People's History Essay Example | Topics and Well Written Essays - 750 words

People's History - Essay Example In this specific book, Zinn unfurls the early times when Christopher Columbus stumbled across the lands of current America while searching for the riches of Asia. Assuming to have reached the prosperous lands of Asia, Columbus tried in vain to uncover the non-existent riches from the barren lands. His failure to do so brought the unjustified wrath of the investors and Columbus himself befalling on the innocent and naive natives of the region. The bloodshed and series of wars that followed resulted in the loss of innumerable lives. According to a report, by 1650, none of the natives remained alive. (Zinn). The book holds elaborate accounts of how Columbus, revered as a discoverer of America, and other colonists waged wars against the natives, eliminating their existence from their very own lands. Zinn does not excuse the manslaughter and â€Å"genocide† that occurred; instead he focuses on all historical aspects to relieve the history of the distortions that have now been embed ded in it. Furthermore, the book talks about the mass imports of slaves from Africa which ranged from 10 to 15 million people. This brought about the establishment and acceptance of slavery. Racial and complexion biases were practiced ruthlessly. The resisting masses of â€Å"blacks† were forced into their places as slaves, not allowed to mix with the white people. This marked the â€Å"Drawing (of) the color line† (Zinn) as the title of the second chapter suggests. Moreover, the book develops the idea of social classes with extreme rapidity. Social classes were formed almost immediately thereof, establishing distinct living standards for all. The residents of England enjoyed the top-most tier of the social classes, followed by the elites in United States of America, then the frontiersmen who mainly consisted of white rebels against the tyranny of slavery, and

What is Innovation and can businesses encourage it Essay Example for Free

What is Innovation and can businesses encourage it Essay Innovation in business is the application of new ideas in any business process. This includes the products produced and the firm’s processes. It is therefore important for business to encourage innovation to enable them to be sustainable in the market in the long run CITATION Mar98 l 1033 (Mark, 1998). Marketing Research One of the key themes of marketing is for an organization to efficient, timely and customer-centered care and allows customers to easily make the right decisions. Marketing places emphasis on organizations sharing information with each other and working together in secure areas. It also provides updated information on highly specialized matters that are to be delivered immediately to the right place. Marketing is the source for all information for step-change in service delivery. Fairness is a key theme of the legal and ethical frame works of marketing. It proposes that consumers will likely compare their situations with other customers to ensure fairness. Fairness enables marketers to predict the responses of consumers to marketing actions. Marketers should able to differentiate between procedural and distributive justice to understand how consumers perceive fairness. Making fair decisions requires marketers to have forethought and intelligence to make a sale. It is wise to develop the moral fibers of fairness, because ethical problems often bite into profits CITATION She07 l 1033 (Shelton, Epstein, Davila, 2007). For example it is unethical to sell a product or service to consumers at different prices, with an aim of gaining financial advantage. When conducting a marketing transaction, it is unethical to charge an unreasonable price to a consumer. Every consumer expects to be treated fairly as this reflects on the overall corporate image of an organization. Ethical marketing efforts and decisions should suit and meet the needs of consumers, business partners and suppliers. Competitive analysis is essential in marketing as it helps a company to access any competitive threats to its development and penetration of the walk-in market. The organization is bound to enjoy a significant competitive advantage over any competitor who would try to penetrate the walk-in market. This assessment which is based upon  the company’s source of competitive edge stems from extensive customer list, qualified management personnel, in-depth knowledge and expertise of the marketing industry. An example of t his is the marketing research conducted by Apple Inc. before the rolling out of their products into the global market. They conduct thorough research on the consumers and come up with innovative products for the customers CITATION Jas09 l 1033 (Jason, Kenneth, Greg, 2009). Research and Development Marketing mix-promotional strategies also contribute to successful implementation with the right marketing delivered to the right consumers at the right time. Marketing has to be on-going to strengthen interest and promotional and multi-level to draw attention to progress of the company. Success of a company will depend on the support and contributions the partner organizations that are involved. The contribution and support succeeds if the individual partner companies feel they have benefits from the collaboration. Target Market is a key deliverable in marketing that can be used by Apple Inc. to establish an appropriate market for each segment. For maximum effectiveness, marketing to their clients should be targeted carefully to suit each of them comfortably. It must also be a frequent, consistent and on-going process throughout the lifecycle of the zoo. The available information has to be up-to-date and reliable. Apple can segment its market by focusing on the demographic variables of its clients. These include social class, gender, income, age and family lifecycle. This will give them competitive advantage since there will be a wide variety of data that will make it possible to measure consumer preferences for the activities in the zoo. Segmenting the target market based on demographic variables, will have a direct impact on the interests of the clients in zoo services CITATION How10 l 1033 (How is Google innovative? , 2010). The mechanisms for target marketing should be selected from the zoo sources depending on the audience and objectives each marketing piece. This will give the marketing team at Apple Inc. a thorough understanding of how often and how their clients use their services. Apple Inc.’s target market should be based on social class. This will ensure maximum effectiveness which is important since it reinforces the value of the benefits and gaining additional support. The using social class as their target market is to effect information sharing and to develop an effective collaborative model that can be replicated across its diverse services. Target marketing will allow the marketing team to maintain the effectiveness of its services through transition and influence