Gattaca The Movie And Discrimination :: essays research papers

In the movie Gattaca the main character Anton was discriminated against because of his gene makeup. Anton never even had a chance in the society in Gattaca because the potential employees of companies were not tested on their skills or knowledge but on their physical and mental possibilities. The same society also used derogatory terms for people like Anton. Just because his parents decided that he would come into the world naturally instead of through gene therapy or alteration. Terms like â€Å"faith birth'; and â€Å"invalid'; were used against Anton. I think gene therapy has it promises, but when used in the fashion as it was used in the Gattaca I think its progress should be carefully monitored. Right now sheep and other animals are being cloned. Soon primates and Humans could be cloned. I think we should further investigate human cloning for research on the parenting process and other physiological experiments that can only be used now on identical twins separated at birth. T hese experiments when used could be used to gain insight on what our genes determine in our personalities. I also think that the achievement of us humans cloning ourselves would be a great achievement for the entire human race such as it was when we landed on the moon in 1969.   Ã‚  Ã‚  Ã‚  Ã‚  In the movie Gattaca they barely showed the moral consequences of the actions. Anton’s father showed more pride in his brother than Anton, but what about Anton making friends, was he doomed to be a social outcast in friendships also? The second rate swimmer so depressed by being second in a race almost committed suicide, what about him? The movie never revealed how poor nations around the world dealt with eventually becoming a nation of an inferior human race. The movie pretty much shows how Hitler’s plan of creating a perfect human race would be like.   Ã‚  Ã‚  Ã‚  Ã‚  The movie does show some positives though. A longer lifetime full of health was promised to all planned pregnancies.

Jean Rhys Wide Sargasso Sea

WIDE SARGASSO SEA Spoiled Rose A child is a reflection of their parents becoming a product of their environment. Childhood is the most crucial stage in life, for this is when a child is most impressionable. What is experienced, felt, and taught is what shapes a child into who they will become upon entering adulthood. Antoinette (Bertha) Mason from Jean Rhy’s Wide Sargasso Sea, is victim to mental injury, forced to grow up on her own, feeling out of place without the love and care of her mother.The loneliness and hurt she felt at a young age imprisoned her to a life of unhappiness. Eventually madness took over her which mushroomed furthermore in her arranged marriage to Mr. Rochester, who unravels her already precarious mental state. He drives her to the point where Bertha decides to take her life, believing in a deluded state it is her destiny. Her tragic life reveals the importance of growing up in a stable home environment, especially in her day, and location, given her soci al status and race, growing up stable was not a basket of roses considering her circumstances.Early on, we learn of Antoinette’s family life, with the absence of her father all she has is her mother and younger brother who suffers from a learning disabled state which prevents her from bonding with him. Then there is Christophine who is their servant, a black obeah woman who becomes of great influence to her, as well as Tia her brief and only childhood friend who is of African descent. Her mother is very distant with her, only paying attention to her sick brother.Although she was not physically abused, Antoinette suffered severe emotional abuse due to un-acceptance of others as well as neglect and lack of love from her Mother, which in some cases is more harmful because it goes unnoticed until it becomes too late. According to an article exploring the nature of victim and victimizer emotional abuse is a silent attacker. â€Å"Emotional abuse (psychological abuse, verbal abuse , and mental injury) includes acts or omissions that have caused, or could cause, serious behavioral, cognitive, emotional, or mental disorders†Ã‚  (Banks).At a young age we can see Antoinette is susceptible to these symptoms. For example her mother would shove her away when shed try to get close, â€Å"calmly, coldly, without a word† as Antoinette was â€Å"useless† (Rhys 11). This lack of being loved can affect her judgment of what love truly is, because she never properly received it. According to a file in the National library of Health- NHS Evidence, Children may experience a number of different emotional disorders. Behavioral issues such as avoidance of feared activities as well as clinginess or reluctance to separate from trusted adults may arise (NHS).At a young age we can see Antoinette is susceptible to these symptoms. As she wakes up early one morning she finds her mother’s horse dead â€Å"I ran away and did not speak of it for I thought if I told no one it might not be true. †(Rhys 10) When faced with troubled situations, she runs away and in a cognitive state, she reasons with herself denying a current situation is not real. Burying her reality is a defense mechanism she has built and constantly uses into adulthood in order cope when faced with unsettling realities, distorting her perception, memory and judgment.Antoinette also grows very fond of Christophine, as she is the only one who seems to genuinely care for her, Antoinette grows attached to her, feeling a security when she has christophine around because she is the only one who respects and protects the Cosways. Additionally growing up in Jamaica just after the