Art Appreciation 2 - Research an Artist - Diego Rivera

ART 110 – Art Appreciation Assignment #2 – Research an Artist The Early Life of the Artist 1. When was the artist born? Diego Rivera was born on December 8, 1886. (Wiki) 2. Where was the artist born? Rivera was born into a well off family in Guanajuato City, Guanajuato, Mexico. (Wiki) 3. Note any information you were able to find on the parents of the artist. Rivera’s maternal linage stemmed from Jews who had converted to Roman Catholicism. His father’s side came from Spanish nobility. (Wiki) 4. Did the artist have any brothers or sisters? Rivera was born with a twin brother, Jose Carlos, who died before he was two years old. He also had a sister, Maria del Pilar Rivera, who was 4-5 years younger than†¦show more content†¦What style did the artist work in? (This is noted for you at the beginning of this assignment). Diego Rivera worked in political protest. He had been asked to paint a mural in Moscow for the 10th anniversary of the October Revolution but was ordered out due to involvement in anti-Soviet politics. Upon his return to Mexico he was kicked out of the Mexican Communist Party due to their belief that his 1928 mural In the Arsenal was believed by some to show Rivera’s prior knowledge of a murder by a Stalinist assassin. And in 1933, Rivera was asked to paint a mural in Rockefeller Center, New York, and when they saw it contained the image of Vladimir Lenin it was removed from the wall, and Rivera lost his commission to paint a mural for the W orld’s Fair in Chicago. (Wikipedia) 2. Describe the significant characteristics of this style. The style of art of Political Protest is often driven from anger, brutality, war, protest and feelings of government misrepresentation. The piece is designed to get these emotions across, to make people understand how the artist feels. Often colors and hidden images or phrases are embedded to create a more lasting effect. 3. Name some of the other artists who worked in this style. Artists who worked in the style of Political Protest are Pablo Picasso (Frank, p.410), Bob Dylan (musician/song writer), Hunter S. Thompson (political writer), and many photojournalists emerged during the civil rights movements.Show MoreRelatedArt as an Embodied Imagination22095 Words   |  89 Pagesied ImJournal of Consumer Research, Inc. Speaking of Art as Embodied Imagination: A Multisensory Approach to Understanding Aesthetic Experience Author(s): Annamma  Joy and John  F.  Sherry, Jr. Reviewed work(s): Source: Journal of Consumer Research, Vol. 30, No. 2 (September 2003), pp. 259-282 Published by: The University of Chicago Press Stable URL: http://www.jstor.org/stable/10.1086/376802 . Accessed: 22/10/2012 06:18 Your use of the JSTOR archive indicates your acceptance of the Terms ConditionsRead MoreArt as an Embodied Imagination22095 Words   |  89 Pagesied ImJournal of Consumer Research, Inc. Speaking of Art as Embodied Imagination: A Multisensory Approach to Understanding Aesthetic Experience Author(s): Annamma  Joy and John  F.  Sherry, Jr. Reviewed work(s): Source: Journal of Consumer Research, Vol. 30, No. 2 (September 2003), pp. 259-282 Published by: The University of Chicago Press Stable URL: http://www.jstor.org/stable/10.1086/376802 . Accessed: 22/10/2012 06:18 Your use of the JSTOR archive indicates your acceptance of the Terms ConditionsRead MoreIntroduction to Rizal Course11998 Words   |  48 PagesLECTURE GUIDE IN SOC 6 WEEK 1—ORIENTATION / INTRODUCTION TO RIZAL COURSE WEEK 2 BACKGROUNDER OF RIZAL’S FAMILY / HISTORICAL BACGROUND OF RIZAL: A. ANCESTRY OF RIZAL. Rizal came from a mixture of races. From his father side, his great grandfather was a Chinese merchant from Amoy, China. In the closing year of the 17th century, Domingo Lamco who assumed the family surname â€Å" Mercado â€Å" in consonance with the decree of Governor General Narciso Claveria to free all Spanish subjects and their childrenRead MoreStephen P. Robbins Timothy A. Judge (2011) Organizational Behaviour 15th Edition New Jersey: Prentice Hall393164 Words   |  1573 PagesOrganizational Behavior This page intentionally left blank Organizational Behavior EDITION 15 Stephen P. Robbins —San Diego State University Timothy A. Judge —University of Notre Dame i3iEi35Bj! Boston Columbus Indianapolis New York San Francisco Upper Saddle River Amsterdam Cape Town Dubai London Madrid Milan Munich Paris Montreal Toronto Delhi Mexico City Sao Paulo Sydney Hong Kong Seoul Singapore Taipei Tokyo Editorial Director: Sally Yagan Director of Editorial Services:

Child Abuse and Neglect Essay - 1139 Words

Child Abuse is a very serious issue all throughout the world, in all different countries, cultures, and communities. The four main types of abuse are emotional abuse, physical abuse, neglect, and sexual abuse, and although emotional abuse and neglect are often overlooked, each has just as severe effects on children as sexual and physical abuse (Saisan et al.). The many causes of all kinds of the abuse of children have devastating effects on the child’s life presently and later on in life. There are multiple different causes of child abuse, and although abusing a child cannot be pinpointed to one specific characteristic, issue, or situation, there are factors which contribute to the abuse or neglect of a child. It is preposterous to†¦show more content†¦Although the visible signs of emotional abuse in children can be challenging to find so of the effect of this type of abuse are insecurity, poor self-esteem, destructive behavior, withdrawal, poor development of p rimary skills, alcohol or drug abuse, suicide, and difficulty forming lasting relationships. All parents have occasional momentary â€Å"loss of control† and say something hurtful to their child and later regret it, but true emotional abuse is â€Å"losing control† consistently, not just â€Å"once in a blue moon† (Emotional). Emotional abuse can make a child truly believe that they are â€Å"worthless† or â€Å"no-good† because that is what they have been consistently told they are (Saisan et al.). Emotional abusing a child can be detrimental to that child’s life, so is it really worth it to say something hurtful? The sexual abuse of a child can be extremely detrimental to a child. Sexual abuse includes a wide spectrum of things such as sexually touching a child, as well as non-touching offenses, sexual exploitation, and intercourse (Child Sexual). Although many people thing that sexual abuse only consists of intercourse itself, which is