clients of their target market to participate through the forums and avenues provided. Staff Benefits There are several benefits of innovation to the staff of any business. Of particular importance is the freedom of expression where the staffs are allowed to be creative and offer some of their ideas to the management. In the process of doing so it makes the staff motivated as it makes them part of the process of creation of ideas in the business. Google Inc. for instance allows its employees and staff to participate in the innovative process hence the creation of some of its successful products. In conclusion this essay explore the importance of innovativeness in any business and how it propels the business to unlevelled heights of success as seen in the example of Apple Inc. and Google CITATION She07 l 1033 (Shelton, Epstein, Davila, 2007). References Forrant, R. (2011). Approaches to Sustainable Development: The Public University in the Regional Economy. Massachusetts : Univ of Massachusetts Press. How is Google innovative? . (2010). Retrieved 2014, from Netease: http://money.163.com/10/0331/10/633K6P9700253VNE.html Jason, D., Kenneth, L., Greg, L. (2009). Who captures value in a global innovation network? : the case of Apples iPod. Mark, R. (1998). The definition and measurement of innovation Report No. 10-98. Melbourne: Melbourne institute working paper. Shelton, R. D., Epstein, M. J., Davila, T. (2007). The Creative Enterprise. New York: Greenwood Publishing Group. Thomas, H. (2008). Reverse Engineering  Google’s Innovation  Machine. Source document

Impact On Motivation At Times Of Change

Impact On Motivation At Times Of Change This study focuses on a research topic Impact on motivation at time of change on individual, on the basis of the theories of Research Methodology for Business. The outline of the project will cover: Chapter 1 provides the background of the study underlining main objectives, questions and hypothesis of the study. Chapter 2 focuses on general definitions. Models and theories related to motivation, leadership style influencing motivation at time of change and consultation process methods and models will be reviewed and described. References 1.1 Background In topical times, organizations are marked by constant changes taking place in its orientation, strategies and even structural set up. The workers need to constantly adapt themselves to such changes. This often cause stress on their mindset and affect their work quality. At this juncture it is important to shove away any misconception or doubts and bring back the trust, which is extremely essential for the organizational success. In order to achieve this, internal communication needs to be strong and effective. There is a possibility the motivation in the workforce might be restored through successful communication within the organization. Information Technology provides several options for this. E-mails, intranets and other innovations help in meeting the high demand of communication during such time of alteration within the organization (Wojtecki and Peters, 2000). Face to face communication also might help a lot to sort out the differences. There have been mostly separate studies about leadership and grapevine communication. According to McKenna (2000), leadership is an art that can get the optimum work required for the organization. The leader also communicates the organizations goals to his team members. He does not discuss about the communication that is more important between the leader and the team and the effectiveness when such communication occurs in an informal way that leads to more interaction and hence develops a bond with each employee and all together leads to commitment. Most of the studies so far have taken the formal side into consideration. In Contemporary issues in management and organizational behavior (Peter, Poole and Jones, 2005), the whole cycle of Team-leadership has been portrayed in analyzing group decision- making and learning. Later, a global perspective has been given. According to Robert E. Hoskisson, Organisational Structure specifies the firms formal reporting relationships, procedures, controls, and authority and decision making processes. (Hoskisson, 2008, p.100) This accrues to the basic framework of assigning roles, allocation of resources and provides a basis for cooperation, coordination and communication among the organizational hierarchy. (Hoskisson, 2008). Harris and Hartman discuss the problems of Grapevine. According to them, it is not a dependable source and cannot provide full information and maybe distorted. (Harris Hartman, 2002). In the article, Heard it through the grapevine: for communicating during change, facts and tips by Baxter-Southward, an extensive study has been done about grapevine communication- the negatives and the positives, and how to deal with this in organizations. However the right answer can be provided by a proper survey of the opinions of managers and workers. Whether such communication actually restores the faith and motivation is the area to be explored in this research. 1.2 Objectives, research questions and research hypotheses The objective of this study is to deal with the issue relating to organizational behavior and organizational development. This study is to analyze whether the successful communication by the organization to its employees at the time of change will result in the motivated workforce. Additionally, the research will analyze the effectiveness of good leadership and managerial as a means to improve productivity, employee job satisfaction and commitment. The core objectives of the study are: To understand the reaction of workforce to organizational change (qualitative and quantitative analysis) To understand the measures normally adopted by the managers under such circumstances (qualitative analysis; from the questions asked during survey). To find out whether communication within the organization help in motivating workers (quantitative analysis). Based on objectives, conceptualizing structure for this research has been developed. The main variables are evidently showed through coherent analysis in the structure. Based on this structure, the null and alternative hypotheses are developed as the followings: The reaction of the workforce is positive or negative at the time of change Managers can or cannot influence the motivation and hence the productivity of employees. Successful internal communication affects or does not affects the motivation within workforce at times of change. 1.3 Scope Change is inevitable. Whether an employee is at the top or the bottom of an organization, one thing employee can count on in the future is that there will be change. In this turbulent environment it is important for the managers to react quickly. Motivation of employees at the time of change via successful communication will be described. Moreover, it will be analyzed whether communication can or cannot bring a motivated workforce. Further more, the current research will be focused on essence of good leaders in motivating employees and increasing productivity. . 