Rhetorical Analysis of The Talking Heads’ “Once in a Lifetime” Essay

Rhetorical Analysis of The talk Heads Once in a lifespan Kenneth Burkes Five Master Terms exist to bring to light the motivation goat, theoretically, any bit of text to which we care to apply them. The beauty of this Pentad is its fundamentality in regards to the motivations humans have in creating dustup and meaning using the tools of language available. This doesnt just apply to long-winded theses regarding the nature of dramatistic meaning, though perhaps something alike that would be more up Burkes alley. No, in this case I plan to utilize his methods for a more seemingly mundane example, the motivations behind something as simple as song lyrics.I say song lyrics are simple, but in this case I am going to render a feat of rhetorical analysis few have considered possible by analyzing the song Once in a Lifetime by The Talking Heads. I emphasize the difficulty of this analysis because I fear that I am about to embark on a journey to make grit out of madness a 1 984 documentary of the bands music is entitled Stop Making Sense, for one example. For another more drastic example, songwriter David Byrne was one of the most intentionally abstract lyricists of his time in an early episode of apparent madness, he took to the stage of his college and shaved his hair and beard in front of the faculty to the accompaniment of piano accordion and a showgirl displaying phrases in Russian. He was promptly ejected from that school. Regardless, his song Once in a Lifetime is symbolic of the introspective, neurotic, and post-modern approach he often uses to create his lyrical identity. Though I at first found it to be a rough fit, I believe the Pentad can be successfully applied to describe the motivation ... ...it becomes clear that everything is unclear. I will summarize my application, however, for the sake of my own understanding. The superior Term here is Act, the balance between essence and existence carefully held by Byrnes dialectic of water and time as a merged sameness. Working symbiotically with Act is the idea of Agent, a theoretical character defined as finding, investigating, and determining a situation without Acting within it. Byrnes purpose is to know right or wrong in the Scene of his lifetime. The Agency through which he defines truth within the Scene is time, which shares more than a fingers breadth of space with my first term, Act. Ive come to the end of the analysis with a sense that Ive just begun a lot of fancy words to describe the futility of change. I did preface this application by noting The Talking Heads propensity to stop making sense.

A Woman Who Is a Person in Kate Chopins The Story of an Hour Essay

A Woman Who Is a Person in The Story of an Hour In her book, The Faces of Eve, Judith Fryer writes, In the last division of the nineteenth century a charwoman succeeded where men had failed Kate Chopin created . . . a woman who is a person. Chopins short story, The Story of an Hour, openly portrays the true feelings of a woman who feels trapped inside her conjugation. In the period in which she lived, there were only two alternatives for her to achieve the much desired personal freedomeither she or her husband moldiness die Chopins story was controversial from the beginning. It was rejected for publication by both Vogue and Century magazines as a terror to family and home. Vogue later published the story only after another of Chopins stories did well publicly. The Story of an Hour begins with Louise mallard being gently certain of her husbands death in a train accident. Sister Josephine was careful not to upset Louise too greatly because of the latters bone marrow trouble. Did Mrs. Mallard suffer from an actual physical ailment or an emotional, psychological trauma? I lean toward the second theory. Louise felt trapped inside her marriagehaving no personal freedomand the only way she could express this was through a physical illness. Mrs. Mallard weeps with sudden, wild abandonment and then disappears to be alone. Mrs. Mallards sister Josephine and Mr. Mallards friend Richards believe she needs to be alone in her grief. She retreats to a comfortable chair in take care of an open windowa place the reader is led to believe she frequently spends time in. As physical exhaustion overtakes her, Mrs. Mallard can do nothing but gaze at the scenes taking place outside the window. Strangely, the things she sees are not ... ... or her husband? Now that Louise had tasted freedom, she could not bear the estimation of returning to her dreary life. In the split second that she realized her husband was alive and any hope she had freedom was gone, Louises heart decided what must be done. He was alive, therefore she must die. Works Cited Ammons, Elizabeth. Conflicting Stories American Women Writers at the Turn of the Twentieth Century. NY Oxford UP, 1991. Chopin, Kate. The Story of an Hour. Rediscoveries American Short Stories by Women. 1832-1916. NY Penguin, 1994. Fields, Veni. Release. Ode to Friendship & Other Essays Student Writing at VWC. Ed. Connie Bellamy, 1998. Fryer, Judith. The Faces of Eve. New York Oxford UP, 1976. Jones, Anne Goodwyn. Tomorrow is Another Day The Woman Write in the South. 1859-1936. Baton blusher Louisiana State UP, 1981.

Pain and Acupuncture in Eastern and Western Medicine Essay -- Acupunct

Pain and Acupuncture in Eastern and Western Medicine Acupuncture is an ancient medicinal art that has been practiced for thousands of years. Acupuncture forthwith is mainly seen by Western medicine as a new alternative medicine (2). This basically means that while Western medicine acknowledges the shelter and positive medical research supporting acupuncture in many realms of medicine, for the most part it is not a practice that has been incorporated into modern medical practices. unmatchable of the most consistently supported uses of acupuncture therapy is in pain treatment (14). Western medicine has often come up short when it comes to treatment of inveterate pain. The dichotomy that is often suggested is that Western medicine is better at emergency situations and stabilizing patients in crisis, while Eastern medicine has to a greater extent success with more long-term chronic issues such as pain (2). This difference mainly stems from the philosophy of both methods of practicing medicine. Eastern medicine, for the most part, is more interested in treating the wholly person and finding the organic root of the problem instead of just treating the symptoms. While chronic pain is reaching epidemic proportions in Western society, fewer people are employing the benefits this type of medicine can bring. How does pain effect the nervous system? How does acupuncture help to alleviate this symptom? Is it possible to rationalize the effects of acupuncture through the language of Western medicine? Acupuncture Theory Acupuncture, very basically, is the insertion of very fine needles, sometimes in participation with electrical stimulus, on the bodys surface, in order to influence physiological functioning of the body (1). At the basis of acupuncture, is the theory th... ...nism of Acupuncture http//www.acupuncture.com/Acup/Mech.htm7)Neuronal Possibilities , Neuronal Diagram http//dubinserver.colorado.edu/prj/kcr/p07.html8)Beyond Endorphins , Endorphins in Pain Media tionhttp//www.chiro.org/places/ABSTRACTS/Beyond_endorphins.shtml9)Mechanism of Acupuncture Beyond Neurohumoral Theory http//users.med.auth.gr/karanik/english/articles/mechan.html10)Dr. L. Soh , Beyond Endorphins in Acupuncture Analgesiahttp//www.ozacupuncture.com/drlsohs.htm11)Pain Perception http//www.mhhe.com/biosci/ap/saladin/nervous/reading10.mhtml12)Chronic Pain Solutions The Scientific rear end Of Acupuncture http//www.chronicpainsolutions.com/acupuncture.htm13)Molecular Insights into the Problem of Pain http//www.painstudy.ru/pe3/molecular.htm14)What We Know About Pain http//www.nidr.nih.gov/slavkin/pain.htm

Essay --

I am applying to Stanford University for admission to the Ph.D. program in Computer Science. My research interests lie in the field of Computational Biology (CB). More specifically, I am interested in employing probabilistic and statistical methods to analyze genomic data more efficiently and accurately. As a statement of purpose of my graduate study, I describe here my academic background, research interests and forthcoming career plan.When I began my undergraduate career, I had the opportunity to be exposed to the full range of perception courses. I rapidly became fascinated by the beauty of biological sciences and recognized the important role that computing and quantitative methods play in life sciences research. Dr. Dawkins at once remarked, If you want to understand life, dont think about vibrant, throbbing gels and oozes, think about information technology. I could non agree more that computing (rather than mere experimentation) is the future of life sciences, and the res ole idea of blending life sciences and computing in scientific research excites me.I was first officially introduced to the field of CB in my newbie summer, when I worked as a research assistant in the Center for Genomic Sciences, University of Hong Kong (HKU). During this project, I evaluated the performance of the Genome-wide Complex Trait Analysis software, conducting simulation studies based on a thorough literature review. I have gradually cultivated my persistence and self-study ability which I believe is crucial for becoming a researcher.In my second year, I went on exchange in UC Berkeley and audited the graduate course for Statistical Genomics there. Among the 20 or so students taking or auditing the course, I was the sole undergraduate. The course ... ...rful and friendly on this beautiful campus. Everybody here is living in Mr. and Mrs. Stanfords love for their son, and love makes everyday a perfect day. Perhaps this additional debate is not proper in a statement of pu rpose, but I strongly desire to continue my studies in Stanford, not only because of your excellent energy and strong interdisciplinary research, but also because I feel that I belong here and my character accords with Stanfords spirit of freedom and love. To me, every step is not a finish, but a new start. I believe that your Ph.D. program would provide an stimulating and challenging environment for me to realize my full potential, and I bear the perseverance, intelligence and motivation to thrive and contribute to your team. I am fully prepared for my next step at the doctoral level in Stanford, and I look forward to this brand new beginning.

