Brave New World Analysis on Characters Free Essays

State-of-the-art existence Analysis on Characters â€Å"The world’s stable at this point. Individuals are upbeat; they get what they need, and they never need what they can’t get†¦ they are molded to such an extent that they for all intents and purposes can’t help acting as they should behave† (Huxley 198). Numerous individuals talk and dream about an ideal world, for the issues which we face in the current world to just simply leave. We will compose a custom exposition test on Exciting modern lifestyle Analysis on Characters or then again any comparable point just for you Request Now Exciting modern lifestyle is a novel which shows a case of what life would resemble in an idealistic culture. Peruse likewise Analysis of Characters in Flannery O’Connor’s â€Å"The Life You Save May Be Your Own† It shows the distinctions that human progress has against the savage world, which is the way we live in present day. The characters in Brave New World all experience the discussion between nature versus sustain eventually prompting their misery. An individual can be given all that they need yet still live miserable. This particularly can be seen with one of the primary characters in Brave New World, Bernard. He was an Alpha Plus, the most noteworthy class in human progress, yet shockingly didn’t look like most Alphas (69). Regardless of his group, he was an untouchable and invested a large portion of his energy alone. The storyteller in the novel clarifies, â€Å"The joke caused him to feel an untouchable; and feeling a pariah he carried on like one, which expanded the bias against him and stimulated threatening vibe about his physical defects†¦ which expanded the feeling of being outsider and alone† (68). In spite of the fact that he had a high title it didn’t cause him to feel glad. He felt like there was more to life than a set routine they were totally given in human progress. Bernard felt himself extraordinary; he needed to feel feelings and not simply live step by step on counterfeit satisfaction. Bernard communicates his disappointment to be feel diverse when he states, â€Å" But wouldn’t you like to be liberated to be cheerful in some other manner, Lenina? In your own specific manner, for instance, not in everyone else’s way† (90). Bernard was burnt out on being subjugated by his molding. The individuals of the New World were completely instructed to think, act, and see things a specific way. No singularity. Living in a controlled world doesn’t cause joy, it just numbs individuals of genuine emotions. Lenina is a â€Å"pneumatic girl†, famous, and has gone through a night with practically the entirety of the men in human advancement. Delight was key in the controlled world. She wound up needed by men, and like most ladies delighted in having intercourse with men. When Lenina started conversing with Bernard, she didn’t concur with him on needing more to life. She’d rather be on soma, a medication that would numb them from any obvious feelings, at whatever point she felt somewhat uncomfortable, much the same as every other person. Lenina’s despondency comes when Bernard brings her into the Savage world and she perceives how John and Linda and every other person is living. Her quick response was to discover some soma. She couldn’t accept how individuals developed old, endured, and needed to manage ordinary issues. Lenina started succumbing to John and immediately understood that she needed something explicitly with him that most men couldn’t fulfill. Lenina states to her companion Fanny, â€Å"And shouldn't something be said about a man†one man. Hes the one I want†¦ and in stretches I despite everything like him. I will consistently like him† (171). Lenina had never felt like this, along these lines she didn’t realize how to deal with it. The main thing she knew about men was to engage in sexual relations with them. At the point when John dismissed laying down with her, she was totally overwhelmed. The storyteller clarifies, â€Å" Drying her eyes†¦ she pulled out her soma bottle†¦ hers had been in excess of a one-gram affliction† (157). Never being in the position, she quickly went to soma to assist her with adapting to what she was feeling. She has been living numb to feeling and just because she had to feel undesirable and throbbed for a departure. Linda was a Delta in an acculturated world who went out traveling with the Director to the Savage world. Sadly for her she had fell and knock her head, making her get lost and be taken in by Native Americans (112). The Director looked for her however was always unable to discover her. To her consternation she was pregnant and had an infant named John. Linda just realized acceptable behavior like an edified individual. She was wanton and like the controlled world, started to rest around with various men. This was bizarre to the Savage World and they at that point started to consider her names and make her an outsider. Linda expressed, â€Å"I was so embarrassed. Just to consider it; me a Beta†having a baby† (114). Having John was hard for her. Linda had no clue about how to be a mother, how to support, or even how to be a decent good example for the kid. Linda thought of how impeccable her life would be if she somehow happened to come back to the humanized world, coming back to soma. She was happy to do whatever equitable to be back in the New World, â€Å"†¦ here was her appearance†¦ so the best individuals were very decided not to see Linda. What's more, Linda, wanted to see them. The arrival to human advancement was for her the arrival to soma† (142). Linda figured every one of her issues would be comprehended by returning to the controlled world, yet in actuality th ey made her significantly progressively discouraged and undesirable. She had no one aside from John and she would prefer to be numb and not feel anything than manage progress. Where might she discover genuine joy if in the Savage World she is segregated for her ways, and in human progress she no longer fits in. Living in the Savage world, one can just envision how impeccable the humanized world could be. Sadly, having originated from the savage world John had something to contrast the controlled world with. Being the child to a ladies in the edified world, he had heard only ponders about it. Then again, having been brought up in the Savage World permitted John to learn ethics and need to discover a reason throughout everyday life. At the point when John arrived at the edified world he was totally frustrated on how counterfeit everything and everybody was. â€Å" How much I love you, Lenina†¦ or always†¦ to make a guarantee to live respectively for always† (174). John had seen his mom lay down with such a large number of men and get prodded by it that he would not like to simply lay down with the ladies he loved. He needed to wed and be with simply that one. For Lenina this was simply gibberish, and that simply made John not need anything to do with her. He needed to feel a unique association with Lenina that she had never had. Before the end John chooses to be confined on the grounds that he would prefer to manage his feelings than live in a â€Å"perfect† world numb and miserable. Eventually, the idealistic culture didn’t mean tackling all issues and individuals everlastingly living glad. On the off chance that a development is each of the an individual knows, how could it be that they despite everything figure out how to be miserable? There is no bliss when individuals are living numb based on what is truly going on. With regards to the subject of an idealistic culture versus the sort of society where we right now live in, I think there is actually no arrangement. We are human and as much as possible attempt to condition people, there is as yet going to be a ruin. Step by step instructions to refer to Brave New World Analysis on Characters, Papers

International Business - Foreign Direct Investment Essay

Global Business - Foreign Direct Investment - Essay Example China despite everything holds and executes its arrangement that demoralizes or now and then bans completely remote possessed speculation. Certain immaterial viewpoints have been prescribed for outside speculators to place into thought so as to run a fruitful joint endeavor in China. These perspectives are culture, presence of mind, law and comprehension of account which together supplement each other in China business condition. All through the 1980s up to mid-1990s, Chinese government regulated inbound FDI essentially through passage intercession where the administration stressed FDI venture approval in which the legislature had the option to control and impact FDI size, area, timing and here and there accomplice determination. China method of managing outsiders which is halfway contributed by the country’s culture and government arrangement to a great extent displayed absence of involvement with managing most MNCs subsequently a large portion of these enterprises stayed con trolled (Grosse p.297). The worries of China’s government during this period to a great extent came to reflect guideline inclinations with respect to which businesses ought to be opened to outside speculators and where FDI ought to be directed to. Most ordered laws and guidelines didn't concede MNCs all out control and activity controls rather these laws, rules and guidelines became to be related with how to control outside organization section into the nation’s showcase (Grosse p.297). Doing research in 1993 Erramilli and Rao noticed that joint endeavor as a favored section mode by MNCs become effective when the social space is moderately enormous between the host and home nations. Further the creators discovered that there exist connection between joint endeavor passage mode with â€Å"the level of the host nation prosperity, the degree of host government limitations, and the degree of rivalry in the host country† (refered to in Jiang, Cristodoulou and Wei par .3 ). Simultaneously writing hypothesize that MNCs passage mode choices is to a great extent influenced and affected by the host country’s venture arrangements. The fame of joint endeavors in China has been connected to various reasons with mainstream one being â€Å"direct or roundabout government rules requiring them in a specific conditions to do so† (Jiang, Cristodoulou and Wei par.3). Further joint endeavors (JVs) in this nation have come about because of mainstream and broadly held conviction that JVs are probably going to work with Chinese city governments well absent a lot of contentions.

