Caring for the Earth and Its Inhabitants Essay Example | Topics and Well Written Essays - 500 words - 58

Caring for the Earth and Its Inhabitants - Essay Example This study stresses that, the natural systems of the world are negatively affected either directly by the change in temperatures or indirectly by changes in sea level, melting of glaciers, alterations in forest patterns, changes in pH of oceans, climate change etc. One of the foremost impacts of the climate change has started to occur in the Arctic and the Antarctic regions since their high altitudes play a major factor in the rate of warming of these regions. Rapid melting of ice has aid the prospects of ice-free summers which can potentially eradicate an entire biome from the region. The biodiversity of these regions ranging from algae to the polar bears are accustomed to living on ice and the elevating temperatures pose a grave threat to their existence. The global climate change has also affected the marine system of the world. This has primarily occurred owing to the acidification of the ocean waters. The increasing amount of carbon dioxide in the atmosphere also leads to enhanc ed dissolving of the gas into the ocean waters which increases the acidity of the waters and affects both plant and animal life. Ocean acidification leads to coral bleaching and dissolution of shells and skeletons of marine organisms. It is an undeniable fact that global warming has been accelerated by anthropogenic activities and it is up to us to control the damage. Conservation of animals is not the only option since we need to work at the very roots of the problem. One of the most important steps at the individual level is to decrease the carbon footprint. This can be done by altering our habits of energy usage, decreasing waste and recycling. At the societal level, we need to enhance green technologies, reduce emissions and adopt sustainable energy sources such as wind, hydro etc.

Laws Of Judaism And Christianity On Marriage Religion Essay

Laws Of Judaism And Christianity On Marriage Religion Essay It is well know that Christianity is originated from Judaism so Christianity  and  Judaism  share a great portion of historical root. The sacred text of Judaism is also included in the sacred text of Christianity. It is therefore that a great similarity on religious teaching and rules exist between those two great religions. However, lots of teaching and religious rules from Judaism were denied or expended by Jesus and following Christian apostles later on, leading to a significant gap between those two religions. The teaching or rules on marriage is one of these issues. This essay takes insight into teaching and rules on marriage both from Christianity and Judaism. A comparison and contrast are carried out and any reason behind the difference and similarities would be pointed out in this essay as well. The story narrated in the first chapter of Genesis which is included both in sacred text of Christianity and Judaism is possibly the best blueprint to illustrate the center concept on marriage for both Christianity and Judaism. The essay is expended from this story as well. The story is described like this :God had a rest on the seventh day after working for six days to create the cosmos. At the climax of creation, God was not satisfied with his creation so he continued to create a man named Adam from clay. Adam was placed in a Garden called Eden as a cultivator and keeper. However not long after that God did not want to Adam lived in the garden alone and he said that It is not good for the man to be alone. I will make a helper suitable for him. God took out one bone from Adams body and closed up the place with fresh thus he created a woman named Eva. God brought the woman to Adam. Once Adam saw the woman he was very joyful and said that this is bone of my bones and flesh of my fles h. Following that Genesis wrote that That is why a man leaves his father and mother and is united to his wife, and they become one flesh. However the lovely story did not have a good ending. Not long after that the couple were living in happily in the garden, Eva was tempted by a serpent to eat the fruit of knowledge tree with Adam, which was forbidden by God. Both of them were expelled from the joyful garden by God later. The story here is closely studied as a teaching or an example of marriage both in Christianity and Judaism. Eva was created because God dont want Adam to be alone. The creation of Eva is a kind of a symbol of the creation of marriage in the interpretation of the story. Furthermore in bible marriage is also used to describe the relationship between the God and Israel by Judaism while in Christianity it is symbolize the relationship between Christ and Church. It is therefore that marriage is regarded as a divine institution instead of   a human institution devised in the human history. This essay illustrates the how does this story influence the concept of Christian and Judaism on marriage in several perspectives, like , celibacy, monogamy or polygamy, sex, women role in marriage, divorce and remarriage, Intermarriage. Celibacy Since it is said that God thought that It is not good for the man to be alone, celibacy is not recommended both in the two religions. God would like man and woman live together as a physical and spiritual mate with each other. In  Judaism, marriage and raising children are understood as strongly holy obligations. Traditionally, it was impossible for a unmarried male to be in leadership position  in the Jewish society. Historically there was only one prophet Jeremiah, who did not marry in Bible, thats because that he lived in prescribed periods of sexual abstinence in relation with rituals, sacrifices and the prosecution of  holy wars. However there were rather a few exceptional examples, according to the historian  Josephus, some members of the Essence  sect, rejected marriage, and the medieval Talmudic scholar Ben Azzai remained celibate. Compared to Judaism, Christianity though highly approve the necessity of marriage, do not give as much weightiness as Judaism do. That is because that Christian believe that people do not marry each other in the coming kingdom. In addition ,the examples of that some Jesus followers who gave up their family in order to proclaim the coming kingdom are used as demonstrations for the validity of celibacy in purpose of completely devotion to preach the coming kingdom. In addition it was believed by Paul that a devoted life of celibacy is helpful for a deeper commitment to spirituality. However, since adultery is strong opposed and marriage is regarded as a effective way to prevent adultery, marriage was still recommended in some degree in the New Testament. The attitude toward Celibacy vary a lot among different church groups. Currently general speaking , Protestant  is the church group which most strongly support marriage as a correct and normal way of Christian living while Catholic s till now command clerical celibacy. Monogamy or Polygamy Since God created only one woman for Adam, pointing to monogamy, most of Jewish rabbis claimed that monogamy is ideal for Jews today though polygamy is permitted as well.   