Unsung Heros Women Who Served In free essay sample

The Armed Forces In Wwii Essay, Research Paper There are many obscure heroes who served in World War Two. For my research, I will research some of the many ways in which brave adult females served in the armed forces. I will look into the undermentioned inquiries: how they were recruited ; what types of obstructions, barriers and/or bias they encountered ; what types of occupations or responsibilities were available to them ; and what type of intervention they received in the armed forces every bit good as in the populace sector. Womans played a major portion in war attempts of World War Two, they were instrumental in maintaining the peace, transporting goods, every bit good as helping the military mans in the field. They served in every theatre of the war and in served many traditional every bit good as untraditional functions. Harmonizing to Grunhitz-Hoyt, adult females who served in traditional functions frequently received better intervention than those who were in untraditional 1s. We will write a custom essay sample on Unsung Heros Women Who Served In or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page ( sixteen ) More than a twelvemonth before the U.S. entered WW II the military realized that it would necessitate big Numberss of adult females to manage clerical, communications and other support maps. The War and Navy Departments hired adult females between June 30, 1940 and 1941. After the bombardment of Pearl Harbor the armed services found they needed adult females under military control, adult females they could delegate where needed. Patriotism was high, adult females were proud to hold the chance to function. They knew that they were responsible for assisting the United States win the war. ( Gruhzit-Hoyt ) During the early old ages of World War Two adult females were recruited to function in many ways American adult females served in the undermentioned subdivisions of service during World War Two: Army # 167 ; Army Nurse Corps # 167 ; Woman Army Corps/Woman s Army Auxiliary Corps # 8211 ; WACS/WAACS Air force # 167 ; Women s Airforce Service Pilots WASPS Navy # 167 ; Navy Nurse Corps # 167 ; Women Appointed For Voluntary Emergency Service # 8211 ; WAVES Marine Corps # 167 ; US Marine Corps Women s Reserve # 8211 ; Marinettes Coast Guard # 167 ; United States Coast Guard Women s Reserve SPARS During World War Two, about 400,000 American military adult females served stateside and abroad. ( Littoff A ; Smith 35-36 ) Recruitment Requirements # 167 ; In order to be considered for hitch in any subdivision of service appliers had to be United States citizens and be between the ages of 21 and 45. For most subdivisions of the service she could hold no dependants, be at least five pess tall, and weigh 100 lbs or more. ( Bellafaire ) # 167 ; Merely registered nurses were eligible for military service. ( Bellafaire ) # 167 ; WASPS recruits had to be at least 21 old ages old and could non hold kids under 14. WASPs were accepted every bit immature as 18 if the adult female had a pilot # 8217 ; s licence and flight experience. She besides had to go through a personal interview and rating. The bulk of the WASPs were white with the exclusion of two Chinese-American adult females who were accepted into the plan. ( Merryman 14-15 ) Womans who served in the armed forces were faced with many obstacles/prejudices and barriers some of these include: # 167 ; Disapproval from parents who did non believe that their girls should enlist, and from people who believed that # 8220 ; nice misss # 8221 ; didn # 8217 ; t serve in the armed forces. ( Gruhzit-Hoyt 4: sixteen, ten ) # 167 ; Even though the military asked for their service, adult females did non happen it easy to subscribe up. Black adult females faced the biggest barriers. Because of racial favoritism, they weren # 8217 ; t even allowed into the station offices to pick up applications for service. ( Moore 2 ) # 167 ; Service chances for African American adult females were really limited due to the fact that many subdivisions of the service refused to acknowledge them. African American adult females had no other pick but to fall in the Army because that was the lone subdivision of the service that would acknowledge them. ( Moore 2 ) # 167 ; As stated by Martha Settle Putney, African American adult females were faced with segregation, bias and barriers in the armed forces that most white adult females who served didn T face. Regardless of her rank she would be segregated from the white military personnels, given inferior lodging and even officers would be barred from entry into white officer s nines. ( Brokaw 185-90 ) # 167 ; Womans were subjected to sexual torment and attempted colzas. ( Meyer 100-121 ) # 167 ; There was a dual criterion in respect to fraternisation between work forces and adult females in the service. For illustration, if a adult female dated or married a military man she would be punished. But the military man would non have any penalty at all. ( Gruhzit-Hoyt 128-134 ) # 167 ; They found that opportunities for transportation and publicity were highly limited, and many adult females served throughout the war at the stations to which they were ab initio assigned. ( Bellafaire ) # 167 ; The imperativeness and media frequently made onslaughts on adult females who served in the armed forces, sometimes picturing them as tribades or scatterbrained females. ( Meyer 113 ) Job Duties and Assignments Harmonizing to Gruhzit-Hoyt, Women had limited picks for functioning in World War II. Womans who served in traditional functions such as nursing and Red Cross places received