simply the most extreme case, sexual abuse also consists of engaging in indecent exposure, exposing a child to pornographic material, soliciting a child for theShow MoreRelatedChild Abuse and Neglect1653 Words   |  7 Pages Child Abuse and Neglect Child abuse, or child maltreatment, is an act by a parent or caretaker that results in or allows the child to be subjected to death, physical injury, sexual assault, or emotional harm. Emotional abuse, neglect, physical abuse, and sexual abuse are all different forms of child abuse. Child abuse is more than bruises and broken bones. While physical abuse might be the most visible, other types of abuse, such as emotional abuse and neglect, also leave deep, lastingRead MoreChild Abuse And Neglect704 Words   |  3 Pagesexperience this feeling, not just for a second, but throughout their childhood. Neglect is child abuse, as well as physical abuse, sexual abuse, and emotional abuse. Child abuse is awful because it causes the child to feel worthless, to lose trust, and to have serious psychological problems early on in life. Neglect is the most common form of child abuse. The parent or caregiver fails to provide basic needs for the child. Neglected children are constantly being told that they are worthless orRead MoreChild Neglect : Neglect As A Form Of Child Abuse2216 Words   |  9 PagesChild Abuse: Neglect Has The Community Done Enough To Reduce Cases Of Neglect As A Form Of Child Abuse? Thesis statement: most scholars and practitioners have elaborated adverse impacts of child abuse, especially child neglect, but the research focuses on the positive side of the discourse; it concentrates on the community contribution and the steps that have helped to reduce and stop the act in many nations. The term child abuse got used in a very broad array of situation that it has become hardRead MoreChild Abuse and Neglect2475 Words   |  10 Pages This paper will discuss child abuse and neglect and the lasting effects left on a child. The main types of abuse and neglect explained are emotional abuse, psychological abuse, physical abuse, sexual abuse, medical neglect, educational neglect, emotional neglect, and physical neglect. Included are some warning signs of these different types of abuse and neglect and the legal definitions of each. It is important to understand that all of these forms of abuse and neglect are different and containRead MoreChild Abuse and Neglect922 Words   |  4 PagesASSIGNMENT 1: SOCIAL ISSUE- CHILD ABUSE AND NEGLECT KIM CARTER SOCIOLOGY PROFESSOR PATRICIA HENNINGTON JANRUARY 29, 2012 Child abuse and neglect The issue of child abuse and neglect is serious, controversial, and is escalating in today’s society. Many people are not aware, but child abuse is rampant in our society. Many child abuse and neglect cases go unreported because a person may not know the signs and symptoms of child abuse and neglect or perhaps the person or person may feel that thisRead MoreChild Abuse and Neglect1678 Words   |  7 Pagestopic of child abuse is one of the hardest topics to write about. It is imperative to have a profound understanding of this topic and its consequences specially when working in the field of human services. Professionally and personally, I have encountered situations where child abuse is present. This reality has touched my life in many ways and these experiences continue shaping me as a human being and as social service provider. I will try to cover in this paper the subject of child abuse, its definitionsRead MoreChild Abuse And Neglect Of A Child817 Words   |  4 PagesC hild Abuse and Neglect The meaning of child abuse is the mistreatment of a child in the form of injury, sexual abuse, neglect or exploitation. The signs of possible child abuse include, but are not limited to sudden behavior change, untreated medical issues, difficulties in school, lack of adult attention, the child makes excuses to stay away from home. Parents can also show signs such as showing little interest in the child, blaming the child for the child’s problems. The parent could ask theRead More Child Abuse and Neglect814 Words   |  4 Pages Child Abuse Child abuse and neglect is frightfully high. As a country this is unacceptable. We need to come up with better ways to fight this â€Å"disease† before we destroy our children, our future. An estimated 903,000 children across the country were victims of abuse or neglect in 2001, according to national data released by the Department of Health and Human Services. The statistics indicate that about 12.4 out of every 1,000 children were victims of abuse or neglect, a rate comparable to the previousRead More Child Abuse and Neglect1102 Words   |  5 Pageswhat effects abuse can have on a child? The effects abuse can have on a child is very serious. Children can obtain serious problems from child abuse. They can develop social problems, depression, and anxiety. There are four types of abuse: physical abuse, sexual abuse, emotional abuse, and neglect. Physical abuse can injure a child severely. Domestic Violence is a worldwide problem and affects the health and well-being of those open to it. Children that are exposed to physical abuse are at riskRead MoreChild Abuse and Neglect2110 Words   |  9 Pagesevent, including the abuse and neglect of a child, also known as child maltreatment, (Schwartz Perry, 1994). In 2005, 3.3 million referrals were made that year to child protective agencies for suspected child maltreatment, (Bentley Widom, 2009). The Centers for Disease Control and Prevention defines child maltreatment as â€Å"any act or series of acts of commission or omission by a parent or other caregiver that results in harm, potential for harm, or threat of harm to a child,† (Leeb, Paulozzi, Melanson

The Pirate Bay free essay sample