emancipation act of 1833 during a harsh time combating slavery and rights, Antoinette found it difficult to fit in and find some sense of identity. She was a beautiful young white skinned Creole girl, daughter to ex-slave and plantation owners, surrounded by mainly blacks and few rich whites.Althoug h she came from a wealthy background, as she grew up her mother was not financially doing well and was fairly close to losing their plantation. Evidently her and her family was despised. She was not accepted by the black community surrounding her and underwent racism having to constantly be called a â€Å"white cockroach† (Rhys 13) by the black community. The few whites in the area also frowned upon her and her family for not being of true English descent.So although she lived in a Calibri estate surrounded by beautiful nature and ocean sun filled days, on the inside she felt out of place, fearful and lonely. Her only childhood friend Tia betrayed her leaving her further damaged by stealing her clothes and pennies, while out one day swimming unsupervised. A child needs friends and interaction with others in order to communicate and be socially inclined. Things seem to turn around for Antoinette, when her mother marries Mr. Mason, a wealthy English man, who decides to stay and renovate Coulibri.Unfortunately racial tensions arose among recent freed black slaves, escalading to a protest that ends in catastrophe. Their home gets burned down with torches; her brother injured fatally passes away, leading her mother to fully manifest insanity due to the event. At this point Antoinette’s life drastically changes she is injured and sick for several weeks. She is faced with death once more by the passing of her brother and loses her mother as she becomes mentally unstable and dies; Mr. Mason abandons them leaving Jamaica while traveling.Antoinette is sent to live in a catholic convent ran by nuns. As you can imagine this was very hard for Antoinette, although she was surrounded by others she was left their isolated. In the convent she grows a fascination with death, since it is something she is used to she begins to like the dark ominous part of religion and death. I believe Antoinette suppresses all the calamities she has had to deal with till that point . Life has not been kind to her and despite of it she still manages to keep it together although she becomes a docile human being.When she finally reaches the age of seventeen Mr. Mason visits her more and finally removes her from the convent and introduces her to his English friends. Upon this happening an arranged marriage is what is in store for Antoinette. She is married to Mr. Rochester; their marriage is more like a business pact because they do not marry on the base of love. It is apparent Mr. Rochester marries Antoinette merely for her riches. She is not in love with him but do to her docile way she becomes intoxicated with the idea of Love and having a male companion.At first Mr. Rochester is amorous with Antoinette, upon finding out about her past, which he was not aware of his attitude and view towards Antoinette changes. His indifference towards her, affects her deeply as she becomes distressed. She looks to Christophine for help, who unknowingly makes the situation with herself and husband worse. Gradually Antoinette begins to drink more, making her act out violently. Alcohol distorts the mind and suppressed feelings she has kept hidden arise.The fact that her husband had no real love or apathy for her austerely depressed her and made her sick, she became emotionally unstable. Due to the era they were in, divorce was not easy to achieve. Upon marrying Mr. Rochester She basically became his property along with all of her wealth. She was trapped and depended on her husband. She had no control of her life and she was going the same route her mother went. Mr. Rochester constantly called Antoinette Bertha, which affected her because it was not what she went by, this Bertha finally manifested herself in Antoinette. Mr.Rochester’s disdain and abandonment was the climax to Antoinette’s insanity, as she was isolated and locked in an attic. Throughout her life Antoinette suffered multiple losses, her mental health got worse as she transitioned into an adult. Her mood was low and depressing, she barely ate, and she became delusional by believing in her dreams as a true reality. I think anyone in her position would go insane and prefer to die than live in such a horrible reality. As a child she had not one positive role model to look up to, primarily her mother is at fault with how Antoinette’s life came to be.She could have been a real mother and been loving and supportive towards her daughter who always needed her. Childhood is the most vital part of life; this is when a child needs to be in a positive loving environment. Otherwise a child becomes a dysfunctional part of society as an adult, causing harm to oneself or others. Due to the treatment she received as a child, she had very low self esteem and no self worth; always accepting situations when all along she could have changed her destiny, if only she was not so weak.Ironically she turned out weak just like her mother, unknowingly becoming mentally ill, lead ing to the loss of her life. The beautiful rose she was turned black as death, never fully blooming. Works cited Banks, Ron. Focus Adolescent Services. â€Å"Bullying What Parents and Teachers Should Know. † EECE Publications, Digest EDO-PS-97-17 www. focusas. com NHS, National Electronic Library for Health. â€Å"Isolation and Mental Health† http://www. library. nhs. uk/mentalhealth/ Jean Rhys, Wide Sargasso Sea (Penguin Books Ltd: Middlesex, England, 1966).