The Age of Analytics Competing in a Data-Driven World

The Age of Analytics Competing in a Data-Driven World There has been a lot of hype about the promises and potential of big data, but is it all hype, or is there substance behind the hype?The last couple of years have seen huge leaps in data and analytics capabilities.Today, there is more data than has ever been generated before.Actually, with billions of devices and gadgets such as smartphones, wireless sensors, cameras, payments systems, digital platforms, and virtual reality applications generating data every single moment, the volume of data generated increases by 100% every 3 years.Computational power has grown exponentially, storage capacity doubles every few years while costs are plummeting, and more and more sophisticated algorithms are constantly being developed.The merging of these trends is creating opportunities for disruption of business models and whole industries. Amount of data generated every 60 seconds. Source: Dream CreationSome companies are already taking advantage of these trends and combining them with new, unconventional mindsets to tackle business problems in a totally new way, in many cases causing disruption and catching incumbents by surprise.These companies, most of which are digital natives, have a great advantage, and the only way incumbents can keep up with them is by figuring out how they can transform their fundamental business by applying data and analytics.To remain competitive, legacy organizations needs a two pronged approach.First, they should focus on coming up with high risk, high reward strategies that will help them tap into new sources of revenue.Such high risk, high reward strategies include developing new business models and entering new markets.Second, these organizations should find ways of applying data analytics to identify insights to help them improve their core operations.Organizations that are able to imp lement this two pronged approach will be well primed to take advantage of new opportunities and protect themselves from unexpected disruptions.According to a report by the McKinsey Global Institute, data and analytics presents a wide range of opportunities for business, and as technologies surrounding big data continue making advances, we can expect that the potential applications and opportunities of data and analytics will continue growing.Below, let’s take a look at some of the key insights from the report.COMPANIES ARE NOT TAKING FULL ADVANTAGE OF THE POTENTIAL VALUE OF DATA AND ANALYTICS It is evident that we live in a world full of data. Whenever you browse the internet, interact with friends on social media, buy something online, use a taxi hailing application like Uber or Lyft, or use virtual assistants like Siri, Cortana or Alexa, you leave behind a treasure trove of data.Unfortunately, while there is plenty of data in today’s world, companies have had a hard time using this data to drive their strategies.A 2011 report by McKinsey looked at the potential for big data and analytics and determined that they would have the greatest impact on five major domains.Looking at these domains today, it is evident that while progress has been made, most companies have only captured a fraction of the potential value of big data and analytics in these domains.There is a great deal of value that is still unexploited.The five domains are:Location based services: The integration of GPS technology into smartphones has made mapping technology available to billions of people around the world. This has in turn created huge opportunities for businesses to offer services that rely on this technology. However, a lot of these opportunities remain untapped. For instance, the markets for geo-targeted mobile advertising services, location-based service applications and GPS-based navigation services and devices has only reached between 50% and 60% of the value the 2011 McKins ey report envisioned. The greatest value of location based services has gone to end consumers, mostly in the form of time and fuel savings. However, there are still opportunities for businesses to make use of location based services and data to gain new insights about their operations and improve efficiency.US Retail: With retail having become highly digital, retailers have access to lots of behavioral and transactional-based data about their customers. With margins in the sector becoming thinner by the day, and with competition from digital native companies such as Amazon, there is strong incentive for retailers to mine this data and use it to find ways to improve their bottom lines. In this regard, data can give insights on almost every aspect of business, from how retailers can upsell and cross-sell to their customers to how they can optimize the entire value chain to reduce costs. As of today, only about 30% â€" 40% of the value envisioned by the 2011 McKinsey report has been ca ptured by the US retail sector. And once again, end consumers have gained the greatest value of big data and analytics in the retail sector.Manufacturing: The manufacturing industry has been very slow when it comes to taking advantage of the potential value of big data and analytics. Of the potential for big data and analytics that McKinsey envisioned in 2011, only about 20% â€" 30% has been achieved. In addition, most of the gains have only been made by a few industry leaders. Some of the main applications of big data and analytics in the manufacturing sector include design to value applications, development of digital factories, operation analytics driven by sensor data, and improved after-sales services that are reliant on predictive maintenance and real-time surveillance.The EU Public Sector: In the 2011 report, McKinsey looked at how big data and analytics could be used to improve the delivery of public sector services in the European Union. The report determined that big data and analytics could improve efficiency in the delivery of government services, improve collection of taxes, reduce errors in payments transfer and potentially put an end to public sector fraud. This would potentially result in annual savings to the tune of €250 billion. Unfortunately, only about 10% â€" 20% of this value has been realized.US Healthcare: In their 2011 report, McKinsey identified that there was huge potential for data and analytics in the healthcare sector in the United States. Today, however, only about 10% â€" 20% of this sector has been realized. This low uptake of big data and analytics in the US healthcare industry can be attributed to a number of challenges, including shortage of technical talent, organizations being averse to change, lack of incentives, as well as regulation challenges. Still, some progress has been made in the sector. The greatest progress has been made in the shift from manual to electronic medical records, though much of the data that lies within these records is yet to be fully utilized. Other current applications of big data and analytics in the health sector include applications in medical research and development, public health surveillance, and predictive medicine. Despite these applications, a lot of opportunities within this sector remain unutilized.ANALYTICS TRANSFORMATION REQUIRES ORGANIZATIONAL OVERHAULThe less-than-ideal realization of the potential value of data and analytics in the domains described above should not be taken to mean that companies are slow in the uptake of big data and analytics.On the contrary, many companies have already began deploying data and analytics.Unfortunately, the manner in which they are doing it is preventing them from realizing its full potential. While many companies have already made huge investments in technologies that will help them deploy data and analytics, most of them have neglected the organizational changes that need to accompany these technology investments.An effective analytics transformation strategy involves more than just huge technology investments. First, organizations need to ask themselves some key questions that will help define their strategic vision.These questions include: How are we going to use data and analytics? How will we turn the insights gleaned from data and analytics into value? How do we measure the value generated from data and analytics?The second thing organizations need to do is to build the underlying architecture that will support the generation and collection of data.Moving from legacy data systems to more flexible and agile systems that support big data is actually one of the biggest challenges organizations face when undergoing an analytics transformation.To make the most of data and analytics, organizations also need to digitize their operations.Digitizing operations will make it much easier to capture data that they can then use to streamline these operations.In addition, data collection is not enough. O rganizations also need to obtain the analytical capabilities they will need in order to glean useful insights from the collected data.On this front, organizations have two options. They can either outsource analytics to external specialists or build their own in-house analytical capabilities.Once insights have been derived from data, these insights need to be incorporated into the actual workflow for them to make any impact.This calls for a transformation of business processes, which is usually a huge challenge for many organizations.For insights to be turned into meaningful impact, they need to be made accessible to the right personnel. These personnel also need to be empowered to make decisions based on data insights.Legacy organizations have to make all these changes if they are to make the most of big data and analytics.Ignoring any of the above changes keeps organizations from unlocking the full potential of data and analytics and makes them vulnerable to disruption.ANALYTICS T ALENT IS LACKINGAnother major challenge that has kept companies from taking full advantage of the potential of big data and analytics is the shortage of analytics talent.According to a survey by McKinsey Company, about 50% of executives claim that it is more challenging to recruit talent for analytical roles compared to recruiting for any other role.In addition, 40% of executives also report that retaining analytical talent is a huge challenge.The shortage of analytical talent is particularly evident when it comes to data scientists. In their 2011 report, McKinsey had already predicted that it would get to a point where demand for data scientists would exceed supply. We have already gotten to this point.The high demand for data scientists is evident in the fact that the average wages for data scientists increased by roughly 16% per year for the between 2012 and 2014, according to a report by Indeed.This is considerably high compared to the 2% average annual increase in wages for al l occupations.The shortage of analytics talent is unlikely to end soon.While more schools are adding data science programs and producing a greater number of data science graduates every year, the demand for data scientists is growing at an even greater rate.However, there is still some hope.Advances in AI and machine learning technology might make it possible to automate data preparation, which makes up over 50% of data analytics work. There is a chance that automation of data preparation might ease the demand for data scientists.Organizations also need to realize that simply recruiting analytics talent will not enable analytics transformation by itself.To enable analytics transformation, organizations also need business translators whose role is to act as a connection between the analytical talent and the organization’s business needs.The business translator needs to have good knowledge of data science work, as well as a functional knowledge and expertise in the industry in which the organization operates.This makes it possible for them to ask the right questions to the analytics team and help them derive insights that can actually be used to optimize business operations.While organizations can outsource analytics capabilities, the business translator role needs to be developed from within the organization.ANALYTICS IS CHANGING THE NATURE OF COMPETITION, WITH LEADERS REAPING BIG ADVANTAGESAlready, a huge gap has developed between the average company and the relatively small group of companies who are leading on the analytics front â€" and the leaders are consolidating big advantages, with some even enjoying the winner-takes-it-all dynamics.Think of some relatively new businesses whose entire business models are centered on data and analytics, such as Airbnb, BlaBlaCar, Didi Chuxing, DJI, Flipkart, Lyft, Pinterest, Snapchat, Spotify, and Uber.Most of these companies disrupted their respective industries and hold the greatest market share mainly because of th eir data and analytics assets.It is important to realize that we are in a new era.While assets such as factories and equipment were a huge factor in competition a few decades ago, what matters most today is assets such as data, digital platforms, and analytical talent.These assets are making it possible for new players to by-pass traditional barriers to entry and get into new markets surprisingly fast.For instance, Amazon disrupted the whole retail sector on its own without having to build any stores.Companies like Airbnb have revolutionized the hospitality industry without having to build any hotels, while Uber and Lyft disrupted the transport industry without having to buy any vehicles.However, it is also good to note that some of these digital native companies have started putting up their own barriers to entry to keep out other players.Companies with huge digital platforms are already enjoying network effects that are making it hard for other companies to enter these markets.Oth ers have access to a wide range of data and insights that give them very huge advantages over other players who might be interested in competing with them.What’s more, with their data and insights, these leading firms have the ability to enter new industries with surprising ease.For instance, using data and digital assets, Google is set to revolutionize the automotive industry with their autonomous cars, while Apple has made inroads into the financial sector with Apple Pay and Apple Card.Data has become so important an asset that companies are willing to provide free services to customers in exchange for data, as is happening with most social media companies.THE VALUE OF DATA DEPENDS ON HOW YOU PLAN TO USE ITWe have seen that data has become an important corporate asset, one that is driving disruptions across various industries.However, in itself, data is not very valuable. Its value arises from how this data is used.A piece of data may be useless to one company, yet the same piec e of data can help another company come up with a new product, or even a new business model.It is important for organizations to realize that not all data is created is equal.There are very many categories of data, including behavioral data, geospatial data, environmental data, transactional data, public records, structured and unstructured data, and so on.To make the most of data, organizations need to first consider how they can use these different types of data, and then determine which kind of data holds the most potential for them.Once they figure this out, they can then come up with systems that will help the collect this type of data.SIX DISRUPTIVE DATA-DRIVEN MODELS ARE AT THE HEART OF TRANSFORMATIONSome markets are more vulnerable to disruption by data-driven models than others, based on their characteristics.Some of the characteristics that indicate that a market could be potentially disrupted include:Industries where inefficient signaling results in underutilization of as setsIndustries where there is a mismatch between supply and demandIndustries that depend on large amounts of personalized dataIndustries where available data is fragmented or siloed.Industries where bringing together data from multiple sources can create huge valueIndustries whose core business model is centered on RDIndustries where decision making could be affected by human biasesIndustries where human constraints might limit the speed of decision makingIndustries that stand to gain a lot by improving the accuracy of predictionThe above characteristics set the stage for disruption that is driven by one of six data-based business models. These models include:Business models enabled by orthogonal data: As the world becomes more data-oriented, new kinds of data from new sources will keep coming up, and these new kinds of data can be applied to all kinds of problems. New players who apply these new kinds of data will disrupt incumbents who have grown comfortable making their decisions based on a single kind of standardized data. Some industries that are vulnerable to disruption by business models enabled by orthogonal data include insurance, healthcare, and talent/human capital management.Hyperscale, real-time matching: Digital platforms have made it possible to match supply and demand of all kinds of products and services in real-time. Some of the industries that are vulnerable to disruption by hyperscale, real-time matching technologies include transportation and logistics, automotive, hospitality, and smart cities and infrastructure.Radical personalization: As data continues being generated from all sorts of digital interactions, this data will make it possible to create very fine distinctions between different groups of people. These distinctions can then be used to micro-segment markets and personalize products and services at unprecedented scales. Some industries that could be disrupted by radical personalization include education, healthcare, retail, adve rtising, media, and travel and leisure.Massive data integration capabilities: Today, we already have several kinds of data from multiple sources. However, this data is usually fragmented or siloed. Fortunately, technological advances are making it possible to break these silos and link different kinds of data from multiple sources. This integration of different kinds of data will allow organizations to derive even more insights from unrelated data, opening up a lot of potential value. Some industries that could be disrupted by massive data integration capabilities include insurance, banking, and the public sector.Data-driven discovery: Previously, innovation was driven by creativity and human ingenuity. As we gain access to more and more data, however, this data and insights gleaned from the data will come in handy in supporting and enhancing human ingenuity to drive innovation. Some industries that could potentially be transformed include material sciences, life sciences, pharmaceu ticals, and technology.Enhanced decision making: Human decision making is usually influenced by things such as our biases and our inability to hold and process huge amounts of information. Data analytics and algorithms will allow us to make faster, better and more accurate decisions by eliminating the biases and limitations that influence our decision making. Some industries that will be potentially transformed by this enhanced decision making capabilities include insurance, healthcare, smart cities, and talent/human capital management.WRAPPING UPToday, there is a lot of hype about the potential of data and analytics.While companies and organizations have been using data and analytics for a while now, the potential to create value from big data is greater today than it was ten years ago.Any organization that wants to survive and remain today competitive today has no other option but to start harnessing the capabilities of data to differentiate themselves, create value and optimize i ts operations.