The Pirate Bay Case Study 24 06 2009 Introduction The Internet has served as a medium for peers to share any kind of files, like pictures, videos, music, books, etc. However, in order for peers to be able to exchange files, a platform is needed. There are many platforms available that serve as a bridge technology so that peers can share files with other peers around the world. These platforms only serve as a connection devise and not as a piracy store. As a result of the existence of these types of platforms, industries became concerned that this practice is violating the copyrights of the copyright holders.These industries demand that these platforms are shut down. However, these sharing file platforms state that they are not breaking any copyright law, they are not selling any copyright materials and they are not making any money. One of the most current cases is the case of The Pirate Bay which has created a controversy around the world among the people who support Peer to Peer (P2P) file sharing and the industries that make their money selling the content that is eing shared by peers using platforms like The Pirate Bay. We will write a custom essay sample on The Pirate Bay or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page This research takes a look at The Pirate Bay past and current legal situation that includes extensive research information that supports both the plaintiff (IFPI) and defendant (The Pirate Bay) claims and about the impacts not only in the industry, but in the P2P community as well as in piracy. Would The Pirate Bay be guilty of piracy?If The Pirate Bay is guilty of piracy for creating a platform for peers to share files, then other platforms like YouTube, Facebook, MySpace and many other platforms should be liable for the same crime as peers use these platforms to share music, image and video files as well, and if The Pirate Bay is convicted for piracy, this can open a door for the different industries to go after other similar platforms under the common law. If this occurs, will this make peer to peer file sharing and piracy go away? The Pirate BayThe Pirate Bay is one of the most important platforms to exchange and download peer to peer (P2P) files. It was funded back in 2004 in Stockholm, Sweden by Frederik Neij, Gottfrid Svartholm Warg, Carl Lundstrom and Peter Sunde. The Pirate Bay uses BitTorrent a technology that allows its users to share and download content. BitTorrent is a content download protocol. According to E-mol. com, The Pirate Bay has about ten million users around the world. They shared video, music and other type of copyrighted content. However, The Pirate bay do not store or make copies of any kind of files. In 2005 the prosecutor opened the case against Frederik Neij, Gottfrid Svartholm Warg, Carl Lundstrom and Peter Sunde. On May 2006, the Swedish police confiscated 186 servers in an organized raid. The police investigation provided the bases for the prosecutor to prepare for the trial which originated a four thousand page report in late 2007. On January 31, 2008, the four defendants were formally accused. According to IDG. sd-ComputerA Swedish prosecutor claimed that the defendants administer, host and develop the Web site and thereby facilitated other people’s infringements of copyright law. The trial started on February 16, 2009 in Stockholm, Sweden. All criminal charges were supported by a group of right holders leading by the International federation of the Phonographic Industry (IFPI). (Computer Sweden, 2009). P2P File Sharing File sharing is a software based on peer to peer (P2P) technology that allows the files to be transferred between communicating computers.There is no central computer in a network based on this technology when computers are one meter away from each other. File sharing software has a Direct Connect which serves as an intermediary for contacts between individual computers connected to hubs. Another P2P technology used for file sharing is the software and file transfer protocol called BitTorrent. This software is used to divide a digital file into different segments and give them a mathematical number known as a hash total, and to create a torrent file.The torrent file is a file that contains only data which identifies the components that the digital file has been divided into. This in order to facilitate distribution of this file, an address for one or more trackers is a rule specified in a torrent file. (Stockholm District Court Verdict, 2009). Basic knowledge of P2P and Bit-Torrent is needed to understand the direct work of The Pirate Bay’s platform. Prosecution’s Evidence

Cross Cultural Management Global Managers

Question: Write about theCross Cultural Managementfor Global Managers. Answer: Introduction The following assignment is about a article review. The topic of the articles is about the cross cultural management in the organizations. The organizations especially that are multinational organizations or MNCs have to operate across different countries and they have their branches in most countries and their developed cities. Meaning of Cross Cultural Management The cross cultural management has become an international phenomenon now (Thomas and Peterson 2014). People want to assess their products and market development in the global market so they need to expand their business (Ferraro and Brody 2014). ArticleReview and the Role of Global Managers One article has to be chosen so that the main topics of the article can be evaluated. The article chosen for reviewing is the one titled A Model for Addressing Cross-Cultural Ethical Conflicts. The dynamic business opportunities expose their credibility in the different macro-environmental contexts (Ashill and Jobber 2014). International business is going through rise of the ethical conflicts in making business decisions that the decision makers have to cope up with (Wild, Wild and Han 2014). The need to establish some kind of these ethics is crucial because the ethical conflicts between employees are on the rise (Moran, Abramson and Moran 2014).The invention of Caux round Table introduced some code of ethics for the organizations so that it could stop in the conflict situations between the employees on grounds of ethics (Table 2014). The decision makers must possess the power of taking the control over the situations where the very important in this context because they possess the authoritative power to impose any decision on their subordinates. The global managers should take appropriate actions whenever any cases of misjudgment come in their notice. The managers should be large hearted enough so that he cannot be partial to any particular social or ethnic group. They should not keep themselves separated from other employees only because of their designation. They should mix with the employees and always encourage all the employees belonging from different cultures and religions. There should be no discrimination between them. .The idea of individualism and collectivism has to be considered because it has a huge role to play in the character building of the employees (Gorodnichenko and Roland 2012). An example can be given in this context that many years ago, the CEO of the multinational company IBM declared