Balancing Expectations of Superiors and Subordinates

Balancing Expectations of Superiors and Subordinates Introduction The measure of expectancy theory depends on attitude of employees as the only measure for their relationships (DuBrin, 388, 2008). Every person has a different perception of achieving firm’s set targets/goals.Advertising We will write a custom essay sample on Balancing Expectations of Superiors and Subordinates specifically for you for only $16.05 $11/page Learn More They also have various personal targets such as the anticipate goals set during their elevated efforts in performances. The expectancy theory is one of the standardized measures of how people make their own business decisions depending on the differences of behavioural patterns, which determine the alternatives they are likely to choose. These behavioural patterns are known as the motivational forces (MF) over tasks, actions or business conducts, which determines performance (DuBrin, 388, 2008). According DuBrin (388, 2008), Vroom’s Expectancy theory presents the motiv ational force as a measure that depends on three factors namely, Valence, expectancy and instrumentality. Motivational force is thus a product of the three factors. MF= Valence * Expectancy * Instrumentality Reference of the Expectancy theory The emotional point of reference that each employee has towards satisfactory achievement of personal goals refers to valence. One needs to place some motivating goals such as the rewards they anticipate at the end of the contract. These rewards can be needs, goals or personal values such as better remuneration packages, promotion, and engagement into a program. From the case study, Andrew’s valence was the promised nomination for the firm’s management course, which would provide opportunity for possible posting as a future executive. Andrew anticipated higher income was indirect since his primary concern was possibility of getting promotion to a management position after the firm’s managerial studies. The program sponsored by the company is highly respected since upon completion, successful learners have high possibilities of becoming executives in the firm. Andrew hard and long input hours were in the aim of securing a place at the program.Advertising Looking for essay on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More Valence depends on one’s expectations of satisfaction. It is a force that makes people to react differently for a given situation for instance, the position one get appointed to may be having situations that cause a lot of anxiety but one can give in all other aspirations, to achieve the goals amidst crisis. It is individual’s attitude towards determining the motivational levels. These personal perceptions are subject to intrinsic beliefs for instance, a person might shy away from a task or role due to value for personal peace of mind, while those with greater value for money will work towards the goa ls to enhance their pays. Valence is therefore not the final product or satisfaction that one gets after attaining a goal, but the expectations for some personal goals (DuBrin, 389, 2008). This means that employees who lack motivating factors have zero valences. They have negative point of reference or find no need of attaining goals. Contrary David felt that Andrew had not attained the require competence to get a nomination for a position to the graduates ‘management training program due to the reports about his performance on the assigned tasks, and this injured his further prospects in the firm. According to DuBrin (389, 2008), Expectancy Theory indicates that expectancy is a personal conviction over ability or strength to meet firm or self-set targets/goals. It is personal desire to achieve expected levels, especially those set by the management. The desire makes one to have a strong conviction over personal ability to deliver, therefore one is able to place expectancy bas ed on prior analysis of efforts and performance on similar tasks. At the attachment and casual levels, Andrew had the submissive and agreeing personality that went well with the supervisors as well as the customers. This good quality made him a good sales person and presented him as an amiable personality among his clients who had become regular customers. His advice to clients enhanced his relationship with supervisors since it was crucial for their decision-making and need to return to the store. His reputation at the store during internship and casual programs was excellent and the relationship with the store manager caused his recall after his six-month certificate course to serve as the assistant manager. David was sure that Andrew would meet the expectancy levels based on his prior performances.Advertising We will write a custom essay sample on Balancing Expectations of Superiors and Subordinates specifically for you for only $16.05 $11/page Learn More The recall also boosted Andrew’s confidence and therefore all along he expected that his efforts would lead to anticipated performance. He was sure that positive interactions with others and hard work would improve customer experiences, and consequently improve sales. Andrew was a self-proclaimed achiever as indicated by his actions. He was immensely confident of achieving the set objective of enhancing employees- customers’ relationship and gain a subsequent accomplishment of his set-objective, to win nomination for the prestigious company’s managerial course. Contrary, when an employee feels that the efforts may fail to meet the set targets, their probable expectations are lower. The level of confidence determines the employees’ expectancy and eventually boosts motivational levels. In accordance with McShane et al (331, 2010) Expectancy Theory indicates that when the employee is confidence enough, the managements are ready to live up to the end of the bargain since his involvement is a good deal. This influential or convincing level is termed as instrumentality. European clubs bargain for good international athletes and are often ready to pay highly since they eventually anticipate better results and consequently better financial benefits for their clubs. Instrumentality is therefore the probability that a certain engagement will deliver better outcomes based on the relationship between prior perceived performances and offered rewards. It is a personal believe that ability to meet performance levels translates to better or hefty rewards. In most firms people believe that better performances such as better production leads to bigger rises in salary or levels of command. Various companies offer commission for achievement of certain levels of performances. In such a situation, employees will be motivated to achieve the set level for the material gains. The companies therefore fail to establish a better, constant method of motivatio n. The extra gain is the valence since it creates satisfaction. The set target is achievable, but it depends on one’s confidence over ability. In such a case, the valence and personal expectancy of higher compensation are very instrumental in determining possibilities of working hard to realize the set target. In line with Gitman and McDaniel (246, 2008), â€Å"The product between perceived levels of satisfaction, the personal confidence of achieving the level and the rewards that one hopes to achieve makes up a motivated person.