Theories on Employee Satisfaction and Motivation

Theories on Employee Satisfaction and Motivation This chapter first reviews the HR practices followed in the manufacturing firms in India. Secondly it has a closer examination on the employee satisfaction, motivation, theories on motivation and finally on the factors influencing employee satisfaction. Employees are the important assets of an organization. Many organizations fail to succeed due to employees. Employee motivation is one of the major aspects responsible for organizations prosperity. The motivated employees have the better performance than the unmotivated employees do. Employees performance varies depending upon the motivational level of the employees. Human management practices Human resource management plays a vital role in an organization to achieve the organizational objectives. Each individual possess different skills, abilities and background. Therefore, the organization has to employ the appropriate programs to develop the employees effectively. HRM systems responsible in the successful implementation of employee participation will likely enhance the value of the organization (Arthur, 1994). The authors (Huselid, 1995; Wright, Dunford, Snell, 2001) of strategic human resource management have said that employees behaviors and motivation can effectively be improved through HR practices. The activities of Human resource management are achieved through organization goals. The human resource management (HRM) practices influence the satisfaction of employees in meeting the expectations of the employees. The HRM practices such as involvement programs, performance based compensation , career management practices, performance management , open job -listing and job transfer practices plays a critical role in enhancing the level of motivation. However the response in the Indian manufacturing firms to these critical factors are insufficient towards employee motivation (The Indian express Ltd, 2009). The activities of human resource are human resource policies and human resource planning which involves the recruitment and selection, job design, training and development, wage and welfare management, employee health care benefits, labour relation assistance(photanan,2004). Guest (2002) examined that effect of HRM on Employee performance depends upon the attitude of the Employee towards HRM Practices; hence, the HRM Practices in an organization will be followed depending on the Employees Perception. Wood (1999) and Guest (2002) has focused that the employee commitment and competence is responsible for the successful implementation of Business Strategy. Cooke (2000) has argued that individuals efficiency and effectiveness are more significant than the competitiveness and productivity hence the HR practices such training plays a vital role to increase the individual performance through increased knowledge and skills. The improved productivity of an organization is due to the increased commitment of an employee. The Incentives scheme apart from the associated cost benefits the organization (summers Hyman, 2005). The use of HR practices shows the stronger relationship with the firms productivity in the High growth industry (Datta Et al, 2003). The employee will show an adaptable effort if proper performance management is linked with the compensation system. Qureshi M Tahir and Ramay (2006) have defined Job as a combination of set of activities such as duties, responsibilities, working conditions and expected skills of individual performing the job. Many researchers have proved that employee outcomes have direct relationship with the HR Practices (Sels, et al 2006). These researchers (Collins, Ericksen, Allen, 2005) have examined that the small business units have found that the HR practices has significant relationship with the outcomes of an Employee. In this study, the motivation is found to be the most important activity of HR activities. The HR manager must overlook on the motivational program to different levels of employees in an organization. HRM PRACTICES Employee Satisfaction Organization and structure Mission and Values Company Leadership Opportunity Job satisfaction Pay and benefits Rewards and Recognition Relation between HRM practices and Organization performance OToole and Meier (2008) have examined the relationship between the organization performance and the employees attraction and development of their abilities. However, the previous research has focused the relationship between the HRM outcomes like job satisfaction and the performance of the public organizations. Ostroff (1992), Kim (2005) and Meier Hicklin (2007) have given the relationship between the factors such as job satisfaction, employee turnover and organizational performance. Since the early 1980s, the studies on the HRM in the firms which are privately owned have stressed on the HRM principles. Research has proved that studies have an increased focus in the HRM. (Boselie, 2002). Several authors (Paauwe, 2004 ; Bowen Ostroff , 2004 ; Pfeffer 1995 ; Wall Wood, 2005 ; Boselie et al ., 2005) have supported the assumption that the higher quality of HRM principles that are followed in an organization would lead to the better performance of the employees in the organization. Alt hough many results have found the relationship between the HRM and the performance, there is no clear existence of such relation discovered (Bowen ostroff, 2004). Several authors (Beer, Lawrence, Mill and Walton, 1984) have examined the relation between the HRM practices. For example, the relation between HRM practices such as selection, rewards, training and performance of both individual and organization Relation between the Employee satisfaction and HRM practices Bowen and ostroff (2004) has proposed that employee perceptions play an important role in translating HR practices into desired outcomes in an organization. Furthermore they put on theory by arguing that the employee perceptions of HRM practice are significantly important in an organization .However they have focused not only on the HR practices with respect to the employees behavior that are supported and rewarded by management but rather than HR practices of employees attributions. Thus, the climates for safety-focused behaviors are expected and rewarded. (Zohar, 1980).Schuler Jackson ( 1987) have examined that several authors in the research studies have proposed that every organization establishes the HR strategy in which employees are considered as the assets to exert high quality products and services. The firm likely to have made investments for the continuous development of employee skills, the management also motivates the employees to work hard to achieve the goals moreove r the management focuses on the benefits of the employees in terms of compensation, performance pay above revenues and profits of the organization. In contrast, some firms also adopts the strategy towards the low cost ion theories such as considering employees as cost to control, focused more on the rules and regulations of the organization, quantifies the employee output.