Earth Studies Essay Example for Free

Earth Studies Essay Sheenagh Pugh gives us a very depressing view of the future in her trilogy of poems known as the Earth Studies. She gives us these views by writing very descriptive and atmospheric poems subtly conveying her opinion on world pollution. All her poems tell stories at different times of earths extinction for example: The Craft I left in was called Esau was set just when the survivors left the now extinct earth, And Geography 1 and Do you think well ever get to see Earth, Sir were set when the survivors are in a different place, probably a planet.   In Sheenagh Pughs poems, the mood and atmosphere are very important as it helps her convey her opinion to her readers. And also it makes her poems interesting to read. The first poem that I am going to analyse is The Craft I left in was called Esau which is the first in the Earth Studies trilogy. This poem tells the story of human survivors leaving Earth because they destroyed it. The poems title refers to the parable of Esau, who swapped his inheritance for a bowel of potage. This is suggesting that humans made a bad barging as Esau did.  My first example of Sheenagh Pugh creating good atmosphere from The Craft I left in was called Esau is lines 10-11 when she says No bother, No big deal. I can t recall feeling sad I think this creates good atmosphere because it seems to be said very hollowly, conveying a large sense of falseness among the readers, it is as if the writer is saying something to try and hide emotion, which tells me that the writer really means the opposite. My second example from The Craft I left in was called Esau is in line 6-7 when she says People joked nervously; just like a plane flight. I think this creates a good atmosphere with good use of the simile just like a plane flight because it is something that the readers can relate to. Also the phrase nervously joked conveys the general mood of the survivors, who are on the flight, which is uncertainty and fear. My third example is from line 8 which says they found seats and wondered if their bags would fit I think this phrase discreetly shows atmosphere as the survivors are worrying over the most trivial things such as whether their bags fit after they just left their home planet because they misused its resources which caused it to be destroyed. I think that they are doing this to try and blank the past from their minds. The second poem is called Do you think well ever get to see Earth, Sir. It is about two people talking about visiting Earth on excursion trips. I think this is set in around 20 years after The craft I left in was called Esau as it states that the writer used to live on Earth. The poem starts with in a very sad atmosphere, the poem is very sad and pessimistic, an example of this is you wont see what it once was. This shows that the writer is still very sad because of earth being destroyed; it conveys the writers opinion and sensitivity very well. From line 11 the poem does not create much atmosphere but it does use very beautiful descriptive language to create an overall happy mood. The start of this is But if you see some beautiful thing But signals that there is going to be a change to the mood of the poem. It also starts using very uncommon words such as damascened (which means: something is decorated by inlaying or encrusting a pattern) and iridescence (which means: spectrum of luminous or shimmering colours). One of the best examples of description I have ever read in a poem is look at it as if you were made of eyes, as if you were nothing but an eye, lidless and tender. To be probed and scorched by extreme light. I think that the aforementioned description is an amazing way of personification because it is totally original, A completely different way of describing something. Also the ending is very nicely phrased to make it sound soppy and could bring tears to some peoples eyes. The third poem is called Geography one and is about a futuristic geography class where none of the children had ever seen Earth before. This is the last in the Earth Studies trilogy and is a very similar the first 2 poems because some of it is very descriptive and is very emotional. In this story the teacher is showing her class slides of a volcanic region called Surtsey, which she briefly saw while she was on Earth. This helps her remember her experiences. Also this poem carries the moral of cherish the moment.  My first example of discretion and mood is from line 6 Now here you see the terrific spray, the water heaved aside as the rock was thrown up. The first part of this describes the water as a terrific spray, which is usually seen when waves crash against something, i.e. when it hits a boat. Also the waves must have been quite big as it managed to throw up a rock. My second example is from line 22-25 The man here is a warden, guarding his little world from any interference, letting it grow as it was meant to I think this phrase shows that the writer appreciates this mans view otherwise she would not have brought him up. I also think that she envies him for having his own little world, which is his and his alone. My last example is from line 28 until the end. I saw it one day in passing; it was a few years old. Just an offshore island, a stony outline softened with lichen. Someone said thats Surtsey, and I said fancy that, but I hadnt time to look properly Conclusion I think that Sheenagh Pugh is a very effective writer, but I do not think that she is that good a poet because I usually associate poetry with Rhyming words. I personally think that she should think of becoming a proper author and that she should convert her poems into short stories. I think that she is very effective at describing things and adding her own feelings. I think that in her fist poem The craft I left in was called Esau that she was very good at creating atmosphere and tension. In the other two poems, she was great at describing images.  I agree with her that we are careless with resources and that someone will have to come up with an answer soon. I think that the second poem Do you think we will ever get to see earth, sir was my favourite poem as it had lots of description.