It is also because that the relationship between a man and his wife is also used to illustrate the love between God and Israel by Hebrew prophets, for this metaphor, monogamy is ideal. Actually monogamy has became the Jewish married custom since the return from the Babylonian exile. In addition, Monogamy is assumed in the description of restoration of human race in the flood period of time. While monogamy is the dominance, polygamy was also practiced in Jewish community in history like King David who had two wives and Solomon who had 700 wives. However the two examples of polygamy have been normally regarded as negative examples by most of Jews. The polygamy case of Solomon led to his idolatry and finally destruction of the whole Israel. There are still some polygamy examples today, such as Mediterranean Jews li ving in Yemen, rabbis permitting Jews to marry up to four wives.  In modern Israel, where a wife cannot bear children or is mentally ill, the rabbis give a husband the right to marry a second woman without divorcing his first wife. Generally speaking, like Judaism, Christianity has the same understanding on the Eden story in terms of monogamy. It is common believe that monogamy is further strengthen in many places in the sacred text of Christianity new testament by Jesus and Paul. Polygamy is regarded as a kind of idolatry in most of churches. To be noticed, the practice of serial monogamy is also rejected as immoral by traditional teaching in Christianity because it contradicts the biblical purpose of marriage which is to develop a lifelong one flesh relationship. While monogamy has been accepted by most of churches groups, there has been a few churches like some groups of Mormon practice polygamy in several periods of time in the history and even today. The reason why Mormon practice polygamy is that they believe Jesus told his followers to multiply and replenish the Earth. Sex in marriage Sex is not described in the story thats because sex desire is regarded as a evil impulse after human was expelled from the Eden garden in Judaism. However it is not said that Jews disregard sexual desire. Sexual desire is believed as a human instinct like hunger and thirst. In Judaism sex is not only for physical pleasure but also has a remarkable holy significance and is practiced as a way to reinforce the loving relationship between a husband and a wife. The requirement of marriage before sex ensures that sense of commitment and responsibility. It is therefore that sex is only permissible inside the context of a  marriage. In Jewish marriage, Sex is regarded as a right of a wife not a husband. A husband has a duty to have sex with his wife if she has sexual desire but cannot compel to do so if she doesnt want to. A wife though have a right to have sex, cannot use sex as a weapon to punish her spousal. Compared to Judaism, Christianity views sex not as important as Judaism does. Paul of Tarsus thought sex was totally unnecessary thing and Jesus coming kingdom has no interest in that. Furthermore, sexual desire is regarded as a physical enjoyment as a result of humans fall so it should be restrained in order to achieve Gods desire. Any sexual activities unless in purpose of giving offspring is regarded as a negative thing coming from humans fallen flesh. For some periods in history, Christian couples only have sex for the purpose of giving offspring and the couples lived apart in the other time. However since adultery is strong opposed by Jesus and Paul in the New Testament. In order to prevent having sex with unmarried people, Paul supported sex within marriage as a mean to resist the sexual temptation. Due to the different interpretation of verse, Sex within marriage is practiced quite differently by Christian from different church groups. Generally speaking, Christian Churches ho ld a conservative attitude towards Sex and sex is not discussed publicly in the churches, mostly is personal experience. Women role in marriage In the story, Adam was created from earth and the Eve was created from Adam. In addition, the woman was created to be a helper and companion for the man. This story reflects woman marital status in Jewish marriage. A wife is often regarded not only as a helper who is given to her husband by God to fulfill her husbands wishes but also a soul mate in the spiritual level. It is therefore that a wife is highly valued in marriage in Judaism. A husband was taught by Judaism law to love his wife as much as love himself. A husband is also encouraged to discuss worldly matter which might raise in his life. Traditionally a wife in Jewish family has many rights, for example sex is regarded as a right of woman not man. Jewish woman also can have her own asset in her family. In addition, without consent of his wife, a husband cannot divorce his wife. However there are some obligations of woman are listed in Judaism law. A married woman should be modest and is required not to leave home too freque ntly. The descriptions of the bible suggest that a wife was expected to perform certain household tasks: spinning, sewing, weaving, manufacture of clothing, fetching of water, baking of bread, and  animal husbandry. The martial role of women is quite controversial in Christianity. While some believe that women should live under men leadership, others advocate the equality between men and women in marriage. For those holding the first opinion, they claim that woman is created from man and acted as an assistant and governed by man originally in the Eden garden. They think that the leader status of men in marriage is further affirmed by New Testament. Paul said that For the husband is the head of the wife, as Christ also is the head of the church (Ephesians 5:23). It is therefore that the authority of husband in marriage is unshakable. However egalitarian argue that equity between men and women were mentioned in the New Testament, like there is neither male nor female; for you are all one in Christ (Galatians 3:27). This verse implies that Christian marriage, both husband and wife enjoy equal status and privilege before God because of their position in Christ. Furthermore like Judaism, New Testamen t asked husbands to love their wives as loving themselves in many times, implying the equality between two genders. The first opinion is mostly adopted by traditional man dominant societies like Asia and Africa. The second opinion is widely accepted by western culture societies. Divorce One flesh from the story indicates that God wanted the couples lived with each other permanently. Couples who have been married for many years start to think, act, and feel as one; they become one in mind, heart and spirit. Divorce thus leaves not two persons, but two fractions of one. It is therefore that divorce is a tragedy both for Christianity and Judaism. However Judaism do approve divorce, in some conditions even encourage so. Historically divorce is only the right  of men under some circumstances like:  if the  marriage  