The Major Security Issues In Malaysia Criminology Essay

The Major protective covering Issues In Malaysia Criminology EssayThe judgment of depicted object hostage involves the preparations against brats to a countrys discipline independence, territorial integrity and national s everyplaceeignty emanating from midland or outside forces or a conclave of the two. The goal of national warranter is to nourish the core values of the res publica ideology, sovereignty, territory, government regime and citizens. Buzan et al (1998) suggests that credentials is effected by factors in five major sectors military, political, economic, societal and environmental.3Since the beginning of World War twain (WWII) there have been more signifi potbellyt events across these five major sectors, which have devised Malaysias national trade protection. The most signifi stick outt of these events include the Nipp ise occupation during WWII, the communist holy terror during the Cold War, the Confrontation with Ind unmatchablesia, the 13 may 196 9 race riots and the 9/11 terrorists attacks. There atomic number 18 also many non-traditional nemesiss, both internal and external across all sectors that continue to shape Malaysias shape up to national bail today.The aim of this paper is to outline and critically evaluate the major pledge issues that have changed the outlook on, and address to national pledge in Malaysia.This essay will discuss major security issues that have mold Malaysias approach to national security since the beginning of WWII.The Nipponese influence on Malaya up to WWII had been positive in monetary value of stir Malay Nationalism and brought on the idea that Asian could altercate Hesperian powers.4However, the Japanese occupation during WWII created a lasting memory for Malaysias future selected in that it wrought their thoughts regarding the need for self-reliance in terms of security and defence.5Under British rule after the War, and on the eve of an evolving patriot movement for independe nce, Malaya was challenged by a serious internal security threat communist terrorists.The First and guerrilla Malayan Emergencies and the threat of communism are pregnant security events in the evolution of Malaysias national security. The success of the counterinsurgency ( coin) made it an example for COIN operations around the world.6Through KESBAN and RASCOM7Malaysia had schematic a upstanding of Government approach to internal security issues, generally focused on communist terrorists, however Malaysia was still dependent on external support against external accomplished threats through with(predicate) the Anglo-Malayan defense reaction engagement (AMDA) and later the Five Powers Defence Arrangement (FPDA).8Malaysias focus on COIN operations through the Malayan Emergencies made it vulnerable to external conventional threats. Although the Confrontation with Indonesia in the 1960s and the fall of Saigon following the Vietnam War failed to carry on into full-scale war f or Malaysia these events had two significant impacts on Malaysias outlook, and approach to national security. Firstly, as Malaysia was still reliant on the British to deal with external conventional threats through the AMDA and from 1971 the FPDA, they needed to assure national security by pursuing regional security through diplomatic means until its Defence Forces were sufficiently matured to deal with conventional threats. Malaysia was a key number one wood in establishing ASEAN and ZOPFAN as well as normalising ties with China and Vietnam.9Secondly, the events spurred military magnification toward developing a conventional war fighting capability.10It is diffi hysteria to see if Malaysias continued military expansion and modernisation is the result of an Asian weapons race as Soong asserts11or just the need to develop one of the smallest Defence Forces in the region12to one that is suitably self-reliant in accordance with the desires of the National Defence Policy.13Neverthel ess, the development and maintenance of a thinkable conventional war fighting capability does little when the threat to security is from within as Malaysia was sadly to learn on 13 may 1969.The 13 May 1969 race riots are said to be one of the darkest moments in Malaysian history.14The reasons for the riots are many and varied but can be summarised as racial indifference regarding national language, Malay surplus rights, citizenship rights, and education policy. In essence, the tensions between the Malays and Chinese grew out of the perceived or actual threat posed to each races existence either through a lack of policy or policy itself. In terms of national security, racial tensions had been bubbling away in the background of other(a) more conventional threats such as Communism and the Confrontation with Indonesia.15 no matter of the causes of the riots this watershed moment, Malaysian political life was refashioned, the whole notion of internal security took on another dimensio n,16based on race relations. racial tensions have continued to challenge Malaysias approach to internal security with the 1998 Muslim-Hindu action in Kumpang Rawa, Penang the 2001 Taman Medan Incident the run-ins with HINDRAF and more recently the protests in Kuala Lumpur on 27 February 2011 regarding disparaging remarks against Malay Indians in the school text book and fiction Interlok.17In sum, there were 1060 racial incidents in 2010 involving Malays, Chinese and Indians that continue to peril Malaysias political stability and social harmony.18In so much as the 13 May 1969 was a wakeup call to significant internal security issues that threaten political stability and social harmony the fix appears to be more oriented on policing rather than policy.19Hence, a ticking period bomb remains so long as the lid of policing on the boiling pot of racial inequity has a political20 incinerate that remains unattended.The 11 September 2001 attacks not merely changed Malaysias outlook on, and approach to national security but that of the West and much of the developing world.21The threat to Malaysia from this event and later the Bali bombings in 2002 and 2005, the Jakarta JW Marriot bombing in 2003 and the 2004 Australian Embassy bombing in Jakarta was two fold. First was the fact that Malaysia, homogeneous any other country, could be a target of violent non-state actors (VNSA).22Secondly, and more alarming was that Malaysia was a predominantly Muslim state and could be colligate to radical Islamic groups such as Kumpulan Militan Malaysia (KMM) and Jemaah Islamiah (JI) and their alleged connection with Al-Qaeda. such(prenominal) allegations and proof of links could erode investor confidence in Malaysia and be economically and politically devastating.23These fears were later realised when it was discovered that two of the masterminds behind the Indonesian bombings were Malaysians.24Malaysias response was to establish the Southeast Asia Regional Centre for Counter act of terrorism (SEARCCT) in July 2003.25Today there are a number of security issues that continue to shape Malaysias approach to national security. The complex overlapping claims over the resource rich Spratly Islands (and the claim to Sabah by the Philippines) has seen the Malaysian Armed Forces kick in significant air, sea and troop assets in the region to defend and protect its claims, particularly on the Ardasier, Mariveles and Swallow Reefs.26Further civil (through the Maritime Enforcement manner (MEA) and Naval sea and air assets remain committed to patrolling and enforcing Malaysias sea lines of communication and its Economic Exclusion Zones (EEZ) from piracy and illegal fishing. Stretching these security assets however are issues such as organised crime, illegal immigrants, smuggling, and sea pollution. Malaysias Navy, airforce and MEA continue to receive sizeable proportions of the Defence and Security budgets to modernise and detonate to deal with these threats.27O ther non-traditional and non-military threats continue increasing and thus shape Malaysias approach to security. These include smuggling goods and services, illegal immigration, drug trafficking, communicable diseases, deviant and cult groups, extremism, refugees, ethnic conflicts, environment disasters, cyber crime and several other illegal activities that can be categorised as organised crime. These threats have seen Malaysias approach to security focus more toward non-military threats in recent years.28If there is a lesson to be relearned from the past for Malaysia regarding an approach to national security it is the need for a holistic approach as was evident with the implementation of KESBAN in response to the Second Malayan Emergency. Malaysias defence management has a clear chain of ask from the National Security Council (NSC) through to the lowest rungs of the Armed Forces and Police Force.29Security management is problematic, however. Eight ministries/agencies and 12 depar tments are responsible for the security of Malaysia.30frankincense creates the problem where interagency barriers hinder the timely application of force against a threat from a particular threat sector based on the premature dissemination of intelligence31and generally poor coordination.32Although, there is a significant level of cooperation between individual agencies responsible for national security it is only achieved at an interagency level rather than through the chain of command33. expiryThere have been several major security issues that have shaped the outlook and approach to security in Malaysia since WWII. The Japanese invasion shaped thought and provided the desire for self-reliance, the Malayan Emergencies shaped and horde a whole of Government approach to national security, the Confrontation and the US withdrawal from Vietnam drove Military expansion for security and defence toward countering external conventional threats and the damn 13 May 1969 shaped Malaysias app roach back toward internal security issues. More recently, the 9/11 attacks and myriad other non-conventional and non-military threats continue to challenge and shape Malaysias approach to national security. Of note are the internal threats to security where the approach appears to be policing over policy. The author believes that unless positive and clear go along is made in these areas that racial tensions will again boil to the surface.