Effectiveness Of Employee Empowerment

Effectiveness Of Employee Empowerment Introduction: In such a competitive environment, the organizations have to continuously provide quality products, better services and need to bring innovation to stay in the business and generate profits. To conduct such activities, efficient and empowered employees are essential (Bowen and Lawer, 1992; Fulford and Enz, 1995; Bowen and Lawler, 1995). In the past, the authority was not delegated to the employees and it centered on the managers who were responsible for making all the decisions in the interest of the organizations. This had limited the creativity to show up since the employees were not able to express or share their ideas. Empowerment in the recent years has been considered as the most important factor that contributes to the success of the organization. The creative energy and potentials of employees benefits the shareholders, suppliers and customers as well (Gandz 1990; Appelbaum, HÃ ©bert, Leroux, 1999). Empowerment means delegation of decision making authority when there is a need to take action which is important for both the managers and employees. Following are the main reasons for practicing empowerment in the organization: It provides fast solutions to business problems It provides growth opportunities for employees It helps in lowering organizational cost Employees benefit from empowerment because they have more responsibility in their jobs. Employee empowerment increases the level of employee involvement and therefore creates a deeper sense of satisfaction and higher levels of motivation. The style of management is changing as the managers are now being considered as the coach, advisors or facilitators. The decision making has been shifted down to the lowest level of the organization. According to Rob and Margret brown, empowerment isnt just a matter of delegating job authority to the job-holders. It means that everyone can take action to enhance his or her work, either in personal or organizational terms. Instead of the traditional bureaucracy, with its emphasis on control, standardization and obedience, Brown-blessed empowerment can only thrive in the liberated surround of innovation, flexibility, commitment, zero defects and continuous improvement. Effectiveness of Employee Empowerment: Employee Empowerment can only be effective when management clearly defines the achievable goals and accountability standards. The management should provide employees with the resources such as time, money, training and relevant and factual information which is supported by the upper and lower management. The benefits of empowerment can be substantial for the organization but it doesnt come without costs. If this approach is not properly implemented, it can cause many problems such as bad decisions taken by the employees who are not well-trained, conflict arising between team members reducing the team innovativeness and performance of the employees (Henderson and Lee; Davenport ) and high training costs to successfully operate in the empowered environment. There are also numerous benefits that are associated with empowerment such as enhanced creativity resulting in increased performance, making cross functional teams of diverse work group for sharing and developing innovative ideas and increased customer service quality by letting them solving the customer problems on their own without waiting for the managerial approval (Shrednick et al., [26]). Hence we can assume that empowerment is a skill and can be learned. Effective management teams must have a firm grasp on the latest business techniques as well as an understanding of the importance of human potential and high self-esteem. Empowerment is a total commitment to doing business in a productive and positive manner. The famous researcher John R. Drew proposed Seven Steps to Empowerment. According to him empowerment can be achieved by creating champions, involving people in planning the change, creating team leaders, educating the workforce, changing the support system, practicing consensus decision making and involving people in strategic and tactical planning. A lot of research has been conducted on empowerment in the last decade to fully understand its impact on the performance of employees and how it effects the organization as a whole. An organization must understand its compatibility with the organization system since its effect varies from organization to organization. The approach is dependent on the organizational structure, its system, its culture, skilled workforce and the attitude of top management toward the change. Before the organizations move to the empowerment approach, they must critically analyze what empowerment basically is and how its different from the traditional approach. Empowerment encourages information sharing with front-line workers, rewards based on organizational performance, employee training, and employee involvement in management decision making (Bowen and Lawler). Most of the researches indicate that the empowerment must be nurtured and supported by the other factors which trigger its effect and produces positive results for the organization such as Autonomy, creativity, level of communication between managers and employees, competency and high self-esteem. Theories and practices of empowerment: There has been a lack of theoretical and empirical work being done on practices of empowerment. The term empowerment being used in the business organizations is not clearly defined since it is difficult to understand what the writer is referring to when he uses the term empowerment. Broadly there are two main approaches that are widely used to understand the concept. Following Conger and Kanungo(1988) and Thomas and Velthouse (1990), spreitzer (1992) refers to these as a psychological and relational perspectives. Psychological perspective on employee empowerment: The first approach to study empowerment focuses on the concept that empowerment depends on the perception of employees. If they believe that they are empowered, then they will tend to work with more autonomy ( Spreitzer 1992). Conger and Kanungo(1988), and Thomas and Velthouse(1990) and spreitzer (1992) imply that an employee is psychologically empowered when (a) he/she finds meaning in his/her role involvement (b) feels efficacious with his/her ability and capacity to perform (c ) has a sense of determination to achieve a desired outcome with his/her role and (d) believes that he/she has control over desired outcomes meaning they have an impact on the large environment. The relational perspective of empowerment: The second approach focuses on the concept that how sharing of power is affected by the organizational structures and its cultures. It deals with the organizational structure and culture that it should be designed in such a way that creates an environment to facilitate the empowerment of its members (Bowen and Lawler 1992, Byham and Cox 1998, Jaffe and Scott 1991). Apart from these approaches, different theories on empowerment were presented by different theorists having opposite view points. Some theorists argue that there should be a relatively uniform understanding