was childless after ten years; if the husband refused to have sex with his wife; if the husband beat his wife; or if the husband contracted a loathsome disease. The prerogative was changed by rabbinical law round the year 1000 CE that a husband could not divorce his wife without her consent. Nowadays a husband and wife who are seeking divorce should be interviewed in a rabbinical law in order to guarantee that the divorce is an agreement between the two parties. Financial and offspring matters would be discussed in the court as well, normally the vulnerability of woman would be considered. If the divorce is granted, a  get  (divorce decree) is drawn up in hand-lettered Hebrew. Remarriage is regarded as the same with the first marriage as long as the divorced person obtain a get in Rabbinical  Court whe n he got divorce. Traditional Christian  views on  marriage disapproves divorce. Divorce is even regarded as a kind of adultery. This can be affirmed by Matthew 5:32. Jesus teaches about divorce:But I say that a man who divorces his wife, unless she has been unfaithful, causes her to commit adultery. And anyone who marries a divorced woman commits adultery. The permanence of marriage is emphasized by Jesus here. However divorce is practiced among Christian nowadays and the attitudes towards divorce vary among different church groups. The Catholic Church prohibits divorce. The Catholic doctrine claimed that a couples even divorce civilly but they are still one in front of God. The Eastern Orthodox Church permits divorce and remarriage in church in certain circumstances, though its rules are generally more restrictive that the civil divorce rules of most countries. Most  Protestant  churches though do not prohibit divorce through church doctrine, discourage divorce except as a last solution. Interfaith marriage Intermarriage is disfavor by Torah and Jewish rabbis out of fear of idolatry and Jewish assimilation historically. In Bible it records that Jews were forbidden to marry Canaanites  in the fear of children might be brought up to follow Canaanites   religion. Historically marriage between Jews and non-Jews were extremely rare until recent 19 century under the influence of Jewish enlightenments. Nowadays this issue of intermarriage is quite controversial among Jewish society. While growing number of intermarriage are approved by reformists as long as the intermarried couples are agree to their raise their children as Jews, Orthodox rabbis still believe that intermarriage is kind of rejection of Judaism leading to be cut off from Jewish community. Generally speaking, due to recent reformation and liberty movement, intermarriage is treated much more tolerably than before in Jewish community. There was a survey shows that an intermarriage rate of 52 percent among American Jews. Compared with Judaism, Christianity has much more tolerable attitude towards interfaith marriage. However worry over that religious conflict in intermarriage is still exist in Christianity. Furthermore the sacramental essence of marriage is believed to be retained better by Christian couples in some churches. It is therefore that some churches disapprove intermarriage like Orthodox and Catholics churches. In Protestant   churches inter faith marriage is not totally forbidden but Christians are encourage to marry people who has the same faith. As a result, most Protestant denominations will allow interfaith marriage. In conclusion Eden story is seen as a model of marriage, which guides and supports the view of believers from the religions on Marriage. While celibacy is disfavored by Judaism, it is regarded as a gift from God but not strongly recommended in Christianity. Although monogamy has been dominant marriage custom in the two religions, polygamy has been practiced minority even today. Compared to Christianity, Judaism has more opened attitude toward sex within marriage. Women had higher status in Judaism marriage than Christianity marriage historically, but nowadays equality between two parties is accepted commonly. Divorce is seen as a tragedy for the two religions. While divorce and remarry is allowable literally in Judaism, it is forbidden in many Christian churches out fear of adultery. Christianity has more tolerable attitude on interfaith marriage than Judaism. Marriage is very important to both of the religions. Although the two religions share a great portion of similarity, the difference of views on marriage is still significant. To be noticed, different groups holds different views on marriage within the same religion.

Foreign Language Essay :: Essays

Antonio Machado es un poeta, que nacià ³ en Sevilla, el 26 de julio de 1875. Fue influido por el moderismo y el simbolismo pero su obra se expresa con lirica de la Generacià ³n del 98. Su ninez la paso en Sevilla y en 1883 se movià ³ con su familia a Madrid. Tenia un hermano que se llamaba Manuel Machado con el que juntos fueron a la Institucià ³n Libre de Enseà ±anza, que era privada y muy liberal. Su actitud humanitaria, liberal, y las actividades que en ella se hacà ­an, como viajes a los pueblos cercanos a Madrid y la Sierra de Guadarrama despertaron en à ©l un amor al campo y a la naturaleza que despuà ©s pudimos ver en sus poemas. En 1889 dejà ³ la institucià ³n para empezar el bachillerato (bachlors degree). El resultado no fue nada bueno aprobà ³ la Geografà ­a, pero lo suspendieron Latà ­n y Castellano y Historia de Espaà ±a. Su padre murio en 1893, y ese mismo aà ±o el publico sus primeros trabajos en La Caricatura, revista que se publicà ³ en Madrid en los aà ±os 1892 y 1893. Probablemente por su necesidad de dinero, Antonio y Manuel se van a Parà ­s. Manuel consigue un puesto de traductor en la Editorial Gamier para los libros en castellano destinados a Hispanoamà ©rica. En marzo de 1899 empieza a trabajar y tres meses despuà ©s Antonio tambien trabaja para el mismo editor. El trabajo que hacen es aburrido, cansado, y mal pagado, pero les consuela el que practican y mejoran sus conocimientos de francà ©s. Ademà ¡s, como les queda tiempo libre, vuelven a escribir versos. Pero pronto siente Antonio la trizteza de Madrid, de sus amigos, de su familia, y en el mes de octubre vuelven. En este segundo viaje a Paris, Antonio, tuvo la oportunidad de encontrarse con Rubà ©n Darà ­. Antonio le dijo sobre los poemas que escribà ­a para su primer libro, â€Å"Soledades†, y esos poemas, tan verdaderos y tristez, impresionaron a Rubà ©n, que los comentaba con su adjetivo favorito, "admirable, admirable!". Desde entonces, mostro siempre Darà ­o admira cià ³n por Antonio Machado, publicamente decia en varias ocasiones. En las à ºltimas semanas de enero de 1903, aparece el primer libro de Antonio, â€Å"Soledades† editado por la revista Ibà ©rica. En estos poemas medita sobre el tiempo pasado, recordando cuando era nino. Tambià ©n habla sobre la muerte, y palabras tan tristez como "hastà ­o", "monotonà ­a", "bostezo", "amargura", "llorar", se repiten mucho. El 27 de enero de 1939 la familia Machado llega a un pequeà ±o pueblo francà ©s, Collioure, y se instala en un hotel.