Salem Witch Trials - 1478 Words

The Salem Witch Trials of 1692 were a series of trials in which twenty-four people were killed after being accused of practicing witchcraft. These trials were caused by different social climates of the area including the very strong lack of a governor, the split between Salem Village and Salem Town, and the strict puritan lifestyle during the time period. Tituba, the black slave, was a foreigner from Barbados. Her role in society was to take care of Mr. Parris’s family. Tituba’s situation contributed to her role in the witch trials because Mr. Parris promised her freedom if she confessed guilty. Tituba also realized that with her false confession of being a witch also helped keep her life, therefore she accused other people in the village†¦show more content†¦1). Girls, more so than boys, had very few ways of expressing themselves and little was available for them. These statements help in proving the validity of puritan lifestyles contributing to the social cl imate because without these ground morals, the people would not have thought such normal activities meant someone was a witch. Tituba’s role in society was to be a slave to the family of Rev. Parris. Tituba was a foreigner to Salem, as Parris had bought her in Barbados. Slaves had no rights at all in this time period therefore; Tituba’s only job was to care for Parris’s children and house. This situation presented to Tituba contributed to her role in the witch trials because, being a slave didn’t get her much respect in society, therefore people wouldn’t object to her being a witch because she is not much of a respectable person to defend. For example, while Tituba would be caring for Parris’s children, â€Å"In the evenings Tituba entertained little Betty and her cousin Abigail Williams by the kitchen fire. She played fortune telling games and told them stories of magic and spirits from the Caribbean† (Tituba, par. 4). This proves th at Tituba’s role in society affected her role in the witch trials because these trials were based on how others saw you in society. If someone of high social status were to be accused of witchcraft, people would protest. However, if someone of low social status were to be accused, it wouldn’t mean much to the commonShow MoreRelatedSalem Witch Trials And The Witch Trial1494 Words   |  6 PagesFirst of all, I wanted to talk about what Salem Witch Trial is and who are the persons involve in this event. Salem Witch Trials, according to Encyclopedia Britannica is â€Å"A series of investigations and persecutions that caused 19 convicted â€Å"witches† to be hanged and many other many suspects to be imprisoned in Salem Village in the Massachusetts Bay Colony.† There are many people involve in Salem Witch Trials and I’ll be going to describe their role in this event, followed by the different case studiesRead MoreSalem Witch Trials And The Witch Trial Essay2225 Words   |  9 Pagesaccused of witchcraft in Salem Village, Massachusetts, many more died in jail, and around 200 people total were accused of witchcraft during the Salem Witch Trials. Records from the event indicate that the Salem Witch Trials started when a group of young girls began acting strange, claiming they had been possessed by the Devil and bewitched by local villagers. The Salem Witch Trials is a much debated event; historians argue over the motivation and causes behind the trials and executions, not overRead MoreThe Trial Of The Salem Witch Trials905 Words   |  4 PagesI. Introduction In January 1692, when a group of juvenile girls began to display bizarre behavior, the tight-knit Puritan community of Salem, Massachusetts couldn’t explain the unusual afflictions and came to a conclusion. Witches had invaded Salem. This was the beginning of a period of mass hysteria known as The Salem Witch Trials. Hundreds of people were falsely accused of witchcraft and many paid the ultimate price of death. Nineteen people were hung, one was pressed to death, and as many asRead MoreThe Salem Witch Trials691 Words   |  3 Pageswere the Salem Witch Trials? The Trials happened in 1692 in Puritan Massachusetts, in a town called Salem. Nineteen men and women were hanged on grounds of practicing dark magic and making a pact with Satan (in other words, for being witches). Hundreds of people were imprisoned; several died there. Additionally, one man (of over seventy years!) was crushed to death with heavy stones and the lives of many were irrevocably changed. (Salem Witch Museum) IQ #2- How and why did the Salem WitchRead MoreThe Salem Witch Trials1202 Words   |  5 PagesThe Salem Witch Trials were a prime part of American history during the early 17th century. During this time, religion was the prime focus and way of life within colonies. This was especially true for the Puritan way of life. Puritans first came to America in hopes of practicing Christianity their own way, to the purest form. The Puritans were fundamentalists who believed every word transcribed in the Bible by God was to be followed exactly for what it was. The idea of the devil controlling a womanRead MoreThe Trials Of The Salem Witch Trials1866 Words   |  8 Pagessurrounding the cause of the Salem Witch Trials 1692 makes the topic captivating as many historian perspectives offer explanations for the causation of the trials, yet the personal context of each historian has determined its historic reliability. This questions the level of objectivity each historian has in their responses to the Trials. The aims and purposes of a historian, as well as their differing methodologies may alter the approach the have towards the investigation of the Trials. Many interpretationsRead MoreThe Trials Of Salem Witch Trials Essay1267 Words   |  6 PagesThe notorious witch trials in Salem began in Spring of 1692. This started after a young group of girls in Salem Village, Massachusetts, professed they were possessed by the devil. These young girls even went as far as accusing some local women of practicing witchcraft. As a frenzy spreaded throughout colonial Massachusetts, a specific court was summoned to hear cases. Bridget Bishop was the first convicted witch and she was hung in that June following her trial. Eighteen other people followed BishopRead MoreThe Trials Of Salem Witch Trials1069 Words   |  5 PagesEven though the Salem witch trials were made to seem formal, they were actually subjective and not based on fact. Since there were multiple people being accused of witchcraft, the trials were short and quick to sentence. The witch trials lasted less than a year. The first arrests were made on March 1, 1692, and the final hanging day was September 22, 1692. The Court of Oyer and Terminer was dissolved in October of 1692. The Salem Witch Trials occurred in the spring of 1692, when a groupRead MoreThe Trials Of The Salem Witch Trials1635 Words   |  7 Pagesovercome was the Salem Witch Trials. The Salem Witch Trials occurred in 1692 and 1693 in colonial Massachusetts. â€Å"More than 200 people were accused of practicing witchcraft – the Devil’s magic – and 20 were executed† as detailed by Jess Blumberg on the web article A Brief History of the Salem Witch Trials (Blumberg 2007). The trials had a major impact on the American society and the effects could be seen in colonial America as well as today. Why did the injustice of the Salam Witch Trials occur and whyRead MoreThe Trials Of The Salem Witch Trials2197 Words   |  9 Pagesestablish colonies based on the word of God. Salem, like many other towns at the time, had little distinction between church and state and focused all aspects of their society on God. (Roach) Due to these conditions, Salem became the site of the largest and most violent witch hunts in America. The significance of the trials comes from the large impact they had on American law. The conditions before, during, and after the Salem Trials were unlike the witch hunts in any other colonies in the New World

