Philosophy of Literature Shakespearean Tragedy

Introduction Most people will agree that there is no better way to express emotions than through poems and plays. In fact, the best ridicules, satires and ironies are expressed through writing that does not attack their victims directly.Advertising We will write a custom essay sample on Philosophy of Literature: Shakespearean Tragedy specifically for you for only $16.05 $11/page Learn More The finest humour is also expressed through writing and this explains why most comic movies must be scripted before being staged (Feagin 102). Othello is a true reflection of the above accounts on how tragic incidences make heroes to be villains as discussed in this essay. Epistemological Dimensions McGinn is persuaded that all plays written by Shakespeare have tragedies punctuated by death (McGinn 188). This becomes a resemblance factor in almost all Shakespeare’s plays. For instance, Macbeth and Othello have many occasions where death occurs either as planned or due to natural interventions. The above plays are named after the protagonists in them and coincidentally they both meet tragic ends. Othello dies unexpectedly when he thinks he is almost conquering his emotions while Macbeth dies as soon as he ascends to the throne of power. In addition, almost all members of their families die shortly after or before the protagonist dies. These expressions enable readers to realise that all human beings are mortal despite their wealth, fame or power (McGinn 188). Ironically, these deaths are caused by the victims since they contribute knowingly or unknowingly to its occurrence. McGinn claims that the protagonists have a weak character that makes their life miserable at the end of the story. Othello is depicted as a racial and envious person despite his commitment and hard work. These weaknesses are to blame for the misfortunes that befall him later in the play. Therefore, a mismatch arises here when he tries to be modest yet his emotions betray him. At last he is not able to hide it and decides to kill his girlfriend. These situations make it easy to predict the outcome of events; for instance, Othello’s envy makes the audience to expect him to do something bad to any person who tries to snatch his lover.Advertising Looking for essay on philosophy? Let's see if we can help you! Get your first paper with 15% OFF Learn More These plays influenced by human desires to do what their minds tell them rather than what is good for their societies. There is no doubt that the lead character is out to accumulate as much wealth, fame and power as possible to protect his interests. Othello, just like Macbeth, is a selfish character who wishes to be the only one recognised by the society. People have always excelled in various activities but due to selfish interests their fame and wealth have drastically dwindled (McGinn 92). It is evident that self interest overrides all other moral personalities in individuals. Ev en though, human beings know what they are supposed to do they seldom consider this option when confronted with various challenges in life. In Othello, the commander appoints incompetent people to head various sections like when Cassio is appointed to the litigant’s position (Hume 48). Despite his young age the commander considers this young man suitable for this job. Even though, there is no direct relationship between these two it is evident that the young man is inexperienced and unprepared to manage this office. Moreover, the lead character in this play has defied all odds and created his conveniences despite moral and religious regulations. He defies traditions and marries a young lady despite pressure from the girl’s father that the two should never get married. Today, people, especially youths, think that they know more than their parents and do what they please rather than what should be done. Finally, they fail to complete their studies, contract diseases and start engaging in drug abuse. They lead miserable lives due to their unplanned actions during their teenage years. This is always a path of destruction that invites young men and women without warning them about the consequences of their actions. Betrayal is a common occurrence in normal lives and this play offers an excellent description of this case. Lago wants to make the Duke to pay for his negligence and persuades Roderigo to inform Brabantio that his daughter is married to the commander knowing very well the father never recognised their relationship (Hume 48).Advertising We will write a custom essay sample on Philosophy of Literature: Shakespearean Tragedy specifically for you for only $16.05 $11/page Learn More This is an illustration of how people get involved in things that are not of importance to them. In addition, it is also an indication of the facts that human beings are always nosy and ready to participate in other people’s issues . It should be understood that Othello is a good commandant and his ready to go to war to defend his people just like Macbeth. However, he is an opportunist who takes advantage of all circumstances to benefit him without considering what others will experience (Feagin 77). There is a close similarity between Othello and Macbeth since they are destroyed by their selfish ambitions and blind courage. A king does not ease himself in the bush since he will be exposing his nakedness to the whole world. This saying is respected by neither Othello nor Macbeth and this leads to their failures. Moreover, people always pretend to be good despite the truth that they know each other and understand their weaknesses. In most cases, main characters are usually brought down by the same people they have trusted many years. Othello thinks Desdemona is unfaithful since she is social and outgoing. This becomes a