Book Review Inferno - 1595 Words

Monica Paultre Professor Christensen October 27, 2014 Research Paper Inferno As humans evolve, so do their stories. In every country, culture, and race, tales as old as time itself continue to pass on throughout generations. With multitudes of stories that deform within translations, certain stories may win over the hearts of readers worldwide and never lose its tale. Reasons may include the intriguing title, history of the work, attention to detail in symbolism and emotions, controversy in the plot, or all of the above. Born in Florence dating back to 1265, Dante Alighieri, not only the author, but also the protagonist, undergoes an epic adventure through the treacherous pits of Hell. Due to its outdated language from 13th and 14th†¦show more content†¦Ã¢â‚¬Å"As little flowers, which the chill of night has bent and huddled, when the white sun strikes, grow straight and open fully on their stems, so did I, too, with my exhausted force.† (Dante Alighieri, Inferno). Readers develop more in depth interest of the storyline due to the to these emoti ons of loss and love, along with the sacrifice and determination. Each level of Hell contains a punishment for every act of sin from the most innocent to the most gruesome. With every intention to escape from the inferno, the ironic solution to paradise lies within experiencing the depths of the pit. Dating back to the 13th and 14th century, Christianity takes a great part in the beliefs and practices involving the fear of punishment for sins. Common issues currently remain relevant because the struggle between good and evil endlessly battles amongst one another. Thrill seekers enjoy the novel, embracing the worst fears of hell and expressing Inferno in various music, video games, stories, and art. With modern media advertising the book, more readers take interest into the story in inspiration of what lies within Dante’s fate. In 1306, the Divine Comedy composes of Inferno, Purgatorio, and Paradiso, laying out the basic structure of Christianity’s belief on life after death. Hell, Purgatory, and Paradise, other known as Heaven, taking the most fearful punishments,

Training Needs Assessment Paper Free Essays

Training Needs Assessment for Chicago Transit Authority By Tammi Adams Table of Contents Executive Summary___________________________________________________ 3 Background of CTA___________________________________________________ 4 Needs Assessment Design, Implementation and Analysis_____________________5 Recommended Training Strategy and Design______________________________6 Cost/Benefit Analysis__________________________________________________ 8 Training Evaluation Plan_______________________________________________9 References___________________________________________________________10 Executive Summary We here at CTA are committed to providing quality and safe service to our customers which is why we are committed in making sure that all qualified individuals are trained to the highest standard. This training needs assessment is focused on the bus operators of the CTA since they are the public face of the agency. Before any training can begin individuals have to go through series of test to see if a individual is qualified. We will write a custom essay sample on Training Needs Assessment Paper or any similar topic only for you Order Now Once a person is qualified and hired they will start a 4 week training class with qualified CTA instructors. This 4 week training class will consist of classroom work and on- the- road techniques. Once the training has ended the trainee will take a 100 question exam to see how much they have learned though out the training course. In order to the successfully pass the training course the trainee will have to pass at least 80% of the exam. If a trainee has failed to pass the exam they will be given a second chance, but if they fail again, potential employment at CTA will be terminated. After a trainee has successfully passed the training course they will be known as a professional bus operator and will start working on their own. Once the bus operator starts working an instructor will come out at random to observe them to see if all rules and procedures are being followed. CTA has decided that every 2 years all bus operators will have to take a recertification class to refresh their skills and learn new ones. Background of CTA The CTA is the nation’s second largest public transportation system which covers the City of Chicago and 40 of its surrounding suburbs. The CTA is provided by their modes which are the bus and rail service while the bus service is the public face of the agency. On a average CTA provides over 1. 4 million rides which accounts for 80% of all taken in the six county Chicago metropolitan region. CTA operates 24 hours each day on an average weekday. It has approximately 1,800 buses which operates 140 routes. Buses provide about one million passenger trips a day and serve more than 12,000 posted bus stops. The Chicago Transit Authority’s 1,190 train cars operates eight routes, i ts trains provide about 650,000 customer trips each day and serve 144 stations in Chicago. CTA’s mission is to deliver quality, affordable transit services that link, commuters, jobs, and communities. CTA has many values but the most important one is providing transit service with the highest standards of quality and safety for our customers. Another value is that they focus on getting the job done and will derive personal satisfaction from the service they provide. With this being said while providing quality service it is important that CTA has dedicated and skillfully trained employees. It is important for the employees to be aware of all procedures so they can