How to Return a Value in JavaScript

The best way to pass information back to code that called a function in JavaScript is to write the function so the values that are used by the function are passed to it as parameters and the function returns whatever value it needs to without using or updating any global variables. By limiting the way in which information is passed to and from functions, it is easier to reuse the same function from multiple places in the code. JavaScript Return Statement JavaScript provides for passing one value back to the code that called it after everything in the function that needs to run has finished running. JavaScript passes a value from a function back to the code that called it by using the return statement. The value to be returned is specified in the return. That value can be a  constant value, a variable, or a calculation where the result of the calculation is returned. For example: return 3;return xyz;return true;return x / y 27;​You can include multiple return statements into your function each of which returns a different value. In addition to returning the specified value the return statement also acts as an instruction to exit from the function at that point. Any code that follows the return statement will not be run.function num(x, y) {if (x ! y) {return false;}if (x 5) {return 5;}return x;} The above function shows how you control which return statement is run by using if statements. The value that is returned from a call to a function is the value of that function call. For example, with that function, you can set a variable to the value that is returned using the following code (which would set result to 5). var result num(3,3); The difference between functions and other variables is that the function has to be run in order to determine its value. When you need to access that value in multiple places in your code, it is more efficient to run the function once and assign the value returned to a variable. That variable is used in the rest of the calculations.

Competing Theories of Corrections - 1624 Words

Competing Theories Of Corrections James Bartron American Intercontinental University Abstract As the staffer working in the office a state senator, I have been asked to prepare a detailed outline on correctional theory in general and then make a series of suggestions on ways to implement some of the nontraditional theories of corrections. In reviewing mass incarceration there is often criticism of simple warehousing of human beings who are convicted of crimes. If it is a violent crime there is a need to safeguard society from future criminal acts of a person who is convicted of the most heinous offenses. I will describe what the competing theories of corrections are and if they are prevalent in today’s system or not. A review of how the†¦show more content†¦(Schmalleger, 2005) Shock Incarceration provides regimented environments within a military style boot camp that involves hard labor, strict discipline, and physical training. This is normally for young and first time offenders and the duration is very short. All offenders who complete the program will be r eleased under supervision. (Schmalleger, 2005) Mixed Sentencing can involve weekends in jail and probation supervision. Offenders are required to get either treatment or be involved in community service programs while being on probation. (Schmalleger, 2005) Intensive Probation Supervision (IPS) involves five face- to- face contacts between the offender and supervisor during each business week, required employment, a weekly check of arrest records, mandatory curfew, routine alcohol and testing, automatic notification of probation officers if offender is arrested, and so many hours of community service.(Schmalleger, 2005) And lastly we have Home Confinement also known as House Arrest which involves the offender being legally ordered to be confined to his own residence. Exceptions for leaving are employment, household essentials, and medical emergencies. (Schmalleger, 2005) The goals of these Punishment/Rehabilitative Strategies differ because if you take Rehabilitation programs for instance they have a significant impact on reducing recidivism rates. Most of them result in fewer broken families and overcrowding inShow MoreRelatedEssay about Traditional and Non-Traditional Methods of Sentencing881 Words   |  4 Pagesfrom the community so they can do no more harm to law abiding citizens. The goal of jails and prisons are to simply keep offenders from committing more crimes while encouraging them to become productive members of society. Traditional forms of corrections consist of prison time, restitution, probation or parole. However, there are some non-traditional methods as well such as alternative sentencing. 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Change In Organization Is Not An Incident †Myassignmenthelp.Com