th at it was their duty to present jobs to the deserved ones. The persons who had skills, stamina and determination were all welcome to IBM, irrespective of their color, race or creed. The bi-annual employee survey of IBM in the year 2001, disclosed that many people from different ethnicities co-existed in the organization despite of their cultural differences and the managers did an impressive job to keep them intact despite facing troubles at the initial phase (HR Online 2017) Business Case Examples 1 ABC Company will solve its problems that will require three hours work each week. The Administrative assistants will look to share and update the files on regular basis. There are some errors are if these errors are omitted, it will save an amount of $3000 per year in labor costs. ABC Company purchase price-$15000 Estimated life cycle-three years Installation fee-$300 Annual maintenance cost-$400 ABC companys discount rate as of April 1, 2017 is 0.06 Return on Investment (ROI) - 200% (Rackley 2015). Net present value (NPV) - $ 14570 Internal rate of return (IRR)- 65% (Magni 2013). Payback period- 2 years. Assumptions- The volume of shared files will remain same or increase over the next three years. Significant changes will not occur in the way most shared files are distributed, used and updated. . 2 XYZ company will solve its problems that will require five hours work each week. The Administrative assistants and financial experts will update and share the files on regular basis. Serious errors will be omitted that will save up to $5000 per year in labor costs. XYZ Company purchase price- $12000 Estimated life cycle- five years Installation fee- $350 Annual maintenance fee- $500 XYZ Companys discount rate as of April, 2017 is 0.05 Return on Investment (ROI)- 150%.(Rackley 2015). Net present value (NPV) - $15000 Internal rate of return (IRR) 70% (Magni 2013). Payback period 1.5 years Assumptions- The volume of shared files will remain same or increase over the next three years. Significant changes will not occur in the way most shared files are distributed, used and updated. Recommended Strategies Some strategies should be recommended to tackle the differences because of cross-cultural management. These are going to be described in the following section:- Firstly, the managers must have proper concepts about the difference of cultures. He must be able to respect all the cultures and evaluate all the complex situations with the background of the concerned cultures. Secondly, the managers should not opt for judging any culture and should never say that one culture is better than another. This will create biasness in him and the employees will not respect him. He must learn to take all the cultures in same manners. Thirdly, all the complicated problems should be treated in the way that it can be simplified, and a common solution can be found for all the problems. Mutual understanding between the employees should be developed so that the cultural differences should be kept aside. Fourthly, the managers and the employees have learnt to respect the different cultures and have a mutual understanding. In this condition, naturally, they put aside the cultural differences and behave in a friendly way. Fifthly, this strategy is applied by the ethnocentric organizations where the managers are able to recognize the cultural differences as only some problems. They try to remove the cultural diversity and cease to think to about the advantages of diversity. Sixthly, in the synergistic organizations, managers try to reduce the potential problems that exist between their cultures and the employees cultures; they do not minimize their differences though. They also maximize the advantages of the impacts of the cultural differences. By applying these recommended strategies, the cross-cultural differences can be solved in the multinational business organizations. Conclusion and Recommendation It can be concluded that the cross cultural conflict has grown so much in the past years and some steps should be taken to resolve them. The implication of the Caux Round table must be done in a strict manner. The decision maker should personally access the facts that are behind these conflicting situations. The impacts of the cultural differences have to be taken into account while clearing the misunderstandings, trying to resolve the issues sensitively and taking assistance of the people if required. The selected article can thus be related with the recommended strategies in a way that the topic of business ethics has received much importance in the business industry that operates across countries. The global managers have to abide by some rules that are applicable for all the employees. They should simplify all the problems and solve it by the mutual understanding of the problems and not breaking the walls of business ethics. Responsible business behavior should be shown by both the employees and the managers. He must respect all the cultures and treat all the employees in the same way so that parity can be maintained. References Ashill, N.J. and Jobber, D., 2014. The effects of the external environment on marketing decision-maker uncertainty.Journal of Marketing Management,30(3-4), pp.268-294. Chhokar, J.S., Brodbeck, F.C. and House, R.J. eds., 2013.Culture and leadership across the world: The GLOBE book of in-depth studies of 25 societies. Routledge. Ferraro, G. and Brody, E.K., 2015.Cultural Dimension of Global Business. Routledge. Gorodnichenko, Y. and Roland, G., 2012. Understanding the individualism-collectivism cleavage and its effects: Lessons from cultural psychology. InInstitutions and comparative economic development(pp. 213-236). Palgrave Macmillan UK.. Moran, R.T., Abramson, N.R. and Moran, S.V., 2014.Managing cultural differences. Routledge. Table, C.R., 2014. About Caux round table.Caux Round Table. Thomas, D.C. and Peterson, M.F., 2014.Cross-cultural management: Essential concepts. Sage Publications. Wild, J., Wild, K.L. and Han, J.C., 2014.International business. Pearson Education Limited. Rackley, J., 2015. Return on Investment. InMarketing Analytics Roadmap(pp. 71-85). Apress. Magni, C.A., 2013. The internal rate of return approach and the AIRR paradigm: A refutation and a corroboration.The Engineering Economist,58(2), pp.73-111. HR Online. (2017). Cultural diversity, IBM style. [online] Available at: https://www.hcamag.com/hr-resources/learning-and-development/cultural-diversity-ibm-style-115423.aspx [Accessed 9 May 2017].