provide service with high standards. The specific position at CTA I will be discussing is the position of Bus Operators. At CTA, bus operators are the face of the agency which is why it is important for them to ensure CTA’s goal of providing quality and safe service to its customers. Bus operators are the ones who operate bus transportation over a route adhering to a schedule in a safe efficient and polite manner to allow passengers to board travel and alight at scheduled stops. Needs Assessment Design, Implementation and Analysis At CTA safety is its number 1 priority, with this being said training definitely supports the company strategic direction. It is important that everyone who operates a bus knows how to operate it safely, know the rules of the road, what to do in case of an accident and knows all of CTA procedures. With the proper training CTA can reduce the number of accidents it has had throughout the years and offer its customers the best transit service. CTA has decided that all training will be done in-house and that all training be conducted by CTA certified Instructors. All instructors are former CTA bus operators who have been bus operators for over 10 years and have a clean driving record. The duties of a bus operator are navigating the bus through an assigned route, manages the collection of bus fares, provides customer service to its passengers, report conditions that could jeopardize the safety of the passenger or other members of the public and maintains contact with dispatch and reports current position and conditions affecting the operation of the route as required and assists in loading, securing, and unloading wheelchairs and passengers. Before anyone can start training with CTA there are a few qualifications they must have. They first must pass a personality test. The reason being is to determine what kind of person you are and how you would handle certain situations that may arise while you are operating your bus. Before training can begin all trainees must possess a high school diploma and have basic skills such as writing, communication and reading. Bus operators must be able to communicate with its passengers in a professional manner and along with being able to read road signs. Before trainees start training sessions they will have to possess a clean driving record and a valid class B Commercial Driver’s License with an unrestricted passenger endorsement. Recommended Training Strategy and Design The training will include classroom work, and on-the road training techniques to ensure that all employees will be prepared for being able to work on their own. The classroom session will consist of learning the operation of a public bus which will include familiarization with all safety features and its system. It will also include learning traffic rules, regulations and laws, learn the fare structure, and learn how to read schedules. Included will also be topics such as how to provide first aid assistance in the event of an accident; promoting transit rider-ship within the Municipality and how to maintain a working relationship that is professional with your coworkers, superiors and passengers. The on-the-road training techniques will consist of how to operate a bus in a safe, efficient and timely manner to comply with all regulatory requirements and all standards. Some of the techniques that will be learned is how to make a right and left turn, how to curb the bus and learning how to change lanes. Training will also include how to operate and utilize standard safety equipment that is installed in transit passenger vehicles, including; safety harnesses, restraints and other equipment that is required by state and federal regulations. Once this has been established the trainee will team up with a bus line instructor to learn various routes and they will also see how it is to drive in service with passengers. During this time the bus line instructor will observe the trainee’s driving, collecting pay fares and also how they are dealing with passengers that aboard the bus. All training at CTA consists of 4 weeks, Mon thru Fri 8 hours a day: 2 weeks of classroom work, 1 week of on-the-road training and 1 week of driving with a bus operator to learn all of the routes. Once the trainee has completed these 4 weeks of training they will be required to take a 100 question test on everything that has been learned throughout the training course. In order to pass the training the trainee will be required to pass 80% of the test. If a trainee does not pass at least 80% of the test they will have one- on-one training with an instructor for 1 week on topics that they are struggling with. After extensive training another test will be given and the trainee must pass this test or else they will not be hired for employment with CTA. Direct Cost| Cost/Benefit Analysis| In-house instructors (20 days@ $480)| $9,600 | Materials ($40 *20 trainees)| $800 | | | | | Compensation for Trainees| | Trainees salaries| $32,000 | | | Total training cost| $42,400 | | | Cost per trainee| $2,120 | Training Evaluation Plan After the trainee has passed all tests and has started working on their own, an instructor will ride with the operator and observed them to see if all rules are being followed properly. Not only will instructors ride with new operators, they will further ride with all operators at random to see if they are following all rules and procedures of the company. CTA will also hire spotters who will go out and observe operators to see if procedures are being handled properly and if procedures are not followed the spotter will report the operator to CTA officials. Another thing that CTA does to ensure that training is followed effectively is that once a new bus operator