the best intervention. Womans who worked in extremely specialized occupations such as the Office of Strategic Services where educational degrees were high besides received better intervention. ( 4: sixteen ) Gruhzit-Hoyt studies that they continued to be # 8220 ; file clerks, office workers, cooks, and bakers ; they besides worked as car mechanics, truck drivers, and pilots, wireless operators and cryptographers. # 8221 ; They shortly became competent in these occupations, enabling the work forces to function in combat, which was one of the primary intents of adult females # 8217 ; s enlisting. ( 4: xvi-xvii ) Despite the prohibition against adult females functioning in designated combat zones, the lines of combat and noncombat countries blurred for some of the adult females. WACs following the ground forcess into enemy districts throughout Western Europe and into Germany, found themselves endangered by snipers and enemy bombardments. Red Cross adult females encountered these same menaces. ( 4: nineteen ) Nurses Harmonizing to Gruhzit-Hoyt, merely registered nurses were eligible for military service. The Army Nurse Corps included 5,433 adult females with 823 adult females in the Navy Nurse Corps at the clip of the bombardment of Pearl Harbor. At war # 8217 ; s terminal, 54,291 adult females were in the Army Nurse Corps and 11,086 in the Navy Nurse Corps. A sum of 76,000 adult females served as military nurses during the War. ( 8:12 ) Nurses served in veteran s infirmaries, combat bearers, and overseas. These adult females were responsible for the attention of ill and injured military mans they frequently had really limited field equipment and were forced to do due with the supplies that they had at manus. They worked long hours sometimes up to 18 hours a twenty-four hours during times of crisis. These adult females were frequently at great hazard of danger themselves, during the war 201 Army nurses died in action. Army nurses in Manila worked through the Nipponese bombardments and some became captives of war for the balance of the war. The Germans shot down one Army flight emptying nurse in Europe who became a captive of war. ( Gruhzit-Hoyt 2:4:70 ) WACS/WAACS # 167 ; Initially most WACS/WAACS worked as file clerks, typists, amanuensiss, or motor pool drivers, but bit by bit each service discovered an increasing figure of places WACS/WAACS were capable of make fulling. By January 1945 merely 50 per centum of WAC S held traditional assignments such as file clerk, typist, and stenographer. ( Meyer 74-99 ) # 167 ; Womans were assigned as conditions perceivers and predictors, cryptanalysts, wireless operators and maintenance mans, sheet metal workers, parachute riggers, link trainer teachers, bombsight care specializers, aerial exposure analysts, and command tower operators. ( Gruhit-Hoyt 62-99 ) # 167 ; Harmonizing to Bellafaire: Womans assigned to the Ordnance Department calculated the velocity of slugs, measured bomb fragments, assorted gunpowder, and loaded shells. Others worked as draughtsmans, mechanics, and linemans, and some received preparation in munition technology. Many of the WAACs assigned to the Transportation Corps processed work forces for assignment overseas, managing forces files and publishing arms. WAACs served as boat starters and categorization specializers. WAACs assigned to the Chemical Warfare Service ( ASF ) worked both in research labs and in the field. Some adult females were trained as glass blowers and made trial tubings for the Army # 8217 ; s chemical research labs. Others field tested equipment such as walky-talkies and appraising and weather forecasting instruments. The 250 WAACs assigned to the Quartermaster Corps ( ASF ) kept path of reserves of supplies scattered in terminals across the state. Their responsibilities included review, procurance, stock control, storage, fin ancial inadvertence, and contract expiration. Over 1,200 WAACs assigned to the Signal Corps ( ASF ) worked as telephone patchboard operators, wireless operators, telegraph operators, cryptanalysts, and exposure and map analysts. WAACs assigned as lensmans received preparation in the rules of developing and publishing exposure, mending cameras, blending emulsions, and completing negatives. Womans who became map analysts learned to assemble, saddle horse, and construe mosaic maps. WAACs within the Army Medical Department ( ASF ) were used as research lab, surgical, X-ray, and dental technicians every bit good as medical secretaries and ward clerks, liberating Army nurses for other responsibilities. # 167 ; WAACs assigned to Army Ground Forces frequently felt unwelcome and complained of the intensive subject imposed upon them. ( Bellafaire ) # 167 ; WAACs found that opportunities for transportation and publicity were highly limited, and many adult females served throughout the war at the stations to which they were ab initio assigned. ( Bellafaire ) White anglo-saxon protestant Harmonizing to Gruhzit-Hoyt and Merryman, during the early months of World War II, there was a critical deficit of male pilots. America # 8217 ; s taking adult female pilot, Jacqueline Cochran, convinced the Chief of the Army Air Forces, General Henry Arnold, that she could convey together a corps of adult females pilots. If given the same Army Air Force winging preparation as that given to the AAF male plebes, the adult females would be every bit capable of winging military aircraft and could alleviate male pilots needed for combat responsibility. ( Gruhzit-Hoyt 4: sixteen, nineteen ) . As Merryman illustrates, WASPS were considered civilian voluntaries during their biennial term of responsibility. Merryman