† â€Å"Valence* Expectancy* Instrumentality = Motivation†. Since motivation forces is a product of the three factors, if any of them is zero, then there is lack of a motivating force.Advertising Looking for essay on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More During the call up, Andrew was assigned role of restructuring the employee’s relationships with clients across the entire city store. His confidence emerged due to fact that most colleagues liked him even better than they liked their manager. They were free to discuss with him various business challenges and follow his guidance. This was a boost on his expectancy probability and his confidence that his efforts would deliver required results. Andrew’s confidence strengthened his instrumental probability to meet the set expectations and therefore receive the promised reward. The reward was his immediate valence to win nomination for the prestigious management-training program. Equity Theory of employees’ Motivation According to Gitman and McDaniel (247, 2008), equity theory of employees motivation determines the relationship between the drudgery of an employee and the fairness of the management’s actions against their work. Berating staff due to failure to meet achievements is common in many organizations or firms. There is a great correlation between an employee’s perception of supervisors’ treatments and efforts required for the task. This relationship determines the motivational level and any future decisions. Equity theory enables employees to find a balance between their input to a job/task and output (Gitman and McDaniel, 247, 2008). The employees unconsciously place values for their contributions such as time factor (amount of time lost), qualifications, contributed experience, strength and capabilities. The output values are often promotion (status or power gains), recommendation, monetary gains, work flexibility, variety and perquisites, some of which one is able to gain after a promotion. Andrew perceived David’s decision to nominate a colleague instead for the management course as unfair and considered a quit would be better than another year’s wait. His efforts were enormous since he had follow- up programs for the employees and worked extra hours due to the expectancy probability of winning the nomination. Although the efforts were great, he lacked strategy and evaluation procedures. Lengthy sessions were devoted to training and solving individual problems to perfect their presentations. He forgot that the performance analysis, mainly analysis of company’s income from sales would be the key determinant of performance and not the employees’ abilities. At one time, Andrew considered the performance analysis to be David’s task and confidently thought that his strategies would deliver better results. This was a clear indication that achievement depends on performance of various people in the organization; therefore, cooperation and guidance are key aspects of performance. Comparison of Case to Expectancy Theory According to DuBrin (289, 2008), on expectancy theory, a highly motivated person is one who is able to achieve his/her valence, but achievement is also measurable in terms of whether the rewards are measurable to the efforts. Fair treatment therefore comes in when the remuneration is equivalent or close to the work input. Although fair treatment is essential, employees should not be treated equally, despite others measuring up better in terms of their contributions to the firm. In line with DuBrin, (289, 2008), over rewarded employees perform better and have better produce compared to the under-rewarded employees. David’s failure to nominate Andrew was a clear indication that there existed conflict over their valence. Andrew worked towards achieving the nomination from his supervisor, while David focused on his bonus gains after enormous sales volumes. However, there is negligence from both since Andrew would have found some means of determining his performances other than basing on possibility of performing better as per the employee’s responses. David on the other hand should have been involved in evaluation pr ocedures and thus offer guidance early enough to avoid poor outcomes that were converse to expectations. Andrew deserved better treatment and encouragement even when he failed to meet the sales levels. He had achieved the set goal of improving customer experiences but in a different manner, which failed to be productive enough. Andrew felt the urge to quit and find something different such as enrol for the commerce degree elsewhere because his instrumental probability in line with expectancy theory has failed thus killing his motivating factor (Gitman and McDaniel, 247, 2008). His output as the assistant manager at city store was in vain, since it was the only bridge for the managerial course and consequently long-term prosperity at Myer Company. Andrew was being compelled by consequences. According to Gitman and McDaniel (246, 2008), reinforcement theory states that behaviour exists as a meaning of one’s consequences. The manager’s decision not to nominate him shutter s Andrew’s self-confidence. Instead of just indicating his intentions of nominating one of Andrew’s colleagues for the program, David would have taken time to review Andrew’s performance together with him and point out the problems that caused failure. Providing alternative offered would also not shutter his motivation to a point of forfeiting his job for a different option. Clarification and alternative rewards encourage employees to work smarter or work on the same tasks/situations, since their instrumental probability is still in existence although lowered. Poor relationship between managers and subordinates creates discouragement and feeling of failure among the subordinates. They often cannot question the responsibility of the manager and thus endure the whole burden solemnly. Conclusion Good Working Relationships It is important to have good working relationships between managers and subordinates. The work relationship between David and Andrew must have go ne wrong considering that David had initially promised Andrew direct nomination into the management program, as long as he performed well as assistant manager during his first six months of service. Placing personal needs ahead of others destroys performances since there are high possibilities of obliterating any existing motivation among subordinates. David had a slow and hierarchical career progress, where he worked very hard in various companies to progress to the next level. He did not have job mentors and considered his experience as an essential business learning procedure. Due to his prior business-performance relationship with Andrew at Myre, David believed in Andrew’s excellence and knew that by engaging him as assistant manager, he would improve the aspect of customer courtesy across the entire store. This would eventually improve the store’s performances and he would gain better bonuses. On the other hand, having been awarded team responsibility in various s ections of the store, Andrew found this to be an opportunity to prove and market his leadership skills among them for a possible senior management position in the future. They were both acting selfishly for some personal gains or relating to personal prior experiences. Bibliography DuBrin, A. J. (2008). Essentials of Management. Ohio, OH: South-Western Cengage Learning Publishers. Gitman, L. J. McDaniel, C. (2008). The Future of Business: The Essentials. Ohio, OH: South-Western Cengage Learning Publishers. McShane, S., Olekalns, M. and Travaglione, T. (2010). Organisational Behaviour on  the Pacific Rim. 3rd Edition. North Ryde: McGraw-Hill Australia.