has started they will be evaluated every month for a year to see if there have been any violations or accidents. In addition CTA will also provide on-going education services (recertification class) so that employees may continue to refresh existing qualifications and obtain new skills. This type of training will be given to all employees every two years. A retraining class will also be given to an operator if they have been involved in an accident by which it was their fault. This type of training will consist of what might have been done to avoid the accident along with going over necessary techniques. This training can range from 1 to 5 days depending on how serious the accident was. A test will also be given following retraining to insure the operator has a thorough understanding of what they have learned and how they can avoid being involved in another accident. CTA must stay committed in making sure that all operators are following proper procedures throughout training evaluation to ensure they are committed to their goal which is provide necessary transit service with the highest standards of quality and safety for its customers. References Chicago Transit Authority. (2011, June 17). In Wikipedia, The Free Encyclopedia. Retrieved , from http://en. wikipedia. org/w/index. php? title=Chicago_Transit_Authority;oldid=434808174 Chicago Transit Authority. (2011,June 15). CTA Overview. Retrieved from http://www. transitchicago. com/about/overview. aspx Mass Transit. (2011,June 9) Managers Forum. Retrieved from http://www. masstransitmag. com/article/10220533/managers-forum How to cite Training Needs Assessment Paper, Essay examples

Motivational Theories-Click to Get Free Sample Solution

Question: Assessment Tasks: Employees who are adequately motivated to perform will be more productive, more engaged and feel more invested in their work. When employees feel these things, it helps them, and therefore their managers, be more successful. It is a managers job to motivate employees to do their jobs well! Lawrie Mullins. It is a widely accepted notion that motivation is a primary driver of behavior. Human motivation theory describes motivation as effectively laden anticipations of desired situations that guide human behaviours toward these situations. McClelland, 1985. There are a number of key motivational theorists (as discussed in lectures). You are required to prepare a report for submission in week 8. The report should include the following factors:1. A discussion of four motivational theorists of your choice. 2. An assessment of the techniques used to implement each of these theories to a real life organization of your choice. 3. Demonstrate and determine the effectiveness o f the implementation of these theories at these organizations.(this could include the implementation of any of the elements below: Discuss the degree to which the company has managed to achieve set targeted outcomes through the implementation of the motivational theory. The degree to which the company has improved its business performance in terms of market share, sales volume, profitability, customer satisfaction. The increase of employee satisfaction. The decrease of employee turnover.4. Prepare a range of recommendations as to how the implementation of these techniques could be improved in the future at your chosen organization. Answers: Introduction Motivation is the process which leads, instigates and helps to uphold behaviors for achieving a particular goal. Motivation involves the cognitive, social, biological and emotional forces that make a person to behave in a positive manner. Today motivation has become an integral part of every human being due to increasing challenges and stress that affects the heath of a person. Every organization needs to motivate their employees.. The study focuses on four theories of motivation and their pragmatic application in organizations. It would depict that how motivation in a company helps their employees to be more productive in their performance thus contributing to the successful operation of a company. There are thirty-eight theories in motivation that helps us to understand how motivation works and to what extent they help in increasing the productivity. 1. Four Motivational Theories: Herzberg (1984) This theory is also known as two factor theory proposed by Fredrick Herzberg a renowned psychologist. He interacted with employees of an organization in order to know the level of satisfaction and through their responses he proposed the Hygiene theory (Hughes, Kapoor and Pride, 2013). In his research he found that certain features of a job are related consistently to the satisfaction of a job. There are various factors that contribute to the satisfaction and dissatisfaction of a job. They are as shown in the table below:- Table 1.1: Hygiene factors. Factors determining satisfaction Factors determining dissatisfaction Responsibility Relationship with peers and supervisors The nature of work Condition in workplace growth status achievement security Recognition salary Advancement Company policies These two factors are the motivating and demotivating factors that the management should keep in mind so as to increase the efficiency level. But there are certain advantages and disadvantages of this theory. Advantages: The advantage of this theory is that it provides a clear vision of the reasons of dissatisfaction and satisfaction of employees. With the help of this theory a company can make effort for motivating their employees like trying to establish a good relationship among every member of the organization (Dessler and Varkkey, 2011). Disadvantages: There are certain limitations to this theory they are: The theory tends to overlook variables which are