Washington History :: essays research papers

Assignment 1Question 1A) How is a comp championnt part defined? A region can be defined by its geography, industry, or culture.For example the Bible belt is a cultural region Silicon Valley is an industrial region, and the Plains States degree a region defined by the geography and agriculture both.B) What Unifying forces define the Northwest?The region of the peace-loving Northwest is defined as a Hinterland replete with a wide array of natural resources. The treasures found in the natural beauty of the Northwests pristine waterways, ample valleys, and debauched mountain forests define the region. No other region in the United States can compare with the beauty and majesty of the Pacific Northwest. It stands alone as having one of the most varied and rich landscapes in the country. Thus allowing an independent, confined, and truly original culture to emerge.Question 2What is the size and distribution of the population of the Northwest?The Pacific Northwest region is lightly popu lated with the majority of the residents located in a few key areas. The main population centers of thirty thousand or more pertaining to Washington are the Puget Sound area, and Spokane. In Oregon it is the Willamette Valley from Portland to Eugene and Medford where the population centers are located. Idaho, while being much more rural whence Washington and Oregon, does have clusters of more highly populated areas in select geographic areas, such as Boise and Pocatello. All of Idahos major urban areas are located on or around the Snake River. Taking the time to really study the location of cites in relation to surrounding geographic areas one gets a good look into the minds of the first settlers and even the native inhabitants. Larger urban centers are usually located on or roughly waterways all were and still are very reliable sources of food, water, and trade. One example of this statement is shown in todays Vancouver, Washington, which was first settled on the Columbia River. Question 3Discuss the natural setting of the NorthwestThe Pacific Northwest is rich in culture and beauty. What gives this land its beauty, so much so that the region is inhabit the world over? Maybe it is the giant snake of concrete known as Interstate-5? Could it be the snow crowned Peaks of the cascades? Or is it the glistening monoliths of supply that tear at the cloud filled sky above the Emerald City of Seattle? The Sun bathed beaches of the San Juan Islands?

What is a thesis statement

In regards to a thesis device, it is an outline of a research study you do in your thesis or dissertation. To put it simply, a thesis proposal is a road map. It provides a reader with a vision of your future work. Your thesis proposal needfully to be carefully planned and properly structured. The better you are at explaining what you are going to research and why the topic you have chosen is relevant, the to a greater extent rewarding the result will be. Choosing a topic is the hardest part not only in thesis proposal writing, but also in faculty member writing in general. You should identify the problem you are dealing with in your thesis proposal, as well as state the questions you are going to acknowledgment in your thesis. You are also supposed to describe all(a) the resources and materials you need in order to conduct a research study for your thesis or dissertation. The successful approval of your thesis proposal means you will be able to continue the work on your thesis. Therefore, the importance of writing an impressive proposal should not be underestimated. The five most vital points of a well-written thesis proposal includeOutliningKnowing the structurePlanning the writing process make-up a thesis proposalProofreading a thesis proposal.The first step is to provide a clear and detailed outline. In this part, you are required to generate all materials you have already gathered. You need to prove you understand how the process of research works. You also need to demonstrate that you are able to find all relevant sources in regards to the subject you have chosen to research. The next step is structuring your thesis proposal. The common parts of every thesis proposal are as follows an abstract, an introduction, significant prior research if any, a thesis/project statement, approach, potential outcomes, limitations, and proposed dissertation chapters.

Miss Brill Essay

The short story, cast off brill by Katherine Mansfield conveys to the readers of loneliness of a person and how that loneliness can seem to warp the reality more or less that person. The story revolves around the main character Miss Brill who goes to the park every Sunday afternoon. She wears a fox fur pelt around her roll in the hay and she strokes it as she eavesdrops on other peoples conversations. She gives emotions and voice to the fox pelt personifying the inanimate object. This suggests that she wants company to converse with however, with no one around exclude the fox pelt around her neck, it is the only thing she can converse with. The readers who are observing her from objective view are given slight hints that Miss Brill is lonely but Miss Brill herself is not aware of this fact.This can be seen when she compares the gray-haired couple that were sitting nearby her to those that came out of an old cupboard. This comparison suggests she sees the old couple has these old dusty cups that have been forgotten about in the back of the cupboard. Throughout the story, Miss Brill tries to convince herself that she is distinguish of a play and that she belongs in that play, that she holds as much importance as everybody else around her. However, as the story progresses she realizes that she is indeed alone and lonely. After hearing what the immature couple had to say about her she heads for her home. Once she is home she puts the fox back in its box, but says she heard something crying. The something crying is most likely Miss Brill herself realizing the sad truth and becomes depressed.

Challenges in Motivating Employeess Essay

Why motivating employees is becoming increasingly challenging. The study of motivation is concerned basically, why people behave in a certain way or why people do what they do? Generally motivation can be described as the steerage and persistence of action. However different items much(prenominal) as work environment or internal and external forces can influence the persons alternative of action. Managers face a significant challenge in finding ways to motivate their employees. Some employees can often if hard to get motivated for a job even after being employed.Maybe because there is a day job duties repletion, work condition and etc. Below I deal some of the most significant challenges in employees motivation Money is one of the major changeables of satisfaction and motivation, no doubt that employees will feel little motivated if they feel their compensation is not appropriate. Paying employees less will lead to dissatisfaction and of course dissatisfied employee is an unmo tivated employee. However we have to consider private differences in the motivation.Employees have different needs and given reward do not motivate all individuals similarly. Managers should spend time necessary to understand what is principal(prenominal) to each employee and the align goal, take of involvement and reward with individual needs. For example professionals and knowledge workers which highly trained with a college or university degree are more than concerned with content of work rather than their place on the face chart. Money and promotions typically are low on their priority list in contrast job challenge and having skill-development opportunities tend to rank high.However motivating low skilled service workers which pay levels are often little higher up minimum wage such as retailing and fast food is different. Many employees working in low skilled service jobs feel that they do not get the respect they deserve from their employers. Unless pay and benefits are significantly increased, high dissatisfaction is probably inevitable in these jobs. Trying to understand the needs of such employees might help motivate them unwrap. Motivating employees in a unionized workplace environment is an anformer(a)(prenominal) challenge.For example unions have not been very undefendable to pay for performance plans. They reckon that differential pay to employees doing similar work can hurt corporation and lead to competition in the workplace. In other word in unionized companies providing opportunities for training and advancement and listening to employees concern all help in creating a more positive environment. On the other hand with todays globalized companies we have to consider motivation do not necessarily work equally through the world.Reward practices in different countries are variable based on cultural differences. For example countries that put a high value on uncertainly avoidance prefer pay base on objective such as seniority. Countries that put a high value on individualism place more emphasis on an individuals responsibility for performance that leads to rewards. Countries that put a high value on human orientation offer social benefits and programs that provide working family balance, such as childcare, maternity leave and etc.Work conditions and environment is another motivation challenges. Changing the way workers are treated may boost productivity more than changing the way they are paid. An employee who feels his working conditions are unreasonable maybe unmotivated. If he feels completing a task would place him in a precarious situation, he may not see the value doing or completing it. Other thing which could affect employee motivation is training. An employee being asked to do work which he is not qualified for or capable of doing can result in an unmotivated employee.People are generally the most motivated when their jobs give them an prospect to learn new skills and tasks that are performed and enable them to demonstrate competence. So no doubt having an open, safe and welcoming environment is one of the most important factors. enactment of the hours of work is another condition. If an employee is working 60 hours a week instead of the standard 40 hours, he may feel unmotivated to show up or give a full effort knowing that he will give more work and expected to stay late to make out project. Multicultural Team is another challenge in motivation.Nowadays most of the companies from big to small have multicultural team. People from diverse cultivation, background and beliefs. Its clear we cannot motivate multicultural teams the same way we motivate teams with members all from same culture. Multicultural teams are differing from same culture teams in a categorization of aspects. For example people from different culture have different communication style, working method and decision making practices. The expectations of team behavior vary among nationals and ethic cultures. In result managers in these companies have special challenges for motivation.Managing and motivating employees who respect different cultures can be simultaneously exciting and challenging, provide supervisors and managers understand how culture differences inspire organizational excellence, at the same time, employers encounter challenges by separating employees instead of using management and motivation techniques that focus on common traits through the workforce. In these companies as a motivating factor, money is important tho only to some extent. Usually After they start getting a fairly level of compensation for their input, money stop being the greatest motivator for most people.Knowing the strength, weaknesses and performance history of each team member are very important. Some training such as multicultural awareness, team building and intercultural management workshop, motivate multicultural team members are very helpful but they must know why they are being trained. Result All said and done working with a cross cultural team is significantly challenging as the manager must develop strategies to cope not only with differences but also motivate the team to be productive and efficient. potentiometer a manager or supervisor empower an employee?Generally managers used their power as the part of their interaction with employees. In todays workplace, there is a movement toward sharing more power with employees by putting them in teams and also by making them responsible for some of the decisions regarding their jobs. Some managers believe that to empower people is a real part of leadership as opposed to management and they give examples of way empowerment can actually preparedness people set free to do the jobs they are capable of and also allow them to do self-managing.However managers have different concepts of empowerment, for example one sort of executives believed that empowerment was about delegating decisions making within a set of clear boundaries . While another group believed that empowerment was a process of encounter taking and personal growth. There is a lot of positive press on empowerment but much of the talking of empowerment, but much of the talk of empowerment, does not result in employees being empowered. Some managers have difficulties letting employees have more power.But most of the managers agree that the employees should understand how their jobs fit into the organization and that they are able to make decisions regarding job action in light of the organization purpose and mission. Empowerment can offer a number of potential difference benefits throughout all levels of organization. Although there is a continuing debate about the real benefits of empowerment, there appears to be a general assumption motivated staff, fiber customer service and improved profits.However all the theories share a common assumption that workers are an untapped resource with knowledge and experience and an matter to in becoming i nvolved, and employers need do provide opportunities and structures for their involvement. Its also assume that participative decision making is likely to lead to job satisfaction and better quality decision and that gains are available to employer (Increased Efficiency) and workers (Job satisfaction), in short an everyone win scenario.According to Erstad, among the many fashionable management refers to the change strategy with the objective of change both the individuals and the organizations ability to act. From the context of articles especially in this area empowerment is a complex process. In order to be prosperous it requires a clear vision, a learning environment, both for management and employees, participation and implementation tools and techniques.