(Bamberger Meshoulam ,2000). Schuler Jackson (1987) have proposed that employees are seen as the replaceable workers based on low costs, In contrast Osterman (1994) argued that the firm should possess the responsibility to adopt the innovative work practices such as enhancing skills, commitment and motivation rather than reducing costs. According to the underlying managerial philosophy of employee welfare if employees perceive that the HR practices are motivated towards well-being then employees feel satisfied rather than the management cares less about the well-being of the employees. Importance of motivation Motivation is generally driven for the unmet needs of the employees that help to satisfy the employees through their efforts. The needs of the employees could be the emotional and economic expectations that are influenced by both external and internal environment of the firm. The economic expectations have risen significantly in the last decades. However, the firms in the manufacturing sector face difficulty to meet the rising expectations whereas the emotional expectations have proved to be reasonably fair (The Indian express Ltd, 2009). Every individual has motives that are influenced certain factors to achieve better performance (Kressler 2003). The word motivation is derived from the Latin word Movere which means to move (Kressler 1998). These Researchers (Higgins 1994, as cited by Linder, 1998) has defined Motivation as the internal drive of every individual to satisfy the unmet needs. To achieve the specific unmet needs the individual behave in a purposeful manner (Linder 1998). Jones and George (2004) has stated that the motivation drives the psychological forces of the individual that determines the persons level of effort, the direction of persons behaviour in an organization and persons level of determination in face of the obstacles. The concept of motivation is directly linked to the concept of morale, which states that employee feels positive or negative about the work in the organization. Thus from the above definitions of motivation it is understood that motivated work force or the creating an environment for maintaining high levels of motivation remains a challenge for todays management. Motivation theories Motivation theories help managers with the methods to increase the productivity of the organizations. The Motivation theories, industry and society are linked by the motivation factors and the relationship between is diagrammatically represented as follows Motivation Factors Motivation theories Industry Society Source: Bhatti et al (2008) Many researchers have proposed theories based on the concept of employee motivation and its role in enhancing employees performance in every organization. In this research discussion on some of the motivational theories will include Maslow (Need theory), Hertzberg ( two factor theory) , Mc Gregor ( theory X and Y), Vrooms( Expectancy theory ) are as follows. Maslows hierarchy of needs Maslow conducted an investigation into the human behavior between 1939, and 1943. After his investigation, he suggested that the human needs were classified into five categories that are arranged in a hierarchy of importance. These include Physiological needs Safety needs Belongings needs Esteem needs. Self-actualization needs. According to him, a person is motivated primarily to satisfy his physiological needs. As long as the employees remain unsatisfied, they turn to be motivated only to fulfill them. When the physiological needs are satisfied, they cease to act as primary motivational factors and the individual moves up the hierarchy and seek to satisfy the security needs. This process continues until finally self-actualization needs are satisfied. Source: Chapman (2004) Physiological needs Physiological needs are the most basic needs in the Maslows hierarchy and these needs are required to satisfy the minimum survival of the person, which includes food, water, oxygen, sleep, sex and sensory satisfaction. Some of the organizational factors are required to satisfy the needs include the minimum pay necessary for survival and working conditions. Flexible work schedule allowing opportunities for leisure time, vacation, medical leave etc. Good working conditions are provided to all employees of the organization they must not feel any physical strain. Providing a sufficient salary to fulfill their necessities such as shelter, medicine, clothing and food. Once the satisfactory salary is made available to the employee, then he will in a position to fulfill his needs, salary becomes less important and security needs comes in front such as savings plan. In Maslows hierarchy of needs, the money is directly related to physiological needs since money ensures a safety and comfortable environment. Moreover, pay should prove motivational especially to the employees who have strong low level needs. Suppose if the employees receive a healthy pay raise, doubtless, the raise will not only give them prestige among family and friends but also sign their competence as a worker. Thus pay can also function to satisfy the social, esteem and self -actualization needs. If pay has this ability to fulfill a variety of needs, then it should have especially good potential as a motivator (John, 1996). Safety and security needs Once the physiological needs of the employee are satisfied, safety and security needs would come forth. Needs for safety and security includes financial security, stability, dependency and freedom from fear and anxiety. Under organizational conditions the needs include are safe working conditions, fair and sensible rules and regulations, job security, pension and pension plans and freedom to unionize. According to Maslow, these needs must be minimally satisfied before an employee is concerned with social and belonging needs at work. Social needs According to Maslow, this need is also known as belongingness and love. Social needs include love, affection and friendship with people, especially with spouse, children and friends. Organizational factors that might meet the needs include the opportunity to interact with others on the job, friendly and supportive supervision, teamwork and finally to develop new relationship. According to Maslows theory employees in the organization gain to attain things such as salary, benefit and safe working conditions naturally prior to accepting a job. Esteem needs Once the employees feel satisfied with their pay and benefits at work, they are likely feel to distinguish and be recognized. The need for esteem includes self-respect, self -esteem and esteem for others, which are focused internally and externally. Internally the esteem needs includes a desire for strength, achievement, mastery, confidence, independence and freedom. Externally the esteem needs include desire for reputation or prestige, status, fame, dominance, attention etc. organizational factors that might satisfy these needs include the opportunity to master task leading to feelings of achievement, responsibility, awards, promotions, prestigious job titles and professional recognition. Although all employees does not get the opportunity to get responsibility and status , but generally every employee like to be praised and appreciated for doing a good job. Self-actualization The self-actualization is the highest need in Maslows hierarchy includes the need for self-actualization, continuous self-development and finally becoming the best one among all. Organizational conditions that might meet these needs include Providing challenging and rewarding work. Opportunities to be innovative and creative. Certain degree of autonomy is provided in the challenging environment. Steers (1991) has proposed that higher level of needs are not so important until the low level of needs are satisfied. Thus, it is likely to achieve a higher-level need to attain before a lower level need is completely satisfied. Thus, Maslow examined that working adults are satisfied about 85 percent of physiological needs, 70 percent of safety needs, 50 percent of their social needs, and 10 percent of their self -actualization needs. Herzbergs motivation-hygiene theory According to Herzberg, the theory is also known as two-factor theory. He stated that their will certain satisfiers and dissatisfiers for employees at work. Intrinsic factors are related to Job satisfaction and extrinsic factors are associated with dissatisfaction. Herzberg, Mausner and snyderman (1959) referred to factors that influence job satisfaction as motivators because these factors motivate the employees to performance the work better. Conversely, the factors that cause dissatisfaction are referred to as hygiene factors. According to them, the motivational factors include Sense of achievement, Recognition by others, and Responsibility within the job, Advancement and personal growth, Work itself. The Hygiene factors include Pay, Job security, working conditions, Company policy and administration, Level and quality of supervision ,Interpersonal relationship (Naylor, 1999). Those factors that are related to dissatisfaction are called hygiene or nonsatisfiers, maintenance factors, or events. These factors are related to the work environment of the job, which is also referred to as Extrinsic factors (Peretomode, 1991; Ukeje Okorie Nwagbara, 1992; Whawo, 1993). Herzbergs has been faced several important criticisms. King (1970) has proposed that the model has five different theoretical interpretations. Second, a number of scholars