Television Crime Series :: Research Paper Crime Series Essays

Television Crime Series Television crime series are inherently religious. They present disturbing questions of death, guilt, justice, mercy, confession and absolution, and hope or hopelessness. One episode may be viewed as a parable, with the center as the courtroom scene with its "moment of truth" when the norm inverts and strangeness enters, as in a parable. They are parables, for parables are the Kingdom of God and the Kingdom of God is here and now as Jesus said, Mk1:14-15. It breaks into our world and inhabits it while remaining holy. A parable is the language of Jesus, himself a parable of God. A parable is often introduced by, "The kingdom of God is like . . ." It is without much specific detail and it has a single point of view. Many parables are open-ended and rather mysterious even as they remain attached to nature or the simple life. They are lively and arresting and easy to remember as lessons and they are puzzling. A short description of the Parable of the Mustard Seed will suffice now; later it will be compared to the crime episode. Briefly, the smallest of seeds, the Mustard, is planted and produces a great shrub or tree where birds can nest. It is labeled a parable of growth but it could also be called a parable of reversal i.e. from small to large, from a dried-up seed of stored life to fecundity. The crime series receives equally brief treatment until the pivotal courtroom courtroom scene. The characters are two detectives, four attorneys, a grieving mother and her two children, an infant and a boy, both shot: the infant dead, the boy maimed; a wealthy African-American drug dealer and his "errand" boy of thirteen years who did the shootings for his employer and is now on the stand watched over by the evil dealer who lounges impassively in his cashmere coat. We have come to the courtroom scene in which justice will out, Mark 1:14-15 The time is fulfilled and the Kingdom of God is near; repent. . . All characters are present and the only action is the expressions which cross their faces. The boy’s face shines under his knit cap; he appears innocent, amoral at most. He does not seem to understand the proceedings. He said he had received written instructions and an address to "clean the residence" of a customer behind on his payments. The District Attorney wants to indict the dealer and he introduces, not new evidence, but two different typed sheets which he hands to the boy to read.

Gillette Fusion Essay

Recommendation In order to increase total sales and put Gillette Fusion on track to be a $1 billion business in the next few years, Gillette Fusion should launch a new advertising campaign and reduce cartridge package prices by 20% with the introduction of a onetime coupon. Explanation The media’s reaction to the â€Å"blockbuster† advertisement campaign highlights many of the campaign’s flaws. The campaign focused on the product features rather than its benefits. Due to the ad’s product focus, Gillette failed to communicate why the additional blades and elastomer handle coating improved the quality of consumer’s shave. The proposed advertising campaign would address these flaws and focus on the customer experience. In order to educate consumers, Gillette should employ a mass media campaign similar to Pepsi’s â€Å"Pepsi Challenge.† This campaign will include blindfolded individuals testing and comparing the Gillette Fusion with several other razors, and will be hosted by a celebrity who shares similar brand qualities as the Fusion. The celebrity will be young, sleek and innovative, like Ashton Kutcher or Dwayne Wade. †¢TV Advertisement: The television advertisements will include a short introduction by the celebrity and clips of customers who have taken the challenge describing why the Gillette Fusion is superior to its competitors. It should be featured during male-focused programing, like sporting events and adult comedies. †¢Print Advertisement: The print advertisement will feature a picture of the celebrity next to the razor and several quotes from individuals who have taken the challenge. It should be featured in men’s style magazines (GQ), music magazines (Rolling Stone) and sports magazines (ESPN, Sports Illustrated). †¢Radio Advertisement: The radio advertisement will begin with an introduction by the celebrity describing why he prefers the Gillette Fusion and then transition to reviews by those who have taken the challenge ( i.e. â€Å"The Gillette Fusion is incredible because †¦ If you don’t believe me, hear what people who have taken the challenge have to say for themselves †¦Ã¢â‚¬ ). It should be featured during adult talk shows (Howard Stern Show) and sports programming. In order to encourage users to purchase the product, Gillette should offer a 20% discount on cartridges with the introduction of a one time coupon. Because 64% of men look at the price of the cartridge before  purchasing the corresponding razor, introducing a 20% discount with a onetime coupon will encourage those consumers weary of the high cartridge prices to purchase the razor. Once purchasing and using the razor, it is likely that the consumer will notice a significant difference in the quality of shave, and be willing to pay a higher price for the superior product. This is supported by the fact that of the 9,000 men who tested the new razor, Fusion was preferred 2 to 1 over the competition. For the few who would usually not be willing to pay the higher price for the cartridges, they will likely continue to purchase the cartridges because of the switching costs associated with purchasing a new razor. The coupon should be displayed at points of purchase and in direct mail outs. The former can be achieved by providing collaborators with display allowance. Alternative Strategies Unlike the proposed strategy, each of the alternative strategies fails to simultaneously communicate the effectiveness of the product and encourage customers weary of the price to purchase the product. †¢Lowering the retail price of the razor – This will not encourage customers to purchase the product because (a) 64% of consumers look at the cartridge price before purchasing a razor and (b) a razor is a one-time cost to consumers, with a less elasticity of demand than cartridges. Also, without a new advertising campaign, they also will continue not to understand why the product is superior, and more expensive, than its competitors. †¢Reducing cartridge package prices by changing cartridge package size. Reducing the current four cartridge package with three cartridge packages is only effective if consumers fail to register the difference in package size because the price per cartridge will actually increase. Moreover, this strategy fails to educate consumers on why the product is superior, and more expensive, than its competitors.

