Qualitative Research Qualitative And Quantitative Research

Quality versus quantity or numerical as opposed to nonnumeric data is what come to mind when thinking about qualitative and quantitative research. In other words, quantitative research utilizes numbers while qualitative research does not. Another noteworthy distinction between the two methods lies in data collection. Unlike qualitative research which is employed to transform data into statistics, qualitative research is utilized to gain a deeper understanding or underlying opinions, reasons and motivations. Quantitative research is exploratory in the sense that it attempts to understand people’s daily interaction and how they perceive and make sense of the world around them (Tewsbury, 2009; Murchison, 2010). This is often referred to as the holistic approach. More specifically, qualitative analysis aims at providing rich, precise, complete and detailed description of an issue. In order to gain a deeper understanding of a problem, researchers employing qualitative approach, especially in ethnography, tend to travel long distance and study the culture of the subject firsthand. In other words, they become participant observers (Murchison, p. 7, 2010). Ethnographer’s data derives from firsthand interaction or involvement with research subject. Interactions stems from day-to-day conversations, face-to-face interviews to share rituals and emotional experiences (p. 4). Research subjects in ethnography are referred to as informants or individuals with (expert) knowledge on theShow MoreRelatedQualitative And Quantitative And Qualitative Research1972 Words   |  8 Pagesworld of research, there are two general approaches to gathering and reporting information qualitative and quantitative approaches. The qualitative approach to research is focused on understanding a phenomenon from a closer perspective. The quantitative approach tends to approximate phenome na from a large number of individuals using survey methods. There has been widespread debate in recent years within many of the social sciences regarding the relative merits of quantitative and qualitative strategiesRead MoreQuantitative and Qualitative Research1006 Words   |  5 PagesQuantitative and Qualitative Research Sheri Doubleday May 16, 2011 Research procedures depends on the analyzing data and questions on the topic being researched. All research can be differentiated on the basis of whether its methodology produces mostly numerical data (e.g., scores and measurements) or mostly narrative data (e.g., verbal descriptions and opinions) (Mertler, C. amp; Charles, C. 2011, p 24). Qualitative research and quantitative research are two types of research methods. Read MoreQualitative Research And Quantitative Research917 Words   |  4 PagesIn order to carry out my research, there were two feasible arguments to using qualitative research and quantitative methods. Qualitative research is recording information that express information about feelings, values and attitudes using words, whereas quantitative research uses data that is expressed in numerical form using descriptive and inferential statistics (Lindlof Taylor, 2002). Quantitative research is useful when measuring facts and is structured using characterised surveys and statisticalRead MoreQuantitative Research : Qualitative Research825 Words   |  4 PagesPoints of Consideration for this Qualitative Research Skinner, Tagg, and Holloway (2000) stressed that engaging in qualitative research demands an understanding of some of the drawbacks associated with doing this type of research. A number of common concerns related to qualitative research are found in the literature. The time and resources involved in collecting and analyzing qualitative data are mentioned frequently (e.g., Creswell, 1998; Skinner, Tagg, Holloway, 2000). A related concern involvesRead MoreQualitative Research On Quantitative Research1496 Words   |  6 PagesThe qualitative research method involves analysing data, such as words, pictures or objects. It is more subjective, and requires the researcher to interpret data in order to form thematic ideas. Quantitative research can gather a large amount of data that can be easily organised and manipulated into reports for analysis. It often includes one to one interview. It utilises open- ended questions. This means that the researcher has to interpret their findings. Mo reover, in qualitative research isRead MoreQualitative Research : Quantitative Research Essay814 Words   |  4 PagesQualitative research is a kind of of scientific research which consists of an analysis that look for answers to a question, systematically uses a specific procedures to answer the question, gathers evidence, generate findings that are legit farther the limits of the study. Qualitative research has these characteristics. As an addition, it looks for to analyze the research problem or motif from the aspect of the local people who involves the study. Qualitative research is particularly effectiveRead MoreQualitative Research : Quantitative Research Essay978 Words   |  4 PagesQualitative research explains, describes and characterizes the subject of investigation by focusing on words rather than numbers. It mainly collects the non-numerical data to describe a problem and helps to create ideas for further research. In qualitative research, data are collected through focus groups, interviews, direct observation or evaluation of archival material such as newspapers. Qualitative research has a qualitative dimension and relies on the background and context to analyze data.Read MoreQualitative Research And Quantitative Research1675 Words   |  7 Pages Qualitative research and Quantitative research Qualitative research Defilation Qualitative research is a method used in different academic disciplines, generally in social science, but also in research and further contexts. Qualitative researchers aim to attain detailed understanding of human behavior rand the reasons that govern such behavior. The qualitative method investigates the why and how of decision making, not just what, where, when. Hence, smallerRead MoreQualitative Research : Quantitative Research1442 Words   |  6 Pageslevel, qualitative research involves an interpretive, naturalistic approach to the world. This means that qualitative researchers study things in their natural settings, attempting to make sense of, or interpret, phenomena in terms of the meanings people bring to them. (Denzin Lincoln, 2005, p. 3) Different from quantitative research that collects and analyzes numerical data, qualitative research deals with non-numerical data such as interviews, participant observations, audio and visual imagesRead MoreQualitative Research : Quantitative Research Essay1320 Words   |  6 PagesQualitative research is scientific research based on something that cannot be correctly and precisely measured (University of Wisconsin-Madison-Health Services Ebling Library, 2016). Qualitative research is biased and uses preliminary reasoning to combine data (University of Wisconsin-Madison-Health Services Ebling Library, 2016). Qualitative research establishes theories to help explain the phenomena while focusing on the experiences and opinions of all study subjects (Verhoef Casebeer, 1997)

The Maslow hierarchy of needs - Free Essay Example

