Comparing Frederick Douglass and Sojourner Truth

Question 3 Sojourner Truth and Frederick Douglass two inspirational black figures in black history were very atypical from their fellow slaves. Both figures were disrespected then and even more respected today. There were plenty of trial and tribulations throughout their lives but they preserved to become the icons they are today. For many reasons we can see how they are atypical from there fellow slaves and how we should be thankful for our freedom and take advantage of opportunities just like they did. Sojourner Truth, one of the elite black females in women history is atypical of her slaves because her name alone is still being discuss in today’s society. By changing in her name to Sojourner Truth, her name alone is atypical from the rest of her fellow slaves. It has tremendous meaning because she felt as one of God’s children her words were very moving, powerful and truthful. Another example is that Sojourner Truth stood at 6’0 tall, that’s extremely tall for a woman, and with this height she created a dominant presents. Born a slave, Sojourner Truth couldn’t read and write like most slaves, but her strong mindset and her perseverance were acknowledged early. Only a select few of slaves had a heart of a champion, but Truth’s willingness to stand for what she believed in and what was right ultimately gave her the recognition she proudly deserves. She was involved in many organizations from women’s rights to being a New York Perfectionists (Anthology of African American Literature pg 112). On her quest for women rights, her best well known speech was he â€Å"Address to the Ohio Women’s Right Convention†. This powerful speech moved plenty of African American women to push for equal rights among their gender. Truth was a strong, proud black woman and with amazing antics as such, we can see why she was atypical from her fellow slaves. As much as Sojourner Truth was such of an importance to slavery and women rights, Frederick Douglass had more of an impact in his success of abolition slavery. With a contribution that big we can all see why Frederick Douglass was atypical from his fellow slaves. Just like Sojourner Truth, Frederick Douglass already stood out from the rest of his fellow slaves at a height of 6’4. Frederick Douglass ability to read and write is unbelievable feat by itself but his persuasion with his words was powerful and influential. His demeanor commanded everyone’s attention and when he spoke all eyes were on Douglass. His willingness to show other slaves how to read and write is only part of his determination that is shown. Escaping from slavery and providing for his family shows great determination and pride within himself. His knowledge about slavery, the analogy used in speeches made Frederick Douglass one of the most important figures in history. As Arabram Lincoln asks Frederick Douglass to come to the white House to help Lincoln with his candidacy, shows the impact Douglass has on political views in this era. A gesture so big shouldn’t go unnoticed in history. Also it shouldn’t go unnoticed because a white man is asking for help from a black man to keep his presidency intact. Therefore is goes to show how important Frederick Douglass was and shows that he’s very atypical from his fellow slaves. These powerful figures had outstanding contributions to everything we are allowed to do today for example women voting, equal opportunity and the right to make a difference if you truly worked hard at it. Sojourner Truth was important figure to women without a shout of doubt. Frederick Douglass covered all aspect of justices for blacks

Do the Environmentalist Overstated Their Case Essay

From this article you will see that environmentalists are concern about the environmental catastrophe. Some of them claimed that world was in danger and we shouldn’t neglect about this issue. But Lomborg opposed in his article that the environmentalist have been overstated from the real situation. The author said that some of environmental organizations are using only selective information and also distort the truth. Also from the author research evidence shown that environment is in good condition In my opinion, l agreed with Lomborg that some organization overstate their case. Also one of the word he wrote in his article that â€Å"thing was better now but they are still not good enough†. It is true that nowadays we have more food per person than we need. In contrast food are in increasing in slow rate while the rate of population continue rising. If we don’t control the rate of child‘s birth. Moreover in my point of view the state that fewer people are starving is not true. Because nowadays there are a lot of people in the world suffer from malnutrition. Owning to quality of land, soil and fertility is important for production process but now in response to the increase using of pesticides. Also about deforestation even it is true as research said that globally forest has been reduced in very small portions even so we shouldn’t loss even more forest because forest is the most important resource for living things. Forest is not only providing valuable products but they also keep ecosystem in balance. They reduce problem about air pollution. So why don’t we trying to protect and increase in the forest. Last issue is about global warming. This is a long-term problem. It is true that doomsday not going to happened soon but if we keep ignoring about this issue. This might chase up global warming to happen faster. So for me it is time to concern about environment and plan for our next generation. Because as you see nowadays each of person prefer a high standard of living. But if we serve everybody demand the supply of environment resources must be lower and lower. This is the proper time to care about our earth use the environment resource in economize and benefit ways. Then the story that many environmental organizations keep telling us will not happen in the nearly future like them expected.