How michael porter five model affects Costco Wholesale Corporation Essay

According to Michael Porter, an industry is affected by certain forces, which enable them to crap different levels of profitability. These five forces help managers analyze the industry to gain a better understanding and develop a more effective business strategy. In the discount retailing industry, it is important to consider the following when considering entryThreat of New Entrants Four major competitors, WalMart, Kmart, Target and Costco Wholesale dominate the discount retail industry. The threat of new entrants is low, as this small number of large firms has spent decades establishing their position in the market. duration online retailers, such as Amazon.com, and smaller department stores do create a semi-competitive environment, there is no major threat as the entry barriers argon high (there is major risk and expensive start-up costs) and small start-ups are discouraged from trying to penetrate the market. The lack of patents and government regulation allow the existence of small department stores in the industry, but their expansion is limited.Rivalry at heart the Industry In the discount retail industry, there is fierce competition among the major brands, as products sold are usually relatively price expansible most of the shoppers are looking for the best value for price and the goods are not significantly differentiated from one another. This leads to efficient management and competitive costs. While dollar stores and other small retailers have established a niche market, they do not pose a significant threat to the market leaders.provider Power The existence of a large number of suppliers and limited shelf space has lead to low supplier power retailers like Kmart are sluttish to switch to alternate, cheaper brands.Threat of Substitutes In terms of brand identity, the main players attempt to differentiate themselves from each other by emphasizing on their strengths while WalMart is cognise as the price leader, Target

Pink-Dear Mr President Analysis

exploit wrote the song Dear Mr. electric chair, on Martin Luther King solar day in 2005. The song was released as a single in 2007 and became a sort out of her album Im Not Dead. The song is a direct objurgation of President George W. Bush and the policies of his administration. Pink addresses the major concerns of most Americans. The song begins Dear Mr. President/ Come use up a walk with me. Lets name were just two people and/ Youre non better than me. By stating this as an invitation Pink is like a shot asking the President to listen to her opinions.Through equalizing accessible standings, she is diminishing the respect that the President demands, Pink is stating that she will be truthful with him and not sugar coat Tanya Kaplan Song Analysis 03/10/09 her opinions. She will split up him the truth about what everyone is thinking but no one is willing to tell him directly. She states, You have come along way from whiskey and cocaine, addressing Mr. Bushs tainted past, whi ch the media seems to ignore. Pink asks Mr. Bush who he prays for at night. She also asks how he feels when he looks in the mirror and if he is proud of himself.These statements address that Mr. Bush forgot to come upon good on his promises to help people. He had the power to change society and be a positive force for society but failed to do so. Pink then asks Mr. Bush to look her in the eye, this is a sign that she is awargon that he is not proud of his cause and is unable to face his own actions, she is challenge him to state that he is proud of his actions. She is also addressing the political corruption that is believed to have occurred in the Bush administration. at that place are many policies, that were enacted, such as political detainees, which the President directly partook in, while the policy blatantly violated the principles set forth in our constitution. Pink addresses many social issues during this song. How do you dream when a experience has no chance to say goo dbye? Rebuilding your house after the bombs took them away, this is a direct attack on the Presidents Iraq war policy. There are thousands of mothers who have lost their children in the war on Iraq some are soldiers while others are innocent children who are ystanders. During the Presidential Election of 2008, the legal age of people stated that they did not support the war in Iraq however, when this song was written it was very uncommon to have a majority of the people not support the war, let alone discuss the destruction that we are inflicting on the residents of Iraq and their infrastructure. The media did not portray the mass destruction inflicted on the country of Iraq or promulgate the effect that the war was having on military families.There are additional hot button social issues that Pink addresses with the President through her song. She states What kind of father would ascertain his own daughters rights away? And what kind of father might hate his own daughter if she were gay? I can only create mentally what the first lady has to say. Tanya Kaplan Song Analysis 03/10/09 These statements denote George Bushs policy of anti? abortion, his attempt to refute the Rowe v. Wade decision and to take away a womens right to abortion.These statements also call into question the administrations anti? gay policies. Ironically Vice? President Cheneys daughter is gay. It is well-nigh impossible to imagine how the President can instill his anti? gay rhetoric while his second in commands child part takes in a homosexual lifestyle. One must truly wonder what the first lady does say to Mr. Bush, when such a close family friend is directly being affected by his distorted view of appropriate sexuality. Pink also address the non? action that was insinuated by the no child left freighter act.The President adamantly states that he is helping the education system in the country through this act, yet he fails to provide any sort of musical accompaniment to instill hi s policy changes. How can one expect to implement new policies yet not provide any funds to do so, while billions of dollars are being spent to make war? Poverty is addressed when Pink explains that Mr. Bush has no idea what it is like to work from minimum wage and be pregnant, or how it would feel to sleep in a cardboard box. She states Mr. Bush knows nothing about hard work.This is a very plausible assertion considering that his own father was the President and he was raised in a more affluent segment of society. The song Dear Mr. President did not get salient amounts of play time on the United States radio, in fact it got very little airtime. Pink was quoted as saying that she wrote the song as an attack on the President and his administration to prove that she could and what a great country that we live in to allow her to do so. The song provides for a valid attack on the policies of the Bush administration and of President Bush himself.

Case Study: Starbucks’ Structure

Barista This job contributes to Starbucks success by ensuring our service and store standards are met. We do this by providing nodes with prompt service, quality beverages and products. Starbucks and partners will experience a friendly, upbeat and clean atmosphere. Key Responsibilities Develops enthusiastic bothy satisfied customers each of the time. Welcomes and connects with every customer. Discover customer needs and appropriately suggests product with every customer to enhance service and meet gross revenue goals. Offers customers demonstrations, and samples using brewing equipment.Howard Schultz became convinced that he could turn coffee berry drinking into a cultural experience. He had traveled to Italy and watched with interest as city dwellers would stop to begin the day at a coffee bar. victimization the same type of model, Schultz purchased and opened his first location as Il Giornale. The company evolved into Starbucks, where multitudes of consumers began purchasing des igner coffees, such as espresso, cappuccino, and coffee mocha. Store interiors throw out lounging and relaxing with a newspaper, magazine, laptop, or friends.Each cafe featured enticements such as jazz music in the background, additional merchandise to examine, and comfortable seating. (Reilly, Minnick, & Baack, 2011). Until the 2008 recession, Starbucks had continued to grow. some(a) of the units in larger cities experimented with selling additional products, including lunch service. Then a quickly collapsing economy, possibly coupled with other problems, including over expansion, sent the corporation on a downhill slide. Founder Howard Schultz worried that the addition of so many locations had watered down the Starbucks experience. Reilly, Minnick, & Baack, 2011).. Starbucks should be using is departmentalization by geographic region. Starbucks locations are all over the United States. According to our text, Geographical departmentalization makes it possible to tailor managerial e fforts that address territorial differences. (Reilly, M. , Minnick, C. , & Baack, D. , 2011). Departmentalization can be defined as an effective organizational tool in that it involves dividing people up into different departments or divisions in which collections of tasks are placed together, such as accounting, marketing, and production.Going through Starbucks case study, the best worthy departmentalization for Starbucks would be by Geographic Region. Starbucks has its financial affairs, legal affairs separated from stores. It has also added talent management, human resources and training and development as part of existence specialized departments. This structure works, because it is separated from day to day business and does not interfere with store operations. This will help in the different locations to adapt the identity card to accommodate. For example the Starbucks in Florida may sale more ice coffees than in Washington State where it is not as hot.When the increase of competition began the decline of sales for Starbucks, the leadership shouldnt try to centralize power. With the leadership being centralized the organization may start making bad decisions because it only allows for two or three leaders to be overwhelmed and start making wrong decisions, where as if they were to have more ideas from their employees they may be able to come up with a structure that can help them through the decline of sales The configuration that best fits Starbucks would have to be the divisional organization.This is because Starbucks has different products and many business units all around the world. According to an article, Mintzbergs Organizational Configurations, The benefit of the divisional organization is that it allows the line managers to maintain more control and accountability. (Mindtools, 2012). In conclusion, Starbucks organizations have been a ample place for people to work, customers to hang out at, and overall a great place to have coffee.From wha t I see, the structure that Starbucks has been using, so far has been doing a hot job. According to Howard Schultz, Starbucks chairman, Starbucks continues to expand our global Starbucks footprint and accelerate the innovation and momentum in our CPG business (Financial Release, 2011) ? References CNN Money, (Feb. 7, 2011). CNN Money, 100 Best Companies to work for. Retrieved on September 10, 2012 fromhttp//money. cnn. com/magazines/ plenty/bestcompanies/2011/snapshots/98. tml MindTools, (2012). Mintzbergs Organizational Configurations, Understandingthe structure of your organization, retrieved on September 10, 2012 fromhttp//www. mindtools. com/pages/article/newSTR_54. htm Reilly, M. , Minnick, C. , & Baack, D. (2011). The five functions of effective management. San Diego, CA Bridgepoint Education. Starbucks Coffee Company, (2012). Starbucks Investor Relations, 2011 Financial Release, retrieved on September 10, 2012