Colonial Latin America

1. Chasteen states that by the late nineteenth century Latin American countries aimed to imitate England, France or the US, countries that equated Progress. What material or technological transformations did Latin Americans seem to have associated to the idea of â€Å"progress†? Latin America decided to associate with the idea of progress the idea of being able to export their home grown goods.While England, France and the US, exported industrial machinery (because it was made in those countries) Latin America decided they could not compete with those countries in selling machinery so they made their economies of selling livestock and agricultural goods. 2. How does the idea of Progress relate to what we have learned about neocolonialism? Explain. Neocolonialism and progress can relate because the new countries that were made up of what once was Latin America began to grow economically once this period of â€Å"new colonies† took place.All these new countries started pr ogressing because they built their own economies and politics. 3. According to Altamirano, what were the main causes of the decadence and backwardness of towns like Texcoco? Altamirano, explains that the main causes of the towns Texcoco were due various changes like the construction and customs of the civilians. In addition, he also blames the conquest of the Spaniards. 4. Based on Ignacio Manuel Altamirano’s chronicle about the railroad of Texcoco, what transformations did railroads appear to have brought to some regions of Latin America?The railroads appeared to have brought to some regions of Latin America transformations in the fact that they instilled spirit and vigor. In Texcoco it restored a land that had been suffering for a long time. It was redemption for the Mexicans. 5. According to Altamirano, the first arrival of the Spanish in Texcoco brought missionaries. What does he say that the second Spanish Mission to Texcoco has brought and how do the locals feel about i t? The second Spanish mission to Texcoco brought gospel of Science and nineteenth-century civilization. 6. According to Burns, what was the importance of land for Latin America’s economy and society?The land was of grave importance to Latin America’s society because their economy thrived on the land to produce money. Latin America’s main import was all things agricultural and homegrown. 7. The slogan of Mexican revolutionary Emiliano Zapata was ‘Land and Liberty’. Explain what did Zapata mean by these terms? Zapata is advocating the transfer of land to the landless. He believes everyone should have the privilege of owning land. 8. What did Zapata’s Plan of Ayala intend to accomplish`? Zapata's Plan of Ayala was to recover land owned by hacendados or the oppressors at the time and return it to the citizens of Mexico. 9.Focusing on Ramon Beteta’s comments on agrarian reform, explain briefly what was the condition of the Mexican peasants during the early twentieth century? Mexican peasants were treated just as bad as slaves. Mexicans were exploited in the haciendas that were previously owned by them. 10. What changes did the Agrarian Reform aim to introduce? The Agrarian Reform was to change the old system of land holding. They believed in land distribution to be in: restitution, donation, and ampliation. 11. How is agrarian reform related to agricultural production? The land is being returned now more crops will be harvested and agriculture will grow.