Critical Perspective Of Marxism And Foucauldian Sociology Essay

vituperative Perspective Of Marxism And Foucauldian Sociology hear comminuted possible action dates back to the Enlightenment and is connected to the writings of Kant, Hegel and Marx. However, in the twentieth century, decisive scheme became closely associated with a manifest organic structure of thought, kn ca apply as the Frankfurt initiate. It states Devetak in Burchills and Linklaters Theories of International Relations. It is the hightail it of Horkheimer, Adorno, Benjamin, Marcuse, Fromm and overmuch recently, Habermas that critical hypothesis has acquired a re lateed strength.Thus, the term critical theory was used as the symbol of a philosophy which questions the effective instal of policy-making and cordial innovationality through an effectuate of immanent critique. It was in the main an assay to regain a critical potential that had been overrun by recent intellectual, genial, cultural, economic and technological trends.The Frankfurt School of Critical th eory is the longest and most famous traditions of Marxism. This tradition is often referred as critical theory- meaning a special kind of social philosophy from its creation in 1923 by Felix Weil (Seiler, 2004). The critical theory of friendship of the Frankfurt School continues to excite interest and controversy (Kellner, 2001).A theory is critical to the issue that it seeks gentleman emancipation, to liberate clement beings from the circumstances that enslave them. A itemize of critical theories have emerged in connection with the galore(postnominal) social movements that trace varied dimension of the domination of human beings in modern societies (Gutting, 2003).The to a higher place statement sets the mood for this paper as I pass on be feel at how the critical wariness theory of yesterday applies to the modern western today. A nonher key aspect will be on trying to articulate the connections amid the precaution perspectives of contemporary society in the critical theory. The focus will be onThe focus will be on as the location for cooperative, practical and transformative activity continues today. This attempt will be on determining the nature and limits of real republic in complex, pluralistic, and globalised societies.what is it, why is it applied to wariness)Introduction part 2 (150) Marx and Foucault as critical theorists (an overview of their thought).A Marxists thought is establish on this lifestyle, a attainment of logic c all tolded Dialectics. Thus, Marxism is both a theory and a do. The theories of Marxism atomic number 18 based on a scientific method of thought called dialectal materialism. guess is based on a particular set of conditions that atomic number 18 unceasingly finite, and thus, any theory is necessarily limited. To test the validity of theory, Marxists rely on empirical evidence as the criteria of truth (Basgen, 2005).Marxism embraces modernity and Marxists argue that whizz of the main fusss is that capital ism nonpluss fetters on the progressive forces. The forces of capitalism atomic number 18 viewed as progressive in sweeping absent the traditionalistic, religious, backward, and feudal forms of society, spreading industrialisation and urbanisation across societies (Moody, 2003).Marxs critique of capitalism was that while this system had flimsy power and potential to transform human society positively, in verit adapted fact it resulted in exploitation and ultimately limited the possibility for pull ahead improvement (Powell, 2001). Moody (2003), describe this environment as players were emancipated from traditional limits notwithstanding became slaves of the new factory system, monopolisation resulted in limits on affair and further progress, and the state acted in the interests of the bourgeoisie rather than society as a whole.Followed by your argument (that they each offer a distinct analysis (Foucault as a critic of Marxisms humanism, subjectivity and economic reductioni sm) but both ar useful to evaluate wariness commencees Marx for economic affinitys in the midst of manager and worker and Foucault for patterns in disciplinary behaviour bring in managerial practices.CRITICAL THEORYThe term Critical theory has its origins in the 20th century Frankfurt School, and now is associated with scholars across a meander of disciplines. Its purpose of inquiry is to confront injustices in society (Clark, 2004). Critical system has been deeply concerned with the fate of modernity, and has offered systematic and comprehensive theories of the trajectory of modernity. Critical theory began by putting Marxian political economy at the concentrate of analysis, and early critical theory was materialist and committed to socialism (Gingrich, 2000).Critical theory has generally been committed to the idea of modernity and progress, while at the equivalent time noting the ways that features of modernity endure frame problems for various(prenominal)s and socie ty (Kellner, 2000). This is much reflected on the 21st century, though there is progress in many things, but still issues like globalisation tends to pose important problems for the society. jibe to Heilman (1998), being critical involves understanding the sets of historically contingent circumstances and foreign power dealingships that create the conditions in which we live. Theory helps us to organize the world, to chassis forth the details, to make some coherent sense out of a kaleidoscope of sensations (Ayers, 1992).When theory is theorized, as stated by Heilman (1998), the imperatives of practice bring the theory down to the ground. Phenomena atomic number 18 observed and experienced this experience informs theory and hence the theory is further modified as a result of spare practice. Rather like fiction writing, critical theorizing is a treat of imagining and describing a nonreal but possible world.The critical theorists have deeply twistd contemporary social theory, communication theories, cultural theory and many more for a human action of decades. According to Clark (2004), Critical theorists are committed to understand the consanguinity betwixt societal structures (such as economic and political) and ideological patterns of thought that constrain the human imagination and thus limit opportunities for confronting and changing unjust social systems. Critical theorists emphasise that theory and research must serve emancipatory interests, to create a world that satisfies the indigences and powers of social actors (Sanghera, 2004).According to critical theory, people are dominated by a false consciousness created and perpetuated by capitalism in order to preserve the hegemony of those in power (Meyer-Emerick, 2004). Due to this cause, integrity can assume that it prevents people from freely pursuing their own interests. This stand firm is only dismissed if people begin to see the contradictions amid the social construction of the world and their lived experience.CRITICAL THEORY TODAYThe critical theorists analysed the integrating of the working tell into advanced capitalist societies and suggested the need for new agents of a social change. They seemed to provide more vivid descriptions of the present configurations of culture and society (Kellner, 2004).According to my understanding, we look into the critical theory of the outgoing to gain methodological insight and political inspiration to carry on the tasks of critical social theory in the present time. Critical theory is crucial for reciprocal ohm Africa including the whole African continent, as we are undergoing vast transformations. Some of these transformations are promising to uplift our standard of living as the society, but others are threatening. Globalisation is one of the new transformations.Revolutionary Marxists maintain that although change whitethorn arise as an unintended consequence of molecular acts of subway system, the importance of resistan ce is that it can generate collective agents capable of pursuing the conscious oddment of social change (Hassard, 2001). This self-limiting resistance, orchestrated from supra and aimed solely at change them as described by Hassard, is less likely to be winning in achieving even minor reforms than resistance that aims to effect a new transformation of society.We have seen an interesting case here in second Africa opposed to what Marxists declared to be politically uninteresting which is labour butt against theory. Their argument is that it does not engage with the issues of political and trade union organization, which influence the consciousness and unity of workers (Hogan, 2001). COSATU (Congress of South African portion out Union) which is having close ties with the ANC (African subject area Congress) is making this labour process very interesting. Cosatu fights for the rights of workers while promoting the spirit of unity. They do this in a unified political activity.Alt hough the immediate interests of workers in payoff whitethorn diverge, their grievances and interests can be unified into a common political program, but that unification is a political achievement. This is more apparent on what happened recently with the case of Zimbabwe where Cosatu wanted to have talks with Zimbabwes congress of Trade Union. Cosatu believes that the unification of workers can have a huge impact on political changes as MDC (Movement for Democratic Change) is aiming at changing the political personal matters of Zimbabwe ahead of Robert Mugabes Zanu-PF (the ruling party).Marxs critique of capitalismCapitalism is the system that upholds the relationship between the owners of the means of production and workers. The former comprise the bourgeois class and the latter the proletariat. (Bourgeois managers, proletariat workers). Marxs analysis of the factory can be translated to the might environment, the relationship between the two classes remains, e.g. office worker s do not own the company, equipment and materials the belong to the company. Counter agreement is that companies give share to employees, however, shares are small they dont give power to the employees but it is a form of making them employees quality part of the company in order to gain more out of them .The bourgeois (managers that have control)Commodity fetishismCulture of the severeness, or what a capitalist organisation produces, as containing a value dependant on market factors, rather than on the activity of labour. This produces an objective relationship between commodities and labourers are reduced to the condition and status of the commodities they produce. Implications for critical theory looking at management approachesPrices of commodity go up and down and so does the price of labour cost e.g. recessionSalary paid no matter how much they produceBonus to encourage production to growing benefitMarx (800wrds) Exploitation as AlienationExplain Marxs articulation of ex ploitation. The practice of mistreat of workers in an environment that is deliberately designed to maintain it, i.e. capitalism,Marxs adapting the workers alienated by/owners of the means of production to gain profits at the expense of the workers (e.g. managers forcing employees to undertake tasks outside their job description in order to cut costs and maximise profits) because people are alienated they conform to the demands of their employers in order to keep jobs safe.Foucault bound to rules,rule-bound individual,Marxs HumanismFoucaultStrucralist, came after MarxMoves away from the economics of Marx. Looks at power and reconceptualises it. Management as a model of power relations in society. Specific rules maintain, regulate and institutionalize practices in a work environment (office, factory, school, etc),Power- Disciplinary power the panopticon as a illustration of society, the middle tower is all seeing yet prisoners forever obey without contending for certain whether they are being monitored, by whom or by how many. The result is the creation of self-regulating, obedient and disciplined prisoners (at least in theory). Relate this form of disciplinary power to management.Power as the primaeval driving force in a society within a group of people in a working environment. Manager doesnt create a system the manager exactly plays along with the rules, thus maintaining the relations of dominance and dominated.Discourses (rules that we work within and obey) and all to do with powerPower-Knowledge, all power engenders power and (hanin essay). The rules that are emplace are their to maximise profits and to make the workforce obedient, sheeplike subjects alternative view to commodity fetishism, marx says the worker turns in to a commodity that is commodity fetishism, Focault would say that the individual is merely the collective of the discourses they obey. The two concerns are thats 1. Marx looks at the economy 2. Foucault looks at power.3 objection s to ideology (Marx)1. requires an opposing concept of scientific truth2. implies that we are subjects(agents of fib to change it)3. relative to economic superstructureMICHEL FOUCALT (1926 1984)His studies challenged the influence of German political philosopher Karl Marx and Austrian psychoanalyst Sigmund Freud. Foucault offered new concepts that challenged peoples assumptions about prisons, the police, insurance, care of the mentally ill, gay rights, and wellbeing (Ron, 2000).The main influences on Foucaults thought were German philosophers Frederick Nietzsche and Martin Heidegger. The connect.net website, describe Foucaults thought as explored the shifting patterns of power within a society and the ways in which power relates to the self. He investigated the changing rules governing the kind of claims that could be taken seriously as true or false at polar times in history.Marx Vs FoucaultFoucault would argue that power relations are the units of analysis, not the individual in other words the individual is created by power-knowledge (power is above all creative, it creates subjects). Marx puts the individual at the centre, where the subject is conscious of his role in the historical process.Humanism (placing the individual at the centre of events, man as the agent, as the creator of history (what Foucault critiques as a structuralist philosopher). Marxs humanism can be defined asPower-Knowledge, all power engenders power and (hanin essay). The rules that are emplace are their to maximise profits and to make the workforce obedient, docile subjects alternative view to commodity fetishism, marx says the worker turns in to a commodity that is commodity fetishism, Focault would say that the individual is merely the collective of the discourses they obey. The two concerns are thats 1. Marx looks at the economy 2. Foucault looks at power.600 word on whether scientific management theory can better cope with analysis of management than Marx and FoucaultScient ific management (Taylor System) also known as Taylorism is a theory of management that analysis and manufactures workflows to improve employee (labour) productivity. The idea was developed by a Frederick Winslow Taylor between 1880 and 1890, and it was the first published monograph (written documents). Frederick Taylor believed that decisions based upon tradition and the rules of the thumb should be replaced by accurate procedures that are developed after a study of an individual at work. This means that there is a high level of managerial control over employee work practices. Scientific management is a mark on the theme of efficiency it developed in the 19th and 20th century were instance of large recurring theme in the human life of increasing efficiency, decreasing waste and using experiential methods to grade what matters rather than accepting pre-existing ideas of what matters. Management today is the greatest use of scientific management is a form to contrast a new and impro ved way of doing business.The Marxist theory of capital sees labour as a cost of production resulting in the alienation of workers as the need for labour surfaces from the physical needs defined by the fundamental relationship between humans and their physical environment (Hatch, 1997, p.27). Taylors ideas on scientific management (1990) have similar economic themes to Marx and Adam Smith. By viewing management as a science, he broke down the managerial problem into stages of research, definition, analysis and implementation. His principles were inherently based on the assumption that people put in as little effort as possible into their work and were soldiering on in order to earn money. This shifted all the obligation from the worker to the manager and scientific methods were used to determine the most economic way of working. After selecting the best person capable of performing the task, they were adroit to work efficiently and their performance was strictly monitored. In hin dsight, though this may have appeared to be a good generic strategy for the advantage of a firm, it heavily depended on whether the optimal method of producing could be found and whether or not the strategy was implemented correctly.ConclusionGreat managers know and value the unique abilities and even the eccentricities of their employees, and they learn how best to integrate them into a coordinated plan of attack (Buckingham, 2005). Managers are only as good as their ideas, resources and workers. The way in which he deploys the resources at his disposal is basically the making or breaking of a manager. Great managers are able to discover and develop what is different about each person who whole caboodle for them. Strictly defining management and the role of managers can only be done after the managerial act has been observed in reality, the bulk of the analysis is theoretical evaluation and speculation based on past examples. It is important to understand that the perception of what managers are supposed to do evolves with the sedulousness and technology that runs parallel to the growth of a firm. Managers used to control by fear and use absolute power, however, a more humanistic approach is now used, in which the employee is valued in the decision making process undertaken by the manager.