situational. The research stressed on satisfaction more than productivity. The raters of this theory can spoil the research by analyzing same answers in a different method. Sometimes too much of responsibility turns out to be stressful so it may lead to job dissatisfaction. This theory is more of an abstract and bias view it does not clearly define what negative outcomes it may have due to job dissatisfaction. Taylor (1911): The theory proposed by Taylor had a simple idea about how much people are motivate din their work and the money they receive. This theory is also known as theory of scientific management. There were basically three assumptions: Humans are economic rational who tries to maximize their economic gain. People respond individually Human can be treated in standardized fashion. The implications of the theory for the behavior at work were: Linked to output, high wages are main form of motivation The function of a manager is to instruct employees about their job Workers should do according to the instructions Through this theory Taylor explained the fact that one who delivers more than expected target should be paid more than one who delivers less than expected target. This theory also has its advantages and disadvantages, they are: The advantage is that with a temptation of higher wage worker would get a self-instigation for working hard and increase their work within time. A good salary provides the basic necessity along with extra benefits so it depends upon the choice of the employees. This form of motivation is not a forceful action by the organization it depends on the willingness of the workers (Schermerhorn, 2010). Disadvantages: This theory encourages unethical practices and many other forms of mismanagement. They are: Labor exploitation Problem of unity of command where the worker has to report to one boss and cannot consult others or other boss wont be able to interfere. This approach was more mechanical based and did not focus on the marginal productivity of labor. This theory is made on individual basis but as a whole it is not effective. This theory highlights the division from planning to doing, but in reality they cannot be separated. Maslow (1943) This theory proposed by Abraham Maslow proposed a hierarchy of needs which states that people tends to meet their basic requirements and tends to move upward following the pyramid of basic needs. It can be explained with the help of the pyramid: Figure 1: Maslows hierarchy model Self-actualization: this includes problem solving, morality and creativity. Esteem: this includes respect, self-esteem, confidence and achievement. Belongings: it comprises of intimacy, love, family and friendship. Safety: It includes security related to resources, health, property, employment and environment. Physiological: this factor comprises of food, water, sleep, shelter, air without which humans cannot survive. Advantages of the theory: This theory gives an overview of the human needs which can be used for understanding the employees wants and needs. If the basic needs are not satisfied one cannot go to the higher needs of the employees. This also helps to understand the requirement of the employee on where he stands (Liem, McInerney and Walker, 2011). Disadvantages of the theory: The theory lacks the extrinsic needs of the individuals. It becomes difficult to identify the need level for the management. The theory is not supported on empirical basis because of certain inconsistencies. The basic needs may not require for satisfaction in order to acknowledge the hierarchys higher needs. Mayo (1933) What Elton Mayo proposed in his theory is that there were basically three factor that motivates an employee, they are: The conditions of work. The workers skills The incentives provided in their work. This theory also examined the workers social needs. He instilled on the fact that pay is not the only motivational factor for an employee (Lussier, 2011). He emphasized on the fact that the social needs should also be considered for the workers and workers should be given care. Mayo conducted a series of experiments inside the factory of Hawthorne where he isolated two groups of female workers and observed the effect on the levels of productivity of factors which are changing like working conditions (Reviews, 2014). Through his experiment he found that Workers get motivated through better communication, especially between employees and managers. With greater extent of involvement of the managers workers positively responded on their level of attention. Workers also got motivated while working in a unified form. In a group they were more involved than at individual tasks. Advantages: Clear identification of the workers concern. In a long term basis and sustainable basis it helps in solving the issued related to productivity if it is conducted accurately and properly. The working situation assessment is operated consistently that helps the management to carry out envisioning of long term. Disadvantages: The theory makes it difficult to comprehend the significant working environment characteristics because some are intrinsic like dynamics of the organization. The relation of the factors is not clearly stated. Apart from communication, teamwork and management attention other factors like the management structure, work culture and work environment also motivates the workers. The theory does not highlight on the productivity at individual basis. 