Group dynamics in the business world Essay Example | Topics and Well Written Essays - 2000 words

Group dynamics in the business world - Essay Example This paper tends to discuss the significance of understanding group dynamics in the business world. It also researches how teamwork and interdependence would enhance organizational cohesiveness and its implications in business world. To illustrate, today technology is the most inevitable factor in the rapid changing business world. Web-based technology helps organizations to be more productive by aligning their workforce, information, and resources. Individual efforts alone can not attain the intended goals on proposed time. As new business organizations are rather decentralized in their structure, incorporated information sharing and problem solving have become essential. Therefore, members require specialized training in group dynamics and team building because various factors like diverse personalities, departmental politics, and dispute over leadership might challenge team’ effectiveness (Ackerson W., 1990, p.23). Moreover, teams are the part of an organization’s quality improvement program. Therefore, positive interdependence is essential to achieve mutual goals. Organizations can easily cut down time lag in communication by maintaining positive interdependence. As compared to individual managers, a team can better research the effectiveness of current strategies and identify the weakness if any. However, it is said that research about groups is not always valid and relevant. The validity of the research depends on various factors including the potentiality of members involved, depth of material evaluation, reliability of information collected etc. Groups are believed to have more potential than individuals in problem solving. It helps organizations to compress time by effective interaction between the group members. Strategy designed by group is more reliable; and is less likely to flaw as it is the result of negotiation, bargaining and compromise between many individuals. Group can better

Arguments for and against using Utilitarian principles Essay Example for Free

Arguments for and against using Utilitarian principles Essay Utilitarianism is an ethical theory that proclaims that the morally right course of action in any given situation is the one that produces the greatest amount of pleasure over pain for everyone affected (Ferrell, Fraedrich Ferrell 2008). This is evident in business decision making processes done by analysts, legislators and managers, for instance on deciding to invest resources in public project, to minimize cost by using foreign labors and such. Thus, the argument on whether utilitarian principles should be applied in workplace practices is highly debated as it carries both pros and cons. First and foremost, utilitarianism in an organizational context â€Å"provides a clear and straightforward basis (Shaw, Barry Sansbury 2009, p67)† for developing and testing guidelines and protocols. Pain and pleasure is graded in a scale of continuum to measure intensity of the emotion (Burns 2005). As such, organizations can utilize this to derive objective decisions, as the approach uses quantitative result oriented method, and calculates cost and benefit of the consequences of all possible alternatives. For instance, a departmental manager ordered to cut cost in his department may revise all employees’ salary in the interest of obtaining higher utility for all parties rather than lay off some staff. Secondly, utilitarianism enables an unbiased approach of decision making, thus a way to resolve conflicts involving self-interest (Mill, 1863). This approach requires the decision maker to take the standpoint of an impartial third party and give equal weightage to everyone’s interest. As such, the outcome of the decision will not be influenced by self interest and chances of negative implication to all individual are minimized. This is advantages, as incidents such as Bhopal Disaster that killed 20000, as a result of poor maintenance to minimize cost for the shareholders, could be evaded. Moreover, utilitarianism is a comprehensive and flexible method as it looks at the end results of actions and takes into consideration the complexity of the circumstances (Burns 2005, p46). All ramifications, regardless whether they are direct, indirect, long term or short term, are taken into account especially in situations that may have long term environmental and health implication. Thus using utilitarianism, organizations can reach â€Å"realistic and workable moral decisions (Shaw, Barry Sansbury 2009, p67)†. Nonetheless, there are criticisms against the utilitarianism approach as it is difficult to determine and account for all foreseeable benefit and harm of every possible alternative (De George 2013, p48). This is because we cannot know the full implication of all actions in the long term, nor can we accurately estimate the pain and pleasure of future consequences resulting from these actions. For example, a drug that was released into market after thorough research and careful consideration of benefit over harm, could have undiscovered lethal side effect that could manifest many years later. However, due to limited technological advancement when the research was conducted, this potential harm and its intensity may not be identified accurately during initial cost and benefit analysis. Furthermore, utilitarianism is a teleological theory that looks at the end result itself rather than action. As such, it isn’t concerned with how the utility is achieved and even morally reprehensible actions such as theft and murder could be considered ethically right as long it produces more utility (Shaw, Barry Sansbury 2009, p68)†.Moreover, the theory, though theoretically plausible, is not applicable in real life situations in which individuals are required to make decision within minutes and could not possibly consider all alternatives and their implications. In conclusion, utilitarianism though highly applicable to workplace, should be practiced with caution as it also has weaknesses like any other theory. As such, the individuals in decision making position, should be aware of potential biases and shortcomings of practicing utilitarianism and attempt to diminish the negative implications. Reference List Burns,J 2005, â€Å"Happiness and Utility: Jeremy Bentham’s Equation† Utilitarianism Resources. P46,accessed 27/08/2013, http://www.utilitarianism.com. De George, R 2013, Business Ethics, Pearson/Prentice Publication, New Jersey. Ferrell,O , Fraedrich, J Ferrell,L 2008, Business Ethics : Ethical Decision Making and Cases ,South- Western Publication, Mason. Mill, J 1863, Utiilitarianism , Utilitarianism Resources. Accessed 27/08/2013, http://www.utilitarianism.com/mill2.html. Shaw,w, Barry,V Sansbury,G 2009 Moral Issues in Business, Cengage Learning Australia, South Melbourne.

The Persian Letters by Montesquieu :: Persian Letters Montesquieu

  Ã‚  Ã‚  Ã‚  Ã‚  The book The Persian Letters by Montesquieu is a fictional novel that was written by the author so he could comment on the society in which he was living. This novel has served as a good example of the ideas that were present during the early Enlightenment. There are many ideas and themes that Montesquieu discusses by using the point of view of two Persian travelers in Europe that correspond with letters to each other and others back in Persia. By using a foreigner's perspective, Montesquieu was able to present things in a way that gave a much more lasting effect then if he had used two Frenchman commenting on their own country. Through the many themes in the book, one that is prevalent is Montesquieu's attitude and ideas towards religion. The use of a Muslim Persian is quite effective in commenting on Christianity because the religions are alike in that they are both monotheistic, which can be good for drawing comparisons. Montesquieu believes that God is just an d obedience to his laws is crucial. He does not see anything wrong with having different religions because all of them have precepts that are useful to society. All the different religions promote obedience to the law and require their followers to be good and just. He believes that even if there was no God these ideas can still help society function correctly. Montesquieu also criticizes numerous aspects of established religion and shows that he sees it as useless and so he responds to it with indifference. He feels God's precepts are of the greatest importance and that is exactly what has been lost from the established church. Montesquieu's beliefs were also similar to many of the other philosophes. They criticized the established church and 'certainly opposed the ritual forms of both Catholic and Protestant worship'; (O'Brien et al 631).   Ã‚  Ã‚  Ã‚  Ã‚  One of Montesquieu's key arguments throughout the novel when dealing with religion is that God's precepts are more important then anything else. He says 'for, whatever religion one may have, obedience to the laws, love of mankind, and respect for one's parents are always the principal acts of religion'; and no matter what your religion is, you should acknowledge 'God loves mankind, since he founded a religion to make them happy; †¦ and you are certain to please him by loving them also; that is to say performing all the duties of charity and humanity towards them, and in not violating the laws under which they live'; (101).

The San Francisco earthquake

Earthquake is a shaking of the earth’s surface. According to the theory of plate tectonics, the earth’s crust is formed by a number of large plates that move very slowly in various directions on the earth’s surface. Most earthquakes occur near a boundary between two plates. As one plate pushes past or over another, great stresses build up in the rock along the edges of the plates because friction prevents them from sliding past each other. Eventually, the stresses become great enough to rupture the rock. The edges of the plates slip a short distance in opposite directions, causing an earthquake.The greater the stresses that have built up, the greater the resulting earthquake is. Some earthquakes are caused by the movement of lava beneath the surface of the earth during volcanic activity. The cause of earthquakes that occur in regions far from volcanoes or plate boundaries is uncertain. An earthquake is accompanied by three types of waves that vibrate the earthâ⠂¬â„¢s surface—primary, secondary, and surface waves. The primary wave alternately compresses and expands the rock of the earth’s interior. This wave moves through the earth at a speed that varies greatly.Under some conditions it is about five miles per second. The secondary wave shakes the rock sidewise as it advances. It travels through the interior of the earth about three-fifths as fast as the primary wave. While the Surface wave is the most damaging, resembles the waves produced when a stone is dropped in a puddle. The surface of the table has not vibrated more than a fraction of an inch. This is why a slight tremor in the earth can create havoc on the surface. Moreover, earthquakes toppled entire cities, killed thousands of persons, and caused disastrous fires and oceanic waves (tsunamis).However, most earthquakes, of which there are thousands each year, are relatively weak and cause little or no damage. No part of the world is entirely free of earthquakes, but t hey occur most frequently in areas in which the earth’s crust is still changing. These areas, called earthquakes belts, include the shores of the Pacific Ocean and an area extending from south-central Asia to the Mediterranean Sea. Major earthquakes often leave visible signs of their power, altering features on the earth’s surface. Reelfoot Lake in northwestern Tennessee was created by a series of earthquakes centered on New Madrid, Missouri, in 1811-12.The San Francisco earthquake of 1906 was associated with the great San Andreas Fault in California, a fracture in the earth’s surface that can be traced for more than 500 miles. An earthquake, even a small one, may be accompanied by a low, rumbling sound like thunder. The vibration of a mild quake feels like that caused by the passing of a heavy train. Large quakes are usually followed by many smaller quakes called aftershock. Aftershocks can occur during a period of several months after the original quake.