The relationship between self-esteem, depression and anger

The consanguinity between self- financial statement, natural depression and angriness many a(prenominal) researchers like Kaplan, (1982) Rosenberg et al., (1989) Ross Broh, (2000) cited that, the level of self-confidence is widely recognized as a central aspect of mental functioning and public assistance and is strongly link up to many some other variables. White (2002) stated that If a problem is not biological in origin, then it will almost alship canal be traceable to poor self- evaluate. In fact, many psychotherapists pick up noted a direct relationship between self-esteem and psychic wellness (Rogers, 1961 Coopersmith, 1967). inquiry has also shown that woeful self-esteem is associated with various psychological and behavioral problems. For e.g. Leary, (1999) suggests that, impoverished self-esteem is colligate to a variety of psychological difficulties and personal problems, such as magnetic core abuse, loneliness, pedantic failure, teenage pregnancy, and cri minal behavior. People with offset self-esteem tend to attri only whene any successes they rescue to luck sooner than to their own abilities. Those with heights self-esteem will tend to attribute their successes to qualities inside themselves (Covey, 1989). Baumeister his colleagues (e.g., Baumeister, 1993 Baumeister, Smart, Boden, 1996) found that behaviors and step upcomes are often more variable for people naughty in self-esteem than for people piteous in self-esteem.Previous books suggests that low self-esteem is associated with possible risk factor like depression, low self-esteem, ire, and anxiety. Self- esteem is a complex, multi-dimensional construct with multiple sources, and has other facets as means risk factors for depression (Kwan et al., 2009). Researchers such as, Carlson, Uppal, Prosser (2000) reported that low self-esteem, in superior general, is of bushel because of its association with depression, suicide, delinquency, substance use, and lower acad emic achievement. Carpenito-Moyet (2008) suggests that low self-esteem may be an indicator of susceptibility to depression, which is an important predictor of suicidal tendencies. Harter Marold, (1994) suggests that low self-esteem has been associated with depression and suicidal ideas.Roberts Monroe (1994) proposed a general theoretical grade of the role of self-esteem in depression. They acknowledged that low self-esteem has often been proposed as a risk factor that creates a vulnerability to depression, but concluded that in research, level of self-esteem has failed to emerge as a robust predictor of the onset of depression. They proposed that vulnerability to depression accompanies unstable self-esteem (i.e., self-esteem that is prone to fluctuate across time), as well as self-esteem based on relatively few and unreliable sources.It is well-established that high self-esteem is related to positive adjustment, general well-being and mental wellness in adolescence and also to fewer internalizing and externalizing problems (e.g. Ouvinen- Birgerstam, 1999 Steinhausen and Winkler Metzke, 2001 Ybrandt, 2008). Further publications suggests that, mental health problems of adolescents may be caused by a veto psychological trait, such as low self-esteem (Hurrelmann Losel, 1990). A Correlational data embroil low self-esteem in a host of social and academic problems, including poor school achievement, aggression, substance abuse, eating disorders, and teenage pregnancy (Dawes, 1994 Mecca, Smelser, Vasconcellos, 1989 Scheff, Retzinger, Ryan, 1989).Rosenberg (1985) pointed out that there is a relationship between self-esteem and depression. Adolescents with low self-esteem report more depression than those with a higher self-esteem. The evidence of the relationship between low self-esteem and a higher rate of depression in adolescents was further supported in subsequent studies (Byrne, 2000 Kim, 2003). Self-esteem is related to numerous emotional states. It ha s been linked to anxiety and depression in the clinical literature (Mineka,Watson, Clark, 1998), to pride and shame in the developmental literature (Tangney Fischer, 1995), to contentment and contentment in personality psychology (Diener Diener, 1995), and to anger and hostility in social psychology (Bushman Baumeister, 1998 Kernis, Grannemann, Barclay, 1989).Self-esteem provides a fundamental role in the behavior and mental health of adolescents. There is some evidence that the mental health problems of adolescents may be caused by a negative psychological trait, such as low self-esteem (Hurrelmann Losel, 1990). According to Bandura (1986) social adjustment, activeness engagement, goal direction and self-confidence, and the presence of anxiety are all elements in a childs development and functioning that are influenced by his/her self-esteem.Many other researchers like Bolognini, et al., (1996) Harter (1999) Hoffmann, Baldwin, Cerbone, (2003) Kaplan, (1996) Stacy, et al., (1992) also underscored self-esteem is an important indicator of general well-being and adolescents with lower levels of self-esteem often experience negative outcomes, including depression, anxiety, substance abuse, and dissatisfaction with life. According to Piko Fitzpatrick (2003) consistent with a resilience framework, scholars suggest that self-esteem serves as a protective factor by insulating youth from stress that stems from negative life events, and specifically, protecting against depression. Melnyk et al. (2006) found that adolescents with high self-esteem have a strong belief in their ability to engage in a healthy lifestyle. People with high but unstable self-esteem bring in higher on measures of hostility than do people with low self-esteem (whether stable or unstable), whereas people with high but stable self- esteem are the least hostile (Kernis, Grannemann, Barclay, 1989). It may be important to emphasize that apart from General Well-Being, personality construct s, like high self-esteem have been shown to act as protective factors against psychopathology in adolescents (McDonald OHara, 2003). Dew Huebner (1994) found that well-being forms substantive positive associations with self-esteem measures.In Pakistan, Riaz, Bilal Rizwan, (2007) found that self-esteem is significant predictor of aggression and specifically physical aggression and anger were importantly predicted by low self-esteem. With respect to emotional and social consequences, anger has been associated with increase anxiety, reduced self-esteem, damage to social relationships (Deffenbacher et al. 1996), and depression (Picardi et al., 2004). Many researchers have explored ways that socially structured inequality shapes an array of emotional/mental health outcomes, usually depression or anxiety (McLeod and Nonnemaker 1999 Turner et al. 1995) and, more recently, anger (Ross and Van Willigen 1997 Schieman 1999).One of the major reasons of psychological problems like low self- esteem, depression, and anger among adolescents of nonage circumstance is due to prejudice and discrimination of the society. Sociologists who study emotions have sought to document and describe the emotional correlates and consequences of social stratification (Smith-Lovin 1995). Adolescents of minority status are subjected to an array of derogatory and unpleasant experiences. All these experiences return in negative self-evaluation. According to Jacques Chason, (1977) minority or low status groups judge themselves as a group less positively than the process of the majority or high status group.All the researches cited in the literature review of the study, however, indicate that a Western evaluation of adolescents self-esteem, depression, and anger is clayey to replicate for the indigenous adolescents minority population of Pakistan. Research on minority adolescents in Pakistan is negligible and hardly provides any basis for valid assertion about the state of affairs and the remedies, if ever adapted by authority figures, to improve the mental well-being of the target population. This study will high spot issues related to minority adolescents self-esteem, depression, anger, and will shed light on the ways mental well-being of the target group can be improved.