2. Assessment of Hertzberg theory in Herzberg theory in Melbourne IT company. Melbourne IT Company is one of the leading companies charted in the top ranks of Security exchange of Australia (Melbourneit.info, 2015). The major services of this company are web hosting VPS web design and email hosting. Their employees are highly qualified and follow a daily disciplinary routine for their work (Sutton, 2014). The value of Melbourne IT is their Behaviors which administers the way their employees behave to guarantee success for their customers and their company (McFarlin and Sweeney, 2012). Techniques implemented: A group of thirty people were asked questions based on their motivational and engagement level in the company and the procedure was divided into two. Interview and survey basis: The interviews were done on a personal basis on the managers and the employees so as to understand the degree of motivation they have or they receives. Not all the employees and managers could provide sufficient time for interview so the technique of collecting information was divided on interview basis and survey basis. Five managers were interviewed and twenty-five employees were surveyed. Aim of the research: To review the role of promotional motivation like appraisal or appreciation in the company. To understand the demotivating factor of condition of workplace To understand how company policies are motivating or demotivating to their employees. Findings: The findings were analysed on Liker scale basis: Table 1.2: the survey results out of 30 people. Question Strongly disagree disagree Neutral agree Strongly agree The appraisals are motivating 8 5 3 10 4 The relationship between colleagues are good - - 5 10 15 The company policies are demotivating 10 2 9 3 6 Supervisors are motivating 6 - 10 4 10 The job itself is motivating 6 2 - 12 10 The pay scale is satisfactory? 9 10 1 3 7 Findings: The Herzberg theory applied here were found that, The appraisal policies or the recognition criteria of the employees were found to be a factor of dissatisfaction rather than satisfaction. The relationship with peers and subordinates were satisfactory The policies of the company is not a factor of demotivation because the policies were not restricted to a great extent, rather it provided a better work environment. The job itself does is not giving a sense of satisfaction to the employees The salary offered is not satisfactory. Presently the company has improved its motivational factors in which the performance of the company has contributed in the increase of its share. In order to motivate their employees the company has made the training and development budget equally availed to all the employees. They have aimed to remunerate their members responsibly and fairly with increasing their fixed salary (Nelson and Quick, 2012). After applying the motivational factors in change in management and salary the employees turned out to be more productive and finally it achieved to be the leading company in the ASX largest share. This has not only resulted in increased employee satisfaction but also a decrease of employee turnover by creative employee benefits (Kim, 2013). 3. Application of Taylors motivational theory in David Jones: The David Jones is an early operating departmental stores also known as DJs, in majority states of Australia, it has around 39 stores. According to the motivational theory of Taylor, David Jones pays their employees on hourly basis for their part-time and full time employees. David Jones is currently David Jones pay 12% above the market (Limited, 2015). The incentive scheme is also attractive because it is directly linked to team and individual performance of the employees. thus they have flexible salaries. As a result of this strategy many employees are opting to do their job in this company. The customer satisfaction of service has also increased which turned out to have a total net profit of around A$1.85 billion during 2013. Theory 3: Maslow hierarchy model and Woolworth limited: It is a leading retail company operating in New Zealand and Australia. It is also one of the largest food retail stores in Australia. Maslows theory stated the hierarchy of needs of an employee according to their needs (Lee, Yong-Seung, 2010). In this concept Woolworth has considered the employee motivational factors and provided certain benefits which contribute to their success. But the Woolworths limited had provided employee benefits like: Association of employees, this serves to the belong needs of an employee. Discount card for staffs comes under the extra benefits. Purchase plan of shares for their employees is a kind of job security. Leave for parental purpose also comes under belonging needs that the company has taken care of. Employee assistance program is a self esteem need satisfying criteria Reward and recognition is also a self esteem need it also comes under self actualization needs of employees. Long term incentives this is a safety need that the employees get. These factors motivate the employees for better productivity especially the plan of long term incentive. Employee satisfaction: The employees productivity is not only of a good quality but also is very innovative. According to Woolworth sustainability also means keeping the priority of employees. Around 50,000 people are located in rural regions which show the work diversity amongst them. The sales have increased from 3.9 percent to 5.9 percent in 2014 (Woolworthslimited.com.au, 2015). The company also won back to back awards for customer satisfaction in 2013 (Woolworthslimited.com.au, 2015). This has also led to a decrease in the employee turnover in the following year. Following Taylors theory the incentive planning would have been the sole factor for employee motivation but in reality there are multiple factor that made Woolworth limited a good example for work motivational practices (Zoogah, 2013). Theory 4: Mayo and Myers: Elton Mayo proposed that employees get motivated through Better communication, team work and