Social Workers And Social Work - 1377 Words

Social Workers Issues We are the present. The future is our children. We all have some child(ren) in our lives whom we love dearly and would probably die for them. They are our future. Many of those children need help; mental, emotional, and physical help. If these children do not receive help, our future will be worse than the present is now. Social workers can help fix that. In the last paper, I addressed the issue of social status/work. The work status fluctuates greatly pending on the field of discussion and the discussion this time is on Social Workers. Social work is a â€Å"professional and academic discipline that seeks to improve the quality of life and enhance wellbeing of individuals, families, couples, groups, and communities through research, policy planning, community development, direct practice, crisis intervention, ensuring social welfare and security for those affected by social disadvantages such as poverty, psychosocial care to mentally and physically disabled, a nd raising voices against social injustice for social reforms, including social actions against violations of civil liberties and human rights.† In other words, social work is work carried out by trained personnel with the aim of alleviating the conditions of those in need of help or welfare. When I say, â€Å"in need of help† I’m talking about that mental, physical, and emotional help that was mentioned earlier. In other words, social workers go through hell and back to achieve their mission of helping aShow MoreRelatedSocial Workers And Social Work Essay1165 Words   |  5 Pages In today`s society, social work as a profession has changed enormously over time. Many interviews, samples and surveys from individuals have been taken over the years about the perception of social workers. Earlier samples of surveys and interviews have shown that social work was not always a popular profession, but now social workers are popular publicly. The public as in people now has a better understanding of social work. Studies showed that numerous of people do not quite have a full understandingRead MoreSocial Workers And Social Work1684 Words   |  7 Pages At the heart of social work most social workers consider their social work values as one of the most crucial principles of the social work profession (Higham 2006). The recent report of the social work taskforce sets out a vision of social work for a profession confident about its values, purpose and identity (Social Work Taskforce, 2009, pg61). Generally, the term value is viewed as particular beliefs or principles an i ndividual may hold deemed worthy or valuable (Banks,S, 2006). BASWA 2012 definesRead MoreSocial Workers And The Social Work Essay1706 Words   |  7 PagesSocial workers are caregivers, they provide assistance to people in need, and they address social problems. The social worker’s goal is the improvement of society to better the lives of individuals in need. The social work professional mission is to enhance the well-being of people and to assist them in meeting their basic needs, with particular emphasis on the needs of the poor, and the vulnerable individual. The Social Work profession has six core values. Social workers incorporate these core valuesRead MoreSocial Workers And Social Work950 Words   |  4 Pages The social work profession is a profession that is created with educated professionals, social workers, which make important contributions to society by helping society’s most vulnerable individuals, families, and groups. Social workers assist vulnerable populations with enhancing their social functioning, meeting their needs, and solving problems. Social policies are a key component in the success of the social workers ability to help the vulnerable. â€Å"Social policies are the laws, rules, and regulationsRead MoreThe Social Work Of A Social Worker1585 Words   |  7 PagesAs a social worker, we are essentially given the opportunity to utilize our past and personal experiences, educational background, and diverse relationships to make a difference in countless people’s lives. Whether we choose to dedicate ourselves to practicing micro or macro social work, we can influence the outcomes of social policies, assist clients with obtaining basic necessities, or change a person’s thought processes by applying psychosocial theories as necessary. However, we are obligatedRead MoreThe Social Work Of A Social Worker1551 Words   |  7 PagesUnder the social work profession, social workers embrace the principle of social ju stice and are committed to work toward achieving social change. In direct practice, social workers work with individuals living in poverty and subjected to all sorts of injustices. In social work, practitioners work in partnership with clients, when coming up with possible solutions to the presenting problems. It is important that in the process, social workers remain with a nonjudgmental attitude and look at howRead MoreSocial Work As A Social Worker1414 Words   |  6 PagesWhat makes social work idiosyncratic unlike the rest is the willingness and passion to promote human well-being. I yearn and hunger to see growth of what is already innate. That is the reason psychology became my undeclared major. My ignorance of the social work role did create misconceptions and fears. I knew I had to be in some helping profession. I was not sure if I would do so through occupational therapy, psychology, teaching, or social work. I wanted to be a social worker, but I wasRead MoreSocial Worker And Social Work Essay1076 Words   |  5 Pagesdefinition of what social work is. My view of social work was based off of movies that portrayed social workers as individuals who only worked with children. In these movies, the social worker was known as the Child Protective Agent and was called in when a child or children were being mistreated. After taking this course, I now know that my idea of a social worker, although right, was only the tip of an iceberg. The social worker does not only work with children, they work within a large social system thatRead MoreSocial Work : A Social Worker1033 Words   |  5 Pagesbecome a social worker. Social work is a professional and academic discipline that works to improve the quality of life and enhance the wellbeing of individuals, families, couples, groups, and communities. Heather Holland is a Social Worker at Uniontown Hospital who has over 12 years’ experience in the field. She explains that a typical day on the job is far from easy. â€Å"Days in this career are crazy, busy, and mostly, undetermined† Holland explains of her days on the job. Social work is a veryRead MoreSocial Workers And Social Work1652 Words   |  7 Pageslarge component of the social work profession is cultural competency. According to the National Association of Social Workers, in order to be culturally competent, social workers should understand culture and its’ role in society (National Association of Social Workers [NASW], 2008). Social workers should be able to recognize the strength of each culture, have knowledge of their clients’’ cultures, and provide cul turally sensitive services to each individual with whom they work with (NASW, 2008). Is