My First Helicopter Ride

As I stood gazing at the monstrous contraption, I shivered as though ice had replaced my spine. The cold air that blew into my face engulfed my entire body. The multiple layers of clothing could not protect me against the swish of frosty air. The walkway leading up to the helipad was newly paved; I could still feel the soles of my shoes sink into the cement just a little as I walked up the path. It’s ironic how my heart did the exact same thing. It now felt like it was forcibly pressing against my lungs as I struggled to breathe; asphyxiated by terror. Weeds, dandelions and wild flowers were being blown helplessly about by the gargantuan blades. I knew how they felt. I was a small 7 year-old and this helicopter made me feel like a bug on a windscreen, hanging on for dear life. My mother must have been squeezing my hand too hard because I yanked it away from her as the pain finally registered in my central nervous system; I looked down at my hand just in time to see the blood rush back down my veins. Red roses grew wildly in thick batches by the entrance to the show grounds; the place where I was going to have one of the most memorable experiences of my life. The moonlight cast a ghoulish glow on the surrounding landscape, and the screeching of nearby cars pulling away to the highway made me realize how alone our family was; after all, we were the last people to go in the helicopter that day. The big metal structure shone a bright white under the moonlight, and the splotches of rusted metal hinted at the machines maturity, which wasn’t comforting at all. The spinning of the blades was deafening as we hurried towards the little â€Å"hobbit† door to enter the craft. The first thing I felt when I was hauled up into the craft was the constriction of my pupils, and then my eyelids wired shut. It was very bright in there. As soon as I regained visibility, I looked around and saw all these lights that were sourced by many buttons, switches and levers. The dashboard smelt of black coffee and cigarettes, and the floor of the helicopter was littered with cigarette-buds. I turned my head to look at my mother. I could see that somebody had made an attempt to scrub out a vomit stain on her seat. The earthy colours were at sharp contrast with the charcoal seats, and a thin layer of bleach had been used to try and remove it; like a criminal trying to remove blood splatter at a crime scene. Was it an omen, perhaps? My mother reached over and tightened my seatbelt, uncomfortably tight. However, with the sounds from the pilot’s radio headset combined with the humming and buzzing of all the small machines in the chopper, I was too frightened to care about the seat belt. All that was going through my mind was how my life was now in the hands of rows upon rows of illuminated buttons and do-hickeys. It was probably two minutes after buckling up that the craft began its slow ascent into the cold and seemingly insidious night. I could feel all my organs getting pulled down by gravity. In that moment, I became completely oblivious to the sound of the rotation of the massive blades above me, and only heard the ‘’lob-dup’’ of my heart. The light had been so bright as to temporarily blind me. The warmth of my mother’s reassuring smile contrasted the coldness of the night outside. As I peered through the window, I could see my father and little brother about to board the second helicopter. Their clothing was fighting violently against their bodies as the wind from the rotors blew over their heads. Slowly they started for the craft, with their mouths covered, as if walking into a big sandstorm. I could see them take very short, reluctant steps towards the door of their helicopter; as though they were trying to delay the jaw-dropping experience that was to follow. We started rising and rising until I caught a glimpse of the starry cosmos, and at that very moment, I was lost in my very first helicopter ride.