Particular vs. Specific

Particular vs. Specific Particular vs. Specific Particular vs. Specific By Maeve Maddox A reader asks if there is a distinction to be made between the words particular and specific. In some contexts, the words are close synonyms, but not in all. Both particular and specific mean â€Å"distinguished in some way among others of the same kind,† so the following sets of statements would have the same meaning: Do you have a particular company in mind? Do you have a specific company in mind? Do you have a particular movie you want to see? Do you have a specific movie you want to see? To me specific has a more formal connotation than particular. Although the meanings are identical in these examples, I’d probably choose specific in the business context and particular in the leisure context. Specific has several technical uses. It can mean â€Å"pertaining to a distinct species of animals or plants. For example, â€Å"Gaspard Bauhin, a Swiss botanist of the late 16th and early 17th centuries, designated plants by a generic and a specific name.† In medicine, a â€Å"specific remedy† is a remedy supposed to act on a particular ailment or part of the body. In the study of logic, a statement that is true of all of a group is a universal statement, while a statement that is true of a certain kind of thing is a particular statement. For example, â€Å"All fish live in water† is a universal statement; â€Å"Goldfish are often kept as pets† is a particular statement. In general usage, the two words are used interchangeably when referring to plans: Did you ever have any particular plans at the beginning of your career, any particular vision of where performing would take you? The Barons did the show and, as an amateur group without particular plans, Asked about the future, Paul Simon says he has no particular plans. At this point, no specific plans have been announced, the statement said. Brad Pitt and Angelina Jolie havent yet set a date for the wedding or made any specific plans. Generally speaking, I’d choose specific when the content seems to call for precision. Want to improve your English in five minutes a day? Get a subscription and start receiving our writing tips and exercises daily! Keep learning! Browse the Misused Words category, check our popular posts, or choose a related post below:Definitely use "the" or "a"The Many Forms of the Verb TO BEPractice or Practise?

Parkinson's Disease Essay Example | Topics and Well Written Essays - 1000 words

Parkinson's Disease - Essay Example This disease is accompanied by a depletion of nerve cells in the substantia nigra. It is a neurological condition, in which there is reduction in the dopamine levels of the brain. The outcome is a large number of problems relating to the voluntary movement in muscles. The principal symptom of Parkinson’s disease is impaired physical movement. In addition, some patients develop loss of understanding, and a poor comprehension of involved sentences; which has been ascribed to shortcomings in grammatical processing (Angwin, Chenery and Copland 239 – 240). It is a long – term degenerative disease. Presently, there is no neuroprotective or regenerative treatment for this disease. The medical management of this disease is consequently, limited to improving the quality of life of individuals afflicted with Parkinson’s disease. Many strategies have been developed to reduce the impact of the disease and to enhance the quality of life of its patients. The recent trend has been to garner the subjective experience of persons suffering from this disease and to develop therapeutic methods that rely on the patient’s perspective (Schrag 151). Neurosurgery provides considerable relief, in respect of the symptoms of Parkinson’s disease. The chief techniques, employed in such interventions are deep brain stimulation, which involves the exercise of control over specific symptoms, via electronic stimulation. The transmission of anomalous signals is prevented in this technique. The instrument utilized in such stimulation has been termed as a brain pacemaker. Another important technique is thalamotomy, in which some genres of tremor are curbed by effecting a lesion on a part of the brain. Finally, pallidotomy is a surgical procedure that reduces dyskinesias, by means of a cerebral lesion (Parkinsons disease - treatment). Several drugs are available, which have been seen to be reasonably effective in alleviating the symptoms of Parkinson’s disease.

Organational Theory and Leadership Term Paper Example | Topics and Well Written Essays - 1000 words

Organational Theory and Leadership - Term Paper Example An organization is a social group that works for a collective goal. It is usually composed of different kinds of people, who have their own role in the organization. An organization usually has a mission and a vision, and each member works towards the organizations goal. Each member has a purpose, and each members contribution should help the organization move towards its goal. However, each organization needs a leader to guide the members in reaching their specific, as well as collective goal. Thus, in order for an organization to function efficiently, it is essential to have a leader that understands the workings of his organization. There are different theories on how an organization works. One of the most popular theories on organizational studies is the classical organization theory. According to this theory, an organization should have a defined job and a definite measure of authority, responsibility and accountability, in order to assure its efficiency. The organization is likened to a machine, with the members functioning as the different parts of the machine. It is thus not surprising that Frederick Winslow Taylor is one of the proponents of the classical theory. F.W. Taylor is a mechanical engineer by profession, and is regarded as the "father of scientific management". In the classical point of view, an organization should be output-oriented. Just like a machine, each part should work well with the other parts in order to ensure productivity. However, unlike a machine, an organization is composed of people, not nuts and bolts that can be overworked without any complaints. People, unlike parts of a machi ne, have needs, and when these needs are not provided, they would find it difficult to be productive. Thus, critics found this theory somewhat unreasonable and thus, scholars started formulating other theories to explain the dynamics of organizations. If organizations cannot be likened to

WesternHistory Eassy 2 Essay Example | Topics and Well Written Essays - 1000 words

