employees Motivation Employee motivation is the biggest factor in the success or failure of an organization. Motivated workforce will give best output and productivity while without motivated workforce productivity, profit; morale, product and service all suffer. An organization should have effective strategy to motivate the staff and to stay competitive in the market. There are different factors to motivate individuals and all of them are motivated differently. Some of them are motivated by money other by the opportunity for professional development and job satisfaction. It is the responsibility of managers to understand what factors will motivate their employees to increase productivity. Employees motivation is closely linked to employees performance. By conducting the search in this manner the resultant articles were specific case studies of employee motivation in various organizations. The resultant case studies looked at a range of topics on both employee motivation and employee performance and how these constructs can be connected. One particular study looked specifically at the followers of an organization and what key factors a leader needs to know about the various types of followers. The case studies in this review expand upon the work of Maslow, Taylor, and Herzberg. Simms in (2007) discusses how various organizations utilize tailored versions of non-cash e rewards as employee incentives. Simms suggests that Herzbergs view of salary as not being a motivator holds. The ability to hold up an incentive that doesnt get absorbed by the employees monthly bills has a larger effect on employee motivation. He also suggests it may be more acceptable to boast about a special award or party rather than an employees salary raise. Simms then goes on to expand the discussion of non- cash rewards such as flex time, employee of the month, and tailored goal incentives. Simms argues it is important for employers to communicate these benefits to employees because many employees dont understand their total compensation package. By communicating the total package, the employer reinforces their commitment to the employees and helps to motivate the employee. This motivation leads to greater employee satisfaction and performance. The case study of the Harrahs Entertainment sales teams lays out the use of team incentives to increase sales across the various branches of the Harrahs Entertainment family of products. However, the core to the incentive packages, that Jakobson discusses, is the use of Merchandise Awards. Jakobson states that Merchandise Awards are even more effective than Top Seller Trips. Harrahs also uses simple employee motivation tactics such as recognition at weekly and monthly sales meetings of the top sales teams. Whiteling in (2007) looks at the cases of Reuters and supermarket giant Sainsburys to show how important it is to create a culture where employees become directly involved in suggestions for change. By creating a culture where employee input is valued and the changes faced by the organization are better understood and receive the support of the employees. This also has the side effect of creating employee motivation to support and accomplish the organizations goals and change efforts (Whiteling, 2007). Silverman in (2006) utilizes a similar strategy to create a high-performance workforce. Silverman suggests keeping employees engaged by working with storytelling. Employers can systematically ask employees to tell their story for good or not-so good situations. In this way, an employee/employer relationship can be forged which can help foster mutual support and idea sharing. Similar to Whiteling, Silverman suggests that the organizations culture needs to be developed around the concept of storytelling. Employees need to feel their stories are being heard, understood, and valued by those requesting the stories. By forging these relationships, the employee feels valued by the employer, supervisor, and organization as a contributor. This value translates into higher work performance and stake within the organization (Silverman, 2006; Whiteling, 2007). Sharbroughs (2006) study looks at the correlations between leaders use of Motivating Language (ML) and employee job satisfaction and the perception of a supervisors effectiveness. In both cases, there was a statistically significant correlation in this study between a leaders use of ML and employee job satisfaction and the perception of a supervisors effectiveness. This correlation can be utilized by organizations to measure a leaders use of ML and determine levels of employee satisfaction as well as determine the perceived effectiveness of a supervisor Kellerman (2007) has expanded the work of Zaleznik, Kelley, and Chaleff to create what he calls a level of engagement to classify the followers of an organization. This employee continuum ranges from feeling and doing absolutely nothing to being passionately committed and deeply involved. In this way, a leader can assess their subordinates and tailor a leadership approach to maximize the affect a particular effort will have on employee motivation. A common thread of communication between employers and employees emerges as a requirement for employee motivation (Simms, 2007; Jakobson, 2007; Whiteling, 2007; Silverman, 2006; Sharbrough, 2006). Many of these case studies link high employee motivation with increased employee performance. By first utilizing Kellerman level of engagement classification, an organization can tailor the use of ML and motivational lltechniques in the organization. In this way, employee motivation can be maximized to increase employee performance by focusing the use of ML and motivational techniques Theories of motivation As we discussed that there are number of ways to motivate employees. Lots of researchers gave the theories of motivation. I will discuss most common theories. These theories will give us idea how we can motivate employees. All these theories have some common points to motivate employees but these theories also have different opinion Fredrick Winslow Taylor and Elton Mayo Theories of Motivation Fredrick Winslow Taylor (1856-1917) said that employees are mainly motivated by pay. His theory argued that workers need supervision because naturally they do not enjoy work therefore manager should break their work in small tasks and training and tools so they work efficiently on given task. They are than paid according to number of