burning issue whenever they confront each other and she is finally killed on claims that she is unfaithful. In both Macbeth and Othello suicide is inevitable since the main characters are confronted with tough situations. Othello feels guilty for killing his girlfriend and later feels remorseful about his actions (Feagin 76). However, it is necessary to note that this action is motivated by selfish interests that override reasoning. His attempts to kill Lago become futile when the later overpowers him and instead kills his friend’s wife. Craig argues that there are some metaphysical forces that cannot be overcome by human beings in trying to make life better (Craig 51). His illustration of the forces that drive Macbeth to desire to see his husband is strongly motivated by selfish interest rather than emotions. In Othello, similar illustrations occur when Othello is ordered to go to the sea to fight the invaders.Advertising Looking for essay on philosophy? Let's see if we can help you! Get your first paper with 15% OFF Learn More This was going to be one of his toughest assignments had it not been for the Duke commanding that he goes with Desdemona (Craig 57). The pair is lucky that the invaders changed their minds or were defeated by other people. They take this opportunity to bond oblivious of the danger facing them; however, selfish interests drive the pair to destruction at the end of the play. In addition, Craig claims that fear and hope play significant role sin determining an individual’s behaviour. Macbeth was a good soldier but as soon as the witches told him of the expected response after winning the battle his reasoning came to a stand still. He started dreaming that one day he would be the king of Scotland and had the high hopes that he would attain this status (Craig 64). After confiding this information to his wife he was advised to kill his perceived competitors to eliminate opposition. This was the beginning of hopes covered with fear and resulted in various misfortunes. In fact, his h opes and fears are to blame for exposing his weaknesses and leading to tragic deaths in the play. Works Cited Craig, L. H. Of Philosophers and Kings. Political Philosophy in Shakespeare’s Macbeth  and King Lear. London: University of Toronto Press, 2001. Print. Feagin, Susan. â€Å"The Pleasure of Tragedy.† American Philosophical Quarterly 20 Apr. 1983: 95-104. Print. Hume, David. 1742. â€Å"Of Tragedy† in Essays, Moral, Political, and Literary. Indianapolis: Liberty Fund, 1987. Print. McGinn, Collin: Shakespeare’s Philosophy: Discovering the Meaning behind the Plays.  New York: Harper Collins, 2007. Print. This essay on Philosophy of Literature: Shakespearean Tragedy was written and submitted by user Maya D. to help you with your own studies. You are free to use it for research and reference purposes in order to write your own paper; however, you must cite it accordingly. You can donate your paper here.

Practice Multiplication With Times Tables Worksheets

Practice Multiplication With Times Tables Worksheets Multiplication is one of the essential elements of mathematics, though it can be a challenge for some young learners because it requires memorization as well as practice. These worksheets help students practice their multiplication skills and commit the basics to memory.   Multiplication Tips Like any new skill, multiplication takes time and practice. It also requires memorization. Most teachers say that 10 to 15 minutes of practice time four or five times a week is necessary for children to commit the facts to memory. Here are some easy ways to help students remember their times tables: Multiplying by 2: Double the number that youre multiplying. For example, 2 x 4 8. Thats the same as 4 4.Multiplying by 4: Double the number youre multiplying, then double it again. For example, 4 x 4 16. Thats the same as 4 4 4 4.Multiplying by 5: Count the number of 5s youre multiplying and add them up. Use your fingers to help count if you need to. For instance: 5 x 3 15. Thats the same as 5 5 5.Multiplying by 10: This is super easy. Take the number youre multiplying and add a 0 to the end of it. For instance, 10 x 7 70.   For more practice, try using fun and easy  multiplication games  to reinforce the times tables. Worksheet Instructions These times tables (in PDF format) are designed to help students learn how to multiply numbers from 2 to 10. Youll also find advanced practice sheets to help reinforce the basics. Completing each of these sheets should only take about a minute. See how far your child can get in that amount of time, and dont worry if the student doesnt complete the exercise the first few times. Speed will come with proficiency. Work on the 2s, 5s, and 10s first, then the doubles (6 x 6, 7 x 7, 8 x 8). Next, move to each of the fact families: 3s, 4,s, 6s, 7s, 8s, 9s, 11s, and 12s. Do not let the student move to a different fact family without first mastering the previous one. Have the student do one of these each night and see how long it takes her to complete a page or how far she gets in a minute. 2 times tables3 times tables4 times tables5 times tables6 times tables7 times tables8 times tables9 times tables10 times tablesDoublesMixed facts to 10Mixed facts to 12Multiplication squares1 x 2 digits, 2 x 2 digits, and 3 x 2 digits times table worksheet galleryMultiplication word  problems Multiplication and Division Practice Once the student has mastered the basics of multiplication using single digits, she can advance to more challenging lessons, with two-digit multiplication as well as two- and three-digit division. You can also advance student learning by creating engaging lesson plans for two-digit multiplication, including homework suggestions and advice on helping students evaluate their work as well as their progress.