employers involvement. This theory is applied in Myer an Australian department chain of stores. The number of employees involved is more than nineteen thousand and the customer service has been one of the important features of Myers (Nasser and Saadeh, 2013). Myer believes in team work and understands the importance of communication in organizational hierarchy and the management also guides their employees which establishes the example of a good leadership practice. Not only communication is considered important inside the organization but the communication with customers is also an integral part of the organization. Myer assures its employees, A smooth running of operational communication between the employer and employees and also in between employees. They emphasizes on team work and development and training needs. They had maintained an informal relationship in between the hierarchy of the organization. The leadership style followed here is democratic and so workers get enough scope to take guidance from their managers. The employee satisfaction level is high and it can be seen from the low turnover ratio of MYER. Apart from that Myers has got some loyal customers which stated the level of customer satisfaction also. Presently the company=y is earning a revenue of A$3.14 billion. 4. Recommendations: The four companies though have good motivational effects on their employees following the theories of motivation yet some companies need to provide extra benefits except from that of their salaries. Motivation is of course a factor of increasing the productivity of workers we have already understood that motivation is not necessarily verbal motivation. There are certain recommendations that need to be inserted by these companies, they are: The companies need to provide satisfaction in terms of break, none of the theorists has suggested the importance of having a break from work. The companies should not focus only on providing incentives because after a certain time if an employee fails to earn his incentive it then he feels demotivated. The basic needs definitely need to be emphasized on but they are not applicable in this generation of high Pay scale. Now the standard of life has increased. Conclusion: The theories discussed in this study are based on the twentieth century and the work condition differs from that of todays work condition. Even the competition between companies has also increased. So it has become a compulsory factor that employees need to be productive as well as efficient. Motivation is what controls maintain and energizes behavior. So far it is clear why motivation plays a vital role in the workplace. But measuring empirically the role is is challenging in order to capture an individual's drive in metrics of quantitative so as to determine the amount to which elevated motivation is accountable for higherproductivity. References 1. Dessler, G. (2010). Dessler.. Addison Wesley Longman Ltd.2. Dessler, G. and Varkkey, B. (2011). Human Resource Management. Delhi: Pearson.3. French, R. and Schermerhorn, J. (2008). Organizational behaviour. Chichester: John Wiley Sons.4. Hughes, R., Kapoor, J. and Pride, W. (2013). Business foundations. Mason, Ohio: South-Western.5. Jansen, A. and Samuel, M. (2014). Achievement of Organisational Goals and Motivation of Middle Level Managers within the Context of the Two-Factor Theory. Mediterranean Journal of Social Sciences.6. Kim, M. (2013). Handbook of Moral Motivation: Theories, Models, Applications. AJTE, 39(1).7. Lee, Yong-Seung, (2010). Theories of Motivation in Psychoanalysis.  , null(36), pp.153-177.8. Liem, G., McInerney, D. and Walker, R. (2011). Sociocultural theories of learning and motivation. Charlotte, N.C.: Information Age Pub.9. Limited, D. (2015). David Jones Limited Employer Wages, Hourly Wage Rate | PayScale Australia. [online] Payscale.com. Available at: https://www.payscale.com/research/AU/Employer=David_Jones_Limited/Hourly_Rate [Accessed 26 Mar. 2015].10. Lussier, P. (2011). Management Fundamentals: Concepts, Applications, Skill Development. 5th ed. CENGAGE Learning Custom Publishing, p.581.11. McFarlin, D. and Sweeney, P. (2012). International organizational behavior. London: Routledge.12. Melbourneit.info, (2015). Melbourne IT - Company Overview. [online] Available at: https://melbourneit.info/about-us/company-overview [Accessed 26 Mar. 2015].13. Moore, R. and Johnston, R. (2013). Motivational Incentives Improve Unfamiliar Face Matching Accuracy. Appl. Cognit. Psychol., 27(6), pp.754-760.14. Nasser, R. and Saadeh, B. (2013). Motivation for Achievement and Structural Workplace Empowerment among Palestinian Healthcare Professionals. Perspectives on Global Development and Technology, 12(5-6), pp.543-560.15. Nelson, D. and Quick, J. (2012). Organizational behavior. Mason, Ohio: South-Western.16. Reviews, C. (2014). Studyguide for m anagement fundamentals. [S.l.]: Academic Internet Publish.17. Schermerhorn, J. (2010). Management. Hoboken, N.J.: John Wiley.18. Sutton, A. (2014). work psychology in action. Palgrave Macmillan, p.260.19. Woolworthslimited.com.au, (2014). Home Timber Hardware back-to-back winners of customer satisfaction award - Woolworths Limited. [online] Available at: https://www.woolworthslimited.com.au/page/The_Newsroom/Latest_News/Home_Timber__Hardware_back_-to-back_winners_of_customer_satisfaction_award/ [Accessed 26 Mar. 2015].20. Woolworthslimited.com.au, (2015). Chairmans Report. [online] Available at: https://www.woolworthslimited.com.au/annualreport/2014/chairmans-report.html [Accessed 26 Mar. 2015].21. Zoogah, D. (2013). Career Motivation, Mentoring Readiness, and Participation in Workplace Mentoring Programs: A Cross-Cultural Study. Journal of African Business, 14(1), pp.19-32.