Question: Discuss About The Change In Organization Is Not An Incident? Answer: Introducation Change is the important factor in any organization. In simple words, the change within the organization is a critical process that implements both positive as well as negative impact on the business activities. With the successful change management process, any organization can have competitive advantage over its competitors. Basically, change is the permanent in an organization that is helpful in managing the organizational and individual issues. The organizational change process includes various actions to support the change initiatives in the business environment. Before implementing any kind of change, it is important to evaluate the change from the viewpoint of stakeholders. Change process needs proper and deep understanding of the business essentials. There are various definitions of change given by many researchers that are widely used in the organizational context (Fleming Senior, 2006). According to the Pettigrew (1983), change process within the organization takes place because of the business and economic events and various processes of the managerial actions, activities and perception. Change is then needed to impalement those events in the organizational activities. Further, according to Wilson (1994), Organizational change is the process by which the organization improves the performance to achieve the set goals and objectives. Organizational change takes place due to the changing environment, current crisis situation or implemented by the leader. Link between definitions Both the definitions are inter-related to each other. It can be seen that the viewpoints of both the definition is quite different, but both definitions are on the same way. According to the definition given by Pettigrew, change is the cause of many different actions, activities and events within the organizations that lead to implement the change. Due to the failure of the strategies, there is the need to implement some changes in any organization. So, according to this researcher, for the new strategies change is important. On the other hand, according to the definition of Wilson, organizational change is important to achieve the organizational goals and objectives. Each and every organization has some goals and objectives but due to the changing environment or some difficult situation, organizations are not able to achieve those goals. So, implementation of change is essential according to the changing environment so that the objectives can be achieved. For this manner, strategies are necessary. So, it can be said that both the definitions are inter-connected and provide effective meaning of the organizational change (Gashi, 2013). Change in organization For the study of the organizational change, company Australia Post is most suitable and appropriate. The objective of the organization is deliver innovative and best services to the customers in the market. Along with this, aim of the company is to provide friendly services to the customers with skilled and qualified employees. One of the most crucial objective of the organization is to motivate the employees so that they can participate actively for the development of the organization. Australia Post has effective business objectives but the strategies adopted by the organization were not appropriate to achieve those goals. Organization was not able to achieve those objectives as the there was the lack of skilled employees, lack of sincerity and dedication among the employees towards their work and lack of motivation among them. So, there was the need of drastic and effective change in the organization to achieve the set goals and objectives (Grnwald, 2015). Change in Australia Post The managers in the organization planed for implementing successful change in the business operations. It was crucial for the managers to change the strategies which were adopted by the organization to achieve the organizational goals. Organization appointed the change management team for the successful change. Further, manager in the change management team analyzed the strategies to implement the changes. Along with this, managers created a communication plan to inform the employees about the change in the organization (Lunenburg, 2010). Next step was to set up a timeline which was required during the change implementation. Managers presented the change process report to the senior managers and higher authority to take approval from them. The change management team took approval from the production manager, human resource management, managing director and CEO of the company. Change in the Australian Post was based on the quality services, new technology and training and development of the employees (Cennamo, Berrone, Gomez-Mejia, 2009). Implemented changes and benefits Cause Benefit Quality services and on time deliver Lack of skill and knowledge among the employees, lack of friendly attitude among them Improved customer services, Improved brand image of organization among the customers New technologies Lack of knowledge in the employees about innovative technologies, increased attrition rate in the organization Success in providing effective and quality services, targeting new customers and competing with the competitors. Training and development for employees Time consuming, training related to the new technologies and customer services Ability to provide better services to the customers, trained employees and improved customer satisfaction (Kotter, Cohen, 2008). Relation of definition with organizational change According to the above discussion, change is the process that improves the performance of the organization in terms of improving the performance of the employees. The change process in any organization focuses on achieving the organizational goals and objectives effectively. In case of Australia Post, the organization has aim to provide quality based services with the innovative technologies to the customers. But the organization was failed to do this as there was the lack of proper training among the employees so that they did not feel motivated. By adopting the definitions of the organizational change, organization implemented some changes within the business activities in terms of using new technologies and providing effective training and development sessions (Smart Pontifex, 2003). By implementing these changes, Australia Post would be able to improve the positive attitude among the employees for their job roles so that they actively participate in achieving the set objectives and goals. Organization is successful in changing some factors of the business that is described below: Managerial operations- In the change management plan, the management of the organization have developed some policies and decisions and implemented them successfully. Those policies are related to providing holidays to the employees and setting timeline for them to achieve the organizational objectives significantly (Gill, 2012). Change in technology- Technology is changing continuously and it has created various opportunities for the organization. So, Australia Post has developed some innovative services for the customers with the help of new technologies. This would be helpful in attracting new customers and retaining in existing customers. SWOT analysis of Australia Post SWOT analysis includes Strength, Weakness, opportunities and threats of the organization. By using SWOT analysis, organization would be able to analyze the upcoming opportunities and issues in the business operations. SWOT analysis of Australia Post is described below: Strength- Self funded and government business organization, Delivery services on Saturday also, Wide range of service portfolio including mails, parcels Travel ID and money insurance, Having digital business under e-services Wide range of services i.e. digital services, postal services, Express post, Retail, printing services and logistics. Strong support by the Australian government. Weakness- Less presence in the international market as compared to the competitors, Lack of motivation among employees, Lack of friendly environment, Decreasing foot fall in terms of retail services Slow to switch to new technologies and solutions Opportunity- New global markets, Merger and acquisition, Expansion of domestic reach in the international market Threats- Price war in market as customers are seeking for cheap services, Reduced prices of competitors, Increased competition from the competitors, Loss of cash flow Analysis of need of change Due to the unsuccessful strategies, the organization Australia Post was unable to attain the goals and objectives for the growth and development of the business in the operating market. There was the need of change and need to adopt some strategies for this manner. There were some factors that were responsible in the business to implement the change (Pasmore Woodman, 2007). The big cause of change in the organization was performance gap. As specified in the SWOT analysis, there was the lack of motivation among the employees. There was the performance gap in the delivery of the services to the customers due to the lack of sincerity and punctuality among the employees. So, the customers were not satisfied with the services. Further, there were some environmental factors that were affecting the business. But, after implementing the change, company would be able to provide quality services to the customers on time. It would also be able to improve positive attitude among the employees. Based on the SWOT analysis, the organization Australia Post is able to identify the opportunities for the business and implement the change according to them. There are some opportunities that are adopted by the organization i.e. increasing demand of innovative retail services, new technologies, growing awareness among the customers etc. Further, there were some threats for t he organization in terms of legal policies, entering of new companies and strong competitors etc. Organization is able to identify these threats and implemented some strategies by giving training sessions to the employees (Patton Michael 2008). Benefits and drawbacks In the change process of the organization, it is important to analyze the business from every part. In such manner, SWOT analysis is an effective tool for the organizations. In case of Australia Post, SWOT analysis identifies the strong points of the business along with those factors in which the company is lacking. But there are both benefits as well as drawbacks of using SWOT analysis in the change process of the organization. In the change process, the main benefit of SWOT analysis is that there is negligible or no cost in conducting this analysis. By the SWOT analysis, the complex situation within the business environment can be addressed. By this analysis, organization can take steps for improving the business without extra expense of business advisor. With this analysis, organization has benefit to understand the business better, identify threats, address weaknesses, and focus on opportunities and implementing the change based on identified weaknesses and threats (Tracey, 2004). Despite of the benefits of using SWOT analysis, there are drawbacks of using SWOT analysis in the change management process. In case of Australia Post, SWOT analysis does not prioritize the exact issue in the organization. Along with this, this analysis does not provide proper solution or any kind of alternative decisions to deal with the issues. By the SWOT analysis, organization can generate various ideas for the implementation of change but it is not helpful in selecting best option for the process. SWOT analysis provides much information for the organization but all the information is not useful. Role of change agent Role of a change agent can be understood based in the various process of the organizational change. Basically, there are two types of change agents i.e. internal and external. Internal change agents include board members of the company, CEO, managers, executives and other employees of the organization. On the other hand, external change agents are community, investors, suppliers, customers and government agencies and organizations. Internal change agents come from the human resource department or top level of management and they have important role in the restructuring of the organization. The internal change agents have to convince other employees in the organization for contributing in the organizational change. Key role of the change agent is to influence to influence people in other departments for the internal change as the change involves the active participation of the employees. Basically, internal change agent are directly involved in the change process of the organization. They identify the area where the change is required so they are selected from various departments and levels (Kossek, 2007). Usually, internal change agents are managers who get training and knowledge from the external change agent so that they can implement the change in the organization successfully. Internal change agents implement the change with the wide framework of change strategy with the guidance of external change agents. Along with this change agents motivate and encourage other members to participate in the change process. Sometimes, internal change agents may work as the change advisor for the specific departments for specific period of time. It is well known from various departments, so after the completion of the change process, they go to their respective departments. They communicate with the managers and organizational members to accept and implement the change. They implement the behavioral skills to smoothen the change management process. Change agents have some qualities to make the change program successful i.e. behavioral skills, diagnostics skills, positive attitude towards acceptance and personal qualities for providing emotional support to the other organizational members (Graham Bennett, 2008). On the other hand, external change agents are considered as the consultant for the business. They are hired by the top management of the organization when they feel that no one is capable in the organization to implement effective change for the growth. The external change agents have key responsibility to analyze and examine various mindset, culture and practices within the organization. External change agent can do his or her work effectively when the employees have the perception that internal agent is biased at some points. Along with this, change agents have duty to do the task on the set timeline. The job role of external change agent is quite differing from the internal change agent (Szamosi Duxbury, 2006). Change agent in Australia Post From the above discussion, it is observed that Australia Post is facing failures due to the inappropriate strategy. So, organization has implemented some changes in terms of technology, and training and development session for the employees. In such situation, managers and change management team implemented significant change in the organization. Those can be considered as the internal change agents who were responsible for the effective change management within the organization. Team members and managers included every member of the organization in the change process (McCalman, Paton Siebert, 2015). There were managers of every department, managing directors, and CEO who were actively participating in the change management plan. Change managers took approval from the human resource manager and CEO before placing any kind of change. Further, for implementing the change in various departments, approvals from the respective departments was also taken by the change agents as these are the key role of the internal change agents (Hellriegel Slocum. 2004). After taking approval from the respective departments, the change agents need to gather the required resources for the change management process. There are some resources which are required for the implementation of change process. For instance, Australia Post needs some changes in the human resource department then training and development session are required for the employees. In the training session, the change agents have identified those employees who need training and development sessions. Further, the role of the change agent in the organization is to prepare a proposal for the required money during the training session. They need to inform the HR and finance department so that they can provide sufficient fund for implementing significant change in the organization. Role of a change agent is very crucial to manage the change as well employees during the change (Brown, 2006). Problem centric and dialogic approach Problem centered approach in the change management basically provides an effective learning environment by which individuals can increase their knowledge, learning skills and improvement of the understanding towards the change. This approach provides the way to achieve the organizational objectives and goals by the proficient manner. This approach interprets the situation and finds the solution for the complex problems (Hersey Blanchard, 2012). This approach is very useful effective learning for the employees while implementing the change within the organization. In this approach, employees feel free to control their learning process and they are able to find out the solution for their problems. In the problem centre approach, the strategies are focused on the exact problem and implementing the change based on the experience. Along with this, this approach is focused on the cumulative learning to deal with the problems and difficult situations that are affecting the organizational activities. This approach helps the employees in the overall development (Saphiro, 2010). There is one drawback of this approach i.e. it does not motivate the employees and members to adapt the change based on the change leaders point of view. This approach focuses on the employees situations and relies on the employees blindly. Dialogic approach On the other hand, Dialogic approach of change is the next step of change management process that is helpful to adapt the change for individual and groups. Organizations can be considered as the complex process due to the different thoughts and process of the people. So, dialogic approach work in the organization by creating new conversations for adapting the change in the organization by disrupting the habits and actions of individuals, bringing diversity into conversations to improve creativity and innovations and motivating people to implement transformational change (Martocchio, 2004). This approach in the change process does not focus on the workers blindly. This method implements the change based on the leaders strategy with the hierarchical process. This approach focuses on the mindset of people and allows their behavior to change with the positive attitude. This method promotes the employees to look for the new solution for the complex situation (Ardichvili, 2012). The dialogic approach in the change management is time consuming. It takes much time in surveying the employees for the effectiveness of internal change, waiting for the feedback and implementing change according to their mindset. This approach slowdowns the ability of the organization to make changes and react to various issues. Further, this approach need more staff to deal with all the employees as one person in this approach is not able to analyze to actions and habits of all the employees within the organization. References Ardichvili, A. (2012). Knowledge Management, Human Resource Development, and Internet Technology:Advances in Developing Human Resources, 4(4), pp.451-463. Brown, A. (2006). Quality Management: Issues for Human Resource Management: Asia Pacific Journal of Human Resources, 33(3), pp.117-129. Cennamo, C., Berrone, P. Gomez-Mejia, L.R., (2009). Does stakeholder management have a dark side? Journal of Business Ethics, (89), pp. 491-507. Fleming, J. Senior, B. (2006). Organizational Change. (3rd). UK: Prentice Hall. Gashi, R. (2013). Strategic Human Resources Management: Human Resources or Human Capital: Academic Journal of Interdisciplinary Studies. Gill, R. (2012). Change management or change leadership: Journal of Change Management. 3(4). pp.307-318. Graham, H. Bennett, R. (2008).Human resources management. London: Pitman Grnwald, N. (2015). Innovation, Entrepreneurship and Sustainability. Hamburg: BoD Books on Demand Hellriegel, D. Slocum. J., (2004). Organizational Behavior: Guiding Organizational Change, (10th). Hersey, P. Blanchard, K. (2012). Management of organizational behavior. Englewood Cliffs, N.J.: Prentice-Hall. Kossek, E. (2007). Human Resources Management Innovation: Human Resource Management. 26(1). pp.71-92. Kotter,J. P., Cohen, D.S., (2008). The Heart Of Change. Bucuresti: Meteor Press Lunenburg, F.C. (2010). Managing Change: The Role of the Change Agent: International Journal of Management. 13(1). 1-6. Martocchio, J. (2004).Research in personnel and human resources management. Amsterdam: Elsevier JAI. McCalman, J., Paton, R.A. Siebert, S. (2015). Change Management: A Guide to Effective Implementation. US: SAGE. Pasmore, W.A., Woodman, R.W., (2007). Research in Organizational Change and Development. (16) Patton, Michael Q., (2008). Utilization-Focused Evaluation,Thousand Oaks. CA: Sage Publications Saphiro, A., (2010). Creating Contagious Commitment: Applying the Tipping Point to Organizational Change. (2nd). North Carolina: Hillsborough Smart, J. Pontifex, M. (2003). Human Resources Management and the Australian Human Resources Institute: The Profession and Its Professional Body: Asia Pacific Journal of Human Resources. 31(1). pp.1-19. Szamosi, L.T., Duxbury, L., (2006). Development of a measure to assess organizational change: Journal of Organizational Change Management. 15 (2). pp.184 201. Tracey, W. (2004).Human resources management development handbook. New York: Amaco