Sample details Pages: 15 Words: 4367 Downloads: 2 Date added: 2017/06/26 Category Marketing Essay Type Analytical essay Did you like this example? According to Maslow, the source of motivation is certain needs. Needs are biological or instinctive; they characterize humans in genera and have a generic base. They often influence behaviour unconsciously. Don’t waste time! Our writers will create an original "The Maslow hierarchy of needs" essay for you Create order What causes people to behave as they do is the process of satisfying these needs. Once a need is satisfied, it no longer dominates behaviour, and another need rises to take its place. Need fulfillment is never ending. Muchinsky(1993) The five types of needs from Maslows theory are discussed below: Physiological needs: The physiological needs include the basic needs for food, water. These needs cannot be ignored for long and must be met before all others. To the person in a state of virtual starvation or water deprivation, matters other than food or water are of little concern. Security needs: Once the physiological needs are relatively well met, a new set of needs, categorized generally as safety needs, emerges. These are concerned with protection against danger, threat and deprivation. In an industrial society the safety needs may be important to the dependent relationship between employees and employers. The safety needs may serve as motivators in such circumstanc es as arbitrary management actions, behaviour which arouses uncertainty of continued employment, and unpredictable administration of policy. Social needs: Once the physiological and safety needs are reasonably well fulfilled, the social needs become important motivators of behaviour. These include needs for belonging, for association, for love, for acceptance by ones fellows, and for giving and receiving friendship. Self esteem: the self esteem needs are those needs that relate to ones self-esteem, that is, need for self confidence, for achievement, for competence, for knowledge Self-actualisation: Self actualization needs are those needs that relate to ones reputation, needs for status, for recognition, for appreciation, for the deserved respect of ones peers. In contrast with the lower order needs the self-esteem and self actualization needs are seldom fully satisfied. Maslow believed that the hierarchy was characterized by some supporting aspects or features, a few of which are given here: The higher the need, and the less imperative it is for sheer survival, the longer gratification can be postponed and the easier it is for the need to disappear permanently. Living at the higher need level means greater biological efficiency, greater longevity, less disease, better sleep, better appetite, and so forth. Higher needs are less urgent, subjectively Higher need gratification produces more desirable subjective results, more profound happiness, serenity and richness of the inner life. Pursuit and gratification of higher needs represent a general trend towards good health. Higher needs require better outside conditions (economic, educational, etc) to make them possible. Mc Corwick(1987) (Ernest J. Mc Cormick and Daniel Ilgen, 1987, Industrial and organizational psychology, eighth edition, Routledge Co Ltd, London, pg 270-271) Figure 3.1: Maslows hierarchy of needs applied in todays work environment Source: Luthan, F, (2008), Organisational behaviour, eleventh edition, pg 170) Frederick Herzbergs Dual factor theory: The dual factor is based on considerable proof. It is built on the basis that people are motivated towards what makes them feel good, and away from what makes them feel bad. His research identifies motivators as factors producing good feelings in the work situation. By contrast he suggests that hygiene factors arouse bad feelings in the work situation. Hygiene factors are clearly concerned with the work environment rather than the work itself. They differ significantly from motivators in as much as they can only prevent illness but not bring about good health. In other words, lack of adequate job hygiene will cause dissatisfaction, but its presence will not of itself cause satisfaction, it is the motivators that do this. The absence of the motivators will not cause dissatisfaction, assuming the job hygiene factors are adequate, but there will be no positive motivation. It is axiomatic in Herzbergs approach that job satisfaction and job dissatisfaction are not opposite. The oppos ite of job satisfaction is not job dissatisfaction; it is no job satisfaction, while the opposite of job dissatisfaction is lack of job dissatisfaction Adopting Herzbergs approach, a manager should build motivators into the job so as to promote job satisfaction positively; in order to minimize dissatisfaction, hygiene factors should be improved. In the motivation of sales representatives, the motivators and hygiene factors discussed in the pane overleaf might be considered. McKenna(1994) Motivators Hygiene factors Achievement Company policy and administration Recognition Supervision Work itself Salary Responsibility Interpersonal relations Advancement Working conditions Growth Status Security Table 3.1: Dual factor theory Source: McKenna, 1994, pg 78 (Eugene McKenna, 1994, business psychology and organizational behaviour, a students handbook,2nd revised edition, United Kingdom, BPC Wheatons Ltd, pg78) NEED ACHIEVEMENT TH EORY: The need for achievement was one of the twenty needs motivating behaviour suggested by henry Murray. Murray developed the Thematic Apperception Test (TAT), as a way of gauging the strength of these needs. David Mc Clelland then used the TAT to concentrate on the need for achievement, which he labeled n Ach, and tried to find both historival and cross-cultural evidence for its collective importance to societies. People high on n Ach, Mc Clelland maintained, have a preference for particular situations, where: The degree of risk involved is neither high nor low but moderate Feedback on their performance is provided Individual responsibility is acknowledged. Moderately risky tasks would provide a reasonable probability of success for people high on n Ach whereas low risk situations would be unchallenging and unlikely to engage their interest. However tasks that look too daunting would also be avoided for fear of failing at them. Thus it is not making the attempt that counts but the outcome. Failure would apparently be too damaging to self-esteem, regardless of the worth and importance of the goal. Mc Clelland also investigated two other, and related specific needs, the need for affiliation (n Aff) and the need for power (n Pow). These other two suggested needs have not been investigated to anything like the same extent as n Ach but they are interesting ideas. Statt(2004) (David A. Statt, 2004, psychology and the world of work, second edition, New York, Palgrave Macmillan Ltd, pg 253) The 3 acquired needs theory set by Mc Clelland are as follows: Need for achievement (nAch): It is the desire to achieve high in terms of quality and accomplish challenging responsibilities in ones work. Need for affiliation (nAff): It is the desire to maintain warm, friendly relationships with others. High nAff individuals are attracted in organizations which involve a large number of interactions with