WesternHistory Eassy 2 - Essay Example While there were several achievements made before this time, there were essentially four major technological advancements that enabled society to propel forward very quickly in England. In most of these cases, it seems clear that practicality and necessity is truly the mother of invention, just as the old adage claims. Leading into the Industrial Revolution, improvements in agricultural technology led to increased population growth and mobility, which also led to increased demand for textiles and other products leading to the need for more efficient production, transportation and power-generating techniques. The advent of the Industrial Revolution was fueled by improvements in agriculture that created surplus consumables. One technological improvement introduced during this era was a more efficient system of crop rotation. â€Å"Farmers had discovered a crop rotation system that allowed them to forgo leaving up to half the land unused or fallow between each planting. Animal husbandry was becoming widely used† (Bond et al, 2009). By planting previously fallow fields with revitalizing plants that also served to feed the livestock, farmers were able to get much greater yield from their fields and livestock, increasing the available food supply for themselves and the greater populace. At the same time, new innovations in metal-working were bringing this harder material to the farm, making it possible to complete work faster and with less effort. â€Å"During this time the seed drill was invented. This machine made sowing seed more effective, distributing the seeds evenly †¦ New iron plows made plowing easier and less time consuming. Thus, less human labor was required as the output of the farms increased dramatically† (Nosotro, 2010). This meant more food could be produced with fewer workers. More food meant more people were born and surviving. It also meant

The Strategy Of Managing Human Resources

The Strategy Of Managing Human Resources Strategy of managing human resource refers to the how ADIDAS treat and manage the employees. With the strategies ADIDAS able to maintain the loyal of employees to the ADIDAS and the willingness of employees to do the hard job in order to enhance the productivity of the organisation. Furthermore, employees are the internal customer of ADIDAS. So, ADIDAS need to satisfies the employees before satisfies the external customer. External customers refer to the people that purchase the product produce by ADIDAS. When the internal customers of the organisation satisfies the treatment of the organisation the external customers also will satisfies the product of ADIDAS. The next part of this assignment will discuss the strategies that ADIDAS use. 2.1) Talent management Talent management refers to retain the employee in the ADIDAS. So, ADIDAS use this strategy to develop the old employees that have the opportunities to their career. By using this strategy ADIDAS able to hold the quality employees stay in the organisation and built up the loyalty of the employees. Besides that, talent management also include recruitment. Recruitment refers to the process of recruit and selecting the qualified new people that in order fit to the job 2.2) Employee-oriented leadership Employee-oriented leadership refers to the communication between the manager and the subordinates. By using this strategy ADIDAS able to know the employees need and want. This is because this strategy consists of employee feedback system. Employeeà ¢Ã¢â€š ¬Ã¢â€ž ¢s feedback system refers to the satisfaction level of the employees to the job. The employees are the internal customers of the organisation, when the employees satisfy their job the productivity of the organisation will automatically increase. This is because the organisation given a good environment to the employees in order to satisfy the employees and the employees will do the hard job to the organisation to as the repay to the organisation. 2.3) Remuneration Remuneration means the salary of the employees get month by month. The salary related to market requirement and performance level. That means ADIDAS set the salary according with market requirement and performance level. The ADIDAS on time pay the salaries in order to give the good reputation of the organisation. When the organisation do not delay paid the salaries to the employees the employees will loyal to the organisation this is because the employees will feel the safety in the organisation to work. 2.4) Bonus In ADIDAS the remuneration consists of bonus. In ADIDAS the individual performance will related to the remuneration. Bonus means the company pay extra money to the employees to motivate the employees. The main purpose of given bonus is to motivate the employees. Motivation is psychological process giving behaviour purpose and direction (Kreitner,2009, p.369 ). By given the bonus the employees will put more effort and hardship to the job. 2.5) Long-term incentive programmes (LTIP) This is specialising for senior manager, this is three year plans based on the achievement of financial as well as compliance target. So the senior manager that achieves the long-term target of the company will get the bonus. The bonus was depended on the organisation whether the bonus is money or others benefit. 2.6) Performance management Performance management is a feedback for the management team. The management team will observe to the employees in order to take care the employees and if the employee does not do well in the jobs the management team will send the employee go to training. Furthermore, certain employee did well in their job will get promoted. So, in this strategy the employee able to learn and get the improvement by giving the benefit and training. Furthermore, ADIDAS always looking for the potential employees so, ADIDAS will observe the performance of each employees and give the opportunities to get promote. Besides that, ADIDAS also observe the people that innovative and creative. This is because ADIDAS need the peoples that contain the high imagination people to give the idea to produce the design of the product. So ADIDAS will observe about it and pick the people that have the potential skill switch to the creation and innovation team. ADIDAS found that the people who are having different backgrounds, perspectives and skills can make the best team in order to achieve the maximum creation of the design on the product. Before ADIDAS forming the potential employees into a team, ADIDAS will send the employees to training. This is because the team need contains the different imagination, perception and culture. This is because ADIDAS is a global organisation within the different perception can built up a multi-skill team. With t his the ADIDAS can manage many of the country culture and habit in order to product suitable product to the public. 2.7) Work-life balance Work-life balance is flexible working hour. Flexible time is a scheduling policy in which full-time employees may choose starting and ending times within guideline specified by the organisation ( Raymond A. Noe, Barry Gerhart, Patrick M. Wright, John R. Hollenbeck, 2009, p.106). Every employeeà ¢Ã¢â€š ¬Ã¢â€ž ¢s quality of life should be improved by working to the organisation. So ADIDAS have the responsibility to address flexible working hour. The main purpose of work-life balance is give harmonise of the private and family needs to the employees. So the organisation was think about the benefit of the employees. Furthermore, this strategy able to give the employees a comfortable working hour and with the harmonise family the employees will put more effort in the working hour. As an example the working hour is 8 hours per day. The employees can select their working hour in the day and the lump sum of the working hour 8 hours. If the employee starts working at 11:00AM so the employee leave the organisation in 19:00 PM. Recommendation ADIDAS was looking the professional as the members of the families. ADIDAS treat the employees as their familiesà ¢Ã¢â€š ¬Ã¢â€ž ¢ members, care about the private sector of the employees. So, ADIDAS able to perform well in the market. ADIDAS doing these because ADIDAS was found that when the employees happy the productivity of the organisation will increase rapidly. As the comment to the ADIDAS, ADIDAS should recruit the people that from others competitor. Recruit the quality people from the competitors can decrease the productivity of the competitor and increase the productivity of own. Recruit the quality peoples from competitors is the good ways to find the potential employees if the organisation was lack of such potential employees. Furthermore, the organisation also need to prevent the self employees go the others organisation. For this, ADIDAS was did well this is because ADIDAS consist of flexible of working hour, talent management and performance management. These strategies might build up the loyalty of the employees in order to prevent the employees leave the organisation and work with competitors. Conclusions The strategies use by ADIDAS was aim to giving the benefit to the employees and always think of the employees so, the loyalty of the employees will build up automatically. After that, ADIDAS provides a lots of benefits to the employees by the way the employees will be motivated and the case of absenteeism is very low. When the employees interesting to work, the productivity of the organisation will automatically enhanced. When the productivity was increase the profit of the organisation also will increase so the organisation able to pay more to the employees. When the organisation pays more to the employees the employees will be motivated. Finally, ADIDAS is a very good organisation that works in ADIDAS, the benefits provides by the organisation was attractive to all the employees. So, the benefits not only giving to the employees but also give the public know that ADIDAS such organisation and work with ADIDAS is suck happy and satisfy. There were the ways and style ADIDAS manage the human resource. ADIDAS was known that when good manage in human resource the benefit to the organisation will increase automatically such as productivity. Lastly, ADIDAS is a nice organisation that consists of many benefit to the employees and hopefully ADIDAS can do better in future and the comment would help ADIDAS be a better organisation.