Electoral College Superiority - Free Essay Example

Sample details Pages: 6 Words: 1667 Downloads: 10 Date added: 2019/06/13 Category Politics Essay Level High school Tags: Electoral College Essay Did you like this example? Due to the results of the most recent United States presidential election, controversy has been raised regarding the Electoral College. The Electoral College has performed as intended for more than 230 years, over fifty elections, and also allows for consistency of the country by dealing out popular support in order to elect a president. Many people want the Electoral College to be replaced by the popular vote which would discourage a two-party system throughout the United States. Don’t waste time! Our writers will create an original "Electoral College Superiority" essay for you Create order Changing the system would be difficult because it would most likely cause more problems, such as voter fraud, than solutions. The Electoral College system was a part of the original US Constitution, therefore, changing the process would require a Constitutional amendment. The United States electoral college voting system has proven to be satisfactory and should remain in effect for future presidential elections. The Electoral College was created by the writers of the Constitution because they believed it to be the best method for electing a president into office. The Electoral College was established in 1787 in order to implement a new election style in 1788. When a person castrs a vote for president, they are really casting a vote for his or her states electors. These electors then cast their ballot to represent their state in the Electoral College (Electoral College Fast Facts). There are a total of 538 electors, ranging from 3 to 55 in each state. To win the presidency, 270 votes are required. By using state electors instead of the popular vote, there is better security against uneducated voters allowing the votes to be cast by those most likely to choose the best candidate. The Electoral College protects votes from smaller states and prevents states with larger populations from having too large of an influence on the vote. The Electoral College allows a compromise between Congres s and the popular vote from a state. A benefit of keeping the electoral college is that it encourages the political stability by using a two-party system. This is true because if a third-party candidate is running for office, it is nearly impossible for them to win the popular vote in any state, therefore the electors for the Electoral College will not submit any votes supporting the minority party. There are two major political parties, the Republicans and the Democrats, in which the Electoral College forces third-party candidates into one of them. According to an online article, Conversely, the major parties have every incentive to absorb minor party movements in their continual attempt to win popular majorities in the States (Kimberling). This quote is saying that many candidates in the Republican and Democratic parties are using some of the ideas from third-party competitors to try and win over the vote in his or her state. When the major parties use these ideas, they become the center of attention, allowing for two major parties opposed to hundreds of smaller parties. Candidates are required to run under a party of his or her choice, in order to establish a base to what their rule might entitle. This would ensure a successful rule before the candidate is elected (Uhlmann). The winner of the popular vote is almost always a Republican or Democrat, and this usually reflects the votes cast by each states electors. This being said, it is impossible that people running for president in a third-party group will win any electoral votes. Another example of the electoral college preserving a two-party system is that throughout the course of history there have always been two major parties. The Federalists and Anti-Federalists, the Democratic-Republicans who became Democrats and the National Republicans who became Whigs and then became New Republicans, all of these parties have been major throughout history. To relate this to the most recent election, In the 2016 election, Libertarian Party candidate Gary Johnson was on the ballot in all 50 states, and Green Party candidate Jill Stein put up a show, even suing for a recount in three states. But neither of these candidates, nor any of the dozens of others running on third-party platforms, will impact the Electoral College. (Why We Have an Electoral College To Preserve a Two-Party System) This is a great representation of why having an Electoral College encourages a two-party system because both of these candidates were third-party and did not win the electoral votes for any state. The Electoral College is based on a winner takes all philosophy in 48 of the 50 states. This simply means that whoever is the winner of the popular vote in a certain state will become the winner of the electoral votes as well. People are saying that the Electoral College is an undemocratic system because in some cases, the winner of the popular vote is not the winner of the electoral votes. This situation has occurred five times throughout history, most recently, when Donald Trump won in 2016. In a quote from a college professor: In truth, the issue is democracy with federalism (the Electoral College) versus democracy without federalism (a national popular vote). Either is democratic. Only the Electoral College preserves federalism, moderates ideological differences, and promotes national consensus in our choice of a chief executive. (Ross) The electoral college with the winner-take-all rule in (most of) the states is perfectly democratic. Its just federally democratic, rather than being nationally democratic (Franck). Since the federal and state governments hold more of the deciding factors when it comes to sending votes to the Electoral College, the popular vote might not always win. This is because of states such as California and Texas which have millions of more people than smaller states. California is a heavily Democratic state, so when its citizens vote, the majority of popular votes will be for the Democratic candidate. This is where the Electoral College comes in, California gets 55 electoral votes to allow for smaller states to have a say in who the next president is. Moving back to the 2016 presidential election, where Donald Trump secured the presidency with 306 electoral votes over Hillary Clinton who had 232 votes. When looking at a breakdown of the election results, 30 of the 50 states voted Republican, meaning that all of their electoral votes went to Donald Trump, which allowed him to win the Electoral College (2016 Election Results). Hillary Clinton won the popular vote by 2.9 million votes, only because of the more populous states. This is why the Electoral College is the superior voting system to the popular vote, to allow for every state to have a say in the election. From a different viewpoint, hundreds of United States citizens are protesting the Electoral College because they believe it is an unfair system due to the winner takes all rule. They believe that if you dont live in a state where their political party reigns, their vote doesnt count. An online source states the following I am voting in a national election for President and Vice President not in a state election as the system is set up for now. My vote should be counted in his or her national total of accumulated votes. Thats why Im voting, not for a state delegate to vote (Davis). This citizen is concerned by the fact that many peoplers votes on behalf of their state dont count because there is only one major political party. Another example from an angered citizen, approximately 500,000 Wyoming citizens have the same voting power as thirty-four million Californians (Anderson). This is saying that in the case of a tie at 269 and 269 electoral votes, every state in the House of Representatives gets one vote on who the winner of the election will be. They are saying that this principle is an unfair advantage of the Electoral College because states with more than triple the amount of citizens have an equal vote. There is only one common reason among citizens who oppose the Electoral College: the simple idea that their votes arent being counted or are meaningless. They believe that state elections and presidential elections should be held in the same way. The Electoral College helps secure that the presidency is legitimate if, in fact, it is too close to call. If a recount was called after a popular vote style election, every state would be required to recount their votes, therefore, election results wouldnt be available for days after election day. With the Electoral College, only certain swing states, such as Florida, would need to be recounted. Many problems and tensions would arise, and illegitimacy claims would likely follow if votes needed to be counted then recounted, just to obtain a result of the election. The Electoral College also prevents against voter fraud. The popular vote gives people incentive to shove any votes that they want into the ballot box and even disregard votes that they dont want to count (Lemper). The popular votes would cause many states to change their voter laws to try and get more national votes. An example of this would be seeing more democratic states lowering their voting ages to 16 or 17 ye ars old because younger people tend to vote democratic. Similar to teenagers, democratic states would allow felons to vote and give more rights to felons because they tend to vote more democratic. Republicans would likely restrict the rights of teenagers and the rights of felons (Rosenthal). The United States election system called the Electoral College has done its duty to the country and should continue to perform on behalf of the presidential elections. The Electoral College has allowed for the prevention of voter fraud, allowed for the protection of a two-party system, and most importantly allowed every state to have a say in who the next leader of the country will be. Of course, there are the setbacks to the electoral college system such as not being able to have a complete say in the election, but ultimately it was implemented for a reason. Alexander Hamilton once said, The role of the Electoral College is to prevent individuals who are unfit for a variety of reasons to be in the position of chief executive of the country.

Sport Fans Free Essays

Although many people like sports and watch them on television, few people actually have a strong pride in a team, or really care about how a team does on a competitive game to game basis. To me people can be categorized in three different fan groups. One type of fan is a fair weather fan. We will write a custom essay sample on Sport Fans or any similar topic only for you Order Now They jump from team to team, most likely to which one is winning. Another type of fan is a part-time fan. They really do not care much about any one team, and just watch whoever is on. Finally, there is what I like to call die-hard fans. These fans never miss a game, and route for their team in good and bad times. The first type of fan that I mentioned is a fair weather fan. These are the kinds of fans that never really jump on board with one specific team. They cheer for whichever team might be winning at the time. These fans will usually say that they are routing for whoever the sports critics say will win the championship in that specific season. The next type of fan is what I like to call a part-time fan. These fans really do not have a favorite team, or even like sports period. They will watch a game only if there is nothing else on that they would rather watch. They really do not care who wins or loses. Most of the time these fans do not really know much about the sport that they are watching, or know much about sports in general. The final type of fan that I mentioned is a die-hard fan. These are the fans that truly have a favorite team, and really care about how their team does throughout the season. You will never hear a die-hard fan cheer for any team other than his or her favorite. Die-hard fans are the ones who are tailgating at the games at eight o’clock in the morning, when the game does not start until five or six o’clock at night. They will be the ones that you will see on television with their chests painted in weather that you cannot even imagine being outside in, much less with your shirt off. They truly feed off how their team does throughout the season, if the team is having a good year then these people will rarely ever be unhappy, but if the team is having a bad year then you do not want to cross paths with them. In conclusion, there are many kind of supporter but the truly supporter is die-hard support fans. How to cite Sport Fans, Papers