items they produced in a set period of time-price-rate pay. This will motivate them to work hard and maximise their productivity. Taylor method work well and different organization adopted this method to increase productivity level and lower unit cost. The most notably advocate was Henry Ford who used them to design the first ever production line, making Ford cars. This was the start of the era of mass production. Taylor theory has close links with autocratic management styles and Macgregor theory X approach. Taylor theory failed soon as workers became bore on repetitive tasks and they were treated like human machines. Elton Mayo than gave better theory he said workers are not only motivated with money by they could be better motivated if we met their social needs whilst at work. Taylor ignored these second points which cause adverse effect on his theory. He also conducted an experiment on two groups and examines the effect on their productivity levels of changing factors such as working condition. From Mayo theory we can conclude that employees are best by better communication between them and managers. Employees are also motivated by involvement of managers in their working lives. They are also motivated when they work in a team. Therefore Sainsbury should use team working and introduce personal department to involve managers to look employees to motivate them the increase the production Maslow theory of motivation Maslow in (1943) gave hierarchy of human needs based on two groupings: deficiency needs and growth needs. Within the deficiency needs, each lower need must be met before moving to the next higher level. According to Maslow employees have five levels of need physiological, safety, social, ego, and self- actualizing Once each of these needs has been satisfied, if at some future time a deficiency is detected, the individual will act to remove the deficiency. http://upload.wikimedia.org/wikipedia/commons/thumb/6/60/Maslows_Hierarchy_of_Needs.svg/450px-Maslows_Hierarchy_of_Needs.svg.png Figure: Maslows Hierarchy of Needs (1) Physiological needs These include homeostasis such as need for oxygen satisfaction of thirst and hanger. It also include sleep and sexual desire (2) Safety needs These include security and safety. It covers security in all aspects of life. It also include security of family, property and morals (3) Love needs These include affection, sense of belonging, social activities, friendships, and both the giving and receiving of love. (4) Esteem needs These include both self-respect and the esteem of others. Self respect covers the strength independence and freedom and achievement. While esteem of others include status, reputation, appreciation and attention (5) Self- actualization needs This need includes the realization of potential of an individual. In this need we consider what is the potential of humans and what are they capable of becoming. These needs may vary widely from one individual to another. Maslow conceived a human being developing five groups of needs, in sequence, from one to five. The survival needs start at birth. During childhood everyone aware all groups of needs. If a manager wants to motivate his employees he should satisfy all five needs in his employees In Maslow theory once we achieved lower level needs like physiological and safety levels others does not provide same level of motivation. There are problems in Maslow theory relating to work situation. The higher level needs do not satisfy their needs because of work situation. It is the responsibilities of managers to understand their needs in private and social life not just their attitude at work. There is no time frame in Maslow theory when the satisfaction of lower level needs and emergence of higher level needs. Even the people within the same level of hierarchy there have different motivation factors. There are lots of ways in which people seek satisfaction for example their esteem needs Fredrick Herzbergs theory of motivation Fredrick Herzberg the friend of Maslow introduced two factor theory of motivation. He believed that there are certain factors that business can introduce which will directly motivate employees and work hard to increase productivity. He named such factors motivation and hygiene Motivator or intrinsic factors, such as achievement and recognition, produce job satisfaction. He said there are others factors which will not motivate them or they will not work hard. He named such factors hygiene factors. Hygiene or extrinsic factors, such as pay and job security, produce job dissatisfaction. According to Herzberg all these factors must present in any job because their absence will give dissatisfaction and decrease productivity and lead to strike in organization. Their presence will yield average productivity but not necessarily above the average. The challenge is that their presence does not motivate in a special way. Herzberg referred this group as dissatisfies. However second group existence will yield satisfaction and this include achievement, recognition, advancement and growth in job. According to Herzberg only way to motivate employee is through job enrichment Herzberg believed that democratic approach is the best approach to motivate employees by improving the nature of job through certain methods. Vroom and Skinner theory of motivation According to Vroom theory (1964) employees effort will lead to performance and performance and then reward should be given on the base of that performance. This reward can be positive or negative depending upon the performance of individual employee. It means that more positive reward will motivate employee highly. Conversely reward is more negative employee will less likely to motivated According to Skinner theory (1953) employees behaviour that lead to positive outcomes will be repeated and negative behaviour will not be repeated. Managers should reinforce employees behaviour that lead to positive outcome. Managers should negatively reinforce employee behaviour that leads to negative outcomes. Reward as motivational tools Payment is not the sole motivator factor for employees. They are more motivated the reward they receive of their hard work we should give employees certain incentives when certain goals are achieved. The two most common types of rewards are extrinsic reward and intrinsic reward. Extrinsic rewards are external rewards that occur apart from work such as money and other things. On the other hand