Analysis Of Susan Glaspell s Trifles - 1307 Words

In the play â€Å"Trifles† by Susan Glaspell, she relates the title of her play to how the women in this play are treated with very little respect and authority. Mr. Wright overpowers his wife and he just does not realize that until it is to late and she kills him. The two women in this play that go into the house with the attorney and the sheriff for the investigation934 were the ones to discover the evidence of what clearly happened. The two women end up hiding the evidence from the two men to help out Mrs. Wright because she is in jail at the time. The two men investigating the house can’t seen to find anything out of the ordinary, but little did they know that the women had already solved the case. Is it right that the women hide this from the men because they can see that she was treated badly, or should the women have turned the evidence over to the men that they overlooked? The women in this play are justified by being silent, by hiding the evidence by the title of the play being â€Å"Trifles†. Female characters in the play express a desire to help each other in a time of need. In the play â€Å"Trifles† Mrs. Hale says, â€Å"(with a slow look around her.) I wonder how it would seem never to have had any children around. (Pause.) No, Wright wouldn’t like the bird—a thing that sang. She used to sing. He killed that, too† (1045). She started to realize that this woman has been going through a hard time and her husband is the one to blame for that. The critic Karen Stein explains,Show MoreRelatedAn Analysis Of Susan Glaspell s Trifles 983 Words   |  4 Pagespreconception someone makes based on gender, race, or religion that in this case is by gender, and affects women based on their expected gender roles. Women endlessly have expectations that go along with being a wife, mother, or simply a female. In Trifles by Susan Glaspell, 1955 by Alice Walker, and Girl by Jamaica Kincaid women are stereotyped by me n and told to follow unwritten but expected roles such as being seen and not heard. As well as how they present themselves, their behavior, and tasks they needRead MoreAn Analysis Of Susan Glaspell s Trifles 1203 Words   |  5 PagesA Love Gone Bad A woman who was once full of life and happiness is now left with no joy in her life. In the play, â€Å"Trifles† by Susan Glaspell, we see how Mrs. Wright has changed over the years. We see how cheerful she was before marrying Mr. Wright. While trying to solve the murder, the author uses symbolism, conflict, and irony. The are many examples of conflict in this play. The most apparent conflict is that between the men and the women in the play. In the first parts of the investigation,Read MoreAn Analysis Of Susan Glaspell s Trifles 1056 Words   |  5 PagesIn the early 1900’s, both males and females were perceived as complete opposites of eachother. Women were considered physically weaker and morally superior to men. The gender roles during this time period were clearly demonstrated in the play â€Å"Trifles†, by Susan Glaspell. At a first glance it may seem like the play is only about the death of Mr. Wright. The play could simply be interpreted that the characters all work together to determine the murderer of Mr. Wright. The initial perception overlooksRead MoreAn Analysis Of Susan Glaspell s Trifles 1293 Words   |  6 Pagesthe history of the world. Yet, humanity’s statement to symbols goes beyond us finding meaning in innominate or non-human objects. People assign hum anity into objects, almost a part of themselves. This concept is clearly demonstrated in Susan Glaspell’s play, Trifles. The work contains many element of symbolism that make important and relieving comments on the characters of the play and the themes of the story. One of the first symbols introduced in the work, Mrs. Wright’s apron is deeply symbolicRead MoreAn Analysis Of Susan Glaspell s Trifles 988 Words   |  4 PagesA Heavy Conscience â€Å"Trifles† by Susan Glaspell is a short play built around the murder of John Wright. Throughout the play there are numerous entwined themes and ideas. With closer examination of Glaspell’s work it is clear that there is a far greater plot in action than just a murder. Mrs. Minnie Wright has been arrested for the murder of her husband while the investigation is active. Interestingly enough the murder is not the focused of this play. The focus is how two wives Mrs. Hale and MrsRead MoreAn Analysis Of Susan Glaspell s Trifles 1606 Words   |  7 PagesThe play Trifles written by Susan Glaspell is a mystery story of a murder that takes place in a small farming town. At the time the play was written women in the united states were still not given the opportunity to vote. It is through the mystery of this murder that we find the role of gender to be a major factor throughout the entirety of the play. In the play, we are given tandems of females and males to follow as they seek to solve the mystery of how Mrs. Wright’s husband was murdered. TheRead MoreAnalysis Of Susan Glaspell s Trifles Essay916 Words   |  4 Pagesmultiple themes that a story is trying to convey. In Susan Glaspell s, Trifles, she meticulously incorporates significant symbols that help the reader recognize and construe the depth of the significance of the jar of fruit preserves, quilt, bird, and the bird cage. Things are not always as insignificant as they appear to be, and Glaspell s play is a prime example of how important it is to read between the lines. A central theme in Glaspell s play is gender obedience, displayed seemingly by MrsRead MoreCharacter Analysis Of Susan Glaspell s Trifles 1714 Words   |  7 PagesFaulkner and Trifles written by Susan Glaspell loneliness, poverty and isolation consume the lives of the characters. Susan Glaspell’s play â€Å"Trifles† written in 1916. In this play the author’s talks of her preoccupation with culture- bound notions of gender and sex roles. Glaspell says women are considered trifles which mean they are not important to society which is carried out by men (Baym, p. 742). In Trifles written by Susan Glaspell the time is in the early 20th century. When Glaspell wrote â€Å"Trifles†Read MoreLiterary Analysis of Susan Glaspells Trifles1788 Words   |  7 PagesAn Analysis of Natures in Susan Glaspells Trifles A trifle is something that has little value or importance, and there are many seeming trifles in Susan Glaspells one-act play Trifles. The irony is that these trifles carry more weight and significance than first seems to be the case. Just as Glaspells play ultimately reveals a sympathetic nature in Mrs. Peters and Mrs. Hale, the evidence that the men investigators fail to observe, because they are blind to the things that have importanceRead MoreSusan Glaspell s Trifles 1732 Words   |  7 PagesSusan Glaspell (1876-1948) was an American-born Pulitzer Prize winning writer of both plays and fiction. Glaspell came from humble beginnings and went on to study at Drake University and the University of Chicago. Much of Glaspell s work dealt with the relationships between men and women and the negative effects they have on women. In Glaspell s play Trifles, it is revealed that the operations of patriarchy are just an illusion that men have created to make themselves feel superior to w omen

Militarism Free Essays

Introduction Militarism is a policy where a country finds it necessary to have a strong army or defense system in preparation for war. Covert activities are activities which a countries government gets involved in but would like to keep a secret. John Friedman, (2005) Body After the bomb, America greatly glorified militarism because they began to realize that they had a great number of enemies who were willing to do anything to finish her off in terms of war. We will write a custom essay sample on Militarism or any similar topic only for you Order Now The realization that with their current military power at the time their enemies were still able to get to them simply meant that they had to glorify militarism if they were to be assured of a future. John Friedman, (2005) The extent of militarism in our country is so great as evident from the budget allocations of the government of America which give defense such a big consideration. In fact the military of the USA was according to one writer considered to have the strength of the 7 countries ranked behind it combined. The country has the best air defense military in the world. America has also invested greatly in science whereby they sponsor companies to come up with new scientific inventions that make their military even more invincible. The bomb was like an awakening. America also became aggressive military wise as they prepared to take on Iraq in war and even North Korea at the slightest hint of defiance towards anti nuclear weapons. John Friedman, (2005) The issue of militarism should be of concern to all Americans because it means that the country continue to create enemies whom it might not be able to control. As America builds its army, more and more people feel threatened and thus feel provoked even with the slightest suggestion by the American government to any government. In terms of global expansionism, America was able to use its superior military to conquer new grounds for which it could grow its economy as these grounds provided market. Nuclear weapons became a threat after the bomb. Alexander Cockburn, (1999). The main question here being that if our enemies posses these kind of weapons, how can we be assured of safety if they have already shown their willingness to use anything to finish them off. Hence America fought hard to keep the manufacture of these weapons to a minimum. John Friedman, (2005)This campaign was very sincere to the extent that they said Iraq was making nuclear weapons as an excuse for them to invade Iraq. Alexander Cockburn, (1999) America also began to engage in covert activities as they tried their best to look diplomatic while still engaging in their â€Å"war on terror†. This was a necessary action as they did not want to create more enemies with other threats still pending or rather having not been dealt with. America engaged so deeply in this activity that to this day there are still conspiracies that are still not clear as to whether they were of this government. John Friedman, (2005). For example the 911 attacks on the World Trade Center. Some say it was a government conspiracy so as to get a go ahead with their war on Iraq and the war on terror. This was because the rest of the world did not support the Americans’ intentions. Hence the argument that by attacking themselves and blaming it on their enemies, they were able to get their way. One of the most clear covert activities that the United States of America engaged in was that of toppling the government of Iraq and creating a new government that will work by its demands. The USA toppled the governance of Saddam Hussein in Iraq with a claim that the country was harboring Al-Qaeda militia that was perceived to be a threat to the USA. Currently the countries army is trained and maintained by the USA. John Friedman, (2005), Rumors were also widely spread that the Iraqi president Sadam Hussein was planning to have the country working on nuclear energy. In fact, the raid on Iraq may have been mainly centered on this fact. After the raid on Iraq, no nuclear activity was ever found to have taken place in Iraq hence they had to find other excuses as to why they raided the country which included the harboring of the dreaded Al-Qaeda groups that mainly dealt with planning terrorism. This also translates to covert action on the part of USA. John Friedman, (2005) Global expansionism and militarism have played a key role in post- war America in that after a war the countries economy begins to fall sharply. By global expansionism and militarism the country is able to expand the market for its products and in the process creates trade conditions for competing countries. A good case would be the dominance of American products in the African countries where countries are given conditions for loans and protection. In the process global sanctions are created that limit upcoming economies e.g. North Korea, China, India etc. This creates a topic of great concern because with this sanctions, defiance arises e.g. in North Korea, and the result is creation of missiles and nuclear weaponry. This poses a great threat to the people of USA security-wise. Alexander Cockburn, (1999) The CIA has been tactfully used to cause the subversion of political powers. Some examples include: CIA covert activities on Iran, Cuba and Chile include things like information war. It’s better described as a propaganda mission. Iran is mainly being targeted with pro-democracy messages with the hope that the people will at some point create an upraise against the current system of governance so as to get democracy working for them too. In the process the very people America is fighting against will be eliminated without much struggle i.e. by their own hands. Alexander Cockburn, (1999), In other countries the CIA has secretly involved itself with funding organizations such that these organizations slowly form rebellions against their government. These may include political parties, trade unions and business associations, youth and student organizations, groups e.g. women’s groups, civic organizations, religious communities, professional, intellectual and cultural societies, etc. Such rebellions are very handy in toppling governments, dividing and weakening countries. Although they have never quite succeeded in overturning the Fidel Castro regime in Cuba, this has always been their long standing aim. Alexander Cockburn, (1999) Conclusion The American government greatly upholds Militarism as the country has many enemies arising from its policies. It also engages in covert activities to be able to exert its influence on other countries of interest because if this were to come out clearly then it would loose the support of the United Nations and would become a public enemy. William Blum, (1995). References William Blum, (1995), Killing Hope, published by Common Courage Press John Friedman, (2005), The secret histories, published by Picador USA Alexander Cockburn, (1999), Whiteout, published by Verso; New Ed edition How to cite Militarism, Essay examples