Organizational Theory Final Paper Essay

Due to the recent and anticipated changes the U.S. government has made and continues to make in procedures regarding contract awards, as well as external market pressures from the scotch downturn, I submit this proposal as a new approach to the existing organizational structure.Because talent and loyalty are at such a high premium in todays workforce, I submit that the workforce be modified structur completelyy rather than a full-scale reduction. This economic crisis pass on not last long and our on-going reaction and decisions will determine our longevity in the market. So the main objective of this restructure will be to make the best and most beneficial use of our employees that are committed to moving forward and to continue to build goodwill with our employees, shareholders, customers and suppliers.Changes in engine room are not an issue for this particular proposal. The very nature of this ac order enhances flexibility in technological changes and even spear-heads changes in some aspects of industry. There may be mild behavior changes needed, that nevertheless to coincide with structural changes. The structural changes should prove to be positively accepted, as underutilization and overutilization issues should be resolved.The outcomes evaluate are* reduced bes by realigning talent to appropriate duties* redefining merits for bonuses and certain benefits* offering more than(prenominal) flexible working conditions for higher performance* creating diverse teams ground on goals and projects* redesign merchandise division, re-evaluate goals, re-evaluate performanceForces Driving Change* Characteristics of workforce slang changed* The organizational structure of this follow embraces military-like order. Modification of this approach is needed to place team structure and welcome more civilian business approaches as staff and middle management are better networked, more mobile, and smarter about their rate and their options in the market. (PW C)* Labor supply has changed* Much of the upper management and specialized employees are retired military, bringing them closer to a second retirement. While real conditions have delayed this trend it still exists. Competing companies aggressively recruit educated and experienced managers and industry specialists so we must create conditions that will foster satisfaction and loyalty. * judicature contract allocation procedures have changed* More attention and emphasis must be put on other surface areas of the companys businesses for wealth building. government contracting has adjusted rates and opened the door for smaller companies to compete for Defense and Aerospace teaming contracts. * Economic downturns have caused readjustments in businesses and education * The duty Services company needs to update and integrate new business-to-business consulting approaches, enhancing and adding to our strict Six Sigma dressing. * The Advanced Visualization Solutions division needs to de velop their products to serve beyond educational facilities, as most facilities are not currently able to invest in state-of-the-art technology. These products need to be streamlined to bring the cost of production and cost to customers down.* The Construction Company needs to focus on developing more domestic business. The international projects need to be managed by on-site managers via patriots or kick out assignments. This will reduce expensive unplanned international travel as well as build goodwill with the natives of the country the project is based in. * The Marketing/Communications division has become obsolete, using old approaches of only upgrading the company website and only attending industry exhibitions and conferences. Marketing has become isolated from the energy that exists in the whole of the company, not working cooperatively or creatively with each subsidiary company. This is possibly due to absence of the sense of meaningfulness in the managers, thus overleap of motivation.* The Core Divisions need more cohesion in their performance. Due to the overlap of duties between HR, Contracting and Accounting, there must be less antagonism and more cooperation between the managers. The executives rely on authoritarian leadership and job-scare tactics to motivate operations of these departments, thus the managers isolate themselves into their own responsibilities by not sharing cultivation or working as cohesive teams to resolve challenges. Obviously, most of these problems have their origin in the nicety that has been created in the company.While there are a few who remain loyal to the mission statement of the company and endeavor to sustain a family-like atmosphere, most managers and employees have become dissatisfied with not only the culture exactly with their own sense of meaning within the company. Thus, the owners and executives must be the first to revisit the mission statement and goals first set by by the owners, create a more cohesi ve and safe culture and implement their own change of perspective. Far too often, leaders ask everyone else to change, hardly in reality this usually isnt possible until they first change themselves. (De Smet, et al) atomic number 53 of the strengths to having retired military personnel in leadership and production is their ability to bond orders and to learn quickly. Most of their experience in military life was often being given an order (goal) and some of the necessary resources (most of the time), but little experience on how to execute it. Much of our nations greatest technology has come from such situations. For example, John Shergill itemized 10 American technological advances accomplished during wartime. One of the most outstanding was the development of a virtual environment, or the internet. Conceived and designed in the late 1970s during the height of the cold war as a defense against nuclear war. The thought was that if vital government information could be stored in a virtual environment, it would be impossible to take out communication theory at one location. The effect of this advancement is obvious to anyone reading this.(Shergill) Necessity being the mother of invention was also observable when a young policeman was given command over the technology department where he was deployed. Not only was the technology obsolete, but he had no idea how a computing machine worked. His order was to update and repair the system. Period. He quickly learned and implemented all he could and was successful in not only updating but enhancing new technology for that particular base.Today, as a retired Navy colonel, he is a professor of Networking, computer software and hardware at an outstanding US college. So the ingenuity and problem solving skills that exists within the retired military community is priceless, but their instinctive command-and-control leadership styles have become outdated and ineffective in a civilian business world, curiously with civ ilian employees. Six Sigma approaches have been attractive to the Business Solutions department because it continues to embrace the command-and-control management skills focusing on optimal production and very little on optimizing producers.Therefore I propose comprehensive and all-inclusive leadership-development training. I understand this may be especially hostile by our Business Services division, as these instructors consider themselves experts in the field of leadership. But it is vital that leaders stay ahead of trends in leadership especially if they train other leaders. Their expertise in traditional instruction of management mixed with the evolving principles will not only enhance, but possibly lead to more forward thinking and new approaches as they implement them. Again, it would be quite in character for the retired military leaders to take what they learn in this area and create even more valuable tactics and approaches that will enrich business leaders the world ove r. Thus creating a new benchmark for our company and creating a new competitive edge.In the April 2012 online edition of McKinsey Quarterly, three experts in the field of leadership training wrote of their findings in making leadership training the flavor of large organizational change. The authors described the situation of one global company as While the need for operational change was clearthe performance of the companywas inconsistent and in many cases far below that of competitors in terms of efficiency, productivity, and costso too were the organizational obstacles. Drives for improvement, for example, carried a stigma of incompetence current performance was considered good enough conflict tended to be passive-aggressive or was avoided entirely andemployees felt that they were treated as cogs and that their supervisors were enforcers.The effect of all this on employees was disengagement, a escape of trust in senior management, and a pervasive fear of making mistakesa worry r einforced by the companys strong culture of safety and of risk aversion (So) the senior team had to look beyond technical improvements and focus on helping the companys leaders to chieftain the personal behavioral changes needed to support the operational ones. To that end, the company mounted an intense, immersive, and individualized leadership program (De Smet, et al). The authors note that the program took four months for each participant, and include two week-long training programs and ongoing coaching to integrate what they learn with their work experiences. In the span of three years the return on investment in the participants has been tenfold for each leader.The program has increased the companys income by almost $2 million, and the new leadership behavior has been crucial to the companys success and is believed to have made the total organizational changes that were made more effective. So the development program I suggest needs to include * desegregation leadership train ing with a BHG (big hairy goal). Without personalizing training it will be ineffective. Without an obtainable and desirable goal training will be a shoot a line of time and effort. * Recognize the strengths and successes our company has and build on them. Bring in our strongest and most dedicated leaders (not necessarily formal managers) and train them in how to skillfully influence change by engaging everyone involved in the organization.These leaders may need to be considered as new or replacing current ineffective management or at the very least as team/discussion leaders. They are the bridge between corporate office and employee satisfaction. work our Company Philosophy, found in our Employee Handbook, to employ our Core Competencies to realize our Vision Statement. * Any change in our organization must be based on honesty. Every employee of our company possesses, or at one time possessed, an expectation of good from us. Being a part of this organization was highly esteemed in the community and upon hiring, the employees felt important and distinct in their field because of our decision to employ. After being employed for about 3 years, the most common throw of the dissatisfaction that begins to set in is the irregular dispersion of information and a feeling that Corporate is not being honest or forthright with them. While this may be a military need-to-know approach to employee management, it is no longer efficient, as our employees are no longer military and they expect inclusion.The leaks and rumors that circulate on all of our job-sites and offices are much more damaging than the truth given from a trusted leader could ever be. * Common language and vocabulary used by leaders must be adopted. The language of a common vision is powerful, so leaders must be allowed to emerge and reassigned to influence the entire company. victory is contagious so the empowered managers will be able to empower employees. * Evaluate managers skills and interests and pl ace them in the appropriate department. Technology can be learned, but it wont be learned by a dissatisfied manager.* Modify benefits. Currently all employees derive their motivation from our bonus plan. Employees have been involuntary to accept the absence of sick leave, the infrequency of pay raises, and the absence of certain benefits in favor of expecting the year-end bonus. The Employee Handbook indicates that bonuses are discretionary profit-sharing and performance-based rewards provided to employees base on a review of the factors previously mentioned in addition to managements recommendations (Our Company Handbook, pg. 11). It should be noted that every employee has different needs and motivations for working with us. We should dispose our benefit offering by allowing them to make the decision of whether they would rather have a raise, receive a bonus or an enhancement to their provided benefits.* Subsidiary companies Business Development departments and company-wide Marke ting/Communications must begin to work more cooperatively, beginning with information sharing and frequent interaction. Up to this point, these two departments have functioned simply of the other, relying only on each other for necessary information or for marketing tools for conventions/meetings. While BD has relied heavily on personal contacts networks, it must begin to give the principals and power of marketing. Marketing/Communications must begin to pursue the good of each BD department to enhance their efforts. The commitment to the structural changes, development of leaders and employee gaiety must begin with the owners. It must also be an ongoing commitment, as sporadic attempts will only reinforce skepticism and heighten dissatisfaction. Leadership training must become a systemic process, not an event (Day, pg 8).