intrinsic rewards are internal rewards in this reward there is direct connection between reward and work and employee feel it during his job. According to Thomas (2000) now rule of motivation has changed. Employees are not motivated through their supervision. They are becoming self managed and they want to demonstrate their own innovation at the work place. Since new motivation factors have emerged so employees want reward of their work. Some of them motivated even they receive positive feedback about their work. Mullins in (2005) said employees have common motivational factors although when satisfied will lead to different level of motivation. If the reward is managed correctly both extrinsic and intrinsic reward will motivate employees. However it is not guarantee that employees will motivated through reward those who receive less reward will feel undervalued and will not be motivated Beardwell and Holden (1994) also emphasised the reward system in the motivation of employees. They said that the payment received by employers is not just one factor which can motivate them. Employees can create an environment that motivate them by providing resources, information and emotional support and some are motivated by fear of loss i.e. they will fired and loss their support if they are late from the job. There are lots of employees which do best when their salary increase According to Redshaw (2001) there are six factors that can motivate employees (1) Training; it is most important to all employees skills replacing job for life time. (2) Financial rewards; employees are motivated through any means which help them financially. It can be useful in Sainsbury. He can give his employees discount vouchers. (3) Recognition; the employees need to know they, reassurance of their role, enforcing corporate norms and values. (4) Communication; managers should regularly communicate with employees. All the employees should have access to managers. Managers should held weekly meeting and regular meeting with employees. (5) Alignment; There is a direct relationship between motivation and an individuals ability to contribute, therefore make all employees aware of the contribution they bring to the organisation (6) Leadership; employees should have their own leader to discuss their concern with him Heap (1987) gave the advantages and disadvantages of the reward system. My companies considered that the reward system has both advantages and disadvantages. In 1999 Thompson and Sanders showed that the companies which give attention to the main objectives of their program like cost, customer service, schedule, environment and quality are deemed success of any incentive programme According to Makenzie and Lee rewards are distribute to those who perform at given level. These rewards should be available to everyone in the organization from top management to workers. These rewards can be linked directly to quality safety, performance and absenteeism. These rewards must be given on successful performance. Different companies motivate their employees through different means. Some companies feel that money is a good motivator. Many companies offer profit sharing plans and offer trips to Europe and other islands Turkson (2002) there are different types of incentives plans which can motivate employees. It can be annual performance bonus. It can also profit sharing plan. Every different kind of incentive plan has benefits and drawbacks. The annual performance bonus is once in a year so it is hard to link it with performance. This type of incentive plan also tends to cause to employees to focus on what makes them look good, sometimes at the expense of what may be best for the companys bottom line These rewards programmes are expansive these programs require careful monitoring. Some companies give reward with an extra day off with pay. Others companies provide good working condition and give reward on top performance. The performance level must be achievable. An incentive scheme may also fail if we ignore the quality or safety. Incentives should be linked with performance but we cannot apply this rule every time. Some incentives are issued on the basis of a subjective assessment by a superior on the merit of particular workers Types of motivation Extrinsic motivation Extrinsic motivation is inspired by outside forces. It includes the money, rewards and people which are close to us. Lots of researchers gave their view about extrinsic motivation and gave different view about it Mullins and Armstrong said that extrinsic motivation can be related to tangible rewards such as security, benefits, promotion, condition of services and environment. These are most likely out of control from managers and determined at the organizational level. This kind of motivation has powerful effect on employees but it will not last long. Bernard and Stoner (2005) said that salary, wages and conditions of services are the incentives for employees. Managers should use four components of salary structure to use salary as motivator effectively. These are (1) job rate: which organization set for each job. (2) Payment: which should be given to individual according to their performance which motivate them and encourage them to work hard (3) Personal allowances: which should be given to those people who have particular skills. . According to Banjoko (1996) most managers use money to reward or punish employees. It can be done through reward on higher productivity and fear to loss job due to poor performance. The desire to earn enhanced pay will motivate employees. In any organization higher productivity depends on level of motivation in employees of organization. We can also motivate staff through training it will give staff the opportunities of self improvement to meet the challenges of higher productivity and new techniques performing a task Intrinsic motivation This motivation is inspired from within a person. This motivation includes personal goals, happiness, morals, eagerness to learn, social and self esteem needs. Both extrinsic and intrinsic motivators push person to achieve the targets. But both these motivators achieved target in different ways. According to Mullins (2005) intrinsic motivation is the opportunity to use the ability of individual. In this motivation sense of challenge, achievement and positive recognition treated with considerate manner. Psychological rewards are usually determined by the behaviour of individual managers. Armstrong (2006) the quality of work life is essential for intrinsic motivators and they have long term effect because they are inherent in individuals and they are not imposed from outside Effect of motivation on productivity Productivity of an organization depends on the motivation of its staff. Organization will achieved its goals through motivated staff and gain market share which will help to increase the production of the organization. Sainsbury can gain market share and increase its productivity through motivation of its staff Mojahed (2005) defined productivity as the ratio of output and input. The economists defined the productivity at industrial level to determine the economy, health and growth rate while at project level it define as and applies to planning, cost estimating and cost control. According to Heizer and Render (1999) numbers of factors affects the productivity of employees and education is one of them. Social overhead and diet of the employees also affect the productivity of employees. But Wiredu (1989) said others factors like team building, motivation job security and training also affect the productivity of employees. We cannot increase productivity of employees without enhancing the skills of them. Working in safe environment and stronger commitment also affect labour productivity Effects of Motivation on Performance The performance of employees is very important for every company. It will make or break a company. It is important to motivate employees and find different methods to motivate them. Stephen Robbins and David A. Decenzo wrote in their book Supervision Today money is most important form of motivation for employees but others motivation factors should also be considered. Every company has different employees and everyone is motivated for different reasons. It is important for managers to know her employees and understand what will motivate them. Managers should understand individual differences if they want successful in motivating people. As we know money is the most important factor to motivate employees but companies should also have other ways to motivate their employees. This involves getting to know their employees and what drives them, then making sure managers utilize appropriate motivational techniques with each employee. The employees performance will improve definitely when m anagers will use appropriate motivation technique Effects of performance management on motivation In every organization team does the work and performance of organization depends on the performance of the team. Therefore it is important for organization to get good performance from everyone. It is the responsibilities of managers to motivate them as a team and each individual separately. The enthusiasm of the manager motivates the team how work will be structured and agreed standard for getting there. The organization manager creates a climate of progress with their behaviour. Sainsbury should consider and evaluate the performance management of its top manager to motivate its employees and increase its productivity. Most organization like Sainsbury has performance management system. In any organization main purpose of performance management assist the management in the determination of pay rises and find how pay system will work in the organization and motivate the staff. Every employee in the organization understands the system and why he or she got the pay rise they did. Aim is that to develop staff and motivate them. The problem rises from this is that if manager want to develop its staff and ask about its weakness the employees will discuss some of its weakness. If the employees feel that manager is gathering the information for the next pay review he will hesitate to discuss its weakness According to Kaplan and Norton (2001) performance management is the backbone of HRM. In performance management we plan and implement the strategies and adopt different approaches to perform tasks. Performance management is beneficial in any business to work according to plan. According to Handel and Gentleman (2004 P.72) said that salary and wage system is big factor that will increase the performance of staff and motivate them. The performance management and production management are closely linked with each other. This is beneficial for staff and motivates them. Staff relationship working environment and culture are vital to motivate staff. It is the responsibilities of performance management to train them and polished their skills according to job requirement. Training is essential for both new and experienced workers otherwise organization can lose its profit and its workers will not be motivated if he did not train the employees. Armstrong and Baron said that prior duty of HRM department is to deal with performance management because performance management is the fundamental of HRM and it is responsibilities of manager to help the emp

The Fourth Amendment Essay -- essays research papers

Article VI The right of the people to be secure in their persons, houses, papers, and effects, against unreasonable searches and seizures, shall not be violated, and no Warrants shall issue, but upon probable cause, supported by Oath or affirmation, and particularly describing the place to be searched, and the persons or things to be seized.† –U.S. Constitutional Amendments Preface I choose the fourth amendment for two reasons: - It recognizes a right that, inevitably, cannot be taken away from a person. - It was not written out of spite, but out of experience. I personally feel like this is an issue that, had there not been a provision in the Constitution, would have created some serious issues with the colonists. The Fourth Amendment also almost gives the idea that there should be no problem with a person leaving his/her door unlocked, for the fellow citizens should honor the space of one another. History The Fourth Amendment came almost directly from experience of the colonials. But it wasn’t introduced only as a fundamental right, but also as a major part of the English ideals as well. In England, ''Everyman's house is his castle'' was an honored phrase, enforcing the idea that it is not only is it a law, but a right that cannot be delegated by any government idea. There are two major cases where this idea was tried. Semayne’s Case and Entick v. Carrington. Semayne's Case Accused of denying access to officials, Semayne exercised the right of a homeowner to defend his ...