The British Economy Essay Example | Topics and Well Written Essays - 1500 words

The British Economy - Essay Example However, in order to facilitate these activities and to increase efficiencies, new concepts, theories and method have been developed. In this process, the accuracy and efficiency has enhanced but complexities have also increased significantly. International trade has a great economic importance as it helps to bring economic prosperity to a country. International trade activities include import and export which influences foreign and domestic exchanges. Besides, certain economic risks are also associated with international trade and hence, government always try to control international trade related activities (Seyoum, 2000, p.8). This paper will attempt to deal with foreign exchanges policy of UK. Earlier, the UK pound was used to be determined using the fixed exchange rate policy by comparing to other foreign currencies. However, due to certain shortcomings of fixed exchange rate policy, the UK Government has shifted to floating exchange rate policy. This paper will present explanat ions on fixed and floating rate policies and how the UK Government plays crucial role in controlling and deciding the foreign and domestic currency policies. ... The per capita GDP was nearly was $35,100 with real GDP growth rate of 1.6% in 2010.Regulatory authorities including the central bank (Bank of England) is responsible for managing and controlling the economic affairs. The inflation and unemployment in 2010 were 3.3% and 7.9%. During the financial crisis of 2007-2008, the UK’s economy was heavily affected. However, currently, the economy is recovering at higher speed as policy makers have taken necessary steps for improving the overall economic condition (CIA 2011). Nearly 75% and 23.8% of total GDP is contributed by the services sectors and Industries. The major services sectors include -financial, distribution, business, communication, hotels, transport etc. Currently, the country is suffering from high trade deficit due to higher import comparing to lower export. During 2009, net export of goods and services were recorded $351.3 billion; whereas, net imports of goods and services were higher i.e. $473.6 billion (U.S. Departm ent of State, 2010). As per the updated information, the value of 1 British pound is compared to other major foreign currency in the given below. Table 1: British Pound and Other Foreign Currency (Source: MSN Money, 2011) Fixed Exchange Rate System and Role of UK Government The foreign exchange rate is very important for controlling the major aspects of economy like import, expert, interest rate, inflation etc. The foreign currency market is exposed to different types of risk that affect the entire economic policy like inflation, interest and unemployment etc. There are two types of foreign currency policies i.e. fixed and floating. Earlier, UK Government used to

Sunday dinner Research Paper Example | Topics and Well Written Essays - 1000 words

Sunday dinner - Research Paper Example This essay is a great description of the issue of family unity. Most families all over the world have set aside a special day, either once a week or once a month. In the author’s family, this special day is usually on a Sunday where every member of the family is expected to show up for the Sunday dinner. This is because the main aim of gathering all family members is not generally to share a meal but to bring together all the members as well as getting to know each other’s welfare. The parents get an opportunity to ask on everyone’s well-being at school, in the work place for those who are working, relationships, both spiritual and casual as well as health welfare. To achieve all that, everyone is expected to contribute in the preparations of the dinner. Each one of us has to carry out a duty which is specifically expected from him or her. This makes the dinner livelier as well as creating more time for interaction. There are a number of duties that are carried o ut in preparation of the family’s Sunday dinner. The first one is coming up with the recipe to be used. The second one is shopping for all the required raw food and ingredients. The third one is preparing raw foods for cooking. The fourth is setting up the table and serving the food one it is on the dining table. Finally, clearing the used plates and washing them once the dinner is over. This is the step that the males in the family come in. The contribution of males in the kitchen expresses a lot of coordination, respect and togetherness in the family.