A Comparison of A Streetcar Named Desire and The Master Builder Essay

The Comedy and Tragedy of A Streetcar Named Desire and The Master Builder It has been said that the world is a comedy to those that think, and a tragedy to those who feel. This philosophy is supported by two important literary works, A Streetcar Named Desire by Tennessee Williams and The Master Builder by Henrik Ibsen. In each piece, the sensitive and emotional characters experience tremendous pain, while the cold and unfeeling characters are simply amused by the pain of others. In A Streetcar Named Desire, Tennessee Williams shows two characters who have very different experiences of the world. For Stanley Kowalski, the world is a comedy. He constantly causes pain to others, especially Blanche, and then laughs at her pain. For example, he hands Blanche a ticket to Laurel as a birthday present, kicking her out of the house. To Stanley this very cruel and insensitive gesture is amusing, but to Blanche it is a hurtful token of rejection. Blanche is a character who experiences the tragedy of the world, as events affect her deeply. For instance, she can not understand how her sister, Stella, can put up with the abuse that Stanley inflicts upon her. Blanche is very concerned about her sister and becomes extremely dismayed when Stanley hits her. This shows the sensitivity of Blanche's character that leads to her tragedy. Tennessee Williams uses several literary elements to reveal how characters respond differently to the world. The characterization of Blanche and Stanley is essential, as Stanley is depicted as an insensitive, brutal creature who has no regard for others' emotions. Therefore, he feels no regret as he destroys the relationship between Blanche and Mitch.&n... ...ive without a conscience-- allows her to gain control of Solness, playing on his weaknesses. The irony of this situation is that the "great master builder" is actually a sensitive man who experiences his demise at the hands of a young girl. The tragedy that occurs in the final scene when Solness falls from the tower is seen as a comedy for Hilda, who continues to cheer for her own success. These two works, A Streetcar Named Desire and The Master Builder, illustrate how life can be looked upon differently by characters who possess a deep and sensitive heart and those who lack human feelings. As revealed in the two plays, those who feel things deeply tend to be affected by pain and tragedy in their lives, while those who do not possess sympathetic emotions tend to be amused by the pain of others, often contributing to the tragedy experienced by those who feel.