A New Orgnization In Tampa

The new organization in Tampa, Florida is very diverse but interrelated medical practice for multiple reasons but mainly through the physicians that have combined to create this practice. The three well-established physicians that combined to form the new organization are an obstetrician, a gynecologist, and an urologist. The relationships that are formed through this group of physicians and staff are important when detailing vertical and horizontal dimensions. The vertical dimensions of this organization would be the upward and downward channels of communication, decision making, and the direction of activities taking place.Employing the appropriate staff for each physician is vital for smooth and accurate business. Staffing must include schedulers, billing department, nursing staff, etc. Having a business manager to keep the business operations and staff organized is vital in the vertical chain of command. In this case, a liaison is appointed to the medical staff that the physician s can depend on to ensure smooth coordination between organizations and within the medical building/hospital. The horizontal dimensions of this organization are in place to keep each specialist a unit in one medical building but also very specific to their different practices.A prime example of horizontal dimension is the obstetrician needing a nurse practitioner specifically in the practice to ensure that the help that is needed is supplied. Combining similar physicians is convenient for their clientele/patients but it is also very important that the division is present so that the organization is in place. Authority and Responsibility relationships that are present in this new organization are obviously apparent through the specialists that are collaborating to form a practice. More specifically, the authority is present within the people that’s main purpose is to give orders and oversee activities.For example, the liaison that tends to the hospital and the physicians as we ll as the office manager that oversees the staff and business productions. The responsibility side of this organization is entirely up to the office staff as well as the physicians to follow close instructions and show the responsibility that is vital in a successful business operation. In this particular practice, I believe that an organic organization is suitable. Having a few rules and procedures as well as a small number of organizational levels and ranks would be ideal for this new organization.By organizing the office in this way it will give more responsibility to a few people that can work together to keep everything very structured and uncomplicated. By creating a triangle that amplifies the most important roles with responsible supervision I feel that everyone would be held accountable. The differentiations of this organization are the various elements that are present through the roles each person takes. Multiple physicians, the nursing staff, and office staff are all imp ortant parts in what the differentials in this organization consist of.Knowing what the responsibilities are and what is expected helps to differentiate positions. Integration within this organization recognizes that there are specialized units that all have to work together in sync to benefit the overall well-being of the practice. The nursing staff must work hand in hand with the physicians to ensure the support is needed to provide the best care. The office and insurance staff must work hand in hand to ensure that the business runs smoothly as well as creates revenue.

Mgt Module 5

Module 5 – Individual level: motivation concepts and applications 1 Module 5 – Individual level: motivation concepts and applications Learning objectives On successful completion of this module, you should be able to: ? ? ? ? ? ? ? ? ?Define motivation and identify three key elements of motivations Identify early theories of motivation and evaluate their current use value Apply the predictions of self-determination theory to intrinsic and extrinsic rewards Compare and contrast goal-setting theory and management by objectives Contrast reinforcement theory and goal-setting theory Demonstrate how organisational justice is a refinement of equity theory Apply the key tenets of expectancy theory to motivating employees Compare contemporary theories of motivations Show how motivation theories are culture bound Learning resourcesText Robbins, SP, Judge, T, Millett, B & Boyle, M 2011, Organisational behaviour, Chapter 7. Introduction to Module 5 Welcome to Module 5 of MGT1000. I give this module about a 4. 5 rating – the theory is heavier going. There are about 22 pages from the text. Also this module is about 7 pages long. There are no must do tasks but there is still an application exercise that can take up as much time as you want to invest in it. The application is a mini essay writing exercise. The mind map that follows illustrates where we are up to in the individual level of the course so far.In this module we will be discussing theories of motivation and their workplace applications. Motivation is a critical issue within workplaces today. It is not sufficient that employees simply turn up at work. Employers want highly productive and motivated employees. You already know that workplace productivity can be enhanced by ensuring a sound fit between employee personality and job requirements, between employer and employee values and  © University of Southern Queensland 2 MGT1000 – Organisational behaviour between employee preferences and the culture and structure of the organisation.You will also realise from previous modules that in creating a motivating workplace it is employee perception of the workplace, rather than the reality of the workplace, that will influence employee performance. In this module you will learn ways that managers can make the workplace more motivating for employees. The most basic premise of this module is that motivation is not a trait like personality, but rather something that managers can encourage or discourage. Module 3 Attitudes and job satisfaction Module 4 Personality and values Module 5 Motivation Absenteeism †¢Job satisfaction †¢Turnover †¢Productivity †¢Organisational citizenship †¢Deviant workplace behaviour This first exercise will give you a chance to clarify your own (everyday) everyday experience of motivation. Learning activity 5. 1 Think of one thing you have been putting off doing. Perhaps you have a friend you have been meaning to contact; perh aps you have some task around the house you have not completed yet. Perhaps you have not been able to maintain your exercise program. Or perhaps you have had difficulty getting all your study completed.Think about these 2 questions 1. Why are you putting yourself under pressure to do this thing? 2. Why haven’t you done this thing yet?  © University of Southern Queensland Module 5 – Individual level: motivation concepts and applications 3 Learning activity 6. 1 de-brief I expect we all have things we have not done that we feel we should have done. So I assume no one had difficulty thinking of something they had put off. The following two definitions of motivation show considerable consistency and can be helpful in understanding your inability to do the task you nominated. We define motivation as the processes that account for an individual’s intensity, direction and persistence of effort towards attaining a goal’ (Robbins, Judge, Millett, & Boyle 2011, p . 176) ‘Motivation refers to the forces either within or external to a person that arouse enthusiasm and persistence to pursue a certain course of action. ’(Gordon, 1999 p. 534) Both definitions seem to regard persistence as essential to motivation. Perhaps you may have lacked the persistence or continuing effort required to complete the task?In addition the definitions refer to enthusiasm or intensity – both of which can be regarded as a measure of ‘how hard’ you were prepared to work (Robbins et al. 2011 p. 176). Perhaps this is where you had your difficulty? Finally, both definitions state there needs to be some kind of purpose – variously described as direction, a goal or a course of action – that is essential to motivation. It would appear because you could articulate what you were supposed to do then at least you did have a goal, even if it is yet to be achieved. The question remains ‘Why haven’t we done this thing if we still feel we need to do it? Perhaps one of the reasons you gave for not completing this task was that it simply was too hard. Indeed the text says no matter how motivated someone is, if they truly lack the ability to do a task then it is impossible for them to do it. So if you truly lack the ability required to do the task then perhaps you should stop trying to do this task. Similarly if one of the reasons you gave for not doing this task was a lack of time, again this may be a legitimate reason for not doing the task. Robbins et al. (2011, p. 176) view motivation as a series of processes.That is, if a person lacks opportunity (for example the required time to complete a task), it does not matter how motivated or how gifted they are they simply will not be able to do the task. But perhaps your task was within your ability arrange and you had the opportunity to do it. The question remains, ‘Why didn’t you do it? ’ The definitions listed above may provide some answers. While Robbins et al. (2011) make no comment on the origins of motivation, Gordon (1999 p. 534) however, refers to motivation as ‘forces either within or external to a person’.These internal and external forces are very important in understanding Herzberg’s theory and its later developments. These two factors (internal and external factors) are the two factors that give Herzberg’s two factor theory its name. Herzberg refers to these 1) external and 2) internal factors as 1) extrinsic or hygiene factors and 2) intrinsic factors or motivators respectively. These two factors are like the oil and petrol in your car. They are quite separate, but you need both to be at the right level for the car to work well.In a car you have a petrol gauge that indicates if your tank is full or empty. It indicates if you have petrol or no petrol. So Herzberg refers to his 2 factors in the same terms. For example if you have no motivators (like no petrol) this is refer red to as a state of ‘no satisfaction’. If you have motivators (like a full tank of petrol) you have ‘satisfaction’. Interestingly, Herzberg does not regard satisfaction as the opposite of dissatisfaction. So let  © University of Southern Queensland 4 MGT1000 – Organisational behaviour e confirm, a lack of satisfaction is referred to by Herzberg as being a state of ‘no satisfaction’ not a state of dissatisfaction. The jargon in this theory is a little confusing at first, but Herzberg is making an important point. When you understand that point the jargon is easy to understand. Again consider the reasons you gave for not acting and the reasons you gave for continuing to put pressure on yourself. According to Herzberg’s two factor theory (Robbins et al. 2011, p. 178–80) only intrinsic factors are truly motivating. Intrinsic factors amount to way the task makes you feel.For example, if you stated the job is too boring or not very enjoyable that is an example of a task that is simply not motivating. That is why you lacked motivation and ultimately did not complete the task – it was simply not an intrinsically rewarding task. According to Herzberg extrinsic or hygiene factors will never truly motivate you to complete a task (Robbins et al. 2011, p. 178–80). So even if for example, one of the reasons you gave to complete the task was that you would be paid to complete it, then although you may have found the payment acceptable, it could not actually motivate you to do the task.The pay could only ever be experienced by you as good pay or bad pay for the job involved. In either event the pay itself would not motivate you to do the job – only the job’s intrinsic qualities and opportunities can truly motivate. There are many critics of Herzberg’s theory and his original research methods (Robbins et al. 2011, p. 178)and also the other earlier theories of motivation. For examp le refer to Robbins et al. (2011, p. 177) for a critique of Maslow’s theory.The text provides an overview of contemporary theories of motivation that have a reasonable degree of research validity. These theories address employee motivation and include the Self-determination theory, Goal-setting theory, Self-efficacy theory, Reinforcement theory, Equity theory and Expectancy theory. These theories provide guidelines for managers about how to enhance workplace motivation in their employees. Self-efficacy theory, for instance, argues that ‘an individual’s belief that he or she is capable of performing a task’ (Robbins et al. 2011, p. 186) influences their performance.According to this theory, employees with low selfefficacy (self belief) will exert less effort when they receive negative feedback whereas employees with high self-efficacy will increase their effort (Robbins et al. 2011, p. 187-80). Managers who focus on increasing self-efficacy in employees by setting difficult goals for them and encouraging them to perform better, can expect increased employee performance. You can see that the goal-setting theory is also applicable here – setting specific and difficult goals and providing feedback can lead to higher performance (Robbins et al. 011, p. 184). You will also read this week about ‘Equity’ theory which takes quite a different view of what motivates or ‘de-motivates’ us. Equity theory’s basic tenant is that the perception of equitable reward (such as salary) is quite essential to motivation. Most simply stated if you as an employee feel you are relatively