Saturday, October 5, 2019
The media are a very powerful source of socialization today Essay
The media are a very powerful source of socialization today - Essay Example While people may have initially been livid with the way the case was handled, and the severity of the spill on human and plant health, the way that the newspaper presents the news about the settlement may change the discernment and actions of people towards BP. The newspaper presents information on the number of claimants who deserve compensation, a factor that BP had not integrated into its compensation plans. Through the major forms of media, television, and newspapers, people are able to get information on recent events such as the BP oil spill and socialize. Without such information, it may be indeed hard for people to fulfil socialization because of insufficient or impassable information. Through the socialization aspect, it is possible to provide an opinionated thought on an event. However, religious and educational institutions remain to be the main source of long-lived socialization aspects, unlike the media that may present sporadic and short-lived presentations that may fluctuate in the future or be prejudiced by external powers guided by egocentric
Friday, October 4, 2019
Fire Safety Management Plan for Student Hub Case Study
Fire Safety Management Plan for Student Hub - Case Study Example The Student Hub is a sensitive part of our institution due to the number of students that visit the area in a day. Hence, many activities like eating and drinking, studying, relaxation and meeting take place there; therefore, it is important that a definite fire safety management plan be drawn up to provide appropriate safety strategies for students in case of unexpected fire outbreak. Fire hazard and disaster can happen at any place without prior notice. And when such a dangerous thing occurred, it could claim some lives and destroy a lot of property including buildings, furniture and other materials (Thomson, 2001; Davletshina & Cheremisinoff, 1998). The Student Hub has some safety measures that were previously put in place, and these include safety procedures for escape through exit fire doors; the use of a controlled-descent shutter in the kitchen to shut out the flame; the use of automatic exit doors; applying the fire-resistant property of the building by using the fire fighting shafts; designing of cavity barriers in a place like library to reduce the spread of fire; space separation of the designed buildings is another safety measure to limit external fire spread, also construction of external walls help to fight fire in this regards; the installation of fire alarms help to give warnings to all students in the Hub buildings. So, this fire safety management plan will harness all the above-mentioned fire safety strategies so as to map out a functional fire safety management plan for the Student Hub in case of an emergency.Â
Thursday, October 3, 2019
The Psychometrical Properties of the De-Sypher Personality Questionnaire Test Essay Example for Free
The Psychometrical Properties of the De-Sypher Personality Questionnaire Test Essay Introduction            Psychometrical Psychology is concerned with the measurement of human behavior through tests. Psychometrists design and administer intelligence, aptitude, and personality tests and analyze statistical data derived from these tests.            Personality is a person’s characteristics behavior pattern. Many people think of personality as being made up observable traits such as shyness, friendliness, and initiative. However, such traits are only the outward expression of various inner conditions and processes such as intelligence, attitudes, interests, and motives. Many psychologists include these inner elements in their definitions of personality.            Normal persons develop relatively consistent personalities that are distinguished by certain dominant traits. Persons belonging to the same cultural groupâ€â€such as family or nationâ€â€have many traits in common. But each person exhibits different traits under different circumstances, and each has unique traits as well as those he or she shares with others. It is also known that personalities develop throughout life, and may even undergo fundamental changes as a result of psychotherapy or other treatment (Moskowitz, 2005).  For these reasons, psychologists do not believe that personalities can be rigidly classified according to type. Background How Personality is formed            Personality is produced by the interaction of heredity and environment. Inborn qualities affect the individual’s response to the outside world, and the environment influences the way in which inborn capacities develop. However, the precise reasons why one person develops certain personality traits, while another develops other traits, are not known.            Studies of personality origins are limited by the difficulty of making controlled experiments on human behavior. Except for identical twins, no two persons have exactly the same biological inheritance, and even identical twins do not share exactly the same biological inheritance, and even identical twins do not share exactly the same environment. Parents and others respond to each twin differently, providing each with a unique emotional setting. Inherited Traits            Inherited traits such as structure, skin color, and type of hairâ€â€play a part in personality only if given a meaning by the environment. For example, an extremely tall boy may develop either shyness or self-confidence, according to whether he is teased because of his height or praised for using it to advantage in playing basketball.            The structure and function of the nervous and glandular systems are inherited qualities having a more direct effect upon personality. Intelligence, talents, and skills are largely dependent upon these systems. However, the effects of even these qualities can be modified by the environment (Dana, 1999). External Influences            External Influences include both physical environment (climate, geography) and social environment (other individuals, and human institutions). Social influences are considered to be a greater importance in personality formation. Most psychologists believe that basic personality traits are acquired in early childhood, and that the family is therefore of primary importance in forming an individual’s personality.            