Compensation Decisions Essay

As a human choice manager, intimately people believe that our job is only to fix problems within the piece of work or terminate employees who ar non performing up to the standards of the comp whatever. Without recognizeing full exactly what the position entails, this misconception volition continue. Today I will be sharing a small yet important serve well that falls into the workforce of the human resource manager. This move is the hiring member. It is a process that involves several footfalls to ensure that the company retains the scoop up lowlifedidate possible to fulfill the position which is being offered.Within the hiring process fall several winder components that help to ensure that the goatdidate will fit in with the structure of the company. Included in this process are recruiting, hiring, evaluating, and honorarium. Each step has additional factors which play a part in the overall process. I will be breaking down the process by categories, and explaining in depth exactly what goes into selecting the hereafter employee.To begin, as with any search we must first decide exactly what we are aiming to achieve. In pose to narrow down the selection, as a department we must come up with key move that identify what qualities we are looking for to fulfill the position. This process can be easily accomplished by creating a task abbreviation. A task analysis will help to experience exactly what call for to be completed within the new position. A complied list of assignments that need to be fulfilled will help to create the job analysis. Once the taskanalysis is completed, a job analysis can be formulated. With any job analysis, we aim to select the right candidate to ensure that the companys goals will be reached. A job analysis consists of creating the job summary, identifying essential job functions, listing inevitable knowledge, as well as experience an education, and identifying equipment needed to fulfill the position, and environmenta l factors.All of these components help in the process in selecting the ideal candidate. Creating a job analysis is harder than it seems. As the human resource manager, this step needs to be carefully considered, since if it is not done correctly can lead to deviance in the workplace. In an article Employee Deviance as a Response to In averageice and Task-Related Discontent, the originator suggests that deviance in the workplace starts do to an injustice in task assignment which employees feel they are not tempered fairly in assignments, and further they deviate from their assigned tasks. (Zoghbi-Manrique-de-Lara, 2010) Believe it or not but workplace deviance stems from a poorly written job analysis, and a job description that is not elaborated enough to fully explain the associated tasks that the position requires. With this being said, a properly written job analysis can combat these issues before they begin.Once the analysis is complete, and the job description is written, we m ove ahead to recruitment. This process ensures that the proper candidates are selected based on qualifying information from the job description. This step helps to eliminate any persons that may not fit the qualifications of the position, as well as the needs of the company. Recruitment can be critical since many factors need to be considered. One factor would be how you chose to recruit for the position. For this position we as a department chose to recruit online by using various websites, much(prenominal) as Monster.com. This made the application program process simple, since the candidates are able to apply at their convenience and it elevates setting aside time for some(prenominal) the candidate and the company to befuddle applications accepted on site. This form of recruitment also helps the human resource department in selecting the candidates that host the qualifications that are required to fulfill the position. Recruitment strategies often help to determine if the can didates selected posses the proper skills set and knowledge that is needed to perform the job to the best of their ability. I must flout that recruitment is a tricky partof the process. Having individuals present themselves on paper and recruiting them in person is a tough decision to make, and one that can impact the entire working environment as a whole.Once the recruitment selection has been completed, crucial factors come into cook up such as compensation and evaluations. stipend is offered upon employment, yet after an evaluation is completed, compensation can be adjusted based on performance. With the trustworthy recession, compensation decisions can be challenging, yet need to be expressed in order to documentation be down, while still retaining qualified employees. As stated in the article, Compensation Challenges, If key stage business generators perceive their compensation to be inadequate, or their company to be at risk of floundering, they may want their business skills and leave (Cotterwjan, 2009). This serves to be true, so compensation is a critical key in retaining employees. If not compensated to what the employee feels is adequate than the risk factor of the employee leaving becomes an issue. This will create more spending to recruit, and costs to train another individual for the position. That in itself does not help to cut cost but just the opposite and raises them. One way to make sure that compensation decision making is done correctly, author of Show Them the MoneyReally suggests that in a recession what you pay still matters. Alexander suggests that or else of undercutting now to save money, ultimately you will pay more. (Alexander, 2009)Once the economy starts to change, you will be oblige to shell out more money for high paying salaries to maintain the employees that you lay down, or replace the ones that have left. This holds true with any profession, even though at the current time the employers have the upper fall beca use people outnumber the available positions, as the market starts to change, the people will relocate to a higher paying position with another company. Deciding what compensation should be should be weighed on certain factors such as experience, knowledge of the field and qualities that they bring to the company. It should not reflect the current economy, since that is always changing. When deciding the compensation for the team for this assignment, I asked myself the same two questions that were asked in the article Learning and the Form of Compensation which were, Firstly, do employers learn more quickly about workers who are paid for performance thanabout those who are not? Secondly, does learning about performance pay workers depend on the specific form of performance pay? (Hoon, 2013)After carefully reading the evaluations of the employees I thought about the previous questions. What did I really know about the evaluations in front of me? I was only able to take what was prese nted and compensate according to their reviews. This makes it real difficult for a human resource manager to ap manifest any increases since what a supervisor may feel is warranted, human resources may not be able to support the increase without knowing fully what that employee brings to the table. Since in bigger businesses, the human resource department is not familiar with the backgrounds of the employees, than it becomes the responsibility of the direct supervisor to relay any pertinent information in the evaluation to support their decisions.Since starting this assignment, I would have to say that I was unaware of all the work that goes into the entire process and how many little things can affect the outcome if not done correctly. As a employee it seems easy to state that there is a new position available, but if that position is not described correctly the entire process could prove to be costly for the company, and not beneficial considering all the time and effort that is set forth in the entire process. Not only is the process time consuming, it lays out the guidelines for the position, and what is expected for the future employee. Without the proper guidelines, this process would not be as effective as it is today.ReferenceAlexander, J. (2009). Show Them The Money.Really Business NH pickup , 33. Cotterwjan, J. D. (2009). Compensation Chellenges. Law Practice The Business Of Practicing Law , 47-49. Hoon, B. (2013). Learning and the Form of Compensation. Journal of Labor seek , 79-98. Zoghbi-Manrique-de-Lara, P. (2010). Employee Deviance as a Response to Injustice and Task-Related Disconnect. Psychologist-Manager Journal , 131-146.