Third Party Presidential Debates Essays - , Term Papers

Third Party Presidential Debates The Second College Edition of The American Heritage Dictionary defines debate as; To engage in argument by discussing opposing points (American Heritage,369). Another definition is as follows; a formal contest of argumentation in which two opposing teams defend and attack a given proposition (American Heritage,369). The Random House College Dictionary offers this definition; To engage in formal argumentation or disputation with (another person, group, etc.) (Random House,342). So which definition is correct? We know a debate is a discussion or an argument. What has to be decided is whether or not it is between two groups or several groups. That same question has arisen in the Presidential debates of the 1996 presidential election campaigns. That question being whether or not Ross Perot and his running mate should have been included in the debates with President Clinton, Bob Dole and their running mates. In order to answer this question we have to know more about the debates history. The presidential debates are in place for the public to see and hear what the candidates have to say about issues facing the nation. While debating between presidential candidates has been occurring throughout Americas history they were limited to a small audience (Leone,_). However with the 1960 debates between Kennedy and Nixon a whole new world was opened as millions of viewers watched the debates on television (Leone,_). Those first televised debates are generally credited with giving John F. Kennedy the winning margin in a very close presidential race (Leone,_). Following the 1960 election there were no publicly televised debates until 1976, and since then the debates have become an expected and important feature of presidential campaigns (Leone,_). The confidence of the debates with widespread views of general lack of government legitimacy prompted the formation of the Presidential Debate Commission before the 1988 election thus replacing the League of Women Voters as the debate sponsors (Leone,_). What is the purpose of this commission? The mission of the Commission on Presidential Debates is to ensure for the benefit of the American electorate, that general election debates are held every four years between the leading candidates for the offices of President and Vice President of the United States (Commission,_). The commission sponsored the debates of 1988, 1992 and are planning, organizing and implementing the 1996 debates (Commission,_). The commission also has a goal that is; To afford the members of the voting public an opportunity to sharpen their views of those candidates from among whom the next President or Vice president will be selected. In light of the large number of declared candidates in any given presidential election, the Commission has determined that its voter education goal is best achieved by limiting debate participation to the next President and his or her principal rival(s) (The Commission on Presidential Debates,_). In the case of a third party the Commission also has a position. The Commission developed nonpartisan criteria to base its decision regarding selection of nonmajor party candidates for participation in the 1996 debates(Commission,_). The purpose is to identify nonmajor candidates who realistically have a chance of election as the next President of the United States and who are considered to be among the principal rivals for the Presidency (Commission,_). The commission goes on to say that the chances do not have to be overwhelming, but must be more than theoretical (Commission,_). The Commissions criteria for inclusion in the debates of a nonmajor party candidate is a review of the following questions; Is there evidence of national organization, are there signs of national newsworthiness and competitiveness, are there indicators of national enthusiasm or concern, to determine whether the candidate has a significant chance of election to warrant inclusion in one or more of its debates (Commission,_)? In order to better understand these criteria we have to look at them in greater detail. Evidence of national organization involves satisfaction of the eligibility requirement of the Constitution of the United States (Commission,_). The candidate should have placement on ballots in enough states to have a mathematical chance of obtaining an electoral college majority (Commisson,_). The candidate should also have organization in a majority of congressional districts on those states (Commission,_). Finally the candidate must be eligible for matching funds from the Federal Election Commission or be able to adequately fund a national campaign and be endorsed by federal and state office holders (Commission,_). Signs of national newsworthiness and competitiveness are described by opinions of electoral experts, media and non-media personnel (Commission,_). They include professional

Has Television had a Detrimental Effect on Your Generation, essays

Has Television had a Detrimental Effect on Your Generation, essays There are some things in life that you cannot live without; for example, air, food, shelter and clothing are the ones that may first come to your mind. But have you ever thought that some goods may have become your necessarily without you even realizing it. One of these kinds of good that comes to my mind is Television. The first thing I do when I go home is to turn on the television. For children and teenagers watching television may be one of their best entertainments. From children watching  ¡Sesame Street ¡ to teenagers watching  ¡Friends ¡. Statistics show that American children and adolescents spend 22-28 hours per week viewing television more than any other activities (except sleeping). I think that television have a detrimental effect on my generation. For children they are young and innocent they will learn everything in school, from their parents and on whatever they see the most, which is television. They may not see any violence in school or from their parents but there is a big chance that they will see violence in television. When children have finished their homework their parents may let them watch television as entertainment. As they turn on the television, they may come across many programs that may contain violent scenes. For the first time they see violence on television, they may be scared or even think that it is cruel, the second time they see violence they may not be as frighten since they have seen it before and so on. Until one day the child may not feel anything at all when they see violence on television. Another way television shows can influence children is when they see that violence can be used to solve problems. Children who view shows in which violence is very realistic frequently repeated or un punished are more likely to imitate what they see. Television has even more influence on teenagers. As teenagers enter high school they make new friends and they learn new ...