Diversity and Nursing Education

Question: Analyzed key components, including: What the word diversity means within an educational context Primary and secondary diversities Three diversity identifiers How various nursing accrediting bodies represent diversity The difference between diversity and culture Multicultural education and how it relates to diversity Why diversity amongst nurses and nurse educators is important Why understanding learner diversity and styles is important in nursing curriculum. Answer: What is Diversity? Diversity can define many things. The diversity meaning is diverse based on different opinions. However, diversity in the context of education was first recognized as intergroup relations movement in the United States at mid-twentieth century. The term diversity can be recognized as "otherness." This "otherness" is present in almost every context of human life (Erwin et al., 2010). The humanity is itself recognized as diverse as the human nature differs from each other. The same concept goes for education. Education is a vast field and types education varies depend on the different cultures. To understand the diversity, it is first important to have a profound knowledge about Primary and secondary diversity. Primary and Secondary diversity There are two dimensions of diversity. The primary diversity dimension may include physical abilities, ethnicity, age, sexual orientation and race. On the other hand, the secondary diversity, which is another dimension, includes those factors that may be variable. The secondary dimensions may be variable or can be easily changed but are not limited to several contexts such as geographic location, religious beliefs, parental status, educational background marital status, income, military experience and work experience (Kinbanian Stomph, 2010). There are four stages of diversity development such as reactive, proactive, redefining and transformed. It is found that the primary types of diversity cannot be changed while the secondary types of diversities are variable. The fluctuation of secondary types of diversity is dependent on the experiences gathered by a human in a lifetime (Stahl et al., 2010). These life experiences are significant as the uniqueness of a person is dependent on their experiences, which were gathered throughout their lifetime. In the medical field when the nurses enhance their experience and gather more knowledge- it enhance the experience and diversity of the medical field. Diversity identifiers The diversity indicates the differences of identity, which can have a direct impact on the social experiences. In turn, this social experience includes access to the resources as well as the status of a person. Diversity is considered as contextual and social (Alegria et al., 2010). The diversity includes normative and majority identities. The diversity identifiers are age, ethnicity, ability, religion, gender, Socio economic status and race. Among all these diversity identifiers, there are three main identifiers such as ethnicity, gender, and religion. From the research, it is found that the diversity is built up based on the previously mentioned identifiers and showed their impact in the different context of society. How diversity differ from culture? In most of the social context, it is found that the diversity and culture are overlapped with other; therefore, it become difficult to make the difference between culture and diversity. The fact is "culture" represents characteristics of a society by means of different incidents. On the other hand, the term "diversity" emphasized differences between individuals. Diversity is aimed to discover the differences between the individuals who belong to the same culture or same place by means of their contrasting features (Enquist et al., 2011). Unlike diversity, culture cannot be considered as a biological matter. A city or country could be mono-cultural or multicultural, but the people who live in the country or the city must possess a vast range of diversity. In the research, it is found that culture is very dynamic as it is always modifying and changing its course from one to another. However, it is not easy to measure whether the diversity is changing or not as diversity is a vast field and varies depending on the individuals characteristics. On the other hand, it is found that the researchers defined culture as a complex thing, which is achieved by a human as a part of their membership in the society and may include belief, knowledge, custom, morals, law and art. Multicultural education and diversity Multicultural education is known as a set of strategies, which is taken by the U.S government to offer assistance the teachers while responding to the various issues developed by the "rapidly changing demographic" of the students. The multicultural education system is helpful to provide knowledge to the students about contributions and existence of diverse groups, cultures, and histories (Stahl et al., 2010). It is easy to assume that the U.S is going to develop cultural pluralism in future. Therefore, the multicultural environment in a classroom is very significant in order to promote critical thinking as well as decision making while the U.S society moves towards the cultural pluralism. The multicultural teaching includes the ethnic diversity, celebrations, cultural and educational gaps. It is found that every culture is unique and has their rules. Therefore, it is difficult to cross the barriers and treat person same who belongs to the different cultural background. However, the proper implementation of multicultural education may be proved as beneficial to reduce the barrier and treat individual same. Nursing education and diversity- how is the bonding. The nursing profession is a noble one as it offers services to the humanity without differentiating between individual persons. The nurses have an opportunity to optimize their experimental learning about the underlying principle to serve health care, which is culturally appropriate and patient-centered. In the nursing profession, the nurses have to deal with their culture, the culture of the patients and most of all diversity. Therefore, it is important for a nurse to have a profound knowledge about the different ethnic groups, culture, and races so that they can provide quality care to the patients using a professional "culture of medicine" (Kinbanian Stomph, 2010). On the other hand, it is found that there is an existence of health disparities at the national, regional, state as well as in global levels. The health disparities mean the differences in health services provided to the people based on their education, social class, language, age, gender, race, geographical location and sexual orientation. To eliminate the health disparities, it is important that the nurses and the caregivers should learn about the diversities and cultural differences but provide same quality care to all types of patients. It is found that AAMC took the challenges to eliminating health disparities from the medical history of the 21st century. References Alegria, M., Atkins, M., Farmer, E., Slaton, E., Stelk, W. (2010). One size does not fit all: Taking diversity, culture and context seriously.Administration and Policy in Mental Health and Mental Health Services Research,37(1-2), 48-60. Enquist, M., Ghirlanda, S., Eriksson, K. (2011). Modelling the evolution and diversity of cumulative culture.Philosophical Transactions of the Royal Society B: Biological Sciences,366(1563), 412-423. Erwin, D. O., Trevio, M., Saad-Harfouche, F. G., Rodriguez, E. M., Gage, E., Jandorf, L. (2010). Contextualizing diversity and culture within cancer control interventions for Latinas: changing interventions, not cultures.Social science medicine,71(4), 693-701. Kinbanian, A., Stomph, M. (2010). Diversity matters: guiding principles on diversity and culture: A challenge for occupational therapist working in practice, education or research and for WFOT member organisations.World Federation of Occupational Therapists Bulletin,61(1), 5-13. Stahl, G. K., Maznevski, M. L., Voigt, A., Jonsen, K. (2010). Unraveling the effects of cultural diversity in teams: A meta-analysis of research on multicultural work groups.Journal of international business studies,41(4), 690-709.