Cultural Diversity is a Necessity free essay sample

Before I was seventeen, I was like the majority of other students I observed in the tenth grade and profusely avoided the group of black students who piled into the right side of the school cafeteria for breakfast every morning. These students wore chains and baggy pants, and called rude remarks to the other students passing by, especially the more vulnerable freshman. I thought these teens to be uncivilized. I could not understand why they did not try to make life easier for themselves by dressing nicely and speaking in a professional manner. One of these students was in a science class of mine, and I became constantly angry with him for disrupting the teacher and ignoring the class rules. I believed this student to be someone who brought unnecessary disciplinary action to himself. Despite these thoughts, I told myself that I was not a racist. I told myself that the color of these students’ skin had nothing to do with my unease toward them. We will write a custom essay sample on Cultural Diversity is a Necessity or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page It was their actions that made me upset, not their skin color, and if they would just act and dress normally then of course I would be willing to accept and befriend them. I could not be a racist because I had black friends, like my friend Allison. Allison, unlike these other students, spoke in a grammatically correct manner. She had a thin waist and wore pretty, flowery clothes to school. My sophomore year I served on the teen board of a non-profit youth health clinic. Before its closing in 2011, this clinic served low-income families in North Carolina, most of whom were black. A few board members and I traveled to a nearby middle school one day to help teach young female students about good hygiene. When it came time to discuss hair care, however, something strange happened. The young girls spoke of how they made sure to wash their hair at least once a week. All of us volunteers, who usually washed our hair everyday, were confused- all but one, anyway. The only black girl on our board stepped up at that moment to talk about African American hair care, which the rest of us had not realized could be different than Caucasian hair care. Later in the seminar, a small girl came up to me and pulled on my ponytail. She said she wished her hair was straight and pretty like mine instead of fluffy like hers. After this incident, the way I perceived race within my life began to change. I stopped scorning the students that sat in the corner of the cafeteria and instead began to question why the administration surrounded them everyday, without fail, circling them like hawks. I started to realize what it meant that only specific students of color were accepted as friends into my social circle. I also began to understand why so many African American students at my school seemed so unwilling to learn. Just as the needs of the little girls at the middle school were unbeknownst to the majority of us volunteers, the needs of many African American students seem completely lost to my school’s administration and teachers. Not only that, but there are very few teachers of color at my school, something that only increases this cultural gap. I now understand that racism can cross cultural lines and is not strictly based on skin color. I also understand why institutions that do not serve the needs of many different races leave many important people without the assistance they need. From the day I turned seventeen, I took a personal vow to help create more diversity (and more diverse ways of servitude) in any organization or institution I become a part of. This includes making sure that the Gay-Straight Alliance Club at my school attends to the needs of not just white students, but also students of Hispanic, Asian, Indian, Middle Eastern and African American descent. Changing my school is the harder part of the puzzle. Advocating for improvement on a level that large can take a large amount of time and effort. I plan to put that effort in. Although I have not yet decided what I will major in, or what my future career will be, I do know that I will always have a strong commitment to creating a diverse community.

The Occupation Of Japan Essay Research Paper free essay sample

The Occupation Of Japan Essay, Research Paper The Occupation of Japan The business of Japan was, from start to complete, an American operation. General Douglans MacArthur, exclusive supreme commanding officer of the Allied Power was in charge. The Americans had deficient work forces to do a military authorities of Japan possible ; so t hey decided to move through the bing Nipponese gobernment. General Mac Arthur became, except in name, dictator of Japan. He imposed his will on Japan. Demilitarization was quickly carried out, demobilisation of the former imperial forces was complet erectile dysfunction by early 1946. Japan was extensively fire bomded during the 2nd universe war. The malodor of cloaca gas, decomposing refuse, and the pungent odor of ashes and scorched dust pervaded the air. The Nipponese people had to populate in the moistness, and col vitamin D of the concrete edifices, because they were the lone 1s left. Small remained of the vulnerable wooden frame, tile roof brooding lived in by most Nipponese. We will write a custom essay sample on The Occupation Of Japan Essay Research Paper or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page When the first marks of winter set in, the business forces instantly took over all the s team-heated edifices. The Japanese were out in the cold in the first station war winter fuel was really difficult to happen, a household was considered lucky if they had a little hardly glowing wood coal brasier to huddle around. That following summer in random musca volitanss new ho utilizations were built, each house was standardized at 216 square pess, and needed 2400 board pess of stuff in order to be built. A maestro program for a modernistic metropolis had been drafted, but it was cast aside because of the deficiency of clip before the following winter. The 1000s of people who lived in railway Stationss and public Parkss needed lodging. All the Nipponese heard was democracy from the Americans. All they cared about was nutrient. General MacAruther asked the authorities to direct nutrient, when they refus ed he sent another wire that said, # 8220 ; Send me nutrient, or direct me bullets. # 8221 ; American military personnels were out to eat local nutrient, as to maintain from cutting from cutting into the thin local supply. No nutrient was was brought in expressly for the Nipponese durning the first six months after the American presence at that place. Herbert Hoover, functioning as president of a particular presidential consultative commission, recommended minimal imports to Japan of 870,000 dozenss of nutrient to be distributed in different urban countries. Fi sh, the beginning of so much of the protein in the Nipponese diet, were no longer available in equal measures because the fishing fleet, peculiarly the big vass, had been severely decimated by the war and because the U.S.S.R. closed off the fishing g rounds in the North. The most of import facet of the democratisation policy was the acceptance of a new fundamental law and its encouraging statute law. When the Nipponese authorities proved excessively baffled or excessively loath to come up with a constitutional reform that satisfied MacArthur, he had his ain staff draft a new fundamental law in February 1946. This, with merely minor alterations, was so adopted by the Nipponese authorities in the signifier of an imperial amendment to the 1889 fundamental law and went into consequence on May 3, 1947. The new Constitution was a flawlessness of the British parliamentary signifier of authorities that the Japanese had been traveling toward in the 1920s. Supreme political power was assigned to the Diet. Cabinets were made responsible to the Diet by holding the premier curate elected by the lower house. The House of Peers was replaced by an elected House of Councillors. The judicial system was made as independent of executive intervention as possible, and a f reshly created supreme tribunal was given the power to reexamine the constitutionality of Torahs. Local authoritiess were given greatly increased powers. The Emperor was reduced to being a symbol of the integrity of the state. Nipponese began to see him in individual. He went to infirmaries, schools, mines, industrial workss ; he broke land for public edifices and snipped tape at the gap of Gatess and main roads. He was steered here and at that place, shown things, and kept murmur, # 8220 ; Ah so, ah so. # 8221 ; Peoples started to name him # 8220 ; Ah-so-san. # 8221 ; Suddenly the puybli degree Celsius began to take this shy, ill-at-ease adult male to their Black Marias. They saw in him something of their ain conqured egos, force to make what was foreign to them. In 1948, in a newspaper canvass, Emperior Hirohito was voted the most popular adult male in Japan. Civil Li berties were emphasized, adult females were given full equality with work forces. Article 13 and 19 in the new Constitution, prohibits favoritism in political, economic, and societal dealingss because of race, credo, sex, societal position, or household Origen. This is one of the most explicitly progressive statements on human rights anyplace in jurisprudence. Gerneral Douglas MacArthur emerged as a extremist womens rightist because he was # 8220 ; convinced that the topographic point of adult females in Japan must be brought to a degree consistent with that of adult females in the western democracies. # 8221 ; So the Nipponese adult females got their equal rights amendment long before a conjunct attempt was made to obtain one in America. Compulsory instruction was extened to nine old ages, attempts were made to do instruction more a traning in believing than in rote memory, and the school sys tem above the six simple classs was revised to conform to the American form. This last mechanical alteration produced great confusion and dissatisfaction but became so entrenched that it could non be re vised even after the Americans departed. Japan # 8217 ; s agribusiness was the quickest of national activities to retrieve because of land reform. The Australians came up with the best program. It was footing was this: There were to be no absentee landlards. A individual who really worked the land could have up to 7.5 arcers. Anyone life in a small town near by could maintain 2.5 estates. Larger secret plans of land, transcending these bounds, were bought up by the authorities and sold on easy footings to former renters. Within two old ages 2 million renters became landholders. The American business instantly gained non merely a big constituency, for the new proprietors had a vested involvement in continuing the alteration, but besides a psychological impulse for other alterations they wanted to ini tiate. The American labour policy in Japan had a dual end: to promote the growing of democratic brotherhoods while maintaining them free of Communists. Union organisation was used as a balance to the power of direction. To the surprise of the American authorties, this motion took a unquestionably more extremist bend. In the despairing economic conditions of early postwar Japan, there was small room for successful bargaining over rewards, and many labour brotherhoods alternatively made a command to take over industry and o perate it in their ain behalf. Furthermore big Numberss of workers in Japan were authorities employees, such as railway workers and instructors, whose rewards were set non by direction but by the authorities. Direct political action hence seemed more meani ngful to these people than pay bargaining. The Nipponese brotherhoods called for a general work stoppage on February 1, 1947. MacArthur warned the brotherhood leading that he would non countenace a countrywide work stopp age. The work stoppage leaders yieled to MacArthur # 8217 ; s will. The rhenium after the political entreaty of extremist labour action appeared to decline. The Americans wanted to disband the great Zaibatsu trust as a agency of cut downing Japan # 8217 ; s war-making potency. There were about 15 Zaibatsu households such as # 8211 ; Mitsui, Mitsubishi, Yasuda, and Sumitomo. The Zaibatsu controled the industry of Japan. MacArthur # 8217 ; s liaison work forces pressured the Diet into go throughing the Deconcentration Law in December 1947. In the eyes of most Nipponese this jurisprudence was designed to stultify Nipponese concern and I ndustry everlastingly. The first measure in interrupting up the Zaibatsu was to distribute their ownership out among the people and to forestall the old proprietors from of all time once more exerting control. The stocks of all the cardinal keeping companies were to be sold to the populace. Friends of the old Zaibatsu bought the stock. In the long tally the Zaibatsu were non precisely destroyed, but a few were weakened and others underwent a considerable shuffling. The initial period of the business from 1945 to 1948 was marked by reform, the 2nd stage was one of stabilisation. Greater attending was given to betterment of the economic system. Japan was a heavy disbursal to the United States. The ordered dissolution of the Zaibatsu was slowed down. The brotherhood motion continued to turn, to the ult imate benefit of the worker. Ceaseless force per unit area on employers brought swelling rewards, which meant the steady enlargement of Japan domestic consumer market. This market was a major ground for Japan # 8217 ; s subsequent economic roar. Another roar to the economic system was the Korean War which proved to be a approval in camouflage. Japan became the chief staging country for military action in Korea and went on a war roar economic system with out holding to contend in or pay for a war. The pact of peace with Japan was signed at San Francisco in September 1951 by Japan, the United States, and forty-seven other states. The Soviet Union refused to subscribe it. The pact went into consequence in April 1952, officially ending the United States military business and reconstructing full independency. What is extraordinary in the Occupation and its wake was the insignificance of the unpleasant. For the Japanese, the aristocracy of American ideals and the indispensable benignancy of the American presence assuaged much of the resentment and torment of licking. For the Americans, the joys of advancing peace and democracy triumphed over the attendant fustrations and grudges. Consequently, the Occupation served to put down a significant capital of good will on which both America and Jap an would pull in the old ages in front. Bibliography Christopher, Robert C. The Nipponese Mind. New York: Fawcett Columbine, 1983 La Cerda, John. The Conqueror Comes to Tea. New Brunswick: Roentgen utgers University Press, 1946 Manchester, William. American Caesar. New York: Dell Publishing Company, Inc. , 1978 Perry, John Curtis. Beneath the Eagle # 8217 ; s Wings. New York: Dodd, Mead And Company, 1980 Reischauer, Edwin O. The Japanese. London: Belknap Press, 1977 Seth, Ronald. Milestones in Nipponese History. Philadelphia: Chilton Book Company, 1969 Sheldon, Walt. The Honest Conquerors. New York: The Macmillan Company. , 1965