Wider cultural groups such as tribes and nations set up rules, values, and goals, and thus influence personality formation. Diversity within large groups is produced by subcultures such as social and economic classes and religious groups. III. Discussion Definition of personality            Psychologists have approached these tasks using a wide variety of research methods (Craik, 2005). Knowledge about people’s personalities can be obtained from their everyday conduct, as is the case in field studies. People also reveal themselves through the products of their imaginations, and this technique is used when personality tests known as projective tests are given to people. A straightforward approach to gathering personality data is to ask people to fill out self-report inventories about their characteristics. With this method, two risks are apparent: People may not be fully aware of what they are like; and if they are, they may wish to cover up some of the flaws they perceive. We gain information of a different sort about personality when we ask others for their impressions of specific people. This technique is known as the use of observer reports in research. Life histories, such as those biographies and autobiographies, and archival material, such as Van Gogh’s letters, provide a rich source of data on particular individuals for the study of personality. Clinical case histories, on which many of the major theories are based, fall into this category. The most carefully controlled information is maximized in laboratory studies; it is sometimes at the expense of naturalistic experiences.            No single source of information about personality is the ideal, correct source. All these methods are important for obtaining information about personality. Published research on personality, however, relies heavily on self-report inventories and laboratory studies with limited samples of people. Between 1990 and 2000, 85% of the research published in major journals used these two methods, and approximately two thirds of the research used undergraduate samples (Craik, 2005). However, there has been a trend in recent years toward greater use of biographical material, sometimes referred to as psychobiography, in the study of personality (Alexander, 2000). Assessment of personality            Most people have implicit views of what personality is, just as they have implicit definitions of intelligence. Many different theories of personality exist. Different theories of personality have been based on different assumptions about human nature; on studies with diverse populationsâ€â€clients seeking treatment, healthy, and happy adults, rats and pigeons; and on different focuses of analysis, such as emotions, behaviors, and cognitions.            Assessment of personality characteristics therefore depends heavily upon which type of personality theory is selected as the focus of study. Psychoanalytic theorists, for example, who subscribe to notions of the power they believe that major elements of personality are hidden even from the individual under study, only indirect methods of assessment are appropriate. Behaviorists, on the other hand, are likely to approach personality directly by observing characteristics behaviors. Psychoanalytic theorists are more likely to look for traits; behaviorists are more likely to look for situational measures for personality. The assessment of personality is, therefore, a complicated business. Indeed, the enterprise of assessing personality is big business. There are now hundreds of tests designed to measure aspects of human personality (Piotrowski, 2004). Self-Report Inventories            The most frequent used instruments for assessing personality are self-report inventories, which require individuals to answer a series of questions about themselves. One assumption underlying self-report inventories is that people know themselves better than anyone else knows them, and that they are therefore in the best position to provide personality information. Self-report inventories often contain a very large number of items that can be grouped into various categories of personal functioning (Janis, 1999). The Minnesota Multiphasic Personality Inventory            The most widely used self-report inventory is the Minnesota Multiphasic Personality Inventory, or MMPI, which we briefly described earlier. The MMPI consists of more than 500 statements the individuals must respond to as being either â€Å"true†or â€Å"false†with respect to themselves, or indicate that they â€Å"cannot say.†The items cover a very large territory, ranging from family and marital issues to psychosomatic symptoms and political attitudes. Three sample items are:                        At times I fell like swearing.                        I like to flirt.                        I believe I am being plotted against.            The MMPI yields scores on the 10 subscales and 3 response-tendency subscales. The MMPI is described as an empirical scale, which means that the items actually differentiate among groups of people. The MMPI differentiates between those who have been diagnosed as abnormal and those who have not. The procedure for establishing an empirical scale is fairly straightforward. A group of clinical patients is selected to take the test. Their pattern of answers to the questions is compared to that of a group of normal individuals who also take the test. Items that differentiate between the two groups then form the basis for that subscale. With the MMPI, for example, paranoid patients are much more likely than normal people to answer true to the item â€Å"I believe I am being plotted against.†There is often some logic to the grouping of items, as in the preceding example; however, as long as they differentiate between the grouped empirically, items can be included on the subscale whether or not demonstrate any theoretical relevance (MacDonald, 2004).            