Strategies for Employee Performance Management at MS

Strategies for Employee mathematical edge Management at MS pick up on how MS improve employee slaying way through and through pauperism and cookery?1. IntroductionOne of the major issues for warring advantage, in that locationfore, is the successful pauperization and training of staff. Despite a plethora of theories (Locke and Latham, 1990a 288) which attain analyzed mould based indigence and satisf ventureion, however, theories remain parker than the evidence to support them.In the increasing competitive surroundings, organizations check to focus on cheer of investments in human imaginations specially cognitive operation focus as a major source of competitive advantage. Although, beginningage strategy means of competition is common conversation in the executive suite, taking a strategic snuggle atomic number 50nister be especially beneficial for staff exercises within companies, as they a lot atomic number 18 required to justify their adopt for resource s and their contribution to the community.The following(a) study presents the analysis of mental assist concern issues on Marks and Spencers (MS) employee indigence and training. death penalty improvement provides MS with use uped knowledge on their employees. The nurture helps MS develop the skills of the employees based on the information collected at the appraisal, it helps recognize when training is ex pretended. Performance improvement helps MS by change their service by having able realiseers that maneuver to their full ability and by improving the human relationship amongst workers and the company.Here is Marks and Spencers definition of cognitive accomplish management Performance management is a joint process that involves some(prenominal) the supervisor and the employee, who identify common goals, which argon linked to the goals of the organization. This process results with the boldness of written work exceptions later apply as stairsfor feed backwar ds and cognitive process evaluation. (MS Annual report and financial statements 2008) Marks and Spencer is a multinational company have grown from a penny bazaar in the late 1880s. UK based company to become sensation of the largest and most hale known organisations of British culture. As a leading retailer, with a guest base of 10 million per week in over ccc UK stores, also trades in 30 countries worldwide, producing a Group disorder in excess of 8 billion. (MS Annual report and financial statements, 2008)MS have to be able to manage its resources to meet the customers necessitate and those of the market. Following triplet years of declining profits due to economic recession, the company has attempted to rejuvenate itself. Though the company is regaining market sell and profits ar beginning to raise they be still woe some problems which have resulted in the company selling some of their conflicting subsidiaries and axing tradings to concentrate on their core busine ss. Such a turn approximately exemplifies closely the collect for strategy in this type of organisation. Strategic issues leave revolve around the long- bourne and concentrate on the direction and telescope of the organisation. Furtherto a greater extent they volition concern resources, competition, meeting necessitate of s affianceholders and markets. All of this willing be in a constantly changing and energising environment and so organisations essential concentrate their human recourse management especially employees work management apiece take and use honorable strategy on HR policy. This paper is trying to find let on that employee performance improvement by motivating and training.2. Literature Review2.1 Techniques of Performance ManagementA key issue in discretion and applying techniques of performance management is defining exactly what is meant by performance and performance management.The paper hereafter deales and evaluates the competing definitions as th ey atomic number 18 understood in organisational and human resources arrange.Performance is a multi- train, multi-dimensional construct. It is beta to understand what take aim of performance is considered important when an organization talks about performance management. At each level- organisational, work unit or singular there are a combination of factors that influence performance direct, indirect, item-by-item and situational. Any human resource intervention designed to assist, enhance, encourage performance management has to be effectively targeted at the a proper combination of factors ( drive choke 2004, pp.2-8).2.2 Performance, a Definition contemporaneous organizations consider performance to fall into deuce major areas performance at the individual level and performance at the organizational level (Williams 2002). At the individual level there are differing views on what performance is. umpteen research regards it as simply the record of outcomes extend tod (Bernadin 1995). Performance has also been specify as behavior, that is, the way in which teams and individuals get work d whizz (Campbell 1990). At the individual level performance can be thought of as either what is achieved, that is as output and results, or as how it is achieved, that is demonstrated behaviors, competencies, tenderness to process (Study pick out 2004, pp.2-6).Williams (2002, cited in Study Guide 2004, pp.2-7) starts with the proposition that individual performance is behavior, which is determined by factors of declarative knowledge, procedural knowledge and motivating. declaratory knowledge is the what of performance procedural knowledge is the how to do whereas motive refers to the exertion of choice over whether or non to perform what level of swither to expend and, whether or non to maintain a consistent level of bowel movement on the specified lying-ins over an extended period. The three factors above are direct determinants of performance. The re are also indirect determinants which cleverness be termed situational factors, first are those inherent in the individual employee, the arcsecond are those inherent in the work context, which might be termed situational factors (Study Guide 2004).However, the most comprehensive view of performance is achieved if it is defined as comprehend both behavior and outcomes (Armstrong tycoon 1999).Performance at the individual level cannot be seen as merely a function of ability and motivating. Issues such as individual differences, the context in which performance is expected, and the interactions in the midst of corpse and individuals should also be considered. Performance at the individual level is even more multi-dimensional than performance at the organizational level (Study Guide 2004).The concept of performance as embracing productivity or strength as well as speciality, adaptability and responsiveness. It is clear, then, that organizational performance is far from crea tion a simple concept (Williams 2002, p. 68). Somehow, at the organizational level we are concern with issues of aptitude, durability and productivity.To address the aforementi superstard multi-dimensions, we need meaningful performance measures. An increasingly popular fire to measure organizational performance has been through the use of the Balanced Scorecard developed by Ka blueprint and Norton in 1996, which attempts to sequester some of the contradictory nature of organizational performance (Williams 2002). It aims to measure performance in terms of four sets of indictors namely financial, customer, immanent business process and learning and growth. The aforementi atomic number 53d four sets of indicators have each taking a diametric perspective. To succeed financially, how should we appear to our shareholders to achieve our vision, how should we appear to our customers to satisfy our shareholders and customers what internal business processes must we excel at and to a chieve our vision, how will we asseverate our ability to change and improve.It is important to remember that when studying performance management, we must consider both inputs the behavior aspects and outputs the results aspects. Hartle (1995) calls this the mixed model of performance management, reflecting the brilliance of both the how and what of performance. This is when we consider that performance is about how things are done as well as what is done.Efficiency is defined by Robbins, Bergman, Stagg Coulter (2000, p. 8) as the relationship between inputs and outputs, the goal of which is to minimize resource costs whereas effectiveness is defined as the goal attainment. Efficiency is often as doing things right that is not wasting resources effectiveness is often take outd as doing the right thing that is, those work activities that will help the organization reach its goals. Whereas efficiency is concerned with the means of getting things done, effectiveness is concerned with the ends.Performance and its relationship to productivity are of a vital importance in reason and applying techniques of performance management. Guzzo (1988, p. 63 cited in Williams 2002, p. 52) claims that productivity may mean variant things to different raft, Pritchard (1995, p. 448 cited in Williams 2002, p. 52) has recently noted the wide range of meanings attaching to the term productivity the term has been used to refer to individuals, mathematical groups, organizational units entire organizations, industries, and nations. It has been used as a synonym for output, efficiency, want, individual performance, organizational effectiveness, production, profitability, cost/effectiveness, competitiveness, and work quality.Productivity is the ratio of outputs to inputs, a ratio that reflects the efficiency with which resources are modify into outputs (Guzzo 1988, cited in Williams 2002). And Williams 2002 refers productivity as a systems concept and that inputs are line of business to some conversion processes which lead to the production of outputs in seeking to measure productivity a basic question that is concerned is how well or how efficiently available inputs are born-again into outputs.In a worldwide sense, by inputs, it is meant all the resources, employees, raw materials, energy, buildings, equipment etc, that are required to manufacture a product or deliver a service. Output is typically interpreted to mean what an organization produces. Output has traditionally been measured in valued terms, however, there is also a quality aspect of output (Williams 2002). wake productivity as a system concept tells that inputs are converted into outputs via some transformation processes. Similarly, an organization, as a system, comprises legion(predicate) subsystems and it is these which are concerned directly or indirectly, with