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

Performance appraisals in mc donalds Assignment

Performance appraisals in mc donalds - Assignment Example Living up by the brand name and delivering the customers with the desired services that meet their quality and taste considerations make up for the company policy. Further, ensuring equal care for the employees is also part of McDonald’s policy and procedure. McDonalds makes use of result based evaluation of the employees. This is based on the results and the satisfaction level of the customers. This is better compared to the other two mentioned because it comes directly through the customers response. Keeping the customers views as priority, the evaluation according to the customers’ response also helps assessing the employees accordingly. On the job based behavior and responses is also a key to evaluation. McDonalds Company takes into account all the professional company requirements. This is done so on account of the quality management skills incorporation. These skills and standards make the training and development process a mandatory part of the overall business procedure. This is done so by the companies in order to make up for the quality needs that are set forth by the quality assurance based companies and quality techniques such as Total Quality management and other customer centric processes and business purposes. At McDonalds, the evaluation process consists of input from number of sources. Based on this the output is a blend of external sources as well which include the supervisor’s opinion as well as the client’s response. Since the evaluation is largely based on the on the job details and descriptions and the customers are a key source to the on the job description and behavior determination, therefore the McDonalds employees evaluation is based on the multiple discipline based assessment. Multi source feedback is an essential tool of marketing and business activities with regard to determination of customers interest and overall performance of the organization. McDonalds makes use of the 360 degree feedback. This

Management Assessment Essay Example | Topics and Well Written Essays - 750 words

Management Assessment - Essay Example From my personal Jungian personality type, I am a loyal, amiable, and willing to make sacrifices for the greatest good. This means that I am a dedicated person to the god of my job, especially in the struggle to achieve results. Management style thus is a dedicated type of management that does not offer room for laxity. As a manager with these qualities, I expect my team to be team players in their work, show dedication and willingness to work. However, this type of management style is suitable for careers such as a masseur, vet, painter, mechanic or clerical supervisor. This means that I have few people to manage in my daily operations. This helps in avoiding overworking others, as I would expect them to show equal dedication to work just like their manager. In most cases, this type of management leads to coercion and pushing other people, some times to the extreme limits. Although this type of management achieves results and targets at an early stage, employees feel more used and e xploited, leaving them demotivated. It could lead to a high employee turnover in a large organization. Five traits, described as The Big Five Personality Model determine the personality traits of a manager. They determine the strengths and weaknesses of a of the leadership qualities as a manager. Extroversion means that an individual is gregarious, assertive and sociable. This contradicts with introversion, which holds that people are reserved, timid and quiet. Managers who portray extroversion qualities are good managers, as they do not limit themselves to their own individual perceptions. Introverts are weak managers who are unsocial, reserved and timid. Agreeableness refers to an individual’s propensity to differ with others. People who possess a high level of agreeableness tend to be cooperative, warm and trusting. This defines the characteristics of a strong manager as they can cooperate with others easily, show high levels of warmth and trusting enough. However, weak ma nagers’ forms the group of people who score low on the agreeableness scale tend to be cold, disagreeable and antagonistic. This type of managers thus cannot compare with high levels of agreeableness. Conscientiousness measures the level of reliably of a person by others. Characteristics of a manager with a high level of conscientiousness include responsibility, organization, dependability, and persistent. Such managers are strong and highly reliable. On the other hand, weak managers score lowly on the conscientiousness scale. This is because they are easily distracted, disorganized and unreliable, qualities defining poor managers. Emotional stability described with its converse neuroticism taps into a person’s stability, the tendency of calmness, self-confident and secure. Strong managers are those possessing high emotional stability, and are calm, self-confident and secure. Openness to experience addresses an array of interests and fascination with novelty. Thus, mana gers with extreme openness are highly creative, curious and artistically sensitive. On the other hand, weak managers have weak emotional stability. Personality determines the management style people prefer applied to them. People scoring high on emotional stability are happier than those scoring low. Compared to other big five, the association of this trait to the job satisfaction is high. Thus, people lows on emotional stability are hyper-vigilant and are more prone to physical and psychological effects of stress. Extroverts tend to be happier in their jobs as well as their lives than the introverts are. They tend to perform better than the introverts and require strong interpersonal interaction. Since they have a high level of social dominance, they show exhibit a high level of assertion than the introverts. Thus, they are more likely to engage in more risky behaviour and miss from work more than the introverts. Managers who score high on openness to experience are more creative i n science rather than in art. Since creativity