The MMPI has proved to be an enormously popular test that has gone beyond its original purpose of differentiating between individuals. Today it is frequently used as a test of personality functioning for normal populations. The subscales consist of items grouped under misleading or even obsolete labels, however. Because of the purposes of the test have shifted, and because technical problems with the test and its standardization have arisen, the MMPI has undergone revision. Items have been updated and reworded to eliminate sexist language. The original item pool has been supplemented with about 150 new items, and the entire test is being standardized in two forms, one for adolescents and one for adults (Anastasi, 2000). New items on the adult form address areas of psychopathology that were not covered in the original, and the adolescent form covers specific problems of adolescence. Other Self-Report Inventories            A host of other self-report inventories assess characteristics that are related to personality. These include personality inventories for use with normal individuals, such as the California Psychological Inventory; sex-role inventories, such as the Bem Sex-Role Inventory; values scales, such as the Allport-Vernon-Lindzey Study of Values; and even scales designed to assess the need for thrill seeking, such as Zuckerman’s Sensation Seeking Scale. All self-report inventories are similar in that individuals fill out the scales about themselves. They also share a common problem in that many of the characteristics can be faked (Korchin, 2001). It is usually obvious which answer is most socially desirable, so that an individual who is motivated to do so can choose only the desirable answers, in order to look good.            In some cases an individual might even want to pick the answers likely to make him or her look bad, as in the case of a person charged with a crime who wanted to be judged insane. Some self-report inventories, most notably the MMPI, contain a â€Å"lie scale,†several items that almost everyone who is telling the truth would answer as false. (Potential lie-scale items might be â€Å"I never tell a lie†or â€Å"I have never been angry with a close relative.†) A person who answers a large proportion of these items as true is assumed to be lying on the other parts of the test as well. The MMPI â€Å"correction score†is composed of a set of items that indicate attempts by the test taker to fake a good score (Morgan, 1999). Conclusion            Self-report inventories are easily administered and provide a quick assessment of some aspects of personality. Their very ease of use has led to a problem of overuse. Some employers, for example, require personality tests such as the MMPI before an employee can be hired. The test was never designed as a screening device for employment and should not be used for such purposes. The availability of computer-based scoring and interpretation of the MMPI increases the risks for such abuse, because interpretation is complex and should be done only by trained clinicians. Reference: Alexander, I. (2000). Personality, psychological assessment, and psychobiography. Journal of Personality, 56, 265-294. Anastasi, A. (2000). Psychological testing (10th edition). Evolving concepts of test validation. Annual Review of Psychology, 37, 1-15. Craik, K. (2005). Personality research methods: An historical perspective. Journal of Personality, 54, 18-51. Dana, R.H. (1999). The Rorschach. In O.K. Buros (Ed.). The eighth mental measurement yearbook (pp. 1040-1042). Highland Park, NJ: Gryphon press. Janis, I.L. (1999). Personality: Dynamics, development, and assessment. New York: Harcourt, Brace World. Korchin, S.J. (2001). The future of clinical assessment. American Psychologist, 36, 1147-1158. MacDonald, K. (2004). Bridging the gap: Parent-child play interaction and peer interactive competence. Child Development, 55, 1265-1277. Morgan, A.H. (1999). A method of investigating fantasies: The Thematic Apperception Test. Archives Neurological Psychiatry, 34, 289-306. Moskowitz, D. (2005). Comparison of self-reports, reports by knowledgeable informants, and behavioral observation data. Journal of Personality, 54, 294-317. Piotrowski, C. (2004). Pscyhodiagnostic testing in APA-approved clinical psychology programs. Professional Psychology: Research and Practice, 15, 450-456.
Inroduction To Companies Etisalat Lanka Business Essay
Inroduction To Companies Etisalat Lanka Business Essay As a consultant of leading management consultancy I am going to do a brief research on the organizations and behavior section. To do this assignment I have selected two companies in the telecommunication industry. One is Etisalat Lanka PVT LTD which is based in Abu Dhabi and operating in 18 countries including Sri Lanka and second company is Lanka Bell Services PVT LTD which is operated only in Sri Lanka. So in this assignment I am going to discuss briefly in their organizations structure and culture areas, and also I am going to discuss about the current leadership styles of the companies. INRODUCTION TO COMPANIES Etisalat Lanka (PVT)(LTD) Sri Lankas first Cellular networks, then called Celltel inaugurated its operations in 1989. A brand name change was done on the 25th of January 2007 and thereafter named Tigo and this was transformed with Milicom disposing its Asian operations. They are now a company fully owned and operated by the giant Emirates Telecommunication Corporation in UAE. It has extended operations to Asian markets such as India, Pakistan, Afghanistan, Indonesia and now Sri Lanka, recording over 100 million subscribers across 18 countries offering opportunities for synergy with their other operations in the region. Etisalat officially commenced its operations in Sri Lanka on the 25th of February 2010. Lanka bell limited Lanka Bell is a telecommunication operator that provides full range of telecommunication service to business and residential customers in Sri Lanka. With the recent introduction revolutionary low cost CDMA (Code Division Multiple Access) technology, Lanka Bell continues to expand its robust modern digital network that currently specializes in internet, data and voice services. Lanka Bell was formed in 1997 as the single largest BOI Company in Sri Lanka. It was subsequently acquired by the privately held diversified