The History of the Valentines Day Origins

The History of the Valentines Day Origins St Valentines Day has roots in several different legends that have found their way to us through the ages. One of the earliest popular symbols of Valentines day is Cupid, the Roman god of love, who is represented by the image of a young boy with bow and arrow. Several theories surround the history of Valentines Day. Was There a Real Valentine? Three hundred years after the death of Jesus Christ, the Roman emperors still demanded that everyone believe in the Roman gods. Valentine, a Christian priest, had been thrown in prison for his teachings. On February 14, Valentine was beheaded, not only because he was a Christian, but also because he had performed a miracle. He supposedly cured the jailers daughter of her blindness. The night before he was executed, he wrote the jailers daughter a farewell letter, signing it From Your Valentine. Another legend tells us that this same Valentine, well-loved by all, received notes to his jail cell from children and friends who missed him. Bishop Valentine? Another Valentine was an Italian bishop who lived at about the same time, AD 200. He was imprisoned because he secretly married couples, contrary to the laws of the Roman emperor. Some legends say he was burned at the stake. Feast of Lupercalia The ancient Romans celebrated the feast of Lupercalia, a spring festival, on the 15th of February, held in honor of a goddess. Young men randomly chose the name of a young girl to escort to the festivities. With the introduction of Christianity, the holiday moved to the 14th of February. The Christians had come to celebrate February 14 as the saint day that celebrated the several early Christian martyrs named Valentine. Choosing a Sweetheart on Valentines Day The custom of choosing a sweetheart on this date spread through Europe in the Middle Ages, and then to the early American colonies. Throughout the ages, people also believed that birds picked their mates on February 14! In A.D. 496, Saint Pope Gelasius I declared February 14 as Valentines Day. Although its not an official holiday, most Americans observe this day. Whatever the odd mixture of origins, St. Valentines Day is now a day for sweethearts. It is the day that you show your friend or loved one that you care. You can send candy to someone you think is special and share a special song with them. Or you can send roses, the flower of love. Â  Most people send valentine a greeting card named after the notes that St. Valentine received in jail. Greeting Cards Probably the first greeting cards, handmade valentines, appeared in the 16th century. As early as 1800, companies began mass-producing cards. Initially, these cards were hand-colored by factory workers. By the early 20th century even fancy lace and ribbon strewn cards were created by machine.

Building Trust in Virtual Teams - Leadership Role Research Paper

Building Trust in Virtual Teams - Leadership Role - Research Paper Example   A leader should be someone who is willing to serve than to be served, has a strong will to be able to bring a group together despite probably different interests and opinions, and perhaps someone who has enough knowledge to instruct his fellow team members. However, when you come to think of it before all these are actually even possible, there is one thing that needs to be achieved which is no other than trust. Trust is indeed the foundation of real teamwork and is something that will enable a leader to be able to lead a group effectively to a specific goal (Hung, Yu-Ting Caisy, Alan R. Dennis, and Lionel Robert). We all know that every follower has their own set of interests that would not easily be influenced by a leader they do not trust. Thus, if you want to be a leader who does not influence one’s followers, one key to this is to not win their trust. Why? Well, this is because of the fact that the only thing that would make people listen to what you, as a leader would have to say, let alone you are a total stranger to them, is because of the fact that they see something good about you or clean in your intentions that would be beneficial for the whole group. That is why, to be able to start winning the trust of people or your team is to avoid focusing on putting words in their mouths or manipulating them over your highfaluting goals and start with what you, as a leader has to say about moral duty or commitment you are willing to give to the team (Hung, Yu-Ting Caisy, Alan R. Dennis, and Lionel Robert). Once this has been established, a leader now gains that voice to reflect the goal s and at the same time for that voice to actually be heard. However, it is important to know that it does not end in laying out the big picture of the do’s and don’ts to your team to be able to achieve a certain goal. In a way, understanding human nature, where self-interest can never be set apart, should be considered aside from the social considerations of any goal set for a team.  Ã‚  

Mapping the War of 1812 Assignment Example | Topics and Well Written Essays - 500 words

Mapping the War of 1812 - Assignment Example As well, the economy of the fledgling American state was suffering due to restricted European trading (The Star, 2012). It was in Thames that General Henry Proctor, a British General, took a stand against the advancing Americans. Although small, this battle was to have consequences that affected not only the British and Americans, but also the Aboriginals of Canada. General Proctor had retreated from Detroit as he had little supplies and his military command capabilities were inadequate to meet the needs of the situation or to marshal and guide the forces under his command. The Americans advanced from the south, where they had just won the Battle of Lake Erie under Captain Oliver H. Perry (The Royal Canadian Geographical Society, 2011). Flush with victory, they were a force that General Proctor was reluctant to tackle. Chief Tecumseh, the great Shawnee war chief did not agree with Proctor’s decision to retreat. He feared that the advance of the Americans would adversely affect the Aboriginal communities west of Detroit and in the whole northwest. Proctor assured Chief Tecumseh that the army would make a stand against the Americans and the Shawnee war chief had little choice but to follow him. The Americans landed near Amherstburg and slowly followed Proctor’s retreating forces. Meanwhile, Proctor failed to order the destruction of access points such as bridges. In Thames, Ontario, Proctor took his stand. The Aboriginals were positioned to the right of the British, in the swamp, where, after the British were routed by the Americans and had surrendered, the Aboriginal warriors fought valiantly against the mounted American army. Chief Tecumseh and another Aboriginal leader, Chief Stiahta, were killed in this battle and the Aboriginal warriors were left leaderless and disheartened. Over 200 British soldiers managed to escape to northern Lake Ontario, leaving behind over 600 killed or captured (The