Vacant Chapter 13 Forgive

So far I've cleaned the bathroom, the oven, the refrigerator and vacuumed – twice. It's after nine and Emily still hasn't shown up. I'm starting to think that her things are simply a mirage, or maybe she just didn't want to carry a lot of junk with her. Maybe she's staying with one of her school friends, and she didn't need her hygiene stuff. Maybe my earlier thought about what she would need to do for money wasn't that far off the mark. Maybe she's out doing something dangerous, or worse yet, something has already happened to her. There's no one but me to know she's missing. How long do I have to wait before I turn her in as a missing person? I know she has to be missing for at least twenty-four hours, but maybe she's already been gone for a couple days. Oh, God – what if she's hurt and lying somewhere. Maybe she only has minutes left and I can't get to her in time†¦ â€Å"Ow!† I hit my head on the bottom shelf of the linen closet, cleaning the dried and caked shampoo from the floor when the sound of the door closing startles me. â€Å"Emily?† I hope it's her. If it's not, I'm going to call the cops and lie and tell them she's been missing for days. I hear the slapping of tennis shoes against the linoleum, then a thud on the carpet. I turn and look down the hall to see a brown-haired beauty face down on the floor. â€Å"Emily? Are you okay?† I almost – almost – laugh when she looks up at me with her hair tangled in her face. â€Å"Ethan, it's you! It's really you!† She scrambles the rest of the way to me on her knees, spitting her hair out of her mouth and hugging me tighter than I can ever remember. Her smile is brighter than a sunny day at the equator. We settle on the couch, still holding on to each other. I can't seem to let go. I never want to let go. â€Å"Where have you been?† There doesn't seem to be any anger in her tone. How could she NOT be angry with me? I'm ashamed at my answer. â€Å"I drove. I didn't really go anywhere. I was just running away, Emily.† I hang my head, embarrassed that I don't even have a good reason for leaving her. â€Å"I know it won't make any difference now because you probably hate me, but I love you too, Emily. I have since†¦forever, and I'm sorry I waited so long to tell you. I should have said it to you a week ago instead of running away like the coward I am. But, I can't hold back any longer without you knowing how I feel about you. I've never been in love before, but I'm pretty sure this is what it feels like. I can't think about anything else but you – how you laugh, the way you comb your hair, the way you smell right after the shower†¦ God!† Something stops my rambling, something soft, warm and moist. Emily's lips are on mine and her arms are wrapped around my neck. She's kissing me, and I don't ever want her to stop. Her mouth on mine is awesome! And I think about other things I want her to do with her mouth. While there are a hundred synonyms for how kissing Emily feels, the only thing in my head the at the moment is â€Å"woo-hoo†. If I really think about what is actually happening, I'll make her stop. This is wrong – not the kissing part, but the part where she's willing to forgive all my sins and just take me back without a second thought. Now that I'm thinking about it†¦ Damn it! Now I'm mad. I pull away while her lips linger. â€Å"Emily,† I sigh, not really knowing where to start. â€Å"We have to talk about this,† I motion between us. She nods begrudgingly. It's written all over her face; she thinks I'm going to reject her again. â€Å"Look,† I pull her chin up so her eyes meet mine, â€Å"nothing will change my feelings for you. They haven't changed in the last few years, and they won't change in the next few, either. What I have to know, though, is how you are feeling.† She starts shaking her head, telling me not to worry, but that's precisely the problem. She should be angry with me. â€Å"Emily, you should be upset with me. Yell, scream, hit – anything to let me know how you feel!† I'm almost shouting near the end of my declaration. I pull back and get myself in check before I completely lose it. â€Å"Relieved.† â€Å"What?† It's a stupid question because I heard perfectly well what she said. It's a stall tactic on my part. â€Å"I'm relieved, Ethan.† â€Å"Why aren't you-â€Å" â€Å"Do you know how many people there have been in my life who I cared about or who cared about me?† I'm pretty sure I know the answer. I'm hoping it's two, but know for sure it's one – her mother – but I'm always careful not to bring up LouAnne. I just squeeze her hand, which I'm still holding onto like the piece of wood Leonardo DiCaprio was holding onto after his exit from the Titanic. â€Å"Two, Ethan. Two.† Now I'm relieved. â€Å"And one of them can't ever come back, but you did. You came back and I don't care where you went or what you did. You are here now, safe.† The tremble in her voice as she says, â€Å"what you did,† tells me she's a little scared of what – or who – I might have done, so I hope I'm about to put her fears to rest. â€Å"I just drove and slept in my car. I ate a few times, but honestly, Emily, the only thing I did was think about you and how much you mean to me. I was an asshole for leaving you. I didn't take your safety or well-being into account and for that, I'm sorry. You should be upset with me.† â€Å"I was scared, Ethan. At first, I thought maybe you were just blowing off some steam, off figuring out a way to tell me to leave, but when you didn't come home that first night or the next morning, I started to get worried. Then Margie came by and said you hadn't shown up for work.† So, this is how Margie knows about Emily. â€Å"I wasn't really sure how much she knew, but I could tell she was surprised to find me here. She was so nice though. I told her how highly you speak of her and how much we appreciated the deal she and her husband gave on the car. Then I lost myself for a little bit and told her about you surprising me and taking me to graduation.† Emily pauses and smiles, then looks down as if she's a little embarrassed. â€Å"It was nice to have a woman to talk to again. It reminded me a little of my mom.† Emily continues to tell me about Margie coming to the house. She said she cried for a little bit because she didn't know what to do, that she'd been relying on me for so long. She didn't know what she would do if I didn't come home. She also tells me how Margie asked her about a job and what she liked to do. It seems they went to the public library and Emily applied for a position. She can work there part-time and still go to school. Apparently, she works until closing and that's why she came home so late. Margie also got her a bus pass and rode with her the first time to make sure it was safe. There isn't a bouquet of flowers big enough for Margie right now.

How to Make Sure You Buy the Best Magnifier

How to Make Sure You Buy the Best Magnifier After you get a rock hammer- maybe even before- youll need a magnifier. The big Sherlock Holmes type lens is a clichà ©; instead, you want a lightweight, powerful magnifier (also called a loupe) that has impeccable optics and is easy to use. Get the best magnifier for demanding jobs like inspecting gemstones and crystals; in the field, for quick looks at minerals, buy a decent magnifier you can afford to lose. Using a Magnifier Hold the lens up next to your eye, then bring your specimen close to it, only a few centimeters from your face. The point is to focus your attention through the lens, the same way you look through eyeglasses. If you normally wear glasses, you may want to keep them on. A magnifier wont correct for astigmatism. How Many X? The X factor of a magnifier refers to how much it magnifies. Sherlocks magnifying glass makes things look 2 or 3 times bigger; that is, its 2x or 3x. Geologists like to have 5x to 10x, but more than that is hard to use in the field because the lenses are very small. 5x or 7x lenses offer a wider field of vision, while a 10x magnifier gives you the closest look at tiny crystals, trace minerals, grain surfaces, and microfossils. Magnifier Flaws to Watch for Check the lens for scratches. Set the magnifier on a piece of white paper and see if the lens adds color of its own. Now pick it up and examine several objects, including one with a fine pattern like a halftone picture. The view through the lens should be clear as air with no internal reflections. Highlights should be crisp and brilliant, with no colored fringes (that is, the lens should be achromatic). A flat object should not look warped or buckled- move it to and fro to be sure. A magnifier should not be loosely put together. Magnifier Bonuses Given the same X factor, a larger lens is better. A ring or loop to attach a lanyard is a good thing; so is a leather or plastic case. A lens held with a removable retaining ring can be taken out for cleaning. And a brand name on the magnifier, while not always a guarantee of quality, means you can contact the manufacturer. Doublet, Triplet, Coddington Good lensmakers combine two or three pieces of glass to correct for chromatic aberration- what gives an image blurred, colored fringes. Doublets can be quite satisfactory, but the triplet is the gold standard. Coddington lenses employ a deep cut inside the solid glass, using an air gap to create the same effect as a triplet. Being solid glass, they cannot ever come apart- a consideration if you get wet a lot.