believe that that the model that the model does not give sufficient attention to individual differences are , in fact, important moderators of the effect of job enrichment. People commonly argue that money is a primary motivator, but surveys show that other factors motivate more. For example, a survey by development dimensions international published in the UK times newspaper in 2004 interviewed 1,000 staff from companies employing more than 500 workers, and found more than 500 workers, and found many to be bored, lacking commitment and looking for a new job. Pay actually came fifth in the reasons people gave for leaving their jobs. The main reasons were lack of stimulus jobs. Moreover, no opportunity for advancement-classic Herzberg motivators-43 percent left for better promotion chances, 28 percent for more challenging work, 23 percent for a more exciting place to work, 21 percent and more varied work (Chapman, 2004). It is interesting that, despite the number of criticisms against Herzberg model, Herzbergs motivation -hygiene theory is still popular among corporate managers. Source: From Management (p. 545), by J. Naylor, 1999, Harlow, England: Prentice Hall. McGregors theory This theory was proposed by Douglas Mc Gregor in 1960. He has underpinned assumptions about the approaches taken by managers towards the Employees. Theory X assumptions Individuals especially dislike work. Individuals should be committed to do work to achieve the objectives. Individuals expect the supervisors to direct the work. Theory Y assumptions Individuals view the work to be natural. Individuals learn to accept and seek responsibility. The abilities such as imagination, creativity, ingenuity can be used to solve work problems in the organization. In modern organizations, the intellectual potential of the employees are only partially utilized. McClellands theory of needs This theory was proposed by David C McClelland in 1985. This theory focuses on the following three needs: Achievement, Power and Affiliation which are as follows: Need for Achievement An individual feels the need to outrival to achieve and to succeed. Thus the employees who are in need of achievement do not contribute any challenging work to the organization, and then the motivation will not be seen in them. Need for Power An individual with the high need for power are interested in monitoring others activities rather than self-performance. Thus the employees who are in the need of power will take personal responsibility, provide feedback and they take high risks. Need for Affiliation An individual with the need for affiliation will like to perform the tasks individually rather than work with others. Thus the employees who are in high need to affiliation prefer to spend more in maintain social responsibilities. Vrooms Expectancy (VIE) Theory Vroom has developed the Valence, Instrumentality and Expectancy (VIE) in 1964. The expectancy theory is one of the accepted theories of motivation. It tells about the relationship between expectation and outcome and then motivating individuals come down into three important variables that include effort, performance and outcome (The Certified Accountant, 2008) and the relationship is illustrated below Vroom has proposed the mathematical function for motivation, which involves three cognitions. The equation is as follows. Motivation = expectancy X à ¢Ã‹â€ Ã¢â‚¬Ëœ (valences X Instrumentalities) Motivation = expectancy X à ¢Ã‹â€ Ã¢â‚¬Ëœ (valences X Instrumentalities) Gregoriou (2008) has suggested that the employee is motivated to show a maximum level of effort when he /she believe that their effort leads to good performance appraisal. The personal goals of the employee will be satisfied when he/she is rewarded by the organization. In other words the theory focuses on the following three relationships such as Effort-performance relationship, Performance-reward relationship and rewards- personal goals relationship. The above relationships are shown in the figure Ability Environment Personal Goals Individual Performance Individual Effort Organization Rewards Source: Gregoriou (2008) The above figure explains that the majority of employees offer minimum outcome are not motivated towards their jobs. The workers do not show much commitment towards the production when their effort are not recognized by their employers, when they are not rewarded by the organization and when the expected reward is not attractive personally. In simple words, the expectancy theory concentrates on the understanding of the target of the individual and the relationship that exists between his/her effort, performance, reward and satisfaction. Theories of job satisfaction Three theories of job satisfaction will be briefly discussed below: Affect Theory, Dispositional Theory, and Job Characteristics Theory: Affect Theory Edwin A. Locke developed the Affect Theory in 1976. According to this theory, the differentially weighted work is closely related to the expected pay. The decision has a greater positive effect on his or her overall assessment of job satisfaction. Satisfaction is determined by a disagreement between what one wishes in a job and what one has to do in a job. Employees become satisfied or unsatisfied depending on the expectations faced by him at the work place. When the expectations are met, the person feels satisfied and values the work he carries out and finally shows a higher positive impact on his performance. When expectations are not met , the impact on job satisfaction is negative. Dispositional Theory Timothy A. Judge proposed the Dispositional theory in 1998, a well-known job -satisfaction theory. This theory states that employees at the work place have intrinsic dispositions that cause them to have tendencies towards a certain level of satisfaction. This theory explains that job satisfaction tends to be steady overtime across careers and jobs. The basic idea is that satisfaction is directly related with the need and that implies something to be satisfied. He has proposed four core self- evaluations such as self-efficacy, general self- efficacy, locus of control and neuroticism that determine ones disposition towards job satisfaction. In this model, Higher levels of self-esteem and general self -efficacy lead to higher job satisfaction. Focus on Internal locus of control leads to higher job satisfaction. Finally, lower levels of neuroticism leads to higher job satisfaction Job Characteristics Theory Richard Hackman and Greg Oldham have proposed the Job characteristics theory in 1976. This theory is based on five core job characteristics such as skill variety, Task significance, autonomy and feedback. These five job characteristics are further related to these critical psychological states such as experienced meaningfulness, experienced responsibility for outcomes and knowledge of the actual results. These, in turn, influence work outcomes such as job satisfaction, absenteeism and work motivation. Therefore, if employees are allowed to complete the task by fully utilizing a variety of skills, it is likely that they perceive their job as meaningful that leads to high job performance and high intrinsic motivation. Therefore, if employees are able to accomplished the work completely then they fell satisfied with what they have accomplished which in turn leads to low absenteeism and high turnover. Core Job Dimensions Critical psychological states Personal and work outcomes Skill variety Task identity Task significance Experienced Meaningfulness of the work Experienced responsibility for outcomes of the work Knowledge of the actual results of work activities Feedback Autonomy High satisfaction with the work High quality work High internal work motivation Low Absenteeism and Turnover Employee Growth and strength Source: Celik (1999) Employee Satisfaction Armstrong (2000) has proposed that the HRM is the strategic management where the members of the organization are responsible for the achievement of organizational objectives. According to SHRM, employees are considered as important assets in the organization. These Researchers (Wallale, Eagleson Waldersee 2000) have argued that the HR strategy of an organization should be focused more on developing skills and ensuring motivation and commitment. According to Hunter (1997), Employees