of empowerment and they were in the favor of implementing standardized programs (Rumelt 1974; Denhardt 1984; Wallace 1992; Balk, 1996). On the contrary, other theorists were of the view that empowerment is individually, contextually and variably defined (Zimmerman 1995; Quinn and Spreitzer 1997; Foster-Fishman et al. 1998). These researchers think that there exists a wide range of empowerment varying from person to person even in the same work setting, although both the viewpoints were in favor of empowerment. Each viewpoint is based on the same assumption that employees value empowerment and by exercising empowerment, they can give better outcomes, increased efficiency and performance, increased job satisfaction, and consistent ethical behavior. Objectives and significance of study: A lot of conceptual research has been done on empowerment but there is a need of studying the effect of these 5 factors and get a more generalizable result. The main purpose of this research is to explore the relationship between these variables (i.e. Autonomy, creativity, level of communication between managers and employees, competency and high self-esteem) and empowerment of front-line employees of Mobilink Company in Islamabad. We will then further investigate the impact of empowerment on employee performance. Although these relationships have been explored in the Western environment, we will be investigating these relationships in the Asian environment to explore if the results differ in any way or the hypothesis we have created shows the positive results. Following are the main objectives of this research: To understand the core concepts of Empowerment and performance To identify the variables and investigate the relationship between these variables and employee empowerment To explore the overall impact of empowerment on the performance of Mobilink employees. Problem statement The problem statement of our research paper is to study the impact of empowerment being nurtured by the other factors such as Autonomy, creativity, level of communication between managers and employees, competency and high self-esteem on the performance of Mobilink employees. REVIEW OF RELATED LITERATURE Sanjay Menon and Clarkson (2001) have tried to explain the psychological approach to employee empowerment in this article. It was developed based on the principal that the psychological experience underlies feelings of empowerment. This article extends existing perspectives of empowerment by integrating the empowering effect of valued goals, such as those provided by transformational leadership. In addition to the two traditional facets of perceptions of control over the work environment and the perception of self efficacy or competence, internalization of goals was also identified as a major component of psychological experience of empowerment. They have also mentioned the implications of defining empowerment as a psychological state and the need of multiple measures of empowerment. They also recognize empowerment as one of the most important strategic tool to motivate employee if the organization are concerned with growth of their employees. (Employee Empowerment: An Integrative Ps ychological Approach) John Peter, Patricia Byrnes, Do-Lim Choi, Frank Fagan and Randy Miller (2002) have discussed that the empowerment of public employees is an important mediating step in improving public organizational outcomes, yet such a relationship depends on an assumption that employees value what is offered as empowerment. The empowerment is multidimensional. Survey was carried out to know the opinion of employees regarding empowerment. Employees or Street-Level Bureaucrats were in favor of empowerment because they believe that their skills will improve, they will be able to perform job effectively, they can save a lot of time and they will be able to improve their decision making skills. Empowerment programs consider what each individual employee values. (Dimensions and Patterns in Employee Empowerment: Assessing What Matters to Street-Level Bureaucrats by John Peter, Patricia Byrnes, Do-Lim Choi, Frank Fagan and Randy Miller published in 2002) Logan and Daniel C. Ganster (2007) report the result of randomized field experiment that tested the effects of an empowerment intervention among unit managers of large trucking company in this article. The intervention has designed to increase participants beliefs in their personal control and self-efficacy with regard to key aspects of their jobs. Individuals who managed geographically dispersed profit centers were randomly assigned to either an intervention group (N=38) or a no-treatment control group (N=30).the intervention significantly increased perceptions of maintenance control and impact at four months after the intervention, but only for managers who felt that their supervisors were supportive. The intervention also improved archival measures of unit performance and affected work attitudes (depending upon the level of perceived supervisory support). The data point out the key role that perceived supervisor social support plays when implementing such organizational change int erventions.(The Effects Of Empowerment On Attitudes And Performance: The Role of Social Support and Empowerment Beliefs) Butts, Mike (2004) argues in this article that most of the employees feel frustrated and completely ineffective because of lack of employee empowerment. According to the author, most of the time your manager asks you to do a certain project with full responsibility and when the time comes to implement your strategic plans and action plan, your manager doesnt support you and your higher-ups dont give you authority to bring some positive changes or to make some effective decisions. At the end, when the project fails, they ask you that why your performance has not improved. So in simple words, you cannot give someone the responsibility for a job without giving them the means and authority to bring about needed changes. (Command performance: empowerment is the catalyst for positive corporate changes By Butts, Mike Publication: Prosales Date: Wednesday, December 1 2004) Gaynor Borade (2008) discusses about the importance of employee empowerment and how it can be implemented in an organization. Employee empowerment can be attempted via dedicated virtual courses, special employee empowerment workshops by management gurus, dedicated books and articles and even software packages. It can only work if the management team believes in it. The implementation of employee empowerment involves managers willing to give up control in certain areas of work production. The writer argues that the traditional bureaucracy and the age old emphasis on control and standardization are now things of the past. The new vistas involve innovation, flexibility and commitment and consistent improvement. (Employee Empowerment by Gaynor Borade Published: 2/23/2008) Cheryl (2007) enlightens its readers with his view that the most important asset that any company will ever have is its employees. Employees are the backbone of the organizational hierarchy, allowing the employees to accomplish organizational goals by giving them some decision-making ability