quotes former WASP Madge Rutherford Minton: We had no insurance. We got $ 250 a month to wing the most unsafe and heaviest aeroplanes that were deployed by the United State Air Forces. We had to pay our ain board measure ; we bought our ain uniforms. ( Merryman 6 ) , # 167 ; The WASPS were an elect group, merely 1,830 of 25,000 adult females voluntaries who applied were accepted for pilot preparation. WASPS received the same preparation as their male opposite numbers. ( Lisowski ) # 167 ; Missions included ferrying aircraft, towing marks for unrecorded air-to-air gunnery pattern and unrecorded anti-aircraft heavy weapon pattern, simulated strafing and dark tracking missions, flight testing aircraft, fume laying, wireless control winging, transporting lading and forces and functioning as instrument and flight teachers for Army Air Force plebes. ( Grunhzit-Hoyt 150 52 ) ( Merryman 1-13 ) , # 167 ; Conflicting grounds exists about the intervention of the Women Airforce Service Pilots ( WASP ) . Gruhzit-Hoyt studies that the WASP units were treated better than adult females in many other places since adult females pilots had frequently logged more hours than the work forces they worked with. ( 4: sixteen, nineteen ) . Merryman tells a different narrative, she reports that opposition was strong against the WASP and this may hold accounted for some of their deceases. Women pilots who towed marks reported artilleryman trainees shot intentionally at the planes ensuing in the surrenders of some WASPs who feared for their lives. ( 51-61 ) # 167 ; Thirty-eight WASP S lost their lives while functioning their state as military pilots. ( Lisowski ) American Red Cross During World War II, the adult females of the Red Cross played an of import function. The Red Cross helped the wounded with assistance and medical intervention. The Red Cross canteens welcomed American military personnels. The Red Cross would handle and bind up the hurt soldiers. Army nurses and Red Cross infirmary workers set up field and emptying infirmaries. The American Red Cross drove clubmobiles to stray outstations to give out java and doughnuts to the soldiers. Many Red Cross nurses were wounded and killed while salvaging the lives of hurt soldiers, and some were taken as captives. ( Gruhzit-Hoyt 220-248 ) The Disbanding of the Auxiliary Unit of measurements By the terminal war the subsidiary subdivisions of the service were disbanded, adult females who had served in all subdivisions of the service stateside and relieved or replaced work forces for combat responsibility overseas were relieved of their responsibilities. Most with the exclusion of the WAC s were denied full miltiary position and were non eligible for the benefits such as the G.I. Bill to pay for schooling, low involvement lodging loans or VA benefits. They were non considered veterans, merely subsidiary units. ( Meyer 182 ) Harmonizing to Meyers, it would take several old ages after World War II for adult females to procure a lasting topographic point in the state # 8217 ; s Armed Forces. The Armed Forces Integration Act in 1948 led the manner for the adult females of the sixtiess and 70s to spread out their functions in the Army and take up the battle in the other military services. These adult females paved the manner for future coevalss of adult females non merely in the armed forces but in the populace sector as good.

The Internet Essays - Cultural Globalization, Digital Technology

The Internet Essays - Cultural Globalization, Digital Technology The Internet Abstract The Internet is a source of more information then most of us know. In this report I highlight some of my favorite things. Also, I highlight some of the things that we as users and buyers need to be cautious of before using. What is the Internet? What comes to a your mind when they think of the Internet? Well, I will tell you what used to come to my mind. When I thought of the Internet, I thought of x-rated Web pages and chat rooms. I envisioned a medium that was so full of disgusting and perverted pictures that parents needed a "cybersitter" to make sure that their children did not get into the Web pages that they were not supposed to. I thought this was the way it was because that is what I had heard about, but I'm a experimental type person and decided to investigate for myself what was really on the Internet. What I found surprised me greatly, for although there are a lot of things that a person would not want their children to see or read, a person has to intentionally search out these things to find them. When you compare the wealth of information you can retrieve off the Internet, it is worth the effort that it takes to make it where children can work on the computer without fear of them being exposed t! o something they should not. One way to make it safer for your children and teens is done when you origianly sign up with your Internet provider. What you do is turn on teen access only, or children acess only, but since nothing is foolproof, keep the computer in a open spot where the you can always see what is going on, for supervision is always the best solution. What does the Internet do? That is a concise question with a broad answer. The facts show that the Internet does nothing. We travel through it to get to our destination ,but we do not use it as itself. It is a tool in our human communications capability. In my research the article compared the Internet to the telephone system, and said that it was similar to our Interstate highway System. The Internet extends the reach of people so that ideas and services can be exchanged, but this does not happen by itself. The Internet is