2.1 Change and Change Management Success is not just for survival it must be achieved in a world of intense competition, continued globalization, and rapid technology change (Schermerhorn, 1996). Currently change has become the part and parcel of every organization to predict future trends and to forecast the changes that need to be encountered. Change is an ongoing process in every organization and for the organization to be successful and survive in a dynamic environment, it is important to have effective management of human resources(Mullin, 2005). People are the major resource of any organization (MULLINS, 2005). The efficiency of staff, their commitment towards the aims of the organization, and the skills and attitudes they bring to stand on the quality of service offered will undoubtedly affect the overall success of an organization (MULLINS, 2005) So in order to achieve success, it is vital for the organization to develop communication processes, motivation processes and a working environment that will help to ensure that individuals will deliver results in accordance with expectations of management. 2.1.1 Core Principals that revolves around change: According to Bernstein (2003) over 70 % of all organizational change efforts fail to meet expectation and delivered planned results. Before implementing change in an organization it is very important for the leader to understand the difference between the change and the transition process. Additionally, a leader should keep in mind that the success of change implementation process is a key driver of how organization will deal with changes, how changes are directed and administered by the leader. According to Barons Greenberg (1990) there several principals about change: People perception about change Individual barriers to change: Economic insecurity Fear to Unknown Threats to social relationship Habits Failure to recognize need for change Additionally Barons Greenberg (1990) listed the following organization barriers to change: Structural inertia Work group inertia Threat to existing balance of power Previously unsuccessful change efforts According to Bennis, Benne, Chin, R. (1985) there are several key drivers to change: Nature of workforce Competition Technology Economic Shocks Changing social trends World politics 2.1.2Types of change Fig1 Types of changes Ackerman (1997) has distinguished between three types of change Type of Change Description Developmental Planned or emergent; incremental. It is change that enhances or corrects existing aspects of an organization, often focusing on the improvement of a skill or process. Transitional Episodic, planned, seeks to achieve a known desired state that is different from the existing one. It is and second order. Transformational Radical or second order in nature. It requires a shift in assumptions made by the organization and its members. Source: http://rmc.library.cornell.edu/EAD/htmldocs/RMM06299.html 2.1.3 Organization Change Management Model Kurt Lewin proposed a three stage theory of change commonly referred to as Unfreeze, Change, Freeze (or Refreeze). Theory was originally presented in 1947, but the Kurt Lewin model is still extremely relevant. Unfreezing Changing Refreezing Fig 2 Stages in Change Process Stages Description Unfreezing Old ideas and practices need to be cast aside so that new one can be learned. Changing New ideas and practices are learned. This involves helping an employee think reasons and perform in new ways. Refreezing It means what ever has been learned is integrated into actual practice. Source: http://www.change-management-coach.com/kurt_lewin.html Based on Hayes (2002) research of the most effective and commonly applied change, most change management processes contain the following three phases: Preparing for change (Preparation, assessment and strategy development) Managing change (Detailed planning and change management implementation) Reinforcing change (Data gathering, corrective action and recognition) (Shown in figure 3) Fig 3 Change management process phases Source: http://www.change-management.com/tutorial-change-process-detailed.htm 2.1.4 Phases in change Process People perceive change processes in seven typical stages (IPA, 2001). For successful implementation of change processes, it is important for managers to analyze that in which phase they can anticipate what type of troubles and situations. The seven stages are: Shock and Surprise Denial and Refusal Rational Understanding Emotional Acceptance Exercises and Learning Realization Integration Mainly flourishing organizations are those that are able to alter themselves to new environment rapidly. This requires planned learning and training processes that lead to better organizational efficiency. In an ideal world, employees are able to reflect their own behavior in relation to the organizational context (e.g. processes, products, resources, customers). Fig 4 Perceived Competence vs. Time Source: http://hr-horizons.blogspot.com/ Fig 5 Description of Phases Phase Description Shock and Surprise Confrontation with unexpected situations. This can happen by accident (e.g. losses in particular business units) or planned events (e.g. workshops for personal development and team performance improvement). These situations make people realize that their own patterns of doing things are not suitable for new conditions any more. Thus, their perceived own competence decreases. Denial and Refusal People activate values as support for their conviction that change is not necessary. Hence, they believe there is no need for change; their perceived competency increases again. Rational Understanding People realize the need for change. According to this insight, their perceived competence decreases again. People focus on finding short term solutions, thus they only cure symptoms. There is no willingness to change own patterns of behavior. Emotional Acceptance This phase, which is also called crisis is the most important one. Only if management succeeds to create willingness for changing values, beliefs, and behaviors, the organization will be able to exploit their real potentials. In the worst case, however, change processes will be stopped or slowed down here. Exercising and Learning The new acceptance of change creates a new willingness for learning. People start to try new behaviors and processes. They will experience success and failure during this phase. It is the change managers task to create some early wins (e.g. by starting with easier projects). This will lead to an increase in peoples perceived own competence. Realization. People gather more information by learning and exercising. This knowledge has a feedback-effect. People understand which behavior is effective in which situation. This, in turn, opens up their minds for new experiences. These extended patterns of behavior increase organizational flexibility. Perceived competency has reached a higher level than