are loyal and productive when they are satisfied, and these satisfied employees influence the customer satisfaction as well as organizational productivity (Porterfield 1999).These Researchers (Cranny , Smith Stone 1992) has defined Employee satisfaction as the combination of affective reactions to the discrepancy perceptions of what he/ she wants to receive. The satisfied employees will work more willingly and contribute to the effectiveness of the organization. Good working conditions, Training and Educ ation, Good Relationships with the colleagues, High salary, opportunities, career developments and other benefits may be related with the employee satisfaction. These researchers (Moyes, Shao Newsome 2008) has investigated that employee satisfaction differs from one employee to other employee, that is, an employee may be more satisfied by a satisfying item whereas the other employee may be less satisfied with the same item . This shows that Employee satisfaction should be analyzed from a larger perspective. To investigate the factors responsible for employee satisfaction and measuring the employee satisfaction at the work place is important for the success and profitability of the organization is gaining the competitive advantage in the market scenario (Kelley 2005). Therefore, various factors responsible for employee satisfaction on different areas (such as manufacturing industry, service industry etc) will enrich the literature. Factors affecting Employee satisfaction Several factors determine an individual motivation level. There are two forms of motivation namely intrinsic motivations and extrinsic motivations. Intrinsic motivation results from satisfying an individual belief and values whereas, extrinsic motivation are based on tangible good or service to the individual (Kreps 1990). Deci and Ryan (1985) have proposed that every organization should determine intrinsic and extrinsic factors that motivate employees. In addition, an individual shows his or her satisfaction of an activity depending upon the reward value of the organization. Deci (1971) found a relationship between the external rewards and internal motivation. The intrinsic motivation decreases when the employee receives an extrinsic reward and intrinsic motivation increases when the individual receives the positive verbal reininforcement and positive nonverbal feedback. Therefore, Immediacy is viewed as a reward that enhances intrinsic motivation. Among several factors Communication, Learning and Growth, Working conditions and Employee Engagement are considered as the most significant factors influencing Employee satisfaction from company point of view. Learning and Development These researchers (Delaney Huselid 1996, Huselid 1995, Koch Mc Grath 1996, Mac Duffie 1995) have examined Employee development as the most important determinant of Company performance. Most of the HRM practices related to the development of the human resources of the firm. The development of knowledge or skills of the employee depend upon the technical and non- technical training offered by the company. This shows that the company investments for training have a greater positive effect towards achieving the performance of the employee in the firm. Francesco and Gold (2005) argue that the training and development focus on planning, individual learning, career development and organization development. Molander (1996) has defined Training and Development as the systematic process focused on acquisition of skills, knowledge and attitudes that lead to organizational performance. In addition, the low training in organizations may tend to lose their attractive to the present and potential labour. Harzing and Van Ruysseveld (1995) have stated that there are certain areas to be focused in the training which, are developing the knowledge of the person towards organizational objectives, specific job and task skills, knowledge about understanding the local situation such as social, legal and cultural issues of the environment .Therefore developing the specific personal skills of the employees to perform well in that environment. Training is the most important factor for the employee retention. Employees who receive extensive training will realize about the company investment and show their commitment towards achieving the goals of the organization (Butler 1999). Clark (2001) has pointed out that the care and concern for employees and opportunities for growth are the most significant drivers in establishing the employee loyalty. Moreover, he argued that care and concern for employees could be delivered through employee training. When the employees are trained, specialized and educated, opportunities for growth on the personnel level as well as within the organization will come into existence. The need for Employee training and development is determined by the Employee performance deficiency, which is given as follows Training and Development Needs = Standard Performance Actual Performance Arondhekar et al (n.d) has proposed that any training and development contain certain inputs that enable the employee to gain skills, learn the theoretical inputs that help them to look into the distant vision. The inputs of training and development are as follows Skills Education Development Ethics Attitudinal changes Decision-making and Problem solving skills. Importance of Training and Development in the organization Arondhekar et al (n.d) has stated there are many benefits of Training and Development to the organization as well as to the employee which are categorized as under Benefits for the organization. Benefits for the Employee. Benefits for the organization Enhances communication between the group and individual. Assist in orientation of new employee especially those who take new job through transfer or Promotion Provides information in equal opportunities and affirmative action. Provides information on administration policies and other Government laws. Improves Interpersonal skills Make

The DVD Revolution :: essays research papers fc

The DVD Revolution Specific Purpose: To inform my audience about the features and advantages of DVD video. Central Idea: The DVD video format has superior audio and visual quality to VHS, as well as more special features, which is why it should eventually occupy the place of the VCR in American households. Introduction   Ã‚  Ã‚  Ã‚  Ã‚  I’d like to start things out by taking a survey. How many of you remember having a CD player in your house fifteen years ago? Not very many of you, I see. Of course, we all have CD players now. It took a little over a decade and some major price drops, but eventually we all threw out our old vinyl and cassettes and opted for the excellent sound quality and convenience of CDs.   Ã‚  Ã‚  Ã‚  Ã‚  Just as the CD took the place of cassettes, many people believe the DVD, or digital versatile disc, will soon take the place of VHS tapes. Many of you may not even know what a DVD is, so before I go any further, let me show you what one looks like. (Take out DVD disc) It’s the same size as a CD, but it has two sides. Just like a VHS tape, it plays movies directly on your television. DVD video players were originally released in early 1997, and their first year sales were twice that of CD players, which is strong evidence that the DVD is here to stay. Why is the DVD so popular, and what makes it better than VHS? There are three main reasons: sound quality, picture quality, and special features exclusive to DVD. (Transition: Let’s start with the sound quality of DVD) Body I. The sound quality of DVD is far superior than that of VHS. A. DVD discs utilize digital technology, which is the same technology used by compact discs. 1. This means that you will get crisp and clear sound equal to CDs.   Ã‚  Ã‚  Ã‚  Ã‚  B. DVD players are also compatible with all surround sound formats. 1. For those of you who don’t know, surround sound is a system of speakers set up across a room that provides a listening experience similar to being I in a movie theater. 2. The combination of a surround sound system and CD quality sound is best realized when listening to musicals like â€Å"Singing in the Rain†, or action films with a lot of sound effects, such as â€Å"Starship Troopers.† C. You have the ability to listen to different audio tracks. 1.