The Juvenile Justice Policy Essay Essay Example

The Juvenile Justice Policy Essay Essay Example The Juvenile Justice Policy Essay Essay The Juvenile Justice Policy Essay Essay This approach forces officials to either respond with harsh punishment or doing nothing at all. Eventually, the system is reformed and a greater amount of leniency takes effect. This continues until the final phase, as Juvenile crime continues, policies are enacted requiring severe punishment Meson Howard, 1998). In 1899 at the same time as the creation of the juvenile court, a separate legal process for Juveniles was created, Probation units emphasizing social casework, became Integral components of a rehabilitative Juvenile Justice system Which continued into the sasss. In the sasss the legal rights of juveniles were increased o include due process considerations such as the right to counsel and protection against self-incrimination Meson Howard, 1998). Around this same period of time, demonstrativenesss and decentralization were becoming considerations in exchange for a more rehabilitative model. The rehabilitative approach was . Adopted by all states between 1970 and 1985. T he model again began to change In 1985 with the Increase of violence, drug use and distribution, and high gang activity. Currently, the juvenile justice system is stressing punishment and control of juveniles Meson Howard, 1998). One question that needs to be addressed is that of why should Juveniles be treated any different than that of an adult committing a crime and what are the problems with these Ideas? There are eight possible Justifications. One is that the crime committed by a Juvenile Is less serious than one committed by an adult. Seriousness can be thought about . In terms of harm or damage; another Is to think about the implications of the act for the future behavior of the offender. It is common to think of adult crimes as more serious than Juvenile delinquencies on both counts Evidence points to the contrary and the seriousness of offenses does not increase with age (Hirsch Cottonseeds, 1993). A second Justification Is that adults are responsible for their acts, whereas juveniles are not. In other words, Juveniles Do not or cannot anticipate the consequences of their acts This can also be referred to as low self-control and if low self-control is grounds to excuse the offender, than it would be logical to excuse many adults of their crime based on low self-control (Hirsch Cottonseeds, 1993). A third Justification is that Juveniles are more moldable than an adult is, respond better to treatment, and have a better chance of being rehabilitated. Evidence has en found to the contrary and furthermore, Adults have a declining crime rate regardless AT treatment (Hollers Gastronome, 1 Fourth Justification is there is a separate class of offenses, called status offenses, which are only offenses because of the age of the offender. One could argue in the reverse, that alcohol is frequently related to criminal acts, but is legal for adults to consume. Another analogy to the Juvenile status offense of incorrigibility is the crime of resisting arrest by an adult (Hirsch Cottonseeds, 1993). A fifth Justification is that the Juvenile Justice system is that allows for the sealing f records so as not systematizing the offender and Jeopardizing their future. This creates a host of problematic issues. An offender could continue engaging in crime and a Judge would not know of past offenses, thereby possibly returning the offender to the streets. Also once a Juvenile reaches the age of majority, a clean slate is begun and is treated as a first time offender regardless of past offenses (Roth, 1997; Hirsch Cottonseeds, 1993). A sixth Justification is that Juveniles are unable to care for themselves and that the state has the responsibility to care for them. There are many adults who are unable o care for themselves and the welfare interest would not affect the care of Juveniles if extended to these adults (Hirsch Cottonseeds, 1993). A seventh Justification is that by providing a separate system, Juveniles are provided separate facilities, away from the negative influences of adult offenders. Prisons have often been considered schools for crime, a fallacy (Roth, 1997; Hirsch Cottonseeds, 1993). There is no evidence that the longer an offender serves increases the chance of recidivism. There is some evidence That Juvenile offenders are as corrupt as adults. The other argument of the physical danger posed to a Juvenile . Is also usually misguided, because classification by security (or assault) risk is already widely practiced (Hirsch Cottonseeds, 1993). The eighth Justification is the popular Justification of treatment versus punishment, as an excuse of leniency. This seems to become unpopular when the crime is one of a heinous nature. In this case frequently the public requests that adult standards should be applied (Hirsch Cottonseeds, 1993). To summarize the present philosophies underlying the Juvenile Justice system we examine three pervasive arguments. The first is that Juveniles are not as responsible for their actions as adults are and therefore should not be held to the same standards. There are numerous benefits to merging the Juvenile Justice system with the adult criminal Justice system. There would be an increase in savings and efficiency. In many Jurisdictions there is a duplication of staff and functions, From computer systems to personnel officers to auditors to receptionists; courtroom space and personnel could be used more efficiently if the two were merged; as well as imbibing probation and parole officers. Savings could also be possible in detention and correctional facilities, for example by using a wing of an adult facility for Juvenile offenders (Dawson, 1990). A merger of the systems would result in saving by eliminating transfer costs. Presently, if a Juvenile in the upper Juvenile age range comes in, the prosecutor has the option of trying the Juvenile as an adult. A petition for a motion to transfer must be filed, psychological and sociological studies conducted, and an adversarial hearing held before it can be presented too Juvenile Judge. If the two systems were to erg, then the need for a transfer mechanism would be abolished (Dawson, 1990). An offender who commits a crime the day before the age of majority may be treated, as a Juvenile if the transfer mechanism is not invoked. A merger would eliminate the differential treatment; the tendency of officials to want to set an example of the almost adult Juvenile; and the difficulty of knowing the offenders true age, which is often misrepresented in order to be handled in one system over the other (Hirsch Cottonseeds, 1993; Dawson, 1990). Merging the two systems would have the benefit of providing for continuity of revises. At present, Juvenile records are sealed so it is difficult to determine if the juvenile is headed toward serious problems. Furthermore, the Juvenile, upon reaching the age of majority, has a clean slate, regardless of past record. But, even if the record were disclosed, there would be a tendency to discount the information in making a decision when viewing the individual as an adult (Roth, 1997; Dawson 1990). What the models or approaches have neglected up to this point is the importance of the victim and the community, accountability of the offender, and competency development. So far there has been the debate between punishment versus treatment as options, but both have negative side effects and essentially ignore everything else. The need for retribution may be satisfied by punishment, but the offender can be negatively affected. Punishment can undermine self-restraint, stigmatize ten offender Ana creates problems AT adjustment, wanly encourages delinquency, to name a couple, but it also encourages offenders to focus on themselves, not the victim and their responsibility (Bizarre Washington, 1995). Treatment seems to focus solely on the offender, providing them with benefits and to asking for anything in return. Offenders generally do not hear that they have harmed anyone, that action should be taken to Repair damages or make amends, and must receive consequences As a result of the offense (Bizarre Washington, 1995). The results of these considerations are a new approach called The Balanced Approach by Maloney, Oromo, and Armstrong, 1988, cited in Bizarre Washington, 1995. This approach provides three goals directed toward three primary entities, the victim, the offender, and the community. The three goals Are: accountability, competency development, and community protection. A fourth goal can be added, that of balance to address each of the three goals by policy and programs (Bizarre Washington, 1995). The primary goal of accountability would require the offender to Make amends for their crimes by repaying or restoring losses to victims and the community. The goal of Competency development, the rehabilitative goal for intervention, requires that youth who enter the Juvenile Justice system should exit the system more able to become productive and responsible in the community. The promotion of. Promoting public safety and security at the lowest possible cost is achieved by the hired goal of community protection. The priority of retributive Justice was to punish Through an adversarial process, restorative Justice gives priority to repairing the damage or harm done to victims and the community through a process of victim involvement, community participation, mediation, and reparation. Traditionally, restorative Justice models were offender focused and program driven, but with the addition of balance, there is a general commitment to a Set of values, which in turn, prescribes goals and performance outcomes directed toward meeting the needs Of offender, victim, and community The priorities for practice underlying each of the goals in the balanced approach are: for accountability (or sanctioning) the practice of restitution, community service, victim offender mediation, and victim awareness education; for competency development (or rehabilitation), the practice of work experience, cognitive and decision-making skills training, and service/learning; and for community protection (or safety), the practice of community-based surveillance and sanctioning systems, school and neighborhood prevention and capacity building efforts, and alternative dispute resolution and mediation (Bizarre Washington, 1995). To summarize the present philosophy of maintaining a separate Juvenile Justice system from that of the adult, we focus on three arguments: One that Juveniles are less responsible for their behavior, than adults; two, Juveniles have a greater potential for rehabilitation; and three, avoiding inappropriate legal rules (Dawson, If we attribute crime to low self-control then All that is required is to reduce the crime problem to manageable proportions is to teach people early in life that they wall De netter TOT In ten long run IT teeny pay attention to ten eventual consequences AT heir current behavior (Hirsch Cottonseeds, 1993). A possible approach would be a system of graduated sanctions, whereby the offenders are matched to appropriate punishments and treatments based on history and needs of the individual. This approach keeps in mind the founding philosophy of the Juvenile Justice system and can adequately address the present day offenders by balancing rehabilitation and punishment Meson Howard, 1998). Possibly the best approach, though would be the Balanced Approach, whereby the goals of accountability, competency development, and community protection would be directed toward a restorative justice.

Example of ANOVA Calculation

Example of ANOVA Calculation One factor analysis of variance, also known as ANOVA, gives us a way to make multiple comparisons of several population means. Rather than doing this in a pairwise manner, we can look simultaneously at all of the means under consideration. To perform an ANOVA test, we need to compare two kinds of variation, the variation between the sample means, as well as the variation within each of our samples. We combine all of this variation into a single statistic, called the ​F statistic because it uses the F-distribution. We do this by dividing the variation between samples by the variation within each sample. The way to do this is typically handled by software, however, there is some value in seeing one such calculation worked out. It will be easy to get lost in what follows. Here is the list of steps that we will follow in the example below: Calculate the sample means for each of our samples as well as the mean for all of the sample data.Calculate the sum of squares of error. Here within each sample, we square the deviation of each data value from the sample mean. The sum of all of the squared deviations is the sum of squares of error, abbreviated SSE.Calculate the sum of squares of treatment. We square the deviation of each sample mean from the overall mean. The sum of all of these squared deviations is multiplied by one less than the number of samples we have. This number is the sum of squares of treatment, abbreviated SST.Calculate the degrees of freedom. The overall number of degrees of freedom is one less than the total number of data points in our sample, or n - 1. The number of degrees of freedom of treatment is one less than the number of samples used, or m - 1. The number of degrees of freedom of error is the total number of data points, minus the number of samples, or n - m.Calculate the mean square of error. T his is denoted MSE SSE/(n - m). Calculate the mean square of treatment. This is denoted MST SST/m - 1.Calculate the F statistic. This is the ratio of the two mean squares that we calculated. So F MST/MSE. Software does all of this quite easily, but it is good to know what is happening behind the scenes. In what follows we work out an example of ANOVA following the steps as listed above. Data and Sample Means Suppose we have four independent populations that satisfy the conditions for single factor ANOVA. We wish to test the null hypothesis H0: ÃŽ ¼1 ÃŽ ¼2 ÃŽ ¼3 ÃŽ ¼4. For purposes of this example, we will use a sample of size three from each of the populations being studied. The data from our samples is: Sample from population #1: 12, 9, 12. This has a sample mean of 11.Sample from population #2: 7, 10, 13. This has a sample mean of 10.Sample from population #3: 5, 8, 11. This has a sample mean of 8.Sample from population #4: 5, 8, 8. This has a sample mean of 7. The mean of all of the data is 9. Sum of Squares of Error We now calculate the sum of the squared deviations from each sample mean. This is called the sum of squares of error. For the sample from population #1: (12 – 11)2 (9– 11)2 (12 – 11)2 6For the sample from population #2: (7 – 10)2 (10– 10)2 (13 – 10)2 18For the sample from population #3: (5 – 8)2 (8 – 8)2 (11 – 8)2 18For the sample from population #4: (5 – 7)2 (8 – 7)2 (8 – 7)2 6. We then add all of these sum of squared deviations and obtain 6 18 18 6 48. Sum of Squares of Treatment Now we calculate the sum of squares of treatment. Here we look at the squared deviations of each sample mean from the overall mean, and multiply this number by one less than the number of populations: 3[(11 – 9)2 (10 – 9)2 (8 – 9)2 (7 – 9)2] 3[4 1 1 4] 30. Degrees of Freedom Before proceeding to the next step, we need the degrees of freedom. There are 12 data values and four samples. Thus the number of degrees of freedom of treatment is 4 – 1 3. The number of degrees of freedom of error is 12 – 4 8. Mean Squares We now divide our sum of squares by the appropriate number of degrees of freedom in order to obtain the mean squares. The mean square for treatment is 30 / 3 10.The mean square for error is 48 / 8 6. The F-statistic The final step of this is to divide the mean square for treatment by the mean square for error. This is the F-statistic from the data. Thus for our example F 10/6 5/3 1.667. Tables of values or software can be used to determine how likely it is to obtain a value of the F-statistic as extreme as this value by chance alone.