Research method Essay

This research will examine the importance and position of employees in terms of Job Satisfaction and career growth in Jamaica and assess the way in which the needs of the same are met by the banking industry. The approach will be based on proven methodologies applied to the market, starting with an in-depth literature review followed by primary research. This research will concentrate on the research methodologies for the primary research. Research Methodology Before research is undertaken it is important to determine the general approach that is to be used. Looking at the goals that are to be attended and the way research can help attain these goals. Research Framework Eriksson and Wiedersheim-Paul (1997) has stated that the purpose of the research is to tell the readers of the paper the intentions of the study and how these results can be utilised. With the understanding of the purpose the methodological design can take place. There are three general structures that can be used in research terms; exploratory, descriptive and explanatory (Eriksson and Wiedersheim-Paul, 1997). Where there is a problem and the purpose of the study is to increase the understanding of that problem the exploratory approach can be very useful (Saunders et al, 2000). This is an approach that looks at gathering the basic data regarding the problem and the scenario and has the aim of developing that knowledge and proposition that can then be used for further research (Yin, 1994). The descriptive study approach looks at the isolated empirical generalisations that have already been study and published and tries to explain these (Miles and Huberman, 1994). This can be defined as making â€Å"complicated things understandable by reducing them to their component parts† (Miles and Huberman, 1994). This is most suitable where the research is not to look at the research between the causes and the symptoms, but wants to understand, predict or decide (Eriksson and Wiedersheim-Paul, 1997). Explanatory research takes complex issues and then tries to make them more understandable by examining the connections between the different parts by examining cause and relationship (Miles and Huberman, 1994). This is not looking for only traditional causal explanations but seeking to determine them in the way that that research question has been phrased and how the specific factors impact and interact with each other. When this approach is utilised the research need to consider the use of more than a single research model as this would not be sufficient to explain the observed phenomena and create a full explanation that can be tested. It is worth noting that when undertaking research there is no need for the methodology to be confined to only a single approach, indeed it has been suggested that mixed approaches can be very valuable with the research itself broken down into three stages of exploratory, descriptive and explanatory (Reynolds, 1971). The stage of the research depends on the existing knowledge within the area, at the explanatory stage the aim is for the researcher to obtain a better understanding of the area of research. In the following stage there is the aim to develop descriptions of the patterns which are observed that may have been indicated as expected at the exploratory stage (Reynolds, 1971). The last stage is that of explanatory at which stage the research that has already taken place can be utilised in order to determine the relationship between the cause and effect this can then provide a researcher with a cycle of construction of the theory, hypothesis testing and the restatement of the theory (Reynolds, 1971). This research has the aim of collecting data, assessing and describing the patterns seen in the Jamaica banking provisions for its Employees and how the issue of job satisfaction is important. When considering the way in which the research can be undertaken there are two philosophies; inductive and deductive, but both are able to produce valid results (Eriksson and Wiedersheim-Paul, 1997). Where there is the use of empirical data and research will draw conclusions from this empirical data and then applying and apply theories and models observed in the real world this is an inductive approach. Where there is an approach that makes use of existing theories and testing these theories this is deductive research (Eriksson and Wiedersheim-Paul, 1997). This is a part of study where there is the publishing of data and results of different countries are available, but there is not a great deal of empirical evidence to test, as such the approach will be inductive with the use of empirical data and the applications of observed theories to try and explain the differences seen in the student performance levels. This approach to the research will ensure that the attention is focused on what can viable be achieved within the time frame and budget and also on the context of work that has already taken place, which is lacking. The data has to be gathered from the population being sampled, so the next consideration is the way in which sampling will take place. The decisions to use questionnaire is justified as this is the most effective way of ensuring that there is the targeting of the correct respondents and there is also control over the performance of the surveys. The next section will look at why we are using questioners as the research tool Research Tool Questionnaires are one of the most popular ways in which data may be collected. These are used for a range of purposes and will often be the tool used to collect quantitative data. But it is worth mentioning that although this may be classified as mostly a quantitative process of collecting data it may also be a qualitative method, depending on the number, depth and style of the questions. Quantitative research over here has relied more on the large amount of results, with the recorded data being mainly numerical in type and has been suitably used as a method of determining cause and effect relationships (Curwin and Slater, 2001). But this qualitative research is narrower and more concentrated by looking to information to be gained in-depth from a smaller quantity of subjects (Curwin and Slater, 2001). Since the data over here require phenomenal research of Grounded theory as well as historical research hence this Qualitative research is best suited for getting applied (Curwin and Slater, 2001). Since the research undertaken over here has been basically done on analysing how the Employee growth has effected change in the behaviour pattern of Jamaican Banking industry as well as the change in the social pattern of the state, the study of the same is going add something to the existing knowledge. Therefore, we must consider the different aspects of research that will characterise a research project as valid; these may include issues such as reliability, validity, objectivity, causality and bias. These may be seen in the questions that are asked, the way they are asked through phrasing and order, and in questions that are not asked. Therefore the questionnaire has been designed while considering the full possibility of getting certain answers, but in what type of answers are attained and to be seen as impartial. There are different aspects that need to be considered so that it will be accepted and good solid research. The formulation of a questionnaire may be inherently biased and reflect