prior to change. Integration People totally integrate their newly acquired patterns of thinking and acting. The new behaviors become routine. Source: CA Carnall 2007 Managing Change in Organization Pearson Education 2.1.5 Resistance to Change Fig 6 Resistance to change Resistance to change consists of any employee behavior designed to discredit, delay or prevent the implementation of work change. According to Kotter (1996) resistance to change is the action taken by individuals and groups when they perceive that a change that is occurring as a threat to them. Most of actions that are taken to manage change fail due to improper planning and implementation (Coriat, 2002). There are three different types of resistance among employees (Newstrom Davis, 1993): 1. Logical Resistance 2. Psychological Resistance 3. Sociological Resistance Fig 7 Types of Resistance Type of resistance Description Logical Resistance Time required to adjust Extra effort to relearn Possibility of less desirable condition Economic cost of change Questioned technical feasibility of change Psychological Resistance Fear to unknown Low tolerance of change Dislike of management or other change agent Lack of trust in others Need for security Sociological resistance political coalitions opposing group values Parochial, narrow outlook Vested interest Desired to retain existing friendship Source: http://www.cipd.co.uk/subjects/corpstrtgy/changemmt/chngmgmt.htm According to Kotter Schlesinger (1979) there are four main reasons people in an organization resist change: Parochial self interest Misunderstanding Low tolerance to change Different assessment of the situations Fig 8 Reasons for change Reason for Change Description Parochial self interest People are more concerned about the effect of change on themselves rather than its consequences on the success of business. Misunderstanding Communication Inadequate information Low tolerance to change People are more interested in doing one kind of work because of security and stability in their work. Different assessment of the situations Different people have different opinion for the reason for change. Some consider it as advantageous and others disadvantageous. Source http://www.valuebasedmanagement.net/methods_kotter_change_approaches.html Kotter Schlesinger (1979) suggested ways to deal with the changes: Education and communication Participation and involvement Facilitation and support Negotiation and Support Manipulation and co-option Explicit and Implicit coercion Fig 9 Reasons for overcoming resistance to change Reasons for Overcoming Description Education and communication Educate people about the change effort in advance by giving them trainings so they can understand the logic behind the change. Participation and involvement When employees are actively involved in the change they are most likely to buy into change rather than resist them. Facilitation and support When people are trying to adjust with the situation, managers plays an important role by giving employees full support they require during the transition period. Negotiation and Support When someone loose out into change the managers can combat resistance by offering incentives to employees so that they do not resist changing. Manipulation and co-option It involves the patronizing gesture in bringing a person into a change management planning group just for sake of appearance rather than substantive contribution. Explicit and Implicit coercion Managers can implicitly and explicitly force employee to accept change by making them clear that resisting changing can lead to losing jobs. Source:http://www.valuebasedmanagement.net/methods_kotter_change_approaches.html 2.2 Motivation The level of performance of employees relies not only on their actual skills but also on the level of motivation each person exhibits (Burney et al., 2007). Motivation is an inner drive or an external inducement to behave in some particular way, typically a way that will lead to rewards (Dessler, 1978). Over-achieving, talented employees are the driving force of all firms so it is essential that organizations strive to motivate and hold on to the best employees (Harrington, 2003). In a turbulent environment where changes take place very often, therefore it becomes important for managers to analyze the level of motivation of each employee. Every individual have their own set of reasons to get motivated. Some individuals are motivated by financial factors while others are motivated by non financial factors illustrated in Figure 10. Motivation can be classified as external or internal motivation. Finishing deadline on time is an example of external motivation. The fear of loosing a job in case of uncompleted task is an example of internal motivation. Both the external and internal motivation is equally powerful. Figure 10 Financial Non financial motivators The four most powerful type of motivation that can influence an individual are listed below: Figure 11 Types of motivation Type of Motivation Description Intrinsic motivation Satisfaction in the work itself (pleasure, stimulation, learning etc) Extrinsic motivation Rewards for doing the work (money, promotion, perks etc) Personal motivation Individual values (a love of knowledge, power, security, self-expression etc) Interpersonal motivation The influence of other people (competition, collaboration, commitments etc) Human beings are complex in nature, and are usually motivated by a combination of four elements. Figure 11 illustrates 4 types of motivation, which come together to produce four key areas for the managers to focus on when trying to motivate their employees. Figure 11 Four key elements of motivation Source : http://www.wishfulthinking.co.uk/2009/02/11/motivation-during-a-recession/ 2.2.1 Major Theories of Motivation Motivation is not only in a single direction i.e. downwards. In the present scenario, where the workforce is more informed, more aware, more educated and goal oriented, the role of motivation has left the boundaries of the hierarchy of management. The Figure below shows the major theories of motivation that can be applied in the working environment as well on the employees to see the impact of motivation on the organization as a whole. Figure 12 Theories of Motivation 2.2.1.1 Need Approaches Maslows Hierarchy of Needs Figure 13 Shows Maslows Hierarchy of Needs By applying Maslows theory of motivation, modern leaders and managers find way of employee motivation for the reason of worker and workforce management. According to Maslow the humans are motivated by unsatisfied needs and the needs which are at low level should be satisfied initially and then the higher order need should be looked upon. As given in Figure 13 there are five general needs of the humans that should be satisfied before the human start behaving unselfishly. Therefore, in a real work time scenario it becomes important for the leader to understand which needs is currently active for an individual employee motivation. Alderfers ERG Theory Figure 14 Clayton