hristmas carol Essay Example For Students

?hristmas carol Essay A Christmas Carol was set in 1843. The story was written by Charles Dickens and shows what poverty was really like. It shows the gap between the working and upper class and how wide the gap really was between them. For example, diets were very different between the two classes. Working class would be eating bread, butter and meat, as the upper class were eating fresh fruit and vegetables and also fresh meat. Charles Dickens felt very strongly about the poverty gap as you can tell in his writing. He uses Scrooge to mention the work-houses and prisons. Scrooge is a wealthy man and believes workhouses and prisons should be used and kept in poor conditions. Dickens does this to show have the poor had been exploited by the rich. It shows the rich didnt pay workers a lot of money so there was a lack of social mobility. The poor couldnt get enough money and were forced into poverty, but the rich didnt help. Dickens uses the story as a tool to show how the poor were treated in hope it would help them. However in the 1843 Christmas was the season of good will; the rich would give money for the poor. Yet, Scrooge doesnt change like everyone else for Christmas so he stands out. This helps compare what people were like when it wasnt Christmas to when Christmas came with free will. In stave one, we meet Scrooge. Dickens uses many adjective to describe Scrooge. He writes he was a tight-fisted hand at the grindstone, Scrooge! A squeezing, wrenching, grasping, scraping, clutching, covetous old sinner! From this we can infer that scrooge is a violent, sad, old man who keeps himself to himself. We can see this because all the words used to describe Scrooge all relate to negative descriptions, such as violent, pulling, tight and self conflict. It is important to get a good description. Because it helps the readers keep an image in their mind, thus engaging them. Another way Scrooge is described by Dickens is by being compared to cold weather. An example of this is, The cold within him froze his old features. From this we can infer that Scrooge always has a straight, gloomy cold face. Charles Dickens uses this to help us create the image that hes never happy and this is because of the coldness within him. Dickens also uses similes to describe Scrooge . One simile is hard and sharp as flint! Flint is a hard piece of stone used to make sparks therefore this tells us that Scrooge can be stubborn at times and hasnt got a lot of patients. We can see this as hard can be associated with stubborn. Also, sparks could be associated with angry, his could get angry very easily also showing he hasnt got a lot of patients. These Descriptions give us a negative description of scrooge making sure the reader gets the right impression. It also tells us Scrooge isnt a nice man and doesnt like to help other (those in poverty). Here Dickens is giving us an example of why people were in poverty, because people like Scrooge, the wealthy, didnt help those in need. In stave two Charles Dickens uses different methods to show his concerns of the 1843. One way of this is through characters. An example of this is Scrooges ex-fianci e Belle. She left him because of his obsession with money; we know this because in the story Belle says our contract is an old one. It was made then we were both poor and content to be so, until, in good season, we could improve out worldly fortune by out patient industry. You are changed. When it was made you were another man. This is a good example of how the working and upper classes split apart and how the big poverty gap began. It also shows how Scrooge became a lonely old man, due to an obsession with money, as he pushed everyone away. This also suggests how poverty became so bad as to succeed like Scrooge, you also have to work hard and be greedy, subsequently pushing people away. Another way dickens shows his concerns is through the settings. An Open Life By Joseph Campbell EssayIron, old rags, bottle, bones, and greasy offal. The shop is also described as having secrets that few would like to scrutinise were bred and hidden in the mountains of unseemly rags, masses of corrupted fat, and sepulchres of bones. Dickens uses this to show his concerns of poverty and not just families are stuck and unable to get out but, also elderly people who are too unhealthy to do jobs, so they find it hard to get a good job. Scrooge is also shown three people selling a dead mans objects to the shop. They dont believe it is a sin to steal these things from him though, they use the excuse, its a judgement on him. They think this because the old man didnt treat people nicely, when he was alive, so he shouldnt be treated nicely now he is dead. This engages the reader as they see the consequences of actions as Scrooge did, showing them you reap what you sow, one of the morals Dickens portrays. The ghost also shows us how people felt about Scrooge, as Scrooges gravestone was described as a place, over run by grass and weed. And also used the sarcasm of, a worthy place. From this we can infer no one cared for Scrooge compared to Tiny Tim whose grave is shown as, how green a place it is. This links back to Dickens moral, you reap what you sow, engaging the reader as it shows how your actions can have consequences as Scrooge is starting to see. Stave five shows how Scrooge changes after seeing all three ghosts. Dickens shows us he is at home and is happy about it as she uses repetition in his description. The bedpost was his own. The bed was his own, the room was his own. Best and happiest of all the time before him was his own, to make amends in. from this we infer Scrooge does want to change and does want to help others and be a nicer person as he appreciates what he has. This also links to poverty as Dickens using Scrooge as a means to show how people can help others. As on of the thing scrooge does to help, is to help Bob and Tim Cratchit. Dickens also uses humour to engage the reader as he tricks Bob into thinking hes in trouble, Scrooge says. I am not going to stand for this sort of thing any longer. And therefore, he continued, leaping from his stool, and giving Bob such a dig in the waistcoat that he staggered back into the tank again and therefore I am about to raise your salary! This add humour to the story engaging the reader and making sure the ending isnt going to be disappointing to them. Also shows how he thinks poverty should be stopped as we see Scrooge giving Bob a raise in his salary to help his family. Dickens uses A Christmas Carol to show the poverty of the 1843 and how it could be changed if people change. It shows this with Tiny Tim, because if Scrooge didnt help him he would have died. He also uses A Christmas Carol to show morals and what your actions can do to you. The moral I have found by reading this story is you reap what you sow. This means you should treat people how you would like to be treated. Dickens shows this through the character Scrooge as, at the beginning of story, he treated people rudely saying things like if they would rather die, then they had better do it, and decrease the surplus population. Scrooge changes after seeing how he would be treated when he dies; he didnt like it. Dickens uses this moral to engage the reader and show them what would happen if you acted like Scrooge did before he changed.

The Death of Socrates Essay Example For Students

The Death of Socrates Essay By viewing the painting The Death of Socrates by Jacques-Louis David, Socrates’ loyalty to the Athenian government was far more important to him than his own death or friendship. He was more interested in teaching his students about his belief in reason and the law of justice before he died. Still, the students and friends were arguing with him and trying to convince him to renounce his teachings. Socrates was strong in telling his students how it was for the good of society that he drinks the poison hemlock. He was not going to change what he was teaching all along when he truly believed in the democratic Athenian government laws. Socrates’ loyalty to the government was much stronger than the ties of friendship or acquaintances. We will write a custom essay on The Death of Socrates specifically for you for only $16.38 $13.9/page Order now In the painting, Socrates’ posture is very defiant. His left arm is upraised and firmly pointing. His right arm is more relaxed while he was looking away from the poison he was reaching for. Reaching for the cup was an afterthought and unimportant to him. Also, the chains were just lying on the floor. They were not being used to restrain him. No one was restraining him or forcing him to drink the poison. He is willfully reaching out for the cup. Everyone in the room was crying except for Socrates. The man that was handing the poison to Socrates could not even bear to look at Socrates’ face. The man is looking the opposite direction. His hand is covering his eyes. He almost looks ashamed to be handing Socrates the poison. Even though Socrates was on his deathbed, he was still teaching and arguing with his students. He wanted his students and friends to understand that it was for the good of society that he dies. I believe Socrates was thinking about the future and how his death would be a lesson for someone else. Socrates was also telling his students that he was not going to disobey the law. Socrates’ students and friends could have taken him to another city. That would have made Socrates a liar about what he was teaching all along. Even though the students and friends were crying and grieving over Socrates’ death, Socrates was not comforting them or fleeing to another city. Socrates was just teaching them his strong belief in justice and loyalty to the government. This was very devastating to his friends. Indeed, this painting was, and still is so dramatic! To think that one’s beliefs can be so concrete that they would pay the price with their life shows complete integrity. Socrates was tremendously brave to drink the poison and die instead of fleeing with his friends. The respect he must have had for his government is beyond belief. By drinking the hemlock and ending his life, Socrates made a lasting impression upon his students. Socrates’ students now could maybe go to other places and spread his great wisdom. If Socrates would have renounced his beliefs or fled to another city, this amazing work of art would not exist today. Bibliography:

Derrick, From Gothic King to Cranes and Oil Rigs

Derrick, From Gothic King to Cranes and Oil Rigs Derrick, From Gothic King to Cranes and Oil Rigs Derrick, From Gothic King to Cranes and Oil Rigs By Maeve Maddox The family name Derrick derives from the personal name commonly spelled Derek, which is a shortening of the Germanic name Theodoric, â€Å"ruler of the people.† Theodoric the Great (454-526), king of the Ostrogoths and eventual de facto ruler of Italy, probably inspired a great many European namesakes. Numerous versions of the name exist, including Darrick, Derrik, Diederick, Diederik, Dieter, and Dirk. The name existed in England as Deoric and Deodric during Anglo-Saxon times, but fell out of favor during the medieval period. It was reintroduced into the British Isles from the Low Countries in the 15th century. One bearer of the name was Thomas Derrick, an Englishman who lived during the reign of Elizabeth I. Convicted of rape and sentenced to death, Derrick was pardoned by the second Earl of Essex on condition that he serve as hangman at Tyburn, the principal execution location for criminals, traitors and religious dissenters. Derrick is said to have executed more than 3,000 people. Ironically, his pardoner, the Earl of Essex, was one of them, although not at Tyburn. Because of his noble blood, Essex was beheaded on Tower Green in the Tower of London, the last person, by the way, to be executed there. Perhaps because most of his experience was with hangings at Tyburn, Derrick had to swing the axe three times before finishing the job on the earl. Such was Derrick’s professional fame that his name became generic for hangman. His name survives as a common noun in modern English, but with a different meaning. When Thomas Derrick took up his duties at Tyburn, hangings were carried out with a rope passed over a beam. He modernized the process by adding a topping lift and pulleys to the beam to make it easier to lift and lower the condemned person. The new device was soon known as a Derrick. The word for a device invented to make it easier to lift and lower bodies has come to mean â€Å"a contrivance for hoisting or moving heavy weights.† The following examples illustrate the Elizabethan hangman’s legacy in modern usage: As we left Woodall’s place, old oil derricks stretched up from platforms on the water around the Highway 42 bridge.   Derricks  at other ports for the use of sea-going ships were completed or partially completed when stopped by the armistice. Cranes and  derricks  that are located at a  shipbuilding/shipyard  facility and are shore-based (e.g., shop cranes, yard cranes) do not require certification. Derricks  and masts  are vital structural fixtures to a drilling operation.   Construction derricks prick the  skyline  of every city. The common noun derrick is an eponym. 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 Vocabulary category, check our popular posts, or choose a related post below:100 Exquisite Adjectives16 Misquoted QuotationsRite, Write, Right, Wright

Obesity in pediatric individual Essay Example | Topics and Well Written Essays - 4000 words

Obesity in pediatric individual - Essay Example Family history indicates that her father is obese and has Type 2 diabetes. The girl is alert and oriented, pleasant and cooperative and her vital signs indicate BP at 108/58, Heart Rate 64, RR 16, Temperature 98.4 and Body Mass Index (BMI) 32. The skin tone is dark pigmented neck, hands and underarms. The other conditions of the individual include: HEENT: Normocephalic, PERRLA, Visible fundus, without evident Micro vascular Damage. Exam otherwise unremarkable musculoskeletal – neck flexed, head down, poor posture d/t cervical dorsal hump Psychosocial – Poor self esteem, based on posture, body image. Lungs: good air entry, no adventitious breath  sound. Heart: S1 S2 present, no murmur, click, or rub. Obesity can be perceived as health hazard that primarily derives from the intake of more â€Å"calories than the body requires† and it can also occur due to the â€Å"interaction of genetic and environmental factors† (Thorleifsson et al, 2008, p.1). ... In the absence of any other obvious reasons identified in her case, the reportedly unusual weight gain of the girl seems to suggest an association with genetic or genomic causes. This becomes a specific concern since the subject’s father has a history of obesity with Type 2 diabetes. Evidence Supporting Genetic/Genomic Risk: Childhood and adolescent obesity is one of the major problems being faced by nations across the world in the modern day and this is especially so in the case of developed countries such as the United States. Though environmental changes play a key role in the prevalence of obesity across the world, evidence also suggests that â€Å"genetic component† also contributes to the risk (Bradfield et al, 2012, p.3). Recent studies based on genome-wide associations also indicate that â€Å"many genetic loci† are responsible for BMI/obesity in adults and the largest meta-analysis has brought to the fore â€Å"eighteen loci associated with BMI† ( p.4). This study further corroborates the existence of â€Å"two novel obesity loci† which are associated with â€Å"elevated adiposity in the first eighteen years of life† (p.6). Thus, it transpires that genetic and genomic elements are high risk factors for the prevalence of obesity in children and adolescents, apart from environmental causes. Since the subject’s father happens to be diabetic, the apprehension of possible risk of inherited obesity is quite high in the instant case. Wardle et al, while agreeing to the notion that the high prevalence of obesity in the recent past can be attributed to environmental factors, contends that â€Å"inherited genetic differences†

Cruise ship tourism Case Study Example | Topics and Well Written Essays - 750 words

Cruise ship tourism - Case Study Example The structure of the cruise industry is more likely to resemble monopoly because the industry has executed a lot of changes in the brand that is so much different from the carnival of the past. The pricing in the cruise industry has continued to lead, with an average price per person in a day being approximately $175, compared to other industries that are slated to be $ 235. The cruise industry has also improved the onboard products and ships thus making it have a competitive advantage above the rest of other industries. Driving such a change has been the core objective and vision of Carnival (Gibson, Papthanassis, & Milde, 2011). The aspect of consistently providing quality cruise vacations exceeding the expectation of the industry’s guests is more likely to make the company become a monopolist since its services will exceed those provided by other industries.Question 3  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   The various brands operated by Carnival Corp. do not have synergies. It is wise for Carnival to acquire brands outside of the contemporary market niche in order to bring a different brand into the market. This will ensure that the company effectively competes with other companies within the industry (Gibson, Papthanassis, & Milde, 2011). Carnival should also acquire brands outside of the contemporary market so as to improve its field-sales force as well as to grow direct-sales effort that include an inbound and outbound channel of personal vacation planners. The acquired brands will also help Carnival direct its efforts in stimulating demand.

Ethical decsion making and the responsibilities and the conflicts of Term Paper

Ethical decsion making and the responsibilities and the conflicts of responsibilities of an administrator - Term Paper Example â€Å"Decision making ethics is an area of ethics which pertains to making decisions† (Smith). Decision-making ethics are not limited to any specific area or industry, rather it is applicable to all fields of life including medical practices, teaching practices, schooling, and in solving workplace conflicts. Smith asserts, â€Å"Ethics are standards of conduct which can be applied to a wide range of situations, from medical practice to running a major company†. Making a decision is routine activity in the life of any person. A person takes many decisions in life regarding different matters and issues. An important thing in this regard is to analyze the positive and negative consequences of the decisions before their implementation because without proper analysis, a decision may not bring expected benefits to the people. Incorporation of ethics in the decisions is very important because it makes the decision justified and logical for every person. The practice of ethical decision-making not only makes people identify decisions with ethical impact but also makes them know how they can take an ethical and fair decision regarding any specific matter. ... litarian Approach Administrators can make use of the utilitarian approach to take such ethical decisions, which should bring maximum benefits and minimum risks to the people involved in the conflict. The focus of this approach is to increase the number of benefits for the people and reduce the harmful aspects of the decision. It is a very positive approach towards decision-making because it makes the administrators take ethical decisions to solve the problems. The Virtue Approach Using this approach, administrators take such actions, which should be able to embody the character strengths of the people involved in the conflict. This approach helps administrators take such decisions, which focus character strengths rather than individual duties and responsibilities towards resolution of the conflicts. The Common Good Approach The focus of this approach towards ethical decision-making is to help administrators take such decision, which should be able to improve the quality of life of th e people involved in the conflicts. Using this approach, administrators take effective steps to bring improvement in the quality of life. Administrators find different ways to resolve the issues and use the most practical and ethical way to end the conflicts between different people. The Fairness Approach It is one of the widely used approaches towards ethical decision-making. Using this approach, administrators examine different ways to treat people fairly without any bias. This approach is closely linked with providing justice to the people. Administrators make use of this approach to take ethical and fair decisions based on actual causes of conflicts. Cooper’s Approach towards Decision-Making According to Terry Cooper, the ideal outcome of a decision is reached when the administrator