Romeo And Juliet -Thesis

A. INTRODUCTIONWilliam Shakespeare, an English playwright, was widely regarded as the greatest writer in the English language and the world’s pre-eminent dramatist. He is often called â€Å"England’s National Poet†. Shakespeare’s early classical works include greatest comedies such as â€Å"A Midsummer Night’s Dream†, â€Å"Merchant of Venice† and â€Å"Much Ado About Nothing†. Shakespeare also wrote three tragedies namely â€Å"Macbeth†, â€Å"Julius Caesar† and the very famous romantic tragedy, â€Å"Romeo and Juliet†.Romeo and Juliet is a tragedy about two young star-crossed lovers whose death ultimately reconcile their feuding families. It was among William Shakespeare’s most popular plays during his lifetime and was one of the most frequently performed plays.This thesis aims to prove that Romeo and Juliet is Shakespeare’s most famous work among high school students of St. Joseph School of Fairview. The story is so popular that until today, with its many adaptations, it is still the most performed plays especially by the students. The story itself is so popular that many teenagers can relate with their own life story as this kind of love story do exists at present time.B. THESIS STATEMENTâ€Å"Romeo and Juliet is the most famous play of William Shakespeare among high school students of St. Joseph School of Fairview.†C. SIGNIFICANCE OF THE STUDYOur thesis will not only tell you the story of Romeo and Juliet but will let you know and realize why we say that Romeo and Juliet is the most popular story that William Shakespeare has ever written.The objective of this research is to encourage the young generation today to read and appreciate the story of Romeo and Juliet for them not to be involved in the same situation, but to educate them with the pros and cons of being in love.D. SCOPE AND LIMITATIONSThe scope of this research are the High school students of St. Jos eph School of Fairview. The limitations of this research

Expanding Sentences With Adjectives and Adverbs

Expanding Sentences With Adjectives and Adverbs Descriptive words in writing add details  to a scene or action  by making the imagery in it more precise for the reader to visualize. For example, sentences with a person waiting  patiently  or  nervously  for something to happen probably lead to very different paragraphs or stories.  Maybe its significant in a mystery novel that something happens by a  stone  wall rather than a  clapboard  wall.   Descriptors can also add layers of meaning to a scene, or set up metaphors, with just one word. A character with Victorian sensibilities gives the reader a very different feeling than one with punk attitudes. Adjective and Adverb Exercises Instructions:  Add to each sentence below by filling in the blanks with any adjectives and adverbs that you think are appropriate and correct. Example:Original: The _____ cat rested _____ on the windowsill.Expanded: The old black cat rested fitfully on the windowsill. Of course, theres no single set of correct answers to this exercise. Simply rely on your imagination to expand the original sentences, and then compare your new sentences with those created by your classmates. For additional practice, go through the exercise sentences multiple times. See how many different ways you can make them read and notice how the different adjectives and adverbs change the mood of the scene or the gravity of the situation (or increase the hilarity of the image if the adjectives and adverbs are a little bit off-kilter). For example, its a very different feel in No. 14 if an imposing teacher spoke gruffly to the boys in the hallway or whether it was a kindergarten teacher speaking comfortingly to the boys in the hallway.   One _____ afternoon in July, I walked with my cousin to the petting zoo.Under the rickety old bridge lived a(n) _____ witch.Gertrude waited _____ for the Lorax to arrive.The mouse in our kitchen was _____ small.My sister heard a(n) _____ noise coming out of the closet in her bedroom.The children laughed _____ when they saw what their uncle had brought them.Dylan received a(n) _____ smartphone for his birthday.We heard _____ music playing in the _____ apartment next door.The _____ puppy fell off the bed, but _____ he wasnt hurt.A(n) _____ man walked _____ up and down the room.The twins were playing _____ in their _____ playpen.The _____ wizard watched _____ as Rico became more and more upset.The _____ playground was filled with _____ leaves.A(n) _____ teacher spoke _____ to the boys in the hallway.The bells of the _____ church rang _____ in the clear winter air.   Avoid Overuse One caveat: When youre writing, be careful not to overstuff your sentences with adjectives and adverbs, or else the sentences (and the reader) will get bogged down in the detail. Placing the perfect adjective or adverb in the best possible spot will be more memorable to the reader and draw more attention to the detail than having an overabundance of description. If your sentences are hitting overload with descriptors, change your verbs. Instead of ​walking stealthily, maybe the person slunk around the corner. All in all, never be afraid of revision, which can bring out the best in your writing.