Alderfers ERG Theory Needs Source:http://www.envisionsoftware.com/es_img/Alderfer_ERG_Theory.gif According to ERG theory, leaders must identify that employees have multiple desires to satisfy at the same time. In addition, if the employee is not given enough chance for development, the employee can go back to relatedness needs. So it becomes important for the managers to recognize this situation so that deliberate steps can be taken on relatedness needs until the employee is able to follow the way towards growth again. Herzbergs Two Factor Theory Figure 15 Hygiene and Motivation Factors Source:http://www.biomedcentral.com/content/figures/1472-6920-9-49-1.jpg The psychologist Fredrick Herzberg asked the questions from employees in the year 1950s and 60s for understanding employee satisfaction. The results of its finding revealed that there are some factors of a job which are constantly connected to job satisfaction, while dissimilar factors are linked with job dissatisfaction. The hygiene and motivation factors are illustrated in Figure 15. To apply Herzbergs theory, managers need to take up a two stage process to motivate people. Firstly, managers need eliminate the dissatisfactions the employees are experiencing and, secondly, managers need to help them find satisfaction. McClellands Learned Needs Theory McClelland theory of human motivation also known as three need theory or learned theory, segments the needs as follow; Need for achievement Need for power Need for affiliation Each of these needs will differ from one person to another. If the manager is able to recognize the significance of each of these needs to an individual, it will help the managers to determine how an individual can be influenced. Summary of Need Approaches Figure 16 Comparison of Need Theories 2.2.1.2 Cognitive Approach Expectancy Theory Figure 17 Expectancy Theory According to expectancy theory, every person has their own set of different goals and they can be motivated if they have certain level of expectation. Vrooms expectancy theory is based on three variables i.e. valence, expectancy and Instrumentality valances. Figure 18 Valence, Expectancy Instrumentality Equity Theory/ Social Comparison Theory Figure 18 Equity Theory Source: http://www.businessballs.com/adamsequitytheory.htm Equity theory states that employee always tend to compare the situation (Outcomes) they get while working in relation to what they invested (Inputs). Additionally they also willing to compare what are the ratio between what they get from what they put in. Moreover people also attempt to compare their input and outputs with their coworkers as illustrated in Figure 19. Figure 19 Equity Comparison Source: http://www.businessballs.com/adamsequitytheory.htm Goal Setting Theory of Motivation Figure 20 Goal Theory Source: http://faculty.washington.edu/janegf/goalsetting.html This theory aims to recognize the kind of goals that are most competent in producing high level of motivation among the workers. Moreover, if employees have goals to aim for, under this circumstance the employee will perform better. Therefore it becomes important for the managers to analyze which goals can motivate which employee. In order for the managers to understand while setting goals for the individual, the managers should set the goals that are: Clear (not vague) and understandable Challenging Achievable. 2.2.1.3 Reinforcement Theory Reinforcement theory of motivation overlooks the internal state of individual, i.e., the inner feelings and drives of individuals are ignored by Skinner. This theory focuses totally on what happens to an individual when some actions are taken. External environment of the organization must be designed effectively and positively so as to motivate the employee. This theory is a strong tool for analyzing controlling mechanism for individuals behaviour. Figure 21 Types of Reinforcement Types of Reinforcement Description Positive reinforcement This implies giving a positive response when an individual shows positive and required behavior. Negative reinforcement This implies rewarding an employee by removing negative / undesirable consequences. Both positive and negative reinforcement can be used for increasing desirable / required behaviour. Extinction It implies absence of reinforcements. In other words, extinction implies lowering the probability of undesired behaviour by removing reward for that kind of behaviour. Extinction may unintentionally lower desirable behaviour Punishment It implies removing positive consequences so as to lower the probability of repeating undesirable behaviour in future. In other words, punishment means applying undesirable consequence for showing undesirable behaviour. Source: http://www.managementstudyguide.com/reinforcement-theory-motivation.htm 2.3 Leadership Style and Communication Leadership style is the manner and approach of providing direction, implementing plans, and motivating people (Kurt Lewin,1939). Leadership Style influences the level of motivation of employees. Different Leaders have different style for managing the employees working under them. Fig explains the style of leadership influencing the motivation of employees. Figure 22 Leadership Style Vs motivation Source: http://www.motivation-tools.com/workplace/leadership_styles.htm There have been mostly separate studies about leadership and grapevine communication. According to McKenna (2000), leadership is an art that can get the optimum work required for the organization. The leader also communicates the organizations goals to his team members. He does not discuss about the communication that is more important between the leader and the team and the effectiveness when such communication occurs in an informal way that leads to more interaction and hence develops a bond with each employee and all together leads to commitment and motivation.

Themes in Raymond Carvers Literature Essay -- Papers Carver Short Cut

Themes in Raymond Carver's Literature In Short Cuts, by Raymond Carver, characters experience trials and problems in their lives, whether extreme such as in " A Small, Good Thing" and "Lemonade" or nominal such as in " Vitamins". They all seem to depict these struggles as uphill battles which the characters cannot and mostly do not overcome. The characters throughout Carver's "Short Cuts" struggle through their lives in private desperation, often to ultimately realize that they are bound to the truth of who they really are, which is shown in the story "Neighbors." In "Neighbors", Bill and Arlene Miller are a couple with menial jobs who give credence to the saying "the grass is greener on the other side of the fence". They are dissatisfied with their own lives and look to the lives of their neighbors to find happiness in their own. Once a happy couple, they often feel that "they alone among their circle had been passed by somehow (13)." They did not discuss how they could change their own lives, but merely compared their lives with the Stones. "They talked about it sometimes,...