The Respective Theories Of Motivation Psychology Essay

The Respective Theories Of Motivation Psychology Essay The term motivation derived from the Latin word movere, meaning to move. Motivation represents those psychological processes that cause the arousal, direction, and persistence of voluntary actions that are goal oriented (Mitchell, 1982). Motivation as defined by Robbins (1993) is the willingness to exert high levels of effort toward organizational goals, conditioned by the efforts ability to satisfy some individual need. A need in this context is an internal state that makes certain outcomes appears attractive. An unsatisfied need creates tension that stimulates drives within the individual. These drives then generate a search behavior to find particular goals that, if attained, will satisfy the need and lead to the reduction of tension (Robbins, 1993). Luthans (1998) sees it as the process that arouses, energizes, directs, and sustains behavior and performance, while Pinder (1998) defines work motivation as the set of internal and external forces that initiate work-related behavior, and determine its form, direction, intensity and duration. According to Nelson and Quick (2003), motivation is the process of arousing and sustaining goal-directed behavior. The most practical definition proposed by social scientist that, motivation is a psychological processes thatorigin the stimulation, direction, and persistence of behaviour (Luthans, 2005). 2.3 Employees Motivation Theories There are many theories of motivation. The researcher identified the most relevant theories and explained the respective theories of motivation and how motivation gives an valuable impact on job satisfaction. 2.3.1 Maslows Need Hierarchy Theory Maslows Hierarchy of needs is one of the motivation theories that used all over the world. Maslow theory is a basic to start examining the different motivation theories. The first idea of Maslow is people always tend to want something and what they want depends on what they already have. According to Mullins (2007) states that Maslow proposed that there are five different levels of needs people have to seek for satisfaction of their basic needs. The first level of this theory is Physiological Needs. These needs include the most basic of all human needs like water, shelter, food, warmth, rest and clothing. When people dont feel hunger, thirst or cold, their needs go to a next level. The second lowest level is Safety Needs. Need to feel secure and protected in his/her family as well as in a society of day-to-day life is a part in this level. Next, the third level is Belonging and Love Need. After feeling secure, people need for love, affection, sense of belongingness in ones relationship with other persons. The fourth level is Esteem Needs. It is the need to be unique with self-respect and to enjoy esteem from other individuals. People want to evaluate themselves highly and based on their achievement receive appreciation from other people. Lack of these needs may cause inferiority, helplessness and weakness. Highest level of Maslows hierarchy of needs is Self-Actualization. The development of this need is based on the satisfac tion at the other four lower levels. It refers to the need of self-fulfillment and to the tendency to become actualized in what a person is potential. The core of this theory lies in the fact that when one need is fulfilled, its strength diminishes and the strength of the next level increases (Latham, 2007). Figure 2.3.1 Maslows Hierarchy of Needs maslows-hierarchy-of-needs1 2.3.2 Equity Theory Equity theory recognizes that individuals are concerned not only with the absolute amount of rewards they receive for their efforts, but also with the relationship of this amount to what others receive. Based on ones inputs, such as effort, experience, education, and competence, one can compare outcomes such as salary levels, increases, recognition and other factors. When people perceive an imbalance in their outcome-input ratio relative to others, tension is created. This tension provides the basis for motivation, as people strive for what they perceive as equity and fairness (Robbins, 1993). One of the prominent theories with respect to equity theory was developed through the work of J.S. Adams. Adams theory is perhaps the most rigorously developed statement of how individuals evaluate social exchange relationships (Steers, 1983). The major components of exchange relationships in this theory are inputs and outcomes. In a situation where a person exchanges her or his services for pa y, inputs may include previous work experience, education, effort on the job, and training. Outcomes are those factors that result from the exchange. The most important outcome is likely to be pay with outcomes such as supervisory treatment, job assignments, fringe benefits, and status symbols taken into consideration also. Equity theory rests upon three main assumptions (Carrell, 1978). First, the theory holds that people develop beliefs about what constitutes a fair and equitable return for their contributions to their jobs. Second, the theory assumes that people tend to compare what they perceive to be the exchange they have with their employers. The other assumption is that when people believe that their own treatment is not equitable, relative to the exchange they perceive others to be making, they will be motivated to take actions they deem appropriate. This concept of equity is most often interpreted in work organizations as a positive association between an employees effort or performance on the job and the pay she or he receives. Adams (1965) suggested that individual expectations about equity or fair correlation between inputs and outputs are learned during the process of socialization and through the comparison with inputs and outcomes of others. Pinder (1984) stated that feelings of inequita ble treatment tend to occur when people believe they are not receiving fair returns for their efforts and other contributions. The challenge therefore for organizations is to develop reward systems that are perceived to be fair and equitable and distributing the reward in accordance with employee beliefs about their own value to the organization. The consequences of employees perceiving they are not being treated fairly create a variety of options for the employees (Champagne, 1989). These options include the employees reducing their input through directly restricting their work output, attempting to increase their output by seeking salary increases or seeking a more enjoyable assignment. Other possibilities are to decrease the outcomes of a comparison other until the ratio of that persons outcomes to inputs is relatively equal or increasing the others inputs. In addition to the above mentioned, the employee could simply withdraw from the situation entirely, that is, quit the job and seek employment elsewhere. 