Assignment 302

Assignment 302 Candidates name†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.. Principles of personal development in adult social care settings Assignment composition Assignment overview In this assignment, you will look at the importance of reflective practice in adult social care. You will explore how reflective practice can improve your development and practice and contribute to the quality of service provision You will also look at the process of planning development, and the importance of feedback and reflect on how your values, belief systems may affect your practice.Tasks There are three tasks to this assignment. A Guidance B Personal development plan (PDP) C Reflecting on learning experiences Task Evidence Learning outcomes covered Task A Guidance 1. 1, 1. 2, 1. 3, 2. 1, 2. 2, 2. 3 Task B Personal development plan (PDP) 3. 1, 3. 2, 3. 3, 3. 4 Task C Reflecting on learning experiences 1. 4 Assignment mark sheet Candidate name†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦ †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦. †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.. Candidate number†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Centre name†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦. Holistic Community Support Training†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦. Centre number†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.. 09368†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦ Task Evidence Results A Guidance Passed Y/N B Personal development plan (PDP) Passed Y/N C Reflecting on learning experiences Passed Y/N I can confirm that the evidence listed for this unit is my own work and was carried out under the conditions and context specified in the assessment specification. Candidate signature DateI confirm that the candidate has achieved all the requirements of this unit with the evidence listed and the assessment was conducted under the specified conditions and context, and is valid, authentic, reliable, current and sufficient. Tutor / assessor signature†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦. Date†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦. External verifier signature (where applicable) †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦ Date†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦. Tasks Task A Guidance (A)Explain 8 core aspects of your job descriptionIdentify 4 different legislations which underpins the way you are expected to carry out your job and describe how you have performed in accordance to t hose standards 1. 1, 1. 2, 3. 1 You are going to be a mentor for a new social care worker as part of their induction process. Part of your role is to help them prepare for the review after their probation period. Ai Create a guide for the new social care worker about how to reflect on their practice. The guide must include the headings listed with an explanation of each. a) What is reflective practice? b) Why is reflective practice important? ) Give example of how reflective practice has contributed to improving the quality of your service provision. d) How standards can be used to help a social care worker reflect on their practice. 5. 1, 5. 2, 2. 1, 2. 2 Aii You arrange a mentor meeting to feed back to the social care worker. You have comments to make which include both praise and constructive criticism. Write notes to prepare for your meeting. In your notes, explain: a) Why it is important for a social care worker to seek feedback on performance. b) The different ways that people may react to receiving constructive feedback. ) Why it is important for a social care worker to use the feedback to improve their practice. 3. 2, 4. 1, (d) Give example of feedbacks you have received and how you have used it to improve your practice Aiiiidentify one national inquiry into serious failures to protect individuals from abuse. Describe the incident and explain how the recommendations from the inquiry report have changed or improved the way your organisation work Task B Personal development plan (PDP) Bi Design a template for a personal development plan (PDP) that you could use to improve your learning, development and professional practice.For each heading in the template, provide a brief summary describing what should be included. 4. 1 Bii (a) Explain how a PDP can help a social care worker identify improvements in their knowledge, understanding and practice. 5. 1, 5. 3, (b) Give example of how a plan has helped you develop or improve __________________________________ _____________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________ _______________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________ BiiiIdentify sources of support for planning and reviewing your development. Explain how this has been beneficial to you 4. 1, 4. 2, 4. 3 _____________________________________________________________________________________________________________________________________________________________________________________________________________________________________ ____________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________Biv Identify people who can help you develop your knowledge, understanding and practice. Give example of how and when this occured ________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________Bv Explain how the people identified above can help you appreciate your strengths and areas for development. 4. 1, 4. 2, 4. 3 _____________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________