Hamlet, The Metamorphosis, and Frankenstein Essay

Familial relations are often strained in the world of literature, especially between fathers and sons. However, these strains grow when traditional notions of fatherhood are altered or circumvented; so Hamlet has a difficult time dealing with an uncle-turn-father, and Gregor Samsa’s father is unable to truly be a parent to a gigantic cockroach. Even Victor Frankenstein is unsure how to treat his creation—as a son to care for and provide for, or as an out of control science experiment gone awry. Each of these texts shows traditional notions of father and son relationships breaking under the strain of unconventional fatherhood. Hamlet, perhaps, provides the most telling example of these strains of convention—Hamlet’s primary difficulty is his inability to be a good son to both of his fathers. To be a good son to King Hamlet means avenging his alleged murder by murdering Claudius; to be a good son to Claudius means ignoring the pleadings of his ghostly father. Prince Hamlet sees his role as son to Claudius as essentially void, due to the marriage of Claudius and Gertude being (at best) â€Å"damned incest† and, at worst, a politically-contrived accessory to the murder of the king. This is what fuels Hamlet’s odd confrontation with Gertrude—he sees his plan to murder Claudius as a way of returning the family to the way it was. Of course, Hamlet fails to freshen up what is â€Å"rotten in the state of Denmark†Ã¢â‚¬â€he merely added to the decay via the pile of bodies at the end of the play. Of these three tales, it is a morbid irony that the father/son relationship between a man and a giant cockroach of a son may, in fact, be the most conventional one. This relationship is highlighted by a kind of brutal utility—Gregor is useful to his father for as long as he is able to provide for his father. In this sense, the most profound change in the story in the eyes of the eldest Samsa is not his son into an insect, but his son changing from a provider to one who needs to be provided for. This sparks anger, outrage, and ultimately, abandonment. This brutal utility is highlighted by the end of the story, in which the family hopes to find a young man for Greta, essentially scheming to replace one provider with another. Gregor, in turn, feels his death is the best thing for the family: while dying, â€Å"he remembered his family with deep feelings of love. † Victor Frankenstein’s relationship with his creation is a mockery of traditional father/son relationships, just as Frankenstein’s actions are a mockery of God’s abilities. Victor wants his â€Å"son† to be a walking, talking example of his own genius. However, this focus on his own achievements means that he is unable to provide for his son—as he says, his focus is on â€Å"treading in the steps already marked, I will pioneer a new way, explore unknown powers, and unfold to the world the deepest mysteries of creation. † His son, unable to experience the love of a woman or a father, is left to feel like he is â€Å"miserable and the abandoned† and â€Å"an abortion, to be spurned at, and kicked, and trampled on. † The phrasing is very apt: the monster feels like he is merely the discarded and abandoned tissue that his â€Å"father† never wished to claim as a son. Three disparate tales—Hamlet, The Metamorphosis, and Frankenstein—prevent father and son relationship that are outside the bounds of normality. In this sense, the tales are normative, as they illustrate what a normal father/son relationship is by clearly exhibiting what one is not. Audiences are left to ponder whether they will treat family members differently when their family changes; whether shifting relationships means they, themselves, must change; and whether children from alternative circumstances are somehow worth any less of a parent’s love.

Improving democratic boundaries through the internet Essay

Introduction The internet has changed the way many things are done. The traditional methods have been scrapped and newer more efficient and effective means are constantly being offered through and on the internet. The unique ability of the internet to render geographical boundaries obsolete allows anyone to access an almost infinite pool of information and to also share that information without regulation or control (Kalir 2002). The speed with which this information and exchange of ideas is facilitated by the internet makes it a potent medium for democratic plans. Given these benefits and advances that the internet has offered, it comes as no surprise then that the internet has also allowed democratic boundaries to improve by allowing for better communication and exchange of ideas. This discourse on the effect of the internet on improving the democratic boundaries will therefore attempt to show that the ability of the internet to bypass traditional boundaries and barriers to a free exchange of ideas and information has improved democratic boundaries despite the attempts of government to restrain or control this medium. Bypassing Traditional Boundaries As mentioned previously, the internet allows any person to access information from any place and also access any information available online. The ability of this medium to encourage the free exchange of ideas between people of any race or culture makes it easier to cross and overcome whatever boundaries may have been set in place traditionally (Lessig 2000). â€Å"Digital Democracy† which is the â€Å"use of digital communication technologies to enhance the democratic process by, among other things, making the process more accessible, increasing and enhancing citizen participation in public policy decision making, and increasing government transparency and accountability† plays a vital role in bypassing these traditional boundaries and improving the existing democratic boundaries by inviting democratic participation (Lim 2006). One of the reasons why the internet has been so successful at bypassing and improving these barriers is