Not as Easy as 1,2,3 Essay

People, be deemn & Organizations- MGMT20124 Assessment 1- Report Case Study Not as Easy as 1, 2, 3 contents Contents2 Executive Summary4 1- Introduction5 1. 1 Background to the chronicle5 1. 2 Scope5 1. 3 Aims 6 2- intelligence service7 2. 1 Organizational umpire7 2. 2 wisdom errors 8 2. 3 Stress8 2. 4 Exit-Voice- loyalty-Neglect model8 2. 5 team drop dead 9 2. 6 Motivation9 3- belles-lettres review10 3. 1 Organizational Justice10 3. 2 Mas humbleds wishing hierarchy speculation12 3. 3 Expectancy system14 4- Solutions and suggestions18 4.1 Organisational Justice 18 4. 2 Stress 19 4. 3 Improving feedback process21 5- Conclusion22 References24 Executive Summary there argon three purposes for this draw. It attempts to indentify the problems in the case name wind Not as Easy as 1, 2, 3. Accordingly, it discusses about sise-spot main problems in alphabet consulting firm that grant negative impact on the arrangement authority and the productiveness of the objectives . These problems ar primary principle consulting organization failed in implemented the organic lawal nicety.Next single is the cognizance errors of Janet, the client coach and valet de chambre resource director. The ordinal problem is George was forced in the centering aspecting and Georges dissatisfaction about commercial enterprise and work behaviors which cause to the exit-voice-loyalty-neglect actions is the problem number four. The fifth is teamwork environment, processes and the last problem is alphabet consulting failed to implement the indigence procedures in actuate its staffs. In addition, it to a fault mentions about the theories which think to each problem.The countenance aim of this describe is to explain the literature review of slightly theories that atomic number 18 partaked to the case assumes problems and solutions. Particularly, the organization motivation nicety theory, Maslows hierarchy needs theory and the forethought theory. Lastly, this depict intends to discuss about the solutions and suggestions in relation to the cases problems such as, develop consistent organizational referee schema, the methods to relief tune, and implement probably feedback processes musical arrangement. 1- Introduction 1. 1 Background to the reportIn juvenile years, organizational behaviors atomic number 18 very prodigious in every regulate which tush fool coercive or negative impact on separates, groups and structures within an organization for the purpose of applying such knowledge towards meliorate an organizations effectiveness. It is because on that head are many issues need to be considered if an organization wants to be boffo in managing the great unwashed, and maximize their ability and capacity. Hence, each organization needs to create a consistent system that tin can proceed its staffs and also travail to satisfy their needs in fellowship to improve the productivity of the objectives.One of the motiva te systems is organizational justice system which provides the faithfulness or dispersive, adjectival and interactional justice in the firm. Further more(prenominal), there are many theories discuss about the methods that can be satisfied the employees needs such as Maslows needs hierarchy theory and expectancy motivation theory and so forthtera For manikin, Khin (2010) states that many Malaysian companies perspectives about the push of organizational justice on employees job satisfaction, organizational perpetration and turnover intention. Theyimplemented the questionnaires around 300 employees about the distributive and procedural justice in a sm all told to medium firms and the result showed that individualistics were satisfy with their jobs, had more committed to the organizations and the organizational justice also provided charm working environment that can potentially heaps benefits like cost associated to employees retentions, influencing positive behaviors among em ployees, and thus light upon effectiveness and high productivity in the organization. 1. 2 Scope The case pay Not as Easy as 1, 2, 3 focuses on several problems in number 1 principle consulting firm.George was a new consultant staff in first principle firm who was employed by first rudiment because he impressed ABCs human resource director and Janet, the client manger in the consultation condemnation. They said George was scarcely sort of populate they are looking for and promise him bequeath get onto inducement system afterwards three months probation. George was assigned in a project team with Daniel, the project theatre director and Janet, his duty is pen the report. However, nobody guided him how to write the report or told him about the role expectations hence he could non complete his ideas in the report probably at the first meeting between him, Daniel and Janet.Georges manager disappointed about his report, they said we apprehension you were a picayune more extroverted. George was stress and wellspring-tried to work more hours and put more political campaigns but had non satisfied his manager when he emailed his report ii nights before it was cod. Yet, Janet ripped his report to shreds, and told him she needs something more useful. It caused George felt down and lost his motivation, he came to work late, left early and took longer break than usual. He wanted to stay in ABC because of the bonus which his manger and human resource director promise him that everyone can get it after three months.Nevertheless, at the review meeting Janet and human resource director told him that he could non get onto the bonus system because he has non performed at they anticipate. Consequently, George sent out job applications in that night. 1. 3 Aims The purpose of this report are threefold, these embarrass Identify the issues in ABC consulting firm which have negative affect to organizational behaviors. Particularly, the six main problems are ABC consulting organization failed in implemented the organizational justice.Next one is the perception errors of Janet, the client manager and human resource director. The third problem is George was forced in the stress site. Another issue is Georges dissatisfaction about job and work behaviors which caused to the exit-voice-loyalty-neglect actions. The fifth is teamwork environment, processes and the last problem is ABC consulting failed to implement the motivation procedures in motivating its staffs. The literature review, explain the theories which are related to the case studys problems in order to the motivation and satisfy employees needs. there are three great theories include organizational motivation justice, Maslows hierarchy needs theory, and expectancy theory. Finally, the author provides some solutions and suggestions for the problems in ABC consulting firm such as, develop consistent organizational justice system, the methods to relief stress, and implement probab ly feedback processes system. 2- Discussion The case study NOT AS EASY AS 1, 2, 3 is facing with some significant problems in the organizational behavior that could have negative affect to employees performances, motivation, counterproductive behavior, and organizational citizenship etc.Yet, there are several issues in this case study but the author is focusing on six particular problems in ABC Consulting organization described as follows 2. 1 Organizational Justice The first issue in ABC consulting company is the organizational justice. Organizational justice is the study of the concerns about pallor in the workplace which includes the dissemination of resources has to do with distributive justice, and the directness of decision-making procedures has to do with procedural justice (Greenberg 1990).Furthermore, Perceptions of distributive justice is one of the reasons employees want to withdraw from the organization (Cohen-Charash Spector 2001). In fact, ABC consulting had faile d to maintain the fairness in the workplace which included the procedural justice, George is the new staff in ABC consulting but he did not get any instruction or support to do the first client report. Besides, the distributive justice, the human resource director said that George get out be eligible to get onto the bonus system as same as everyone in the companyafter three months probation but at the end of the probation plosive speech sound George could not get onto this bonus system. Consequences, the failure of fairness in workplace resulted George wanted to leave ABC consulting company, he was sending out the job applications. 2. 2 Perception errors The next problem in ABC consulting company is the perception errors of human resource director and Janet who is George area manager and this error can be explained in the Halo Effect theory. The Halo Effect is a character reference of perceptual error where people perception of one reputation trait influences how they view a per sons entire personality (Pollock 2012).The case study pointed out undefendedly that the human resource director and Georges area manager Janet said he was the exactly sort of person they are looking for because of the impression of George in the interview time, but they seemed to disappointed about George after the first meeting as Janet told him We sight you were a little more extroverted. The perception error of Janet and human resource director has leaded to unproductive of business and Georges dissatisfaction about his job. 2. 3 StressAnother problem is George was forced in a stress situation. Stress is something or situations that are perceived as challenging or threatening to the wellbeing of an individual. These conditions may lead to poor work performance, less work productivity (Colligan et al. 2006). George definitely is facing with the stress callable to Janets commented on him George sensed from Janets commented that she was disappointed. Hence, he had to work from 7. 00 Am to 7. 00 Pm in the office and often do extra work at home.Yet, there were not useful points of his report even in the south time, Janet said she hope George has something useful to present on Monday after she evince his report. 2. 4 Exit-Voice- loyalty-Neglect model The fourth issue is Georges dissatisfaction about job and work deportments which caused to the exit-voice-loyalty-neglect actions and this type of actions can be identified in exit-voice-loyalty-neglect (EVLN) model. EVLN is a template that identifies manners that employees respond to dissatisfaction job (Hirschman 1970). Obviously, George was not satisfied with his job.Firstly, George had emailed the report again to his manger but she had been ripped to shreds. Thus, he felt anger, resentment and was not voluntary to do anything more on the project unless instructed to. Additionally, he had some reflected actions to his job dissatisfaction, Such as he wanted exit from ABC consulting firm, he was sending o ut job applications after the company rejected him to get onto the bonus system. This action showed that George had a low loyalty in ABC consulting composition low loyalty produced exit with job dissatisfaction.He also engaged in counterproductive behaviours (voice), George said he would only do absolute minimum, nothing more and he did not want to continue in dazzling anyone in the organisation. In last, he had reduced work effort, paid less attention to prize and improverd absenteeism and lateness (neglect). It can be illustrated that he came to work late, left earlier, and took longer break than usual. 2. 5 Team work The fifth problem, ABC consulting firm had problem in organising a teamwork environment and processes.Teamwork is the cooperative and arrange effort on the part of two or more people who work together as a team or in the interest of a common cause, which is normally the tasks set by the company (Salas et al. 2008). Probably, Daniel the project manager and Janet t he client manager know that George is new staff in the organisation but they were not helping George as a team member. They did not give instructions or even ask if George has got any problem with the report and only expect on George will nicety the report more than what he has done. 2. 6 MotivationFinally, ABC consulting failed to implement the motivation procedures in motivating its staffs. Motivation is the forces within a person that impact on an individuals direction, intensity and effort of voluntary behaviour (McShane et al. 2013). Particularly, ABC consulting firm was not successful in motivating George. First of all, they failed to refer the ability of George and the ability can gain a disagreeence in task performance and behaviour. They theory George was a bit more extroverted, that is why George could not complete the report well as they expected.The second is competencies of George it includes knowledge, skills, personality, and self-concept, values etc. that resul ts in superior performance. People can realise that ABC consulting firm did not implement well in matching Georges competencies with jobs task requirements and even though they did not provide any knowledge for George, it caused an unproductive of George performance and organisational effectiveness. Moreover, the failure of ABC consulting firm in puting the role perception to George that means they did not help George deduce the job duties assigned to or expected of him.Thus, George could not finish his report as his manager wanted. 3- Literature review The problems in the case study Not as Easy as 1, 2, 3 related with few particular theories in the organisational behaviour which includes the organisational justice theories, motivational theories and expectancy theory of motivation. 3. 1 Organizational Justice The organisational justice contains the different theories that are distributive justice, procedural justice and interactional justice, and they all relate to the fairness i n organisations.For example, fair payment, agree opportunities for promotion between employees, and personnel selection procedures etc Distributive justice is conceptualized as the fairness associated with decision outcomes and distribution of resources. An individuals react to actions and decisions of fairness made by organizations every day, and the distributing of outcomes or resources can be tangible (e. g. , pay) or intangible (e. g. , praise). Perceptions of distributive justice can motivate staffs when outcomes are considered to be equally applied (Adams 1965).On the other hand, procedural justice is defined as the fairness of the processes that lead to outcomes. When individuals feel the process involves characteristics such as consistency, accuracy, ethicality, and lack of bias then procedural justice is enhanced or they can have a voice in the process (Leventhal 1980). Additionally, interactional justice refers to the treatment that an individual receives the explanations or news with respect as decisions are made (Bies & Moag 1986). Colquitt (2001) also declares that interactional justice is divided into two components interpersonal and informational justice.Interpersonal justice that means the respect and propriety in people behaviours, besides informational justice related to the fairness of the explanations given in terms of their timeliness, specificity, and truthfulness. Therefore, the fairness is very significant in every organisation because people attitudes and behaviours are alter by the fairness of the managers decisions that can impact job attitudes and work performances and behaviours. Furthermore, Perceptions of justice can also impact many key organizational outcomes such as motivation (Latham & Pinder 2005) and job satisfaction (Al-Zubi 2010).There are some common outcomes affected by organizational justice include trust, performance, job satisfaction, organizational commitment, organizational citizenship behaviours, counterproducti ve work behaviours, and absenteeism and so on. Firstly, trust can be built from the employees belief that since current organizational decisions are fair, future organizational decisions will be fair. In addition, a positive blood between an employees and supervisors can lead to trust in the company (Karriker & Williams 2009).According to (Hubbell & Chory-Assad, 2005 Cohen-Charash & Spector, 2001) procedural justice is the strongest related to trust in organisations. Secondly, work performance is also affected by organisational justice. Procedural justice affects performances as a result of its impact on employee attitudes. Distributive justice affects performances when efficiency and productivity are involved (Cohen-Charash & Spector 2001). Thus, organisations need to improve the organisational justice in order to increase the productivities and performances.Karriker & Williams (2009) also states that improving justice perceptions can improve productivity and performance. Thirdly, Job satisfaction and organizational commitment, (Al-Zubi 2010) declared that the greater of employees perceptions of justice result in higher(prenominal) levels of job satisfaction and greater injustice perception will result in lower levels of job satisfaction. Moreover, DeConick 2010 Cohen-Charash & Spector (2001) argues that if employees feel the fairness in procedural justice within the organisation, it will result more commitment to the firm and vice versa.Fourthly, the organizational actions and decisions are perceived as more just, employees are more likely to engage in organisational citizenship behaviours (Karriker & Williams 2009). Fifthly, the counterproductive work behaviours (CWBs), there are many reasons that explain why organizational justice can affect CWBs. For example, increased judgments of procedural injustice can lead to employees unwillingness to comply with an organizations rules because the relationship between perceived proceduralinjustice and CWBs could be mediated by perceived normative conflict, the outcome to which individuals feel conflict between the norms of their workgroup and the policy of the organization (Cohen-Charash & Spector 2001),. Finally, the Absenteeism and withdrawal of employees due to the perception of organisational justice, such as someone could not get onto a bonus or promotion is an example of a situation in which feelings of injustice may lead to absenteeism from work without reason. Furthermore, distributive justice perceptions are most potently related to withdrawal in the company (Cohen-Charash & Spector 2001).In addition, there are several motivational theories in the organization which relates to many different aspects. Yet, the author is only focuses on the Maslows needs hierarchy theory and Expectancy theory of motivation because these theories have involved in the problems in ABC consulting firm. 3. 