There Are People Out There In The Workforce That Believe They Are Obli Essay Example For Students

There Are People Out There In The Workforce That Believe They Are Obli Essay gated to do their best at their job simply because that is what is expected from all of us as humans. On the other hand there are those out there that want to only do as much as they can get away with doing. No matter which one of these employees you are or are working with companies and employers need to understand the concept of motivation. Motivation comes in many forms such as money, benefits, or simple recognition within. Motivation also leads to higher productivity and profit and that is what we are all looking for in business. The key to unlocking peak performance from your work force is the concept of human motivation. And the key to motivation revolves around one fundamental principle: Whats in it for me? (WIIFM). Weve all been socialized to believe that only selfish people consider Whats in store for me. When in reality all people are motivated first by self-interest. The word selfish is used as a negative label for someones perceived behavior. Understanding the concept of self-interest is perhaps the only way we will understand our need to achieve. Self-interest or feeling good about your self is a fundamental ingredient of motivation. When you work an extra hour, not on the clock, you are doing it for one real reason. It makes you feel good to either get the job done well or to help someone else. In the end you might get some sort of recognition in the company but usually you will not stay an hour extra today to get a gold star in two weeks from now. We will write a custom essay on There Are People Out There In The Workforce That Believe They Are Obli specifically for you for only $16.38 $13.9/page Order now Dr. Gerald Kushel, author and professor emeritus, has stated in his book Reaching the Peak Performance Zone, there are several variables involved in motivation. Among them are intensity, durability, context and value (reward). Motivation intensity has a big part in how hard someone will work for his or her reward. If an employer offers a reward that does not mean a lot to the employee then they will not work for it. Intensity has to do with how strongly the person wants the reward (Opportunities in Human Resource Management Careers, Traynor and McKenzie). A person can be highly motivated, mildly motivated or only slightly motivated. The person answers the question Whats in it for me? with Something I want very much, the performer is considered highly motivated. If the answer is I can take it or leave it, that performer is considered only slightly motivated. Durability has to do with how long lasting the motivation is (duration) (Managing Human Resources, Sherman, Bohlander, Snell). Motivation tends to last longer when it is reinforced intermittently rather the consistently. Some how, intermittent rewards are stronger. A person can come to expect the reward rather than see it as a treat, which it is supposed to be. Psychologists have believed this for years. Perhaps it has to do with the uncertainty or the surprise factor of the stimulus. We tend to take for granted and not appreciate the thing that has become routine. There is a certain excitement factor and something we cannot take for granted or assume. We have learned that the intensity and duration of a given motivator are enhanced if the reward is immediately given following the act of behavior (Managing Human Resources, Sherman, Bohlander, Snell). This immediate reinforcement leaves no confusion in the mind of the performer, as to what the reward is for. For example if you tell an employee If you finish this stack of paper work and type this letter for me I will treat you to lunch. If you choose to tell this person I owe you one. and do not give them their reward until the following week they might have already forgotten what it was for. In turn when you ask for another favor and promise a reward your employee will be less motivated to do it. What might ordinarily be perceived as a reward to one person it might be a punishment to another. You must custom fit a reward system to your employees and jobs to get the ultimate performance from you reward system. Furthermore, the more value the recipient of the reward places on the completion of the behavior that is being rewarded, the more powerful and personally rewarding it is. Context is the time, the place and the way the reward is delivered (Managing Human Resources, Sherman, Bohlander, Snell). Context is partly a matter of the culture of a particular organization. What that mans is, when a certain motivator is offered in a particular corporation, it may not have the same value it has when it is offered in another place. For example, an employee of the month parking space may be a meaningful reward in some companies, meaningless in some companies, or even a demotivator for some people in other companies. It all depends on what is perceived as valued by the corporate culture. To be demotivated means that neither the energy nor the commitments are there. Negative reinforcement often proves to be highly demotivating. In one form or another, these have been used in business settings for a long time. Negative reinforcers include such things as taking names, kicking butt, penalties, reprimands, docking or withholding pay, canceling vacations, removing privileges, and showing contempt for or ignoring the performer. Demotivation is worse then no motivation at all. .u8a3d00a82a62e5fccaaa5191806839b4 , .u8a3d00a82a62e5fccaaa5191806839b4 .postImageUrl , .u8a3d00a82a62e5fccaaa5191806839b4 .centered-text-area { min-height: 80px; position: relative; } .u8a3d00a82a62e5fccaaa5191806839b4 , .u8a3d00a82a62e5fccaaa5191806839b4:hover , .u8a3d00a82a62e5fccaaa5191806839b4:visited , .u8a3d00a82a62e5fccaaa5191806839b4:active { border:0!important; } .u8a3d00a82a62e5fccaaa5191806839b4 .clearfix:after { content: ""; display: table; clear: both; } .u8a3d00a82a62e5fccaaa5191806839b4 { display: block; transition: background-color 250ms; webkit-transition: background-color 250ms; width: 100%; opacity: 1; transition: opacity 250ms; webkit-transition: opacity 250ms; background-color: #95A5A6; } .u8a3d00a82a62e5fccaaa5191806839b4:active , .u8a3d00a82a62e5fccaaa5191806839b4:hover { opacity: 1; transition: opacity 250ms; webkit-transition: opacity 250ms; background-color: #2C3E50; } .u8a3d00a82a62e5fccaaa5191806839b4 .centered-text-area { width: 100%; position: relative ; } .u8a3d00a82a62e5fccaaa5191806839b4 .ctaText { border-bottom: 0 solid #fff; color: #2980B9; font-size: 16px; font-weight: bold; margin: 0; padding: 0; text-decoration: underline; } .u8a3d00a82a62e5fccaaa5191806839b4 .postTitle { color: #FFFFFF; font-size: 16px; font-weight: 600; margin: 0; padding: 0; width: 100%; } .u8a3d00a82a62e5fccaaa5191806839b4 .ctaButton { background-color: #7F8C8D!important; color: #2980B9; border: none; border-radius: 3px; box-shadow: none; font-size: 14px; font-weight: bold; line-height: 26px; moz-border-radius: 3px; text-align: center; text-decoration: none; text-shadow: none; width: 80px; min-height: 80px; background: url(https://artscolumbia.org/wp-content/plugins/intelly-related-posts/assets/images/simple-arrow.png)no-repeat; position: absolute; right: 0; top: 0; } .u8a3d00a82a62e5fccaaa5191806839b4:hover .ctaButton { background-color: #34495E!important; } .u8a3d00a82a62e5fccaaa5191806839b4 .centered-text { display: table; height: 80px; padding-left : 18px; top: 0; } .u8a3d00a82a62e5fccaaa5191806839b4 .u8a3d00a82a62e5fccaaa5191806839b4-content { display: table-cell; margin: 0; padding: 0; padding-right: 108px; position: relative; vertical-align: middle; width: 100%; } .u8a3d00a82a62e5fccaaa5191806839b4:after { content: ""; display: block; clear: both; } READ: Kyphosis: Prevention And Correction EssayPositive reinforcement works better. Positive reinforcers include such things as recognition, respect, praise, better working conditions, money, paid vacations, fringe benefits, prizes, etc. There are two types of motivators, intrinsic and extrinsic (Managing Human Resources, Sherman, Bohlander, Snell). The word motivation often brings things to mind like money, or special privileges, like the key to the executive washroom. These are extrinsic, meaning external. Someone else is dangling this particular item in front of you as a way of getting you to do something. Intrinsic motivators are internal. They originate entirely from within you. Intrinsic motivation tends to be deeper and more powerful than extrinsic motivation. The effects tend to last longer too, with intrinsic motivation. The following motivations are usually intrinsic:?Enjoyment of the work itself for its own sake?Desire to have a piece of the action, such as sharing visions, missions,leadership, authority and responsibility?Pride in performing excellently?Proving some secret point to oneself?Achievement of deep-seated value (such as helping another person)?Having a deep and abiding belief in the importance of the work one is doing?Desire to exceed ones previous level of job performance (being self-competitive)A self-responsible performer can find a sufficient reason to excel if there is a WIIFM or two to strike the proper sensitive nerve. Some of the following WIIFMs are likely to motivate your probable peak performers:? Trusting and being trusted? A mutual mission? Continuous quality improvement? Benchmarking progress? A mutual, measurable objective? A quality work life balanced with a home life? More money? Psychic incomeHere is how 1,000 employees, in a survey, ranked their needs in the workplace in order of preference (). 1. Interesting work2. Full appreciation for work done3. Feeling in on things4. Job security5. Good wages6. Promotions and growth opportunities7. Good working conditions8. Personal loyalty to workers9. Tactful disciplining10. Sympathetic help with personal problemsIn another survey by Dr. Gerald Graham, Wichita State University, the top five motivating techniques reported by employees in order of preference are ():1. Personal thanks2. Written thanks3. Promotion for performance4. Public praise5. Morale-building meetingsMotivation is not always a reason to instill rewards in your company. Sometimes as an employer you need to address problems that you already have rather than just trying to avoid future ones. One of the biggest problems for employers is absenteeism. On any given day 10% of employees are absent from work for more reasons than sickness (www.employer-employee.com). There are four ways to combat this problem:1. Change management style2. Change working conditions3. Provide in centives4. Develop an attendance policyWe are all aware of that when employees call in ill, it does not mean they are truly too physically ill to work. One reason, outside of illness, that employees are absent is stress (www.employer-employee.com). The number one reason employees are stressed has to do with their relationship with their manager or supervisor. Management styles that are authoritarian tend to promote high levels of absenteeism among employees. Authoritarian managers are managers who have poor listening skills, set unreachable goals, have poor communication skills, and are inflexible (Managing Human Resources, Sherman, Bohlander, Snell). In other words, they yell too much, blame others for problem and make others feel that it must be their way or the highway. By identifying managers who use an authoritarian style, and by providing them with management training, you will be taking a positive step not only toward reducing absenteeism, but also reducing turnover, job burn out, and employee health problems such as backaches and headaches. Not only does relationship stress occur between the employee and manager, but it also exists between employees. Frequently I hear employees say they did not go to work because they are fearful of or angry with another employee. These employees usually report they just could not deal with a certain person today, so they called in ill. Companies that adopted policies and values that promote employee respect and professionalism, and promote an internal conflict resolution procedure, are companies that reduce employee stress. A reduction in employee stress reduces employee absenteeism. An incentive provides an employee with a boost to their motivation to avoid unnecessary absenteeism. It simply helps the employee decide to go to work instead of sitting home watching non-intellectual television programs such as Jerry Springer. Some companies allow employees to cash in their unused sick days at the end of a quarter. Others give an employee two hours of bonus pay for every month of perfect attendance or unused sick days. And still others provide employees with a buffet lunch, a certificate of achievement, or even a chance at winning prizes. The type of incentive program your company uses should be created for your company. As I said before, incentives and rewards can be unimportant or punishments to some while they are incentives to work harder and rewards to others. For example my employees might not care about getting an extra $20 at the end of the month but might respond greatly to getting a weekend off the next month or getting free lunch for perfect attendance. T he duration of the incentive program is also very important to it working well. Once again, your employees should help you set a time frame hat is reasonable. Since I work for a beach club and it is only open for three months a year I would work on a two-week program or even a weekly program if I were using something like a free lunch. Generally the younger the employee and the harder the work the more the incentive should be given. Another idea is to start small and work up to larger rewards, ex: free lunch can progress to a weekend off. This would start with the weekly reward and finally the big reward would come at the end of the month. This would work