actually a global network of networks. Millions of computers are able to share information with each other using the telephone lines. In fact, the Internet links at least 3 million computers at any one time, and that does not count the people logging on just to surf the net. It only counts the institutions providing some type of Internet service, or information sharing programs. How did the Internet begin? I thought this was interesting. The Internet began like most things in our society, that is to say that it was started by the government. The Internet started out as a experimental military network in the 60's. It then expanded to other governmental agencies and then to higher education. Now the Internet is well known all over the world, for just about anywhere you go, people know what the Internet is. Not everyone knows what to do with the Internet, but most know what it is. Now, unlike a few years ago, the Internet is accessible to just about anyone with a computer. The individual needs only a modem, but they also needs internet access to be connected. At this point it would be good to distinguish between Internet providers and commercial services providing Internet access. As I mentioned before the Internet started with the government and spread to education. These two groups comprised the bulk of the Internet until the late 1980's when companies began linking to the Internet. So a University or Government agency that provides internet access to their students and employees are providing what is considered full Internet access. They do not pay for their Internet access it is part of their studies and employment. On the other hand, the average Joe can get hooked online through a commercial service such as America online, prodigy, and other large communications company such as AT&T and

Please read the cases and answer the questions by using the relevant Essay - 1

Please read the cases and answer the questions by using the relevant legal basis - Essay Example , the company must leave room for competition and must not subdue other smaller companies in the region for encouraging technological development, thus conforms to the law (Geneva, 2008). Price fixation in a market prohibits competition and leads to the development of a monopoly market structure. Inferring to the case of Ilovemoneyalot Telecommunications Company, the action by the CEO of the company to influence fixation of the prices of smartphones through a decrease of prices by 35% would disadvantage other smaller companies who are not part of the agreement to decrease the price. The decrease in prices of the smartphones by 35% would result in concerted practice towards other smaller players with a total share of 20% of the overall market share. In the reduction of the prices, Ilovemoneyalot Company should involve all the players in the market in the decision-making to avoid disadvantaging other market players. The patency law helps in the protection of the original work of an individual against production or reproduction by another party. This law majorly applies in artistical, and literature works like songs, work of literature or an innovation. Relating the patency law to the case of Arthur, the pianist who wrote a song â€Å"Beautiful Maria of my life,† after the production of the song by another party, the original composer can take legal action against the neo- composer if he/she can prove patency to the work. This is because the law protects from the production of another’s work, which is presumably still under modification (Geneva,

Consumer Relationship Essay Example | Topics and Well Written Essays - 2500 words

Consumer Relationship - Essay Example Consumer relationship management is one area of organizations that calls for proper intelligence and understanding to achieve. Most organizations look into satisfying the needs of their customers without first understanding themselves. By giving so much focus to consumer satisfaction and ignoring the organization itself, in the long run even the customers themselves hardly get satisfied (Liveris 2011, p. 17). This paper critically analyzes the contribution of organizational/product- consumer relationship trends in the global beer industry by taking into consideration the demands of consumer relationships, theories around consumer relationships and the techniques that have been employed by organizations so as to achieve customer relationships. In purchasing goods and services, consumers are always faced with dilemmas before arriving at the decision to buy some specific products or services. In the beer industry, one may ask such question as, why do I need to buy â€Å"Heineken† but not â€Å"castle lager† for instance. Well, depending with the individual, different factors such as price, quality and satisfaction will start ringing in their minds. To others, however, the producer of the product matters a lot. It is common that people tend to choose products from well established organizations as opposed to the upcoming organizations. Described below is the process that most consumers undergo before arriving at the decision to purchase certain products: What triggers the mind of any individual to buy a certain product is the need to solve a certain need or problem that such a consumer may be facing. Here, the consumer tends to believe that by purchasing specific products, their problems will be solved. Most organizations start influencing the customer decision making from this point. Companies try to put to customers that those customers actually have problems and those problems can only be  solved with products from such organizations. A good example is alcohol consumption.  