conglomerate Milford Holdings (Private) Limited in 2005. Lanka Bell remains firmly rooted in Sri Lanka as a telecommunications giant that continues to challenge the industry through its unparalleled portfolio of services. SECTION 01 The organizations structure and culture Lanka Bell and Etisalat Etisalat and Lanka bell both are running in the telecommunication industry so most of the factors in the culture and structure are same. They both are using functional organizational structure 1.1 Organization structure of Lanka Bell Services (PVT) (LTD) Finance Director SalesMarkt. Board of Directors Chairman Managing Director Customer Service Depart. Technical Mang. HR Admin GM Technical Operation Assistant manager Senior manager General Manager -HR Marketing manager Business Analysis Manager HR Manager- Revenue Assurance DGM control /MIS Area Sales Managers Sales Executives HR Assistants Billing staff Director Internal accountant Director Manager- credit control Director Senior service executives Director Trainer GM IT teams Associates clerical Supervisors Director Customer care Executives Director Internal accountant Director Billing staff Director Organization structure of Etisalat Lanka (PVT) (LTD) 1.3 Organizations culture at Lanka bell and Etisalat There are many definitions for organizational culture but a popular and simple way of defining culture is how things are done around here A more detailed definition is : The collection of traditions, values, policies, beliefs, and attitudes that constitute a pervasive context for everything we do and think in an organization (Atkinson) There are four g types of culture such as: Power culture, Role culture, Task culture and person culture. As both companies are in the telecommunication industry and also both companies are larger companies in Sri Lanka they are following the Role culture. What is Role Culture? Role culture stereotyped as a bureaucracy and works by logic and rationality. Role culture rests on the strength of strong organizational pillars the functions of specialists in, for e.g.; finance, purchasing and production. The work of, and interaction between the pillars is controlled by procedures and rules and coordinated by the pediment of senior managers. Role or job description is more important than the individual and position is the main source of power. (Laurie J. Mullins 8th edition) So role culture is Common in most organizations today. In a role culture, organizations are split into various functions and each individual within the function is assigned a particular role. The role culture has the benefit of specialization. Employees focus on their particular role as assigned to them by their job description and this should increase productivity for the company. This culture is quite logical to organize in a large organization. Different dimensions of organizations culture in Etisalat and Lanka Bell Profit Orientation In Etisalat and Lanka Bell profit orientation is law because their main target is to give a best service to their customers, they are concerning highly on customer satisfaction and delight People Orientation People orientation is high in Etisalat because they are paying high salary to their staffs and they are also paying special incentives according to their performance, their working environment is very pleasant, they are organizing get to gather parties and motivational programs for their employees but in Lanka Bell People orientation is Law. Team Orientation Team Orientation is high in Etisalat because its employees prefer to work in groups rather in individuals to achieve their sales targets. So team orientation will lead the company to increase their sales. But in Lanka Bell team orientation is Low where their employees are prefer to work as individuals Innovation Innovation is high in Etisalat they are coming with new products quickly, they starts with prepaid connection, after that came with postpaid, launched 3G, broadband and they are going to launch Etisalat TV. But in Lanka Bell it is very low they are rely only in CDMA connection ] Mission statement of Etisalat Lanka PVT LTD To extend peoples reach. At Etisalat, we are actively developing advanced networks that will enable people to develop, to learn and to grow Vision statement of Etisalat Lanka PVT LTD A world where people reach is not limited by matter or distance. People will effortlessly move around the world, staying in touch with family, making new friends as they go, as well as developing new interests. Businesses of all sizes, no longer limited by distance, will be able to reach new markets. Innovative technologies will open up fresh opportunities across the globe, allowing the supply of new goods and services to everyone who wants them. Vision statement of Lanka Bell Be Sri Lankas premier next generation communication Information Technology solutions provider Mission statement of Lanka Bell To provide innovative next generation technological solutions by identifying and meeting customer needs better than any other industry player, while maximizing the growth of our business for the benefit if our stakeholders Impacts and relationships of two companies through their structure and culture Performance for two companies through their structure and culture How organizational theories underpins the practice of management The different approaches used by the management of both companies There many approaches used by the both companies those are : Human relations approach Systems approach Contingency approach Human Relations approach The main emphasis of the classical writers was on structure and the formal organization, but during the 1920,s the years of the great depression, greater attention began to be paid to the social factors at work and to the behavior of employees within an organization that is, to human relations. Human relations approach Emphasized importance of human attitudes, values and relationships for the efficient and effective functioning of work organizations. Systems approach The classical approach emphasized the technical requirement of the organizations and its needs-organizations without people the human relations approaches emphasized the psychological and social aspects, and the consideration