because of the fact that through the internet, â€Å"convergence† is achieved at a relatively low cost (Mitchell 2002). This means that people from all walks of life are not necessarily constrained by finances and such as to hamper or inhibit them from participating in the democratic process or in digital democracy. This in effects allows for a more mixed lot of participants and allows for a richer exchange of ideas and a greater participation from a wider demographic base (Lim 2006). Put simply, the relatively low cost of access to the internet at the present allows for more people to participate and also increases the amount of information available that is vital to the success of â€Å"digital democracy:† The greater scope for freedom, autonomy, creativity, and collaboration that the internet provides makes it a successful tool in bypassing the traditional boundaries and constraints that have prevented people in participating in the democratic process and thus by providing for such the existing democratic barriers are improved. Free Exchange of Ideas and Information Governments realized that as the internet was maturing there would be a need to control and regulate access to the internet as well as to control the content of the information on the internet (Simon 2001). Most of the regulations however have proven to be ineffective as more and more people were able to find means to bypass them (see bypassing traditional boundaries) and thus led to the formation of â€Å"social movements† on the internet which is a key to the improvement of democratic boundaries (Lim 2006). Social movements are broad social alliances of people who are connected through a shared interest in blocking or promoting social change (Trippi 2004). On the internet, with the amount of information available and the number of people participating, it is but a natural result that people who share similar beliefs form their own â€Å"societies† or those who do not have any firm beliefs are able to find something which they do subscribe to. According to Lim, â€Å"The ability of the internet to provide many people access to forums for deliberation on a range of public issues and the involvement of decision-makers in online forums assure participants that their voices will be heard. Their efforts contribute to building a new public sphere where rationality rules, citizen voices are heard, and public officials heed the demos. (Lim 2006)† By allowing more people to participate and exchange ideas freely, support for proper movements to improve the democratic situation of any state, can quickly be generated thus ensuring the success of the democratic process. Yet as pointed out by one writer, the limitations of such actions are still determined by the effective sphere of influence and control of the government over the geographical and political terrain (Barlow 2001). Improving Democratic Boundaries As shown by the arguments above, the internet indeed improves democratic boundaries and presents the opportunity to eventually create a world democracy. The boundaries that have traditionally existed to bar or hinder any interaction between peoples has been bypassed by the internet and thus allowing more people to interact with each other and to mobilize despite the geographical distances of each other. The convergence that this allows makes the generation of any support necessary to improve the democratic process easier and also allows for access to a larger support base. Another factor which has led to the success of the internet in improving democratic boundaries is the fact that it allows for faster and more exchange of information. This then allows more people to interact with each other and also form â€Å"social movements†. These social movements allow people to voice out their ideas collectively and thus improving the chances that their rights are not suppressed and that their voices are heard. The future of democracy on the internet is bright indeed. With the number of people and countries that have access to internet increasing, it is guaranteed that the democratic process will survive despite attempts of certain governments (China) at regulating this medium (Longworth 2001). Still, time and again, it has been shown that whatever controls and regulations governments attempt to set in place have always been bypassed thus ensuring that the future for democracy lies in the internet, in cyberspace. References: Barlow, J. (1996). A Declaration of the Independence of Cyberspace. Retrieved November 2, 2006, from http://www. eff. org/~barlow/Declaration-Final. html. Davis, S. , Elin, B. and Reeher, G. (2002). Click on Democracy: The Internet’s Power to Change Political Apathy into Civic Action. Boulder CO: Westview Press. Kalir, E. and Maxwell, E. (2002). Rethinking Boundaries in Cyberspace. The Aspen Institute: Communications and Society Program. Lessig, L. (2000). â€Å"Innovation, Regulation, and the Internet. † American Prospect 11, no. 10. Retrieved November 2, 2006, from http://www. prospect. org/print/V11/10/lessig-l. html Lim, M. and Kann, M. (2006). Democratic Deliberation and Mobilization on the Internet. Annenberg Center for Communication University of Southern California. Longworth, R. (2001). â€Å"Government Without Democracy. † American Prospect 12, no. 12. Retrieved November 1, 2006, from http://www. prospect. org/print/V12/12/longworth-r. html. Mitchell, W. (1995). City of Bits: Place, Space, and the Infobahn. Retrieved November 2, 2006, from http://cyber. law. harvard. edu/people/reagle/inet-quotations-19990709. html. Simon, L. (2001). Democracy and the Internet: Allies or Adversaries? Woodrow Wilson Center Press. Trippi, J. (2004). The Revolution Will Not Be Televised: Democracy, the Internet, and the Overthrow of Everything. Regan Books. â€Å"Political Influentials Online in the 2004 Presidential Campaign. † (February 5, 2004). Institute for Politics, Democracy and the Internet, Graduate School of Political Management, George Washington University.