Relationship Between Management Theory and Practice

Relationship Between Management Theory and Practice In this answer the relationship in between management theory practice is clearly defined, starting with defining the meaning of management theory, later on the relation in between the two is highlighted followed by a critical review conclusion. WHAT IS MANAGEMENT THEORY? Management theory is a lens that allows people to interpret modes of management, to identify a particular set of problems and to seek a variety of solutions to those problems. Management practices in different organisations depend on the theories that are applied either explicitly or implicitly (Soriano, 2009). RELATION IN BETWEEN MANAGEMENT THEORY PRACTICE Every living practioner is prisoner to the ideas of a dead theorist(Mullins, 2007, p.40). Management theory is a critical element that helps in the production of knowledge, bringing transparency, accountability and accessibility to the research practice (Brownlie, 2007). Theories are perspectives with which people try make sense of their experiences. The relation between theory practice is very important as without theoretical knowledge it is impossible to put the skills into practice and make the right decisions. Theory gives deep understanding and allows manager to view the problems from different perspectives which leads to decision-making practice. In relation to the problems faced by organisations today, without understanding the basics of it, without knowing the case in depth, it becomes difficult to come to the right decision and solve the problem which causes the delays in decisions results(Stoner et. al. 1995, pp. 31-2). Thus, Six Sigma a system ofÂÂ  practices ev olving from best management theories was developed by Motorola in the 1980s to improve processes by eliminating defects (Pande, 2007). It is therefore very important for people leading the organisations to have a good theoretical knowledge. CRITICAL REVIEW As per a report in The Sunday Times (2009), in the last two decades, management theory, once rejected in Britain by both unions and management, has been deliberately implied on almost every aspect of commercial and public life (Billen, 2009). This act of blindly implying theories into practice is incorrect moreover certain beneficial management practices are the ones not mentioned in management theories. As stated by Gary Hamel in The Future of Management, several leading executives-including Sergey Brin and Larry Page (the Google Guys) and John Mackey of Whole Foods Market, never went to business school had no knowledge of management theories, still their management practices were successful (The Econmist, 2007). In most of the organisations there appears a gap between theory and practice of management, this problem is attributed to converting research knowledge into practice to solve this researchers propose a method of engaged scholarship in which researchers and practitioners coproduce knowledge that can advance theory and practice in a given domain (Ven et. al, 2006). CONCLUSION In managing, as in any other field, unless practitioners try to learn by trial and error method, there is no place they can turn for meaningful guidance other than the knowledge underlying their practice; this knowledge is theory. Managers who attempt to manage without management theory must put their trust to luck, intuition, or their experience in the past. A management who makes serious attempts to translate management theory into practice is bound to increase productivity more than a management which chooses to use the fire brigade or trial and error approach (Weirich, 2004). Q:Explain the main difficulties in studying personalities; how is this of importance to organisations? A: INTRODUCTION: In this answer, the difficulties in studying personalities are highlighted, by defining the meaning of personalities mentioning the reasons for the difficulties. Later on, the importance of understanding personalities to organisations is mentioned followed by a conclusion. MEANING OF PERSONALITY: As per Websters Dictionary Personality is derived from the latin word persona, which means mask as in mask worn by actors on stage or role as in ones role in life, so personality is essential character of a person (David Knights and Hugh Willmott, 2007, p.80). Difficulties in Studying Personalities:Â   No two individuals have exactly the same personalities, as stated in The New York Times (2009) It is said that parents of one child believe that upbringing determines personality, but parents with two children believe in genetic tendencies. The evidence points to something more complex: genetic predispositions interact with circumstances to produce unique individuals (Aamodt Wang, 2009). So, studying personalities is a complex task as the techniques that are used to collect group data is questionable and the outcome that comes from it is inappropriate in understanding personalities because the richness and depth of an individuals personality cannot be revealed in superficial pen and papers questionnaires. The personality cannot be understood outside an individuals social context and has to be studied in the light of his/her own perceptions of the world. Moreover, the categories defined by psychologists to study personalities are quite narrow in depth and scope. We expect individuals behaviour to be consistent or stable, however it might not be true everytime, for e.g if a person has taken drugs or is under great stress he will not behave as per his personality traits (Mullins, 2004). Importance To Organisations: Those who manage or even aspire to manage organisations a vital part of their role is understanding human behaviour and psychology (Rollinson, 2005).Within the mainstream thinking and practice of management personality is seen as one of the most basic and fundamental features of an organisation (David Knights and hugh willmott, 2007, p.79). The study the personalities can help organisations in solving real problems that happen at the place of work. By using personality psychological research findings the organisations can hire better employees, decrease absenteeism, increase job satisfaction solve many other organisational problems related to work. Understanding of personality is required in various organizational processes for e.g. Selection Placement. As per Africa News (2005) personality is the key element organisations need to assess when recruiting people. Apart from such processes understanding personalities can help organisations in redesigning jobs