of human- needs- people without organizations Attention is focus on the total work organization and the inter relationships of structure and behavior. Productivity is viewed as a function of the interplay among people, structure, and the environment. The organization is a complex social and technical open system that requires human, financial, and material resources. Contributions of Systems Approach To Management:- Under systems approach, managers have a good view of the organization.It gives importance to interdependence of the different parts of an organization and its environment. It foretastes consequences and plans actions. A system thinking warns managers against adopting piecemeal approach to the problem-solving Contingency Approach The contingency approach to organization developed as a reaction to the idea that there are universal principles for designing organizations, motivating staff etc. newer research suggested that different forms of organizational structure could be equally successful. (Class Notes) The contingency approach, which can be seen as an extension of the systems approach, highlights possible means of differentiating among alternative forms of the organization structures and systems of management. (Laurie J. Mullins 8th edition) The organizations structure must be matched to its environment to enhance performance. The optimal form of an organization is contingent on the circumstances faced by that organization including patients, third-party payers, regulators, and personnel. Section 02 Different leadership styles that Etisalat and Lanka Bell are following: Definition Leadership style is the way in which the functions of leadership are carried out, the way in which typically behaves towards members of the group. Both companies are using the Democratic style, and Laissez- faire (Genuine) style because of marketing growth and due to the size of the company, for which the autocratic style is not suitable to follow in the telecommunication industry. Democratic style is where the focus is more with the group as a whole, and there is greater interaction within the group. The leader ship functions are shared with the members of the group and the manager is more part of a team. Laissez- faire (Genuine) style is where the manager observes that members of the group are working well on their own. The manager consciously makes a decision to pass the focus of power to members, to allow them freedom of action to do as they think best, and not to interfere but is readily available if help is needed. There is often confusion over the style of leadership behavior. Analysis of different leadership styles and their effectiveness The democratic leader works with the group to help members to come to their own decisions, the Laissez- faire leader leaves the group alone to do whatever it wants. Both styles are good for both the companies, because there are number of teams, and departments, in both companies. Therefore the democratic style will suite certain departments and teams, when there is a situation where the team members are unable to make a good decision, compared to the Laissez- faire style which will be applicable to departments and teams who are able to make effective decisions rather than relying on the managers decisions. Effectiveness of Democratic Style Risk is low. Managers have experience in making effective decisions; therefore this reduces the risk of making bad or wrong choices. If the ideas are going to be open for everyone, then everyone needs to feel comfortable enough to put their ideas on the table. So there are lots of ideas will generated It takes advantage of the knowledge and expertise of individuals in different areas, for high quality, flexible decision making. Keeps staff informed about everything that affects their work and shares decision making and problem solving responsibilities. Staff likes the trust they receive and respond with cooperation, team spirit, and high morale increasing. Develops plans to help staff evaluate their own performance. Allows staff to establish goals Encourages staff to grow on the job and be promoted Effectiveness of Laissez- faire (Genuine) style The manager provides little or no direction and gives staff as much freedom as possible so it motivates employees. In the telecommunication sector there are lots of sales team so, those teams can do their own works to achieve their own goals, this will increase the sales All authority or power given to the staff and they determine goals, make decisions, and resolve problems on their own. Employees are involved in decisions. This encourages motivation through greater interest and involvement so new ideas are generated. The free reign approach can prove an effective type of leadership when the team has achieved identity and cohesion, resulting in motivated and resourceful team members. In such situations, the sharing of authority and minimal direction empowers team members. Impact that different leadership styles may have on motivation of employees of Etislat and Lanka Bell when they face the technological breakthrough When there is a technological breakthrough that has taken place last week affecting the companies, and the industry as whole, a democratic style leader could consider the following actions to motivate the employees: Introducing the main goal of the given project Encourage team members to communicate openly, honestly and continuously Members should be made aware of the companys economical structure and growth to help them think and produce ideas that are more applicable to the company. Arranging a brainstorming session to collect new ideas to compete with the breakthrough. The ideas collected through the brainstorming session have to go through the new product development process in order to face the new technological breakthrough. Increasing the working hours, and pay the employees more for working overtime. Should produce special incentives according to their performance SECTION 03 3.1 DIFFERENT MOTIVATIONAL THEORIES FOR LANKA BELL Maslows hierarchy of need theory A useful starting point is the work of Maslow and his theory of individual development and motivation published originally in 1943. Maslows basic preposition is that people wanting beings. They always want more, and what they want depends on what they already have. He suggests that human needs are arranged in a series of levels, a hierarchy of importance. (Mullins, pg 257, 8th Ed. 2007). In this motivation theory Maslow has identified the human needs in five main levels. From at the lowest level physiological needs, through safety needs, love needs and esteem needs, to the need for self-actualization. 