Needs Theories

1. INTRODUCTION Motivation is an important element in organizational learning due to its ability to enable employees to function effectively. There are several theories of motivation which can be useful to managers in motivating employees of organizations. You may ask yourself what motivation is. Well, motivation is that drive you have within you to get something done, what drives you to work as much as you do, for example, a student will want an A in a test, he will be motivated to study hard and achieve that A.It is the process of stimulating people to actions to accomplish the goals. Motivation stems from psychological factors within the person, but can also be induced by factors in the workplace. In human resource management it is essential to know how workers inputs via their task inputs and inputs via superiors can be conductive to worker effectiveness. Motivation is a process that involves the purposiveness of behaviour. Factors that have been shown by research include externa l and internal activators.In this assignment we will outline important motivation theories and how they are used in the workplace. Motivation theories seek to 2. MASLOWS HIERACHY OF NEEDS Peoples’ needs are arranged according to its importance of human survival. Human needs may be placed in a hierarchy where the lowest level contains the most basic needs, which must be satisfied before the higher order needs emerge and become motivators of behaviour. The needs of the hierarchy are as follows, psychological needs, safety needs, social needs, ego/esteem needs and self-actualization needs.Psychological needs: These are the basic needs for a human which are essential for a human beings biological functioning and survival. Examples would be food, water and warmth. Employees who are adequately paid can provide for these needs. Safety needs: As soon as the psychological needs are satisfied, another level of needs emerge and the importance of the previous level of needs disappear. In this level a person looks for security, stability and a safe environment. Many employees’ most important need is job security; other security factors include increases in salary and benefits.Social needs: Once a person feels secure in their surroundings and are in control of possible threats, social needs are activated. These include the need for love, acceptance, friendship and a sense of belonging. At this level, employees desire social relationships inside and outside the organization. Peer group acceptance within the workplace is often an important psychological need for employees. Ego/esteem needs: These needs may be divided into two groups namely, self- respect and self-esteem, the respect and approval of others.Once employees form friendships the need for self-esteem becomes priority. Needs, such as self-confidence, independence, recognition, appreciation and achievement all fall under this level. Organizational factors such as job title, status items within the organ ization, such as parking spaces or office size and level of responsibility become important to the employee. Self- actualization: If all the above mentioned needs are largely satisfied, people than spend their time searching for opportunities to apply their skills to the best of their ability.Maslow describes the needs as the desire to become more and more what one is and to become everything one is capable of becoming. Self-actualization is the uninhibited expression of your true self and your talents. Employees seek challenging and creative jobs to achieve self-actualization. This theory has many implications for individual performance, the most common strategy being motivating people in terms of service benefits and job security. The work people do and the way the work environment is designed, increases interaction between employees which helps satisfy social needs.However, disadvantages pertaining to this may result in excessive socialization and may have a negative effect on th e employees work output (NEL P. S et al,2004). If a person’s work is directly associated with need satisfaction, then that person becomes self-regulating, making the roles of external incentives become less significant as motivators. As one level of need is met, a person moves onto the next level of need as a source of motivation. Hence, people progress up the hierachy as they successively gratify each level if need(Nelson Q, 2011) (http://upload. ikimedia. org/wikipedia/commons/c/c3/Maslow%27s_hierarchy_of_needs. png) 3. HERTZBURGS TWO FACTOR THEORY Herzberg's Two Factor Theory is a â€Å"content theory† of motivation† (the other main one is Maslow's Hierarchy of Needs). Herzberg analysed the job attitudes of 200 accountants and engineers who were asked to recall when they had felt positive or negative at work and the reasons why. From this research, Herzberg suggested a two-step approach to understanding employee motivation and satisfaction, these were hygiene factors and motivator factors. Hygiene Factors:Hygiene factors are based on the need to for a business to avoid dissatisfaction at work. If these factors are considered inadequate by employees, then they can cause dissatisfaction with work. Hygiene factors include: * Company policy and administration * Wages, salaries and other financial remuneration * Quality of supervision * Quality of inter-personal relations * Working conditions * Feelings of job security Motivator Factors: Motivator factors are based on an individual's need for personal growth. When they exist, motivator factors actively create job satisfaction.If they are effective, then they can motivate an individual to achieve above-average performance and effort. Motivator factors include: * Status * Opportunity for advancement * Gaining recognition * Responsibility * Challenging / stimulating work * Sense of personal achievement & personal growth in a job There is some similarity between Herzberg's and Maslow's models. Th ey both suggest that needs have to be satisfied for the employee to be motivated. However, Herzberg argues that only the higher levels of the Maslow Hierarchy (e. g. elf-actualisation, esteem needs) act as a motivator. The remaining needs can only cause dissatisfaction if not addressed. Applying Hertzberg's model to de-motivated workers These few examples indicate de-motivated employees in the workplace: * Low productivity * Poor production or service quality * Strikes / industrial disputes / breakdowns in employee communication and relationships * Complaints about pay and working conditions According to Herzberg, management should focus on rearranging work so that motivator factors can take effect.He suggested three ways in which this could be done: * Job enlargement: It is a human resource practice used to motivate employees in a particular position. A job is enlarged horizontally through the addition of new responsibilities and diverse duties. * Job rotation: A system of working in which employees work in a range of jobs in a company so that they have different types of work to do and understand the organization better, it can help employers by keeping employees from getting bored and looking for another job. Job enrichment: Motivating employees through expanding job responsibilities and giving increased control over the total production process. Employees normally receiving training and additional support as well as increased input in procuderes. 4. VROOMS EXPECTANCY MOTIVATION THEORY Whereas Maslow and Herzberg look at the relationship between internal needs and the resulting effort expended to fulfil them, Vroom's expectancy theory separates effort (which arises from motivation), performance, and outcomes.Vroom's expectancy theory assumes that behavior results from conscious choices among alternatives whose purpose it is to maximize pleasure and to minimize pain. Vroom realized that an employee's performance is based on individual factors such as persona lity, skills, knowledge, experience and abilities. He stated that effort, performance and motivation are linked in a person's motivation. He uses the variables Expectancy, Instrumentality and Valence to account for this. Expectancy is the belief that increased effort will lead to increased performance i. e. f I work harder then this will be better. This is affected by such things as: 1. Having the right resources available (e. g. raw materials, time) 2. Having the right skills to do the job 3. Having the necessary support to get the job done (e. g. supervisor support, or correct information on the job) Instrumentality is the belief that if you perform well that a valued outcome will be received. The degree to which a first level outcome will lead to the second level outcome. i. e. if I do a good job, there is something in it for me. This is affected by such things as: 1.Clear understanding of the relationship between performance and outcomes – e. g. the rules of the reward â €˜game' 2. Trust in the people who will take the decisions on who gets what outcome 3. Transparency of the process that decides who gets what outcome Valence is the importance that the individual places upon the expected outcome. For the valence to be positive, the person must prefer attaining the outcome to not attaining it. For example, if someone is mainly motivated by money, he or she might not value offers of additional time off.The theory has three key elements or concepts that it uses: 1. Performance-outcome expectancy: This means that the individual belives that every behaviour is connected to an outcome, and different levels of that behaviour can be connected to different levels of the outcome. 2. Value: With regard to that, the attractiveness of that outcome depends on the individual, for one, the outcome may be a highly values reward whereas for another, it could be perceived as a punishment. 3. Effort-Performance expectancy: Lastly, individuals evealuate the effort-pe rformance expectancy relationship.In essence, the employee asks himself whether he will be able to perform a specific task and translates those perceptions to probabilies of success. He or she then chooses the behaviours' that have the highest likelihood of success. Crucially, Vroom's expectancy theory works on perceptions, so even if an employer thinks they have provided everything appropriate for motivation, and even if this works with most people in that organisation, it doesn't mean that someone won't perceive that it doesn't work for them. It could equally apply to any situation where someone does something because they expect a certain outcome.For example, one recycles paper because they think it's important to conserve resources and take a stand on environmental issues (valence); they think that the more effort they put into recycling the more paper they will recycle (expectancy); and they think that the more paper they recycle then less resources will be used (instrumentalit y). Thus, Vroom's expectancy theory of motivation is not about self-interest in rewards but about the associations people make towards expected outcomes and the contribution they feel they can make towards those outcomes. 