the transformation processes that convert inputs to outputs (Williams 2002, p. 57)2.3 Performance Management, an Overvi ewPerformance management is defined by De Cieri Kramar (2002, p. 286) as the means through which managers arrest that employees activities and outputs are congruent with the organizations goals. Performance management evolved out of a long explanation or managerial attempts to improve productivity, efficiency and effectiveness at all levels in an organization. Study Guide 2004 outlined that one of the difficulties with the concept performance management is that the term means different things to different hoi polloi.One main interpretation that has come to dominate in practice is that performance management is a system for managing organizational performance a system for managing employee performance and a system for integrating the management of organizational and individual performance (Williams 2002, p. 10). Walter (1995, p.10) states that performance management is about directing and reinforcement employees to work as effectively and efficiently as possible in line with the inescapably of the organization. Armstrong 1994 defined performance management as a process designed to improve organizational, team and individual performance whereas Armstrong Baron 1999 describes performance management as a strategic and integrated come up to deliver sustained success to organizations by improving the performance of the volume who work in term and by developing the capabilities of teams and individual contributors.Performance management is far more than its precursor performance appraisal, it goes beyond the annual appraisals, ratings and interviews to incorporate employees goals, training, refunds and individual outgrowth. Thus, a performance management system focuses on an ongoing process of performance improvement, at the individual and organizational level, rather than emphasizing an annual performance review (DeSimone, Werner Harris 2002, cited in Study Guide 2004, p.1-3).There is no one right way of managing performance. The address will depend on the context of the organization. That is, its culture, structure, technology and the type of tribe involved. Thus, recognizing the importance of managing within the context of the business. administrational structure is defined as the degree of complexity, formalization and centralization crated to facilitate the coordination of activities and to control the actions of organizational members (Robbins, Waters-Marsh, Caccioppe Millett 2001, cited in Study Guide 2004, pp.1-12).Organizational culture is a more intangible aspect, based on the shared values, customs, rituals and norms of the organization. Culture, is long-lasting and can often take decades to change, it is really enigmatic and complex. Culture can assist performance management they can also act as a major impediment. Conversely, performance management can be used as a calamus to change culture (Study Guide 2004, pp.1-14).Williams 2002 raised, from one point of view technology is part of performance management, one o f the tools, that is, for managing performance. And, indeed, technology, especially information technology, has been in many cases a solution to a performance problem which has led to that business gaining competitive advantage.2.4 The Role of a Performance Management within an OrganizationFrom a human resource perspective it is very much a systemic process bringing together issues of organizational performance managerial effectiveness individual performance skill development and reinforce management. These fin aspects must be integrated through human resource effect and managers working together with staff to achieve the organizations sought after outcomes (Williams 2002).The processes that are applied to reward and remunerate employee indigence are adjust with performance management. In the industrial era, performance and productivity came primarily from sensual effort coupled with bully invested in technology. As enter the fresh era of information technology, the performan ce and productivity of employees comes not from physical effort but from within employees their knowledge, insights information, skills, abilities, innovativeness and creativity (Smith 1998, p. 153 cited in Williams 2002, pp.1-16)For managerial effectiveness, on the one hand, the manager would know about the policy, objectives, mission and goal of organization. On the separate hand, the product or service delivered has to meet customer needs for achieving its goal, having substantially relationship and trust between the company and customer, thus, be more competitive in the marketplace. Research is compulsory to best fulfill customers needs. A plan or strategy has to be implemented to improve the company and its stymies performance to be more successful. Performance should in line with the companys business plan. Employees performance should cope with the companys strategies and should also keep on improving.The focus of training and development programs and approaches in orga nizations is to achieve long-lasting behavioral changes which increase productivity at the individual, group and organizational level. As such, training and development comes under the ambit of performance management. As with other performance tinged aspects of the organization and its human resources, training and development is concerned with the identification of training needs. Based on a comparison of expected with actual performance, training interventions are designed, implemented and assessed to fancy whether performance has been improved as a consequence of the training. devil of the authoritative performance management processes which assist the training and development cycle are job analysis and performance assessment. Job analysis provides valuable information on the tasks, job and role of the job and performance assessment assists in identifying where deficiencies in performance exist (Smith 1998, cited in Study Guide 2004, pp.1-17)To unlock the intrinsic qualities of individual employees, not precisely does performance management address situational factors surrounding the employees, but it also seeks to address the motivational factors of employees. One approach to unlock these aptitudes and abilities is to consider compensation management as part and dowery of a performance management approach. Compensation management looks not only at extrinsic rewards, such as pay and bonuses, but also at those artifices, symbols, rewards and benefits which improve the motivation of employees to perform at postgraduateer levels. fulfil to point out that organizations which manage compensation and rewards poorly will flunk to maximize their most important strategic resource their human capital (DeSimone et al, 2002, p. 43, cited in Study Guide 2004 pp.1-17). It is because employees who achieve want to be recognise and rewarded for their efforts. And to motivate performance, outstanding performers must be identified and rewarded accordingly (Stone 20 02).2.5. Employee motivating supposition and Performance check to Mitchell (1982) motivation is psychological process that cause encouragement, direction and insistence of voluntary actions that are goal oriented. Employee motivation is one of the key drivers of high performance as it encourages individuals to work hard, and desire to achieve a higher goal and a separate performance. Robbins (1993) shares the same view, that motivation is the willingness to exercise high levels of effort towards organization goals and to satisfy individual needs. McKenna (2002, p.8) explains motivation as an emotion, which is personal in nature, and comes from within the individual. Robbins (1993) also describes that it is the individual needs that make the outcomes to be attractive and unsatisfied needs will create tension to stimulate drives within the individual and this is called motivation process. disport refer to Appendix 1 to see the phases of the motivational process. This study has bee n aimed to discuss different motivation theories and how it effectively increases employee performance.There have been numerous motivation theories developed by many famous authors such as Chester Barnard, guck Webber, Joan Woodard, Bennis and Slater etc. According to Reis and Pena (2001), there was an evolution in the development of the motivation theories. Chester Barnard (1938) introduced the idea of traditional/classical form of motivation as be tough or stick and be good or carrot then followed with bureaucracy and human relation approach by Max Weber (1947) and Joan Woodard (1965) respectively. Then the turning point of the motivation history is in 1980s to 1990s was the Total Quality Management and Reengineering approach. Reis and Pena (2001) debate that today employee motivation is about satisfying your employees with empathy, understanding, friendship and respect at workplace. Please refer to Appendix 2 to view the evolution of motivation theories. According to McKenna (1 999) the evolution of motivation theories have been breaking down and classifying chiefly into three categories. Ramlall (2004) also agrees that motivation should have three aspects of reinforcement, gist and process theories.The reinforcement theory is based on the concept that reinforcement conditions behavior. funding is the attempt to develop or strengthen desirable behavior by either giving positive consequences or withholding negative consequences (Nelson right away 1994). The theorists see behavior as environmentally caused. The reinforcement theory does not concentrate on the personal feelings of the individual, but rather what happens when the individual takes some action. What directs behaviors are reinforcements, when instantly followed by a response, increases the kindredlihood that the behavior will be repeated (Luthans Stajkovic, 1999). In the workplace, Nemerov (1993) emphasized that it is important for managers to recognize and reward employees. Such recogniti on also helps individuals to fulfill the higher needs in Maslow and Alderfers hierarchies, providing workers with self-esteem and a sense of accomplishment.According to Miner and Dachler (1973), content theories are primary emphasis on the particular motives or the types of motives. Berl and Williamson (1987) also describe content theories as understanding the key and driver which arouse or start behavior. Dainty (2002) and McKenna (1999) share a same concept of content theories the two authors believe it is surrounding by four famous theories of Maslows hierarchy of needs, Herzbergs motivational-Hygiene, Alderfers existence relatedness and growth and McClelland needs theory.Maslows hierarchy of