2.3.3 Expectancy theory The concept of expectancy was originally formulated by Vroom and it stands for the probability that action or effort will lead to an outcome. The concept of expectancy was defined in more detail by Vroom as follows: Where an individual chooses between alternatives which involve uncertain outcomes, it seems clear that his behavior is affected not only by his preferences among these outcomes but also by the degree to which he believes these outcomes to be possible. Expectancy is defined as momentary belief concerning the likelihood that a particular act will be followed by a particular outcome. Expectancies may be described in terms of their strength. Maximal strength is indicated by subjective certainty that the act will be followed byoutcome, while minimal strength is indicated by the subjective certainty that the actwill not be followed by the outcome (Vroom, 1964). Fundamental to all the popular theories of motivation is the notion that employees are motivated to perform better when offered something they want, something they believe will be satisfying. However, offering the employees something they believe will be satisfying is necessary, but not enough. They must believe that it is possible to achieve what they want. Employees are not motivated to perform better when managers focus on the offering and ignore the believing. Employees confidence that they will get what they want involves three separate and distinct beliefs. The first belief is that they can perform well enough to get what is offered. The second is thatthey will get it if they perform well. The third belief is that what is offered will be satisfying. Each of these three beliefs deals with what employees think will happen if they put effort to perform. The first belief deals with the relationship between effort and performance, the second with the relationship between performance and outcomes, and the third with the relationship between outcomes and satisfaction. All these beliefs are interrelated because an employee effort leads to some level of performance, the performance leads to outcomes, and the outcomes lead to some amount of satisfaction or dissatisfaction. In conclusion, the expectancy theory of motivation requires the fulfillment of the following conditions: employees are motivated to perform only when they believe that effort will lead to performance, performance will lead to outcomes, and the outcomes will lead to satisfaction (Green, 1992). Effort-to-performance expectancy is the starting point in the implementation of the expectancy theory. It is a persons perception of the probability that effort will lead to successful performance. If we believe our effort will lead to higher performance, this expectancy is very strong, then we are certain that the outcome will occur. If we believe our performance will be the same no matter how much effort we make, our expectancy is very low, meaning that there is no probability that the outcome will occur. A person who thinks there is a moderate relationship between effort and subsequent performance has an adequate expectancy, and thus put maximum effort in the performance. The next stage in the expectancy theory is performance-to-outcome expectancy, which is a persons perception of the probability that performance will lead to certain other outcomes. If a person thinks a high performer is certain to get a pay raise, this expectancy is high. On the other hand, a person who believes raises are entirely independent of the performance has a low expectancy. Thus, if a person thinks performance has some bearing on the prospects for a pay raise, his or herexpectancy is adequate. In a work setting, several performance-to-outcome expectancies are relevant because several outcomes might logically result from performance. Each outcome, then, has its own expectancy. The final stage in the expectancy linkage is named outcomes and valences. An outcome is anything that might potentially result from performance. High level performance conceivably might produce such outcomes as a pay raise, a promotion, recognition from the boss, fatigue, stress, or less time to rest, among others. The valence of an outcome is the relative attractiveness or unattractiveness of that outcome to the person. Pay raises, promotion, and recognition might all have positive valences, whereas fatigue, stress, and less time to rest might all have negative valences. The stress of outcome valences varies from person to person. Work-related stress may be a significant negative factor for one person but only a slight annoyance for someone desperately in need of money, a slight positive valence for someone interested mostly in getting promotion or, for someone in an unfavorable tax position, even a negative valence. The basic expectancy framework suggests that three conditions must be met before motivated behavior occurs (Griffin, 2007). Behavioral scientists generally agree that the expectancy theory of motivation represents the most comprehensive, valid and useful approach to understanding motivation. However, it does not end with only understanding, it is also important to be able to motivate people to perform. In this regard, the Expectancy theory generally has been considered quite difficult to apply. This is no longer true, as there are many application models that have been developed over the years and which are quite simple and straightforward (Green, 1992). 