Holocaust is fake david cole Essay Example | Topics and Well Written Essays - 250 words

Holocaust is fake david cole - Essay Example As if to point out that there was no way faith would work and no such power greater than that of Hitler may intervene to alter this course of history, each victim could be inclined to contemplate with scorn that the fateful event was indeed meant to take place. Back then, how could it be said or thought that Holocaust was not a journey to death and merely a path back to a seemingly neglected spirituality, at least for the Jews? Certainly, one would only afford a weakening capacity to figure tormenting memories and horrible imaginings of all occurrences marked by the reign of ruthless terror as they transpired. To have fallen into the hands of pure evil, clearly, nothing remained of dignity, well-being, and perhaps even the last strands of faith and hope to hold on to for a multitude deprived of every inalienable right, like the concept of choice never existed. Even those who were far from bearing witness to the Holocaust could well identify and concretize deep in their assuming minds the type of Hitler’s injustice which only the lowest form of animal may dare accept as fair to suffer with. Nevertheless, for those who find the potential of gaining a more unique insight, such terrifying portion of history can be perceived with sensible meaning at another paradigm but should certainly not be held in denial as in Cole’s revision attempt. Through a more profound meditation, one discovers the possibility of pondering a moment when humans weren’t dull in senses, rather alive with mixed reflexes despite the pain severities. It appears equivalent to arriving at a point when every second of time counts and love for life or the desire to live is vividly strong that any tendency toward feeling emptiness and meaninglessness is driven

The differences between Ayyubid, Mamluk and Ottoman Mosques Essay

The differences between Ayyubid, Mamluk and Ottoman Mosques - Essay Example It was was founded in the eighth century by Suleiman Abd probably after the conquest of Aleppo. The mosque is slim, and its base is square having built using minaret. The Great Mosque is a six storey building divided by naskhi and Kufic inscriptions. Architected by Hassan Mufarraj, the Mosque has continuous moldings, pilasters, polyfoil arches and elaborate trefoil. It is the earliest extant monument in the prehistoric city of Aleppo and one hemicycle of the then city’s Byzantine cathedral still exists in the northern part of Bab Antikiyah (Ernst 38). Additionally, the mosque also has three major fragments: inscribed stones, grans antique and capitals. Moreover, the minaret of the Great Mosque in Aleppo is seen to be heavy with some relief ornament. The classicizing details, continuous moldings, cusped arches and certain idiosyncratic details all originate from the distinctive northwest Syria. The idiosyncratic details included pointed ovals that were inserted at the cusps of the moldings. The Mosque also is had mugarnas-like cornice on top of the shaft that helped to support the balcony. From a closer range, the masonry finishing does not look as fine as on the later ornamented style mosques in the Mamluk and Ottoman dynasties. The softer stones make the overall surface of the mosque to look smooth thus a finer finish. From a different dimension, the east and south courtyard facades preserve the significant sections of Nural-Din’s reconstruction of the mosques. Additionally, the complex Stereotomy of the ornamented style is left to free play and is accompanied by moldings drawn from local Late Antique monuments, inscriptions and finely dressed masonry that is beveled along the coursing. The Mosque was of great importance in the Muslim world since it is the oldest congregational mosque in the Islamic architecture (Burgoyne, 68). On the hand, the Mamluk dynasties new form of architecture evolved

Lack of Motivation & Coaching in the Workplace Research Proposal

Lack of Motivation & Coaching in the Workplace - Research Proposal Example Lack of motivation and coaching at a work place can be deteriorating for an organization’s human resource health. The capital may not be motivated to work hard enough, resulting in a lower level of performance that may cost the organization its market position in a competitive environment today (John, 2005). Without coaching, a person may not be able to take the best decisions, which may come to him with experience or when an experienced person advices them. Therefore, coaching acts as a make shift tool for the knowledge management of an organization and is equally important. Research has shown that highly motivated individuals in an organization produce work efficiently, in lesser time and better quality when compared to their counterparts in the same or different organizations. Therefore, research on the implications of the lack of motivation and coaching in the workplace is very important for organizations to understand its importance (Robert, 2007). It is highly important that the employees are motivated in the right context and put their best effort towards the organization; the goals of the organization as well as the employees should be matched in such a manner that they work in unison. Meeting the coaching needs of an employee would help them to make better decisions regarding the day to day operations as well as their career, further motivating them to work harder. The negative impact that may arise due to lack of motivation and coaching in the work place are theoretically tremendous. Organizations may face a high employee turnover rate if the organizations don’t take steps to motivate their employees enough. The question arises that what kind of initiatives should be taken to motivate the employees at the workplace (John, 2001). Also, the impact of having no coaching initiatives in an organization may be tremendous; therefore, is coaching and motivation necessary for the employees to produce their

Conflict and Political Order Essay Example | Topics and Well Written Essays - 1500 words

Conflict and Political Order - Essay Example Both of these theories have foundations of democracy. Conflict is found at the centre stage of politics because of the struggle for power between individuals. Up to the modern concept of political order, conflict remains contentious when it comes to politics. These concepts have drawn from the ancient view of politics advanced by individuals such as Plato, Socrates, Aristotle, and Aquinas among others. Some of their concepts and propositions have been dispelled while others have influenced the philosophy of politics for centuries. Conflict among human beings is as old as history itself. War is found to have begun very long time ago because of the desire to control resources. Conflict has been founded on religious differences, ethnic differences, differing political ideologies, and social motivations. Politics is a broad subject that has influence over all humans directly or indirectly. According to Aristotle’s Nicomachean Ethics, political science has massive influence over all other things, he mentions about its authority and the control it has over humans under his theory of natural slavery. His assertions that humans are naturally political present a situation that depicts them as differing in opinions and thoughts. His view was that humans are unique, with each playing a specific role just like the way organs functions in a body. The aggregation of communities together is a natural affair because it achieves self-sufficiency among the individuals. The political nature of persons induces them to engage in conflicts between one another. The conflicts may not be based on any personal view but the political affiliations. According to the arguments presented by Aristotle in the Book V the affiliations that appears between individuals creates factions based on common interes ts. In the first place, the mindset of an individual prompts them to affiliate to a certain group and will tend to have disparity in opinion and behaviour with the other factions. Secondly, factions are developed depending on the benefits that are derived from them, it is also possible that some things are lost in joining the groupings thereby some resentment to the differing groupings is experienced. Finally, political disputes are potential sources of factions where there are ideological differences between groups. The traditional approach of conflict seems to have been avoided since its focus was mainly on functionalism. The approach gives weight to the fact that each individual in an organization or community is designated from a specific role in the community. This is contrary to the modern conflict theory where the opinion shapers are the elite in the society. However, to the modern theorists there is consensus with Aristotle’s point of view that all humans are wired to be political. The modern view presents a situation where social classes arise hence creating a huge disparity and dispelling the functionality notion that humans have a specific role that each is supposed to play. Conflict is very much associated with rise to power. According to Machiavelli use of force is one the strategies that power can be obtained, these results in conflict that results to loss of lives and betrayal. These individuals kill the people they want to lead and the existing leaders in order to find their way to power. A situation that does not involve much conflict happens when power is obtained through the favour of the people. In such a situation the conflict arises between the common people and the nobles, however, the funny thing is that the nobles have much influence over the common people such that they are capable of manipulating them to have one of them

Annotated Bibliography-Terence Coursework Example | Topics and Well Written Essays - 1250 words - 2

Annotated Bibliography-Terence - Coursework Example It is important on how the use of technology can restore the elderly memory. Rajarshi C., Claire V., H., & Raghav R. (2013). Privacy preserving actions of older adults in social media: Exploring the behavior of opting out of information sharing, Decision Support Systems, ISSN 0167-9236, 10.1016/j.dss.2013.01.004. The Elsevier science publishers publish the information. It provides that there is an increase in the use of the social media by the elderly individuals. These persons, however, do find themselves sharing their private information unknowingly that should be avoided. It does provide for other studies as to how the young generation and the old differ in sharing information. The literature review is extensive and provide explanations for the use of other studies that enables understanding of the research easier. The methods of analysis were limited to observations as to how the elderly shared information that was common to other studies explained by the review. Though, it is unfortunate that elderly persons have to share private issues accidentally. Regec, M. (2011). Opening information technology to the senior population. Retrieved from http://www.lillonline.net/online/documents/publications/elill_publ/bratislava_opening_information_technology_to_senior_population.pdf This is an article published from the Pew research center. It observes that senior members have slow integration of technology compared to younger generation. Hence, the senior members who interact with the young embraces technology with ease. It offers further studies onto how the government can assist the older generation to benefit from the technology such socialization in the society. The literature review analyzed different age groups of the senior members to give an extensive view on how they operate the technology. As a result, it provided in-depth analysis of the study. The method of research was by

Immigration Essay Example | Topics and Well Written Essays - 250 words - 8

Immigration - Essay Example The public of the Americans have been against large scale immigration. Majority of them prefer living with the familiar than getting an experience of working with this new group of people whom they fear may not adapt to the American way of life. They do this independent of considering the positive impact made by the immigrants. However, the opposition has been more on some groups and less on others. This has been majorly based on the risk of the Americans losing their jobs and privileges to the immigrants. They fear that the immigrants will take their places in the sectors like the workforce since the immigrant’s engagement has brought significant changes in America’s wages (The National Voter, 2007). According to The National Voter (2007), majority of the immigrants go for economic opportunity. This does not mean that they take societal resources. They equally contribute to the growth of the resources since they take part in economic development (The National Voter, 2007). They take up jobs regardless of the pay, which Native Americans cannot

Annotated Bibliography-Terence Coursework Example | Topics and Well Written Essays - 1250 words - 2