Organisational/Individual Environment Essay

The relationship between individuals and their workplace is largely determined by their motivation, the driving force behind actions. Therefore motivation is defined as the process that accounts for an individual’s intensity, direction and persistence of effort toward attaining a goal (Robins,). Research conducted in this area has a subsequent effect on management styles. Motivation theories are basically divided in two basic categories. The earliest ones focused on content, what actually motivates people, were followed by process theories where the focus is on the actual process of motivation. Maslow(1943) introduced the hierarchy of need motivation theory which is the most widely established theory and it still influences management today. Maslow suggested that people have five kinds of needs namely physiological, safety, love, esteem and self-actualisation. People are trying to satisfy them following an ascending order. It is necessary to satisfy a lower ranked need in order to move to a higher ranked one. Maslow’s theory was been criticised as little evidence was in support of that theory. Most people tend to be partially satisfied at each level and partially unsatisfied. In early motivational research physiological needs were linked with money. Gellerman suggested that security safety needs can be provided through fringe benefits and as life insurance. Taylor (1911) placed great emphasis on money and argued that motivation comes from economic needs. He also proposed that a science should be developed for each element of a man’s work. However research has shown that for low pay workers money is not a good enough motivator. To what extend and how important depends clearly on personal circumstances Taylor tried to eliminate human mistakes at work. Taylor’s theory still influences production lines today. However in industry today workers are seen as humans and emphasis is given on their training and professional development. Smith (1999) conducted a study in order to evaluate the strength of financial incentives and the content of employment as motivators to work, in ancillary staff in the NHS and Hotel and Leisure industry. It was found that the rates of pay had very little influence on participants job satisfaction and subsequent work motivation despite the contrary belief of their line managers. This suggests lack of communication between management and staff and non-awareness of their needs. Training opportunities did exist for ancillary staff but there was little information on them. Farren recognised salry and fringe benefits as extrinsic motivation while as intrinsic motivation when the individual has the opportunity to use his own ability and appreciation. Money in the form of incentives is not an adequate motivator for people however Hersey & Blanchard (1982) recognised the symbolic value of money as the buying power they can attribute to individuals. In support of the abstract value of money McClelland suggested that there are four basic motives that drive individuals, achievement, power and affiliation and avoidance. It was observed that individuals, which are high achievers, prefer situations where they have personal responsibility for their performance, can receive clear and unambiguous feedback and the task is of moderate task difficulty. In this theory money were seen as symbolising successful task performance and goal achievement [cited in Mullins(2002)]. As far as social affiliation needs are concerned it is a common finding that people like to interact and be with others in situation where they feel comfortable. They tend to compose small informal groups in order to find support when they have no support over work. This can result in reduction of productivity in which management cannot have control over. However when strategic goals are in accord with individual ones then those informal groups can work to the benefit of management. Managers are then invited to find ways to attract employees in sharing company objectives. The need for esteem is associated with prestige and power that comes from the position that someone has or it can be personal. Lastly Self-actualisation refers to competence and achievement. Alderler condensed Maslow’s five needs into three and came up with existence which refer to physiological and safety needs, relatedness which refer to love and growth which refer to the higher ranked needs esteem and self actualisation. He suggested that they form more a continuum rather than being hierarchical in order. If satisfaction of needs at one level is blocked then attention should be focused on satisfaction of needs at other levels. Following the same example of ranking of needs Harberg developed theory X and Theory Y. Herzberg (1959) conducted a study of 203 Accountants and Engineers where he asked them to describe situations where they felt good or bad about their jobs. Findings have shown that people were dissatisfied with their jobs when hygiene factors (extra-job factors) like salary, interpersonal relationships, supervision, company policy, working conditions job security, status and factors in personal life were not