Importance of Job Satisfaction

Importance of Job Satisfaction PREFACE Management education is unusual combination of academic learning and practical expertise and in order to produce an executive, the two have to be interwoven. The practical training in any organization in domain of a management course has pivotal importance in not only expose the management student to the actual work situations thus giving them a rich in sight in to what practically goes on behind in the industrial climate and government institution and boards of India but it also help the students, who are eager to learn, to imbibe the latest in diverse areas and capitalize on it. Thus practical training in any industry or organization inculcates in the students, the skill and aptitude, which will position them to take full advantage of opportunities. I had privilege of receiving my practical knowledge about the training in BIG BAZAAR keeping in line with the objective of the3 customer oriented approach to be followed by a public utility organization. During my training, I was allotted a project to study the job satisfaction in BIG BAZAAR. I have tried my level best to make this project a success, obviously with in the parameters of constraints. I hope that the project report will be evaluated in this light and appreciate INTRODUCTION TO HRM Management is defined as that field of the human behavioour in which managers plan, organizes ,staff , direct and control human, physical and financial resources in an organization effort, in order to achieve desired individual and group objectives with optimum efficiency and effectiveness. It is clear from definition that management is concerned with the accomplishment of objectives by utilizing physical and financial resources through the efforts of human resources. Thus human resources are a crucial sub-system in the process of management. The term human resources is quit popular in India with the institution of ministry of Human Resources Development in the Cabinet. The modern organization setting is characterized by constant changing relating to environment factors and human resources. As regards environment factors we find changes in the operating organization structure, the network of working procedures, customs or norms and economic, political and social patterns in which organization exist. There is a constant change in human resources, new ideas and expectations. The existing work force is constantly with new ideas, attributes and values. To look after the various function set for the organization adequate resources in men and material have to be arranged by individual who serve as managers or supervisors within the organization. Such people have to make thing to achieve objective of organization. To achieve their objectives four important Ms should be utilized. Example: MONEY MATERIAL MACHINERY MEN The success, failure of organization depends on the above factors DEFINITION Human Resource Management is the method of developing potentialities of employees so that they get maximum satisfaction out of their work and give their efforts to the organization. Human Resource Management is the planning, organizing, directing and controlling of the procurement development , compensation, integration, maintenance and separation of human resources to the end that individual, organizational and societal objectives of accomplished. Human Resource Management in an extension general management, that of prompting and stimulating every employee to make his fullest contribution to the purpose of a business. SCOPE The well known Aristotelian saying is worth quoting while analyzing the scope of HRD. Aristotle said, it is as natural for human being to development and achieve his full potential as it for an acorn to grow in to a majestic oak tree. The focus of HRD essentially is on enabling people to self actualize through a systematic process of developing their existing capabilities of people both in the present and future. HRD has a wide ranging scope as its objectives included: Developing a climate for the employees to discover, to develop and use their full capacities for the organization. Increases the capacity of an organization to attract, retain and motive talented employees. Facilitating systematic generation of information on human resources for man power planning, development placements, carrier planning and succession planning. IMPORTANCE OF THE HRM Human resources play a crucial role in the development process of modern economics. Arthur Levis observed, there are grate differences in development between countries which seems to have roughly equal resources, so it is necessary to enquiry in to the differences in human behavior. It is often felt that, through the exploitation of natural resources and international aid play prominent roles in the growth of modern economies, none of these factors more significant then efficient and committed man power. It is infant, said that all development comes from the human mind. AIMS OF HRM Improve performance of individual on the present job. Improve competence of individual to perform future jobs. Improve group dynamics and effectiveness. Integrate individual goals with organizational goals. Encourage creativity Increase JOB SATISFACTION INTRODUCTION Job satisfaction is a great concern to any organization. As a new employee, he had limited time but ample exposure to varying degrees of job satisfaction. Job satisfaction has been the subject of research and pleasurable or positive emotional state resulting from the appraisal of ones job or job experiences. An individuals attitude about his or her job should have meaningful implications about how he or she does it. Many human relations era researchers sought to establish job satisfaction. However, cited conflicting research results and questioned this view. Performance leads to job satisfaction. This has become the generally accepted view. Even so, the strength of the relationship appears to be very weak. The importance of job satisfaction lies not in its relationship with performance but with its stabling effects ( reducing tardiness, absenteeism, and turnover ) and through its effects on cohesion ( increasing organizational citizenship behaviors and ornizational commitment ). Job satisfaction appears to mediate the effects of in role performance, role conflict, and job induced tension on intent to leave and extra- role performance. MEANING Job satisfaction is one of the criteria of establishing a healthy organizational structure in an organization. Job satisfaction as general attitude of the workers constituted by their approach towards the wages, working, conditions, control, promotion related with the job, social relations in the work, reorganization of talent and some similar variables, personal characteristics, and group relations apart from life. Job satisfaction is the sentiments related with the job conducted. DEFINITION According to Happock Job satisfaction is Any combination of psychological and environmental circumstances that causes and person truthfully to say I am satisfied with my job. Job satisfaction is defined as the pleasurable emotional state resulting from the appraisal of ones job as achieving or facilitating the achievement of ones job values. THE IMPORTANCE OF JOB SATISFACTION The most importance evidence which indicates that the conditions of an organization got worsened is the low rate of job satisfaction. The job satisfaction is the condition of establishing an healthy organizational environment in an organization. Individuals want to maintain statute, high ranks and authority by giving their capabilities such as knowledge, ability, education, health etc. to their jobs for which they spend most of their time. The individuals who cannot meet their expectations with regard to their jobs become dissatisfied. Thus, this dissatisfaction affects the organization for which she/he works. Job satisfaction is very important for every persons motivation and contribution to production. Job satisfaction may diminish irregular attendance at work, replacement of workers within a cycle or even the rate of accidents. GUIDELINES FOR THE JOB SATISFACTION: Commitment to Quality Organizations are required to provide objective evidence showing Proactive involvement of the management in quality acuities through: Prioritization of equity as a critical success factor for the organization Ensuring that quality performance goals, objectives and targets are set, realized and regularly reviewed ( This may include compliance the required resources (financial, human, metirial time, information and others) Quality Policy the level of its awareness in the organization Ensres all members of the organization are involved in the quality activities shows that the management seek and receive feedback from staff, customers and others. Requires management to regulary review the quality activities throughout the organization including quality objectivities and policy is appropriate, relavant and suitable for the achievement of the organizations vision demonstrates effectiveness of the quality system through reviews and audits is played in locations readily accessible to all. Implementation of strategy Availability of documented action plans and their communication to concerned people. Steps taken by the organization to ensure successfully implementation of quality activities ( by such techniques as determining its strengths, weakness, opportunities and threats- SWOT or ensuring that planned activites are SMART- specific , Measurable, Achivable, Realistic and Timed) How the organization monitors or keeps track of progress in the implementation of its activates. Whether the organization carries out planned reviews and updating of the activates /plans during implementation. Customer and market focus The criteria seeks to find out how organizations reach out to existing and potential customers and how they address the markets place and customer quality requirements, expectations, needs and wants. Also organization are required to show how they care for their customers and ensure their satisfaction. Customer needs identification The organization has a documentated procedure for the collection of information on customer needs and markets place quality demands. The organization find out the short and long term stated and implied needs , wishes and wants of the existing and potential customers. Organization decides which customer requirements to focus on and which market segments to serve. Organizations establishments care education. Organization establishes, sustain and improve its relations with customers and others. The organization educate its customers on how to make best use of the products or serves and what records are kept for customer care and education activities conducted. Customer satisfaction measurements and monitoring The organization carries out measurement s and monitoring to establish levels of customer satisfaction. The organization handle complains and review and improve current customer satisfaction levels. FACTORS OF JOB SATISFACTION To better understand employees attitudes and motivation, Fedric Hezberg performed studies to determine which factor in an employees work environment caused satisfaction or dissatisfaction Hezberg found that the factors causing job satisfaction were different from those causing job satisfaction . He developed the motivation hygine from those causing job dissatisfaction. He developed the motivation hygiene theory to explain these results. He developed the satisfaction .He called the satisfiers as motivators and dissatisfies as hygiene factors that factors , using the term hygine in the sense that they are considered maintenance factors that are necessary to avoid dissatisfaction Hezberg reasoned that because the factor causing satisfaction are different from those causing dissatisfaction, the two feelings can not simply be treated as opposites of one another. The opposite of satisfaction is not dissatisfaction but rather no satisfaction . Similarly the opposite of dissatisfaction is always dissatisfaction. Employee satisfaction and retention have always been important issues for physicians. After all, high levels of absenteeism and staff turnover can affect yours bottom line, as temps recruit mint and retraining take toll. But few practices (in fact, few organizations ) have made job satisfaction a top priority, perhaps because they have failed to understand the significant opportunity that lies in front of them . Satisfied employees tend to be more productive, creative and committed to their employers, and recent studies have shown a direct correlation between staff satisfaction and patient satisfaction. Family physicians who can create work environment that attract, motivate and retain hard working individuals will be better positioned to succeed in a competitive health care environment that demands quality and cost- efficiency. What is more, physicians may even discover that by creating a positive work place for their employees, they have increased their own job satisfaction as well . HERZBERGS THEORY In the late 1950s, Fredric Herzberg, considered by many to be a pioneer in motivation theory, interviewed a group of employees to find out what made them satisfied and dissatisfied on the job. He asked the employees essentially two sets of questions: Think of a time felt especially good about your job. Why did you fell that way ? Think of a time when you felt especially bad about your job. Why did you feel that way ? From these interviews Herzberg went on to develop his theory that there are to dimensions to job satisfactions : motivation and hygine'(see Two dimensions of employee satisfaction ) Hygine issues, according to Hezberg, can not motivate employees but can minimize dissatisfaction, if handled properly. In order words, they can only dissatisfy if they are absent or mishandled. Hygine topics include company policies, super vision, salary, interpersonal relations and working conditions. They are issues related to the employees environment. Motivators, on the other hand, create satisfaction by fulfilling individuals needs for meaning personal growth. They are issues such as achievement, reorganization ,the work itself ,responsibility and advancement, Once the hygine areas are addressed said Herberg, the motivators will promote job satisfaction and encourage production. APPLYING THE THEORY To apply Herzbergs theory to real- world practice, lets begin with the hygiene issues. Although hygiene issues are not the source of satisfaction, these issues must be dealt with first to create an environment in which employee satisfaction and motivation are even possible. COMPANY AND ADMINISTRATIVE POLICIES An organizations policies cabin be aggregate source of frustration for employees if the policies are unclear or unnecessary or if not every one is require to fallow them. Although employees will never feel a great since of motivation or satisfaction due to your policies, you can decrees dissatisfaction in this area