Hugo Chavez Biography and Dictatorship

Hugo Chavez Biography and Dictatorship Hugo Chavez (1954 - 2013) was a former Army Lieutenant Colonel and President of Venezuela. A populist, Chvez instituted what he calls a â€Å"Bolivarian Revolution† in Venezuela, where key industries were nationalized and oil revenues were used in social programs for the poor. Hugo Chvez was a vocal critic of the United States of America and, in particular, former President George W. Bush, who he once famously and publicly called a â€Å"donkey.† He was very popular with poor Venezuelans, who in February of 2009 voted to abolish term limits, allowing him to run for re-election indefinitely. Early Life of Hugo Chavez Hugo Rafael Chvez Frà ­as was born on July 28, 1954, to a poor family in the town of Sabaneta in the province of Barinas. His father was a schoolteacher and opportunities for young Hugo were limited: he joined the military at the age of seventeen. He graduated from the Venezuelan Academy of Military Sciences when he was 21 and was commissioned as an officer. He attended college while in the military but did not get a degree. After his studies, he was assigned to a counter-insurgency unit, the start of a long and noteworthy military career. He also served as head of a paratrooper unit. Chvez in the ​Military Chvez was a skilled officer, moving up in the ranks quickly and earning several commendations. He eventually reached the rank of Lieutenant Colonel. He spent some time as an instructor in his old school, the Venezuelan Academy of Military Sciences. During his time in the military, he came up with â€Å"Bolivarianism,† named for the liberator of northern South America, Venezuelan Simà ³n Bolà ­var. Chvez even went so far as to form a secret society within the army, the Movimiento Bolivariano Revolucionario 200, or the Bolivarian Revolutionary Movement 200. Chvez has long been an admirer of Simà ³n Bolà ­var. The Coup of 1992 Chvez was only one of many Venezuelans and army officers who were disgusted by corrupt Venezuelan politics, exemplified by President Carlos Pà ©rez. Along with some fellow officers, Chvez decided to forcibly oust Pà ©rez. In the morning of February 4, 1992, Chvez led five squads of loyal soldiers into Caracas, where they were to seize control of important targets including the Presidential Palace, the airport, the Defense Ministry and the military museum. All around the country, sympathetic officers seized control of other cities. Chvez and his men failed to secure Caracas, however, and the coup was quickly put down. Prison and Entry Into Politics Chvez was allowed to go on television to explain his actions, and the poor people of Venezuela identified with him. He was sent to prison but vindicated the following year when President Pà ©rez was convicted in a massive corruption scandal. Chvez was pardoned by President Rafael Caldera in 1994 and soon entered politics. He turned his MBR 200 society into a legitimate political party, the Fifth Republic Movement (abbreviated as MVR) and in 1998 ran for president. President Chvez was elected in a landslide at the end of 1998, racking up 56% of the vote. Taking office in February 1999, he quickly began implementing aspects of his â€Å"Bolivarian† brand of socialism. Clinics were set up for the poor, construction projects were approved and social programs were added. Chvez wanted a new constitution and the people approved first the assembly and then the constitution itself. Among other things, the new constitution officially changed the name of the country to the â€Å"Bolivarian Republic of Venezuela.† With a new constitution in place, Chvez had to run for re-election: he won easily. Coup Venezuela’s poor loved Chvez, but the middle and upper classed despised him. On April 11, 2002, a demonstration in support of the national oil company’s management (recently fired by Chvez) turned into a riot when the demonstrators marched on the presidential palace, where they clashed with pro-Chavez forces and supporters. Chvez briefly resigned and the United States was quick to recognize the replacement government. When pro-Chavez demonstrations broke out all over the country, he returned and resumed his presidency on April 13. Chvez always believed that the United States was behind the attempted coup. Political Survivor Chvez proved to be a tough and charismatic leader. His administration survived a recall vote in 2004 and used the results as a mandate to expand social programs. He emerged as a leader in the new Latin American leftist movement and had close ties with leaders such as Bolivia’s Evo Morales, Ecuador’s Rafael Correa, Cuba’s Fidel Castro and Paraguay’s Fernando Lugo. His administration even survived a 2008 incident when laptops seized from Colombian Marxist rebels seemed to indicate that Chvez was funding them in their struggle against the Colombian government. In 2012 he easily won re-election in spite of repeated concerns over his health and his ongoing battle with cancer. Chvez and the US Much like his mentor Fidel Castro, Chvez gained much politically from his open antagonism with the United States. Many Latin Americans see the United States as an economic and political bully who dictates trade terms to weaker nations: this was particularly true during the George W. Bush administration. After the coup, Chvez went out of his way to defy the United States, establishing close ties to Iran, Cuba, Nicaragua and other nations recently unfriendly towards the US. He often went out of his way to rail against US imperialism, even once famously calling Bush a â€Å"donkey.† Administration and Legacy Hugo Chavez died on March 5, 2013, after a long battle with cancer. The final months of his life were full of drama, as he disappeared from public view not long after the 2012 elections. He was treated mainly in Cuba and rumors swirled as early as December 2012 that he had died. He returned to Venezuela in February of 2013 to continue his treatment there, but his illness eventually proved too much for his iron will. Chvez was a complicated political figure who did much for Venezuela, both good and bad. Venezuelas oil reserves are among the largest in the world, and he used much of the profits to benefit the poorest Venezuelans. He improved infrastructure, education, health, literacy and other social ills from which his people suffered. Under his guidance, Venezuela emerged as a leader in Latin America for those who do not necessarily think that the United States is always the best model to follow. Chavezs concern for Venezuelas poor was genuine. The lower socioeconomic classes rewarded Chvez with their unwavering support: they supported the new constitution and in early 2009 approved a referendum to abolish term limits on elected officials, essentially allowing him to run indefinitely. Not everyone thought the world of Chvez, however. Middle and upper-class Venezuelans despised him for nationalizing some of their lands and industries and were behind the numerous attempts to oust him. Many of them feared that Chvez was building dictatorial powers, and it is true that he had a dictatorial streak in him: he temporarily suspended Congress more than once and his 2009 referendum victory essentially allowed him to be President as long as the people kept electing him. The admiration of the people for Chavez carried over at least long enough for his hand-picked successor, Nicolas Maduro, to win a close presidential election a month after his mentors death. He cracked down on the press, greatly increasing restrictions as well as punishments for slander. He drove through a change in how the Supreme Court is structured, which allowed him to stack it with loyalists. He was widely reviled in the United States for his willingness to deal with rogue nations such as Iran: conservative televangelist Pat Robertson once famously called for his assassination in 2005. His hatred for the United States government occasionally seemed often to approach the paranoid: he accused the USA of being behind any number of plots to remove or assassinate him. This irrational hatred sometimes drove him to pursue counter-productive strategies, such as supporting Colombian rebels, publicly denouncing Israel (resulting in hate crimes against Venezuelan Jews) and spending enormous sums on Russian-built weapons and aircraft. Hugo Chavez was the sort of charismatic politician who comes along only once a generation. The closest comparison to Hugo Chavez is probably Argentinas Juan Domingo Peron, another ex-military man turned populist strongman. Perons shadow still looms over Argentine politics, and only time will tell how long Chavez will continue to influence his homeland.