Nature Tourism Essay Example | Topics and Well Written Essays - 2750 words

Nature Tourism - Essay Example Motivation relates to the choice of destination and activities, which are expected to relate to trip satisfaction and subsequent travel related intentions. The theories of motivation are a way of understanding the tourist expectations formation, that is, the tourist behaviour. Do they accurately assess and analyse tourist behaviour If so, to what extent Some of the functions of attitude are knowledge, ego, defence, value expression, utility and social adaptation; these functions act as mediators between drives or motives and values or situations. The theory of tourism motivation explains the behaviour pattern and assists in the satisfaction of it's underlying cognitive and emotional motives. The two systems of emotions and cognition differ in the degree of control a person has over their generation and manipulation. The term cognition refers to the mental representations such as knowledge or beliefs. Emotions encompass drives, feelings and instincts. The two jointly contribute to tourism motivation process. Motive is a distinct type of learned or conceived action in the form of behaviour. Motivation contains results of a situation-person interaction. One and the same motive can generate situational different behaviour; while different motives can generate very similar behaviour. A person experiences a press or a pull, which usually appears in the guise of a threat of harm or promise of benefit. Both need and press, combine to form an equivalent group of behavioural situations. (Heckhausen, 1989.) When motives transform to motivation, the process of choosing specific destination and activities begin. "Motivation is based on feelings of competence and self determination." (Deci and Ryan, 1985.) Tourist motivation is a set of needs, which predispose a person to participate in a tourist activity. The important antecedents of individual motivation are cultural background, values, market communication, experience, and consumer self-perception. 3. Motivation of Nature Tourism People who live in cities are motivated to travel as tourists to areas of wilderness because they need to escape from an artificial monotonous environment. Gray's Travel Motivation Theory gives us two motives; first is the desire to go from a known place to an unknown place and the second is to go to a place which can provide the traveler with special facilities, that do not exist in the place of residence. This theory does not completely cover the aspects of nature tourism. It will be worthwhile to have a look at the Career Ladder Theory, which emphasizes that people have a range of motives for seeking out holiday experiences. With different levels, it allows for many motives. It is dynamic and covers the seven requirements, which are considered to be good to assess the theory of tourist motivation. These seven requirements are, it functions as a true theory; it appeals to different users; it is easy to

Delinquent youth subculture (Gangs) Research Paper

Delinquent youth subculture (Gangs) - Research Paper Example Rubel, these youth gang members mostly comprised of Mexicans who had migrated to the region of United States and may have developed a gang due to their difficult lives in America (Rubel, 1965). It has even been recorded that gangs started surfacing in major regions of United States such as New York during the period of 1800s when the Industrial Revolution was gaining pace (Franzese, 2006). As industrialization started to spread throughout the United States and attracted more and more immigrant populations, increase in number of gangs was witnessed in larger metropolitan areas such as Chicago (Franzese, 2006). The United States has witnessed an upsurge in the number of gangs and the gang members especially during the periods in which huge number of immigrant populations has travelled to the United States. Gangs have even emerged as a result of hostile activities that have been carried out against the ethnic groups they represent. In early periods of 1900s, Chicago witnessed an increas e in the number of African American gangs and gang members as a result of the hostilities they were facing at the hands of the White American gang members (Franzese, 2006). Later during the period of 1950s the African American gangs started becoming prominent on the streets of the Western regions of the United States (Franzese, 2006). These gang members could easily be witnessed in the regions where mostly those families resided that did not have access to proper economic opportunities. The Southern regions of the United States were the last in the race to experience the issue of gang related activity. Gang activity in these regions emerged and escalated between the periods of 1980s and 1990s (Franzese, 2006). Gang members and related activities are quite prevalent in the United States even in the years of 21st century. According to 2011 National Gang Threat Assessment, more than 1.4 million individuals are working with different gangs of United States and can be witnessed on the