poorly treated – for example, poorly paid as compared with others – then your motivation will suffer. In your reading you will be exposed to the mechanism of the ‘comparable worth’ as a way to create rewards systems for jobs that create equity in the workplace.Finally, you will read about expectancy theory this week which takes another quite different view of motivation. Expectancy theory is all about the expectancies or in lay terms ‘expectations’ employees have about their work and its rewards. If an employee 1) does not expect (or believe) they have the ability to complete the job to the required standard and or 2) does not expect (or believe) that the organisation will recognise their work when it is completed to the required standard and or 2) does not expect (or believe) the reward the organisation offers is worthwhile, then the employee’s motivation will suffer.You will read  © University of Southern Queensland Module 5 – Individual level: motivation concepts and applications 5 how expectancy theory can be applied to the workplace through the use of flexible benefits that allow employees to work towards rewards they truly value. Learning objectives from the text ? ? Define motivation and identify three key elements of motivations – Read ‘De fining motivation’ page 176. Identify early theories of motivation and evaluate their current use value – Read ‘Early theories of motivation’ page 176 – 181, up to the end of ‘McClelland’s theory of needs’, page 181.Apply the predictions of self-determination theory to intrinsic and extrinsic rewards– Read ‘Contemporary theories of motivation’ page 181 – 3. Compare and contrast goal-setting theory and management by objectives – Read page 184 – 188, up to the end of ‘Self-efficacy theory’ on page 188. Contrast reinforcement theory and goal-setting theory – Read ‘Reinforcement theory’ page 188 – 9. Demonstrate how organisational justice is a refinement of equity theory – Read ‘Equity theory/organisational justice’ page 189 – 92.Apply the key tenets of expectancy theory to motivating employees – Read ‘Expectancy t heory’ page 193 – 4 and ‘Flexible benefits; Developing a benefits package’ page 222. Compare contemporary theories of motivations – Read ‘Integrating contemporary theories of motivation’ page 194 – 5. Show how motivation theories are culture bound – Read ‘Global Implications’ page 196. ? ? ? ? ? ? ? We also suggest that you read Summary and Implications for Managers’ that provides you with a good summary of the theories covered in the readings.Application exercise This week’s application exercise is one I have used previously with students. You are asked to write a 5 paragraph essay titled ‘The day I hated my job more than I thought humanly possible’ or an essay titled ‘The day I loved my job more than I thought humanly possible’. In either case use Herzberg’s theory to explain why you hated or loved your job so much on that day. This is a quick exercise to get yo u thinking about 1) how to structure an essay and 2) how to apply theory to a case study.I have attached an example of an essay submitted by a previous student to help you. What follows are the quick tips on how to write a good OBM essay that were covered in module 2.  © University of Southern Queensland 6 MGT1000 – Organisational behaviour A good OBM essay has four main parts. ? ? You will always need a one paragraph introduction that states the overall theme of your essay and outlines the content of the essay. This will be the first paragraph of the essay. This will be followed by a series of paragraphs that present the real contents of your essay.This is sometimes referred to as the body of the essay. In this case this will only be 3 paragraphs. (You can have more if you really need them, but this is meant to be a short and sweet exercise to get the brain cells going – not a marathon). These will include the facts of your best or worst day at work and your referen ces to Herzberg’s theory that explain the experience. Visit this webpage at the USQ Library and follow the clicks for information on how to cite sources in essays using the Harvard Referencing system .This will be followed by a one paragraph conclusion that restates the main theme of your paper, summarises the main points raised in the body of your paper and ends with a strong ‘concluding’ sentence This will be followed by a ‘List of references’. This is a list of the full bibliographical details or any source (for example text book or journal article) that you cite in the essay. I expect in this essay you would only list the text as a source. ? ? A good OBM essay also includes theory that has been applied to the case study.I suggest you use the three sentence formula listed below to apply theory to a case study. In each paragraph include: 1. One or two sentences containing a bite size piece of theory 2. Followed by one or two sentences containing a bite size piece of case study 3. Followed by a linking sentence – that explains how exactly the theory is linked to the case study. An example 1. Bite size piece of theory According to Herzberg jobs that afford opportunities for growth can potentially be a source of job satisfaction (Robbins et al. 2011, p. 179) 2. Bite size piece of case study I certainly ound my job at that time challenging in a positive way. I was involved in a short-term, cutting edge project aiming to develop a completely new range of client services. 3. Linking sentence. My involvement in the client services project gave me an excellent opportunity for professional growth. My positive experience of my job at that time was therefore highly consistent with Herzberg’s notion of a job with job satisfaction. The same material presented as a paragraph. According to Herzberg jobs that afford opportunities for growth can potentially be a source of job satisfaction (Robbins et al. 011, p. 179. ) I certain ly found my job at that time challenging in a positive way. I was involved in a short-term, cutting edge project aiming to develop a completely new range of client services. My involvement in the  © University of Southern Queensland Module 5 – Individual level: motivation concepts and applications 7 client services project gave me an excellent opportunity for professional growth. My positive experience of my job at that time was therefore highly consistent with Herzberg’s notion of a job with job satisfaction.You may have to go through a few more drafts of the paragraph to get it saying exactly what you want it to, but that is the basic process. Finally, you may be wondering how to relate bits of theory to bits of case study. You might find a pen and paper tool like this one below useful. In the left hand column you will see the motivators and hygiene factors listed. (This is the theory you are expected to use in this essay). In the right column there is room for you to list the elements of your story that relate to these