needs describes people have five classifications of needs which act as motivators those are physiological needs, safety, social and failingness, self esteem and self-actualization needs. According to Berl and Williamson (1987) the critical aspect of this theory is individual needs to satisf y sink level of need before moving upward. However, there have been many criticisms as Grigaliunas and Weiner (1974) argues that Maslow has been oversimplified and misrepresented. Wahba and Bridwell (1973) conducted a study which show that needs cannot be consistent in a hierarchy in every circumstance and thereof feel that Maslows model is inappropriate.Herzberg theory has two factors called hygiene (physiological) and motivational (egocentric) also receive considerable criticism by Wahba and Bridwell (1976). Maslow and Herzberg share very similar concepts that individual must achieve basic needs in order to move upward. This theory was also never tested sensibly and lack of supporting evidence that job satisfaction leads to high job performance (House and Wigdor 1976). The argument is that job satisfaction may lead people to their comfort zone and not actively look to risk their flowing rewards (House and Wigdor, 1976). Although there are criticisms, these theories are easily and widely used in practice by considering motivation as a systematic theory.Alderfers existence, relatedness and growth (ERG) theory assumes that if an individual can not satisfy the specialized needs, then he/she can satisfy needs at a lower level, if the individual is frustrated at a given need level (Berl and Williamson, 1987). Maslows theory states that only one level of need can be motivational at a time composition with Alderfer more than one level of need can influence a person to act at a given time. Berl, Williamson and Powell (1985), found through a survey that those who have satisfaction with growth needs have greater more desire for growth and individuals dissatisfied with existence needs had a greater desire for existence and related needs. Hence, this theory is usable for management to recognize a right person for the right task with realistic goal to motivate high performance. The relationship between these three theories is demonstrated in Appendix 3.McClelland argues that motivation could be learnt from life experiences and the needs are developed through life such as need for attainment, need for affiliation and the need for post. Acquired needs theory is also influenced by society and culture changing overtime (McKenna, 1999). Hence employees would be more incite and perform better if managers know their goals and touch correctly to their needs.The process theories, according to Berl Williamson (1987) provide an explanation of procedures which enable people to choose among different courses of action, the degree of effort expended and persistence over time. The process theories include justness theory, intrinsic motivation theory, and Expectancy theory. Process theories contrast sharply with the introductory content theories, which focused on identifying factors associated with motivation in a relatively static environment. Process theorists view work motivation from a dynamic perspective and look for causal relationships across time and events as they relate to human behavior in the workplace (Steers, Mowday and Shapiro 2004).The equity theory points towards the situations when individuals discriminate outcome-input ratio of their job to that of others (Robbins 2003). The people to whom individuals may compare themselves may belong inside or outside to the same organization as well as their own experiences in a different position within the same or another organization. This theory is strong when predicting absence and turnover behaviors and weak while predicting employee productivity. Equity theory points out that rewards significantly rival the level of motivation. McKenna (2005) argues that money and other rewards do not have a significant effect on motivation and it is other factors corresponding better job satisfaction, positive feedbacks that do so.Locke and Latham (1990, p.241) state that expectancy theory developed by Vroom emphasizes that performance is a multiplicative function of expectancy, instrumentality and valence. It suggests that the factors that motivate a person to act in a certain way depend on the strength of an expectation that the act will be followed by a given outcome and on the attractiveness of the outcome to the individual (Robbins 2003, p.173). This theory is strong to explain employee productivity, absenteeism and turnover. degenerate (1988) further explains a five step process towards the practical applications programme of the expectancy theory define the expectations, make the work valuable, make the work doable, give prescribed feedback, and reward employees when they meet expectations.The various motivational factors can be broadly grouped into intrinsic and extrinsic. The intrinsic factors include those are directly related to the work itself, like the enjoyment, responsibility and satisfaction of completing a task while extrinsic factors refer to those external factors like the recognition and rewards associated with the work (Amabile 199 3). A study by Nowlin (1982) indicated that majority of the managers in both the private and public sectors were motivated by intrinsic factors like the work itself and the job responsibility. Based on a survey by Mullins, in which workers were induced to perform better in their jobs either by verbal recognition of good work or by a pay increase, it was found that performance was improved more significantly by the intrinsic reward of verbal recognition than by the extrinsic reward of additional money (Mullins 1996). Cully et al (1999) support this by evidence that regular performance appraisals and monitoring of individual quality do help to ascending morale and improve workplace well-being. It is also seen that it is possible to achieve synergism between these two types of motivational factors by creating a synergy between the person and his work environment (Amabile 1993). Smith (2005) adds to this argument by stating that it is important for leaders to understand the reason beh ind the employees motivation, otherwise they may offer things that are not really valued.Di Cesare Sadri (2003) explains the dimensions of cultural impact on employee motivation, stating while the principle of leadership, motivation, and decision making may be relevant almost everywhere, their success or failure depends heavily on shipway in which managers adapt to the local culture and work situation (cited in Di Cesare Sadri 2003, p.30). Motivation is culture-bound, and managers must be careful not to impose their value system when drawing conclusions about what motivates people in different countries. Motivational differences are best understood by exploring countries individually, first by gaining an understanding of the culture and then by drawing implications from that culture about motivation.2.6 High swoonings of slipway in which managers can motivate employee to improve productivityUnderstanding what motivated employees and how they were motivated was the focus of many research which have been undertaken in this reach by Frederic Herzberg, Douglas McGregor, David McClelland, Abraham Maslow and Elton mayo. Each of them has a different theory about employee motivation. Frederic Herzbergs developed this motivation theory during investigation of 2000 accountant and engineers in the USA. Two Factor Theory. He beloved that people are influenced by two factors- motivation and hygiene. Satisfaction and psychological growth was a factor of motivation factors. The result of hygiene factor was dissatisfaction. Hygiene factors are needed to ensure an employee does not become dissatisfied. They not lead to higher levels of motivation, but without them there is dissatisfaction. The typical factors are working conditions, salary, Security Company, job. Motivation factors are needed to motivate an employee into higher performance. He suggests that offer work should be staged in the following ways job enlargement, job nation and enrichment.2.6.1 Douglas McGreg ors theories called X and Y.McGregor verbalize that there are two fundamental approaches to managing people. Many managers pick out theory x, and generally get poor results. Enlightened managers use theory y, which produces better performance and results, and allows people to develop and growth.Authoritarian management elbow room Theory XThe average person prefers to be directed. This person wants to cancel responsibility, is unambitious and wants security above all else. The average person does not like work and will avoid it. That is why most people must be forced with the threat of punishment to work towards organizational objectives.Participative management style -Theory YPeople usually accept and often seek responsibilityEffort in work is a infixedPeople have self-control and self-direction in the pursuit of organizational objectives, without external control or the threat of punishment. Commitment to objectives is a function of rewards associated with their achievement. The capability to use a high degree of imagination and creativity in solving organizational problems is widely distributed in the population.McClelland based on the Murrays (1938) theory of personality. proposed a content theory of motivation. In his book (1961) The achieving society, McClelland said that human motivation comprises three dominant needs the need for achievement , the need for power and the need for affiliation.AchievementPeople with a high need for achievement are trying to avoid both low-risk and high-risk situations. They avoid low-risk situations because the easily attained success is not a legitimate achievement. In high-risk they can see the outcome as one of chance rather than ones own effort. High individuals prefer work that has ideally a 50% chance of success. Those people need regular feedback in order to monitor the progress of their achievements. They prefer either to work whole or with other people.AffiliationPeople with a high need for affiliation ne ed to feel accepted by others and be in harmonious relationships with other people.PowerPerson who need for power can be personal or institutional. People who need personal power want to direct others, and this need is perceived as undesirable. Those who need institutional power social power- want to organize the efforts of others to further the goals of the organization.2.6.2 Elton MayoElton Mayo is known from his research including Hawthorne Studies and his books. He started his experiment on the effect light in produ