Annotated Bibliography-Terence - Coursework Example It is important on how the use of technology can restore the elderly memory. Rajarshi C., Claire V., H., & Raghav R. (2013). Privacy preserving actions of older adults in social media: Exploring the behavior of opting out of information sharing, Decision Support Systems, ISSN 0167-9236, 10.1016/j.dss.2013.01.004. The Elsevier science publishers publish the information. It provides that there is an increase in the use of the social media by the elderly individuals. These persons, however, do find themselves sharing their private information unknowingly that should be avoided. It does provide for other studies as to how the young generation and the old differ in sharing information. The literature review is extensive and provide explanations for the use of other studies that enables understanding of the research easier. The methods of analysis were limited to observations as to how the elderly shared information that was common to other studies explained by the review. Though, it is unfortunate that elderly persons have to share private issues accidentally. Regec, M. (2011). Opening information technology to the senior population. Retrieved from http://www.lillonline.net/online/documents/publications/elill_publ/bratislava_opening_information_technology_to_senior_population.pdf This is an article published from the Pew research center. It observes that senior members have slow integration of technology compared to younger generation. Hence, the senior members who interact with the young embraces technology with ease. It offers further studies onto how the government can assist the older generation to benefit from the technology such socialization in the society. The literature review analyzed different age groups of the senior members to give an extensive view on how they operate the technology. As a result, it provided in-depth analysis of the study. The method of research was by

Marketing Campaign of Nike Essay Example | Topics and Well Written Essays - 1750 words

Marketing Campaign of Nike - Essay Example The author has rightly presented that the substandard endeavors of International Olympic Committee (IOC) demanded to ensure that their chosen sponsors receive hefty spotlight during London Olympics games. The associated athletes were restricted for two weeks from showing their appearance for any unofficial sponsors. Unofficial sponsors were not allowed to gain benefits from Olympic themed messages. For a large number of ads, the plan of IOC worked. However, some creative companies and athletes found their way around the system. Nike was one such company that came up with a smart approach. Instead of investing millions of dollar for obtaining official sponsorship, it found a distinct way to celebrate Olympics at London. The company launched a new marketing campaign, titled as â€Å"Find Your Greatness.† This ad campaign featured everyday athletes from around the world. The concept is cleverer in terms of breaking through the advertising blackout of IOC. Only a select few will b e able to find their spot in London Olympics but it does not mean that greatness has been lost from rest of us common people. The level of greatness might not be equal to that of these athletes but most importantly, it exists. The rationale of the campaign is explained by Nike; â€Å"It is not just the championship athlete or record breaker that aspires to push their limits. It is also the everyday athlete, who strives to excel on their own terms, to set and realize personal goals and achieve their own defining moment of greatness. That’s the insight behind Nike’s ‘Find Your Greatness’ campaign, a powerful message to inspire anyone who wants to achieve their own moment of greatness in sport, launched just as the world focuses on the best of the best† (Media News Line, 2012). Evaluation of Campaign The marketing campaign of Nike will be evaluated in two ways. First, a famous marketing model of DAGMAR will be applied in order to determine the steps as mentioned in the framework and as applied by Nike. Second, the evaluation of this campaign will be conducted to determine how potent the campaign has remained in order persuade the audience, which in essence, is the core purpose of marketing campaign. Application of DAGMAR Framework The framework of DAGMAR is useful in order to build awareness of the brand among current and potential customers. The purpose of this model is to alter the buying behavior of customers. DAGMAR is a contraction for â€Å"Defining, Advertising, Goals for Measured Advertising Results.† Ideally, when this model is applied, the target audience moves easily through all the stages of this framework. These stages are based on the common decision-making and cognitive pattern of people when they decide whether to purchase something or not. This model is based on five key stages. These key stages are followed either in a single advert or in a series of advertising

Sense Perception Essay Example for Free

Sense Perception Essay Maurits Corneluis Echecher (1898-1972) is one of the most famous graphical artists. He used to use maths in his art to trick peoples senses. Some of his paintings are used for atmosphere ideas in movies, for example inception. Magicians also play with our senses and trick us. The method they use is known as smoke and mirrors. The expression smoke and mirrors has now entered our everyday language in English it refers to deceptive behaviour, actions or information. What does red mean? Love, dangeretc. But it can also be a corporate symbol (vodaphone), a political symbol (like communist flag) communists were called the reds. Red can also be an artistic symbol, symbol of danger, sports team, red can take the significance of health (red cross). Iconoclastic when you cannot have use any religious symbols, like in Islam. In the mosque there are no statues, just quotes from the Koran. Whenever we perceive something the meaning changes depending on the context, the meaning depends on the context. What makes up this context ? * The history of the people. * The culture of the people. * The political views of the people. * Emotions. * The environment surrounding us (if were in a museum, class etc.) John Locke was the founder of the school of Empiricism he said that the human mind is born as a tabula rasa (clean slate). He believes we are born with nothing and no skills, he thinks that we gain ideas, skills and knowledge throughout our lifes. This means that context that provides the meanings to the things we perceive is not something were born with, but something we learn. Gestalt psychology (school of thought), it argues that we shouldnt understand perception as an individual phenomena, but as a whole because the result is more than the part of it. This theory may be applied to many things ex. a movie or a painting. This applies to the way we interpret other individuals and human actions, this is what we call social perception. Social perception is also related to the we dress up. Social perception also leads to racism, think of Germans and Jews.

A Comparison of a Hobbsian World and the World of Candide Essay

The Disparity between a Hobbsian World and the World of Candide    In an anarchistic Hobbsian world, man leads a purely selfish existence, perpetually waging war against his fellow men.   In this world Nature subsists as a playing field for evolution: only the strong and cunning survives, and even survival results in life that is "nasty, brutish, and short" (Hobbes).   However, with restraints (that is, government), a Hobbsian world can blossom into society.   According to Hobbes, those who wish to subside from natural anarchy must implicitly surrender some personal freedom in exchange for societal order.    Hobbes' philosophies influenced many of his contemporaries and subsequent intellectuals, including Voltaire, demonstrated in his satire, Candide.   At first glance, Candide seems to be a strict manifestation of Hobbsian philosophy: an anarchistic world centered around war, relieved only through the yield of personal freedom for communal order-Eldorado and the garden.   Yet after a thorough examination of the work, one recognizes that the characters in Candide are not Hobbsian.   Hobbsian man is innately selfish and ambitious while Voltaire's characters are not.   Perhaps some characters in Candide are driven through their misfortunes as a result of their avarice; however, this foible can not be ascribed as innately human. Instead, avarice, in the world of Candide, arises as a byproduct of the fallibility of man-made institutions (that is, religious and educational), which are the primary targets of Voltaire's satire. Thus, the world of Candide, although structured like a Hobbsian world, contains men that are not Hobbsian.   This d... ...the inability to cooperate.   Or perhaps Voltaire suggests that the world can be controlled more effectively if the man-made institutions that he is satirizing could be somehow reorganized.   All in all, Voltaire's subtle divergence from strict Hobbsian philosophy enables him to pose perhaps unanswerable questions about mankind and our potentials. Works Cited Bottiglia, William. "Candide's Garden." Voltaire: A Collection of Critical Essays. New Jersey: Prentice-Hall, Inc., 1968. Hobbes, Thomas. â€Å"Of Religion.† ed.Smith,Lacey Baldwin and Jean Reeder Smith. The Past Speaks. 2nd ed. 1 vol. Lexington: Heath, 1993. Richter, Peyton. Voltaire. Boston: Twayne Publishers, 1980. Tsanoff, Radoslav. Voltaire's Candide and the Critics. California: Wadsworth Publishing Company, Inc., 1966. Voltaire. Candide. New York: Viking Publishers, 1996.

Comparing and Contrasting the Movie and Natalie Babbitts Book Entitled

Do you know a book called Tuck Everlasting which is written by Natalie Babbitt existed in this world? It is a very interesting novel with a very sad ending. It’s a story about a girl, who discovered a very dangerous secret about a particular spring water. When you drink the water, it makes you immortal. A movie on this book was produced later on. Things change when you have to audition something that is written. And so, the movie Tuck Everlasting was very different from the book Tuck Everlasting. Winnie Foster, a ten-year-old girl, discovered a very dangerous secret about the spring water in the woods her parents owned. She found out that if the spring water is drunk, it makes one immortal. Winnie didn’t understand what it was like being immortal, until she met the Tucks, who had drunk from the spring water and had become immortal. She wanted to be immortal too, but they talked her out of it, except for Jesse Tuck. Jesse and Winnie liked each other very much. Jesse wanted Winnie to drink the spring water so that she could be immortal and could live with him forever. Jesse told her to drink the spring water when she gets a little older because Winnie was too young to drink it now. Winnie agreed. But in the movie, she turned out to be a fifteen-year-old young adult. So Winnie didn’t need to wait to drink the spring water. It was very surprising to see Winnie as a teenager when we all imagined her being a little kid. Because she was a little girl in the book, immortality was the main thing that was going on. But she was about fifteen years old in the movie, which changed the whole meaning of the book Tuck Everlasting. A movie which was supposed to be about immortality was turned into a romantic film. Winnie Foster and Jesse Tuck ... ...head. When he got to the Tucks house, he told them that he was taking Winnie away and that he bought the Fosters’ woods. Mae was so angry that she killed him. The constable arrived, just in time to see Mae doing that. So, in the book, Mae got into jail but in the movie, both Mae and her husband, Angus, got into jail. Winnie wanted to help them get out of jail. She succeeded in freeing them but used different methods for the book and the movie. So in the book, Mae got into jail but in the movie, both Mae and her husband, Angus, got into jail. Winnie helped them get out of jail but used different methods to free them. I like the reading book better than watching the movie because there are more facts in the book than the movie. Maybe I just like reading books better than watching movies. That’s my opinion. What’s yours (if you’ve read the book and seen the movie)?