2.3.4 Herzberg Motivation/Hygiene theory Herzbergs motivation/hygiene theory is also known as the two-factor theory. Herzberg started the study job satisfaction in the 1950s in Pittsburg. The basis of Herzbergs work is in the Maslows Hierarchy of Needs. He started with the idea that what causes the job satisfaction are the opposite of those things that cause job dissatisfaction. However, after studying thousands of books he couldnt draw any guidelines. He conducted a survey where he asked participants to identify those things that made them feel positive with their job and those that made them feel negative. As a result Herzberg found out that what makes people happy is what they do or the way theyre utilized and what makes people unhappy is the way theyre treated. Things that make people satisfied at work are different from those that cause dissatisfaction so those two feelings cant be opposite. Based on these findings, Herzberg created his theory of motivators and hygiene factors. Both factors can motivate workers but they work for different reasons. Hygiene factors tend to cause only short-term satisfaction to the workers while motivators most probably cause longer-term job satisfaction. Motivatorsor satisfiers are those factors that cause feelings of satisfaction at work. These factors motivate by changing the nature of the work. They challenge a person to develop their talents and fulfill their potential. For example adding responsibility to work and providing learning opportunities to a person to work at a higher level can lead to a positive performance growth in every task a person is expected to do if the possible poor results are related to boredom of the task they are supposed to accomplish. Motivators are those that come from intrinsic feelings. In addition to responsibility and learning opportunities also recognition, achievement, advancement and growth are motivation factors.These factors dont dissatisfy if they are not present but by giving value to these, satisfaction level of the employees is most probably going to grow (Bogardus, 2007). When hygiene factors are maintained, dissatisfaction can be avoided. When opposite, dissatisfaction is most probably to occur and motivation cant take place. 2.4 Employees Job Satisfaction Many definitions of the concept of job satisfaction have been formulated over time. According to Locke (1969), job satisfaction is a state of emotional gladness, results from the achievement of the goals that one get through performing his part of contribution inside an organization. Employee job satisfaction is influenced by the internal organization environment, which includes organizational climate, leadership types and personnel relationships (Taber and Seashore, 1975). Locke and Lathan (1990) give a comprehensive definition of job satisfaction as pleasurable or positive emotional state resulting from the appraisal of ones job or job experience. Job satisfaction is a result of employees perception of how well their job provides those things that are viewed as important. Work satisfaction results from the perception that ones job fulfills, or allows the fulfillment of ones important job values. Phrased differently, work is gratifying if it complements ones personal desires and needs. Definition by McCormick and Ilgen (1980) looks similar. They also regarded job satisfaction as a persons attitude towards his or her job, and added that an attitude is an emotional response to the job, which may vary along a continuum from positive to negative. In addition, Megginson, Mosley and Pietri (1982) stated that people experience job satisfaction when they feel good about their jobs, and that this feeling often relates to their doing their jobs well, or their becoming more proficient in their professions, or their being recognized for good performance. According to Wiener (1982) states that job satisfaction is an attitude towards work-related conditions, facets, or aspects of the job. Arnold and Feldman (1986) described job satisfaction as the amount of overall affect that individuals have toward their job. High job satisfaction therefore means that an individual likes his or her work in general, appreciates it and feels positive about in. According to Mitchell and Lasan (1987), it is generally recognized in the organizational behaviour field that job satisfaction is the most important and frequently studied attitude. Job satisfaction is so important in that its absence often leads to lethargy and reduced organizational commitment (Moser, 1997). Lack of job satisfaction is a predictor of quitting a job (Alexander, Litchtenstein and Hellmann, 1997; Jamal, 1997). Sometimes workers may quit from public to the private sector and vice versa. At the othertimes the movement is from one profession to another that is considered a greener pasture. Job satisfaction has been defined as à ¢Ã¢â€š ¬Ã‚ ¦ an attitude that individual has about their job, it results from their perception of their job and the degree to which there is good fit between the individual and the organization (Ivancevich et al., 1997). Job satisfaction is an important motivator to employees performance. While Luthan (1998) posited that there are three important dimensions to job satisfaction: Job satisfaction is an emotional response to a job situation. It can only be inferred. Job satisfaction is often determined by how well outcome meet or exceed expectations. For instance, if organization participants feel that they are working much harder than others in the department but are receiving fewer rewards they will probably have a negative attitudes towards the work, the boss and or coworkers. On the other hand, if they feel they are being treated very well and are being paid equitably, they are likely to have positive attitudes towards the job. Job satisfaction represents several related attitudes which are most important characteristics of a job about which people have effective response. These to Luthans are: the work itself, pay, promotion opportunities, supervision and coworkers. Schneider and Snyder (1975) regard job satisfaction as a personal evaluation of conditions present in the job, or outcomes that arise as a result of having a job. It appears then that job satisfaction encapsulates a persons perception and evaluation of his job, and that this perception is influenced by the persons unique disposition. People will therefore evaluate their jobs against those aspects that are important to them (Sempane et al., 2002). Since job satisfaction involves employees emotions and feelings, it has a major impact on their personal, social and work lives (Sempane et al., 2002) and for this reason may also influence their behaviour as employees, e.g. absenteeism (Locke, 1976; Visser, Breed and Van Breda, 1997). According to Feinstein (2000) states thatjob satisfaction is more of a response