others. Need for power (nPow): It is the desire to influence others and control ones environment. The need for power can be divided into two forms namely personal power and institutional power. Akinson and Feather (1973 cited Ghosh P.K, 1991, pg 356) proposed that the tendency to approach or continue a task depends both on the difficulty of the situation and on the individuals motivation. According to the theory the characteristics which differentiate persons with high and low achievement need (n-ach) are as follows: A person with a high n-ach: Seeks accomplishement for its own sake; Wants to be challenged, sets moderately difficult(but not impossible) goals for himself and takes a realistic approach to risk; Is not strongly money hungry, although may acquire wealth in his drive to achieve; Is not a gambler but, rather, prefers to analyse and assess problems, assume personal responsibility for getting a job done and likes to prompt feedback on how he is doing Tends to be restless, likes to work long hours, does not unduly worry about failure if it does occur and is fairly independent. A person with a low n-ach: Tends to approach tasks of intermediate difficulty but a comparatively lower level of difficulty, as his standard of difficulty is set at a lesser level than the high n-ach person Mc Clelland through extended studies of his postulates, found along with others that achievement motivation is not a stable personality characteristic determined exclusively by childhood experiences as he originally thought it to be. Further investigations and experimental applications established that achievement motivation can be learned. Such learning has been brought about through special training programmes. It is also recognized that a persons achievement motivation may increase because of being placed in a position in which some extent of achievement motivation is expected and rewarded. (Ghosh 1991) Dr P.K Ghosh,(1991), Industrial and organizational psychology, first edition, Bombay :Himalaya publishing house, pg 356) Vrooms expectancy theory: Victor Vroom developed the first formal description of expectancy theory. The theorys basic premise is simple: The strength of their expectation that the behaviour will be followed by a given outcome. The anticipated value of that outcome. Expectancy theory, as described by Vroom, consists of two related models. The first of these is the valence model, which is used to predict the valences that workers place on various outcomes. In the terminology of expectancy theory, an outcome is an event that might follow a workers behaviour, such as praise, punishment or increased productivity. The valence of an outcome is the satisfaction that the worker expects to experience should he or she receive the outcome. First model: According to the valence model, an outcome will have a positive valence for a worker if he or she believes that it has positive instrumentality for obtaining other valued outcomes. Instrumentality is the extent to which a person believes that attaining one outcome is associated with attaining other outcomes, and can range from +1.00 to -1.00. in other words, an instrumentality is the perceived correlation between two outcomes. Second model: The second model in Vrooms expectancy theory predicts the motivational force to perform a particular behaviour. This model states that the force or strength of motivation, to engage in any behaviour depends upon the expectancy that various outcomes will result from performance of the behaviour and the valence of those outcomes as defined in the valence model. Vroom defined expectancy as the perceived probability that an outcome would follow a behaviour, so it can range from 0 to +1.00. Saal Knight(1995) (Frank E.Saal and Patricj A.Knight, 1995, industrial/Organisational psychology, science and practice, 2nd edition, United States of America, Brooks/Cole Publishing Company, 252). The valence model of expectancy theory: outcomes and instrumentality valences of PPP internship +.40 High pay in future jobs High valence Developing new skills High valence +.70 Valence of a PPP consumer research internship + + Flexibility in job choice High valence -.50 0 Making business contacts Low valence +.30 Figure 3.2: the valence mode of expectancy theory Source : Saal Knight(1995) (Frank E.Saal and Patricj A.Knight, 1995, industrial/Organisational psychology, science and practice, 2nd edition, United States of America, Brooks/Cole Publishing Company,pg 253) Figure 3.2 illustrates how the valence model predicts the valence of performing well on an internship for one of PPPs Consumer research interns. Four possible outcomes of performing well, along with their valences are listed on the left side of the figure. The particular intern, Keil Hardy, places positive values on earning higher pay in later jobs, developing new skills and having greater flexibility in choosing jobs in the future. However he places little value on making business contacts during the internship. In the center of the figure are Mr Hardys estimates of the instrumentalities of having a PPP internshi p for attaining each of the four outcomes. He perceives positive associations between the internship and greater pay in the future jobs, learning new skils and making business contacts. The perceived instrumentality of the internship for achieving flexibility in job choice, however is negative. Combining this information, the valence model predicts that he potential for higher pay and imporoved skills will increase the valence of the internship for Mr Hardy because: He values these outcomes The internship is seen by him as a way to attain them The opportunity to develop business contacts will have no effect on the valence in this case because even though Mr Hardy believes that contacts can be made through the internship(positive instrumentality), he believes that having a PPP internship will decrease the chances of this happening(negative instrumentality), which lowers the valence internship. Saal Knight(1995) (Frank E.Saal and Patricj A.Knight, 1995, industrial/O rganisational psychology, science and practice, 2nd edition, United States of America, Brooks/Cole Publishing Company, pg 252) Implications of the Vroom Model for Organizational behaviour: Although the Vroom model does not directly contribute much to the techniques of motivating personnel in an organization, it is of value in understanding organizational behaviour. It can clarify the relationship between individual and organizational goals. For example, suppose workers are given a certain standard for production. By measuring the workers output, management can determine how important their various personal goals (second-level outcomes such as money, security and recognition) are; the instrumentality of the organizational goal (the first level outcomes such as production standard) for the attainment of the personal goals; and the workers expectancies that their effort and ability will accomplish the organizational goal. If output is below standard it may be that the workers do not place a high value on the second level outcomes; or they may think that their efforts will not accomplish the first- level outcome. (Luthan, 2008) Luthan, F,2008, Organisational behavi our, eleventh edition, Singapore, Mc Graw Hill international edition, pg 