Secure Online Restaurant Reservation System Computer Science Essay

Secure Online Restaurant Reservation System Computer Science Essay Secure Online Restaurant Reservation System with Secure Sockets Layer is an online system that supports Android based and desktop system. This system is to replace the traditional method of reservation (offline system) which is pen-and-paper. At the same time, it is developed to reduce the workload of staff and ease the customers to make a reservation at anytime and anywhere. Todays, most of the people can easily access the web with their smartphone, desktops or laptops, and tablets. Since everyone is able to use their devices to access the internet, online services are very common in their daily life. But, there are differences of screen resolution of these devices and the traditional web design is unable to fit the content in any size of screen. Therefore, the purposed system can resolve the problem by using jQuery Mobile. jQuery Mobile is a touch optimized web framework that widely use in smartphones, tablets and computer. [1] It is compatible with major mobile and desktop platforms. Its feature are automatic scale to any screen size, minimize the script for lay out pages and creating the important features that needed in the purposed system. [2] Secure Sockets Layer (SSL) is a technology that provides a secure connection between web server and web browser. [3] The purposed system implements SSL in order to protect customers details such as phone number that need to submit to the server. Also, it used to secure the single sign on (SSO) of users to prevent unauthorized access, where SSO is mechanism that provides user authentication and authorization which allows user access all computers and systems without enter multiple passwords. [4] 1.2 Problem Background Nowadays, lots of restaurants are still using the traditional method for table reservation. For example, a customer makes a booking through a phone call or goes to the restaurant on the spot. These are the easiest ways for reservation. But, it seems outdated in this new era of technology as it does not include of any current technology. In facts, many problems occurred when customers who want to make a booking through a phone call. For instances, the customers do not have the contact of the restaurant, restaurantà ¢Ã¢â€š ¬Ã¢â€ž ¢s staff was not able to answer the booking phone call during peak hour as well as communication problems between staff and customer due to their difference of languages spoken. Besides, phone technical issues are one of the problems. For example, telephone network congestion, low signal strength and noise. This may lead the customers unable to call or difficult to have a clear conversation. All of the above problems may affect the reputations and income of the restaurant. Despite there are few restaurants provide online reservation services. But, these online restaurant systems are improper to be accessed using android operating system. In other word, android phone user are facing problem such as loading webpage slowly and inefficient of use the main features due to limitation of screen size. 1.3 Project Aim This project is to design and develop a secure online restaurant reservation system with Secure Sockets Layer (SSL) that supports Android-based and desktop systems. 1.4 Objectives There are three objectives in the project: To study the existing of online restaurant reservation system. To design and develop an online restaurant reservation system that support both Android-based and desktop systems. To evaluate the system performance, usability and security to the proposed system. 1.5 Scope The scopes of this project are stated below: This work uses Station One CafÃÆ' © which located at Skudai, Johor Bahru for a case study in developing the proposed system. The system only supports Android, Tablet devices and Desktop. The system implements Secure Sockets Layer (SSL) for securing single sign on (SSO). 1.6 Importance of Project The main purpose of this project is to develop secure online restaurant reservation system with SSL for both Android-based and desktop systems. The proposed system is a new architecture of restaurant reservation system which have providing online services, addition of features in the current systems and development in smartphone operating system (Android). Its advantages are capable to handle concurrent access for many users, no technical experience to run the system, fast ordering service, and provide secure access for single sign on (SSO) through Secure Sockets Layer (SSL). By using this reservation system, the customers are able to escape from phone line congestion, dine on time and gain the experience to use the online services. 1.7 Report Organization This section shows the structure of this report. The table 1.1 has presented all the chapterà ¢Ã¢â€š ¬Ã¢â€ž ¢s titles and their description respectively. Chapter Title Description 1 Introduction Introduces the purposed system and explains the existing problem background as well as the outcome. 2 Literature Review Provides analysis of current system and briefly describes the technology used. 3 Methodology Presents the method of project implementation and the system requirementà ¢Ã¢â€š ¬Ã¢â€ž ¢s elements in term of software, hardware and user. 4 Requirement Analysis and Design Illustrates the system modules, user interface design and system flows. 5 Conclusion Concludes the whole report and give recommendation for future work. Table 1.1 Report Organizations 1.8 Summary This chapter has described the overview of the project as well as its problem background. It also has pointed out the aim, objectives and project scope of the project. Lastly, this chapter has figured out the importance of the project and those benefited from it.

Cause Effect Essay - The Causes of Teen Suicide :: Expository Cause Effect Essays Teenager

The purpose of this paper is to explain the causes of teen suicide. This paper will include statistics and some background information on suicide survivors. Also this report will discuss some warning signs of teen suicide. It is important to take the subject of suicide seriously. It doesn't seem right that a teenager, who has lived for such a short time, would choose to die, but those who can't get over their depression sometimes do. Teen suicide is the third leading cause of death for young people aged 15 to 24 and the fourth leading cause of death for persons between the ages of 10 and 14 and it seems to be on the rise. Only accidental deaths and homicide follow it. Some experts believe that many "accidental" deaths are actually suicides. According to a 1991 Center for Disease Control and Prevention study, 27% of high school students thought about suicide, 16% had a plan and 8% made an attempt. Suicide affects teens of all races and social standing. Boys commit suicide more often than girls do. It could be because it's easier to get the tools for suicide, boys usually use firearms and girls often use pills so since the gun is more deadly, boys complete suicide. Over the past 15 years, the rate among girls has scarcely changed, but the rate among boys has tripled. Also, the rate among non-white males, even though it's still lower than the white male rate, has been rising most quickly of all. Suicide remains the second leading cause of death among whites after accidents and the third among blacks after homicides and accidents. Teen suicide is now considered a national mental health problem. The main two causes for teen suicide is the mental disease of depression and family problems. 90% of teen suicide victims have at least one diagnosable, active psychiatric illness at the time of death, which is most often depression, substance abuse, or behavior disorders. Only 33-50% of victims was known by their doctors as having a mental illness at the time of their death, and only 15% were in treatment at the time of death. The pressures of modern life are greater these days and competition for good grades and college admission is difficult which are extra stresses on already unsure teens. Some even think it's because there is more violence in the media. Lack of parental interest may make them feel alone and anonymous.