to make them more meaning ful and satisfying to the employees which in turn will lead to healthy and productive workforce. An organisation should recognise and try to improve employees personality and talent so that certain positive and encouraging traits can be developed in them which would lead to better work atmosphere and attainment of common aims and goals (Paul M. Muchinsky, 2001). CONCLUSION It can thus be concluded that personality is a major factor that determines the success or failure of the individual but understanding personality is a complex process, so the organisations should be careful in selecting its employees by understanding their personalities should also try bring positive changes to their personalities for organisational success. Q: In what ways can an understanding of motivation theory contribute to successful organizational working? Illustrate your key arguments with organizationally based examples. A : INTRODUCTION In this answer, the importance of understanding motivation theories for organisations is mentioned, with the help of surveys, organizationally based examples press releases. In the beginning the different motivation theories are described in brief, followed by explanation of reasons for understanding them. WHAT IS MOTIVATION WHAT ARE THE DIFFERENT MOTIVATION THEORIES? The term motivation derived from the Latin word movere, meaning to move (Kretiner, 1998). As per Robbins (1993) motivation is the willingness to put high levels of effort toward organizational goals, conditioned being the efforts should satisfy some individual need (Ramlall, 2004). The first theory of motivation was developed by FW Taylors was called Scientific Management Theory. Taylor believed money was the only motivator and that there should be a carrot and stick approach to motivate people. Those who worked hard should be rewarded, but those who didnt, penalties should be imposed. Other theorists proposed that this was not always the way to get the best out of people (The Times 100, 2010,Motivation how Egg unleashes the power of people). So there other motivation theories got evolved namely Content theories attempt to explain those specific things that actually motivate the individual at work Process theories that attempt to identify the relationship among the variables that make up motivation (Mullins, 2007). CONTENT THEORIES 1) Needs theories: Maslows hierarchy of needs theory identifies five major basic needs: a) physiological b) safety c) love/affiliation d) esteem e) self-actualization. This theory provided organisations ways of motivating employees by devising programs aimed at satisfying unmet needs (Ramlall, 2004). Champagne McAfee (1989), cited ways for organisations to meet the needs of their employees:-Physiological: Vending machines, Drinking fountains; Safety: retirement benefits, solving grievances, Rest periods; Affiliation: creating team spirit, using periodic praise; Esteem: Encouraging participation, giving training; Self-actualization: Encouraging creativity, providing challenges. LIMITATION: The level and type of employees need may vary, fulfilling some needs might be really costly(Ramlall,2004). 2) Herzbergs two-factor theory: As per Herzberg (1968) financial rewards do not always satisfy employees, as proposed by Taylor. This theory assumes that the absence of hygiene factors like salary, security, working conditions leads to demotivation amongst the employees whereas motivators like achievement, recognition, responsibility, nature of work leads to motivation (Quader Quader, 2008). This theory teaches organisation that for an employee to be motivated, his job must be fully enriched where he has the opportunity for achievement and recognition (Ramlall, 2004). LIMITATION: This theory can only be applied to manual workers the theory is methodologically bound (Mullins, 2007). 3) McClellands Achievement motivation theory: McClellands work originated from the relationship between hunger needs and the extent to which imagery of food dominated thought processes. McClelland saw the achievement need as the most critical need for the countrys economic growth and success. LIMITATION: The theory is generalised however, different people have different achievement needs (Mullins, 2007). PROCESS THEORIES: 1) Equity theory: Equity theory states that individuals are concerned not only with the absolute amount of rewards they receive for their efforts, but also with the relationship of this amount to what others receive. If they find any imbalance, tension is created people can do many things to remove this inequity. Therefore organizations must develop reward systems that are fair and equitable for all the employees (Ramlall, 2004). LIMITATION: It fails to specify what will people do to reduce the inequity/tension (Muchinsky, 2003). 2) Attribution theory: This theory suggests that behaviour is determined by a combination of perceived internal forces (skills, ability) and external forces(policies, weather) (Mullins, 2007). LIMITATION: If an employee performs well but the manager thinks this was due to luck, the appropriate recognition/reward may not be given employee will get demotivated. 3) Expectancy theory: As per this theory people are motivated to behave in ways that produce desired combinations of expected outcomes (Kreitner Kinicki, 1999, p.227). This theory states that the task itself is key to employee motivation so organisations should follow job enrichment and job rotation to increase motivation. LIMITATION: Expectancy models are not always easy to understand, or apply in actual management (Mullins, 2007). 