is the way to enhance the growth and performance of todays organizations. Empowerment is a process that is adapted through a course of time and gradually, almost effortlessly, comes together. So in this article, the writer explains that how managers assure the employees that empowerment is not only in their own best interest but also for the organization as a whole. (Employee Empowerment: Organizations Must Take Active Roles by Cheryl, published Sep 26, 2007) Susan M. Heathfield basically tries to pinpoint the fact that if employee empowerment is such a powerful tool into accomplishing word, better work more efficiency then why does it fail. It then takes a look at 5 reasons why employee empowerment fails such as managers pay lip service to empowerment but do not really believe in its power, they fail to provide easy access to the information and training to the staff to make decisions, they fail to establish boundaries for empowerment, have defined the decision making authority and boundaries with staff but then micromanage the work of employees and lastly the managers fail to appraise or appreciate the employees for their hard work.(Five More Reasons Employee Empowerment Fails by Susan M. Heathfield) Robert Bacal (2004) basically answers to a question of a manager who is finding it hard to implement empowerment as the employees themselves are hesitant to take an initiative and in the answer to the query tells the manager that empowerment just does not mean treating the employee like a guest as the employees tend to get used to the traditional hierarchy of the firm and thus resist the opportunity(empowerment) and in order to empower employees in the real sense steps such as clearly defining what empowerment criteria you have set what you actually mean by it and clarifying the goals of the firm , effective routing of information in the firm, clear process for input of decision making, management consistency i.e. not necessarily blindly following each decision but over-ruling it with tactics so that the spirit of empowerment is not hurt and skill development that is providing the necessary tools to extract ones ability to benefit from it, and a stable and respectful workplace histor y which will give confidence to employees to work with confidence and no hesitance otherwise a bad track record will just suppress the ability to participate freely. (Empowering Employees Can Yield Unexpected Conflict and Resistance! By Robert Bacal published in 2004) Peter Grazier (1998) discusses the benefits associated with the employee empowerment in his article that how it helps a company to reduce its expenses or costs occurring due to Absenteeism and turnover. The author further describes that due to employee empowerment, Absenteeism and turnover goes down, safety assurance and employee performance gets better and the company obtains other associated benefits as well. (Quantifying the Soft Costs of Empowering Employees by Peter Grazier Originally published in EI Network on April 1, 1998) Susan M. Heathfield has defined employee empowerment in her article as the process of enabling or authorizing an individual to think, behaves, take action, and control work and decision making in autonomous ways. She has also discussed the main problem regarding employee empowerment that most organizations experience. They think that the manager bestows empowerment on the people who report to him rather than thinking that each employee should work in empowered ways. Lastly, the author argues that the organizations should create such environment that helps boost the ability of employees to act in empowered ways. (Employee empowerment by Susan M. Heathfield) Theoretical framewor And hypothesis The theme of this research is to shed the light on the empowerment as a core concept and a major factor in this study and to investigate the impact of some antecedent factors including (autonomy, creativity, level of communication between managers and employees, competency and self esteem) on the degree of employee empowerment and then to research the impact of empowerment on employee performance as illustrated in the following framework. Identification of variables: Dependant variable: Performance of employees Independent variables: Employee empowerment Autonomy Creativity Level of communication between managers and employees Self esteem Competency Network of Associations Positive relationship between autonomy and employee empowerment Positive relationship between employee empowerment and performance Positive relationship between creativity and employee empowerment. Positive relationship between self esteem and employee empowerment Positive relationship between understanding between managers and employees and employee empowerment Positive relationship between competency of employees and employee empowerment. Justification of relationships: Employees having more autonomy are more empowered to make decisions. This shows that relationship between autonomy and empowerment is positive. There is a positive relation between employee empowerment and performance. With the increase in empowerment, performance of employees will increase. Creativity and empowerment has also a positive relation. If employees are more creative, they will do their work with more freedom and bring innovation to the work. Positive relation exists between self esteem and empowerment of employees. If employees are having a high level of self confidence, they will definitely make right decisions. If there is a good understanding between managers and employees, employees will feel more comfortable in doing work with them and it will effect the performance of employees in a positive way. If employees are more competent or capable enough, they will exercise empowerment and will show high level of performance. After developing a theoretical framework of above mentioned variables, we will develop hypothesis of each variable. We will then test these hypotheses to check whether these factors are the primary ones that influence employee empowerment and ultimately this leads to increased performance of employees. Autonomy Autonomy is defined as the state of independence one has to take decisions without the consent of others. Autonomy can play a major role to increase the job satisfaction of employees and they show more involvement in their work, thus creating a competitive edge for the firm. In our study we will focus at the autonomy of each individual within an organization and how it will lead to empowerment being exercised by the employees and to what extent it is effective in increasing their performance. White (1986) found that certain strategies that require high levels of control produce better results with low rather than with high autonomy. So, along with affecting people at their jobs, autonomy is also related to many variables crucial to organizational effectiveness (Brock 2003). Empowerment and autonomy are not interchangeable but rather autonomy enhances the degree of empowerment among employees. It helps in lowering the turnover rate and level of absenteeism in an organization and promotes quality work. Hypothesis: H 1: The higher the level of autonomy given to service