Criminal justice

Free Essays on Vincent Price Gallery

Vincent Price Gallery As I am the one who loves the arts, I went to the Vincent Price Gallery. Actually, when I just passed by and saw the sign that said â€Å"To the Gallery†, I was automatically brought by my feet there. As soon as I set my feet on the porch, it attracted me a lot. It was really amazing. It is decorated by white color and used a lot of lights. White color makes it bright and more attractive. Its professionally equipped and maintained facilities are really good. Therefore, it looks like a recently decorated even though it was founded in 1951. The pictures are placed in order. I saw a lot of oil pictures and photograph there. They all attracted me a lot because there are many different style and varsities of interesting such as pictures and photographs. Later, I became to know that all the pictures in the Vincent Price Gallery have been donated by Vincent Price and numerous other contributors. All the art collectors must have a psyche of living in a home surrounded by beauty. In the gallery, I looked all the pieces with great interest. In there, I had a great interest in â€Å"Frankenstein At The Wheel†. It is only a silver gelatin photograph that is presented by Philippe Halsman. Even though it was just a photograph, it had a lot of interest and surprise because one gentleman was driving speedily without looking forwards. At one glance, I was really scary by it because the gentleman in the picture has two faces. One is at the back and it looks like turning backwards. The other is appeared at the front mirror. As I looked at it thoroughly, I found out the face at the back looks like the mask and the face in the mirror is his actual face. The presentation by the photographer successfully gave life to the photograph. I am sure that every one who looked at the photograph was felt the same feeling like me. In the gallery, all the pictures made me have interesting a lot. But the photograph I mentio... Free Essays on Vincent Price Gallery Free Essays on Vincent Price Gallery Vincent Price Gallery As I am the one who loves the arts, I went to the Vincent Price Gallery. Actually, when I just passed by and saw the sign that said â€Å"To the Gallery†, I was automatically brought by my feet there. As soon as I set my feet on the porch, it attracted me a lot. It was really amazing. It is decorated by white color and used a lot of lights. White color makes it bright and more attractive. Its professionally equipped and maintained facilities are really good. Therefore, it looks like a recently decorated even though it was founded in 1951. The pictures are placed in order. I saw a lot of oil pictures and photograph there. They all attracted me a lot because there are many different style and varsities of interesting such as pictures and photographs. Later, I became to know that all the pictures in the Vincent Price Gallery have been donated by Vincent Price and numerous other contributors. All the art collectors must have a psyche of living in a home surrounded by beauty. In the gallery, I looked all the pieces with great interest. In there, I had a great interest in â€Å"Frankenstein At The Wheel†. It is only a silver gelatin photograph that is presented by Philippe Halsman. Even though it was just a photograph, it had a lot of interest and surprise because one gentleman was driving speedily without looking forwards. At one glance, I was really scary by it because the gentleman in the picture has two faces. One is at the back and it looks like turning backwards. The other is appeared at the front mirror. As I looked at it thoroughly, I found out the face at the back looks like the mask and the face in the mirror is his actual face. The presentation by the photographer successfully gave life to the photograph. I am sure that every one who looked at the photograph was felt the same feeling like me. In the gallery, all the pictures made me have interesting a lot. But the photograph I mentio...

Prosecution and Offense Issues Essay Example | Topics and Well Written Essays - 500 words

Prosecution and Offense Issues - Essay Example The prosecutor must go beyond at this point since most police often stop at the point of probable cause. In other words, the prosecutor must be diligent enough to find other corroborating witnesses and employ the help of forensic experts in gathering more crime scene evidence to make the case airtight towards a final conviction. Discussion Other necessary legal prosecution preparations include discussing the merits of the case with the witness/es and also try going over the case of the defense so that all involved in the case has a good overview of what might happen and how to counter the arguments of the defense side and then present counter-arguments; witnesses should be adequately prepared by their offense lawyer on possible questions to be asked by the defense lawyer during their cross-examination. All these required work is collectively termed as witness preparation (Ahmed, 2009, p. 25). The good prosecution lawyers are prepared for anything and do not allow themselves to be cau ght in off-guard situations, such as the presentation of a surprise witness or evidence by the defense. An example would be prosecuting a case for homicide. The prosecuting attorney must be certain about a few things, such as the identification of the suspect, the motive, the opportunity to commit the crime and all the additional evidence that will establish the presence of the suspect at the time and location of the crime scene when the crime was committed.

Designing a Cover Book Essay Example | Topics and Well Written Essays - 750 words

Designing a Cover Book - Essay Example Richardson and P. Parnell, with illustrations by H. Cole. It is a book based on the real life of Silo and Roy two Chinstrap penguins, both male, in Central Park Zoo, New York. Their life is followed in the book, which trails their six-year partnership during which they are given an egg to raise (Justin et al 15). While winning numerous awards, it has been mired in many culture wars and censorship debates on adoption, same-sex unions and animal homosexuality. It was announced to be the book most challenged from 2006-2010 by the ALA. The page cover is set against a sky blue backdrop, with a few patches being lighter than the dominant color. This is appealing to the target since this is a reflective and dreamy color. The lighter patches show enlightenment and possibility of further existence, and meaning, underneath the backdrop. At the bottom of the cover are bread remains, as in most zoos where animal lovers throw food at penguins, with the bread being concentrated to the center right , though traces are seen still strewn around the completely lower part of the cover. Standing amidst these breadcrumbs are two Chinstrap penguins of similar size and stature to show similar sex, aligned more to the left of the cover, facing the viewer. Behind them is a chain link fence. Their body covering dark in color, they both spot white miniature bow ties, holding wings and looking down at an egg peeking from under the penguin on the right. Between the peeing egg and the right margin of the cover is the title in purple in purple with gold margins. The penguin on the right points at the egg with his free wing, a look of bewilderment on his face, while the other penguin has his free wing holding his left cheek, a look of pure terror on his face. To the right of the cover, further in the background are two penguins, different in size and stature to show different sex. They are deep in conversation with the larger one apparently jabbing his hand at Roy and Silo. The female however has a look of pure contentment and relief, since two eggs overwhelmed her, and another egg can be seen under her feet. The sky above them is full of faceless doves (Richardson et al 8). The back blurb reads: Silo and Roy, plucked from their ideal and wonderful world, have been thrust into a world that cares not about them, but what they bring to this place they have made them call home. Catapulted into the middle of a world they had never even dreamt of, the zookeepers pounce on their apparent affinity for each other. With no prior experience, they find a new guest thrust on them, memories of their fun day’s just ashes in the wind. As they become the center of attention for a world pre-occupied with feelings, allergic to thought and reflection, every day brings them closer to the truth. Number 3! 2. And Tango Makes Three Book Cover for Retired Armed Forces Men and Women. The page cover will be set against a dark cloudy backdrop, with flashes of lightning and barely visible ra indrops. This should show the turmoil and mistrust at all the attention that must be going through Silo and Roy’s minds. The bottom of the cover shows soggy and splashy ground from all the rain, with both Roy and Silo’s feet barely visible in the mud. Silo and Roy are both of the same size and stature denoting similar sex. Both are pencil drawings in blue with a creamish-colored egg visible beneath one of them. They are both standing in the rain holding hands, smack in the