4) Goal-setting theory : It says individuals are motivated by specific difficult goals their behaviour revolves around the set goal (Gordon, 1996, p145). It helps organisations in gaining improved results as employees set specific goals directly related to their work (Mullins, 2007). LIMITATION : If goals are set at a very high level to achieve, performance suffers, especially over a longer period(Mullins,2007). LITERATURE REVIEW: In the past theories of motivation a lot of importance was given to recognition factor of motivation the only dependent variables were job satisfaction performance. Later on, Significant advances were made in understanding how culture, characteristics of the job, and the person-organization fit influenced motivation. Earlier, motivation was restricted to research findings of North Americans. There were clashes amongst theorists that existed throughout much of the twentieth century hence much of the energy was spent on destruction of theory rather than theory construction (Latham Pinder, 2005). WHY IS IT IMPORTANT TO UNDERSTAND THEORIES MOTIVATE EMPLOYEES? Organisational investments in employee motivation create obligations on the employees to reciprocate in positive ways, which, in turn, result in better organisational performance (Lee Bruvold, 2003). Moreover, motivation theory can go a long way towards helping us understand why people behave in the way they do. Armed with such knowledge, managers should be better placed to direct employee behaviour for the good of the organisation (Hannagan, 2005, pp. 350-351). As stated by Amer Zureikat, regional Manager, Bayt.com. in United Arab Emirates (2009), Organisations the world over are realising that successfully motivating staff on an ongoing basis is a fundamental element in building good rapport among staff, keeping staff loyal to the company and most of all maintaining optimal productivity levels of employees. This becomes even more crucial during these times of economic crisis, because news of job losses and an unstable future may serve to de-motivate employees significantly. MOTIVATION REDUCES ABSENTEEISM It is mentioned in The Irish Times that up to 50 to 80 per cent of an organisations total expenditure is on employees, even average absence levels can represent a serious expense in terms of reduced productivity and can reduce employee retention because of over-stretched staff. An initiative to lower absenteeism makes financial sense to the organisation. This can be done only if the motivation theories are understood put into practice (Madden, 2008). MOTIVATION IMPROVES PRODUCTIVITY PERFORMANCE: Georgopoulos et al.(1957) Porter Lawler (1967) found that employees for whom money was a motivator, performed better if more money was offered to them (Edwin A. Locke, 1970). West and Patterson suggest Where the level of satisfaction is generally high employees may be more motivated to engage in pro-social behaviours and make extra effort to help other departments and functions. Over thousands of instances of helping and motivating the employees show that it increases productivity and performance (Robin Fincham Peter Rhodes, 2005, p.232). MOTIVATION IMPROVES TEAMWORK CO-ORDINATION Certain gain-sharing programs, such as the Scanlon Plan, Improshare, or Rucker Plan, helps workers to get a share in productivity improvements. Such programs result in increased coordination, teamwork and knowledge sharing. They also contribute to better attainment of social needs, increased acceptance of change of technology and new methods. It causes more efficient management and planning, reduction of overtime for workers, increase in creativity and implementation of new ideas and more flexible labour and management relationship (Judith R Gordon, 1996). CASE STUDY BLACK DECKER: A new program Everyone Counts based on employees social self esteem needs as per the needs motivation theories was implemented at Black and Deckers Household Products division in Shelton. Everyone Counts, an employee incentive campaign, replaced the suggestion box and allowed teams of employees to provide cost saving, cost analysis and implementation suggestions. Thirty-nine teams were allowed to submit five ideas each in twelve weeks. One such idea is estimated to save the company over seven hundred dollars by substituting a new material in one of the product lines. Everyone counts also improved communications with upper management, increased employee involvement and allowed more centralisation of the employee work environment (Harris Kliener,1993). Examples to show the Link of Motivation with Organisational Success: American Express introduced an incentive plan for 10,000 employees in the consumer-lending and consumer card groups after a one year pilot program, during which 98 percent of 1,500 employees received bonuses of 4 percent of their salaries. The plan resulted in an increase in customer satisfaction, employee productivity and shareholder gains (Judith R.Gordon, 1996). Royal Bank of Scotland: RBS provides world-class employment package for every employee adopts an attitude that motivates its staff in both financial and personal ways. This helps RBS to compete for the best people and attract them to its business has lead to RBS being rated as one of the best employers in the world. Thus following motivation theories has proved beneficicial for RBS (The Times 100, motivating through total reward). CASE STUDY OF HONEYWELL: Honeywells Electro Optics Division was in serious financial trouble because of low employee morale. In order to motivate their employees they turned to the Boston office of Bernard Hodes for a motivational programme. Posters of the five great performers with their chosen quote were made and placed in the hallways. The five great performers were instant celebrities and everyone wanted to be one. It enhanced employees performance by the use of motivation. In six months Honeywell was out of the financial trouble (Harris Kliener, 1993). There are several examples to show importance of motivation, Some of the better known examples include the Digital Equipment Corporation plants at Enfield in America (Perry, 1984) and Ayr in Scotland (Buchanan McCalman, 1989). In Britain, empowered self-managing teams can also be found in The Body Shop, Unipart, Frizzell Financial Services, Ciba UK and in the Harvester Restaurant in Dulwich (Pickard, 1993).Many American companies have adopted motivating and team working methods, like Shenandoah Life Insurance, Harley-Davidson, Compaq, Cummins Engine Company, Procter Gamble, and General Motors (Hoerr et al., 1986; Hoerr, 1989; Peters, 1987) In most of these companies role of traditional first line supervisor was changed and in others they have been replaced by people who were more motivating (David Buchanan Andrzej Huczynski, 1997, p.96). CONCLUSION: Thus, with the different examples shown it can be concluded that by understanding the importance of motivation organisations can prosper, it can also be said that apart from money there are other motivators of great importance as well, like job security, challenging tasks and working together with colleagues in a good working environment. It has been seen that great organisations are the ones in which the employees are motivated to bring out the best in them. It is therefore very important for the organisations to understand that the employees are an organisations most precious asset anything that can be done to increase their capability should be done so that the returns come to the organisation.