450px-Maslows_Hierarchy_of_Needs.svg.png Image 01. Maslows hierarchy of need model Herzbergs two-factor theory The Two-factor theory (also known as Herzbergs motivation-hygiene theory and Dual-Factor Theory) states that there are certain factors in the workplace that cause job satisfaction, while a separate set of factors cause dissatisfaction. Herzbergs original study consisted of interviews with 203 accounts and engineers, chosen because of their growing importance in the business world from different industries in the Pittsburgh area of America. He used the critical incident method. Subjects were asked to relate times when they felt exceptionally good or exceptionally bad about their present job or any previous jobs, they were asked to give reasons and a description of the sequence of events giving rise to that feeling. Responses to the interviews were generally consistent and revealed that there were two different sets of factors affecting motivation and work. This led to the two-factor theory of motivation and job satisfaction. (Mullins, pg 261, 8th Ed. 2007). images.jpg Vrooms expectancy theory The model of motivation of Vrooms expectancy theory, particularly as it was extended by Porter and Lawler and supplemented by several other theories. Expectancy theory is a broad theory of motivation that attempts to explain the determinants of workplace attitudes and behaviors. The three major concepts underline expectancy theory are those of Valence, Instrumentality and Expectancy, which form VIE theory. Valance: Valance is a measure of the attraction a given outcome holds for an individual, or the satisfaction the person anticipates receiving from a particular outcome. Instrumentality: Instrumentality is a persons belief about the relationship between performing an action and experiencing an outcome. Determining peoples instrumentalities is important because their desire to perform a particular action is likely to be strong only when both valance and instrumentality are perceived as acceptably high. Expectancy: Expectancies are beliefs regarding the link between making an effort and actually performing well whereas knowledge about valances and instrumentalities tells us what an individual wants to do. We cannot know what the individual will try to do without knowing the persons expectancies. Conclusion Expectancy theory thus defines motivation in terms of desire and effort whereby the achievement of desired outcomes results from the interaction of valances, instrumentalities, and expectancies. Desire comes about only when both valance and instrumentality are high, and effort comes about only when all three are high. 4. Theory X and Theory Y of Douglas McGregor: McGregor, in his book The Human side of Enterprise states that people inside the organization can be managed in two ways. The first is basically negative, which falls under the category X and the other is basically positive, which falls under the category Y. After viewing the way in which the manager dealt with employees, McGregor concluded that a managers view of the nature of human beings is based Under the assumptions of theory X: Employees inherently do not like work and whenever possible, will attempt to avoid it. Because employees dislike work, they have to be forced, coerced or threatened with punishment to achieve goals. Employees avoid responsibilities and do not work fill formal directions are issued. Most workers place a greater importance on security over all other factors and display little ambition. In contrast under the assumptions of theory Y: Physical and mental effort at work is as natural as rest or play. People do exercise self-control and self-direction and if they are committed to those goals. Average human beings are willing to take responsibility and exercise imagination, ingenuity and creativity in solving the problems of the organization. That the way the things are organized, the average human beings brainpower is only partly used. On analysis of the assumptions it can be detected that theory X assumes that lower-order needs dominate individuals and theory Y assumes that higher-order needs dominate individuals. An organization that is run on Theory X lines tends to be authoritarian in nature, the word authoritarian suggests such ideas as the power to enforce obedience and the right to command. In contrast Theory Y organizations can be described as participative, where the aims of the organization and of the individuals in it are integrated; individuals can achieve their own goals best by directing their efforts towards the success of the organization. However, this theory has been criticized widely for generalization of work and human behavior. SUITABLE MOTIVATIONAL THEORY FOR MANGERS AT LANKA BELL From the theories mentioned above it is understandable that managers need to pick one or two theories that are more applicable for their own company to work more effectively and generate higher numbers of positive outcomes Therefore based on this assignment manager of Lanka bell needs to pick out a suitable motivational theory in order to run the company with great success. Understanding the needs of Lanka bell it would be advisable that the manager should initially pick Herzbergs two-factor theory due to the following reasons. Why Herzbergs two-factor theory is important? And effectiveness of using Herzbergs two-factor theory Herzberg (1968) saw two basic needs of individuals, and he suggests two factors. The need to avoid unpleasantness, satisfied (temporarily, and in a rather negative way) by environmental factors The need for personal growth, satisfied at work only by motivating factors Environmental Factor or Hygiene factor In this factor Herzberg has explained about the working environment which is company policy and administration, Salary