well because I have young employees (ages 14 to 20). .u293c157a9406d4b8b14808df6450324a , .u293c157a9406d4b8b14808df6450324a .postImageUrl , .u293c157a9406d4b8b14808df6450324a .centered-text-area { min-height: 80px; position: relative; } .u293c157a9406d4b8b14808df6450324a , .u293c157a9406d4b8b14808df6450324a:hover , .u293c157a9406d4b8b14808df6450324a:visited , .u293c157a9406d4b8b14808df6450324a:active { border:0!important; } .u293c157a9406d4b8b14808df6450324a .clearfix:after { content: ""; display: table; clear: both; } .u293c157a9406d4b8b14808df6450324a { display: block; transition: background-color 250ms; webkit-transition: background-color 250ms; width: 100%; opacity: 1; transition: opacity 250ms; webkit-transition: opacity 250ms; background-color: #95A5A6; } .u293c157a9406d4b8b14808df6450324a:active , .u293c157a9406d4b8b14808df6450324a:hover { opacity: 1; transition: opacity 250ms; webkit-transition: opacity 250ms; background-color: #2C3E50; } .u293c157a9406d4b8b14808df6450324a .centered-text-area { width: 100%; position: relative ; } .u293c157a9406d4b8b14808df6450324a .ctaText { border-bottom: 0 solid #fff; color: #2980B9; font-size: 16px; font-weight: bold; margin: 0; padding: 0; text-decoration: underline; } .u293c157a9406d4b8b14808df6450324a .postTitle { color: #FFFFFF; font-size: 16px; font-weight: 600; margin: 0; padding: 0; width: 100%; } .u293c157a9406d4b8b14808df6450324a .ctaButton { background-color: #7F8C8D!important; color: #2980B9; border: none; border-radius: 3px; box-shadow: none; font-size: 14px; font-weight: bold; line-height: 26px; moz-border-radius: 3px; text-align: center; text-decoration: none; text-shadow: none; width: 80px; min-height: 80px; background: url(https://artscolumbia.org/wp-content/plugins/intelly-related-posts/assets/images/simple-arrow.png)no-repeat; position: absolute; right: 0; top: 0; } .u293c157a9406d4b8b14808df6450324a:hover .ctaButton { background-color: #34495E!important; } .u293c157a9406d4b8b14808df6450324a .centered-text { display: table; height: 80px; padding-left : 18px; top: 0; } .u293c157a9406d4b8b14808df6450324a .u293c157a9406d4b8b14808df6450324a-content { display: table-cell; margin: 0; padding: 0; padding-right: 108px; position: relative; vertical-align: middle; width: 100%; } .u293c157a9406d4b8b14808df6450324a:after { content: ""; display: block; clear: both; } READ: The Beyond Budgeting Debate Criticisms Of Budget Accounting EssayAn attendance policy allows a manager, like myself, to intervene with an employee who is frequently absent. . According to the Family and Medical Leave Act (FMLA), employees are allowed up to 12 weeks of unpaid leave (Managing Human Resources, Sherman, Bohlander, Snell). This is because stress is not the only reason for absenteeism. Besides stress as a primary reason for employee absenteeism, other causes relate to alcoholism, domestic violence, family problems, and sometimes laziness (like in my case). If you confront an employee about his or her frequent absenteeism, and they inform you it is due to personal problems, consider referring them to an Employee Assistance Program, EAP (www.employer-employee.com). If the employees absenteeism relates to a medical problem or a family member with a medical problem you may have to consider allowing the employee to use the benefits allowed to them under the Americans with Disability Act, ADA, or the Family and Medical Leave Act, FMLA (Managing Human Resources, Sherman, Bohlander, Snell). Make sure you check that your employee policy does not break any federal laws before you enforce it. Reducing absenteeism will reduce employee burnout, turnover, poor morale, and workplace negativism. Here is a little information about the FMLA. It can be used for the care of a newborn after birth, or adoption. It is for any immediate family member such as a spouse, child, or parent. It is also for your own serious health concerns. Serious health problems include cancer, or fatal disease. It does not include the common cold, headaches, or a stomach bug. Not everyone is covered by FMLA. To be considered an eligible employee you must have 1,250 hours or 12 months in a company and your employer must employ 50 people within 75 miles of the worksite. If you do take the allowed 12 weeks or less, your employer, when you return, must uphold a few standards. They must allow you to return to the same position or one of equal status, and they must maintain your benefits. Your employer also must not decrease your pay or benefits at the conclusion of 12 weeks. We all know what it means to be deprived of time. The way it is today, everything you do has to be done in a New York minute. An added stress people have to worry about is not having time to do the little day-to-day things such as doctors appointments and the dry cleaning (). Another way a company can motivate employees and keep stress down is to come up with solutions to their workers problems. When I saw this information I thought a little about some ways to help solve these problems. For doctors visits, try to find a doctor to do on the site checkups where anyone in the office can schedule an appointment. For the dry cleaning, find a service near by that will pick up and deliver from the office. What about grocery shopping? What would it be like to call in an order ready for pickup when you get off of work? There are also on-line services that you can buy your groceries from and have them delivered to your house. How about a stress relieving massage or facial and pedicure? You can offer to have a weekly visit from a masseuse and a manicurist. I have also thought that there are not always stores with these services so why not hire people for these jobs. Im sure there is an older person looking for part time work, or a mom who wants to earn a little extra money. These are the type of people for this job. Now that you have thought of ways to keep your employees in the office more and ways to keep them calm, you will have a more productive business. These are only a few dilemmas with easy solutions. You would have to find out what irks your employees to make a project like this successful. To do this you might come up with a questionnaire (see sample at the end of the paper). Not only will you know their problems, but they will also notice that you, as a manager, care about their needs. This creates a sense of worth in a company. There are all kinds of employees out there with different work ethics. This creates a problem with keeping productivity high. A way to ensure employee happiness and high profit is to reward and provide custom made incentives for your company. BibliographyWorks Cited1. Eye, David E.,1,001 Ways to Inspire 1999 New York Publishing2. Newman, Dr. Fred, Lets Develop 1994 Castillo International, Inc. 3. Sherman, Arthur W., Managing Human Resources 1998 (11th ed.) South-Western Publishing Co. 4. Traynor, William J., Opportunities in Human Resource Management Careers 1997 VGM Career Horizons5. www.employer-employee.com6.