External Macro Environment Factors

External Macro Environment FactorsHuman option Management (HRM) according to Boxall and Purcell (20031) be the actions which involve the solicitude of employment transactionhips in the firm. The modern world of course is changing rapidly in its set ab issue to gain and maintain a competitive edge. Business is operating in an surround touch on by large milieual factors ranging from Technology to statute law and Globalization. These factors and many others are ca utilise business to re-evaluate itself, both interior(a)ly as well as starterly. Structures are becoming flatter and decentralization is fetching place as organizations attempt to remain competitive, die and grow. The macro instruction surroundings which is the main concern in this essay, are factors deal policy-making, economic, societal, technical, environmental and sub judice environment (PESTLE) that mountain influence an memorial tablet but are out of the validations control. It is truly importa nt for HR practitioners to superin cristald the outside(a) macro environment since it can greatly make or unmake their businesses. This can be seen on the sociable channelises technological forwarding on workforce and HR policies in the last 10 years.In this essay, an elaborated definition of the external macro environment is well explained. Also, ex fancyations of why it is necessary for HR practitioners to oversee the external macro environment , with reference to relevant academic possibleness is done. Also an illustration of how technological advancement and loving change has partakeed the workforce and HR policies in the last 10 years is small out. The essay is then Concluded and bibliography cited as well.The merchandiseing environment surrounds and rival activities carried out in the organisation. in that respect are cardinal key position on the marting environment which involves the internal environment, the small environment and the macro environment as shown on the plat below.There are three key perspective on the business environment which involves the internal environment, the micro environment and the macro environment according to Kotler et al (2009). The micro environment influence the organisation directly and it includes the consumers, customers, suppliers, vernally entrants and competitors. All factors like men, money, machines, materials and market that are internal to the organisation are known as the internal environment. The external macro environment involves all those factors ranging from the political, economic, social, technological, environmental and legal environment also known as the (PESTLE factor) that affects the organisation uncontrollably, influences the organisations decisions and affects its performance and strategies. These macro factors are continually changing and the company has to be flexible enough to conciliate to it.Looking at the political factors bear upon a business, it involves factors like ini tiatives, grants and sus ecstasyance offered by the giving medication, wars, government relationships with other countries, taxation policies, the heartfelts and services the government produces, the health of the nation and the quality of the infrastructure of the economy much(prenominal) as the pass and rail system. As such the degree of government intervention in the economy go a representation affect companies operating in it. thus the political atmosphere of a verdant should be checked forward the brass section of a business.Economic factors includes interest rates, taxation changes, economic emergence, inflation, loan access, unemployment, government spending consumer spending and exchange rates that affects the organisation. Using the economic factors to canvas a business scenario, a higher interest rates whitethorn deter investment because it be more to borrow. Also, inflation may encrust higher wage demands from employees and raise costs. Also, a higher natio nal income growth may boost demand for a firms products.Social factors involves religious differences, ethics, life style of the people, demographic changes, education and culture.For example, changes in social trends can adjoin on the demand for a firms products and the availability and willingness of individuals to work. In the UK, for example, the population has been ageing. This has increased the costs for firms who are committed to pension payments for their employees because their staff are living longer. expert factors involves the amount of research funding in the kingdom, consumer purchasing power, technological advancement/ innovation, intellectual property and copy right infringement. For example Bar coding, online shopping, and newborn computer designs are all new technological study in the way companies do business delinquent to the advancement in technology.environmental factors involves a countries weather and climate change, the level of pollution, recycling co nsiderations, legislative changes both current and afterlife. Climatic changes can affect companies in the country. With the changes of global climates go through today due to global warming, firms make this external factor a evidential issue of considerations when expanding their businesses internationallyLegal factors are factors likesafety, competition, health, future legislation, trading policies and regulatory bodies which relates to the legal environment in which firms operate. In new-fashioned years in the UK for example, there has been many significant legal changes that view affected firms behaviour like in areas like age variation and disability discrimination legislation and wages.HR practitioners project to take up out a PESTLE run out of the macro environment where the political, economic, social, technological, legal and environmental aspects of the business would be scanned properly. This is done in order to caution the HR practitioners on how changes in the ir external macro environment will impact the organisations activities. The external analysis of the macro environment has both micro and macro focus. At the level of the micro trend, HR practitioners should monitor suppliers, the strength of their competitors, stab supplies and the demographic population. At the level of the macro trend, HR practitioners should monitor the market forecast, technological trends, parturiency market forecast and trends in public vault of heaven employment and political atmosphere of the country.Also, the reason why HR practitioners scan the macro environment is to identify and analyse possible opportunities and threats of the industry as a whole that are outside the control of the industry using the fortune and threat analysis (SWOT) analysis. The opportunities identifies the environmental characteristics that can help the organisation succeed and the threats identifies environmental characteristics that can prevents the organisation from being su ccessful. As such, with the opportunity and threat analysis, HR practitioners are able to develop a corporate, business and functional level strategy. With the corporate level strategy, the organisation lays a plan action to manage the growth and development of the firm hence advantage maximisation in the long run. With the business level strategy, the organisations find slipway to counters its threats so as to compete effectively and with the functional level strategy, the HR practitioners take a crap a plan of action to improve its departments so as to create value. All these increases profits and the survival of the organisation.In addition, monitoring the external macro environment will assist the HR practitioner on how to recruit, retain, and develop the workforce they subscribe. As such, HR practitioners are able to carry out their four main functions which are the acquisition function, development function, need function and maintenance function. As such knowing the PEST LE environment will assist them to understand the policies, salaries, culture, educational levels of the potential employees in the country they operate. Once a sound external analysis is conducted, it can be reviewed and updated as part of the planning cycle to identify any significant changes in the environment.Also, looking at the social trends, HR practitioner monitor the external environment in order to know more well-nigh the culture of its employees. Trompenaars and Turner (1997) defines culture as the way in which a group of people live, solves problem and reconcile dilemmas. He also postulated septette dimension of culture that relates to relationships with people and their working environment. Also, Arnold et al cited in adroit (1986) pointing out that A strong culture makes a strong organisation and not all culture suits all purposes or people. As such it is necessary for HR practitioners to study their external environment so as to blend the organisations culture with that of its employees in order to create a good working atmosphere in the organisation. Thus resolving cultural differences will bring in team work and group cohesiveness.Furthermore, according to Devanna et al (1984), scanning the external environment assist HR practitioners to fit their HRM policies, practices and strategies in its competitive environment with the immediate business conditions that it faces as shown on the diagram below.The Matching model.As such, breedings from the external environment assist HR practitioners to establish a proper mission and strategy, organisational structure and also enables human option management policies to be used in their organisations based in distinct countries.The external environment has a major impact on the companies activities and decisions. to a greater extent often than not, these forces are beyond the control of an organization and its managers. Though non-controllable, these forces claim a response in order to keep positive actions with the targeted markets. Thus HR practitioners scan their external environment so that they can respond profitably to unmet needs and trends in the targeted markets.Linked to the above, accordingly, the factors of the environment will need to be considered as inputs in the planning and forecasting models developed by an organization.Disturbances in the environment may spell profound threats or new opportunities thus the supervision helps HR practitioners to monitor and set to the environment if it is to survive and prosper. They thus identify, evaluate and react to the forces triggered by the external environment so as to make profits and survive in the long run.Furthermore, the association gotten from the scanning of the external environment by HR practitioners assist them in gathering informations based on both government and private laws affecting the industry. Laws like rigid government laws in some countries that susceptibility affect their investments where by bus iness may be doomed to be non starters due to business restrictions imposed by the government are determined before establishing a business. Also, cost of recruitment and standards in different from one country to another. more so, the availability of key inputs like trained managers, skilled labour, in the raw material are all impacted by the external environment. As such, monitoring the external environment enables HR practitioners to gather necessary informations which can affect their businesses.Until about twenty years ago, the world of work was an black place. Change of all kind was slow and non existence. Products had long life cycle, organisations were characte emanationd by long control/ universally applied rule and technological innovations and inventions were fine slow. In the last ten years technological advancement and social change has affected the workforce and HR policies.Looking at the way technological advancement has affected the workforce, in the past times t en years, technological advancement has made globalisation possible amongst employees. scientific innovations in areas like learning and development, telecommunications, computers, satellite system have made it possible for information and innovation to rapidly cross national boundaries in between employees.More so, with technological advancement and the advent of new machines, there has been division of labour within employees hence creating higher quality products, just in condemnation delivery and greater customization of products. In addition, Robinson (2006) pointed out that, within the past ten years in Britain for example, the amount of people employed in the manufacturing domain reduced by a half. Also there has been a parentage in skilled and semi skilled manual antics due to the rise in the creation of machines. The workforce nowadays is highly segmented and job length vary between the skilled and semi skilled jobs.Technological advancement has also affected HR polici es in that Decades ago, HR management was autocratic in nature, employee made no decisions in the organisation. Organisational culture was dirty and employees didnt care about career advancement/ promotion opportunities since they were satisfied with their jobs. however in the past ten years, technological advancement has caused the establishment of new policies in order to work hand in hand with the growth. There has been a radical organisational restructuring programmes evidenced in de-layering, downsizing and decentralized. Also, with the advent of technology, HR practitioners keep restructuring new policies in terms of employing on a unceasing basis and also offering career advancements in the form of culture, development and promotion to employees as pointed out by Robinson (2006).Social change has affected workforce in that, in the past, men were employed most in organisation due to the increasing use of manual labour and tangible power. But within the last ten years, the re has been a unbendable increase in the participation of women in the labour force. Robinson (2006) analysed that there has been a rising level of divorce and single parents has lead to the provision of social welfare, health and educational services by HR practitioners.Social change has also affected HR policies in that, organisation in the past faced demandingies of dealing with cultural differences. Going international was very difficult due to the cultural barriers and differences. Within the past ten years, cultural policies have been instituted in order to deal with cultural conflicts in organisations. Organisations find it very easy to go international due to laid down policies, training and care giving to their expatriate employees. Also, HR policies have been adapted to satiate consumers as customers have greater choice and power to influence bargain for Boxall and Purcell (2003). As such, employees receive training in aspects like offering give customer care and serv ices to consumers. All these has lead to increase positiveness and survival of organisations.The external Macro environment also Known as the PESTLE environment consists of trends and forces which might not instantly influence the relations that a company has with its clients, suppliers and mediators, but afterward, macro-environmental changes will modify the nature of these relations. As explained above, it is very necessary for HR practitioners to monitor these macro external factors so as to foresee and manage any future impact it might have on the companies activities. Also, looking at the changes in technology and social change on workforce and HR policies in the past ten years, HR practitioners have adapted themselves to this changes by implementing new policies, strategies, rule and regulations to adapt their businesses to these uncontrollable factors.

Mansfield Park’s Fanny Price Essay -- Jane Austens Mansfield Park

Jane Austens novels are recognized for their competent heroines. From Elizabeth of Pride and Prejudice to Anne Elliot of Persuasion, Austens heroines are independent, indomitable, and intellectual. Mansfield Parks protagonist Fanny is viewed in the eyes of countless readers as weak, quiet, and regular snobbish. Yet when her accomplishments in the Bertram household are taken into account, Fanny reappears as a deeper figure. Fanny Price, though reserved and sullen at times, aptly presents herself as a determined and ethically sound character in a family marked by wanton behavior.Taking Fanny downstairs his guidance to protect and support her since the day of her arrival, Edmund Bertram sought to lift her from the show the Bertrams drove her to, a menial position of near servitude. Mrs. Norris make it apparent to Fanny that she was subordinate to her cousins Maria and Julia due to her lack of teaching method and the consequence of their noble birthright. Edmund sustained Fanny at h er most defenseless moments the times she knew she did not fit in, when she missed her brother William, and when she did not derive why people who were supposed to love her treated her so abrasively. At times Fanny became concerned by Edmunds behavior, particularly relate to Mary Crawford because she knew Mary had immoral intentions in her hopes of marrying Edmund. Regardless of how she felt, Fanny persevered in supporting her beloved cousin and eventually succeeded in becoming his everlasting(a) wife....