factors. You do not need to have an entry next to each piece of theory.The idea is that you would look at the completed grid and then decide what the pattern is. Did your job have lots of problems with the motivators? Were there additional problems with the hygiene factors? What was the overall pattern is the case study? This then becomes the theme of your essay. Motivators Achievement Recognition Work itself Responsibility Advancement Growth Case study elements Hygiene factors Company policy and administration Supervision Relationship with supervisor Work conditions Relationship with peers Personal life Relationship with subordinates Status Security SalaryCase study elements  © University of Southern Queensland 8 MGT1000 – Organisational behaviour Summary This module has focussed on motivation as a process that managers need to understand in order to try to create motivating jobs and reward systems in the workplace. You have covered both earlier theories of motivation and contemporary theories. You have also had an opportunity to put pen to paper and attempt an essay in this course. Presentation 5. 1 Ch7_motivation Reference list Gordon, J 1999, Organizational behaviour: a diagnostic approach, 6th edn, Prentice Hall, NJ.Mann, S 2004, ‘People-work: emotion management, stress and coping’, British Journal of Guidance and Counselling, vol. 32, no. 2, pp. 205–21, viewed 12 December, EBSCOhost database Academic Search Premier, item: AN13121438. McShane, S & Von Glinow, M 2005, Organizational behaviour, 3rd edn, McGraw-Hill Irwin, Boston. Robbins, SP, Judge, T, Millett, B & Boyle, M 2011, Organisational behaviour, 6th edn, Pearson Education, French’s Forest. Gordon, J 1999, Organizational behaviour: a diagnostic approach, 6th edn, Prentice Hall, New Jersey.  © University of Southern Queensland

Admiral Lord Thomas Cochrane in the Napoleonic Wars

Admiral Lord Thomas Cochrane in the Napoleonic Wars Thomas Cochrane - Early Life: Thomas Cochrane was born December 14, 1775, at Annsfield, Scotland. The son of Archibald Cochrane, 9th Earl of Dundonald and Anna Gilchrist, he spent the majority of his early years at the familys estate in Culross. Under the practice of the day his uncle, Alexander Cochrane, an officer in the Royal Navy, had his name entered on the books of naval vessels at age five. Though technically illegal, this practice reduced the amount of time Cochrane would need to serve before becoming an officer if he elected to pursue a naval career. As another option, his father also secured him a commission in the British Army. Going to Sea: In 1793, with the beginning of the French Revolutionary Wars, Cochrane joined the Royal Navy. Initially assigned to his uncles ship HMS Hind (28 guns), he soon following the elder Cochrane to HMS Thetis (38). Learning his trade on the North American station, he was appointed an acting lieutenant in 1795, before passing his lieutenants exams the following year. Following several assignments in America, he was made eighth lieutenant on Lord Keiths flagship HMS Barfleur (90) in 1798. Serving in the Mediterranean, he clashed with the ships first lieutenant, Philip Beaver. HMS Speedy: Angered by the young officer, Beaver ordered him court-martialed for disrespect. Though found innocent, Cochrane was reprimanded for flippancy. The incident with Beaver marked the first of several problems with superiors and peers that marred Cochranes career. Promoted to commander, Cochrane was given command of the brig HMS Speedy (14) on March 28, 1800. Putting to sea, Cochrane was tasked with preying upon French and Spanish shipping. Ruthlessly effective, he captured prize after prize and proved a brazen and daring commander. Also an innovator, he once eluded a pursuing enemy frigate by building a raft mounted with a lantern. Ordering Speedy blacked out that night, he set the raft adrift and watched as the frigate chased the lantern through the darkness while Speedy escaped. The high point of his command of Speedy came on May 6, 1801, when he captured the Spanish xebec frigate El Gamo (32). Closing under the guise of the American flag, he maneuvered at close range pummeling the Spanish ship. Unable to depress their guns low enough to strike Speedy, the Spanish were forced to board. In the resulting action, Cochranes outnumbered crew was able to carry the enemy ship. Cochranes run came to an end two months later when Speedy was captured by three French ships of the line led by Admiral Charles-Alexandre Linois on July 3. During his command of Speedy, Cochrane captured or destroyed 53 enemy vessels and frequently raided the coast. Exchanged a short time later, Cochrane was promoted to post-captain in August. With the Peace of Amiens in 1802, Cochrane briefly attended the University of Edinburgh. With the resumption of hostilities in 1803, he was given command of HMS Arab (22). The Sea Wolf: A ship with poor handling, Arab afforded Cochrane few opportunities and his assignment to the vessel and subsequent posting to the Orkney Islands were effectively punishment for crossing the First Lord of the Admiralty, Earl St. Vincent. In 1804, St. Vincent was replaced by Viscount Melville and Cochranes fortunes improved. Given command of the new frigate HMS Pallas (32) in 1804, he cruised the Azores and French coast capturing and destroying several Spanish and French vessels. Transferred to HMS Imperieuse (38) in August 1806, he returned to the Mediterranean. Terrorizing the French coast, he earned the nickname Sea Wolf from the enemy. Becoming a master of coastal warfare, Cochrane frequently led cutting out missions to seize enemy ships and captured French coastal installations. In 1808, his men occupied the fortress of Mongat in Spain which delayed the advance of General Guillaume Duhesmes army for a month. In April 1809, Cochrane was tasked with leading a fire ship attack as part of the Battle of the Basque Roads. While his initial attack greatly disrupted the French fleet, his commander, Lord Gambier, failed to effectively follow up to completely destroy the enemy. Cochranes Fall: Elected to Parliament from Honiton in 1806, Cochrane sided with the Radicals and frequently criticized the prosecution of the war and campaigned against corruption in the Royal Navy. These efforts further lengthened his list of enemies. Publically criticizing Gambier in the wake of Basque Roads, he alienated many senior members of the Admiralty and did not receive another command. Though loved by the public, he became isolated in Parliament as he angered his peers with his outspoken views. Marrying Katherine Barnes in 1812, Cochranes downfall came two years later during Great Stock Exchange Fraud of 1814. In early 1814, Cochrane was accused and convicted of being a conspirator in defrauding the Stock Exchange. Though subsequent examinations of the records show he should have been found innocent, he was expelled from Parliament