Employee Motivation in Low Income Earning Jobs: Subway

Chapter 1 Introduction Background to the study A motivated employee works hard and effectively because of the satisfactory feeling of fulfillment. In business management, motivation is an important research field. Over the years, there have been many motivation theories developed. One of the most famous theories is on the basis of Abraham Maslow's hierarchy of needs. Maslow (1954) argued that individuals have a hierarchy of needs, and true motivation is achieved by fulfilling higher level of needs. Emphasized by various motivation theories, income (money) has been an essential factor which can affect motivation.Someone who has low income jobs tends to have low motivation. Consequently, low motivation will result in low effectiveness and high rate of staff turnover, which has a negative influence on company’s performances. As a multi-national company, Subway has achieved international success over the years. In the UK and Ireland, since the first store opened in 1996, Subway is continuing to expand at a substantial rate, with an average of five stores opening every week (www. subway. co. uk). During the past two years, Subway has provided more than 7000 jobs in UK and Ireland (www. ubway. co. uk). Therefore, the research based the case study of Subway will have a wide range of indications in terms of employee motivation. Statement of the problem Self motivation  only exists when people agree that there is a beneficial relationship between their behavior and their desired results. If an employee is only working in a low income working place because of money, it will be difficult to motivate them because it is very hard to convince them that they are staying in the best place for themselves.As a result, the rate of employee turnover is comparatively high. Motivation therefore has become a big issue to both employees and managers. From employees’ perspective, they have to find the factors which can keep them motivated. From managers’ perspect ive, they have to find the solutions which can help motivate their employees. Aims and objectives To identify the main factors that affect motivation in Subway employees To investigate the methods used by Subway managers in motivating employees To find out the problems of motivation in SubwaySignificance of the study Motivation is a powerful tool in the work places because it can compel employees to work at their most efficient levels of performances (Steinmetz, 1983). In order to achieve organizational objectives, managers have to motivate the right people to join in the organization and stay. The more motivated the employees are, the more empowered the team is. From this regard, this research can help to identify elements which affect employee motivations and the effective motivational ways. MethodologyThis project will be based on questionnaires among Subway employees, who receive the national minimum wage. The questionnaires will be designed to highlight all the factors regardin g motivation and distributed to various Subway stores in Birmingham. The data collected from the questionnaires will thereafter be analyzed. Plan of the Study The project encompasses five chapters. The first chapter is the introduction of this research, which briefly presents the background, importance, plan, scope and limitation of this project.The second chapter reviews the relevant literature and journals. In this chapter, the meaning of motivation, major motivation theories, the application of motivation, contemporary issues on motivation and usefulness and limitations of motivation will be discussed. Chapter three focuses on the methodology utilized by this project. Chapter four presents the research analysis on the basis of the data collected. The last chapter is the conclusion of the whole project, as well as the recommendation. Scope and Limitation The scope of this project is based on the Subways in Birmingham area.However, due to time constraints, the questionnaires are on ly distributed in 20 Subways stores. Chapter 2 Literature Review Meaning of motivation The term ‘motivation’ is originated from the Latin word for ‘movement’ (movere). In 1964, Vroom explained that motivation is ‘a process governing choice made by persons . . . among alternative forms of voluntary activity’ (Vroom, 1964). Similarly, Atkinson (1964) defined motivation as ‘the contemporary (immediate) influence on direction, vigor, and persistence of action’.Furthermore, Campbell and Pritchard also proposed that motivation is related with a set of independent/ dependent variables that explain the direction, amplitude, and persistence of an individual’s behavior, holding constant the effects of aptitude, skill, and understanding of the task, and the constraints operating in the environment. All these explanations have three common elements; that is, they are all concerned with factors or events that energize, channel, and susta in human behavior. According to various theories, motivation may be rooted in the basic need to minimize physical pain and maximize pleasure.It may include specific needs such as eating and resting, or a desired object, hobby, goal, state of being, ideal. It may be attributed to less-apparent reasons such as altruism, selfishness, morality, or avoiding mortality. There are two kinds of motivation: intrinsic and extrinsic. Intrinsic motivation is internal. It happens when people are compelled to do something out of pleasure, importance, or desire. Extrinsic motivation occurs when external factors lead the person to do something. A common place that applies motivation is work place. In the work place, motivation plays a key role in the success of leadership.A person who can’t understand the meaning and the importance of motivation will not become a leader. Also, to stay as a leader, he/she also needs to utilize motivation in the work place. Employee motivation is the psychologi cal feature that arouses an employee to work in an effective level, to accomplish organizational goals. It is necessary for organization to enhance motivation level of the employees to bring out the best performances from them. Major Motivation Theories Abraham Maslow's Hierarchy of Needs One of the most influential authors in the area of motivation is Abraham Maslow (1954).Abraham Maslow (1954) integrated various research related to human motivation. Prior to Maslow, researchers just focused on motivational factors separately, such as biology, achievement, or power to explain what energizes, directs, and sustains human behavior. Maslow proposed a hierarchy of human needs on the basis of two groupings: deficiency needs and growth needs (Maslow, 1954). Within the deficiency needs, every lower need must be met before moving to the next higher level (Maslow, 1954). The first four levels are: 1) Physiological: hunger, thirst, bodily comforts, etc. 2) Safety/Security: out of danger; 3) B elongingness and Love: affiliate with others, be accepted; and 4) Esteem: to achieve, be competent, gain approval and recognition (Maslow, 1954). According to Maslow (1954), an individual is ready to act upon the growth needs if and only if the deficiency needs are met. Maslow's initial conceptualization included only one growth need: self-actualization (Maslow, 1954). Self-actualized people are characterized by: 1) being problem-focused; 2) incorporating an ongoing freshness of appreciation of life; 3) a concern about personal growth; and 4) the ability to have peak experiences (Maslow, 1954).Maslow later differentiated the growth need of self-actualization, specifically naming two lower-level growth needs prior to general level of self-actualization and one beyond that level (Maslow, 1971). They are: 5) Cognitive: to know, to understand, and explore; 6) Aesthetic: symmetry, order, and beauty; 7) Self-actualization: to find self-fulfillment and realize one's potential; and 8) Self- transcendence: to connect to something beyond the ego or to help others find self-fulfillment and realize their potential (Maslow, 1971).Maslow's basic idea is that as one becomes more self-actualized and self-transcendent, one becomes wiser and knows what to do in a wide variety of situations (Maslow, 1971). He also recognized that not all personalities followed his proposed hierarchy (Maslow, 1954). Maslow published his theory over 50 years ago and it has since become one of the most popular and often cited theories in the field of human motivation. Frederick Herzberg’s two-factor theory Another significant motivational theory was developed by Frederick Herzberg, who had close links with Maslow.Frederick Herzberg believed in a two-factor theory of motivation. He argued that there were certain factors that a business could introduce that would directly motivate employees to work harder (Motivators) (Herzberg, 1959). However, there were also factors that would de-motivate an employee if not present but would not in themselves actually motivate employees to work harder (Hygiene factors) (Herzberg, 1959). Motivators are more associated with the job itself (Herzberg, 1959). For instance, how interesting the work is and how much opportunity it gives for extra responsibility, recognition and promotion (Herzberg, 1959).Hygiene factors are factors which surround the job rather than the job itself (Herzberg, 1959). For example, a worker will only go to work if a business has provided a reasonable wage and safe working condition (Herzberg, 1959). However, these factors will not make him work harder at his job once he is there (Herzberg, 1959). Herzberg (1959) believed that businesses should motivate employees by adopting a democratic approach to management and by improving the nature and content of the actual job through certain methods.Some of the methods managers could use to achieve this objective are: job enlargement (workers are given a greater variety of t asks to perform which can make the work more interesting; job enrichment (workers are given a wider range of more complexes, interesting and challenging tasks surrounding a complete unit of work, which can bring out a greater sense of achievement; empowerment (employees are delegated more power to make their own decisions over areas of their working life) (Herzberg, 1959). Douglas McGregor’s theory X and theory YTheory X and Theory Y are theories of human motivation created by Douglas McGregor in 1960s. Theory X and Theory Y are two distinct attitudes toward workforce motivation. According to McGregor, companies followed either one or the other approach, and the key to connecting self-actualization with work is determined by the managerial trust of subordinates (McGregor, 1960). In theory X, management assumes employees are inherently lazy and will avoid work if they can and they also inherently dislike work (McGregor, 1960).As a result, management believes that workers need to be closely supervised and comprehensive systems of controls developed (McGregor, 1960). (McGregor, 1960). According to this theory, employees will avoid responsibility whenever they can and so a hierarchical structure is needed with narrow span of control at each and every level (McGregor, 1960). A Theory X manager believes that his or her employees do not really want to work; therefore, it is the manager's job to structure the work and energize the employee (McGregor, 1960).In theory Y, management assumes employees may be ambitious and self-motivated and exercise self-control (McGregor, 1960). It is believed that employees enjoy their mental and physical work duties (McGregor, 1960). They possess the ability for creative problem solving, but their talents are underused in most organizations (McGregor, 1960). Theory Y managers believe that employees will learn to seek out and accept responsibility and to exercise self-control and self-direction in accomplishing objectives to whic h they are committed (McGregor, 1960).A Theory Y manager believes that, given the proper conditions, most people will want to do well at work (McGregor, 1960). They believe that the satisfaction of doing a good job is a strong motivation for employees (McGregor, 1960). For McGregor, Theory X and Y are not different ends of the same continuum (McGregor, 1960). If a manager needs to apply Theory Y principles, that does not prevent him from being a part of Theory X & Y (McGregor, 1960). David McClelland’s motivational needs theory David McClelland is famous for describing three sorts of motivational need, hich were proposed in his book The Achieving Society (1967). These needs are found to different degrees in all workers and managers, and this mix of motivational needs characterizes a person's or manager's style and behavior, both in terms of being motivated and in the management and motivation others (McClelland, 1967). The need for achievement (n-ach): The n-ach person is ach ievement motivated and therefore seeks achievement, attainment of realistic but challenging goals, and advancement in the job (McClelland, 1967).The n-ach person has a strong need for feedback as to achievement and progress, and a need for a sense of accomplishment (McClelland, 1967). The need for authority and power (n-pow): The n-pow person is authority motivated (McClelland, 1967). This driver produces a need to be influential, effective and to make an impact (McClelland, 1967). The n-pow perso has a strong need to lead and for their ideas to prevail (McClelland, 1967). The n-pow person also has motivation and need towards increasing personal status and prestige (McClelland, 1967).The need for affiliation (n-affil): The n-affil person is affiliation motivated, and has a need for friendly relationships and is motivated towards interaction with other people (McClelland, 1967). The affiliation driver produces motivation and need to be liked and held in popular regard. The n-affil pe rson is team player (McClelland, 1967). McClelland (1967) suggested that most people possess and exhibit a combination of these characteristics. Some people exhibit a strong bias to a particular motivational need and this motivational mix consequently affects their behavior and working/managing style (McClelland, 1967).McClelland (1967) proposed that a strong n-affil motivation undermines a manager's objectivity, because they want their need to be liked, which affects a manager's decision-making capability (McClelland, 1967). A strong n-pow motivation will produce a determined work ethic and commitment to the organization, while n-pow people are more focused on the leadership role, which means they may not possess the required flexibility and people-centered skills (McClelland, 1967). Other motivation theory related to business managementWorkers in any organization need something to keep them motivated. If no motivation exists, employee’s quality of work in general will deter iorate. According to the system of scientific management developed by Frederick Winslow Taylor (1911), a worker's motivation is only determined by payment, and therefore