Is social inequality meritocratic Essay Example | Topics and Well Written Essays - 750 words

Is social inequality meritocratic - Essay Example One motive for the incredible persistence of social hierarchies is that they are reinforced by ideology, cultural viewpoints that cause and maintain the interest of definite categories of people and justify stratification. Naturally, ideology takes the structure of developing cultural patterns that are confirmed directly and indirectly in accordance with a disproportionate distribution of resources and rights to definite categories of people. Melvin M. Tumin studied social stratification and inequality and summarized: functional justification is similar to class system; we act according to certain patterns or sets of ideas. Social stratification can in fact cause demotivation of people, those who are deprived of their rights might also be demotivated. Also Tumin states that social stratification depends on relations of power and distribution of power in society. "The main functional necessity explaining the universal presence of stratification is precisely the requirement faced by an y society of placing and motivating individuals in the social structure. As a functioning mechanism a society must somehow distribute its members in social positions and induce them to perform the duties of these positions. It must thus concern itself with motivation at two different levels: to instill in the proper individuals the desire to fill certain positions, and, once in these positions, the desire to perform the duties attached to them" (Tumin, 1953, socserv2.mcmaster.ca, par. 5). Social inequality systems' purpose is to provide the privileged classes with the political power needed to obtain recognition and supremacy of an ideology which rationalizes the status quo, whatever it may be, as "logical," "natural" and "morally right. This way, social inequality systems are those of fundamentally conservative influences in the societies in which they are established. So Tumin states that meritocracy is based on the importance of one's status and occupation.Social-conflict perspec tive shows that, rather than benefiting society as a whole, social stratification guarantees that some people get advantage at the expense of others. Karl Marx states that the two main social classes match to the two basic relationships people have to the resources of production. People can own property or they can work for others. In industrialized class models, the capitalists (or the) manage plants, which use the manual labor of workers (the proletariat). Work that consists mostly of manual labor is known as "blue-collar" work whereas work that contains middle-management office jobs is known as "white-collar" jobs. Marx believed that social disparity was dangerous for society. Marx gives a vivid contraposition of those two classes and suggests that social inequality is exactly meritocratic, since 'white-collar' class is more privileged and comprises elite, which exploits proletarians, or people who have no own property. The inner merit of person from higher class is that he or sh e was born in such family and belongs to bourgeoisie.Marx's and Weber's concepts are similar in many aspects, so the author decided to compare them. The idea of class and class struggle does not occupy as significant a role in Weber as in Marx. In Weber's opinion, the rising speed of bureaucracy in all organizations is an unavoidable of the

Operation Management Essay Example | Topics and Well Written Essays - 2500 words - 2

Operation Management - Essay Example This achievement can be credited to the attribute and analysis of Etisalat's widespread network, that characterizes UAE as one of the developed countries in the world in terms of unified and the best quality mobile connection (Etisalat, 2013). Research question 1) What are the concepts of operations management at Etisalat? 2) What are the weak points of operations system in Etisalat? Mission and vision statement Vision This vision is a community where populaces' reach is not restrained by issues or detachment; a society where individuals will naturally keep in touch with friends and family; a society where companies of different extents can make contemporary sales without the confines of distance and transportation (Etisalat, 2013). Mission Etisalat task is to lengthen publics' influence (Etisalat, 2013). Etisalat is developing superior networks that will make people to advance, acquire, and develop. The company has been in the forefront in technological inventions, involving a netwo rk of 3.75 installed in Egypt. Furthermore, Etisalat owns popular stocks in Thuraya, a controlling supplier of cable telephony (Etisalat, 2013). How Etisalat delivers its products to the customer Etisalat employs workforces that are highly skilled and obtained from twenty different nations, mainly contribute to the achievement of the company. Using expertise in working modern and technically advanced apparatus, the workers conduct widespread testing measures at every production stage (Etisalat, 2013). Its products are presently marketed in over forty countries across the world. Approximately fifty five per cent of Escalate's sales are achieved out of the UAE marketplace, as Etisalat aims at penetrating new markets in Asia and Africa (Etisalat, 2013). Explain the competitive priorities of the company A business should be involved in satisfying its clients' needs for quick and reliable services at affordable cost, as well as assisting its own providers in increasing facilities they pr esent (Slack and Lewis, 2007).There are five crucial aims and they concern all kinds of procedures. These are cost, quality, flexibility, and speed (Slack and Lewis, 2007).The following are the competitive priorities of the company of Etisalat telephone; cost, quality, flexibility, and speed as presented in the following table (Etisalat, 2013). Table 1.1 Cost, quality, flexibility and speed Cost refers to the actual price of the commodity. It should be noted that low cost is generally attractive to clients, which can be realized by manufacturing commodities at lower prices. Quality refers to organizing things in the right manner by providing goods and services that are perfect, which in turn satisfies the customers. Flexibility refers to implementing things quickly for clients to receive their commodities or services. Speed refers to doing things fast, to reduce the time between the demand and the invention or service that provides the client speed benefit. Marketing strategies A st rategy refers to an enduring proposal to attain certain aims. Marketing strategy refers to a marketing proposal designed to attain selling objectives (Slack and Lewis, 2007). Etisalat aims at producing the best quality telephone that cannot be found in any other company in UAE (Etisalat, 2013). Operation strategies This is the total outline of suggestions