177 EQUITY THEORY: The equity theory, built by psychologist J.Stacy Adams, argues that a major input into job performance and satisfaction is the degree of equity(or inequity) that people perceive in their work situation. In other words, it is another cognitively based motivation theory. For instance inequity occurs when a person perceives that the ratio of his or her outcomes to inputs and the ratio of a relevant others outcomes to inputs are unequal. Schematically, this is represented as follows: Persons outcomes others outcomes Persons inputs others inputs Equity occurs when; persons outcomes = others outcomes Persons inputs others inputs Both inputs and the outputs of the person and the other are based on the persons perceptions. Age, sex, education, social status, organizational position, qualifications and how hard the person works are examples of perceived input variables. Outcomes consist primarily of rewards such as pay, status, promotion and intrinsic interest in the job. In essence the ratio is based on the persons perception of what the person is giving (inputs) and receiving (outcomes) versus the ratio of what the relevant other is giving and receiving. This cognition may or may not be the same as someone elses observation of the ratios or the same as the actual reality. (Luthan ,2008) Luthan, F, (2008), Organisational behaviour, eleventh edition, Singapore, Mc Graw Hill international edition, pg 179 REINFORCEMENT THEORY: The reinforcement theory, pioneered by psychologist B.F Skinner argued that our behaviours can be explained by consequences in the environment. In fact the theory relies heavily on a concept called law of effect, which states that behaviours having pleasant or positive consequences are more likely to be repeated and behaviours having unpleasant or negative consequences are less likely to be repeated. The argument is that people perform certain work-related acts that are subject to reinforcement contingencies. People work with a certain degree of effectiveness and when particular behaviour results in a reward, performance increases. Types of reinforcement: There are four types of reinforcement available to facilitate behaviour modification. They are positive reinforcement, negative reinforcement, extinction and punishment. Skinner argued that positive reinforcement and extinction encouraged individual growth whereas negative reinforcement and punishment are likely to encourage irresponsibility in individuals and eventually contaminate the entire organization. Positive reinforcement: Positive reinforcement arises when organizations compliments employee for satisfactorily accomplished work. It increases desired behaviour. It involves providing a pleasant rewarding consequence to encourage that behaviour. Negative reinforcement: Negative reinforcement focuses on optimizing desired behaviour. However it involves providing unpleasant incentive so that an individual will engage in the desired behaviour in order to stop the unpleasant consequences. The desired behaviour is reinforced in a negative way because an individual must engage in the behaviour in order to get rid of an unpleasant condition. Extinction: Extinction occurs when positive reinforcement for a learned or previously conditioned response is withheld. Under such non-reinforcement, undesired behaviour decreases until it disappeared. Punishment: Punishment is a technique that involves negative consequence in order to decrease or discourage behaviour. Punishment is usually applied after an employee has involved in undesirable behaviour. For example, managers may increase employee workload each time work is handed in late. Punishment will decrease desired behaviour. (Bartol, 1998) Bartol K.M Martin, D.C.1998, Management, 3rd edition, McGraw-Hill, New York pg 400) JOB SATISFACTION: According to Muchinsky(1993), like any feeling of satisfaction, job satisfaction is an emotional, affective response. Affect refers to feelings of like or dislike. Therefore, job satisfaction is the extent to which a person derives pleasure from a job. Muchinsky P., 1993, psychology applied to work, fourth edition United States of America, Brooks/Cole Publishing Company Ltd,pg290) According to Fred Luthan(2008) there are three generally accepted dimensions of job satisfaction. First satisfaction is an emotional response to a job situation. As such it cannot be seen, it can only be inferred. Second, job satisfaction is often determined by how well outcomes meet or exceed expectations. For example, if organizational participants feel that they are working much harder than others in the department but are receiving fewer rewards, they will probably have a negative attitude towards their work, boss, and/or co-workers. They will be dissatisfied. On the other hand if they feel they are being treated very well and are being paid equitably, they are likely to have a positive attitude toward the job. They will be job-satisfied. Third, job satisfaction represents several related attitudes. Through the years five job dimensions have been identified to represent the most important characteristics of a job about which employees have affective attitudes. These are: The work itself: the extent to which the job provides the individual with interesting tasks, opportunities for learning and the chance to accept responsibility. Pay. The amount of financial remuneration that is received and the degree to which this is viewed as equitable vis-Ã  -vis that of others in organization Promotion opportunities. The chances for advancement in the organization Supervision. The abilities of the supervisor to provide technical assistance and behavioural support. Co-workers. The degree to which fellow workers are technically proficient and socially supportive. Lutha n, F, 2008, Organisational behaviour, eleventh edition, Singapore, Mc Graw Hill international edition. Pg 140 The work itself: The content of the job itself is a major source of satisfaction. Cooper (1974) proposed a framework of intrinsic job characteristics which attempts to deal with job satisfaction. The framework outlines four distinct intrinsic job dimensions namely: 1. Spatial variety 2. Skill discretion 3. Goal characteristics 1. Spatial variety: Spatial variety is exemplified by the variety of operations performed, their cycle times, as well as by features outside the task itself such as the number of people available for social interaction in the immediate work area. It seems likely that performance and satisfaction will be affected largely by stimulus satiation (a form of boredom produced by continued exposure to the same stimulus pattern) which can be dissipated by perceptual alternation among the various elements in the situation. Limitations of variety: It is doubtful if Variety is a true motivator. Its value is probably limited to routine, repetitive-type jobs which characteristically induce feelings of boredom; an increase in Variety simply means a decrease in boredom. Skill Discretion: Discretion means being free to exercise choice. According to Robert Cooper (1974) discretion in work means the ability to individually choose appropriate knowledge in the solution of problems. Skilled occupations are more complex and varied than unskilled and semiskilled occupations. They require more training time and often