5. ADAMS EQUITY THEORYJohn Stacey Adams, a workplace and behavioural psychologist, put forward his Equity Theory on job motivation in 1963. There are similarities with interpretation of previous simpler theories of Maslow, Herzberg and other pioneers of workplace psychology, in that the theory acknowledges that subtle and variable factors affect each individual's assessment and perception of their relationship with their work, and thereby their employer. One of the most important issues in motivation is how people view their contributions to the organization and what they get from it.Ideally, they will view their relationship with the employer as a well-balanced, mutually beneficial exchange. As peope work, they realize their consequences of their actions, develop beliefs about outcomes and asses how fairly the organization treats them(Snell A. S. & Batemen T. S 1999, Management:Building Competetive Advantage). The Adams' Equity Theory model therefore extends beyond the individual self, and incorporates influence and comparison of other people's situations – for example colleagues and friends – in forming a comparative view and awareness of Equity, which commonly manifests as a sense of what is fair.When people feel fairly or advantageously treated they are more likely to be motivated, when they feel unfairly treated they are highly prone to feelings of disaffection and demotivation. The way that people measure this sense of fairness is at the heart of Equity Theory. Equity, and thereby the motivational situation we might seek to assess using the model, is not dependent on the extent to which a person believes reward exceeds effort, nor even necessarily on the belief that reward exceeds effort at all.Rather, Equity, and the sens e of fairness which commonly underpins motivation, is dependent on the comparison a person makes between his or here reward/investment ratio with the ratio enjoyed (or suffered) by others considered to be in a similar situation. Equity Theory reminds us that people see themselves and crucially the way they are treated in terms of their surrounding environment, team, system, etc – not in isolation – and so they must be managed and treated accordingly.Some people reduce effort and application and become inwardly disgruntled, or outwardly difficult, recalcitrant or even disruptive. Other people seek to improve the outputs by making claims or demands for more reward, or seeking an alternative job. 6. ALDERFER’S ERG THEORY A theory of human needs more advanced than Maslow’s theory is Alderfers ERG theory, meaning that Maslows theory has general applicability whereas Adelfer aims his theory at understanding peoples needs at work.Aldelfers theory builds on some of Maslows thinking but reduces the number of universal needs from five to three and is more flexible in terms of movememy in levels. Like Maslow, Alderfer also believes that needs can be arranged in a heirachy. The ERG theory infers that there are three sets of needs: * Extintence needs are all material and psychological desires. * Relatedness needs involve relationships with other people and are satisfied through the process of mutually sharing thoughts and feelings. Growth needs motivate people to productivity or creatively change themselves or their environment. ERG theory proposes that several needs can be operating at once, whereas Maslow assumes that lower-level needs must be satisfied begore a higher-level need is a motivator. Alderfer lifts this restiction. Accordning to the ERG theory, a higher-level need can be a motivator even if a lower-level need is not fully satisfied, hence several needs can be operating at once. Maslow would say that self-actualization is important to people only after other sets of needs are satisfied.Aldelfer maintains that people can be motivated to satisfy both existence and growth needs at the same time. Alderfer agrees that as lower level needs are satisfied, a worker becomes motivated to satisfy higher-level needs, but he breaks down with Maslow on the consequences of need-frustration. Maslow says that once a lower-level need is satisfied, it is no longer a source of motivation, whereas Alderfer suggests that when an individual is motivated to satisfy a higher-level need but has difficulty doing so, the motivation to satisfy lower-level needs becomes higher.To see how this works, lets look at a middle manager in a manufacturing firm whose relatedness needs(lower-lvel needs) are satidfied. The manager is currently motivated to try and satisfy her growth needs but finds this difficult to do so as she has been in the same position for the past five years. She is extremely skilled and knowlegable about the job and the fact that she has too much work and responsibiliies already leave her no time to pursue anything new or exciting. Essentially, the managers motivation to satisfy her growth needs are being frustrated because of the nature of her job.Alderfer postulates that this frustration will increase the managers motivation to satsfy a lower-levelneed such as relatedness. As a result of this motivation, the manager becomes more concerned about interpersonal relations at work and continually seeks honest feedback from her colleagues. Both Maslows and Alderfers theories have practical value in that they remind managers the type of reinforcers or rewards that can be used to motivate people. (http://www. envisionsoftware. com/es_img/Alderfer_ERG_Theory. gif) 7. McCLELLANDS NEEDS THEORY The theory was developed by David McClelland and his associates.It focuses on three needs, achievement, power and affiliation. Achievement is characterized by a strong orientation towards accomplishment and an obession wit h success and goal attainment. It is a drive to excel and to achieve set standards. Challening work motivates them and they take personal responsibility for success or failure. They like to set goals that require stretching themselves a little and have a drive to succeed, they strive for achievement rather than rewards. They