and job security, in this factor he mentioned the main needs of the employers. Motivator factor Motivator factors, on the other hand, create job satisfaction and can motivate an individual to superior performance and effort. These factors fulfill the individuals higher need for a sense of self-actualization or personal growth, and include: Status Advancement Gaining recognition Being given responsibility Challenging work Achievement Growth in the job Effectiveness of using Herzbergs two-factor theory Herzberg encouraged managers to study the job itself (nature of tasks, levels of responsibility) rather than conditions of work. Dissatisfaction arise from environment factors-satisfaction can only arise from the job. If there is sufficient challenge, scope and interest in the job, there will be a lasting increase in satisfaction and the employee will work well; productivity will be above normal levels. the extent to which the job must be challenging or creative in order to provide motivation will depend on each individual, his ability, his expectation and tolerance for delayed success. CONCLUTION
Wednesday, October 2, 2019
Free Essays - Angela’s Ashes :: Ashes
Informal Essay on Angela’s Ashes  Angela’s Ashes is a moving book full of poverty, suffering, and death that shows that no matter how difficult things seem, the hard tines can always be overcome. Angela and Malachy McCourt, both Irish, were married in America after a passionate night together that ended up producing their first son, Francis(or Frank as introduced to the reader). Later, the couple had another son, twins, and a daughter while living in a small apartment in New York. Margaret soon died and the family moved to Ireland where their lives were only worsened. Angela had two more children that lived, but the young twins died. Malachy was an alcoholic who rarely held a job and spent his wages at the pub instead of on his family. They were forced to beg for food and other necessities because relatives were cruel and selfish. This novel tells the tell of young Frank having to endure extreme poverty, starvation, and a broken family with strength and courage. He eventuall y raises enough money to go to America and break free from his depressing childhood.  In my opinion, the theme of this book is that no matter how bad things seem to be, anyone can survive and become successful through perseverance and determination. For example, Frank grew up in just about the worst environment possible but was determined enough to get himself to America and eventually become the author of a Pulitzer Prize winning novel! Frank achieved his goals by taking any extra jobs that he could find and saving every penny possible until he could finally afford his passage to America. Because his father never brought home any money, Frank supported the family with what little wages he earned at his job and was determined to make a good life for himself, his brothers, and his poor mother. Frank learned to depend upon no one but himself and his determination to succeed won him a new life in America where he now lives happily married.   I noticed numerous literary devices present throughout the book. One such device is the use of apostrophe. Apostrophe is used continuously when Frank speaks to the angel on the seventh step and also when he and his parents speak to the dead children such as Eugene, Oliver, and Margaret. The story is told from the point of view of Frank as he grows from a young boy of about three or four to a young man at nineteen.
Tuesday, October 1, 2019
Aspire...To Be More Than Youre Worth Essay -- Literary Analysis
Multiple readings took place during the postmodern time period; they described ideas ranging from conceptual frameworks and ideologies to science and realism. The novel took place during the postmodernism era, yet it still strongly relates to today’s society. How humans interact with one another plays a huge role throughout this novel as; Camus exemplifies a haunting nineteenth century postmodern novel that expresses human emotions through his characters; making The Stranger one of the greatest pieces of literature for generations to come. Before writing his novel, The Stranger, Albert Camus became experienced in writing. The French novelist â€Å"†¦was born in Mondovi, Algeria, and was educated at the University of Algiers†(Olafson 1). After studying theater, Camus soon came to the realization he wanted to become a novelist. During the first few months out of college, Camus â€Å"†¦was active writing and producing plays for a theater group he had founded in Algiers. About the same time he began his career as a journalist, and in 1940 he moved to Paris†(Olafson 1). Producing plays set a respectable background for Camus; as this led him to become an improved writer and produce novels as well. Albert Camus began his literary frame â€Å"†¦in 1942 [with his first] novel, L’etranger (The Stranger)†(Olafson 1). This novel was one of Camus’s more famous pieces of work; it describes human battles as well as their aspirations. Throughout The Stranger, Camus uses worl d views of well-known philosophers; even â€Å"Though he was baptized, raised, and educated as a Catholic and invariably respectful towards the Church, Camus seems to have been a natural-born pagan†; therefore, the development of Christian literature and philosophy helped influence Cam... ...e Virtual Reference Library. Web. 2 May 2012. "Postmodernism." International Encyclopedia of the Social Sciences. Ed. William A. Darity, Jr. 2nd ed. Vol. 6. Detroit: Macmillan Reference USA, 2008. 395-397. Gale Virtual Reference Library. Web. 2 May 2012. Boucher, Jean-Yves. "Camus, Albert." Macmillan Encyclopedia of Death and Dying. Ed. Robert Kastenbaum. Vol. 1. New York: Macmillan Reference USA, 2002. 87-88. Gale Virtual Reference Library. Web. 2 May 2012. Camus, Albert. The Stranger. United Kingdom: Vintage International Books, 1988. Print. Danesi, Marcel. "Postmodernism." Encyclopedia of Science, Technology, and Ethics. Ed. Carl Mitcham. Vol. 3. Detroit: Macmillan Reference USA, 2005. 1462-1464. Gale Virtual Reference Library. Web. 2 May 2012. Novels for Students. Ed. Marie Rose Napierkowski and Deborah A. Stanley. Vol. 6. Detroit: Gale, 1999. p276-296.