employees, the higher the level of empowerment they would exercise. Creativity As defined by the Webster dictionary Creativity is marked by the ability or power to create to bring into existence, to invest with a new form, to produce through imaginative skill, to make or bring into existence something new. It can also be defined as the ability to use different modes of thought to generate new and dynamic ideas and solutions (Carnevale, Gainer, and Meltzer). Creative thinking involves imagining familiar things in a new light, digging below the surface to find previously undetected patterns, and finding connections among unrelated phenomena (Roger von Oech). Creativity and employee empowerment have complementary relationship. Employees should be empowered to take decisions and this leads to the opportunity of being creative. Creativity facilitates the employees to show the expressions of commitment, courage, to take decisions, more involvement in their jobs, risk taking and using their imagination for the success of the organization. Innovative employees show more productivity as compare to those who are happy in doing their boring routine work because creative people are curious, self confident, optimistic, flexible, visionary and have a good sense of humor . Creativity and empowerment are believed to result from comparable organizational factors. For example, creativity is enhanced by freedom of information and relaxation of conditioned thinking. Empowerment results from open communication and network building, access to decision making and control of resources are empowering. Providing resources and support and encouraging the solution of unstructured problems enhance creativity. Low levels of supervision, participation in goal setting, and the establishment of challenging work goals foster creativity, while participation, expanded awareness, and being attuned to organizational goals empower individuals. Hypothesis: H 2: The higher the level of creativity shown by the employees, the higher the level of empowerment they will exercise. Level of Communication between managers and employees There is an often saying that The only thing constant in the World is Change. With the advancement in technology and rapidly changing environment, the methods of communication are also changing and the organizations are expecting more productivity from its employees due to increased efficiency and effectiveness of communication process within the firm. There is a definite relationship of communication between managers and employees with empowerment. More authority the manager gives to its employees, the higher the level of performance will be shown by them. Open communication between managers and employees is essential and must be practiced in the organizations since it reduces stress and removes ambiguity. Open communication flatten your organization, reduces the hierarchal levels and decentralizes the authority which creates more empowered environment. Hence Empowerment in business means knowing how to humanize the work environment so management and employees work together to enhance productivity and achieve greater personal and professional success. HYPOTHESIS: H 3: The higher the level of communication between managers and employees, the higher the level of empowerment they would exercise. Self esteem Self esteem is defined as the opinion you have about your self or how much confident you are about yourself. Some employees may have low self esteem and some may have high self esteem. Employees with high self esteem tend to show more positive response towards their work and environment and this confidence motivates them to takes decisions on their own. Since they believe in their self, this results in more productivity or output. This effects the organization as whole and leads to success. Negative thoughts about one self can be demotivating and one can easily give up or loose hope. They start depending on others and are not able to decide on their own. In a CNN interview, Robert Wagner on Larry King 2002 was asked the following question: What is the most important thing for a person starting out on the road to success? I would tell them the most important thing is to work on your self esteem, thats the best advice I can give An empowered company begins with self-empowerment. Owners and managers cannot empower others to perform their best until they are empowered themselves. Empowered management begins by hiring leaders who possess healthy self-esteem, superior people skills, and the willingness to share expertise to bring out the best in employees. Promoting and maintaining consistently high self-esteem in managers and employees is a vital ingredient to a highly empowered workforce. High self-esteem within the company is achieved by encouraging creativity, individuality, problem solving, and an open and honest exchange of ideas among all the employees in a non-threatening environment. The opposite of an empowered workforce is one composed of negativity, low morale, and a distrust of management. An unempowered workforce is an unproductive workforce. Managers and workers have the basic need to feel they are contributing and making a difference. Employees who consistently feel enthusiastic about what they are doing, do a good job. In our study, we will be looking at the relationship of self-esteem and empowerment and how it promotes an employee to work in a decentralized organization causing employees to be empowered in many ways. Hypothesis: H 4: The high level of self esteem in employees, the higher the level of empowerment they will practice. Competency Competency means an individuals conviction or confidence in his or her ability or effectiveness in accomplishing the performance requirements of a task. To delegate the employees, the managers must provide them with the necessary knowledge, enhance their skills and try to make them feel competent. A Competent person seeks opportunities to increase personal contribution and level of responsibility; Supports and respects the individuality of others and recognizes the benefits of diversity of ideas and approaches; Delegates and empowers others to increase contribution and level of responsibility; Facilitates team goal setting and problem solving; Recognizes differences between individuals, cultures and teams and provides developmental feedback in accordance with performance management principles; Identifies competencies required and suitable resources for specific tasks; Displays personal interest in the well-being of colleagues; Able to manage own time as well as time of colleagues and other stakeholders; and Manages conflict through a participatory approach. In the different researches and studies of employee empowerment, such as one carried out by Erickson et al, revealed that employee empowerment is said to occur when the management and employers pursue goals of both personal as well as professional growth for their employees. For example the senior managers and leaders within the organizations can assist their employees in enhancing their capabilities, in turn enhancing their potential to fully utilize their capabilities. Hypothesis: H 5: The level of Empowerment will