Motivation

Describe, compare and contrast one process and one content theory of motivation. Evaluate how appropriate they are for organisations today. Motivation is the desire or willingness of someone to do something. Craig C. Pinder (1998) defined work motivation as a â€Å"set of internal and external forces that initiate work related behaviour and determine its form, direction, intensity and duration. † Motivation plays an important role in a business environment, as employee motivation is believed to improved work performance.Discussed in this essay are two types of motivation theories; Content theory which tries to identify specific needs that motivate people and Process theories which is based on developing models relating needs, motives and behaviour. In this essay, I aim to asses content and process theories accordingly; Abraham Maslow’s Hierarchy of Needs Theory and Stacey Adams Equity Theory; comparing these theories and highlighting any assumptions, strengths, weakness , positives and negatives individually and comparatively to be able to come to a critical conclusion as to whether these theories are suitable for organisations today.My content theory is based on Maslow’s Hierarchy of Needs theory, published in 1943 by Abraham Maslow. His hypothesis was that â€Å"human needs arrange themselves in hierarchies† as quoted in his publication of A Theory of Human Motivation in 1943 (p. 370). In hierarchical order physiological needs which entails food, water, shelter and warmth. Safety needs refers to security, stability and freedom from fear. Social needs include the need for affection and friendships. Esteem needs refers to ego needs, recognition and respect.Finally, Self-actualisation, realisation of ones full potential ‘becoming everything that one is capable of becoming. ’ â€Å"When one set of needs is satisfied, it ceases to be a motivating factor. Thereafter the next set of needs in the hierarchy order takes places,à ¢â‚¬  (Maslow, 1943) this continually occurs until the assumption of self-actualisation is satisfied, as Maslow stated, â€Å"a satisfied need is no longer a motivator. † Equity Theory, a process theory first proposed by Stacey Adams in 1963 ocuses on people’s feelings on how fairly they have been treated in comparison with the treatment received by others. It is based on exchange theory (Homans 1961) undergoing an exchange process, which involve inputs and outcomes. In ‘Social Behaviour: its Elementary Forms’ by George C. Homans he created the rule of ‘Distributive Justice’: â€Å" a man in exchange relation with another will expect that the reward of each man be proportional to his costs†¦ the greater the investments, the greater the profit,† (Homans 1961 p. 75).Numerous business environments present inequality, however, the acknowledgement of inequality will motivate an individual to decrease or eradicate the inequality. These two theories illustrate a relationship in terms of how they motivate individuals by fulfilling a need that affects them both mentally and physically; for example, Maslow’s theory suggests you will be motivated to the next ‘higher level’ of needs if the previous level is fulfilled satisfactorily, if this is not met, work performance will deteriorate and affect individuals mentally or physically as they cannot advance to the next level.As well as, Adams Equity Theory; Work on Walster, Berscheid and Walster, 1973 was covered by Kingsley, Catherine, Park, Hee Sun and Lee, Hye Eun (2007) where they suggested â€Å"mathematically, equity theory predicts that people will be uncomfortable in relationships in which their own ratio of inputs to outcomes is not equivalent to the other party’s ratio of inputs to outcomes†, in other words, this ‘discomfort’ can lead to further enthusiasm to reach the next goal or increase input to ultimately increas e outcomes to reach satisfaction and eliminate the ‘discomfort’.Furthermore, research has proved that both theories of Maslow and Adams can result in consequential behaviour if their needs are unable to be satisfied. For instance, Maslow’s theory states there are five stages of the hierarchy, considering psychological needs are most important, in having a healthy work relationship, if this is not fulfilled, individuals might resort to criminal activities to satisfy that need in order to survive.Similarly, evidence from research highlight that there are negative ways in which workers can redress inequality; As seen in Organizational behaviour and Work, Wilson, Fiona M, (2010), it highlights the ways in which individuals act negatively towards inequity â€Å"underpayment leads to lowered job performance (Prichard et al. , 1972; Lord and Hohenfeld, 1979). Another form of reaction to underpayment is disruptive, deviant behaviour, such as vandalism and theft (Holling er and Clark, 1983). Theft might be seen as a means to replenish feelings of underpayment inequity.The Hawthrone Studies conducted by Elton Mayo between 1924 and 1932, showed that employees are not just motivated by the money, â€Å"outcomes,† but their attitudes, â€Å"needs† as well. Initiating the human relations approach to management and the needs and motivation of employees was the primary concentre of managers. In short, both Maslow and Adams theories can be considered Equity theories of motivation. In some way, Equity Theory may seem more relatable to organisations today globally, as equity is part of the human rights laws, as compared to Maslow’s theory.Maslow’s theory is unmasked as ethnocentric by Geert Hofstede (1984), he stated, there are ‘cultural limitations’ in the study of this theory conducted by Haire, Ghiselli and Porter (1966) where Haire et al, concluded ‘the only nationality group that ordered their need importanc e almost, and their need satisfaction exactly, in the Maslow order was the U. S. managers. The other nationalities showed more or less deviant patterns. ’ Hoftsede argues that Maslow’s theory is based on an individualistic society seeking self-actualisation as their most important goal/need.However, in collectivist societies such as China seeking â€Å"harmony† or â€Å"family support† or job satisfaction, which are not represented in the hierarchy of needs, are seen as their necessary goals. Nevis (1983) study emphasises that Maslow’s Hierarchy is not relatable to Chinese culture. His main observations were that there was a difference in the cultures in terms of belonging; Individualistic society as opposed to collectivist societies seeks belonging, whereas collectivist societies basic needs only emerge after they have satisfied their need to belong.This indicates Maslow’s theory is not appropriate to all cultures, however, there is a predo minant relationship illustrating the need for equity in business environments. Empirical support for Maslow’s Theory is lacking (Murcell 1976), Maslow himself admitted in 1962: ‘my motivation theory was published 20 years ago†¦ nobody repeated it, tested it, or really analysed or criticized it. ’ Lowry (1982: 63). Another criticism discussed (McLeod 2007) concerning the assumption that the lower needs must be satisfied before a person can achieve their full potential and self-actualise.McLeod (2007) argues that this is not always the case, and therefore the theory is ‘falsified. ’ Many creative people such as authors, musicians and artists have exhibited self-actualisation without meeting the lower needs. Van Gogh, who was poor and considered by many psychotic; Rembrandt, who had no food or majority of the basic psychological needs; Toulouse Lautrec, whose body tormented him; were all engaged in some form of self actualisation. Perhaps the devel opment of uniqueness and creativity in meeting some of the levels, in someway compensates for the lack of having the basics.It is sensible however to state that some people aim for self actualisation even when their physiological needs or lower needs are not fully met. Moreover, Maslow defined self-actualisers as people of great accomplishment such as dignitaries and presidents. This statement makes it complex to understand the concept of self-actualisation. In fact, Muchinsky (1993) states that Maslow’s theory is more philosophical than empirical, which means it is complicated to test.The only way to do so is to say that ‘all people are at different stages of development, and all of them are self actualisers in some form,’ Poston (2009). Another weakness is the arrangement of hierarchy; Bellot & Tutor (1990) argue that the arrangement does not apply to organisations today and modern society. They conclude that ‘self actualisation is a proponent need fo r self-esteem’ implying self-esteem would follow only after self- actualisation, which is clearly not illustrated in the Maslow’s theory model.Equity Theory can be assessed into four basic propositions according to Huseman, Hatfield and Miles (1987). One of the propositions being: Individuals develop their perception of fairness by calculating a ratio of their inputs and outcomes and then comparing this to the ratios of others (Huseman, et al. , 1987). Noticeably some inputs and outcomes are intangible, in the sense that they cannot be measured or quantified such as Inputs: experience, knowledge, ability, qualifications and ambition of the individual (Cory, 2006) and outcomes: recognition or job security.This makes coming to a suitable conclusion for an individual’s input and outcomes ratios more difficult as these concepts are intangible, meaning it is difficult to define or understand, as it is vague and abstract a concept. Another proposition suggests that: a s the difference in inequity increase, the tension and distress felt by individuals will increase (Huseman, et al. , 1987). However, not every person will experience equity or inequity in the same way because people have varying tolerance levels for sensitivity to perceived situations of inequity.Huseman et al. , suggest that there are three types of individuals on an Equity Sensitivity Spectrum: Benevolent (more tolerant of under-reward), Equity Sennsitives (follow the ‘norm’ of equity theory) and Entitled (prefer over-reward situations)(Huseman, et al. , 1987). In my earlier statements about Wilson, Fiona M, (2010) work that highlights the ways in which individuals act negatively towards inequity may be narrowed down using this spectrum, unlike the generic idea that â€Å"underpayment leads to lowered job performance (Prichard et al. 1972; Lord and Hohenfeld, 1979). Using the spectrum, Benevolents, will experience distress and guilt if they are in a situation of over -reward. Equity Sensitives, will experience distress when faced with either type of inequity and Entitleds, experience distress when in an equitable or under reward situation. This structure is useful for addressing and understanding equity theory and individuals behaviour. However, needless to say this is just a broad spectrum. The Equity Sensitivity Spectrum does not account for all individual differences in preferences and behaviour.Individuals might show different equity sensitivities in different contexts (Huseman, et al. , 1987). For instance an individual might be Equity Sensitive in their relationships, favouring an equitable balance. Conversely, they might be an Entitled in business environments and are open to the idea of over-reward. Equity theory in a business environment is said to be less damaging if employees are given a voice, respect and feeling of belonging in a workplace. â€Å" People feel affirmed if the procedures that are adopted treat hem with respect and di gnity, making it easier to accept outcomes they do not like,† Deutsch, 2000, p. 45). Skarlicki and Folger (1997) found that employees that are treated with respect are more likely to tolerate unfair pay. The perception of inequity is more likely to be tolerated if employees feel comfortable, belong and are respected by their employer. This further prevents detrimental behaviour an employee is likely to illustrate, if uncompensated for the inequity at work such as counter-productivity work.These intangible concepts such as respect help maintain or increase motivation and prevent problems that arise from under-reward. Cultural differences influence the equity theory (Fadil, Williams, Limpaphayom, and Smatt, 2005). Research shown on Eastern culture illustrate that, equality as opposed to equity was preferred (Leung and Bond, 1982, 1984; Leung and Park, 1986; Mahler, Greenberg and Hayashi, 1981 as cited in Fadil et al. , 2005). Eastern cultural shows that rewards will be given out equally to all those involved in the group’s performance regardless of individual inputs or personal efforts (Fadil, et al. 2005). This is probably as a result of primary sector being the most occupied sector in these cultures. Equality as opposed to Equity is a good ideology that will benefit the equity theory significantly. The business climate today allows Maslow and Adams theory to be applied, although to a limiting degree. Undoubtedly, both theories have shown weakness, strengths and assumptions, which I have explored widely. Today, Maslow’s model is relatable because people do seek to achieve psychological, safety, social and esteem needs, and to discover the realm of self-actualisation.However, as discussed, Maslow’s theory is a very individualistic model that does not relate globally, in collectivist societies. Thus, proving that Maslow’s theory may not be appropriate to business environments globally, which practice collectivism such as China. A lternatively, Adams theory is more fitting for business environments globally in the present and certainly in the future as equity is seen as a necessity of human rights. Finally, ’one of the difficulties in motivating workers is that they, all are ifferent and react differently to the same kind of change or action. ’(Haleopota, 2005) once this concept is understood, it is much easier to regard these theories individually, monitoring the effects on an individual over short and prolonged periods of time. These theories discussed are outdated and difficult to empirically test, even though they have been published for years now. Businesses evolve over the years and structures rotate as time goes along. Needless to say, some aspects of these theories are relatable today but are quickly diminishing.It is essential to remember ‘the concept of motivation is somewhat abstract, different strategies produce different results at different times, and there is no single strat egy that can produce guaranteed favourable results all the time. ’(Halepota, 2005). Bibliography List of references Bellott, F. K. , & Tutor, F. D. (1990). â€Å"A Challenge to the Conventional Wisdom of Herzberg and Maslow Theories†, Paper presented at the Nineteenth Annual Meeting of the Mid-South Educational Research Association. New Orleans, LA Berscheid, E. , Walster, G. , & Hatfield Walster, E. 1978, Equity: Theory & Research, Allyn & Bacon, Inc. Brain, C 2002, Advanced Psychology: Applications, Issues & Perspectives, Nelson Thrones, Cheltenham. p 131-132. Cory, C. , 2006, Equity theory and employee motivation, Buzzle, retrieved from http://www. buzzle. com/editorials/6-24-2006-100325 Deutsch, M. , 2000, Justice and conflict, In M. Deutsch and P. T Coleman (Eds), the Handbook of conflict resolution: theory and practice, San Francisco: Jossey- Bass Inc. Publishers. Eisenhardt, K. M. , The Academy of Management Review, Vol. 14, No. 1 (Jan. , 198 9), pp. 57-74Fadil, P. A. , Williams, R. J. , Limpaphayom, W. , & Smatt, C. , 2005, Equity and Equality? A Conceptual Examination of the Influence of Individualism/Collectivism on the Cross-cultural Application of Equity Theory, Cross Cultural Management, 12 (4), 17-36 Geare, A 1977, Wage Payment Systems, Methuen, New Zealand. P 80 Greenberg, J. , 1988, Equity and Workplace Status: a Field Experiment, Journal of Applied Psychology, 4, 606-613 Greenberg, J. , 1990, Employee Theft as a Reaction to Underpayment Inequity: The Hidden Cost of pay cuts, Journal of Applied Psychology, 5, 561-563Halepota, H. A. ; 2005 A Motivational Theories and Their Application in Construction, Cost Engineering Vol. 47/No. 3 March, 2005, p. 14. Hallez, T. , Ball, B. , 2010, ‘Stacey Adams Equity Theory', Your Coach, Accessed 12th November 2012, Source: from http://http://www. yourcoach. be/en/employee-motivation-theories/stacey-adams-equity-theory. php Hofstede, G. , 1984, The Cultural relativity of the Quality of Life Concept, Academy of Management Review Vol. 9 issue. 