to a specific job or various aspects of the job. Job satisfaction is an important element from organizational perspective, as it leads to higher organizational commitment of employees and high commitment leads to overall organizational success and development (Feinstein, 2000) additionally growth, effectiveness and efficiency of the organization and low employees intentions to leave the organization (Mosadeghard, 2008). Obstinately, dissatisfied individuals leave the organization and inflate the motivation of those staying there (Feinstein, 2000) and as a result workers loose performance and efficiency and might sabotage the work and leave the job (Sonmezer andEryaman, 2008). According to Ramayah, Jantan and Tadisina (2001), job satisfaction explains how employees are buoyant to come to work and how they get enforced to perform their jobs. Other researchers narrate job satisfaction as being the outcome of the workers appraisal of extent to which the work environment fulfillment the individuals needs (Dawis and Lofquist 1984). Various researchers have contributed their research findings from organizational set ups, in order to increase employee job satisfaction and have given various suggestions to boost up the satisfaction. Feinstein (2000) says in order to increase individuals satisfaction level employees should be given advancement opportunities. Similarly changes in organizational variables, such as pay scales, employee input in policy development, and work environment could then be made in an effort to increase organizational commitment and overall outcome. Elton Mayo found that interaction within the group is the biggest satisfier. Safety, relation to work and success are followed by intergroup relations (Bektas, 2003). Mosadeghard (2000) gave job satisfaction dimensions like nature of the job, management and supervision, task requirement, co-workers, job security, and recognition and promotion had more effect on employees organizational commitment in organizational set up. According to Oshagbemi (2003), job satisfaction is an important attribute which organizations desire of their employees. The job satisfaction by employees can contribute to the success of an organization because employees can give full commitment and motivation to perform their job. Pensions and profit-sharing plans are positively associated with job satisfaction (Bender and Heywood, 2006). According to Stephen (2005), one would be wrong to consider one single measure of job satisfaction and there may be number of reasons that need to be considered. He further found that actual work was the biggest satisfier and working conditions were the least satisfier; job security was also big determinant of job satisfaction. (Penn et al., 1988) found that opportunity for professional development is the biggest determinant to differentiate satisfied and non-satisfied employees. An employee will be satisfied if he has reached the ideals in his profession; he will develop positive feelings towards his profession (Sirin, 2009). Absence of work life balance, lack advancement opportunities, work environment, lack of encouragement, and lack of recognition may lead to stress, which ultimately causes dissatisfaction, burnout and finally increased turnover rate within organization (Ahmadi andAlireza, 2007). Job satisfaction is inversely related to burnout, intentions to leave the organization (Penn et al., 1988). According to OLeary, Wharton and Quinlan (2009), job satisfaction is also generally conceived as an attitudinal variable that reflects the degree to which people like their jobs, and positively related to employee health and performance. Toper (2008) stated that, If a person believes that the values are realized within the job, this person possesses a positive attitude towards the job and acquire job satisfaction. In the other words, employees will be motivates to perform their job with good attitudes, so that employees will be automatically satisfied with the job. Topper (2008) proposed that Maslows need theory has connection with job satisfaction. An employee will be satisfied with his/her job when he or she achieves the levels of needs, e.g. physiological, security, social, self-esteem and self-actualization. Mosadeghard (2008) gave job satisfaction dimensions like nature of the job, management and supervision, task requirement, co-workers, job security, and recognition and promotion as having more effect on employees organizational commitment in organizational set up. OLeary, Wharthon and Quinlan (2008), job satisfaction is also generally conceived as an attitudinal variable that reflects the degree to which people like their jobs, and positively related to employee health and job performance. With referring to the concept of Herzbergs motivation theories and supported by other researchers, it shows that motivational factors (achievement, advancement, work itself, recognition and growth) are key foundation that influences and has significant impact on employees job satisfaction.Thus, it is proposed that; There is a significant relationship between achievement and job satisfaction. There is a significant relationship between advancement and job satisfaction. There is a significant relationship between work itself and job satisfaction. There is a significant relationship between recognition and job satisfaction. There is a significant relationship between growth and job satisfaction. 2.5 Research Model This study has integrated different views and thought from past research to study the concept of motivation and factors affecting on employee job satisfaction. Thus, this study focuses on Herzbergs motivation theories. The motivational factors in this theory are achievement, advancement, work itself, recognition and growththat give an impact on employee job satisfaction. Based on that, the research model developed for this study can be seen in Figure 2.5.1. Figure 2.5.1: Research Model of the study Achievement Advancement Job Satisfaction Work Itself Recognition Growth Independent Variable Dependent Variable 2.6 Summary This chapter reviewed literatures on the independent variables of the present study, which are motivational factors (achievement, advancement, work itself, recognition and growth). Meanwhile, our dependent variable that is job satisfaction was discussed. Research methodology of the present study will be discussed in the following chapter.