What were Peron's economical and political polices and why did they Essay

What were Peron's economical and political polices and why did they fail† - Essay Example d economic steps taken by the Peron’s government and there is a so called de-peronizing process in the country to reverse the damage done by the regime. There were major issues involved on the social, political as well economical scale which are considered as failed steps taken by the regime. This essay will look into the reasons behind the failure of economic as well as political policies initiated by Peron during his two regimes and their overall impact on the Argentinean economy and the Latin America as a whole. The structure of this essay will be in such a way that it will first discuss the political history of Argentine just before the era of Juan Peron followed by the Political rise of Peron and then how and what was done on the economic front which made Peron as one of the charming and progressive leaders of Latin America and finally it was explored as to why the Economic as well as Political reforms undertaken by Peron can be considered as failure. In discussing the Political history of the Argentine, we will be focusing on the period of the first half of the 19th century but before the overtaking of Peron of the Argentine government. This period will be analyzed in order to explore the political thought of Peron’s time when finally achieved the throne of Argentine government for the first time in 1946. The Political history of Argentine remained much of a troubled history as it has witnessed much trouble and instability in its political as well as social arena despite having such great potential. It is largely considered that the political problems of the country was much due to its own people rather than inflicting trouble from external forces.(Watkins,1996)1. Historically, Argentine has remained an oligarchy under one party rule. However due to Oligarchy, there was a widespread opposition to the rule too as it was perceived that the Oligarch was pursuing their own class interests therefore there was a growing dissent within the middle class