be high for those employees who have the capability or the necessary skill or knowledge to take decisions. Now that we had clarified how each of the previous variables (Autonomy, Creativity , Level of Communication between managers and employees, self-esteem and competency) affects and contributes to the adaptation of an empowerment culture, the following section is dedicated to verifying the relation between employee empowerment and the job performance concepts. Performance Simple, some people say. Performance is getting the job done. Producing the result that you aimed at, nothing else matters. There are no prizes for coming second. [reference] Performance is basically the level of output shown by an employee. The level of performance (high or low) varies from person to person. Some employees may produce good results and some may show poor performance. Managers consistently check the performance of employees to ensure that goals are consistently being met in an effective and efficient manner. There is a deep connection between employee performance and employee empowerment which is based on two things. The first main thing is the goal setting. If the employee understands his job or work well and know how it will effect the organization, he will take those decisions that will benefit the company for long-term. Second, empowerment implies accountability, along with the freedom to make decisions. It helps to create that accountability for results and the outcomes of decisions the employee makes through ongoing communication, and of course, the performance review process. Intellectual capital of a staff can be distinctive competence of a company. Firms that motivate their employees to make creative decisions and being open to experience (always ready to take risks) are more likely to achieve success. The most efficient and effective way to increase the performance of employees is to empower them as it gives authority to workers to make prospective decisions. This delegation of authority increases job satisfaction and sense of responsibility (Marshall, Talbott Bukovinsky 2006) Empowerment is the most important practice which has a greater effect on the performance of employees in an organization. Progressive Productive firms are profitable, effective, adaptive and proactive towards changing environment

Human Equality as an Impossible Ideal in Animal Farm :: Animal Farm Essays

How do the events in Animal Farm show human equality to be an impossible ideal, not a practical reality? One of the main themes of the book is the effect of power on leaders and how it leads to corruption, propaganda and most of all inequality, and in this book, inequality is shown through out and there are many different examples of it. The main event in the beginning of the book is old major’s speech, where he starts it by mentioning how unequal human are to the animals and how they don’t do any work as they are the leaders of all creatures. He implied that the other animals should get rid of man so that his dream can be fulfilled and create a society where all animals are created equal. Just as Old major dies, the pigs create â€Å"Animalism† and the seven commandments under the intention of equality, even as they have just automatically chose themselves as leaders of the revolution and the other animals. The rebellion wasn’t really led by the pigs; it occurred when the animals got mad after a long day without food, the pigs unequally became leaders without actually taking a huge part in it. After Mr. Jones is kicked out and the animals’ hope of an equal society rose, they started working hard while the pigs didn’t do any work under the excuse of the need of supervision. Another example of the inequality of the pigs is after the apple harvest where they took it for themselves claiming that they need fuel while the other animals are the ones who need it as they work harder. During the successful defensive fight against Mr. Jones, all the animals fight equally, Snowball and boxer did an excellent job, except napoleon who didn’t turn up for the fight. Napoleon is becoming increasingly corrupt and unjust. After the effective speech by snowball which made snowball more popular and was going to divert the votes to him, Napoleon â€Å"uttered a high-pitched whimper† and the dogs chased snowball of the farm, which confirmed the untrustworthiness of napoleon. And subsequently the inequality began to increase at a more severe rate. The animals gradually become like slaves doing napoleon’s plans and doing whatever he likes, moreover they are forced to work on Sundays but Napoleon rests like he does all over the week. Yet he starts trading and starts progressively breaking the commandments. What is more, he horrifies the hens after their refusal of giving the pigs their eggs for money by cutting the food supply on them and starving them until 9 of them died, so that they agree on giving the

George Orwell’s 1984 - Mindless People :: 1984 Essays

Occupations are important in order to be successful in life. One needs a source of income and a way to provide for one’s families. Some people work at home, some people have a schedule when one leaves at a certain time each day and return home at the same time each night. One gets comfortable in one’s work but does one take time to ask oneself why one is doing it? If an occupation does not help society or have any real purpose then is it really a useful occupation or is it just a bunch of mindless activity? Professional athletes make an insurmountable amount of money but what is the point of professional sports? Professional sports do not help make the world a better place nor does it have a purpose other than entertainment for the sports junkies on this earth. What is the purpose of movie makers and artists? How do they make the world a better place? In some ways they make a world a worse place because people get so caught up in entertainment that they forget about th e rest of the world and the ones who suffer and the corrupt governments and the deadly diseases. Why cant jobs be created to help in those areas? Instead of paying people for doing mindless jobs, one should be paying others to actually work to make this world a better place with a better economy and without suffering people. In George Orwell’s novel 1984 it offers a great view of mindless occupations. Winston, the main character talks about how boring his work is in the Ministry of Plenty. He explains how his work is to change the words and meaning in newspapers, books, letters and any other text related materials in order to make the government and the society the best that it can be. Then once he follows his orders and completely changes history with his speakwrite, he takes the original information and dumps it down a memory hole which destroys it (Orwell 37). Everything that Winston must write has to take the form of the Newspeak language which is the English language modified, and made simpler by combining words together. For example, instead of having words such as ‘excellent’ or ‘splendid’ one would use the word plusgood or doubleplusgood if you wanted something even stronger (Orwell 51). Another example is Winston’s workplace.