the desired out come rather than an objective research method. Reliability may be perceived as one of the easier objectives. This is often seen as the ability of the same study to be conducted and the results to prove the same, however repeatability does it mean that a research project is valid and can be relied upon (Denzin, 1978). We have considered other aspects of the research rather that just reliability in order to make the project valid. Reliability must also come from the level of confidence that may be seen in a study from the objectivity or recognised subjectivity which may be seen to arise. The project have been undertaken from a subjective perspective and those asking the questions if a face to face method is used, do not known the study purpose. The first stage to recognise that subjectivity is present and then recognised in order to overcome. If we set out to prove a model is true it is easy for the research to be biased, just as if we are looking for specific information other aspects may be ignored or forgotten. As such although the researcher may be biased there are certain measures that can be taken to ensure the research model used can be seen to have been implemented objectively. In designing the questionnaire it is likely that there will be others involved either by way of observation or the correlation of the data. When designing the research questions, there should be no indication of the final purpose of the study, in this way we might limit the bias of the respondents and ensure there is a lower risk of the cross contamination of bias (Denzin, 1978). However, it must also be recognised that we can never completely extinguish research bias. With the consideration and design of the research tool the next consideration is that of sampling. Sampling When looking at the way a sample should be chosen there will be the desire to choose a sample that is representative of the population that is going to be targeted. If the population is not representative then the results will not be representative. The way in which we need to consider the population is to look at the way sampling will be used. In this scale we need to talk to people who are working as a professional in one of the nineteen banks in Jamaica. The first aspect is whether probability or non-probability sampling should be used. Probability sampling is a more random sampling style, the basis of this is that the selection of each respondent is a matter of chance and that all respondents will have an equal chance of being chosen, in many cases this can be a known probably of the respondent being selected. There are a number of sampling techniques that fall into this category. These include simple random sampling, systematic sampling, stratified and cluster sampling. In total there are more than 30 probability sampling techniques (Malhotra, 1999). Random sampling is best defined as a sampling method was any member of the population will not have a zero chance of selection where the chances can be calculated. Looking at these different methods, simple random sampling is the most basic. This is where all members shave the same chance of being chosen and where the knowledge of another population member being chosen for sampling will not alter the odds. A method of undertaking this is choosing names out of a hat or any other random method. Stratified sampling is where the population of the sample is separated into distinct groups which do not overlap; this is where stratification is seen. There will then be samples taken from each of these groups. For example, this may be a sample that is divided into male and females, likewise we may look at those who can and do use the internet and those who do not. There may also be the use of age groups, they key is no overlaps between the groups. The next potential method may be multistage sampling. This may consist of two, three or more stages in the sampling. The process will start with the division of the population into non-overlapping groups as seen with the stratified sampling. However this is only the first stage, following this a sample of the first stage units will be chosen according to different criteria. This can be complex, but we could look at using this to use the second stage to ensure that we can gather results from those who are relevant to the study, such as Employees at the managerial level and have a list of employees working under him. The simplicity of these methods is attractive and the use of random sampling with the use of strafed sampling may be attractive, but there are also difficulties as we are reliant on the probably that the sample will be representative of the sample population rather than an assurance existing that they do not appear to be skewed. In a small sample population it is more important to seek to eliminate this bias than in larger sample groups. In the general population there may need to be a large number of survey’s undertaken before there is the random finding of a respondent that is a ban employee. In order to overcome this danger we will look at non probability sampling techniques as these will have a level of intervention to ensure the sample is representative. The most common is quota sampling, but this will also include judgement sampling, convenience sampling, random route sampling and snowball sampling (Talmage 1988). Quota sampling is exactly as it appears to sound, there are the definition of quotas to be used. In many cases these will consist of gender, age groups and social class quotas, which may or may not have crossovers. This is used widely in commercial settings but this is also a method that is not supported as widely in academic circles (Ojeda and Sahai, 2002). Opportunity sampling is where an opportunity is sought to interview or gain the opinions of a particular group and will then place themselves or the survey in the position of those who may be most appropriate for that study (Talmage 1988). For example, if the employee a bank is placing the interviewer near the business section of the bank may be advantageous. Random route sampling where is there is a route planned and the interviewer may travel that route to gather data and hopefully meet potential subjects. This is a very random method of sampling and is also difficult to gain the correct numbers where there is quantitative data required. Snowball sampling is a method that can be used when there is a scenario of a large level of data being required in a short period of time (Talmage 1988). This may be used with a few key people being approached and interviewed which will then lead to more potential candidates being identified (Talmage 1988). Self section is also a non random type of sampling as the respondents will volunteer themselves and a last type we may consider is that of plausibility sampling which is defined by Talmage (1988) as â€Å"a sample selected because it appears plausible that the members are representative of a wider population, without any real evidence† (page 82). With each of these methods there are advantages and disadvantages, we need to consider which is going to be most appropriate considering the population required and the sample and the sampling method. Looking at all of these it appears that the most appropriate method will be that snowballing, it is not the fastest but it is likely to provide the best results in identifying potential respondents for the research.