Role of Job Satisfaction on Employee Behavior

Role of Job Satisfaction on Employee Behavior In todays complex work environment maintaining satisfied employees that will continue to serve an organization is the ultimate goal of any human resource department of a company. Job satisfaction is the most frequently studied variable in organizational behavior research (Spector, 1997). It has been considered in a variety of ways, and is defined differently in various studies. Thus in order to understand and appreciate the role of job satisfaction on employee behavior this study has been undertaken. The researcher has introduced the concepts of Attitude and Behavior and then moved further into explaining the three main components of major Job Attitude which consists of Job Involvement, Organization Commitment and Job Satisfaction. The Dimensions, Antecedents and Measures of Job Satisfaction have also been touched upon in detail. The researcher has also gathered information on various motivation theories that are applied in organizations by the managers There is enough discussion on the impact of Job Satisfaction and Dissatisfaction on employee behaviors which in turn affects the workings and performance of an organization. To conclude with the researcher has discussed job satisfactions necessity for an employee since it not only affects his/her work life but also his personal life. It is very important for organizations to identify the determinants of job satisfaction in an effort to optimize the productivity of their employees and avoid the costs of employee turnover. Restructuring of activities and jobs in organizations and the human resources to suit the specific demands and needs of such structures is of vital importance to both the employees and managers. The viewpoint of many managers and employees from various articles has been taken into consideration. INTRODUCTION Organization Behavior (OB) is a very important study and application of knowledge about how people as individuals and as groups act within organizations. It studies what people do in an organization and how their behavior affects the organizations performance. It endeavors to identify ways in which people can act more effectively. It is an applied behavioral science that is built on contributions from a number of behavioral disciplines. It provides a useful set of tools at many levels of analysis. For instance it helps managers understand the behavior of individuals working within an organization. It also aids their understanding of the complexities involved in interpersonal relations. People, structure, technology, and the environment in which the organization operates are the key elements in the study of organization behavior (Robbins, Judge and Sanghi, 2008). In todays work environment, organizations focus a lot of their attention towards ensuring job satisfaction for each of their employees. The cost of dissatisfied employees is extremely high for any organization. Satisfied employees are believed to be more productive, perform better and are more likely to perform acts that lead to customer satisfaction. Dissatisfied employees on the other hand, are those that are not satisfied with their working conditions for a variety of reasons and the consequences of having them in an organization are very disastrous in nature (Newstrom and Davis, 1993; George and Jones, 1999; Bennett, 1991). ATTITUDES AND BEHAVIOR Attitudes are the feelings and beliefs that largely influence as to how the employees would perceive their working environment, commit themselves to designated actions and behave as a result. They are evaluative statements in nature which can be either favorable or unfavorable- concerning objects, people or events. They basically reflect as to how an individual feels about something. Attitudes is formed by three main components: cognitive component which talks about the opinion or belief segment of an attitude, affective component stresses on the emotional or the feelings segment of an attitude and finally behavioral component talks about having an intention to behave in a certain way towards some or something. These components, together, help in understanding the complexity and the potential relationship between attitudes and behavior. In organizations, attitudes are important because of their behavioral component. In order to explain the linkage between attitudes and behavior, Leon Festinger proposed the theory of Cognitive Dissonance in the late 1950s. This theory refers to any incompatibility that an individual might perceive between two or more attitudes or between behavior and attitudes. Recent researches have confirmed to Festingers belief by evidencing that attitudes significantly predict future behavior and also that relationships between employees and the organization can be heightened by taking into concern moderating variables. Important Attitudes that reflect fundamental values, self interest, or identification with individuals or other groups that a person values are considered to be very important in nature. Attitudes that the individuals consider important tend to show a stronger relationship to behavior. The link between the two is even stronger when the attitude and the behavior are very specific in nature. For instance asking an employee about their intention to stay with the concerned organization for the next few months is going to help in predicting the turnover for that person as compared to if they were asked about how satisfied they were with their pay. Attitudes that are easily thought of or are often showed by an employee play a key role in predi cting behavior than those attitudes that are not easily accessible in the memory. Variances between attitudes and behavior are quite likely to occur when social structures stress people to behave in certain ways. This tends to qualify behavior in organizations. Also the attitude-behavior relationship is likely to be much stronger if an attitude refers to something with which the individual has direct personal experience. Attitudes are usually used to evaluate and understand after an action has taken place instead of using it before so as to guide an action. Organization Behavior concentrates on only a limited number of work-related attitudes even though a person could have an unlimited number of attitudes. Either may it be positive or negative evaluations that an employee carries about his/her work environment are captured by these work related attitudes. Job Satisfaction, Job Involvement and Organizational Commitment are the three main attitudes that have been studied by a lot of scholars and researchers. MAJOR JOB ATTITUDES JOB INVOLVEMENT JOB SATISFACTION ORGANIZATIONAL COMMITMENT JOB INVOLVEMENT Job involvement helps in measuring the level to which people psychologically relate themselves with their job and conceive their self worth with the perceived level of performance. It has been evidenced that employees who are highly involved with their jobs strongly identify themselves with their work and value its worth in their life. Because of their attachment with their work they highly engross themselves in their jobs, invest valuable time and energy in them and view work as a fundamental part of their overall lives. Higher level of job involvement and psychological empowerment leads to higher to organizational citizenship and job performance by the individual. Holding meaningful jobs and performing them well are important to their own self image which helps to explain the traumatic effects of job loss on their esteem needs. People involved in their jobs participate in following the code of work ethics of their workplace; exhibit high growth needs, and also enjoy their involveme nt in making decisions. Thus, job involvement also helps in lowering the absenteeism rate and turnover rates. Also a managers high involvement in the job leads to higher job satisfaction of his employees thus making it an important factor for an organizations effectiveness in a highly competitive environment. ORGANIZATIONAL COMMITMENT Organizational Commitment is usually defined as the strength of ones identification and involvement with their respective organization (Mowday et al., 1979) as cited by Silva. P (2006). Its the state when an employee identifies himself/herself with a particular organization and its goals and sees he/she working with that organization in the future also. It is a way by which an employees willingness to remain as a member of that organization for the future also is evaluated. It often reflects the employees belief in the mission and goals of the firm, willingness to put in effort in their accomplishment and intentions to continue working there. Under the case of high job involvement an employee identifies with ones specific job, while under high organizational commitment an employee identifies with ones employing organization. It has been identified that a positive relationship exists between organizational commitment and job productivity. Employees who are organizationally committed u sually have low absenteeism rate, low turnover rates and also have a willingness to adhere their concerned companys policies. JOB SATISFACTION Take away my people, but leave my factories, and soon grass will grow on the factory floors. Take away my factories, but leave my people, and soon we will have a new and better factory Andrew Carnegie (as quoted by Brown, 1996) Job satisfaction, in the words of Ivancevich and Matteson, 1990, is an attitude that individuals carry about their jobs. It results from their perception of their jobs. Various aspects of a job such as pay, promotion opportunities and co-workers plays a role in forming the base of job satisfaction. Also factors such as of the work environment such as the supervisors style, policies and procedures etc. affect a persons level of job satisfaction. It details other determinants of job satisfaction such as promotion, co-workers, managerial styles and policies/procedures. Job Satisfaction is a set of favorable or unfavorable feelings and emotions with which employees perceive their work. Job satisfaction is an affective attitude- a feeling of relative likes or dislikes. It can be viewed as an overall attitude or it can apply to the various parts of an individuals job. Job satisfaction is related to the positive feeling an employee perceives about ones job resulting from an evaluation of its characteristics. Jobs require interaction with coworkers and bosses, following organizational rules and policies, meeting performance standards, living with working conditions. It has been identified that a positive relationship exists between a persons job satisfaction level and holding of positive feelings about the same concerned job whereas a person dissatisfied with his job carries negative feelings about the job and organization. Every organization works towards having satisfied employees. There are multiple reasons for the same such as increased employee performance as pointed out by George and Jones (1999), higher motivation levels as found by Bennett (1991) and longevity in tenure with the organization as stated by Robbins (1996). All of the above are essential for any organization especially in case of the hospitality industry where employee performan ce, high levels of motivation and saving costs incurred in replacing employees are vital. Dimensions of Job Satisfaction Job Satisfaction is a complex concept and not easy to measure at the same time. Job satisfaction is different from motivation. It is more of an attitude, an internal state. It could, for example, be associated with a personal feeling of achievement, either quantitative or qualitative whereas motivation is more of a process which may lead to job satisfaction as a result. It is not clear whether job satisfaction consists of a single dimension or a number of separate dimensions. But there surely seems to be a positive correlation between satisfaction and different areas of work. But some workers may be satisfied with certain aspects of their work and dissatisfied with other aspects. Level of job satisfaction gets affected by a wide range of variables related to individual, social, cultural, organizational and environmental factors. These factors all influence job satisfaction of individuals in a given set of circumstances, but not necessarily in others (Mullins. L, 2001). It is important that managers know the tremendous discrepancies that seemed to exist in the past between what they thought workers wanted from their jobs and what workers said they actually wanted. It is also important that they realize what effect an economic or other change has on these priorities. One may generalize at this point that individuals act on the basis of their perceptions or interpretation and not on the basis of reality itself. One of the main reasons behind understanding the study of behavioral sciences is that they help in getting our perceptions to realism. Therefore, by bringing their perceptions closer and closer to reality- what their people really want- managers can often increase their effectiveness in working with employees. Managers just cannot make and act on their own self made assumptions. They have to know and understand the factors that motivate their employees (Hersey. P and Blanchard. K, 1992). ANTECEDENTS OF JOB SATISFACTION A lot of researchers and scholars have carried out studies to determine and understand the variables and factors affecting an employees job satisfaction. A wide range of individual, social, organizational and cultural variables have been identified as factors affecting an employees level of job satisfaction. These factors affecting an employees job satisfaction can be divided into internal and external factors. Internal factors usually refer to the factors that can affect the employees job satisfaction within the organization and are always focused around the environment of the organization, working conditions, relation with other members in the organization, benefits that employees receive as outcomes to their work and many other factors. Factors outside the organization like employees family/social life, the identity and image of the organization in the outside market are categorized under external factors affecting an employees level of job satisfaction. It is not important that the employees may be satisfied with their job but may not have the same feelings about all the aspects of their job (Spector, 1997). George and Jones (1999) found that there are four main factors that affect the level of job satisfaction namely, personality, values, the work situation and social influences. These can also be broadly grouped as non work and work related determinants of job satisfaction. Determinants of Job Satisfaction Source: www.google.com Five main components of job satisfaction, that is, work, supervision, coworkers, pay and promotion play a very key role in affecting an employees job satisfaction levels. Personal factors such as age, health, length of job experience, emotional stability, social status, leisure activities, and family and other social relationships also play a certain role in influencing job satisfaction. Even role ambiguity and role conflict are considered to be vital in influencing an employees job satisfaction. An employers behavior at the workplace in many ways can also to some extent affect an employees job satisfaction. Outcomes such as organizational commitment or intention to leave are some of the end results that come into being because of these factors. Personality also plays an influential role in forming as an antecedent of job satisfaction since it is subjective to individual experience and expectations (Judge, Heller Mount, 2002). An employees personality traits can influence satisfaction or dissatisfaction at work. Employees with Type A personalities are usually more aggressive