a higher educational attainment. Abstract thinking in specialized fields may be required. Examples of skilled jobs are: chemists architects school band directors physicians attorneys CEO of a business Satisfaction and job-commitment from discretion: The motivational value derived from the previous form of discretion, that is autonomy and responsibility is that one is responsible for ones own job behaviour and the experience of being free from externally-mediated pressures, thereby enhancing job commitment and satisfaction. Skill Discretion is of course a key characteristic of skilled-work. For example when faced with a job problem, the employee refers to his store of appropriate knowledge and from it selects a set of responses which he believes will lead to a solution; this is the essence of Skill Discretion. The choice of an appropriate response is usually done through the exercise of logic or trial-and-error. A high level of Skill Discretion in a job produces a keen sense of challenge which leads, after successful performance, to a feeling of achievement. Goal characteristics: Employees pursue goals because they value a lot the rewards they will be offered after having achieved the goals, that is, to gain food, shelter, money, promotion, love and so on Robert Cooper adds that in addition to goal content, goals possess a certain structure or form which is constituted by: 1. The clarity of the goal 2. The level of difficulty of the goal He further adds that it is these structural features which directly affect task behaviour. Goal clarity performance may differ according to the clarity or specificity with which the performance criteria are described. For instance if an individual instructs a student to write a paper and presents him with a goal of low clarity; he is unclear as to how long the paper should be and when he should complete it by. The clarity of his goal is increased when he provides additional information to the student. Goal Difficulty which is either too easy or too difficult is less motivating than those of medium difficulty th e latter provide a manageable degree of challenge to the employee and thus draws on his motivation. Pay: According to Luthans(2008), money not only helps people attain their basic needs but is also instrumental in providing upper-level need satisfaction. Employees often see pay as a reflection of how management views their contribution to the organization. Fringe benefits are also important, but they are not as influential. Ref: Luthan, F, (2008), Organisational behaviour, eleventh edition, Singapore, Mc Graw Hill international edition, pg 140 Promotion: According to Luthans(2008) promotional opportunities seem to have a varying effect on job satisfaction. This is because promotions take a number of different forms and have a variety of accompanying rewards. For example, individuals who are promoted on the basis of seniority often experience job satisfaction but not as much as those who are promoted on the basis of performance. Ref: Luthan, F, (2008), Organisationa l behaviour, eleventh edition, Singapore, Mc Graw Hill international edition, pg 140 Supervision: Autocratic According Kossen (1931) autocratic leaders feel that they know what they want and tend to express those wants as direct orders to their subordinates. Autocratic usually keep decisions and controls to themselves, since they have assumed full responsibility for decision making. Autocratic leaders usually structure the entire work situation for their employees, who merely do what they are told, that is, follow orders. Advantages of autocratic style: Many autocratic leaders have been successful in accomplishing their goals. To be successful, however, autocratic leaders must have broad and diversified backgrounds. They must also have subordinates who expect and want their leaders to give them strong directions. Workers who are either somewhat submissive or prefer not to be responsible for participating in planning and decision making tend to respond positively to bo ss-centered leadership. Also, a more directive leadership is often welcomed by employees whose job responsibilities are not clearly defined or who lack sufficient knowledge and training to perform their jobs without assistance. Disadvantages of autocratic: Managers who use this approach frequently feel that the individual employee lacks the capability of providing constructive input. Autocratic leadership has the potential for creating problems of both morale and production in the long run. It also fails to develop the workers commitment to the objectives of the organisation. Employees on the receiving end of autocratic leadership frequently lack information about their functions and fear using their own initiative in their work. Furthermore, individual growth and development are far more difficult to attain within an autocratic framework. Participative management style: This style of leadership assumes that individual members of a group who take part personally in the d ecision making process will be more likely as a result to have a far greater commitment to the objectives and goals of the organisation. Advantages of participative: Workers like to feel that their ideas are important and tend to feel considerably more committed to changes in which they have participated. Workers also develop greater feelings of self-esteem. Often the combined knowledge and experience of the members of a group exceed that of the leader. Furthermore problems worked on collectively often give birth to new ideas, created as a result of interpersonal exchange. Disadvantages of participative: This approach assumes a considerable commonality of interest between the managers and employees. However, in any group some individuals may be genuinely uninterested in their jobs, especially those who perceive their position merely as means to other, more satisfying, needs. The participative approach also assumes that workers have the necessary knowledge and skill to participate in the decision making process if knowledge and skill are lacking, managers may find that they must either be bound by bad decisions or override the decision of the group, thus detracting from the participative approach. Another potential problem with the participative approach is that group members whose ideas have been rejected may feel alienated. Kossen( 1931) (Stan Kossen,1931, the human side of organizations, fourth edition, United States of America, Harper Row Publishers, New York, pg 220-223) Work group: The nature of work group or team will have an effect on job satisfaction. Friendly, cooperative coworkers or team members are a modest source of job satisfaction to individual employees. The work group, especially a tight team, serves as a source of support, comfort, advice and assistance to the individual members. A good work group or effective team makes the job more enjoyable. However this factor is not essential to job satisfaction. On the oth er hand, if the reverse conditions exist- the people are difficult to get along with-t his factor may have a negative effect on job satisfaction. From the work of Jon P.Briscoe and Douglas T.Hall (cited Fred Luthan,2008, pg 142) the validity of the five dimensions of job satisfaction have been widely used and a recent meta-analysis confirmed its validity.