Being Too Skinny †A Personal Essay

Being Too Skinny – A Personal Essay Free Online Research Papers To have healthy body, fair skin, sharp features and cuteness- key elements towards which boys used to open their responses for girls, when I was in 9th grade in late 80s. â€Å"Dating† wasn’t openly allowed and common at that time in Indian culture but the idea was there of liking some one and sneaking around secretly. None of the above elements were in my account though- combination of very thin body, average look, and wheatish skin- that was ME. I had few ideas to create new skin and little bit beautiful face with make up but I was totally empty when had to deal with my skinniness eighty pound, butt less, skinny and full of visible bones containing body. Many times my closest friend Neel had expressed her feeling saying â€Å"Dolly, You got to put some extra kgs fat on your bones or else you will have to dig out for stick figure husband†, which insisted me to realize the reality of being extremely skinny. I used to be nervous sometime thinking about my tiny body but being very studios and sincere student- studies, future goals had caught me tightly enough so my thiness didn’t bother me much at that time though all of my girl friends had boyfriends secretly which made me feel bit uns uccessful for not catching any boy’s eye on me. Some three years ran over and final year of school came up. l. One day when I reached at school Neel-my best friend jumped towards me with mixed feeling of anger, surprising and happiness â€Å"Dolly, what have I heard about you I didn’t expect this from you, I ‘m your closest friend and you even didn’t care to tell me about all these, I’m so mad at you†. I some how felt scared as I had little idea about what might be in her mind but I ask her with act of knowing nothing about the situation â€Å" Neel, What happened, what have you heard about me?, just calm down and let’s talk†- Then I settled down the issue with her anyways. The secret was hidden in my chest successfully since last two years disclosed suddenly that day in school some other scattered comments spilled on me that day â€Å"Dolly, What is going on? Is it really true? â€Å", â€Å"Dolly, wow you have made a history†. Yes, world came to know the biggest secret o f my life that I had an affair with most eligible, desirable and hot favorite boy in our batch- Annie, who is currently known as my dear husband. Many students including me had one question – Why he chose me? , the skinniest girl in the school though he was able to get any damn beautiful girl around him? My fatless body became a topic and always teased , whenever family and friends got an opportunity. My dearest uncle- Jaimy said to me once â€Å"It seemed that hollow matchstick was flying in the air, when you were dancing†. We all were attending my cousin’s pre- wedding dance party and uncle Jaimy made a big confusion – Was his comment on my dancing skills or my skinny body? People are so crucial some time that they make comment which doesn’t have straight meaning. I spent enough time in my life to scrutinize people’s attitude towards me of being so bony when I was in India during my 20’s. I was landed recently from India, totally unaware of body structures of white and black people It was first day at work in USA at near by convenient store, surrounded by black people’s residents. My vision was so surprised by seeing each customer coming and leaving that store, every one was so called â€Å"healthy†-guys were showing off puffed muscles by tattooing them and each female looked like a factory of lump sum fat. I wondered â€Å"what must be the difference between my size and their, I was wearing one size so I guess they must be belong to 16-18 or 20? ,do they need to customize the size? as I had never seen such kind of giant clothes in my home country. That day went by and I got chance to develop some happiness of being skinny. My skinny body was worth of many great comments that day like â€Å" Hey pretty girl, you are so lucky to have this kind of body , you don’t have to check calories count on back of every food wrapper† , â€Å" hey be autiful, can we switch our bodies as I ‘m carrying huge one and have been dreaming about skinny one like yours? God, I was so happy that night which made me to ask that secretive question to my husband Annie- Why he chose me? , He laughed at me, hugged me real tight and said â€Å" Dolly, I love you so much all it matters so go to sleep and I will reveal that secret some other time†. That was the day when I felt happiness of being slim because I was liked and loved the way I was, none compromised made. But some how I middle of that night I felt â€Å" there would me nice If I can put up little more weight and make myself more beautiful though I don’t want to be a giant or huge one.† I had new goal of my life -to make more fat tissues for myself. I started eating cheese and butter with each bite of my day, gained few pounds on my bones which helped me to feel beautiful without any make up but specially India people around me never stopped bothering me about my skinniness .I was introduced to one of our community member through my friend Sheetal recently â€Å" Hey , this is Dolly-one of my good friend, I was talking about†. That lady carrying 150 pound on her bones looked at me and said â€Å"Hey Dolly, you are lot skinnier than Sheetal desctibed you earlier, do me a favor –can you take few pounds from me?† I was shocked after getting this kind of comment at first introduction. I was confused about her concern, was she complaining about her being so fat or about me being so flat by idea of giving up some pounds to me. I was little bit angry as she pointed out my characteristic at first sight. Anyways I smiled at her and replied humorously that â€Å"I do get that offer many times†. I could take pr ide of being the way I was when I was surrounded by American people but it sucked when I had to face my own community. Many years went by I had always got comments, complements, humors and advices. I was passing through my mid thirties. One incident made me to think about my lanky characteristic. I was in my English class; teacher had asked us to write an essay on â€Å"impact of any personal characteristic on our life†. I decided â€Å"my thinness† without any further thinking. When we classmates and teacher discussed our thoughts and topic of the essay teacher made a comment about my topic â€Å"You are so lucky to be like this thin as you will get reward in your 40s†. It wasn’t a huge complement but yes, I never thought what it would be in my 40s before. She certainly opened new thoughts for me of being skinny. Well, because of essay I had to dig out my past experience and outcomes of being svelte. The same night I was discussing about my English class assignment with my husband and he laughed at me and said â€Å" you have been always so concern about your body, now l eave it alone and enjoy your life† I picked up his mood and asked him to go out for dinner as it was our 9th wedding anniversary. â€Å"Hey honey, today is the day you can tell me your little secret, it’s a perfect time, please tell me what made you to marry me?† we both were enjoying our romantic dinner at my favorite restaurant ‘P.F. Changs’, I hold his hand and gave him soft look . He replied â€Å" Dolly, you have always thought that your bones don’t have enough fat but when we were in school many boys were mad for you as you were most sophisticated, reliable, loyal and sincere girl but no one ever dare to come to you because of your straightforwardness. One more thing Dolly, if you remember I was also a thin boy so I always dreamed about thin girl like you. Finally I decided to take that risk and asked for your companionship for life time†. I cried and thank god of â€Å"being thin†. Research Papers on Being Too Skinny - A Personal EssayStandardized TestingPersonal Experience with Teen PregnancyThe Spring and AutumnHarry Potter and the Deathly Hallows EssayHip-Hop is ArtEffects of Television Violence on ChildrenMarketing of Lifeboy Soap A Unilever ProductThe Hockey GameThe Masque of the Red Death Room meaningsMind Travel