in nature. They believe in setting high standards for themselves and therefore are more prone to job dissatisfaction. Whereas employees who are quite relaxed in their attitude fall under the category of Type B personalities. Their personality shows its effect on their attitude towards work in a very relaxed way. People who find themselves in jobs which fit according to their attitudes and personalities stay more satisfied and committed to their work. The characteristic of the job also influences ones attitude towards it which may include the aesthetics of that workplace. Financial Rewards are viewed as satisfactory only when it is equitable and is in li ne with the expectations of the workers (Khandewal. V, 2008). The use of sound selection methods and having a good match between employee and jobs can ensure right person for the right job which in turn would help in enhancing job satisfaction. Job satisfaction factors for employees keep changing over time. Thus it is the responsibility of the managers and the employers to keep in pace with their changing needs and demands so that they remain committed to the organization. MEASURES OF JOB SATISFACTION To evaluate an employees satisfaction or dissatisfaction at work is a complex process which consists of assessing a number of discrete job elements. One of the popular methods to evaluate the attitudes of employees is by the use of attitude surveys. It helps in drawing out responses from employees through questionnaires as to their feelings about their jobs, work groups, supervisors and the organization. Managers are provided with valuable feedback on how employees perceive their working conditions by using attitude surveys on a regular basis. It helps in revising an organizations policies and procedures so that they work in favor of the employees. In research literature, the two most extensively validated employee attitude survey measures used are the Job Descriptive Index (JDI) which questionnaire widely used to capture job satisfaction data that was created by Smith, Kendall Hulin (1969). It measures ones satisfaction in five facets: pay, promotions and promotion opportunities, coworkers, supervision and the work itself. JDI is a very reliable method. Some more job satisfaction questionnaires include Minnesota Satisfaction Questionnaire (MSQ) created by Weiss, Dawis, England Lofquist (1967), the Job Satisfaction Survey (JSS) And the Faces Scale. The MSQ method has the advantage of skillfulness. All of these measures have led to greater scientific understanding of employee attitudes and it has proven to be very successful for many practioners and researchers (www.wikipedia.org) Many organizations often wish to obtain a more detailed assessment of employee attitudes in order to ensure employee satisfaction as an end result. It is very important to analyze and interpret effectively the data obtained from these employee attitude surveys in order to understand the results and in turn take appropriate actions to improve employee attitudes and job satisfaction. Employee surveys used effectively can act as catalysts for improving employee attitudes and producing organizational change. Survey feedback and action help support and drive organizational change (Ulrich, Brockbank, Yeung, Lake, 1995). IMPACT OF JOB SATISFACTION AND DISSATISFACTION ON EMPLOYEE BEHAVIOR When employees are dissatisfied with their jobs, lack job involvement and are low in their commitment to the organization, a wide variety of consequences follows in. Dissatisfied employees may engage in psychological withdrawal, physical withdrawal or even acts of aggression and retaliation for presumed wrongs. Many researchers and authors like Davis Newstrom (1989), Lawler (1977), Porter Steers (1977), Newcomb, Betts Cano (1987) have attributed job turnover, absenteeism and job burnout to a lack of job satisfaction. Satisfied employees may provide acts of consumer service beyond the call of duty, have sparkling work records, and actively pursue excellence in all areas of their jobs. Some specific outcomes of job satisfaction and dissatisfaction in a workplace are explained as under: Job Satisfaction and Job Performance The relationship between Job satisfaction and Job performance is one of the most researched topic by many scholars (Judge, Thoresen, Bono, and Patton, 2001). According to Landy (1989) their relationship in the field of Industrial psychology was described as the Holy Grail. The satisfaction-performance relationship is more complex that the simple path of satisfaction leads to performance. Thus it is wrong to assume that high satisfaction always leads to high employee performance. Satisfied workers actually may be high, average or even low producers will tend to continue the level of performance that brought them satisfaction before also. The study of the relationship between job satisfaction and job performance has a very controversial history. In 1930s the Hawthorne studies conducted helped the researchers in becoming aware of the effects of employee attitudes on their work performance. According to Newstrom and Davis (1993), one way to view this dimension is in believing the relationship that high performance contributes to high job satisfaction. This sequence states that better performance typically leads to higher economic, sociological and psychological rewards. If these rewards are seen in a fair light then the overall employee satisfaction improves. On the other hand if these rewards are seen inadequate for ones level of performance then dissatisfaction tends to arise. It is important for managers to devote its efforts to aid its employee performance, which will likely produce satisfaction as a by product. In 2001, Judge et al identified seven different models that can be best used to describe the job satisfaction and job performance relationship. Some of these models view the relationship between job satisfaction and job performance to be unidirectional which states that either job satisfaction causes job performance or vice versa. Job Satisfaction and Organizational Citizenship Behavior (OCB) Job satisfaction is considered to be a major determinant of an employees organizational citizenship behavior (OCB). A modest relationship exists between job satisfaction and OCB. Satisfied employees seem more likely to talk positively about the organization, help others, and go beyond the normal expectations in their job. They are also very likely to go beyond the formal requirements of the job just in order to reciprocate their positive experiences. They voluntarily engage in behaviors that work in favor of the organization. Job Satisfaction and Customer Satisfaction Customer satisfaction is a very important requirement for many firms. Their performance gets marked by keeping their customers satisfied and happy. Employees of service based organizations often interact with their customers, thus the satisfaction of these employees is very important in order to keep the customers loyalty to the concerned organization. Satisfied employees increase customer satisfaction and loyalty. Service organizations know that satisfied and loyal customers are highly dependent on how frontline employees deal with their customers. Satisfied employees are more likely to be friendly, upbeat and responsive in nature which the customers appreciate. Since satisfied employees have high retention rate, customers are more likely to encounter familiar faces and receive experienced service. All these qualities build customer satisfaction and loyalty. The dissatisfied customers can increase an employees job dissatisfaction in a similar fashion. Many service based companies like, FedEx, Southwest Airlines, Four Seasons Hotels are American Express very customer oriented companies who go out of their way in order to please their customers. In order to provide that great impeccable service to their customers they focus on building employee satisfaction- recognizing that employee satisfaction will go a long way towards contributing to their goal of having happy customers. These firms seek to hire upbeat and friendly employees, train the employees in the importance of customer service, reward customer service, provide positive work climates and track employee satisfaction on a regular basis through various attitude surveys. Job Satisfaction and Absenteeism/Tardiness A consistent negative relationship exists between satisfaction and absenteeism. Dissatisfied employees are more likely to be absent at their work, other factors have an impact on the relationship and reduce the correlation coefficient. Employees who have less job satisfaction tend to be absent more often. But this connection is not sharp for a couple of reasons. Some absences are caused by legitimate medical reasons and therefore a satisfied employee may have a valid absence at times. Tardiness is another way by which employees may exhibit their dissatisfaction with job conditions. A tardy employee is one who arrives late at work. Tardiness is a type of short period absenteeism ranging froma few minutes to several hours for each event, and it is another way by which employees withdraw from active involvement in the organization. This may impede the timely completion of work and disrupt productive relationships with coworkers. Job Satisfaction and Turnover Satisfaction is also negatively related to turnover, but the correlation is way stronger than that in the case of job satisfaction and absenteeism. Yet there are various factors such as labor-market conditions, expectations about alternative job opportunities, and length of tenure with the organization are important constraints on the actual decision to leave ones current job for some other work. Evidence indicates that an important moderator of the satisfaction-turnover relationship is the employees level of performance i. e, it is said that level of satisfaction is less important in predicting turnover for superior employees as compared to the poor performers. But studies suggest that job satisfaction should be more important in influencing poor performers to stay than the superior performers because regardless of level of satisfaction, the high performers are likely to remain with the organization only on account of receipt of recognition, praise and other rewards. Job Satisfaction and Withdrawal Behaviors Numerous studies have shown and proven that dissatisfied employees are more likely to quit their jobs or be absent than satisfied employees (eg. Hackett Guion, 1985; Hulin, Roznowski Hachiya, 1985; Kohler Mathieu, 1993). Job satisfaction shows correlations with turnover and absenteeism. It also appears to be related to other withdrawal behaviors like lateness, unionization, grievances, drug abuse, theft or decision to retire. Using different methods that statistically measure the financial impact of employee attitudes on organizations, practioners can reveal costs of low job satisfaction and the value of improved employee attitudes on such outcomes as absenteeism and retention (Saari Judge, 2004). Job Satisfaction and Workplace Deviance Job dissatisfaction predicts a lot of specific behavior, including unionization attempts, substance abuse, stealing at work, undue socialization and tardiness. Researchers say that these behaviors are indicators of a broader syndrome that is usually termed as deviant behavior in the workplace. If the employees do not like their work environment then they world respond in some way which could either be in favor or not in favor of the organization. If the employers want to control the undesirable consequences of job dissatisfaction, they have to attack the source of the problem i. e. the dissatisfaction rather than trying to control the different responses. Source: An overall model of the Job Dissatisfaction-Job Withdrawal Process www.geocities.com The consequences of job dissatisfaction are very long term in nature. Mowday (1984) suggested that the negative effects of job turnover on organizations may include increased costs in recruiting, selecting and training new employees, demoralization of remaining employees, negative public image of the organization, disruption of day-to-day activities and decreased organizational opportunities to pursue future growth strategies. Thus it is important to have a thorough understanding of the factors that lead to job satisfaction and dissatisfaction so that it would help in putting a stop on the negative consequences associated with job dissatisfaction (Davis Newstrom, 1989; Mowday, 1984 and Berm, 1989). MOTIVATION THEORIES It has been evidenced to consider Job satisfaction as one aspect of life satisfaction because what a person does on the job reflects while he is off the job. A persons job satisfaction can actually impact his life, a person works to earn a living and therefore his entire personal and professional life depends upon his job therefore a single factor leading to dissatisfaction can cause a great deal of damage to his overall life satisfaction and vice versa (Davis and Newstrom, 1989). Similarly, it is important for managers to monitor the employees attitudes towards their life along with their attitude towards their job and also work environment. Motivating employees so that they work more productively and efficiently is one of the crucial problems facing todays organizations. This in turn helps in increasing their feelings of satisfaction, involvement and commitment. Two Factor Theory (Motivator-Hygiene Theory) The two factor theory, also called as motivation-hygiene theory proposed by psychologist Federick Herzberg was used in order to understand the factors affecting peoples attitudes about their work. This theory states that satisfaction and dissatisfaction are driven by different factors that are intrinsic and extrinsic factors. Intrinsic factors which are also known as satisfiers are related to job content (work itself). It also includes achievement, recognition, work itself and responsibility. It is stated that motivation can be seen as an inner force that drives individuals to attain personal and organizational goals (Hoskinson, Porter Wrench). These motivating factors those aspects of the job that make people want to perform, and provide people with satisfaction. While the extrinsic factors which also know as the hygiene factors are related to the job context (work environment). It involves company policy, administration, supervision, salary, interpersonal relations and working con ditions. According to this theory, the factors leading to job satisfaction are separate and distinct from those that lead to job dissatisfaction. The opposite of job dissatisfaction is, no job dissatisfaction but instead: not satisfaction (Herzberg et al, 1959). Job Characteristics Model (JCM) The Job Characteristics Model was proposed by Hackman Oldham which is widely used in many organizations to study how particular job characteristics impact the job outcomes, including job satisfaction. The model states that there are five core job characteristics (skill variety, task identity, task significance, autonomy and feedback) which impacts three critical psychological states (experienced meaningfulness, experienced responsibility for outcomes and knowledge of the actual results) which in turn influences the work outcomes of the employees (which covers aspects like job satisfaction, absenteeism, work motivation etc). These five core job characteristics can be combined to form a motivating potential score for a job which can be used as an index of how likely a job is going to affect an employees attitudes and behaviors. Attitudes are generally acquired over a long period of time. Similarly, job satisfaction or dissatisfaction emerges as an employee gains more and more information about the workplace. Nevertheless, job satisfaction is dynamic, since it can decline even more quickly than it dev