Moralitys Biological Nature Essay example -- Biology Essays Research

Morality's Biological Nature: Implications for the Attribution of "Good" and "Evil". "A man who has no assured and ever present belief in the existence of a personal God or of a future existence with retribution and reward, can have for his rule of life, as far as I can see, only to follow those impulses and instincts which are the strongest or which seem to him the best ones. . . . If he acts for the good of others, he will receive the approbation of his fellow men and gain the love of those with whom he lives." - Charles Darwin In my last paper "Serial Killers: Just trying to feel normal, it's not my fault" (4) I addressed the question as to whether biology can make us murderers. In my paper I catalogued multiple instances in which biology seems to consistently differ between 'normal' people and individuals who have been dubbed the most immoral, inhuman and evil predators of society. Though I found many biological differences between the normal brain and the murderer's brain, it was not necessarily explained that 'morality' is a common, biologically based aspect of human behavior. The nature of my prior paper was to ascertain whether there is a difference in our brain from that of a killer, but in this paper I explore the biological function of 'morality' and its natural occurrence in the catalogue of human behaviors. Discussing 'morality' as a phenomenon that is inherent in humans will then allow the further exploration of the implications of deviation from this 'norm'. Can these individuals be labeled as 'evil' and be held accountable for their behavior? As the former paper posed implications pertaining to the 'accountability' of a murderer, this paper proposes that these individuals have strayed from the underlying... ...CA/Mail/xmcamail.1997_11.dir/0086.html 3)Brain: The neurobiology of morals. , A small, applicable article. http://www.nature.com/news/1999/991021/full/991021-6.html;jsessionid=DC80A23979EBD5D46DCA819DFA12AC26 4)Serial Killers: Just trying to feel normal, it's not my fault, My last paper. http://serendip.brynmawr.edu/bb/neuro/neuro01/web2/Solano.html 5) Origins of Human Mind Revisited, A short article that touched upon some new ideas. http://abcnews.go.com/sections/science/DailyNews/brainyapes980511.html 6) To the objectives for Good Natured., Commentary upon de Waal's book from a college class. http://mlabar.swu.edu/Animal%20Behavior/Comments%20on%20Good%20Natured.htm 7) The Impact of Psychological Research on Christian Beliefs and Practices , A source of challenges, insights and reminders. http://www.st-edmunds.cam.ac.uk/cis/jeeves/lecture3.html

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Your mission is to apply tools of financial analysis to determine the major causes of Grant's financial problems. If you had been performing this analysis contemporaneously with the release of publicly reported information, when would you have become skeptical of the ability of Grant to continue as a viable going concern? One of the major causes of Grant's financial problem, Is regarding the credit extension and credit terms.These credit terms let consumers only pay $1 for their minimum monthly payments, regardless of the total amount of purchases. This caused Grant to obtain a short-term loan of $600 million to cover the credit of consumer purchases. Another major cause of Grant's financial problem, would be the new product line that he wanted to Implement and It being eliminated from the stores. In addition, numerous stores were also closing which diminished their revenues and chances In reaping the benefit of opening new stores to accommodate the middle-income consumers.From the p ublicly reported Information, I would have become skeptical of the ability f Grant to continue as a viable concern when he Implemented the new strategy of credit extension. The new strategy put W. T. Grant In a position to procure finances from several different banks to absorb the credit from purchases. With the short- term loan not being significant enough to overcome those events, the company had to close a number of stores that were not profitable. The short-term debt Increased almost $20,000 from 1966 to 1967 because of the credit extension to customers and not collecting accounts receivable.Even with the customer Installment receivable Increasing from 1967 to 1968 by almost $30,000, the credit Limit for customer purchases were not being paid fully so the company had to take out more short-term loans. They also had to pull the strategy of Introducing a new product line, which Included furniture and private-brand appliances. The closing of numerous stores would also bring a subs tantial loss of $177 million and a decreases In credit operations accounting. Another problem of Grant continuing as a viable going concern would be the ability for Grant to pay for merchandise.Having a problem tit paying for merchandise will also show a tremendous loss In sales and revenue. This can be seen In the Income statement from sales Increasing, but the net Income decreasing every year since 1972 and having a negative value of 177,340 In year 1975. The retained earnings can also show that In year 1975 the decrease was over $200,000. Research methods By bladderwort One of the major causes of Grant's financial problem, is regarding the credit the new product line that he wanted to implement and it being eliminated from the revenues and chances in reaping the benefit of opening new stores to accommodateFrom the publicly reported information, I would have become skeptical of the ability of Grant to continue as a viable concern when he implemented the new strategy of credit exte nsion. The new strategy put W. T. Grant in a position to procure finances to close a number of stores that were not profitable. The short-term debt increased not collecting accounts receivable. Even with the customer installment receivable increasing from 1967 to 1968 by almost $30,000, the credit limit for customer loans. They also had to pull the strategy of introducing a new product line, which included furniture and private-brand appliances.The closing of numerous stores would also bring a substantial loss of $177 million and a decreases in credit concern would be the ability for Grant to pay for merchandise. Having a problem with paying for merchandise will also show a tremendous loss in sales and revenue. This can be seen in the income statement from sales increasing, but the net income decreasing every year since 1972 and having a negative value of 177,340 in year 1975. The retained earnings can also show that in year 1975 the decrease was over