Dinosaur Exhibits at The Field Museum of Natural History

Dinosaur Exhibits at The Field Museum of Natural History Name: Field Museum of Natural History Address: 1400 S. Lake Shore Drive, Chicago, IL Phone Number: 312-922-9410 Ticket Prices: $14 for adults, $9 for children age 4 to 11 Hours: 10:00 AM to 5:00 PM daily Web Site: Field Museum of Natural History    About the Field Museum of Natural History For dinosaur fans, the centerpiece of the Field Museum of Natural History in Chicago is Evolving Planetan exhibit that traces the evolution of life from the Cambrian period down to the present day. And as you might expect, the centerpiece of Evolving Planet is the Hall of Dinosaurs, which boasts such specimens as a juvenile Rapetosaurus and a rare Cryolophosaurus, the only dinosaur known to have lived in Antarctica. (Other dinosaurs on display at the Field include Parasaurolophus, Masiakasaurus, Deinonychus, and dozens of other genera.) After youre done with the dinosaurs, a 40-foot-long aquarium harbors reproductions of ancient aquatic reptiles, such as Mosasaurus. The Field Museum of Natural History was originally known as the Columbian Museum of Chicago, the only remaining building from the gigantic Columbian Exposition held in Chicago in 1893, one of the first truly world-sized World Fairs. In 1905, its name was changed to the Field Museum, in honor of department store tycoon Marshall Field, and in 1921 it moved closer to downtown Chicago. Today, the Field Museum is considered one of the United States three premier natural history museums, alongside the American Museum of Natural History in New York and the National Museum of Natural History in Washington, D.C. (part of the Smithsonian Institution complex). By far the most famous dinosaur at the Field Museum of Natural History is Tyrannosaurus Suethe near-complete, full-sized Tyrannosaurus Rex discovered by roving fossil-hunter Sue Hendrickson in 1990 in South Dakota. The Field Museum wound up acquiring Tyrannosaurus Sue at auction (for the relative bargain price $8 million) after a dispute arose between Hendrickson and the owners of the property on which she made her spectacular find. Like any world-class museum, the Field Museum hosts extensive fossil collections that are not open to the general public, but are available for inspection and study by qualified academicsincluding not only dinosaur bones, but mollusks, fish, butterflies and birds. And as in Jurassic Parkbut not at quite as high a level of technologyvisitors can see museum scientists extracting DNA from various organisms at the DNA Discovery Center, and watch fossils being prepared for exhibition at the McDonald Fossil Prep Lab.

Final question Assignment Example | Topics and Well Written Essays - 750 words

Final question - Assignment Example This has led to a situation where no one is taking care of the workers because of poor labor standards. In addition, the environment is least cared for. These can be corrected by forming powerful unions that advocate for the rights of workers. In addition, international laws on issues such as environment need to be adopted by all countries to avoid further environmental degradation. Thirdly, globalization has led to the increase in arms trade thereby increasing conflicts. To avoid this, governments need to check their military budgets and allocate more resources to other key sectors of the economy. In addition, enforcing international rules on arms trade can help prevent the excessive movement of arms. Finally, economic globalization gives rise to complex trade rules that limit trade between countries. Such complexities can be avoided if countries formulate rules that enhance equity and fairness. Although globalization promises benefits to all countries, economic inequality is however causing the opposite. Countries that are economically sound continue to exploit the poor countries, thereby creating unbalanced development. Globalization has worsened the issue of inequality in the sense that powerful countries have formulated laws that limit the ability of other countries to predicate in global economic activities. For instance, it has been argued by Jennifer Olmsted (2007) that countries such as Iraq and Palestine have been denied the right to take part in the globalization economy due to sanctions and international policies. Powerful countries continue to exploit poor nations, thereby making the rift bigger. Due to inequality, people from poor nations are engaging less in productive activities; suffer high mortality rates and the rates of illiteracy increase. This in turn shapes globalization by limiting the ability of these people to engage in globalization activities. The solution to this is