Analysis Of Alexander Pope s A Modest Proposal

â€Å"It is a melancholy object to walk through this great town, or travel in the country, when they see the streets, the roads, and cabin doors crowded with beggars of the female sex, followed by three, four, or six children, all in rags and all importuning every passenger for alms.† â€Å"A Modest Proposal† by Jonathan Swift.â€Å" All Nature is but art, unknown to thee All chance, direction, which thou cannot see; All discord, harmony not understood; All partial evil, universal good.† â€Å"Essay On Man† by Alexander Pope, both viewed mankind in Similar ways such as prideful, selfish, and unreasonable to name a few. Basing his work the Great chain of being, Pope argues that man believes that the universe exists solely for his pleasure. In this†¦show more content†¦Lastly, of putting a spirit of honesty, industry, and skill into our shop-keepers, who, if a resolution could now be taken to buy only our native goods, would immediately unite to cheat and exact upon us in the price, the measure, and the goodness, nor could ever yet be brought to make one fair proposal of just dealing, though often and earnestly invited to it Therefore I repeat, let no man talk to me of these and the like expedients, till he hath at least some glympse of hope, that there will ever be some hearty and sincere attempt to put them into practice.† In the quote the narrator was like look here, you cannot tell me anything about what I know concerning change. AnotherShow MoreRelatedLiterary Analysis : Jonathan Swift1425 Words   |  6 PagesJoshua Diaz Mary Ellen Griffith Freshman Comp. II Oct. 27, 2015 Literary analysis The author I decided to write about is Jonathan Swift for he had a keen sense for effective sarcasm. 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True global energy sec urity will be a result of cooperation and engage ment, not isolationism When inve stment and . expertise are allowed to flow freely across border s, the engine of innovation is ignited, prosperity is fueled and the energy available to everyone inc reases. At the same tim balancing the needs of e, producers and consum ers is as crucial as increa sing supply and curbin g demand. Only then wil l theRead MoreExploring Corporate Strategy - Case164366 Words   |  658 Pagesmain issues inï ¬â€šuencing the competitive position of a number of organisations in the same industry with a relatively short case. For a case that permits a more comprehensive industry analysis The Pharmaceutical Industry could be used. However, if the purpose is more focused – illustrating the use of ‘ï ¬ ve forces’ analysis – the TUI case study or Illustration 2.3 on The Steel Industry could be used. Some cases are written entirely from published sources but most have been prepared in cooperation withRead MoreLibrary Management204752 Words   |  820 PagesCongress Subject Headings: Principles and Application, Fourth Edition Lois Mai Chan Developing Library and Information Center Collections, Fifth Edition G. Edward Evans and Margaret Zarnosky Saponaro Metadata and Its Impact on Libraries Sheila S. Intner, Susan S. Lazinger, and Jean Weihs Organizing Audiovisual and Electronic Resources for Access: A Cataloging Guide, Second Edition Ingrid Hsieh-Yee Introduction to Cataloging and Classification, Tenth Edition Arlene G. Taylor LIbRaRy and InfoRMaTIonRead MoreOne Significant Change That Has Occurred in the World Between 1900 and 2005. Explain the Impact This Change Has Made on Our Lives and Why It Is an Important Change.163893 Words   |  656 Pageslamentable. 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Forest Fire Causes and Effects - 1526 Words

Forest Fire: Causes and Effects Ron Hilton National American University One morning you wake up and look out the window. Off to the west, you see an orange glow over the hills. You ask yourself â€Å"Is that a forest fire? What caused it? What is it going to do to the ecosystem?† The answer to the first question comes down to two main causes, man and nature. According to the U.S. Fire Administration (2000), â€Å"Human activity is seven times more likely to be the cause of a wildland fire than that of lightning strikes.† We can narrow down the human-caused fires into two further categories, accidental, such as campfires, outdoor debris†¦show more content†¦There are fuels that can self-heat to temperatures sufficient for ignition. These fuels include hay, grain dust, wood chips, and manure. Spontaneous heating to ignition temperature occurs when heat from exothermic chemical or biological processes does not dissipate, usually because of restricted airflow. This often happens in large piles of the self-heating fuel, or in hot conditions that increase the temperature of the material. Heating is accelerated on warm, humid days. Unburned amounts of the spontaneously-heated mixture may remain after the fire, if flame did not reach the bottom of the pile or if there was not sufficient oxygen flow through the pile for complete burning, smoldering until conditions are right for full combustion. Fires can affect the ecosystem in both harmful and beneficial ways. They can affect our air, soil, the plants and animals that live in the wild, and our cultural resources. Globally, fires are a significant contributor of carbon dioxide and other greenhouse gases in the atmosphere. Fires account for approximately one-fifth of the total global emissions of carbon dioxide (Sandberg, Ottmar, amp; Peterson, 2002). The effects of a fire on the plants are obvious. The fires lay waste to vast areas of timber and grassland, which contributes to soil erosion and water quality. Where lethal temperature penetrates deeply enough to kill many regenerative structures,Show MoreRelatedThe Effects of Wildfires1348 Words   |  6 PagesFire at any level can be devastating, yet the effects that wildfires have on every worldwide country really has left its mark on the land. As written by world renowned wild fire spokesperson Smokey the Bear, â€Å"Every year, wildfires sweeps through parts of the United States setting wilderness and homes ablaze. On average these raging infernos destroy about four to five million acres of land a year. But in 2012, wildfire burned more than 9.3 million acres, an area about the size of Massachusetts andRead MoreClimate Change : Causes And Effects934 Words   |  4 PagesErin Reese Biology 122: 10:30-12:45 Climate Change What really causes climate change? Is it human cause or is a natural process that is happening? 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Because of population growth and the Smokey Bear stop forest fires campaign, fire has been suppressed in much o f the country. By suppressing naturally occurring wild fires, we are