3 p. 389-39 Hollinger, R. C. , & Clark, J. P. 1983, Deterrence in the workplace: Perceived Certainty, Perceived Severity, and Employee Theft. Social Forces, 5, 561-568 Huseman, R. C. , Hatfield, J. D. , and Miles, E. W. , Lawler, E. 1968, ‘Equity theory as a predictor of productivity and work quality’, Psychological Bulletin, vol. 70, pp. 598-610 Maslow, A 1970, Motivation and Personality, 3rd ed. , Harper ;amp; Row, New York. Chapter 2: p. 15-31. Huseman, R. C. , Hatfield, J. D. , Miles, E. W. , 1987, The Academy of Management Review, Vol 12(2), p. 222-234 Maslow, Abraham H. , Lowry, Richard J. 1940-, Maslow, Bertha G, Freedman, Jonathan L. , and International Study Project The journals of Abraham Maslow. Lewis Pub. Co, Lexington, Mass, 1982. McLeod, S 2007, ‘Maslow's Hierarchy of Needs', Simple Psychology, Accessed 11th November 2012, Source: from http://http://www. simplypsychology. org/maslow. html Muchinsky, P. M. , 1993, Psychology applied to work: An introduction to industrial and organizational psychology, 4th edition, Brooks/Cole (Pacific Grove, Calif. ), p. 584 Oleson, M. , Exploring the Relationship between Money Attitudes and Maslow's Hierarchy of Needs.International Journal of Consumer Studies, Vol. 28, No. 1, pp. 83-92, January 2004. Pinder, C. C. 1998. Work motivation in organizational behaviour. Upper Saddle River, NJ: Prentice-Hall Poston, B 2009, ‘Maslow's Hierarchy of Needs', An Exercise in Personal Explorations, Association of Surgical Technologists, p. 347-353 Pritchard, R. , 1969, ‘Equity theory: A review and critique', Organizational Behaviour and Human Performance, vol. 4, issue 2, pp. 176-211 REDMOND, B 2009, ‘Equity Theory',  The Pennsylvania State University, PSYCH 484: Work Attitudes and Job Motivation, pp. -16 Rakowski, N 2011, Maslow's Hierarchy of Needs Model – the Difference of the Chinese and the Western Pyramid on the Example of Purchasing Luxurious Products, GRIN Verlag. Shapiro, D. , Steers, R. M. , ;amp; Mowday, R 2004, ‘INTRODUCTION TO SPECIAL TOPIC FORUM THE FUTURE OF WORK MOTIVATION THEORY', The Academy of Management Review, vol. 29 issue 3, pp. 379-387 The Academy of Management Review, Vol. 12, No. 2 (Apr. , 1987), pp. 222-234 Trevino, A. Javier (2009) ‘George C. Homans, the human group and elementary social behaviour', the encyclopaedia of informal education, p. [Www. infed. org/thinkers/george_homans. htm] WAHBA, M. , ;amp; BRIDWELL, L. , 1976, ‘Maslow Reconsidered: A Review of Research on the Need Hierarchy Theory', ORGANIZATIONAL BEHAVIOR AND HUMAN PERFORMANCE, vol. 15, pp. 212-240 Westerman, C. , Park, H-S. , ;amp; lee, H-E. , 2007, A Test of equity theory in multidimensional friendships: a comparison of the United States and Korea. Journal of Communication, 57, 576-598 Wilson, Fiona M (2010) â€Å"Chapter 6: Motivation†. Organizational behaviou r and work: a critical introduction, (pp. 123-142) Oxford: Oxford University Press Motivation This paper presents the findings with regards to the motivation levels of Officers in the Defense Sector under several parameters. The Indian Army serves as the ultimate instrument for maintaining the unity and the integrity of the nation in the face of external threats and internal unrest and disturbances. Teamwork breeds comradeship which, in turn, leads to pride in belonging to a team and fosters esprit De corps. Motivation thrives on a continuing sense of purpose and it is the Job of the commander to instill this purpose.Skill in the techniques of leadership is the foremost quality in the art of command and contributes very largely to success at all levels of war. The basic structure and motivational ethos of the armed forces in general and the Indian Army in particular, has remained rooted in the colonial context. The entire basis of military motivation has been focused around the Zeta/ honor and martial traditions of the sub-nationality based Regiment. The pride in the â€Å"G uam† (substantiation) has been the primary basis of the military motivational ideology. The history and achievements of the â€Å"Guam† have used to inspire the older.The Indian National Army (NINA) of Subtask Chancre Bose provided a readmes model for the Indian context. It had tried to apply the German and Japanese techniques of military motivation to the Indian context with considerable success. The relation between employee motivation level (dependent variable) with the extent of leadership behavior, organizational culture, team spirit, personal effectiveness and effect of financial motivators (independent variables), as reflected through analysis of data by using Crossbar and Chi-square method is presented as follows: 6. Extent of Leadership Behavior * Level of Employee Motivation Table 6. : Crossbar of Extent of Leadership Behavior * Level of Motivation in Defense Crossbar Level of Employee Motivation Low Medium High Total Autocratic Count 23 11 0 34 % within Exten t of Leadership Behavior 67. 6% 32. 4% 100. 0% Participative Count 6 64 9 79 7. 6% 81. 0% 11. 4% 100. 0% count 18 1937 Extent of Leadership Behavior Charismatic 48. 6% 51 100. 0% Total count 2993 28 150 19. 3% 62. 0% 18. 7% 100. 0% Table 6. 2: Chi Square of Extent of Leadership Behavior * Level of Motivation Chi- Square Tests Value UDF Assam. Gigs. (2-sided) Pearson Chi-Square 94. AAA 4 . 000 Likelihood Ratio 87. 164 4 .OHO Linear-by-Linear Association 65. 070 1 . 000 N of Valid Cases 150 a. O cells (. 0%) have expected count less than 5. The minimum expected count is 6. 35. 124 Fig. 6. 1: Graph for Extent of Leadership Behavior * Level of Employee Motivation Table 6. 1 presents the information related to the extent of leadership behavior and level of motivation of the employees. It is evident that 81% of the employees falling in participative leadership behavior have a medium level of motivation, whereas in al other leadership behavior categories, around 41% of the employees have m edium level of motivation.Autocratic leadership style and behavior has sizeable 68% respondents in low level of motivation, whereas the relative percentage of participative and charismatic leadership behavior is much less. Hence, it seems that as the close-control leadership behavior is increasing, the level of employee motivation is decreasing. To test this association between extent of leadership behavior and level of employee motivation, Chi Square test (Table 6. 2) has been seed, Here, the null hypotheses is that there is no relationship between leadership behavior and level of employee motivation.A high Chi Square value, I. E. 94. 085 confirms this relationship. Asymptotic significance value has been 0. 000, which shows that the relationship is statistically significant at 5% level of significance. Thus, the null hypotheses, stating no relationship between leadership behavior and level of employee motivation stands rejected. Hence, it may be concluded that leadership behavior p lays a significant role in employee motivation. As the close control of dervish behavior increases, the level of employee motivation tends to decrease. 6. Organizational Culture * Level of Employee Motivation Table 6. 3: Crossbar of Organizational Culture * Level of Motivation Crossbar Level of Employee Less count 2429 1 54 Conducive % within Organizational Culture 44. 4% 53. 7% 1. 9% 100. 0% Moderately count 5 37 7 49 10. 2% 75. 5% 14. 3% 100. 0% count 0 27 20 47 Organizational Culture Highly 57. 4% 42. 6% 100. 0% % within 19. 3% 62. 0% 18. 7% 100. 06 Table 6. 4: Chi Square of Organizational Culture * Level of Motivation Chi-Square Tests Pearson Chi-Square 54. 60AAAikelihood Ratio 60. 297 4 .OOOHOinear-by-Linear Association 47. 912 1 . 000 a. O cells (. 0%) have expected c oumountess than 5. The minimum expected count is 8. 77. Fig. 6. 2: Graph for Organizational Culture * Level of Employee Motivation Table 6. 3 presents the information related to the organizational culture and le vel of motivation of the employees. It is evident that 76% of the employees falling in moderately conducive organization culture have a medium level of motivation, whereas in all other organizational culture categories, around 55% of the employees have medium level of motivation.Less conducive organizational culture has sizeable 44% respondents in low level of motivation, whereas the relative percentage of moderately and highly conducive organization culture is much less. Hence, it seems that with more conducive organization culture, the level of employee motivation is increasing. To test this association between organizational culture and level of employee motivation, Chi Square test (Table 6. 4) has been used, Here, the null hypotheses is that there is no relationship between organizational culture and level of employee motivation.A moderately high Chi Square value, i.I. 54. 060 confirms this relationship. AsAsymptoticignificance value has been 0. 000, which shows that the relatio nship is statistically significant at 5% level of significance. Thus, the null hypotheses, stating no relationship between organizational culture and level of employee motivation stands rejected. Hence, it may be concluded that organizational culture plays a significant role in employee motivation. With more conducive organization culture, the level of employee motivation is increasing. 6. 3 Team Spirit * Table 6. : CrCrossbarf Team Spirit * Level of Motivation LOW count 24 24 0 48 within -ream spirit 50. 0% 50. 0% 100. 0% Moderate count 5 48 5 58 % within -ream spirit 8. 6% 82. 8% 8. 6% 100. 0% count 0 21 2344 Team Spirit High % within -ream spspent7. 7% 52. 3% 100. 0% % within -ream spirit 19. 3% 62. 0% 18. 7% 100. 0% Table 6. 6: Chi Square of Team Spirit * Level of Motivation Chi-Square Tests Pearson Chi-Square 80. 60AAAikelihood Ratio 83. 585 4 . OOOHOinear-by-Linear Association 62. 774 1 . 000 a. O cells (. 0%) have expected count less than 5. The minimum expected count is 8. 2 1 . 129 Fig. 6. : Graph for Team Spirit * Level of Employee Motivation Table 6. prPresentshe information related to the team spirit and level of motivation of the employees. It is evident that 83% of the employees having moderate team spirit have a medium level of motivation, whereas in all other team spirit categories, around 49% of the employees have medium level of motivation. Low team spirit has sizeable 50% respondents in low level of motivation, whereas the relative percentage of high team spirit is much less. Hence, it seems that as the team spirit is increasing, the level of employee motivation is increasing.To test this association between team piprintnd level of employee motivation, Chi Square test (Table 6. 6) has been used, Here, the null hypotheses is that there is no relationship between team spirit and level of employee motivation. A high Chi Square value, i.Ie.E80. 607 confirms this hypotheses, stating no relationship between team spirit and level of employee motivat ion stands rejected. Hence, it may be concluded that team spirit plays a significant role in employee motivation. As the team spirit of employee increases, the level of motivation tends to increase. 6. 4 Personal Effectiveness * Level of Employee Table 6. CrCrossbarf Personal Effectiveness * Level of Motivation CrCrossbarOW count 1260 18 % within Personal Effectiveness 66. 7% 33. 3% 100. 0% Medium count 14 564 74 18. 9% 75. 7% 5. 4% 100. 0% count 3 31 2458 Personal 5. 2% 53. 4% 41 100. 0% 19. 3% 62. 0% 18. 7% 100. 01 Table 6. 8: Chi Square of Personal Effectiveness * Level of Motivation Chi-Square Pearson Chi-Square 58. 544aAAAelihood Ratio 55. 162 4 . OOO OHOear-by-Linear Association 44. 284 1 . 000 a. 2 cells (22. 2%) have expected count less than 5. The minimum expected count is 3. 36. Fig. 6. 4: Graph for Personal Effectiveness * Level of Employee Motivation Table . presPresents information related to the personal effectiveness and level of motivation of the employees. It is ev ident that 76% of the employees having medium personal effectiveness have a medium level of motivation, whereas in all other personal effectiveness categories, around 43% of the employees have medium level of motivation. Low personal effectiveness has sizeable 67% respondents in low level of motivation, whereas the relative percentage of high personal effectiveness is much less. Hence, it seems that as the personal effectiveness is increasing, the level f employee motivation is increasing moderately.To test this association between personal effectiveness and level of employee motivation, Chi Square test (Table 6. 8) has been used, Here, the null hypotheses is that there is no relationship between personal effectiveness and level of employee motivation. A moderately high Chi Square value, i. eI 5E. 544 confirms this relationship. AsymAsymptoticnificance value has been 0. 000, which shows that the relationship is statistically significant at 5% level of significance. Thus, the null hy potheses, stating no relationship between personal ffeceffectiveness level of employee motivation stands rejected.Hence, it may be concluded that personal effectiveness plays a significant role in employee motivation. As the personal effectiveness of employee increases, the level of motivation tends to increase moderately. 6. 5 Effect of Financial Motivators * Level of Employee Motivation Table 6. 9: CrosCrossbarEffect of Financial Motivators * Level of Motivation CrosCrossbar count 10 27 1047 Affected % within Effect of Financial Motivators 21 57. 4% 21 100. 0% count 1966 18 103 Effect of Financial 18. 4% 64. 1% 17. 5% 100. 0% Table 6. 0: Chi Square of Effect of Financial Motivators * Level of Motivation Pearson Chi-Square . 12a AAA 736 Likelihood Ratio . 608 2 . 738 Linear-by-Linear Association . 008 1 . 929 a. O cells (. 0%) have expected count less than 5. The minimum expected count is 8. 77. Fig. 6. 5: Graph for Effect of Financial Motivators * Level of Employee Motivation Tabl e 6. 9 presents the information related to the effect of financial motivators and level of motivation of the employees. It is evident that 64% of the employees affected by financial motivators have a medium level of motivation, whereas those unaffected by inanuncialivators, i. eI aEouAround of the employees have medium level of motivation.Of the employees affected as well as not affected by financial motivators, sizeable 20% respondents have low level of motivation. Hence, it seems that there is no much variation in motivation level of the employees affected by financial motivators and the ones not affected by financial motivators. To test this association between effect of financial motivators and level of employee motivation, Chi Square test (Table 6. 10) has been used, Here, the null hypotheses is that there is no elatlegislationween financial motivators and level of employee motivation.A low Chi Square value, i. eI 0E 612 confirms this non-relationship. AsymAsymptoticnificance v alue has been 0. 736, which shows that the relationship is statistically insignificant at 5% level of significance. Thus, the null hypotheses, stating no relationship between financial motivators and level of employee motivation stands accepted. Hence, it may be concluded that financial motivators have no significant effect on employee motivation. Hence, there is no relationship between financial motivators and level of employee motivation.