The Yellow wallpaper essays

The Yellow wallpaper essays In Charlotte Perkins Gilmans The Yellow wall-paper there are many associations with to sunlight and moonlight. Daylight is associated with logic and rationality while moonlight is irrational and definitely not logical. Gilmans perception of daylight and moonlight is closely related to her views on men and women in society. Daylight represents masculinity. Gilman uses the analogy of John, the husband, laughing at Jane for the way she is acting (Gilman 658) and how the sunlight made the pattern appear to laugh at Janes actions (Gilman 668), to describe this connection. In the sunlight everything is clear and seen, which is why the woman in the wallpaper never crept around in it, society was able to see her and a woman creeping around was not accepted by society. In the daylight the yellow wallpapers pattern did not move, in the narrators eyes, because she knew that it was not accepted to see such things. In the moonlight, when everyone was sleeping and could not see, the pattern of the yellow wallpaper would come to life. In the moonlight it is dark and everything is hidden, nothing can be seen by society. The narrator sees the woman in the wallpaper shake the bars of it trying to get out and creeping around the garden at night, because the moonlight hides her. The narrator also sees strangled heads of other women that have tried to squeeze through the bars but did not succeed, representing all the other women in the world who have suffered as the narrator has and were not able to escape from the limits and rules of the society. Sunlight and moonlight in Charlotte Gilmans The Yellow wall-paper are just as hey are perceived in real life, complete opposites. In the sunlight everything is proper and is how it should be. In the moonlight the unheard of occurs and is hidden. ...

Free Essays on Jim Jones

The History of Jonestown In 1978, 913 followers of Jim Jones and the Peoples Temple committed a mass suicide in northern Guyana at a site called, Jonestown. The charismatic leader of Jonestown, was Jim Jones, a preacher who set up the Peoples Temple in San Francisco and ultimately moved his followers to a more clandestine site in Guyana. While Jones was preaching in San Francisco, he helped out many local and even national campaigns and was seen as a healer which much power in the community. However, once he had all of his members in Jonestown, his personality changed. Away from the constraints of American soil, Jonestown and its members became very cultish. Jones heightened regulations on his followers and their engagement to the sect. Eventually, Jones began to claim his true divinity. "Jones, for example now claimed to be the reincarnation of Jesus, as well as Ikhnaton, Buddha, Lenin, and Father Divine."(Galanter, 1989) Paranoia and complete control became Jones' personality, once he obtained such a close knit group. Jones began to stage rehearsals of his eventual mass suicide plan that he would eventually enact. These drills, called "white nights" began with sirens going off in the middle of the night and none of the members of Jonestown would know if it was real or not. "A mass meeting would ensue... we would be told that the jungle was swarming with mercenaries... we were given a small glass of red liquid to drink. We were told that the liquid contained poison and that we would die within 45 minutes. We all did as we were told."(Galanter, 1989) In 1978, U.S. Congressman Leo Ryan went to Jonestown to investigate supposed abuses by the People's Temple onto its members. After staying for a day, Ryan tried to leave, taking four of the cult members who had decided to defect. Realizing this, Jones ordered them killed, as was done. Sensing that his utopia in the jungle would surely come to an end after word got back to the states abou... Free Essays on Jim Jones Free Essays on Jim Jones The History of Jonestown In 1978, 913 followers of Jim Jones and the Peoples Temple committed a mass suicide in northern Guyana at a site called, Jonestown. The charismatic leader of Jonestown, was Jim Jones, a preacher who set up the Peoples Temple in San Francisco and ultimately moved his followers to a more clandestine site in Guyana. While Jones was preaching in San Francisco, he helped out many local and even national campaigns and was seen as a healer which much power in the community. However, once he had all of his members in Jonestown, his personality changed. Away from the constraints of American soil, Jonestown and its members became very cultish. Jones heightened regulations on his followers and their engagement to the sect. Eventually, Jones began to claim his true divinity. "Jones, for example now claimed to be the reincarnation of Jesus, as well as Ikhnaton, Buddha, Lenin, and Father Divine."(Galanter, 1989) Paranoia and complete control became Jones' personality, once he obtained such a close knit group. Jones began to stage rehearsals of his eventual mass suicide plan that he would eventually enact. These drills, called "white nights" began with sirens going off in the middle of the night and none of the members of Jonestown would know if it was real or not. "A mass meeting would ensue... we would be told that the jungle was swarming with mercenaries... we were given a small glass of red liquid to drink. We were told that the liquid contained poison and that we would die within 45 minutes. We all did as we were told."(Galanter, 1989) In 1978, U.S. Congressman Leo Ryan went to Jonestown to investigate supposed abuses by the People's Temple onto its members. After staying for a day, Ryan tried to leave, taking four of the cult members who had decided to defect. Realizing this, Jones ordered them killed, as was done. Sensing that his utopia in the jungle would surely come to an end after word got back to the states abou...