Dr. Martin Luther King Jr. :: essays research papers

Dr. Martin Luther King Jr. was a very important leader of the American Civil Rights movement as well as a Nobel Prize winner. He proved that Civil Disobedience was an effective weapon against depression. King’s challenges to segregation and racial discrimination in the 1950’s and 1960’s helped convince many white Americans to support the cause of Civil Rights in the United States.   Ã‚  Ã‚  Ã‚  Ã‚  Dr. King was born into the American Civil Rights movement in Atlanta, Georgia on January 15, 1929. His grandfather was the founder of the Atlanta Chapters of the NAACP, and his father was the Pastor of the Eboniza Baptist Church where he worked as a Civil Rights Leader. Dr. King attended Morehouse College and graduated with a bachelor’s degree in sociology in 1948. Dr. King married Coretta Scott King in 1953. After graduating with honors from Crozer Theological Seminary in Pennsylvania in 1951, he went to Boston University where he earned a PHD in Divinity in 1955. After graduating from Boston University, Dr. King became the Pastor of the Dexter Avenue Baptist Church in Montgomery, Alabama where he began the activities that would make him an American Civil Rights Leader.   Ã‚  Ã‚  Ã‚  Ã‚  In many states, African Americans were denied voting rights and access to schools, buses, and other public facilities that were segregated. They were also denied accommodations in hotels that were for whites only. Discrimination was openly practiced and in some places sanctioned by law. Dr. King’s goal was to protest segregation until it was declared unconstitutional. In 1955 Rosa Parks was ordered by a bus driver to give up her seat to a white passenger. When she refused, she was arrested and taken to jail. King started the Boycott of the Montgomery Bus System. In 1956 the Supreme Court declared Segregation Laws unconstitutional which ended Bus Segregation. King learned Civil Disobedience from Gandhi and proved that peaceful non-violent protests, such as marches, boycotts, and sit-ins, were an effective weapon against depression. In 1957 Dr. King and other ministers formed the SCLC (Southern Christian Leadership Conference) which fought for the Civil Right s of all Americans. In 1959 King returned to Atlanta, Georgia, the headquarters of the SCLC, to assist his dad and work for Civil Rights. In August of 1963 Dr. Martin Luther King gave his â€Å"I Have A Dream† speech during the March on Washington. Later in the spring of 1963 President JFK introduced the Civil Rights Act (the single most important piece of Civil Rights Legislature) which was passed by President Johnson.