Edgar Schein Model Essay

The term â€Å"Organization culture† refers to the values and beliefs of an organization. The principles, ideologies as well as policies followed by an organization form its culture. It is the culture of the workplace which decides the way individuals interact with each other and behave with people outside the company. The employees must respect their organization’s culture for them to deliver their level best and enjoy their work. Problems crop up when individuals are unable to adjust to a new work culture and thus feel demotivated and reluctant to perform. Who is Edgar Schein ? Edgar Henry Schein born in 1928 is a renowned professor at the MIT Sloan School of Management who has studied extensively in the field of organization management. Edgar Schein model of organization culture According to Edgar Schein – Organizations do not adopt a culture in a single day, instead it is formed in due course of time as the employees go through various changes, adapt to the external environment and solve problems. They gain from their past experiences and start practicing it everyday thus forming the culture of the workplace. The new employees also strive hard to adjust to the new culture and enjoy a stress free life. Schein believed that there are three levels in an organization culture. 1. Artifacts The first level is the characteristics of the organization which can be easily viewed, heard and felt by individuals collectively known as artifacts. The dress code of the employees, office furniture, facilities, behavior of the employees, mission and vision of the organization all come under artifacts and go a long way in deciding the culture of the workplace. Organization A No one in organization A is allowed to dress up casually. Employees respect their superiors and avoid unnecessary disputes. The individuals are very particular about the deadlines and ensure the tasks are accomplished within the stipulated time frame. Organization B The employees can wear whatever they feel like. Individuals in organization B are least bothered about work and spend their  maximum time loitering and gossiping around. The employees use derogatory remarks at the work place and pull each other into controversies. In the above case, employees in organization A wear dresses that exude professionalism and strictly follow the policies of the organization. On the other hand, employees in organization B have a laid back attitude and do not take their work seriously. Organization A follows a strict professional culture whereas Organization B follows a weak culture where the employees do not accept the things willingly. 2. Values The next level according to Schein which constitute the organization culture is the values of the employees. The values of the individuals working in the organization play an important role in deciding the organization culture. The thought process and attitude of employees have deep impact on the culture of any particular organization. What people actually think matters a lot for the organization? The mindset of the individual associated with any particular organization influences the culture of the workplace. 3. Assumed Values The third level is the assumed values of the employees which can’t be measured but do make a difference to the culture of the organization. There are certain beliefs and facts which stay hidden but do affect the culture of the organization. The inner aspects of human nature come under the third level of organization culture. Organizations where female workers dominate their male counterparts do not believe in late sittings as females are not very comfortable with such kind of culture. Male employees on the other hand would be more aggressive and would not have any problems with late sittings. The organizations follow certain practices which are not discussed often but understood on their own. Such rules form the third level of the organization culture.