Toothpaste critique

What's in This Toothpaste? By David Botanist. The audience/reader Is informed about how toothpaste In made, the Ingredients which are used to make Just a bottle of tube and other alternatives that can be used if you opinion about toothpaste changes. The author talks about if toothpaste is something you should consider or keep using. There are a few examples of diction which are present in the essay, the first one would be, â€Å"It's there because people like to have a big gob of toothpaste to spread on the brush.This creates a mental picture/image in the readers mind because, this effect relates to Imagery while the reader Is reading that passage they can relate to It because they have seen It in first person. Another example of imagery is present as the author states, â€Å"The tube of toothpaste is squeezed, it's pinched metal seams are splayed. † This creates the same visual effect in the readers mind, when they are doing that and it is impossible to make the toothpaste t o come out, so this relates to the readers past experience.Another example where David Botanist shows imagery is, â€Å"This is the flavoring, and it has to be strong. Double rectified peppermint OLL Is used. † This creates an Imagery of smell which the reader often smells after brushing his/her teeth. In the essay syntax Is present, the first example is where and how the author places his paragraphs, the author in depth states his first topic and first ingredient and then backs up his argument, he then explains what the ingredient is used for and also gives a description.This show that the paragraphs are well placed and explained, this creates an effect of keeping the essay neat and well organized. Another example where the author shows sentence structure Is how the author keeps the paragraphs hurt, which tends to trick the reader that he Is reading less but really he Is reading the same but faster. This creates an effect of speeding up the tempo of the essay. Usually if the paragraphs are too long the reader tends to get bored or distracted.Another example is the author makes a statement, â€Å"Water mostly, 30 to 45 percent in most brands: ordinary, everyday simple tap water. † In the essay this is an incomplete sentence where the author makes a statement and carries on, this creates an effect of a pause so the reader can think about that basically people pay three dollars or more for water. A powerful rhetorical device which is used is juxtaposition, where the author compares two things, toothpaste and water, â€Å"studies show that brushing with just plain water will often do as a good Job. This give an alternative for the reader if their opinion on toothpaste changes. A second rhetorical device is hypoxia, where the author raises a question but ends up answering it himself to add effect, â€Å"Is that it? Chalk, water, paint, seaweed, antifreeze, paraffin 011, detergent, and peppermint? Prove his point, also it allows the author to write more, the effect of this is that this is play on word.The third rhetorical device which is present is colloquialism, word like â€Å"bobbing,† â€Å"gob,† â€Å"goodies,† and other slang words that the author uses to get his point across for everyone, interpreting the author you can tell that the author uses informal words to connect with the younger audience. The tone that the author sets is for a younger audience, the author uses in formal word, to target teenagers, another target is the people who don't know much about toothpaste. The title of the essay grabs the attention of the reader and forces them to read. Toothpaste is meeting people use daily but they have no clue what it is made up of.The mood which is created is the audience feeling disgusted because toothpaste manufactures use; pesticide, detergent and chalk: the kind that teachers use to write on the black board, and that is the same toothpaste we put in our mouth. Another mood is the audience is i nformed about how bad toothpaste could be if swallowed. Overall the writing choices made by the author were remarkable, really loved the message the author way trying to get across. In the end David Botanist serves his purpose of writing the essay of educating people about toothpaste.