by making your policies are fair and apply equally to all. Also, make printed copies of your policies and procedures manual easily accessible to all members of your staff if you dont have a written manual, create one ,soliciting staff in put along the way if already have manual, consider updating it ( again, with staff in put ). You might also impair your policies to those of similar practices and ask yourself whether particular policies are unreasonably strict are whether some penalties are too harsh. SUPERVISION To decrease dissatisfaction in this area , you must begin by making wise decisions when you appoint some to the role of supervisor. Be aware that good employees do not always make good supervisors. The role of supervisor is extremely difficult. It require leadership skills and the ability to treat all employees fairly. You should teach your supervisors to use positive feedback whenever possible and should establish a set means of employee evaluation and feedback so that no one feels singled out. SALARY The old adage you get what you for tents to be true when it comes to staff members. Salary is not a motivator for employees, but they do want to be paid fairly. If individuals believe they are not compensated well, They will be unhappy working for you. Consult salary surveys or even your local heap-wanted ads to see whether the salaries and benefits youre offering are comparable to those of other offices in your area. In addition, make sure you have clear policies related to salaries, raises and bonuses. INTERPERSONAL RELATIONS Remember that part of the satisfaction of being employed is the social contact it brings, so allow employees a reasonable amount of time for socialization (e.g. Over lunch, during breaks, between patients ). This will help them develop a sense of camaraderie and teamwork. At the same time, you should crack down on rudeness, inappropriate behavior and offensive, comments. If an individual continues to be disruptive, take chare of the situation, perhaps by dismissing him or her from the practice. WORKING CONDITIONS The environment in which people work has a tremendous effect on their level of pride for themselves and for the wok they are doing. Do everything you can to keep your equipment and facilities up to date. Even a nice can make a world of difference to an individuals psyche. Also, if possible, avoid over crowing and allow each employee his or her own personal space, whether it be a desk, a clerk, locker or even just a drawer. If youve placed your employees in close quarters with little or no personal space, do not be surprised that there is tension among them. Before you move on to the motivators, remember that you cannot neglect the hygiene factors discussed above. To do so would be asking for trouble in more than one way. First, your employees would be generally happy, and this would be apprent to your patients. Second, your hand working employees, who can find jobs elsewhere, would leave, while your mediocre employees would stay and compromise your practices success. So deal with hygiene issues first then move on to the motivators: WORK IT SELF Perhaps most important to employees motivation is healing individuals believe that the work they are doing is important and that their tasks are meaningful. Emphasize that contributions to the practice result in positive outcomes and good health care for your patients . Share stories of success about how an employees actions made area difference in the life of a patient, or in making a process better. Make a big deal out of meaningful tasks that have become ordinary, such as new- baby visits. ACHIEVEMENTS One premise inherent in Herzbergs theory is that most individuals sincerely want to do a good job. To help them, make sure youve placed them in positions that use their talents and are not set up for failure. Set clear, achievable goals and slandered for each position ,and make sure employees know what those goals and standards are. Individuals should also receive regular, timely feedback on how they are doing and should feel they are being adequately challenged in their job. Be careful, how ever, not to overload individuals with challenges that are too difficult are impossible, as that can be paralyzing. RECOGNITION Individuals at all levels of the organization want to be recognized for their achievements on the job. Their successes dont have to be monumental before they deserve recognition, but your praise should be sincere. If you notice employees doing something well, take the time it acknowledge their good work immediately publicly thank them for handling a situation particularly well. Write them a kind to establish a formal recognition program, such as employee of the month. RESPONSIBILITY Employees will be more motivate to do their jobs well if they have owner ship of their work. This requires giving employees enough freedom and power to carry out their tasks so that they feel they own the result. As individuals mature in their jobs, provide opportunities for added responsibility. ADVANCEMENT Reward loyalty and performance with advancement. If you do not have an open position to which to promote a valuable employee, consider giving him or her a new title that reflects the level of work he or she has achieved. When feasible, support employees by allowing them to pursuer further education, when feasible, support employees by allowing them to pursuer further education, which will make them more valuable to your practice. HOW TO IMPROVE JOB SATISFACTION: Provide workers with responsibility- and let them use it Show respect Recognize The Whole Person Mark out a clear path to growth Work flexibility in organizations. HOW ORGANIZATION PLANS FOR FUTURE JOB SATISFACTION It identifies sources of job satisfaction and disaffection and among administrative and support staff and describes their impact. It examines staff plans for the future, and the likelihood of them remaining within the higher education sector. GENERAL SOURCES OF JOB SATISFACTION Most of the distractive staff who took part in the focus groups gained satisfaction from the role they played in higher education. They were less satisfied with developments in higher education which had eroded the rewards gained from working in the sector. Staff expressed a strong commitment to higher education and the contribution they were making to the greater good. Most staff derived great job satisfaction from this than they would from a job offering only monetary rewards. Staff also felt that working in higher education was socially rewarding. Several identified the friendly and supportive relationships they had developed with students and colleagues as being something which which gave them great satisfaction. One said I work students all the timethey are very enthusiastic and that rubs off on you. This was particularly the case for staff based in department with opportunities to build relationships with students. They had gained considerable satisfaction from watching students move through the higher education courses. These tangible outcomes were highly valued by some staff. Many staff appreciated the fact that the structure of higher education enabled them to work in small enough units to develop close working relationships with their colleagues. One commented because theres only a limited number of people, you get to know people from all across the library. You actually really like your own staff thats a nice feeling. They also valued the opportunities which working in higher education offered to meet other people working in different departments. Specific sources of job satisfaction In addition to these strong general themes of satisfaction, more specific sources of job satisfaction were linked to how staff entered higher education. The niche-finders This group of staff gained job satisfaction from the factors which had initially attracted them to higher education. They liked the variety offered by their work in higher education. They found their jobs interesting and stimulating. More important, they expressed the belief that, despite the increasing pressure of their jobs, higher education remained a less stressful working environment than the private sector and still compared favourably to the private sector. Yet many felt that the gap between the two sectors was closing. The job is interesting, but unfortunately that interest is becoming a pressure now. I mean I still enjoy my job (but theres no time to) sit back and enjoy it. The subject specialists Staff in this group also derived most of their job satisfaction fro the factors which had originally attracted them to higher education. They still appreciated the opportunity to work in a stimulating and interesting environment. Most also felt that they had developed intellectually from contact with academics and students. The subject specialists often displayed higher levels of job satisfaction then the niche-finders because of their commitment to their subject and the satisfaction they derived from pursuing their interest or specialism. One explained.. my passion in life is careers education thats all I think about. (1) absolutely love it. An administrator elaborated further: It is the subject, not the job, I enjoy, I am actually earning money out of doing something that I enjoy its purely because I am actually earning money doing something that I enjoy doing. It is the subject, not the system. This group of staff gained particular satisfaction from their involvement with academic staff and students who were working in their subject area. The new professionals: This was clearly the group of staff who were getting the most satisfaction from working in higher education, at the time of the group discussions. Rather than being threatened or undermined by recent developments in higher education, they were products of the change. They benefited from the direction and pace of change and valued the dynamism of a rapidly changing environment. One explained. I like my work. I was interested in (the subject) and I saw a job advertised, but it is ..improved. You know Ive grown into the job. These staff, more than any other group of administrative and support staff, believed that they received recognition for the role they played within higher education. They were also the only group who said that they felt valued and appreciated by the new management culture. Some of the younger members of this group also perceived themselves to be relatively well paid for the work that they did. General sources of job dissatisfaction Unlike job satisfaction sources of job dissatisfaction were not strongly related to individuals original motivations for working in higher education. This was because: General levels of dissatisfaction were high among all staff; and The factors causing dissatisfaction related more to the context within which staff worked, rather than their specific individual circumstances. Several important, recurring themes were raised in all of the group discussions. Lack of opportunities for progression The biggest single source of job dissatisfaction identified by staff was the nature of the career structure for administrative and support staff. The experiences of the high proportion of staff who where stuck at the top of their grade with no possibility of progression as have the general feelings about the lack of career prospects. Dissatisfaction was intensified by the perception that regarding decisions were motivated by financial concerns rather than judgments about individuals performance or the demands of their job. Lack of recognition Dissatisfaction of staff around lack of recognition was not simply related to an inability to make progress in their careers. Most of the anger and frustration staff expressed focused on their perception that their lack of opportunities result from a general low regard for administrative and support functions within higher education. This lack of recognition ahs probably always existed in higher education. Yet significant changes in the roles and responsibilities of administrative and support functions within higher education and the increasingly important central role these staff now play. Despite these changes, staff believed that their contribution was still neither recognized nor valued. Administrative and support staff who worked closely with academics were particularly likely to feel undervalued. They found that academics either dismissed their views or did not consult them at all. Many felt that the academics they worked with did not recognize the importance of the service they provided. A central administrator said: I dont like dealing with (academics) they dont think (my jobs) important and they think its a waste of time. I dont like dealing with (them). A departmental administrator agreed. I do think they sometimes think they are above the admin. As a result, administrative and support staff often felt their work was undermined by academic staff. Staff attributed the undervaluing of administrative and support staff at least in part, to the fact that their work went largely unnoticed. For many of them, the most important indicator of success was that systems ran smoothly and efficiently without giving other people cause for complaint. In this sense, they were only visible when systems broke down or went wrong. One said: . If youre doing wrong its clearly shown This is wrong. But if you do something right its never told Youve done right. So you always are in the repeat state of (thinking) This might be wrong. A computer officer explained: with the advent of the new technologies and advances of IT more has been able to go wrong. And when they go wrong, they go wrong in a slightly more spectacular manner. And academics always pick up on this even when no member of the university is at fault, we are the first people into the nest, because.. we should know about these things. This lack of recognition and reward for good performance was common to all staff and contributed considerably to negative feelings about their job. One said: It would be nice if its recognized elsewhere, from the management and staff saying Yes, you have done a good job. You are achieving. You are somebody who we are lucky to have. Another expressed a similar sentiment, saying: You do need those pats on the back. You do need those. Pay The issue of financial rewards was a further source of job dissatisfaction for most administrative and support staff and was strongly related to concerns about progression and recognition. The basis for staff dissatisfaction, however, was not simply low pay. Most of them had knowingly entered a relatively low-paid sector. Their dissatisfaction stemmed from their belief that their pay levels did not recognize the increasingly central role played by administrative and support staff within higher education. Nor had their pay scales kept up with the growing level of responsibility that administrative and support staff were taking on. An administrator explained. Im on a secretarial grade and secretarial pay but Im. actual