wish to do something better or more efficiently than it has been done before.The people with this need look for situations where they can attain peronal responsibility for finding solutions to problems , in which they can get quick feedback of their performance so they can determine whether they are improving or not. This helps them to set their goals. The need for power is a desire to influence or contol other people. This need can be a negetive force which is termed personalizes power, if its expressed through aggressive minipulation and exploiting others, these people want power only to achieve their own personal goals.However the need for power can also be s een in a positive manner which is called socialized power because it can be be conducted towards the constructive improvement of organizations ans societies. It is basically the need to make others behave in a way that they would not have behaved otherwise. Individuals with a high need of power prefer to be placed into competitive and status-orientated situations and tend to be more concerned with prestige than with effective performance. Affiliation reflects a strong desire to be liked by other people such as your colleagues nd anoyone you may be working with. Individuals who have a high level of this need are more orientated towards getting along with others and may be less concerned with performing at high levels. These types of individuals are usually very social and friendly. The need for affliation is not important for management and leadership success as one would find it difficult to make tough but necessary decisions which will make some people unhappy. They prefer cooperat ive situations rather than competitive ones and desire relationships that involve a high degree of mutual understanding. . McGREGORS THEORY OF X AND Y Douglas McGreggors theory of X and Y is a management based style of theory that tries to expalin different management styles and leadership behaviour within the workplace. McGreggor proposed that the organizations leaders and the organization as a whole has different views on the skills and motivation of the employees of the organization. These potential views can be described as Theory X and Theory Y. Theory X With Theory X assumptions, management's role is to coerce and control employees. People have an inherent dislike for work and will avoid it whenever possible. * People must be coerced, controlled, directed, or threatened with punishment in order to get them to achieve the organizational objectives. * People prefer to be directed, do not want responsibility, and have little or no ambition. * People seek security above all else. Theory Y With Theory Y assumptions, management's role is to develop the potential in employees and help them to release that potential towards common goals. * Work is as natural as play and rest. People will exercise self-direction if they are committed to the objectives (they are NOT lazy). * Commitment to objectives is a function of the rewards associated with their achievement. * People learn to accept and seek responsibility. * Creativity, ingenuity, and imagination are widely distributed among the population. People are capable of using these abilities to solve an organizational problem. * People have potential. McGreggor did not see these theories as mutually exclusive and believed that managers could use these theories simultaneously.He compared his theory with Maslow’s where he put Maslow's higher needs and Theory X together and lower needs to Theory X. This proposes that people who are seeking higher needs, such as self-actualization, are motivated by a Theory Y lead er, whereas people who don’t have work-related needs are motivated by Theory X leadership style. 9. CONCLUSION In conclusion, It is therefore essential for organizations to look for and employ people who â€Å"fit† into the values of the organization and are able to function according to organizational values.Organizations must also have suitable managers who have the ability to coach and mentor their employees to deliver optimally. Enhanced leadership enables managers to motivate their employees to produce the best possible skills and practices in human resources. Research confirms the importance of motivation in leading employees and influencing them to stimulate and energize people so that they â€Å"work towards organizational goals†. Researchers have placed great importance on the responsibility of managers â€Å"to create a proper climate in which employees can develop to their fullest potential†.All these motivational theories have played a pivotal role in helping managers achieve the best results, and also helped undestand how important motivation is. Motivation thoeries give a broader explanation about how people perceive their work and lives, and how they use these insights to motivate themselves and grow, as people as well as in their jobs. 10. LIST OF REFERENCES NELSON, Q. (2011), Principles of Organizational Behaviour, 7th Edition, Place: South-Western Cengage Learning LUTHANS, F. (1998), Organizational Behaviour, 8th Edition. Place: McGraw-Hill Irwin. GEORGE, J.M and JONES, G. R. (2002), Organizational Behaviour, 3rd Edition, Place:Prentice Hall. MULLENS, L. J( 2010),Management and Organizational Behaviour, 9th Edition. Place: Prentice Hall. ANTHONY, W. P et al(1999), Human Resource Management: A strategic approach, 3rd Edition, Place: Hartcourt College Publishers. BERGH,Z and THERON,A. (2006). Psychology in the work context, 3rd Edition. Place: Prentice Hall. ROBBINS, S. P. (2003). Organizational Behaviour, 10th Editi on. Place: Prentice Hall. ROSENFELD,R. H and WILSON,D. C(2004). Managing Organizations, 2nd Edition. Place: Oxford.