Allegory of the Cave Summary and Response Essay

Marlo Diorio Dr. Mishra – College Writing I â€Å"Allegory of the Cave† â€Å"Allegory of the Cave†, written by Plato, is story that contrasts the differences between what is real and what is perceived. He opens with Glaucon talking to Socrates. He has Glaucon imagine what it would be like to be chained down in a cave, not able to see anything other than what is in front of him. He tells a story of men that were trapped in a cave and were prisoners to the truth. These prisoners have only seen shadows. But because of their ignorance, these slaves to the cave believe that the shadows are real. The story goes on to say that one of the men has been dragged out of the cave. He is not happy to see the real world, yet upset because he is being taken away from all that he knows. As he approaches the outside, he is blinded by the sunlight that he has never seen. The sunlight can be interpreted as actual sun or as knowledge, making the journey rather painful in mental and physical ways. The prisoner wants to return to his life as a peasant inside of the cave. When he is outside of the cave, he only wants to look at shadows and reflections, but later proceeds to look at actual objects surrounding him. Lastly, he looks at the sun itself, as he realizes that is what created this beautiful nature. The climax of the story is when the ma realized that he no longer has to worry about reality and reasoning, because he achieved the understanding of it. Eventually, he goes back to the cave. He is not greeted nicely back at the cave because he is seen to have taken a meaningless trip. The man who had seen the outside world took it upon himself to teach the others and lead them into understanding the truth of reality. The story finished by Socrates saying that the most qualified and wise people are the best options for leading in government, like the prisoner who discovered truth. Throughout the reading of this symbolic narrative, I found it easy to relate to my own life. This story can be taken as an extended metaphor with a great meaning. I took this story as, the hard path to take out of the cave, was like the pattern of life. It would never be an easy path to walk down, and it would take a lot of struggling. Only certain determined people will actually make it to the opposite side. Socrates says these most qualified people should be the ones to lead the public. I believe this is also true in today’s society. I say this because when it comes to election time, we as a country are not going to vote for an uneducated lunatic. I believe that the president should be someone intelligent with good morals and very qualified. In order to reach that high point, you must go out of your comfort zone, like the prisoner did. In life, people go out of their comfort zones all of the time. I’ve always believed that in order to achieve something you’ve never had/done, you must do something you’ve never done before, such as stepping out of your comfort zone. Only the best can be found when you make an attempt to extend yourself as a human being. I relate the cave in this story to the social norm. No one wants to step out of it because I their life, the norm is all there is. I believe the shadows would represent all of the other things that could be out there, but they have no desire to go find out what they are. They are too comfortable with what they have and haven’t gone looking for more. The cave is a comfort zone for the prisoners in Plato’s time and for teenagers today. Without the outside world, there is no curiosity, no questioning. I believe it is important to question everything, because with questions come answers. And when you find out something you didn’t know, you’re learning. Yes, ignorance is bliss, but ignorance won’t make you president.

Research Outline

Submitted by Group 5 Topic Mussel Shells, malignant neoplastic disease carapace and premature ventricular contraction as an alternate aggregate and makeweight in concrete making seek Outline I. Problem and its background (chapter 1) A. excogitation 1. Concrete fillers and Aggregates a. Composition of Aggregates b. Different Kinds of Filler 2. Mussel shells, skreigh carapace and polyvinyl chloride as alternative aggregates and fillers a. likeities of Mussel shells, backbite carapace and premature ventricular contractions to other aggregates and fillers b. Advantages and disadvantages of using Mussel shells, Crab carapace and PVCs as aggregates and fillers for concretes B.Rationale of the interpret C. Significance of the study D. scheme II. Review of Related Literature (chapter 2) A. character of the Subject (background) 1. Crustaceans a. Cancer Pagurus b. Scylla nonched 2. Mollusks a. Perna viridis more ordinarily know as the Asian Green Mussels b. Perna canalicula more commonly known as the Green liplike Mussels B. Related Studies 1. Characterization of Calcium carbonate Obtained from Oyster and Mussel Shells and Incorporation in polypropene a. alcium carbonate in mussel and oyster shells utilise in the formulation of medicine, in verbalism or as filler in polymer materials b. calcium carbonate from mussel and oyster shells and utilize as filler in polypropene compared their properties with polypropylene and commercial calcium carbonate composites. C. Info Sources III. Methodology A. Experimental visualize Used 1. Brittleness of shells induced by heating in microwave a. one hour of treatment b. 18 Shells B. 6 samples for Mussel shells, Crab epidermis and PVC C. MaterialsD. appendage Submitted by Group 5 Submitted To Mrs. Bernardino mop up Proposal Sections of Research Methodology I. Overview of research design A. Mussel shells, Crab Carapace and PVC abundance B. aggregates and fillers in concrete 1. Components of aggregates and filler s 2. Similar qualities of components C. Procedures in making Concrete Aggregates and Fillers D. occupation of Mussel shells, Crab Carapace and PVCs into Aggregates and Fillers. II.Questions/ queries about the topic A. Are Mussel shells, Crab Carapace and PVC strong equal to hold as fillers and aggregates? B. What kind of Mussel shells, Crab Carapace and PVC will be best in making fillers and aggregates? C. ordain the Aggregates made out of Mussel shells, Crab Carapace and PVC be able to withstand strong force? III. Boundary move Procedures A. Shells, Carapaces, and PVCs 1. Shells, carapaces and PVCs to be used will be limited to the left-over components of each after the aliment parts are consumed. . Shells, carapaces and PVCs to be used will not exceed six per subject IV. process Processes V. Subjects A. Crustaceans 1. Cancer Pagurus 2. Scylla serrate B. Mollusks 1. Perna viridis more commonly known as the Asian Green Mussels 2. Perna canalicula more commonly known as the Gr een Lipped Mussels VI. get wind rigor validity, reliability/ trustworthiness, authenticity VII. Assumptions and study limitations A. Crabs, Mussels and PVCs 1. Value for each subject 2. availability to the types of subject VIII. Timetable