satisfied. However when there was the opportunity for growth people were extremely satisfied with their jobs itself, thus when motivators where in place. . It is noticeable the opposite of satisfaction or dissatisfaction is not dissatisfaction or satisfaction accordingly but simply lack of it. When hygiene factors are satisfied for example it does not mean that workers will feel motivated. This study was replicated with different groups as well and similar findings were found Process theories that were developed later focus on the actual process of motivation. Hawthorne studies sponsored by Harvand University and directed by Elton Mayo signalled the need for management to study and understand relationships among people. It emphasised delegation of autonomy, employee autonomy, trust and openness, interpersonal dynamics, and co-operation instead of competition (Reis &Pena, 2001). Vroom(2000) has introduced the Expectancy theory. According to that theory effort, performance, reward and personal goals are inter-linked and interdependent. People are influenced by the expected results of their actions. The choice of behaviour is based on expectancy of most favourable consequences. To describe that feeling of anticipated satisfaction out of a specific outcome Vroom used the term ‘valence’. The Cognitive Evaluation theory, which was developed subsequently, could be applied to jobs, which are neither dull nor interesting. Here what is important is self-efficacy not job satisfaction thus setting and achieving goals. In that process self generated feedback is a more powerful motivator. In that process of setting up goals and achieving them Adams with the Equity Theory found that people tend to compare them selves with others and therefore concerned with fair treatment [cited at Anderson, 2002]. For example employees compare the rewards and promotional opportunities that they have with other employees, which can result in feelings of disappointment when they perceive their performance equal but the financial rewards unequal. As a result of feeling inequity individuals might change the inputs and outcomes or might even distort them cognitively. They might decide to leave the field or become aggressive and act on others unrelated to the subject of comparison. Finally they might decide to change the object of comparison. The individual thinks that he should be awarded in a certain way, what Porter and Lawler names perceived equitable reward. When the perceived equitable rewards are greater than the actual ones dissatisfaction occurs. That is a state of mind rather that a permanent condition. Farren suggests that when needs or expectations are hindered the individual can react with either a constructive behaviour or frustration. The outcomes of constructive behaviour leads to problem solving or restructuring while frustration can cause aggression, fixation, withdrawal or even displaced aggression where the person in question is directing his aggression to a colleague other than the one who is the source of frustration. Following on from goal setting as a motivator Thomas has developed the theory of Intrinsic Motivation were emphasis was placed on the source of motivation. Individuals have a motivation, which stems from them selves rather than imposed by managers when a) they have the right of choice and can select form different activities b) can show competence, thus that they can skilfully perform the chosen tasks. This adds meaning fullness to the task and the feeling that a worthy task purpose is created. As individuals advance in achieving the task’s purpose they can demonstrate some progress [cited in Mullins, (2002)] Douglas McGregor(1960)made a major contribution to the history of motivation theory with his Theory X and Theory Y. According to theory X, which is the one traditionally followed by managers, most people prefer to be directed. They are not interested in assuming responsibility, what they need is safety. Managers structure, control and supervise external control appropriate for immature workers. This theory is questioned because as we live in a democratic society, with an increasing level of education and standard of living people must be capable of a more mature behaviour. In Theory Y however it is suggested that people are not by nature lazy and unreliable but can be self-directed and creative if motivated. That creates an essential task for management, which is to unleash this potential in individuals. Properly motivated people can achieve their own goals best by directing their own efforts towards accomplishing organisational goals. Argyris(1993) was in support of that theory and argued that following bureaucratic or pyramidal values leads to poor, shallow and mistrustful relationships. Humanistic and democratic values can nurture an environment for trusting and authentic relationships. Argyris suggests that as people grow up and mature the same process take place at work. People develop from a stage of dependency upon others as infants to a state or relative independence as adults. Their interests are becoming deeper and stronger. Furthermore they move from being subordinate to being equal or at