King of Kings :: social issues

King of Kings Even though the people of Israel were under the leadership of the almighty God, they were not pleased. They wanted a human king, someone fallible and imperfect to lead them. Even then, God was forgiving and appointed a human king over them. As I intend to prove, kingship was not a good thing for the nation of Israel because kings were corrupt and sinful. They imposed harsh labors and laws on the people who followed them. But most importantly, by having a king, they were turning their backs on God. There were a few benefits that came from having a king, but these proved to be an illusion. Many will argue that a king was good for Israel. Proponents for a king argue that kings brought political stability to the country. By imposing taxes and labors, they argue that the economic stability of the country was established. A king would unite all the tribes of Israel into a single country under his leadership. A human king was someone whom all the people could approach and talk to, whereas God only appeared to a select few people. While David was king over Israel, the kingdom reached its peak in territory and conquests. He captured the strongholds of Zion and Jerusalem; 2 cities which held great importance to the people of Israel. Solomon, with the knowledge God gave him, was perhaps the wisest man of his time. He was a great arbiter of justice and the depths of his knowledge amazed all who came to seek his counsel. A king was also the leader of the army and would lead his troops into battle. Even though these were beneficial aspects of having a king, they did not overcome the negative aspects of kingship. I will argue that having a king was bad for the nation of Israel. I will refute the arguments that supporters of a king. Even though the Israelites made many territorial conquests under the leadership of King David, these gains would only be temporary. They would later lose much of the lands they gained. David, though he was a good king, also sinned against God. He coveted another’s wife and indirectly had her husband killed. Even though Solomon was wise, all his wisdom could not prevent him from sinning against God. A king and his reign are not permanent. A good king may sit on the throne, but he will die, and the king who follows him may not be a good king at all.

Hostile Work Environment Essay

The process of defining a hostile work environment involves numerous criteria. Such include, but not limited to, sexual harassment, discriminative employment practices, discriminative employee promotion practices, and ethnically tailored employee socialization behavior in an organization (Federal Communications Commission, 2008). According to the laws and regulations provided for in the numerous employment Acts, all employees are equal. Such has the implication that only skills and academic qualification must lay the basis of employment, rather than sexual orientation. Therefore sexual harassment practices, which is evidently common in the employment sector, remains an ethical issue as it promotes the concept of inequality between men and women in the community (DeLorenzo, 1998). This essay seeks to discuss three criteria that must be met in order to define a hostile work environment, namely; sexual harassment, discriminative employment practices, and discriminative employee promotion practices. The author also identifies the key ethical issue within sexual harassment. The process of qualifying a hostile work environment must entail the following among key criteria among others. First is sexual harassment. According to the underlying definitions, sexual harassment entails encompasses any form of unethical practices engaged by employers or employees against an employee simply because of their sexual orientation (DeLorenzo, 1998). Numerous findings have established that female employees have eminently been victims of sexual abuse in an organization in the quest for promotions as well as job security. Such have also been evident during the recruitment practices by companies were candidates follow victims of sexual favor requests by recruiting officials in order to be recruited. In addition, sexual harassment is quite evident in a workforce that is predominantly marked with members of the same gender. In spite this common practices, the qualification of sexual harassment must provide sufficient evidence to be admissible in the legal court proceedings (DeLorenzo, 1998). Such must include proof of sexual assault statements by employees or management against the accuser or request for sexual favors in order to enjoy particular employment privileges in the organization. Another criterion for qualifying hostile work environment is assessment of discriminative employment practices in the organization (Federal Communications Commission, 2008). It is a common practice by organizations to engage in keeping employee recruitment records. This is quite instrumental in identifying and qualifying desired skills and qualifications in future recruitment exercises. Such have the implication that, by accessing such records, an investigator can sufficiently identify any discriminative recruitment practice in the organization based on the available qualifications by applicants and various recommendations on individual members of the interview panel. The third criterion for that must be met in order to define a hostile work environment is proof of discriminative employee promotions and awarding practices in an organization (Federal Communications Commission, 2008). Promotions, awards, and salary increments are by principle to be guided by performance and capability of individual employees in executing given posts in an organization. Therefore, discriminative promotion practices can be easily identified by examining the roles, leadership skills, experience, and academic qualifications of the various employees in the organization. Lastly, the key ethical issue within sexual harassment is that it negates the underlying principles equal opportunities for all in the society (DeLorenzo, 1998). The concept of equality dictates for equal treatment of all irrespective of their sexual orientations. Despite this, sexual harassment finds much emphasis in determining the enjoyment of company privileges as well as on the interpersonal relations among the company’s workforces. Such contradict ethical principles by promoting unfair gender oriented practices in the organization.