management doesn’t need to consider the psychological or social aspects of work. Essentially, in scientific management, human motivation is solely based on extrinsic rewards and it dismisses the idea of intrinsic reward.Elton Mayo (1933) found out that the social contacts a worker has at the workplace are very important and that boredom and repetitiveness of tasks will reduce their motivation. Mayo thought that workers can be motivated by acknowledging their social needs and making them feel important. Consequently, employees were given freedom to make decisions on the job and greater attention was paid to informal work groups. This model as named the Hawthorne effect by Mayo.At lower levels of Maslow's hierarchy of needs (1954), such as physiological needs, money is a motivator; however it tends to have a mo tivating effect on staff only for a short period, in line with Herzberg(1959)'s two-factor model of motivation. At higher levels of the hierarchy, praise, respect, recognition, empowerment and a sense of belonging are far more powerful motivators than money, as both Abraham Maslow(1954) and Douglas McGregor (1960)indicated. The assumptions of Maslow and Herzberg were challenged by a classic study at Vauxhall Motors' UK manufacturing plant (Goldthorpe, Lockwood,Bechhofer and Platt, 1968).This study introduced the concept of orientation to work and identified three main orientations: instrumental (where work is a means to an end), bureaucratic (where work is a source of status, security and immediate reward) and solidaristic (which prioritizes group loyalty) (Goldthorpe, Lockwood,Bechhofer and Platt, 1968). Other theories which expanded and extended those of Maslow and Herzberg included Kurt Lewin's Force Field Theory (1938), Edwin Locke's Goal Theory (1996) and Victor Vroom's Expecta ncy theory (1964).These theories tend to emphasize cultural differences and the fact that individuals tend to be motivated by different factors at different times In Essentials of Organizational Behavior, Robbins and Judge examined recognition programs as motivators, and identified five principles that contribute to the success of an employee incentive program (2007):recognition of employees' individual differences, and clear identification of behavior deemed worthy of recognition ;allowing employees to participate; linking rewards to performance ;rewarding of nominators; visibility of the recognition processChapter 3 Research Method This project is based on questionnaires among Subway employees, who receive the national minimum wage. The questionnaires is designed to highlight all the factors regarding motivation and distributed to various Subway stores in Birmingham. The data collected from the questionnaires is thereafter analyzed. 3. 1 The advantages and disadvantages of Questio nnaire Questionnaires are one of the most popular research methods because they provide a simple way of collecting information from a targeted population.It is easy to analyze questionnaires, by the help of most statistical analysis software. In the terms of cost, they are very effective as well, comparing to face-to-face interviews (Seitz, 1944). Most people are familiar with questionnaires. Many people have had some experience of completing questionnaires. ). Unlike other research methods as telephone or face-to-face surveys,, the respondent is not interrupted by the research instrument. When a respondent receive a questionnaire, he/she is free to complete it whenever he /she want to (Jahoda, et al. , 1962).However, questionnaires may not be suited for everyone. For example, to a group of poorly educated people, a written survey might not work because they don’t have enough reading skills. More often, some suitable group of people are simply neglected by written questionnai res because of misuse (Deutcher, 1956) Thanks to the uniform presentation of question, questionnaires can also reduce the bias of respondents (Jahoda, et al. , 1962). Many researchers have found that voice inflections and mannerisms of the interviewers can have a bias on responses (Barath and Cannell, 1976).Unlike face-to-face interview, there is no particular way of any verbal or visual clue to affect the reaction of a respondent. Since there is no interviewer, the questionnaire is not subject to this sort of bias. On the other hand, however, the researcher's ability to probe responses is limited by the lack of an interviewer. The â€Å"flavor of the response is often lost in structured questionnaires as respondents always try to keep their answers standard and easy to analyze(Walonick,1993). This advantages can be partially overcome by allowing space for other comments,.Another drawback of questionnaires is that they often results in low response rates (Robinson, 1952). Low rate of response is biggest problem to statistical analysis because it can dramatically lower the confidence of results and the credits of the research itself. However, response rates change widely among different questionnaires. A well-designed study can probably produce high response rates. Another problem is attributed to the credibility of the answer itself. When questionnaires are returned, it's assumed that the respondent is the same person you sent the questionnaire to.However, a number of researches have found that this may not actually be the case (Scott, 1961). It happen frequently those business questionnaires are passed to someone else for completion. For a variety of reasons, the respondent may not be who you think it is. For instance, housewives sometimes respond for their husbands. In a summary of five studies sponsored by the British Government, Scott (1961) reports that up to ten percent of the returned questionnaires had been completed by someone else other than the att empted person.To increase the response rate, the questionnaire of this research for this research have been designed to be simple and formatted. When distributing questionnaire, managers or employees are told about the purpose of this questionnaire and the way to post them back, in order to increase the response rate. 3. 2 Anonymity and Confidentiality Some studies have shown that response rate is affected by the anonymity/confidentiality policy of a study (Jones, 1979). Klein, Maher, and Dunnington (1967) reported that responses became more distorted when subjects felt threatened that their identities would become known.In this research, the name of the responses will be anonymous and confidential. Chapter 4 Research analysis 100 questionnaires have been distributed to 20 Subway stores throughout Birmingham. Within one month, 66 questionnaires have been returned. Within 66 respondents, 10 respondents are mangers, while 56 are crew members. 4. 1. The working lengths of employees in Subway Within 66 questionnaires, nearly half of the respondents have been working in Subway between 1 and 3 years. Others are either working less than one year or more than 3 years.Just a few people are working for more than 5 years Table 5. 1 Working lengths of employees in Subway 4. 2 Motivators of employees With all the motivational factors, money is still the determinable factor. The security of job and acknowledgement from managerial level are also influential to employee motivation. Aside the choices provided by questionnaires, there are some other elements mentioned. Relationship with colleagues and professional development are among those most popular. Table 5. 2 Motivators of Subway employees 4. 3 Motivation strategies used by Subway managerWithin seven common motivation strategies, positive reinforcement and effective discipline and punishment are used by all the managers. Treating people fairly, satisfying employees needs and setting work related goals are used by some of the managers. Restructuring job is used by few, while no one use base rewards on job performances as motivation strategy. Table 5. 3 Motivation strategies used by Subway manager 4. 4 Problems of motivation in Subway 35 respondents have indicated that they have considered leaving Subway. Hard work and low wage are main reasons.No professional development, bad relationship with colleagues and lack of job security are also influential. Table 5. 4 Problems of motivation in Subway Chapter 5 Conclusion and Recommendation 5. 1 Reemphasis on the importance of motivation From the questionnaire, we can see most of the employees in Subway have been working for less than 5 years. This has shown that the rate of turnover in Subway is really high and the stability of Subway team is challenged throughout the time. Therefore, the performance of company will be affected by this. This research reemphasizes the importance of motivation in low income workplaces.Money as a main motivator Many motivatio n theories have indicated that money is not the main motivator in workplaces, as employees may find the security of job or the self-realization are more appealing. However, this research has found in low income working places as Subway, money (wage) is still the most essential motivator. In low income workplaces, more working time (shifts) mean more money. Therefore, to motivate employees, managers have to understand the needs of employees and properly distribute shifts to different employees. Other motivational factorsAs emphasized by many motivation theories, the security of job still remains one of the most important elements of employ motivation. Another motivator is the acknowledgement from managerial level. Professional development and promotion are also focused by employees, which indicate that company should set different professional development plan for different employees, in order to enhance the levels of their motivation. Lack of various motivation ways from managerial level This research has shown that there is a lack of motivation methods from the managerial level of Subway.Apart from the seven motivation strategies provided by questionnaire, there is no any other answer mentioned by Subway managers. Positive reinforcement and effective discipline and punishment are chosen by all the managers. Some managers select treating people fairly, satisfying employees’ needs and setting work related goals. Just 2 managers choose restructuring jobs as a way of motivating employees, which shows that most of the Subway employees are doing the same job throughout the time. Manager may need to find more ways to restructure the jobs among employees to arouse their motivation.All in all, to motivate different employees, managers have to use different motivation strategies. Some psychological test may help managers to understand the different needs and instinct motivation of distinct employees. Main problems of motivation in Subway Half of the employees ar e thinking of leaving Subway, which means that there are still serious problems of motivation in Subway. Low wage is the most significant reason. Since most the crew member receive national minimum payment in Subway, the strategies of increase wages for employees who have been working for long time could help improve the situation.Apart from that, job difficulty is another reason for employees to leave. From this perspective, managers should talk to employees who have problems with their job. They could also change their job responsibilities to motivate them handle the problems met in workplaces. The worry of professional future is also another reason. As mentioned before, the professional development plan will help. Job security is mention here again. And relationship with colleagues could also affect employee motivation. Therefore, managers should pay attention to team coordination to avoid any negative effect on employee otivation. Summary This research has shown that in differen t workplaces, employees have different motivational factors. Upon different employee, his/her motivation will be different. Though in low income work places as Subway, money is still the main motivator, other factors can not be neglected as well. Meanwhile, there is a lack of various motivation strategies from managerial level; in another word, there is no enough attention on employees motivation in Subway, which could make the situation worse.The awareness of the importance of motivation has to come from the upper level, and then the strategies can be implemented to make things really work out. Bibliography Atkinson, J. W. 1964. Introduction to Motivation. Princeton, NJ: Van Nostrand. Barath, A. , and C. Cannell. 1976. â€Å"Effect of Interviewer's Voice Intonation. † Public Opinion Quarterly 40:370-373. Campbell, J. P. , & Pritchard, R. D. 1976. Motivation Theory in Industrial and Organizational Psychology. In M. D. Dunnette (Ed. ), Handbook of Industrial and Organizational Psychology: 63–130.Chicago: Rand McNally. Deutcher, I. 1956. â€Å"Physicians' Reaction to a Mailed Questionnaire: A Study in ‘Resistantialism'. † Public Opinion Quarterly 20:599-604. Goldthorpe, J. H. , Lockwood, D. , Bechhofer, F. and Platt, J. 1968. The Affluent Worker: Attitudes and Behavior . Cambridge: Cambridge University Press Herzberg, Frederick . 1959. The Motivation to Work, New York: John Wiley and Sons Jahoda, M. , M. Deutsch, and S. Cook. 1962. Research Methods in Social Relations. New York: Holt, Rinehart and Winston. Jones, W. 1979. Generalizing Mail Survey Inducement Methods: Population Interactions with Anonymity and Sponsorship. † Public Opinion Quarterly 43:102-111. Klein, S. , J. Mahler, and R. Dunnington. 1967. â€Å"Differences between identified and anonymous subjects in responding to an industrial opinion survey. † Journal of Applied Psychology 51:152-160. Lewin, K. 1938. The Conceptual Representation and the Measurement of Psychological Forces. Durham, NC: Duke University Press. Locke, E. A. 1996. â€Å"Motivation Through Conscious Goal Setting. † Applied and Preventive Psychology Maslow, A. 1943. A Theory of Human Motivation†. Psychological Review, 50, 370-396. Maslow, A. 1954. Motivation and Personality. New York: Harper. Maslow, A. 1971. The Farther Reaches of Human Nature. New York: The Viking Press. Mayo, E. 1933. The Human Problems of an Industrial Civilization. New York: Macmillan. McClelland, David C. 1967. The Achieving Society: The Free Press McGregor, Douglas. 1960. Human Side of Enterprise: McGraw Hill Higher Education Robbins, Stephen P. ; Judge, Timothy A. 2007. Essentials of Organizational Behavior (9 ed. ), Upper Saddle River, NJ: Prentice Hall Robinson, R. 952. â€Å"How to boost returns from mail surveys. † Printer's Ink. 239:35-37. Scott, C. 1961. â€Å"Research on mail surveys. † Journal of the Royal Statistical Society 124:143-205. Seitz, R. 1944.  "How mail surveys may be made to pay. † Printer's Ink 209:17-19. Seligman, Martin E. P. 1990. Learned Optimism, New York: Alfred A. Knopf, Inc. , p. 101 www. subway. co. uk Taylor, F. 1911. Scientific Management. New York: Harper Vroom, V. H. 1964. Work and Motivation. New York: Wiley. Walonick, D. 1993. StatPac Gold IV: Survey & Marketing Research Edition. Minneapolis, MN: StatPac Inc.