a superior position. According to Argyris’ theoritical findings management is challenged to provide a work climate where everybody has the chance to grow and mature as individuals while working for the success of the organisation. In the 1980’s in America a new movement was to be initiated, Total Quality Management, which influenced management style of the two following decades greatly (Reis & Pena, 1999). It supported employee empowerment and decent treatment of people. After that movement the idea of re-engineering was due to influence management until today. According to that, work processes are re-thought and streamlined. Work satisfaction was to be enhanced by the creation of multi-skilled teams who accepted considerable responsibility. However as it was later proved in times of recession re-engineering became the synonymous of downsizing in businesses. Management was more interested in cutting costs by reducing work force and not improving the work processes. According to Reis & Pena ‘Management forgot the employee, the customer, and quality’ p. 673. Alternatively Reis & Pena suggest that managers should try and understand the people they work with and vice versa. The key here is to remove barriers to motivation. Rabey (2001) is warning us that there are some limits as to how much managers can motivate employees as they can only create the right environment for individuals to respond to motivation voluntary. Rabey continues by making some more practical suggestions about how to achieve that motivating environment in the workplace at different stages of employees’ work history from selection to retention. At the stage of interview he suggests that the interviewers as well as the interviewee must have an honest approach and disclose any information about the company and the applicant accordingly so that to achieve the best match. According to Rabey surveys of employees in recent years have shown that a workplace should meet some certain standards in order to stimulate motivation. These include goal setting, participation, recognition, and communication fair wages, training, teamwork and innovation. These preconditions for motivation are also included in the latest content theories, i.e Theory Y, Intrinsic Motivation, Expentacy Theory. Rabey goes one and defines the golden mean for a manager/leader. He reckons that a manager should be something between a manager where he manages and gets results from planning, control and compliance and a leader who leads and motivated followers choose to give commitment. Managers can play a unique role in building trust and co-operation with employees, which is the foundation to success. Tietjen and Myers(1998) conclude that ‘it is the work itself that brings fulfilment and Maslow’s higher order of needs into being’p.231. For management this means that they are challenged to create the necessary conditions so that the fulfilment gained from doing the job is expected daily. In the lines of effective interpe rsonal relationships at work Orpen (1997) found in a study that mentoring can improve motivation. Motivational research and organisational history suggests that management should adopt a more customer-focused style. During the last century research as well as management practice has moved from recognising as money incentives as the strongest motivator to placing emphasis on the employee and the intrinsic motivation that he has. The focus is now on the actual process of motivation and managers are called to create the necessary conditions in the workplace for their employees to achieve common company objectives. The ultimate goal is to have empowered workers, able to take an active role in the pursue of their career oriented goals and his objectives are in accordance with the ones shared by management. References Anderson, N. (Ed); O., Deniz S. (Ed); et-al. (2002). Handbook of industrial, work and organizational psychology, Volume 2: Organizational psychology. (pp. 53-76) Argyris,-Chris (1993) On Organisational Learning. Cambridge, MA, US: Blackwell Business/Blackwell Publishers. Hesley, P. & Blanchard, K. (4th edition) Management of Organisational Behaviour: Utilising Human Resources McGregor,-Douglas (1960) The human side of enterprise, New York, NY, US: McGraw-Hill. Mullins (2002), Management and Organisational Behaviour, 6th Edition, Pearson Education, pp 418- 448 Orpen, C. The Effects of formal mentoring on employee work motivation, organisational commitment and job performance in The Learning Organisation: An International Journal, 1997 Vol 4, No 2 pp. 53-60 Rabey G. B. Motivation is Response in Industrial and Commercial Training, 2001 Vol. 33, No 1 pp.26-28 Robins S. R. Organisational Behaviour (10th Edition) Pearson Smith, L. An Evaluation of programmes for staff motivation in NHS and hotel ancillary staff Facilities 1999, Vol 17, No 7/8 pp.264-271 Tietjen M. A. & Myers, R. M. Motivation and Job Satisfaction in Management Decision 1998, Vol 36 No 4, pp. 226-231 Vroom,V. H. Leadership and the decision-making process. Organisational-Dynamics. 2000 Vol 28(4): 82-94 Bibliography Wetherell M. (1996) Identities Groups and Social Issues Sage Publications: London