Midsummers night dream summary Free Essays

Dream, each of the cross-dressing characters does so as the result of conscious decision (as opposed to magical influence) and in order to attain a goal. While there are certainly a number of disguises in â€Å"A Midsummer Night’s Dream† there are different motivations for characters wearing them. For Viola, her reasons for dressing as a young man are clear since she wants to be able to make a living in the new land she has found herself inhabiting. We will write a custom essay sample on Midsummers night dream summary or any similar topic only for you Order Now Although it may be a bit farcical because she may have Just as easily found employment without resorting o such extreme measures, she nonetheless is resolute in her decision to seek out Rosin. At the moment of her decision she boldly states, Viola fresh off the ship: â€Å"Conceal me what I am, and be my aid / For such disguise as haply shall become / the form of my intent† (1. â€Å". 49-51). It is important to note that she directly refers to her disguise as being related to intent and this intentional disguise is a theme that continues throughout â€Å"Twelfth Night† by William Shakespeare. Viola’s choice of dressing as a young man, however, obviously complicates her pursuit f Rosin and although this is finally resolved at the end of â€Å"Twelfth Night†, her appearance actually dictates the reality of her love life. There Is a sense of hopelessness in the battle between what one sees and what Is truth and It Is best summed at the climax of this Identity conflict when Viola, realizing that Olivia loves her/him, says, â€Å"Poor lady, she were better love a dream† (11. 11. 24). In some senses, this play is, much like â€Å"A Midsummer Night’s Dream†, a dreamboats where nothing Is hat It seems to be, the only difference being the use or exclusion of magical influence. â€Å"Twelfth Night† Is a play In which reality does not often correspond to appearances and thus It Is easy for the reader to begin to accept character’s decisions to take on disguises and for Mallow to become enamored with the Idea (the appearance) of the love’s existence rather than Its reality. Ad Optimized by Dupes Disguise and deceit are also prevalent In â€Å"A Midsummer Night’s Dream† , and although the methods and actors are different, these elements yield the same final exult as seen In Twelfth Night. In each case the mix-up of appearances versus reality Is resolved a there Is happiness and a wedding at the end. In this case, there are no direct choices of disguises, but one Is chosen (different because the characters do not choose to be disguised with a certain set of expected outcomes). Puck magically transforms the head of Bottom Into the likeness of an ass, which Is a disguise (and a frightening one) to everyone who meets him In his transformed state except for the one woman In love with him. While magic Is Involved with this deluges rather than a conscious decision on the behalf of a character, this Is one of the more Illustrative examples to demonstrate how Shakespeare uses the device of the deluges to reveal a higher truth (outside of the less complex and more short-term alms driving the disguise In the first place). Midsummer night dream summary By grease form of my intent† (l. I. 49-51). It is important to note that she directly refers to her appearance actually dictates the reality of her love life. There is a sense of hopelessness in the battle between what one sees and what is truth and it is best summed at the climax of this identity conflict when Viola, realizing that Olivia loves her/him, says, â€Å"Poor lady, she were better love a dream† (al. Ii. 24). In some senses, this play is, much like â€Å"A Midsummer Night’s Dream†, a dreamboats where nothing is what it seems to be, the only difference being the use or exclusion of magical influence. Twelfth Night† is a play in which reality does not often correspond to appearances and thus it is easy for the reader to begin to accept character’s decisions to take on disguises and for Million to become enamored with the idea (the appearance) of the love’s existence rather than its reality. Disguise and deceit are also prevalent in â€Å"A Midsummer Night’s Dream† , and result as seen in Twelfth Night. In each case the mix-up of appearances versus reality is resolved a there is happiness and a wedding at the end. In this case, there are no direct choices of disguises, but one is chosen (different because the characters do ransoms the head of Bottom into the likeness of an ass, which is a disguise (and a frightening one) to everyone who meets him in his transformed state except for the one woman in love with him. While magic is involved with this disguise rather than a conscious decision on the behalf of a character, this is one of the more illustrative examples to demonstrate how Shakespeare uses the device of the disguise to reveal a higher truth (outside of the less complex and more short-term aims driving the disguise in the first place). How to cite Midsummers night dream summary, Papers

Chicago Symphony Orchestra Brass free essay sample