About Lois Lowrys Controversial Book, The Giver

About Lois Lowry's Controversial Book, The Giver Imagine living in a society of sameness where you find no color, no family connections, and no memory- a society where life is governed by rigid rules that resist change and resent questioning. Welcome to the world of Lois Lowrys 1994 Newbery award-winning book The Giver, a powerful and controversial book about a utopian community and young boy’s dawning realizations about oppression, choices and human connections. The Storyline of The Giver Twelve-year-old Jonas is looking forward to the Ceremony of Twelves and getting his new assignment. He will miss his friends and their games, but at 12 he is required to set aside his child-like activities. With excitement and fear, Jonas and the rest of the new Twelves are bid a formal â€Å"thank you for your childhood† by the head elder as they move into the next phase of community work. In The Giver’s utopian community, rules govern every aspect of life from speaking in precise language to sharing dreams and feelings at daily family councils. In this perfect world, climate is controlled, births are regulated and everyone is given an assignment based on ability. Couples are matched and applications for children are reviewed and assessed. The elderly are honored and  apologize, and the acceptance of apologies, are mandatory. In addition, anyone who refuses to follow rules or who exhibits weaknesses is â€Å"released† (a gentle euphemism for killed). If twins are born, the one weighing the least is scheduled for release while the other is taken to a nurturing facility. Daily pills to suppress desires and â€Å"stirrings† are taken by citizens beginning at age twelve. There is no choice, no disruption, and no human connections. This is the world Jonas knows until he is assigned to train under the Receiver and become his successor. The Receiver holds all the memories of the community and it’s his job to pass on this heavy burden to Jonas. As the old Receiver begins to give Jonas the memories of ages past, Jonas starts to see colors and experience new feelings. He learns there are words to label the emotions that are erupting inside him: pain, joy, sorrow, and love. The passing of memories from aged man to boy deepens their relationship and Jonas experiences a powerful need to share his newfound awareness. Jonas wants others to experience the world as he sees it, but the Receiver explains that letting loose these memories all at once into the community would be unbearable and painful. Jonas is weighed down by this new knowledge and awareness and finds solace in discussing his feelings of frustration and amazement with his mentor. Behind a closed door with the speaker device turned to OFF, Jonas and the Receiver discuss the forbidden topics of choice, fairness, and individuality. Early in their relationship, Jonas begins to see the old Receiver as a Giver because of the memories and knowledge he is giving to him. Jonas quickly finds his world shifting. He sees his community with new eyes and when he understands the real meaning of â€Å"release† and learns a sad truth about the Giver, he begins to make plans for change. However, when Jonas finds out that a young child he’s grown fond of is being prepared for release, both he and the Giver quickly alter their plans and prepare for a daring escape full of risk, danger, and death for all involved. Author Lois Lowry Lois Lowry wrote her first book, A Summer to Die, in 1977 at the age of 40. Since then she’s written more than 30 books for children and teens, often tackling serious topics such as debilitating illnesses, the Holocaust, and repressive governments. The winner of two Newbery Medals and other accolades, Lowry continues to write the types of stories she feels represents her views about humanity. Lowry explains, â€Å"My books have varied in content and style. Yet it seems that all of them deal, essentially, with the same general theme: the importance of human connections. Born in Hawaii, Lowry, the second of three children, moved all over the world with her Army dentist father. Awards Over the years, Lois Lowry has accumulated multiple awards for her books, but the most prestigious are her two Newbery Medals for Number the Stars (1990) and The Giver (1994). In 2007, the American Library Association honored Lowry with the Margaret A. Edwards Award for Lifetime Contribution to Young Adult Literature. Controversy, Challenges, and Censorship Despite the many accolades The Giver has garnered, it has met with enough opposition to put it on the American Library Association’s most frequently challenged and banned books list for the years 1990-1999 and 2000-2009. Controversy over the book focuses on two topics: suicide and euthanasia. When a minor character determines she can no longer endure her life, she asks to be â€Å"released† or killed. According to an article in USA Today, opponents of the book argue that Lowry fails to â€Å"explain that suicide is not a solution to life’s problems.† In addition to the concern about suicide, opponents of the book criticize Lowry’s handling of euthanasia. Supporters of the book counter these criticisms by arguing that children are being exposed to social issues that will make them think more analytically about governments, personal choice, and relationships. When asked for her opinion on book banning Lowry responded: I think banning books is a very, very dangerous thing. It takes away an important freedom. Any time there is an attempt to ban a book, you should fight it as hard as you can. Its okay for a parent to say, I dont want my child to read this book. But it is not okay for anyone to try to make that decision for other people. The world portrayed in The Giver is a world where choice has been taken away. It is a frightening world. Lets work hard to keep it from truly happening. The Giver Quartet and the Movie While The Giver can be read as a standalone book, Lowry has written companion books to further explore the meaning of community. Gathering Blue (published in 2000) introduces readers to Kira, a crippled orphan girl with a gift for needlework. Messenger, published in 2004, is the story of Mattie who is first introduced in Gathering Blue as Kira’s friend. In fall 2012 Lowrys Son was published. Son represents the grand finale in Lois Lowrys Giver books.

Analysis of The Most Dangerous Game by Richard Connell Essays

Analysis of The Most Dangerous Game by Richard Connell Essays Analysis of The Most Dangerous Game by Richard Connell Paper Analysis of The Most Dangerous Game by Richard Connell Paper Essay Topic: The Most Dangerous Game Literature contains an interesting plot that should include a situation between two things, which is called conflict. Conflict is a very important element in literature. In Richard Connell’s â€Å"The Most Dangerous Game† the main character goes through many conflicts to survive. In Richard Wright’s â€Å"The Rights to the Streets of Memphis† a boy named Richard is kicked out of his house to buy the groceries, but a gang tries to beat him up on the way. The boy has to build up his courage and face the gang. In both Richard Connell’s â€Å"The Most Dangerous Game† and Richard Wright’s â€Å"The Rights to the Streets of Memphis†, there are important internal and external conflicts throughout the story that are being created as the characters try to survive. Being washed up on a mysterious island and getting hunted down by crazy man are some examples of conflict in â€Å"The Most Dangerous Game†. â€Å"Your brain against mine. Your woodcraft against mine. Your strength and stamina against mine† (Connell 74). This quote from the story shows the external conflict between Rainsford and General Zaroff. The General is challenging him to a battle to the death. â€Å"The cat was coming again to play with the mouse† (Connell 77). This shows how the General is like the predator hunting down its prey. Rainsford is trying his best to survive. â€Å"Only the devil himself could follow that complicated trail through the jungle after dark† (Connell 76). This quote is an example of the conflict that Rainsford is going through with the jungle. This is an example of man vs. nature. Rainsford is thinking that the jungle is very hard to navigate through, which is an obstacle. The main conflict in this story is Rainsford trying to survive. Getting beat up can teach you a couple of lessons. In â€Å"The Rights to the Streets of Memphis† the main character goes through a few conflicts. The poor little boy named Richard gets kicked out of his house to buy the groceries, but a gang gets in his way. The boy’s mother states â€Å"Go on and don’t pay any attention to them† (Wright 121). The mother is trying to her son into a grown up. She wants him to stand up for himself. This shows the love she has for Richard. â€Å"If these boys bother you, then fight† (Wright 121). Richard’s mother has no other choice but to let him fight, otherwise he will act as a little boy for the rest of his life. This is an example of external conflict because Richard is going to fight the other kids. â€Å"Don’t you come into this house until you’ve gotten those groceries† (Wright 121). This is an example of internal conflict because Richard has a choice of either staying home and get beat by his mother, or to go fight the gang. Richard found that the best way is to fight the gang and stand up for himself. In both of these conflicts, Richard is trying to survive. Conflict is a very important literary element in both of these short stories. It is one of the many literary elements that play a major role in a story’s plot by creating a complication between two things. Both Rainsford and Richard had to choose whether they want to survive or not. Rainsford survives by fighting back. Richard also learns that he needs to fight back. In both Richard Connell’s â€Å"The Most Dangerous Game† and Richard Wright’s â€Å"The Rights to the Streets of Memphis† conflict is a vital element that challenges the characters to survive.