NURSE PRACTICE ACT Essay Example | Topics and Well Written Essays - 2250 words

NURSE PRACTICE ACT - Essay Example In order to be aware about the legal obligations, a nurse must be familiar with both the Act and also with the regulations associated with it, which will in turn help the nurse practice nursing safely at any location. It is also a fact that despite changes in the Nurse Practice Acts in many states, barriers to nursing practice remain. In the future, clearly stated and uniform standards, scopes of practice, educational requirements, and evaluation of competencies are required The state nursing practice act is an important legislation affecting nursing practice. The nursing practice acts defines nursing, gives guidance on the scope of practice, and sets standards for the nursing profession. The main purpose of nurse practice acts is to protect the public from unsafe practitioners. The ultimate goal of this act is to provide competent, quality nursing care by qualified nurse practitioners. The New York State Nurses Association (NYSNA) was organized in 1901 with the intention of obtaining a legal credentialing mechanism for nursing practice, and thus protects graduate nurses. The title Registered Nurse, â€Å"R.N† was derived from the nurse registration act or the â€Å"Armstrong Bill† in 1903. The first license was issued in 1904, to the class of 1902 from the Rochester Homeopathic Hospital (The Nursing Practice Act, n.d.) Since the public does not have adequate information or experience to identify such a health care provider, they are particularly vulnerable. Thus it is vital that by means of proper regulatory processes, the government permits only those with proper credentials to practice nursing (NCSBN, n.d.) The Nurse Practice Act is a set of state laws, and the statutes are grouped with a chapter of state laws. By ensuring basic requirements for nursing practice, the Act aims to protect the public from an unsafe nurse. Since the legislature of each state determines the Acts content, each states Act may

Define your concept of a college education, and what a college Essay

Define your concept of a college education, and what a college education means to you - Essay Example This paper will attempt to explore the importance of college education in an individual’s life and why is it worth the amount of time, hard work and money that students invests on their college education. Tamara Draut in her article ‘Whats a Diploma Worth, Anyway?’ quotes, â€Å"Getting a bachelors degree is the required ticket for entry into the middle class today, but the security once implied in that status is gone. In addition to the exigencies now felt by middle-class Americans of all ages -- rising health care costs, soaring home prices and flat or falling incomes -- todays new generation of college grads bear an added vulnerability of massive debt† (Draut, 203). Personally speaking, nothing is further from truth. College education serves a more profound purpose than providing a promising for a prosperous life. Several evidences points to this very fact. First, not all people, who graduate from elite branded colleges, end up successful and neither all the graduates of mediocre schools stay unsuccessful all their lives. On the contrary, everyone hear rags-to-riches stories about people who attended mediocre colleges or did not go to one at all and did great. Examples include Bill Gates, the founder of Windows and Steve Jobs, the creator and owner of Apple. In addition, there are evidences of graduates of Harvard, Stanford, and Cambridge working at mediocre companies and living an average life. Thus, there is no black and white rule that promises successful prospects after college education. The question now arises, why go to college if a dropout can achieve so much more without a degree? How is it prudent to invest so much money and time in a venture, which is not even remotely reassuring of a good future? The answer lies in under the covers of salary, degree, and fame. The college education serves the purpose of character building. It deepens the attitude and dampens the soul of those who take it seriously. When one studies the