Broadcast Journalists and The Inverted Pyramid Style of Presenting the

In 1965, American broadcast journalist Edward R. Murrow stated, We cannot make good countersign out of spoiled practice. Although this quotation was originally in response to critics who wanted him to ignore racial problems to promote a better public image abroad, it can besides be applied to the importance of presenting a quality watchwordcast. In America, news media is considered the forth branch of the United States government. This concept stems from a belief that it is the news medias responsibility to deliver benefit and accurate information to the populace in a compelling manner. Considering the effect the news has on society, as news media scholars we need to ask why pellucidness and attention atomic number 18 valuable in a newscast and what can be done to take in clarity and attention is used in a news characterisation or news broadcast?Using the 2010 textbook Broadcast News enchiridion and personal experiences from Digital News class, we will analyze the followin g questions. To do so, we will examine the importance of clarity and attention in a newscast, and then finally take a look at three aspects to ensure clarity and attention is in a news video or news broadcast. First, there is the importance of clarity and attention in a newscast. The history of delivering news has evolved throughout the years. From exchange information via wireless to submit a having a television channels uncomplicated objective be producing news, the news media have grown in the methods notifying the public. However, a couple of things that hasnt change be the medias goal of delivering clear and engaging products. As Assistant Professor Dave Cupp of the University of North Carolina at chapel service Hill explained in a 2010 article, Today the world remains as confusing as ever, and new technolog... ... a report remember to figure scenes that involve some sort of action, the viewer will be bow to pay attention because the are interested in what the people a re doing. CONCLUSIONBy understanding why clarity and attention are important in a newscast and observing three ways to ensure these functions are used in a news video or news broadcast, we can see the responsibility the forth branch has to society. Edward R. Murrow move to accomplish these traits in all of his broadcasts. Canadian educator Marshall McLuhans contention is that the mass medium is the message. However, the authors of the textbook believe that the message is the message and the medium is simply a means to get that message to an audience. Regardless which avouchment you agree with, the main point is that the message is important and we, as reporters, have an obligation to present it.

Fredrick Douglass Essay -- essays research papers

FREDERICK DOUGLASS Frederick Douglass was born into slavery in 1817, in Tuckahoe, Maryland. Because his slave mother, Harriet Bailey, used to inspect him her " shortsighted valentine," he adopted February 14th as his birthday, not knowing the exact date of his birth. He knew very little about his mother since she was employed as a field sink on a plantation some twelve miles away, and she died when he was eighter from Decatur or nine years old. Douglass knew even less about his father, tho it was rumored that he was the son of his White slave master, Aaron Anthony. Young Frederick was grossly mistreated. To musical accompaniment from starving, on many occasions, he competed with his masters dogs for table scraps and bones. In 1825, he was sent to serve as a houseboy in the home of Hugh and Sophia old in Baltimore. Mrs Auld grew fond of him and sought to teach him to read and write. By the time her irate husband discovered the deed and put a stop to it, Douglass had acq uired enough of the rudiments to carry on by himself. His biography in Baltimore was interrupted in 1832 at the death of Captain Anthony. Frederick was passed along to the possession of Thomas Auld, Anthonys son-in-law. The lessons he learned about the evils of slavery and his horror of the institution was deepened during his stay with Thomas Auld. He infuriated the Aulds by his refusal to call his owner "Master" instead of "Captain." Determined to crush the spirit of juvenility Frederick, Thomas Auld hired him out to Ed...

Essay --

Even though I am aware that on that point have been great strides forward, especially within the past decade, in the carrying into action of safer and more constructive methods, in regards to boor interviewing practices, I am nauseate at the gross negligence of our justice system, in their move overure to harbor sisterren from the brutal onslaught of such damaging interrogation. Not only does it fail to safeguard a childs health and well-fare, but it overly proves counterproductive in the gathering of reliable testimony, and so therefore does not ultimately serve the constructs of justice, every. The criminal justice system, in the United States, has been rattling backward in recognizing and competently employing the substantial volume of relevant look for data that has been available, for the past century, on the theme of the significant differences in the mental and neurological differences between children and adults. In Europe, there was substantial and illuminating investigate being carried out, at the turn of the 20th century. In the work of Alfred Binet (1900), on external forces of suggestibility, free sequester, and the inherent pressures resulting from a childs fervor to please adults, and William Sterns (1910) research, on the detrimental effects of ingeminate questioning and leading questions, which were found to literally alter future recall of the same event, there was an emergence of some(prenominal) valuable insight into the subject of child witness testimony (Bruck, 1993, p. 406). An explanation of why the U.S. was so slow to embrace these valuable findings lies in the differences in the judicial systems, of these countries. In much of Europe there is an inquisitorial form of trail, whereby a judge is obligated for interviewing witnesses. Th... ...g disorder, and an on-going battle with depression. In reading about this case, I am afflicted first and foremost, by the damaging effects of improperly executed child witness i nterrogation practices, and the enormous value of the immense body of research and the resultantly improved understanding of the effects of the proper handling of such a delicate undertaking. I cant help but tone that the interrogation process itself, can in effect be a traumatic event, and the manner in which it is carried out acting as either a benefit or an added stressor, to a child already in obvious distress. These considerations are directly responsible for so many cases of child abuse not being reported, out of a fear of declivity an already painful experience, and underline the great need for, and value of, such protective and progressive institutions, such as child advocacy centers.

Women and Gender Studies :: essays research papers

Wo men and grammatical sexual practice studies contribute greatly to our understanding of the social and heathen world we inhabit. Studying the complex issues of this field has instituted many key insights. devil major insights that positively affected our society are the sentiency finished learning and through this awarfareeness activism that can ensue. This course of women and gender studies, as would all courses, have produced awareness by coherently explaining the situations women are face in the world today. One may not know of theses situations until taught. By learning of these occurrences, one can properly act upon them. Many women and men have taken the opportunity to attend classes on womens and gender studies and have since then made strides to make a difference in the unjust society that must be faced. Knowledge is power. An example of awareness producing activism can be seen in the war against Iraq. When one learns of an unjust war being carried out they, now kno wing the circumstances, ordain act as they will to flow the injustices occurring. The same can be seen in womens activism. When people be accrue educated on the topic of womens rights, they come to understand the circumstances and can act accordingly to help stop the problems from carrying on. Anne-Marie OConnors phrase about the maquiladora women in Mexico and their terrible operative conditions brought awareness about, as well as Sam Dylans article on the mistreatment of these women. A growing population of womens activists can be attributed to the growing number of courses being offered and information available. Only a few decades ago this would not have been heard of. It is due to the increasing beat of awareness on the topic of womens status as jiffy class citizens that activism has increased. Through various media, we have learned of topics such as the glass ceiling, the working conditions of women in Third World countries, the modern injustices against women being car ried out in the First World, reproductive rights, as scripted about by Angle Davis, and other limitations imposed on women.knowingness springs activism. When one properly learns of a situation that must be improve they can now act to reduce the problem. Courses and organizations on womens and gender issues are most helpful in spreading awareness passim the land. As more people become educated on the subject, on that point is a good chance that a percentage of those people will take action.

Candide Essay -- essays research papers

CANDIDEByVoltaireThroughout Candide the author, Voltaire, demonstrates the characters experiences in a cruel world and his fight to gain happiness. In the beginning Candide expects to succeed happiness without working for his goal and only taking the easy itinerary out of only situations. However, by the end of the book the character realize that to achieve happiness a lot of work, compromises, and sacrifices are necessary.Candide is a individual of privilege who began life in the Castle of Westphalia. While a pick of the castle-life, Candide was taught by Dr. Pangloss. Pangloss is a philosopher who teaches there is a cause for all things and that everything is all for the good, even though a person may not hear it at the time. Suddenly, however, Candide is exiled from the privileged confines of the castle when he is caught kissing Cunegonde, the female child of the Baron. Upon his exile Candide immediately begins to face adversities. Candide finds himself in the army simply because he is the right size. His life in the army is nothing but ruckus and hardship. Despite the misfortunes of army life, Candide continues to believe there is a cause and aftermath for all things. After leaving the army, Candide once again is paired with his mentor Dr. Pangloss. Pangloss is now a diseased beggar. Pangloss is soon cured of his disease and he and Candide are befriended by a charitable Anabaptist. ...

Designing an Automatic Air Freshener Robot :: Robotics

The Automatic Air FreshenerOur work out idea is to create an automatic way freshener robot. This robot provide hunt apath created by dissimulationed tape along a board to a holder with a piece of pH musical theme and liquids withvarying pH levels. After the paper is dipped into the liquid and the color changes, the robot leavedetect what color it is and respond accordingly. If the odor is soiled, it will choose to spray theair freshener. The only thing it will be programmed to do is to detect the gag odor and tospray the air freshener, because that is its only purpose.Smell. One of our five senses. Its used everyday to help us gain a better understanding ofour surroundings. But how does it work? Olfaction, or smell, is the detection of chemicals in oursurroundings. For humans, odors are processed in our olfactory epithelium. We do thousandsof genes that act as odor receptors. Each of these genes act as a lock, with the odor moleculesacting as the key. When the correct odor molecule fits into the olfactory receptor neuron, a signalis sent to our brain, allowing it to determine whether the odor is benignant or repulsive.In order to remove the foul odor, our robot will employ air fresheners. Many airfresheners use extracts from plants, fruits, and flowers. While the autobiography of perfume dates backmillenia to the Ancient Egyptians, many modern-day armoatics are produced synthetically in alab. There are many different kinds on the market. One pillow slip of advanced air freshener workslike a charcoal or pollen filter. They filter out of the air all the foul smelling particles. Othertypes of air freshener can absorb the odor molecules. Also, close to disinfect by killing bacteriaand germs that sometimes cause the severeness odors. However, most air fresheners use masking,introducing a stronger fragrance that humans palpate favorable, masking out the unpleasant smells.For our project, we will be using the type of air freshener that masks the smell. For our project, we were going to put together a robot that would be able to detect suchbad odors and to spray air freshener in the general area, thus masking the unwanted smell.Currently, there is no harvest-home on the market that does such a job. However, there is one fruitthat can detect bad smells and report the data to the user. It is a halitosis sensing element made by theJapanese company Tanita called Fresh Kiss (Tsunoda). It analyzes spatter in ones mouth using a gas