RESEARCH METHODS (AT LEAST THREE AUTHORITATIVE SOURCES) CONCEPT PAPER Coursework

RESEARCH METHODS (AT LEAST THREE AUTHORITATIVE SOURCES) CONCEPT PAPER - Coursework Example According to Wiles (2007), organizations must incorporate MOT in their organizational structure to survive the stiff competition currently prevailing in the American corporate sector. Technology is an imperative asset that can help organizations outperform their competitors and gain a significant market share. However, the challenge faced by technology specialists and decision makers is gaining an all-inclusive understanding of MOT that normally incorporate understanding of technology development, auxiliary intelligence and relevant processes and activities in the product value chain (Malhotra, 2004). As an important management discipline, MOT explores the potential of technology and how that potential can be harnessed for the advantage of organizations. However, as Van (2008) reiterates, the field and professions it obliges remains ambiguous due to absence of established task sheets and books that would nature the attention of students and practitioners. Additionally, an immense confusion surrounds MOT concepts and its relevance in solving management problems is disregarded by American managers (Christiansen,  2000). Deliberations on MOT reveal divergent viewpoints about nature, history, origin, role and etymology of technological terms. Van (2008) further reveals that the copious definitions of technological concepts have caused a disagreement that is yet to subside. However, the revival of MOT in recent years has created a pompous structure for systematic consideration of technology and its organization leading to introduction of teaching programmes in university and establishment of professional societies such as IAMOT (international association for the management of technology) (Wiles,  2007). The mesmerizing quest for students and practitioners is to have a fundamental structure that will aid in edification of technological related knowledge thus easing management related tasks through effective and efficient

Network letter Article Example | Topics and Well Written Essays - 250 words

Network letter - Article Example end the show for further strengthening that persona within the character during the â€Å"Dead Again† episode that dealt with the underground zombie lifestyle of New York City. In this particular episode, we saw a significant character development for Kate Beckett as she finally came close to the full understanding and acceptance of the events that happened in her life during the past year. That includes being ready to put her emotions on the line and accept the love being offered to her by a man who has stood by her for the past 4 years of her life. It was important to me, as a person who believes in the healing powers of psychiatry, that the episode portrayed her visits to a psychiatric professional as one that truly helps her get her life back together after her shooting in the previous season. By showing the analytical aspect of the doctors visit and allowing her to figure things our for herself with her doctor acting only as her guide, her character as a strong, intelligent, and logical woman is further reinforced. I applaud the team behind the show for such an accurate and convincing portrayal of the true way that a psychiatric visit takes place. In closing, I would like to encourage your program to continue its true to life portrayals of the steps that Kate Beckett must take in her life in order to become a truly whole and well person, finally capable of accepting a special kind of love and giving back the same to Richard Castle. Thank you for taking the time to read my letter. I realize how busy a person in charge of a network must be as you receive numerous letters and communications regarding all types of matters pertaining to your programming. I look forward to possibly hearing from you in the