Is Animal Farm produced for the sake of art Essay

Is Animal Farm produced for the sake of art - Essay Example These ‘system’ or real events influenced novels could be categorized into two types; in the first type, the setting and scenes could be an exact replica of the real life happenings. In the second type, different sentences, characters, settings, etc come in to give a new interpretation, but at the same time based on the same real life happenings. In both the cases, there will be little scope for artistic leanings. This paper will look at one such novel, Animal Farm which was based on the real life happenings, and not produced for the sake of art. So, this paper will focus on the novel Animal Farm written by George Orwell, analyzing how the characters particularly Squealer was influenced, and had clear parallels with the Soviet rulers, diplomats and even media, and is not an artistic work. George Orwell, pseudonym for Eric Arthur Blair, was a famous English author, journalist and a political commentator. He became a well-known author mainly due to his two political anti-totalitarian works, Animal Farm and 1984. Both of which were written towards the end of his life. His shift in focus to political novels particularly anti totalitarian and pro-democratic socialist novels was an intentional one, influenced by the political climate of his period. So, Animal Farm published in 1945, is a cautionary tale against totalitarianism. â€Å"Russian rà ©gime must almost certainly be hostile to any revolution in the West† (Orwell). Cautionary tale in the sense, totalitarianism was not taken head on by Orwell instead he takes poke at totalitarianism through the main characters of the novel. The totalitarian regime in Soviet Union under Stalin was one of the main influences for George Orwell while writing Animal Farm. Even though, there have been no recorded evidence of Orwell visiting Soviet Union, he based all the details in the novel from the Soviet Union he knew, read, heard, etc.

Presidential Commission in 1991 and the Uniform Determination of Death Research Paper

Presidential Commission in 1991 and the Uniform Determination of Death Act - Research Paper Example The Presidential Commission and the UDDA came up with two concepts related to the definition of death. On one hand, the first whole-brain concept asserts that death occurs when the lungs, heart and the brain undergo an irremediable functional breakdown (Ascension Health, 2012). These organs are closely correlated to each other. Therefore, if one of the organs stops functioning, the others cannot function. On the other hand, the second whole-brain definition of death points out that the functioning of the entire brain is the hallmark of existence. This is because the brain is the regulator of bodily activities. Therefore, when the brain does not function an individual is considered dead (Cohen, Rubenstein, & Jackson, 2006). The President’s Commission highlighted that the brain-death criterion was not a new way of defining death (Cohen, Rubenstein, & Jackson, 2006). This commission involved a group of medical consultants who came up with the brain-death concept. Furthermore, the criterion of brain death can be confused with various conditions including metabolic intoxication, hypothermia and drug intoxication. Therefore, the medical unit is usually advised to be extremely cautious when dealing with the young children and individuals in shock. Contrarily, the Presidential Commission did not include the Uniform Determination of Death Act in the diagnosis of brain death. Recent studies prove that most states around the world have already adopted the brain death concept and criterion. However, the determination of brain death varies in most countries, based on certain cultural and religious views. In the past, human beings usually died from apnea after severe head injuries. However, emergency health care can allow them to be placed on lifesaving machines in order to reverse the action (Ascension Health, 2012). In this context, the criteria used for brain death includes the absence of motor responses, corneal reflexes,

Personal statement Example | Topics and Well Written Essays - 250 words - 16

Personal Statement Example That is why I am coming forth before your kind admissions committee now. I have been an emergency room nurse for the past 4 years and I hold certificates in BLS, ACLS, TNCC, and PALS. I am also an active member of the Sigma Theta Tau nursing society. It is my belief that I have presented more than enough evidence that I should easily qualify for a student slot in your good universitys nurse practitoner program which I plan to study simultaneously with my doctorate courses in nursing. I never believe in doing something halfway, that is why I am trying to hit two birds with one stone by applying for admittance to your university for both programs. It will not be difficult for me to achieve the success that I have in mind for my nurse practitioner and graduate school program because I come from a family of nurses. We all have answered the call to take care of others in the best way that we can. But in order to continue doing so, I must sharpen, hone, and update my skills in the nursing care profession. I am hoping that your kind university will be the one to assist me in achieving that