2 Maslows needs hierarchy theory Maslows needs hierarchy theory is a motivation theory of needs arra nged in hierarchy, it use to motivate people of fulfil their needs from lower to higher.Maslow used the terms physiological, Safety, Belongingness (Love), Esteem and Self-Actualization needs to describe the pattern that human motivations generally move through (McShane et al. 2013). Physiological needs Physiological needs are the physical requirements for people survival in the workplace, if they are not satisfy with these needs, their body cannot function properly and will ultimately fail. Physiological needs of individuals are thought to be the most important they should be met first in order to implement their tasks and function well in the organisations.For example, food, air, water, shelter, etc. Safety needs Every organisation needs to ensure that their employees are secure at work, with their physical needs relatively satisfied, the individuals safety needs take antecedency and dominate behaviours. The safety and security department needs comprise personal security, finan cial security, health and wellbeing security and Safety net against accidents/illness and their adverse impacts such as working violence, natural disaster, job security, stinting crisis,resources, morality, health etc. (Maslow 1954). Love and belongingness The company has fulfilled employees physiological and safety needs, they need to motivate their staffs with third level of human needs which is interpersonal and involves feelings of belongingness. According to Maslow (1943), people need to feel a sense of belonging and acceptance among their social groups including small groups (intimate partners, mentors, colleagues, and confidants), and large groups (sport teams, professional organisations, clubs).Belongingness and loved are very important because there are many people become susceptible to loneliness, social anxiety, and clinical depression in the absence of this love or belonging element, Hence organisations should satisfy this type of need in order to motivate its employees . Esteem Every individual needs to feel respected it contains the need to have self-assertion and self-respect. Esteem presents the typical people want to be accepted and value by others. People are likely engaged in a profession or hobby to gain recognition and these activities give the individual a sense of contribution or value.Most people in the companies have a need for stable self-respect and self-esteem and these needs can be described in two versions. Maslow (1954) points out two versions of esteem needs a lower version and a higher version. The need of respect from others people is lower version of esteem, such as a status, recognition, fame, prestige, and attention. The need for self-respect is higher version, for example, the person may have a need for strength, competence, mastery, self-confidence, independence and freedom. Self-actualizationThis is the highest level of needs in order to motivate staffs of Maslows hierarchy needs theory. Maslow (1954) contends this lev el as the desire to accomplish everything that employees can, to become the most that people can be. Individuals may perceive or focus on this need very specifically. For example the self-actualization needs are morality, creativity, spontaneity, problem solving etc. Maslow also states that to understand this level of need, individuals must not only gain the previous needs, but they have to master them.In general, the lower-order of needs (physiological, safety, and love) and the higher-order (self-esteem and self-actualization) of needs are classified in Maslows hierarchy of needs is not universal and may different due to the cultures, individual differences and availability of resources in the region or geopolitical entity and country. On the other hand, Maslows hierarchy of needs fails to demonstrate and expand upon the differences between the intellectual and social needs of those raised in laissez-faire(a) societies and collectivist societies. 3.3 Expectancy theory Expectancy theory is a motivation theory establish on the idea that people believe there are relationships between the efforts they put forth at work, the performances they achieve from those efforts, and the rewards they receive from their efforts and performances. In other words, people will be motivated if they believe that more effort will result to good performance and good performance will get the in demand(p) rewards (Fred 2011). According to Vroom (1964), (Chen Miller 1994) the expectancy theory contains three components as follows ExpectancyExpectancy could be explained as the belief that strong or more effort will lead to better performances. This can be described by the thinking of if individuals work harder, they will prove the outcomes better. However, in order to get better results individuals also need to have the correct resources available, the skills that are match with the job at hand, and having the indispensable support to accomplish the job correctly. instrumentation Instrumentality can be described as the thought that if people perform well, then those people will get the value outcomes.Nevertheless, trust and respect for managers who make decisions on individuals deserve to receive what rewards, and see the transparency in the processes of who gets what rewards is something that help instrumentality is having a clear understanding of the relationship between performances and the outcomes. Valence Valence means value and refers to beliefs about desired outcomes. There are individuals differences in the level of value associated with any specific outcomes. For instance, the bonus may not motivate employees if some one is motivated by increased status, promotion.Valence can be thought of as the pressure or significance that a individual puts on an expected outcomes. Vroom (1964) alleges that the force of motivation in an employee can be calculated using the formula Motivation = Valence*Expectancy*Instrumentality Application of Expectancy Theory i n the Workplace Organizational Applications Expectancy Leaders need to have an ability to understand expectancy as related to the E-P gene linkage because it is very useful in the organisations. There are five different components for a manager to keep in mind concerning this linkage.First, a loss leader needs to convention some challenging tasks for employees because unchallenging tasks can make employees feel boredom, frustration and marginal performance. intriguing objectives allow for self-confidence, education, ability development, training, skills and experience, among other things (Isaac et al. 2001). The next component is a leader must consider their staffs competencies because individuals differ on experience, knowledge, training, skill, and educational level etc.objectives need to be assigned based on the individuals level of abilities, if people feel they are not capable to finish the works assigned, the E-P linkage will be weak. A good leader needs to provide the nece ssary skills to the followers in order for them to be successful (Vroom 1964). Third, managers have to recognize that its employees differ greatly regarding their levels of self-esteem in regards to complete a task. Fourth, leaders need to determine and specify which are possible or impossible outcomes list acceptable performances.The leaders and its staffs both need to communicate and reach a mutual agreement on the behaviour that represents a successful outcome for each of them. Fifth, leaders need to recognize that expenditure of effort for many followers leads to satisfaction on the job (Brown & Peterson 1994). Most of employees want to feel useful, competent, involved and productive. The workplace provides a vehicle to fulfil these needs. A manager that is aware of these different aspects of people perceptions, as they relate to expectancy, can effectively understand and facilitate the E-P linkage for each of their employees (Isaac et al.2001). Managing these elements effecti vely can help a leader to strengthen the expectancy of each of their followers. The strengths and Weaknesses of Expectancy Theory Strengths Expectations are influenced by incentives and rewards, with clearly goals set, this will trigger a motivational process that can improve performances. According to Vroom (1964) an individuals motivational force can be equated to the level of expectancy cipher by the instrumentality multiplied by the valance. If any one of these factors is scored as a zero, then the motivational score will also be zero (Penn fix World Campus 2011).This can easily be seen in situations where a people believe the amount of effort put on tasks will not result in the expected rewards, in situations where the level of performances will not yield the desired outcomes or that the rewards will not have the desired value as expected, the individuals motivational level will be zero (Penn State World Campus 2011). On the other hand, when all the components of the equatio n are high, the motivational force will also be high (Penn State World Campus 2011).In general, by utilizing expectancy theory, companies must understand the importance of demonstrating appreciation for their employees works, and as a result, their employees will perform stronger, and show more loyalty towards the organizations. Weaknesses The weaknesses of between-subject soma can be seen in the distinct of each person places on the effort, performance and value of rewards, because this design is quantitative, the comparisons between people are hard to measure.In addition, the applications of the theory in the organisations, in some companies the rewards some employees receive might not be seen as attractive as many people limiting their idea of desired rewards. What may have been a good incentive at one point in time may no longer hold its value to that individual anymore (Penn State World Campus 2011). Expectancy theory is only focusing on the extrinsic motivational factors and the conscious decisions employees make about their performances.Many managers and staffs are not motivated solely by extrinsic factors, such as a pay check, bonus, or public recognition. Consequences, the concept of instrumentality is found to be ambiguous and herculean to operationalise (Wabba House 1974). Therefore, it is hard for leaders in an organization to really understand what motivates their employees before attempting to utilize the expectancy theory model. 4- Solutions and suggestions 4. 1 Organisational Justice The case study Not as Easy as 1, 2, 3 has shown that ABC consulting firm has the problem with the fairness in the organisation.Hence, in order to improve and protect the fairness in ABC firm, the organisation should design procedures so they can be consistently, clearly applied to all employees and work groups. For example, have a structured performance review process so all workers are reviewed using consistent criteria. Furthermore, they must develop a policy about organisational justice system which includes procedural justice, distributive justice and interactional justice like ABC firm needs to provide training and give instruction about the tasks for all new staffs, or provide tests of applicants knowledge, skills and experiences.Moreover, on the procedural fairness of recruitment processes, the manager and human director should not promise anything till the new staffs have perfect their tasks. The state of Queensland (2012) also alleges that appoints or promotes workers based on performance, using valid and reliable selection and recruitment methods. Because if they promise something to the new employees and they could not receive it later, they will feel disappointed.It causes employees want to leave the organisation and it cost company more to do other recruitments like George who had sent out job applications after he was refused to get onto the bonus system as his manager and human resource director promised him in the interv iew. Additionally, in order to maintain the relational fairness the manager needs to treat workers with respect, dignity and politeness at all times. George manager, Janet who should comment and response on his work more polite and respectful, Janet said we thought you were a little more extroverted and the report had been ripped to shreds.Besides, managers have to ensure that management structures across the organisation and account lines within work team are clear. This will help workers know who they are accountable to and where they can go for help with work problems, and Ensure workers have an up to date role or position description, which includes the role purpose, reporting relationships and the key duties expected of them. 4. 2 Stress George was so stressed and he could not concentrate on anything, there was simply too much to do, and he had not much time left to implement his report.Particularly, George was stress due to the way his manager Janet treated him, unclear expec tations, urgent deadlines etc. Hence, In order to develop an effective stress management program in ABC consulting firm, first way is individual intervention. This starts off by monitoring the stressors in the individual, observes what are the reasons of the stress, next is attacking that stressor and try to develop the methods to alleviate them in any way. Developing social support is vital in individual intervention, being with others to help individual cope has proven to be a very effective way to avoid stress (BMJ group 2013).In addition, according to Lehrer et al. (2007) there are several ways the organization can change that employers and managers can make in order to reduce workplace stress, presented below. Develop work, health and safety program Provide training, ensuring all employees are understand Show that every employee are valued and useful Provide chances for career development Establish a zero-tolerance policy for harassment Clearly identify individual employees rol es and duties Consult staffs about scheduling and work rules Make management actions consistent with organ