Definition and Examples of Advanced Composition

Advanced composition is a university-level course in expository writing beyond the first-year or introductory level. Also called advanced writing. In its broadest sense, says Gary A. Olson, advanced composition  refers to all postsecondary writing instruction above the first-year level, including courses in  technical,  business, and advanced  expository writing, as well as classes associated with  writing across the curriculum. This broad definition was the one adopted by the  Journal of Advanced Composition  in its early years of publication (Encyclopedia of English Studies and Language Arts, 1994). Examples and Observations A good many educators use the term advanced composition to refer specifically to a junior- or senior-level composition course concerned more with writing in general than with how writing functions in particular disciplines...It is unlikely that compositionists will ever reach consensus about advanced composition, nor would most teachers want some kind of monologic, universal method and course. What is certain is that advanced composition continues to grow in popularity, both among students and instructors, and it remains an active area of scholarship.​  (Gary A. Olson, Advanced Composition. Encyclopedia of English Studies and Language Arts, ed. by Alan C. Purves. Scholastic Press, 1994)[T]eaching advanced composition should be more than just a harder freshman course. If advanced composition is to have any viability at all, it must be founded on a theory that (1) shows how advanced composition is different in kind from freshman composition and (2) shows how advanced compositi on is developmentally related to freshman composition. The harder approach achieves only the latter.​  (Michael Carter, What Is Advanced About Advanced Composition?: A Theory of Expertise in Writing. Landmark Essays on Advanced Composition, ed. by Gary A. Olson and Julie Drew. Lawrence Erlbaum, 1996)Students who enroll in advanced writing courses write with proficiency yet often rely on formulas; their prose is stuffed with too many words and weighed down with nominalizations, passives, prepositional phrases. Their writing lacks focus, details, and a sense of audience . . .. The goal of an advanced writing course, therefore, is to move students from proficiency to effectiveness.​  (Elizabeth Penfield, Freshman English/Advanced Writing: How Do We Distinguish the Two? Teaching Advanced Composition: Why and How, ed. by Katherine H. Adams and John L. Adams. Boynton/Cook, 1991) Sites of Contention My advanced composition courses currently function not only as skills courses but also as sustained inquiries into how writing functions (and has functioned) politically, socially, and economically in the world. Through writing, reading, and discussion, my students and I focus on three sites of contention--education, technology, and the self--at which writing assumes particular importance. . . . Although relatively few students choose to write poetry in my current advanced composition courses, it seems to me that students attempts at poetic composition are considerably enriched by their integration into a sustained inquiry about how all sorts of writing actually function in the world.​  (Tim Mayers, [Re]writing Craft: Composition, Creative Writing, and the Future of English. University of Pittsburgh Press, 2005) Explorations For most of my first eleven years at [Oregon State University]--the years during which I taught both first-year and advanced composition--I wrote identical course descriptions for these two composition classes. The basic structure of the syllabi for the two classes was also similar, as were the assignments. And I used the same text as well . . .. Students in advanced composition wrote longer essays than first-year students, but that was the primary difference between the two courses...The syllabus for my fall term 1995 advanced composition class . . . raises new issues. The text that follows begins with the second paragraph of the course overview: In this class we will discuss questions such as these as we work together to become more effective, self-confident, and self-conscious writers. As is the case with most composition classes, we will function as a writing workshop--talking about the writing process, working collaboratively on work in progress. But we will also inquire together about what is at stake when we write: we will explore, in other words, the tensions that inevitably result when we wish to express our ideas, to claim a space for ourselves, in and with communities that may or may not share our assumptions and conventions. And we will consider the implications of these explorations for such rhetorical concepts as voice and ethos. (Lisa S. Ede, Situating Composition: Composition Studies and the Politics of Location. Southern Illinois University Press, 2004)

The Role Of Alcohol Abuse And Academic Performance

Emerging Adulthood, a stage of human development that takes place during the age of 18 to 25. This is our golden age. This is a time when we are stepping into the real world and fully grow as a human being. This is the most important stage of our life. However, this is also the time when we are in college, where drinking has been glorified as a popular culture. Although people have a good time at parties and such, Alcohol abuse poses a negative effect on our college experience in many different way. During college, men and women are highly exposed to Alcohol use. According to a study from the Center for the Study of Collegiate Mental Health at Penn State University (2009), there is a clear linkage between Alcohol abuse and academic performance. From their result, there is an inverse correlation between student’s Grade Point Average and the amount of Alcohol consumption. Every year, many students face Alcohol problems and eventually drop out of school or even get into life-thre atening situations. My topic and focus are important because it points out the possible outcome of alcohol usage during college and how it will affect our future growth. To give an overview of this paper, I will be discussing how alcohol negatively impacts college students through the four domains of human development. Within human development, there are four domains, cognitive; social; emotional; and physical. I will start with cognitive and follow the order above in the remainder of this paper. TheShow MoreRelated The Problem of Teen Alcoholism in the United States Essay1102 Words   |  5 Pagesmay not in particular. Alcohol use among teenagers is a serious problem and is responsible for death and injury in automobile accidents, physical and emotional disability, deterioration of academic performances, aggressive behavior that causes a number of other sociological problems in families and among friends. It is also the primary cause of criminal behavior and a leading cause of bro ken marriages. As we know its a broad topic therefore Ill look at the role that alcohol plays in the society andRead MoreCharacteristics Of Alcoholic Parents And How Alcohol Dependency May Influences Their Children s Well Being1725 Words   |  7 Pagesthat suffer from alcoholism can affect many aspects of a child’s well-being. The consumption of alcohol can alter a person’s thought process and decision making. When a parent has a dependency on alcohol, it affects the decision making not only in their life, but the life of their child’s. An addiction to alcoholism can change the parent’s parenting style in the moment of consumption and in between alcohol consumption, whiles they are sober. Children of alcoholics (COA’s) are at risk for differentRead MoreHigh Risk Family Assessment Health Promotion1593 Words   |  6 PagesHigh-Risk Family Assessment Health Promotion Drug and Alcohol Abuse Substance abuse can occur with legal drugs like alcohol, tobacco and prescription medications, illegal drugs that are purchased on the street, or prescription drugs used for reasons other than health. Alcohol is the most frequently used legal drug, and cocaine, heroin, and marijuana are the most commonly used illegal drugs. Each drug has precise effects on body systems. Some drugs can lead to acute and chronic problems; someRead MoreA Brief Note On Academic And Experiential Learning1038 Words   |  5 PagesAcademic Experiential Learning The manner with which school counselors are encouraged in taking on prevention and intervention strategies will be utilized through is a combination of psychoeducational and small groups. Psychoeducational groups work on developing and expanding students’ cognitive, social and behavioral perceptions of drug use (Corey, Corey Corey, 2014) while counseling groups will focus on personal, emotional and social/interpersonal development, problem-solving and in introducingRead MoreThe Effects Of Home Life On Children s Development896 Words   |  4 PagesEvery day, and in every home, kids are affected by the actions of those around them. 