Mohandas Gandhi`s Use of Nonviolent Methods to Achieve Independence Ess

The mission of Gandhi’s life was to help the people of India free themselves from British rule. Many people have struggled for independence. They have fought bloody battles or used terrorism in an attempt to achieve their goals. Gandhi’s revolution was different. He succeeded as an independence leader with the use of nonviolent methods. The young Mohandas Gandhi did not seem as a boy that would become a great leader. He changed as he studied in Britain and practiced in South Africa. He fought for the rights of Indians in both South Africa and India. Gandhi believed that all people in the world are brothers and sisters. He didn’t hate the English. Actually, he saw a lot that was good about them. His nonviolent means of revolution was referred to as satyagraha, which is a combination of two Sanskrit words, satya, meaning truth and love, plus agraha, meaning firmness. Many people were influenced by satyagraha. Mohandas Gandhi was born into a Hindu family of the Vaisya caste. This was the third ranking caste in the class structure of Hinduism. This class was for farmers and merchants. The whole system was so complex that in Gandhi’s lifetime it had begun to disintegrate. Gandhi’s father and grandfather were not farmers or merchants. They were prime ministers of the tiny principality of Porbandar in Gujarat. Mohandas was extremely shy. He rushed to and from school, too nervous to talk to any of his classmates. Then a pretty and strong-willed girl was married to him by an arranged marriage at the age of 13. Her name was Kasturbai. A marriage at this age was typical in Hindu custom. He was a strict husband and kept control over actions. Kasturbai disliked this. They didn’t spend more than the first five years of their marriage together, since it was typical for the girl to visit her family. At this point in his life, he was very depressed. He was little and suffered fears that didn’t bother his wife. An athletic and older boy who was Muslim fascinated him. He told Mohandas to eat meat if he wanted to become bigger and stronger. He said the Indians were weak and small people, because they didn’t eat meat, and this is why the British, who did, had the strength to rule over them. This was against his religion, but he tried anyway. He ate the meat in secrecy, but after a few meals he stopped. He didn’t like the taste of meat and fe... ...ndence. He demonstrated the value of love and humanity. He never hated anyone and never wanted to harm his enemy. Gandhi sacrificed his family life and personal possessions for what he thought was right. His mission started when he was insulted and decided to take a stand against it. He didn’t start out as a leader but developed into one throughout his years in South Africa. His goal in India was to gain independence for India. Even after the independence of India he sought to resolve the religious conflicts that existed between the Muslims and the Hindus. He was dedicated to serving people. Gandhi succeeded as an independence leader with the use of nonviolent methods. Satyagraha proved to be a technique that required courage, patience and life. When done properly the results were positive. This figure in world history will never be forgotten, but admired for years to come. Bibliography Nigel, Hunter. Gandhi. New York: The Bookwright Press. 1987 Schlesinger, Arthur. Gandhi. New York: Chelsea House Publishers. 1985 Severance, John. Gandhi; Great Soul. New York: Clarion Books. 1997 Sherrow, Victoria. Mohandas Gandhi. Connecticut: Brookfield. 1994