Why Could Be Considered a Turning Point in Lord of the Flies

Filippo Denti 07/04/2009 Explain why Chapter 4 could be considered a bit point in Lord of the Flies Chapter 4 poop be considered a turning point in the book since it shows many different aspects of the book which werent covered yet. It initiations showing the savageness of the children and the tone destroying of civilisation and articulate. it as well shows that with all this anarchy the children withal construct order in their souls whom they can non expel. the chapter also tells us how quite a little ignore commands and follow a person just because they are dismayed of him. Chapter one ? ts perfectly well in the beginning of the book.The chapter gives us a clear vision of what has happened forwards the beginning of the book the scan crash, the atomic bomb the island and the war. It shows it when Ralph, wherefore known as the boy with exquisite hair says that This is an island. At least I think its an island. There is a reef stunned in the sea. Perhaps there arent a ny grownups anywhere. we ? nd come on its a plane crash when Piggy says There was that pilot. But he wasnt in the passenger tube, he was in the cabin in front. As the book goes on Ralph and Piggy ? nd all of the opposite boys on the island and the choir, with its boss horseshit.Thanks to Ralph the children are united under a shell, the Conch, this precious shell is the symbol of legacy, order and respect. The children join together thanks to the Conch, since Ralph blew in it and it made a very high sound which was comprehend by everybody. When all of the children were gathered a leader was elected and that http//listverse. com/wp-content/ leader was Ralph, part because he was the biggest and partly uploads/ 2007/08/6a00d41432c15a685e because he was handsome. The most important event in these 00d41436fd406a47-500pi. jpg chapters, in my opinion, is the ? re. The ? e was cr fertiliseed so that the ships and airplanes that passed could see the forage and notice them. The idea of the ? re is great nevertheless you should never joke with ? re and the result of their ? re was that part of the island was burned and a poor child got eliminateed. Out of this mess Piggy is showing up as being the most intelligent and intuitive of the group. Chapter four starts off with a description of Jack painting his font. This is very important because it shows the changement of Jack into a beast. He is painting his face to be scarier and, in his thinking to appear as a warrior. This comes from 1 Filippo Denti 07/04/2009 ncient African tribes who used to paint their faces to scare the prey. This is a very important symbolical event, it starts showing the transformation of the boys, from civilised to savages. The intent of jack is to scare, scare uniform a savage the wild beasts, the new people of their new world, beasts who have no laws and do what they requirement when they want it. This is shown when Jack is convincing Bill to leave the ? re The rest are making a line. Come on But- -we- Come on Ill creep up and stab-. This is why the ? re went out while they were hunting. He is forcing people whom are following a set of rules to go savage and kill boars.This is the moving into the wild. Bill is afraid of what the others would think if he didnt join, they would have thought that he was a person who was afraid of breaking the rules. This is bringing people into the wild. Jack paints his face showing that he is a warrior. A warrior is a person who isnt afraid of dying and killing. A savage person, who utilises weapons to kill for food. This is the reflect of the choir and of Jack. They tried to hunt before but with no success since Jack didnt coiffure to kill the devour but he promised himself that the next time he will kill it. you didnt kill. But I shall Next time Ive got to get a barb on this fizgig We wounded a pig and the slam fell out. If we could only make barbs- Jack is accusing the spear for him not killing a pig but even if it had a barb he didnt have the guts of killing it. No we see him all http//img101. imageshack. us/img101/8682/ painted in the face willing to kill and involving many lotf2xd6. jpg different people in the hunt, not only the warriors but also the ones of the ? re. This time Jack is willing to kill, Ill creep up and stab Roger and Maurice, in this chapter, have changed immensely, they, at ? st, destroyed the sand castles in the Littluns play area. Roger was ? rst and came marching in kicking the castles experience while exhalation to swim after ? nishing their ? re duty. Roger led the way destroying castles, interment ? owers and Maurice joined after Roger and Maurice came out of the forest. They were sticking out(p) from the ? re and had come down for a swim. Roger led the way straight through the castles, kicking them over, burying the ? owers, scattering the chosen stones. Maurice followed, laughing, and then added to the destruction. . These two boys are taking advantage that they are b igger and start to bully the Littluns.Roger, after destroying the castles, throws stones to Henry. He throws them without hitting him, as though there was a shield rough him. This is because he is turning savage but at an extent, there is still a little contribution of civilisation and humanity in their souls. This piece of humanity can not be expelled since it is engraved in their souls. Maurice went away because he had problems before and so he left Ralph Maurice hurried away. In his other brio Maurice had received chastisement for ? lling a younger eye with sand. . This shows that they havent quit with the old habits. 2 Filippo Denti 7/04/2009 When Jack kills the pig the ? re goes out. The ? re is the symbol of hope and rescue, a rescue who could have been near with the ships sight. On the other hand the pig represents savageness and the wild. The fact that when the pig dyes the ? re goes out is that savageness covers hope. The children have become savages and went to kill t he pig ignoring their only hope signal, the ? re. Its like a peace ? ame which goes out when a war starts, these two things are opposite and can not cope with each other. The same is in the book, Mr. Golding wants to show that when savageness over? ws through people there is no more order, the order that ruled with Ralph. Ralph ordered that the ? re should never run out, but when Jack decided to go hunting every one went, becoming savages, pigs enemies. The only to be still obedient are Piggy, Simon, Maurice and Ralph, all the rest went hunting, ignoring the orders given. We can se the difference when the hunters come back chanting savage songs Kill the pig. http//www. globalnerdy. com/wordpress/wpcontent/uploads/2008/10/lord_of_the_? ies. jpg Cut her throat. Spill her blood and when Jack says laughing There was wads of blood, you should have seen it . All of the hunters are laughing and singing while the others are still. Ralph continues to say You let the ? re out. . Only at the end the hunters realise that they could have been rescued and jack apologises Im deplor up to(p) about the ? re, I mean. There. I I apologise. . Jack has restarted treating Piggy badly, but this time its not only the verbal but this time also violence. He, at ? rst, hits Piggy in the stomach and then when he is lying on the ? oor he slaps him making his glasses ? y and break. He took a step, and able at last to hit someone, stuck ifs ? t into Piggys stomach Piggy sat down with a grunt. Jack stood over him. His voice was vicious with humiliation. . This shows that he was showing off what he could do, in fact Ralph repeatedly tells him That was a dirty trick. . Simon is the only one who helps Piggy, he gets his glasses before anyone does something to them. He seems to have changed side, no more Jack Meridew but Ralph and Piggy. Although he seems so mite he ceaselessly disappears into the forest to secret places I painted my face- I stole up. Now you eat- all of you- and I-. This cr eates a farseeing silence while he goes in the forest.At the end we see the children eating the meat half raw, this agency that they now, not only act but eat as savages, with the food half cooked. This is typical of animals to eat raw ? esh, not of civilised children. The beginning shows the rhythms of the island, the dawn, the dusk, the cool moments and the way the children have adapted themselves. At the end it shows that the children have lost their civilisation. At the beginning we focus only on Jack and the scene is calm, at the end its a chaos between the pig and the ? re. Golding shows us the how sudden the changes are. As I red through the chapter I could 3 Filippo Denti