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UnderageRead MoreThe Effects Of Substance Abuse On The School Aged Populations787 Words   |  4 PagesSubstance Abuse and Addiction in the School-Aged Populations One study asked counselors about the prevalence of substances used by high school students and found that the counselors most often dealt with alcohol issues (Burrow-Sanchez Lopez, 2009). While alcohol may be one of the most widely dealt with substances from a counselor’s perspective, it is essential to be able to identify signs of alcohol abuse and other substance abuse so that action can be taken. Signs of substance abuse can vary,Read MoreThe Effects of Alcohol Consumption on College Students1227 Words   |  5 Pagesï » ¿ The Effects of Alcohol Consumption on College Students On a weekly basis, college students consume more alcohol to fit in with their peers. Prior research has shown how alcohol consumption can lead to negative effects. Typically, college students ignore the negative effects of consuming alcohol, in order to have a good time. College students are the point in their life where they are searching for new and exciting ways to fit inRead MoreLatino Community At Risk Youth Focus Group Of Forsyth County1130 Words   |  5 PagesMonday – Friday from 3:30 p.m. to 7:30 p.m. for extracurricular activities. This program will consist of 15 intense weeks where students will participate in weekly meetings that will talk about the consequences of being involved with gangs, alcohol and drug abuse, and playing a part in community violence. This curriculum will teach reasons behind being a part of a gang, outface the myths of cultures being gangs, and educate the adolescents other possible lifestyles. The youth involved will also be

Art as a Mirror of Society - 678 Words

ART AS A MIRROR OF SOCIETY Art is seen as mirror of our society. It is therefore a source of communication put into meaning by ones ideology and inspiration, which allows us to related to Art in our own way. Visual Arts evokes conversation and seeks to solve problems of creativity and visual communication which has become a dominant global, social, racial, political, religious and capitalist force. The commercialization and commodification of this Visual Art shapes perceptions of visual cultures and visual communication. Art is therefore a reflection of a society influenced by ones own self concepts and experiences. – Differences + Value = Meaning society puts to define differences. Though Art is popular culture,†¦show more content†¦Though not hard and fast, I suggest that through this course, your ideology of Art, your execution of work will give precedence to the changing ideas of Visual Arts. Hopefully, this is characterized by the development of conceptual thought enabling the creative mental powers intrinsically and extrinsically. In this regard, Art is dynamic and demands much more than thought, as a contemporary way of life. Tradition has been broken as technology changes the visual experience. The course will focus on investigation and use of visual elements and principles of design. It helps in providing further investigation, exploration of art forms. These set ideas to inspire and invoke liberating ideas and innovative thinking to translate them into meaningful messages. ‘Art is Never Wrong’ – Kacy Witter. Having the basic understanding about Art and Art forms, becomes questionable as we use the basic elements and pr inciples to define what we see necessary as Art. Popular culture as I shared before, through the postulation of John Fiske is ‘formed always in reaction to and never as part of the forces of domination.’ 1989. 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I have obtained great facts upon Mayan culture and writings. The ingenuous data that I will be discussing can be found in the book titled â€Å"The Hidden Maya†, a short text consisting of veiled information upon

Structure To Carry Out Business Operations â€Myassignmenthelp.Com

Question: Discuss About The Structure To Carry Out Business Operations? Answer: Introduction Just like sole proprietorship and incorporated business organizations, a partnership is a business structure used to carry out business operations. The meaning of partnership in Australia is the same across all states and territories in spite of different legislations governing it. Every definition provided by such legislation provides the same meaning in relation to the existence of a partnership. Firstly a partnership comes to an existence through a valid agreement between two or more partners. The agreement must satisfy all the essential elements of a contract. The agreement must be for the purpose of carrying on a business activity comprising of various business transaction. In case an agreement is formed between two or more parties to carry out a particular transaction it results in joint venture and not a partnership. The partnership provides mutual rights to all partners in the business as per the terms of the agreement. The partners are in accordance to the law of agency boun d to each other actions and each partner is regarded as an agent of the business. Therefore if one partner gets into a contract on behalf of the business the contract would be binding on all the partners of the business. A partnership has to be initiated for the purpose of making a profit. Non profit businesses like sporting clubs and charities are not considered as partnership and neither governed by the Partnership Act (Callison Sullivan, 2012). The commonwealth legislation which governs partnership in Australia is the Partnership Act 1963. In order to find out the position of mary, violet, sonny and rose it has to be firstly determined that whether a relationship of partnership exists between them on not. In case they are partners they would be liable to the third party for the actions of each other. Whether a partnership between the parties exists or not would be determined through the application of the elements of partnership in relation to the scenario. Existence of a partnership This section of the paper determines whether a relationship of partnership is present or not between Mary, Violet, Sonny and Rose through applying case laws and legislation to the facts of the case. As provided by Morse (2010) a partnership is a association among individuals indulging in business activities for the general purpose of making profit. It requires an agreement between two or more parties which is binding legally and contractual in nature. In the case of Green v Beesley (1835) 2 Bing N C 108 at 112 Tindal CJ defined partnerships as mutual participation however no legal entity is created by a partnership. In the case of Smith v Anderson (1880) 15 Ch D 247 at 273 it was provided by James LJ a partnership is a relationship between fixed person who are bound to each other with respect to an agreement which is carried out for a mutual objective, both in times of profit and loss. However a limited number of people are only allowed to form a partnership as provided by the Corpor ation Act 2001. The law of partnership is taken from both common law and statutory provisions. In the case of Lang v James Morrison Co Ltd (1911) 13 CLR 1 at 11 it was ruled by the court that partners while performing their duties in relation to the course of business acts as the agents of each other. The Partnership Act 1963 (PA) through section 6 provides the meaning of partnership. The section states that relationship between people having a common aim of profit making is a partnership which also includes an incorporated partnership. An external partnership is also included in the partnership as per section 6. Mary and Rose It has been provided by the scenario that Rose and Mary run a business known as the Busy Bee Florist Shop as partners. This means that they are bond to each