and the Royal Navy, as well as was stripped of his knighthood. Promptly re-elected to Parliament that July, Cochrane relentlessly campaigned that he was innocent and that his conviction was the work of his political enemies. In 1817, Cochrane accepted an invitation from Chilean leader Bernardo OHiggins to take command of the Chilean Navy in its war of independence from Spain. Commanding Around the World: Named vice admiral and commander in chief, Cochrane arrived in South America in November 1818. Immediately restructuring the fleet along British lines, Cochrane commanded from the frigate OHiggins (44). Quickly showing the daring that had made him famous in Europe, Cochrane raided the coast of Peru and captured the town of Valdivia in February 1820. After conveying General Jose de San Martins army to Peru, Cochrane blockaded the coast and later cut out the Spanish frigate Esmeralda. With Peruvian independence secured, Cochrane soon fell out with his superiors over monetary compensation and claims that he was treated with contempt. Departing Chile, he was given command of the Brazilian Navy in 1823. Conducting a successful campaign against the Portuguese, he was made Marquis of Maranho by Emperor Pedro I. After putting down a rebellion the following year, he made claims that a large amount of prize money was owed to him and the fleet. When this was not forthcoming, he and his men seized the public funds in So Luà ­s do Maranho and looted the ships in the harbor before leaving for Britain. Reaching Europe, he briefly led Greek naval forces in 1827-1828 during their struggle for independence from the Ottoman Empire. Later Life: Returning to Britain, Cochrane was finally pardoned in May 1832 at a meeting of the Privy Council. Though restored to the Navy List with a promotion to rear admiral, he refused to accept a command until his knighthood was returned. This did not occur until Queen Victoria reinstated him as a knight in the Order of Bath in 1847. Now a vice admiral, Cochrane served as commander in chief of the North American and West Indies station from 1848-1851. Promoted to admiral in 1851, he was given the honorary title of Rear Admiral of the United Kingdom three years later. Troubled by kidney stones, he died during an operation on October 31, 1860. One of the most daring commanders of the Napoleonic Wars, Cochrane inspired such notable fictional characters as C.S. Foresters Horatio Hornblower and Patrick OBrians Jack Aubrey. Selected Sources National Maritime Museum: Admiral Lord Thomas CochraneWestminster Abbey: Lord Thomas Cochrane

10 Traits That Will Kill Your Career

10 Traits That Will Kill Your Career You know the basic rules: don’t lie or cheat or embezzle from the company. But there are a few character flaws and personal patterns or habits that could also seriously hinder your progress- and even kill your career. Most people don’t even realize they’re doing themselves or their careers harm until it’s far too late. And most careers aren’t impacted by one big mistake or one cringeworthy comment. It happens little by little, in ways you might not expect. So keep an eye out for these subtle traits and traps that could already be bringing you down.1. NarcissismIf you’re just thinking about yourself and how you can succeed, that’s self-absorption in the highest. You’ll go farther in your career if you consider how to help the company get ahead- and the company is made of people. It’s not all about you. Focus on being a better team player. In a rising tide, all boats rise.2. DishonestyIt doesn’t have to be one big wh opper to count as lying. In fact, it’s often the smaller fibs around the edges that create a pattern making for a person a boss would likely write off as â€Å"dishonest.† Cultivate honesty as a virtue and a character trait. Be tactful, but not obsequious. Have the courage to accept responsibility when things are your fault. And keep your mouth shut- don’t spread rumors about your coworkers or friends.3.  Making False PromisesYou either over-promise or under-deliver, but either way, you’re falling short of expectations and failing to do what you said you’d accomplish. Set reasonable, achievable goals for yourself. Make promises only that you’re certain you can keep. That way, if you get more done faster, you can give your boss a pleasant surprise instead of having to underperform.4. ComplacencyOtherwise known as: laziness. When was the last time you learned a new skill or took a refresher or other training course? When was the last time yo u certified yourself in something new? Or really dug into industry research to keep yourself on the cutting edge? If you don’t grow, you won’t be challenged and you won’t change. And you’ll never get ahead.5. PessimismNobody likes a Debbie Downer. If you find yourself focusing more on the negative side of everything, don’t be surprised when no one wants to work with you- and your boss doesn’t particularly want to see you succeed.6. ApathyEven worse than being negative or pessimistic is being apathetic. If you can’t bring yourself to care one way or the other, how can you expect anyone to trust you or want to work with you? Even if you hate your job, give it your best and move on. Otherwise you’ll be stuck, you’ll get a bad reputation, and you’ll never get ahead.7. Fear of changeKeep your eye on the prize, the big picture. Weigh your daily and monthly priorities against your long-term goals. And don’t be afr aid of changes in your company or industry. Learn to be adaptable. Roll with the tides. Don’t ever hear yourself saying, â€Å"But we’ve always done it this way.† Learn to grow and adapt as things progress- and keep your biggest dreams in the back of your mind at all times. Be flexible. Embrace the ever-changing nature of the working world.8. EgoYou get a little success, it goes to your head, and all of a sudden you’re the star of every show. You’re arrogant. Full of yourself. Cocky. You’re doing nothing but setting yourself up for a rather painful failure.9. InsecurityWhether this manifests as meekness, arrogance, envy, pessimism, oversensitivity†¦ it doesn’t matter. Do what you have to do to be more confident in your own abilities and career position. Go to therapy. This trait makes a negative impact across all areas of your life- not just your job. And it’s not a good enough excuse for the behavior it tends to cause.10. Sucking upNobody likes a brown-noser. You’re not showing real respect or building a relationship; you’re a big phony going about things the underhanded way. Earn your boss’s respect the honest way. Prove your merit. Help your team. Show don’t tell.Once you’ve got all of this down,  the next step is to make sure you don’t let any of your biases impact your decisions. In order to effectively develop your career, it’s important to admit you have biases and learn to correct them. The more objective you are, the better your decisions will be.