CSO Brass Concert Review On December 9, 2007, I went to see the Chicago Symphony Orchestra Brass concert at Symphony Center in downtown Chicago. The CSO brass instrumentation was as follows: six trumpets, six French horns, seven trombones, two tubas, and three percussionists. The large majority of the brass was from the CSO, but a few players were from the Civic Orchestra of Chicago, such as the second tuba, to help with the instrumentation. The first piece I will critique is Round Dance of the Golden Calf from Faust, written by Charles Gounod and featuring a tuba solo played by Gene Pokorny. The piece began rather energetically, with a quick tempo and a staccato trumpet part. This was complemented by the horns who seemed to hold a harmony in contrast to the trumpets. The trombones were set in the background, playing mf, with a more legato and lyrical part. The feel and tempo abruptly slow with the horn and trumpet dynamics in a decrescendo and the trombones following suit. With this, Pokorny enters with his lyrical solo, very legato and with emotion, seemingly trying to sound like someone singing. The tuba plays alone for a number of measures before the trumpets rejoin at a piano dynamic, complementing the solo with a slightly faster and more staccato, almost percussive part. With this the tuba holds a final note in what appears to be the climax of the piece, before abruptly ending with a few last notes from both the upper and lower brass. I really enjoyed the piece and the way in which the group was able to make it interesting to listen to regardless of what was being played. My favorite part by far was the solo by Pokorny. I was amazed at how he seemed to make every note he played interesting, leaving the audience and I in particular wanting to hear more. The next piece is Fanfare from the Incidental Music to The Martyrdom of Saint Sebastian, written by Claude Debussy. The piece began with an upbeat tempo, with a melody in the upper brass, sort of what one might see as the definitive sort of brass fanfare. This was quickly added to by the trombones, coming in very strong and the French horns then adding to the fray. The fanfare continued throughout, primarily held by the trumpets and occasionally moving into some of the lower brass instruments. The dynamics ranged for the most part from mf to fff, with a great deal of energy and a never slowing tempo. The piece was fairly short and powered through right unto its end. I really enjoyed listening to this piece as it really showed the power of the CSO Brass section and was very upbeat and lively. I also liked the fact that it was fairly short and that there was never a dull moment in the piece, from the begging all the way to the end of it. The third and final piece I will critique is Pictures at an Exhibition, written by Modest Mussorgsky and arranged for brass by Elgar Howarth. The piece begins with the promenade, a reoccurring theme seen throughout the piece. It is interesting the way in which it was arranged for brass and the ability of the CSO combined to cause the promenade to sound nearly as if a full orchestra was playing it. The theme is at first carried in the trombones and French horns before moving to the trumpets. This first section is fairly brief but melodic before moving to the first picture. This section has a fairly mysterious feel to it, almost creepy, with a definite minor sound, using the low brass, primarily the trombones to carry the section. From here it returns to the promenade, but this time with a slightly more mysterious tone. The tempo remains slow, with the overall dynamic being a piano, with the horns and trumpets using mutes to effectively bring across the intended sound. The next sectio n is a slow, legato melody held in the trumpets, following the previous promenade. From here it returns once again to the promenade, beginning with a single solo trumpet, quickly joined by the tubas with an awesome part to go along with the melody, played what I would consider to be ff. This is followed by a couple of less distinguishable sections that were very lyrical before once again returning to the promenade. This time it was a bit more subtle with once again a piano dynamic before being joined by the majestic sounding tuba part, later accompanied by the trombones. The next section is really upbeat, with an unbelievable show of musicianship by the trumpets who seem to be playing what is typically the flute part. This part had a quick tempo and was a welcome change. The following section was a bit slower and the dynamic lowered, but this was quickly followed by a once again quick tempo and great horn part, with the horns quickly working their way down scales. After this it ente red into a depressing mood, with a definite minor key and very sad and dynamically soft part written into the French horns. This was soon followed by the second to last section, with a very upbeat rhythm and definite crescendo throughout the section. The best part of this was the trombone part, which through all of the chaos had a powerful and amazing section in which they would gradually work their way down with a brassy tone that cut through the rest of the music. With the conclusion of this came The Great Gate of Kiev, with an awesome and majestic brass show of force as everyone, especially the tubas, tore through the slow and melodic part with power and increasing dynamics, propelled on by the timpani, finally bringing the piece to and end. Overall, this was my favorite piece of the night, as it highlighted nearly every angle and ability of the brass instruments, with some, the trumpets in particular, playing parts which I could hardly believe possible. Because of this it was de finitely the piece that I enjoyed the most. My experience going to see the CSO Brass was a very positive one, which I found quite inspiring. I enjoyed everything that they played and would definitely go back to see them the next time they hold a concert, especially to see them perform in a full orchestra setting. Overall, it was worth the trip and I enjoyed my time their, especially seeing what some of the best brass players anywhere are capable of.