others action which is committed during the course of business. There has been unseasonal weather and a drought which have resulted in losses for the business. They have also taken loan from friendly bank which is according to the provisions of partnership binding on each other. The profits and losses also have to shared by them equally as a contrary agreement has not been provided. Rose has approached one of her friends Violate to obtain a loan by providing her a share of profit. She has the authority to enter into contracts on behalf of the partnership therefore the contract is valid. Latter Mary had approached Sonny who is also the employee of the partnership for a lone in return of profit sharing in the business. After obtaining the loan both Mary and Rose go for a vacation even when the business was declining. They had also informed the bank from which they have taken loan that they have incorporated Sonny and Violet as partners. The question which has to be determined is that whether Violate and Sonny are the partners of the firm and thereby bond to the bank loan. The legal position of violet The agreement which Violet has entered upon with Rose in relation to providing the loan of $20000 to the business had the following terms. Firstly violet would have the right to share 20% profit and losses in relation to the business. Secondly violet would have the right to examine the books of account of the partnership. Thirdly, she would be entitled to be provided with a business statement quarterly. Finally, the money provided by her has to be considered by a mere loan and she is not to be considered as a partner of the business. The document of loan was executed before the money had been advanced by Violet. Section 7 of the PA provides provisions for the purpose of determining whether a relationship of partnership exists between the parties or not. 7(1) states that for the purpose of determining a relationship of partnership exists or not is based in the application of subsection 2-4 of this section. In the case of Canny Gabriel Castle Advertising Pty Ltd Anor v Volume Sales (Finance) Pty Ltd (1974) 131 CLR 321 the defendants Volumes sales had indulged into an agreement to finance Fourth Media Management Pty Ltd. The agreement specified that the business was a joint venture and the money is provided only as a loan to the business. However the judges in this case ruled that the contract is an implied partnership and not a joint venture or a loan agreement. This was because the view of both the parties to the contract was to make profit. The profit which was made were to be shared equally. The parties were interested in financial well being of each other, thus this was a partnership and not a joint venture agreement. In the case of Re Ruddock (1879) 5 VLR (IP M) 51 the court ruled that even where the agreement stated that a person should not be considered as a partnership of the business they can be considered as partners in case it is evident they the requirements of partnership have been fulfilled. The right to participate in profit was held to be an authority of establishing partnership. The case provided that the relationship with respect to a partner is determined with respect to their rights in the business and not the wordings of the agreement. In the case of Wiltshire v Kuenzli (1945) 63 WN 47 Roper J stated that in order to determine the relationship of partnership not only the statutory rules but the whole circumstances surrounding the case has to be considered by the court. The court provided that if the parties to the partnership agreement agree to all things which show that they have indulged in a partnership, no contrary words can show that they do not have the intention to be bound to each other actions. In case the facts of the situation are ambiguous than the expressed intention of the parties stating that they do not want to be bound as partners has to be considered to determine partnership. However if there are clear facts which state that the relationship is a partnership the expressed intention by the parties to it is meaningless. As per the partnership act the receipt by a person to share profits is the main evidence to establish the relationship of partnership however mere contingency and profit variation in relation to the business done not establish a partnership relationship by itself. The principles have also been discussed in the case of Cox v Hickman (1880) 8 HL Cas 268 and Television Broadcasters Ltd v Ashtons Nominees Pty Ltd (No 1) (1979) 22 SASR 552. In the given circumstances it has been provided that violet not only wants to share profits but also wants additional control over the business. It has been expressly stated in the agreement that she does not want to be a partner of the business. However as per the above discussed case laws it has been analysed that even if the agreement states that a person does not want to be a partner he can be held as a partner upon the analysis of the other circumstances of the agreement. Therefore the fact that it has been provided by agreement between Violet and Rose that Violet is not a partner would not make her evade the liabilities of a partner. In addition the Violet is not only sharing profits in the business but by checking the books of accounts and with the right of quarterly business statements she has a significant involvement in the business. From such terms it can be determined that the she is also impliedly carrying on the business in common cause with Rose and Mary. Therefore giving relevance to the overall agreement she has with Rose she has to be regarded as a partner. Legal position of Sonny Section 7(4)(b) of the PA states that an agreement with an agent or employee of a person for remuneration through share of a profit does not make such person a partner of the business itself. Section 7(4)(d) further states that if a person lends money to the business and has a contract in writing with respect to which such person is entitled to get a interest rate changing with, or a sharing of profit from carrying out business does not become itself a partner of the business. In the given situation Sonny who is also the employee of the business has provided a loan of $10000 to the business in relation to a contract with Mary. The terms of the contract state that as a consideration of making the loan Sonny is entitled to receive a profit or loss of one-eight share of the firm. As discussed above as per the principles of the Ashton and Cox case mere sharing profit in the business does not make a person a partner. In addition the PA through the above discussed subsection 7(4)(b) and 7(4)(d) mere profit sharing does not make a person a partner of the business. In the case of Federal Commissioner of Taxation v Whiting (1943) 68 CLR 199 it was specifically provided by the court that advancing money in the form of loan by a person does not make him a partner of the firm itself. In the given situation as per the consideration of providing loan Sonny is only entitled to profit or loss and not other control over the business. Therefore through the application of the common law and statutory provisions it can be said that Sonny is not a partner of the firm. Conclusion It has been derived through the above discussion that Violet is a partner of the firm along with Rose and Mary, whereas Sonny is not. As per the provisions of partnership all partners are agents of each other and bound to each other actions. Here Rose and Mary have gone on a vacation and the business is still suffering losses. Even of this fact was not disclosed to Violate and even when the agreements provides that Violet is not a partner, she is liable to be bound to all actions of the business. Therefore she has the liability to repay the loan to Friendly bank along with Mary and Rose References Callison, J. W., Sullivan, M. A. (2012). Partnership Law and Practice: General and Limited Partnerships. West. Canny Gabriel Castle Advertising Pty Ltd Anor v Volume Sales (Finance) Pty Ltd (1974) 131 CLR 321 Corporation Act 2001 (Cth) Cox v Hickman (1880) 8 HL Cas 268 Federal Commissioner of Taxation v Whiting (1943) 68 CLR 199 Lang v James Morrison Co Ltd (1911) 13 CLR 1 at 11 Morse, G. (2010). Partnership law. Oxford University Press. Partnership Act 1963 (Cth) Television Broadcasters Ltd v Ashtons Nominees Pty Ltd (No 1) (1979) 22 SASR 552. Wiltshire v Kuenzli (1945) 63 WN 47