Norwegian cruise line
In the 1980s, we saw an entertaining TV serial, â€Å"The Love Boat†, that shows us how beautiful the yacht is and what romance the passenger might have. In addition, almost a century ago, in 1912, we also witness that the Titanic, the biggest passenger ship in the beginning of 20th century sank during the journey between Paris and New York, in which 1,503 people lost their lives. From the two stories above, we learn that yacht or cruise line have been in the business for decades.Their target markets, as their luxurious ships suggest, are those who enjoy a journey in the sea and are willing to pay a considerably high price for the comfort. To meet such customers’ demands, the cruise line owner should provide a first-class service including the workers, foods and beverages, entertainments, and the cruise line itself. According to one report, the cruise line industry is a fifteen billion dollar worldwide business and it continues to grow at a rapid pace. Between January 2 001 and December 2005, the cruising industry adds their fleet with over fifty ships.While there are tens to hundreds cruising companies, in this paper, we will only focus the discussion on Norwegian Cruise Lines (NCL). Concerning the NCL, we will discuss about background of NCL, its offerings and differentiation strategies, global cruise market, pricing competition, competitors, and financial analysis. At the end, we will provide conclusion that describe the competitiveness of Norwegian Cruise Line in the cruising industry. 2. Norwegian Cruise Line.2. 1 Company Background Norwegian Cruise Line (NCL) is a 40-year old cruse line that originates from Miami, Florida in the U. S. Unlike other cruise line companies, NCL asserts that they offer distinctive services that guests/customers would not get from other cruise line companies. The so-called freestyle cruise line becomes the company’s tag line and perceived quality. The company’s business principle is to encourage innov ation in all aspects of cruise line services. That principle guides the company to record several awards and ‘the first company’ records in some aspects as following: ? The First Caribbean cruise ? Provide the First Internet cafe at sea.The First cruise line that has children's programs ? The First. cruise line to provide Freestyle Cruising ? The first cruise line that has WiFi connection ? Provide the first bowling alley at sea (NCL Corporation, 2007 – Our Company) 2. 2 Offerings and Differentiation strategies In order to keep alive in Cruise industry that has hundreds of players (cruise lines), a company may have to be perceived different from the rests. The situation also occurs for Norwegian Cruise line, a Miami (Florida – USA) cruise line that becomes one of well-known cruise line in the U. S. due to unique offerings.The unique offerings called Freestyle where guests can choose services they want. The freestyle services come in many forms such as free style dining where customers can select 13 different restaurants on a single ship, freestyle fund where guests can experience many kinds of entertainment and fun activities like bowling, jogging, hiking, surfing, and spa, to name a few (NCL Corporation, 2007 – freestyle) 2. 3 Global Cruise Market Hospitality industry is a business dealing with the provisions of food, beverages, and accommodation.According to one research, the industry is found to be the fastest growing industry in the world surpassing manufacturing and banking. In addition to airlines and restaurants business, one of branches in hospitality industry is Cruise Lines industry. Burke (2000) said that the cruise industry had maintained good performance within the past decades for two reasons: ? Cruise lines industry always show astonishing records in the number of passengers who sail the cruises.In 1998 alone, the number of passengers was over five million passengers with occupancy rates about 91 percent. ? The i ndustry continues maintains astounding growth rate about 10 percent per annum (Burke, 2000) The Cruise Industry started in 1960’s as a merely leisure cruising. During its first years, the industry grew enormously. By the 1980’s the larger cruise companies already constructing larger ships and the smaller companies trying to compete by acquiring second hand ships.In the 1990’s the cruise companies built â€Å"post-Panamax†ships, the ships weigh over 100. 000 tons and apparently too large to pas trough the Panama Canal. The largest market for the cruise industry is from the North America where Norwegian Cruise Line (NCL) exists. The other prospective market is European. In 2001, The North American Market consists of 7 million cruise passenger (72 % of world demand), 1. 9 million passenger originated from Europe (20 % of world demand) and 800. 000 passenger (8 % of world demand) are from Asia. For the last 5 years, the industry has grown faster than any oth er types of vocations.Continuous growth from years to come is expected to be 8 to 20 % of current market (‘Commission’, 2002). 2. 4 Pricing Strategies of of Norwegian Cruise Line (NCL) Competitors 2. 4. 1 Carnival Corporation (CCL) CCL is a company operating in the cruise ship industry. It provides cruise vacations leisure travels and sightseeing packages to customers worldwide. During 2004 the company has built 11 new ships. By February 2005, the company owned 77 cruise ships operating under 12 cruise brands (Eidam, 2004).
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