Media Diary Essay Example | Topics and Well Written Essays - 1000 words

Media Diary - Essay Example The trends accumulate and spread to individuals who then show different groups the same trend. This leads to a sense of popularity with a given association and the relationship that it holds to a main organization, allowing the central area to continue to grow because of the associations that have been used for networking and development. b. The concept of networking and growing with trends and ideals is one which is specific to professional associations that are working for civic engagement in American democracy. Different associations will have a specific agenda related to political leaders, rights, bills and other changes needed in society. The associations are able to take a specific issue and advertise this to society. As this is done, individuals are able to decide for or against the leader, policy or other issue from the association. This allows the democratic decisions and trends to take shape and to push specific issues into the center of politics. More important, different types of associations are able to create different trends and associations. Many of the associations will have a hierarchical structure based on the importance of the political engagement needed. These will be pushed to create a specific trend in society and to alter the way in which many respond to the given issue. This creates a sense of civic orientation within society and structures democratic issues and the level of responses and trends which are seen among groups of individuals (Schofer, Gourinchas, 806). c. The organizational concerns which occur over time happen because of the patterns and changes within society. Authors note that the changes which become of concern are based on both the internal and external environment. In the internal environment, there is a concern because of the employee dynamics and the diversity which is a part of the work force. Different cultural influences, personal preferences and understanding of the organization changes the dynamics of the worki ng area and what occurs within the organization. For most, this leads to the need to create an organizational environment which can match the needs of individuals and groups. More important, there is the need to create a sense of changes to ensure that there is organizational growth and which meets the challenges for competition and within the marketplace. The changes in organizational concerns are furthered by the societal trends which occur and which influence the patterns in buying habits. A business is primarily focused on providing products and services to customers. However, there are dynamics which change the success of this main goal. This includes alterations in societal demands, trends and behaviors, political alterations, belief systems by groups, advertisements and competition. There are also influences within the economy which changes the popularity of a corporation. The trends which are in society then influence the patterns of a businesses success and their ability to move forward with specific alterations that are able to build into the needs of societal trends (Coplien, 43). d. The impact which is given from professional organizations and civic engagement is based on the way in which each influences the other. Professional organizations develop with a specific purpose or need to influence society in a given manner. This is done by providing information and by showing the benefits or downfalls

Sue Monk Kidd’s The Secret Life of Bees Essay Example for Free

Sue Monk Kidd’s The Secret Life of Bees Essay In Sue Monk Kidd’s novel The Secret Life of Bees there is a psychological allegory present, which is proven by the characters in the story. The psychological allegory is based on the theory by Sigmund Freud, this theory states that in the human brain there is three major psychological portions, the id, the ego, and the super ego. The id is the portion that induces selfishness and hatred and other â€Å"bad† actions, the super ego is the opposite of the id, putting others before ones self and caring for others, the ego is the perfect balance between the two and is almost always the psyche portrayed be the protagonist. In this novel it is T. Ray who illustrates the id, through his bad treatment of Lily, his lack of commitment to Rosaleen, and his selfishness when Lily is gone. May Boatwright is the character who illustrates the super ego by her innocence, her caring and by her need for perfection. The ego is portrayed be Lily, through her good decision making, her panning abilities, and by the way she stands up to her father. All of these characters are uniquely important to proving the psychological allegory that can be found in this novel. In this story it is the character T. Ray who fills the role of the id in the psychological allegory, T. Ray fills this role by the way he treats Lily, the way he doesn’t care about his worker; Rosaleen, and by the way he only thinks of himself during lily’s absence. T. Ray’s only family left to him is his daughter Lily, yet he still treats her poorly. T. Ray finds Lily outside in the dark and without any proof of misbehaviour he punishes her rather severely â€Å"He poured a mound of grits the size of an anthill onto the pine floor â€Å"Get over here and kneel down† (p24) T. Ray seems to almost enjoy punishing Lily, perhaps because he still blames her for his wife’s death. This is a trait which fits the id portion of the psyche. T. Ray does not seem to care about the only other adult in the house he lives in; Rosaleen. Rosaleen is the closest thing he has to a friend and T. Ray couldn’t care less for her. Lily is trying to convince T. Ray to let Rosaleen out of jail, and T. Ray refuses â€Å" What I ,mean is, I wouldn’t be surprised if he flat out killed her â€Å" (p30) T. Ray know Rosaleen might die but he still wont try to help her because it would mean standing up to the people of his  community. He is only thinking of himself, which is a quality of the id. T. Ray also only thinks of himself when Lily leaves him, instead of considering the fact that she might be happier without him. T. Ray has found Lily at the Boatwright house and is insisting she come back â€Å"I spent half my summer looking for you, and I’m taking you out of here† (290) T. Ray spent half his summer looking for Lily because he was happier with her, instead of thinking of Lily and considering the fact that she might be happier with out him. In this he was only thinking of himself and was demonstrating the id. Through all of these excerpts it can de determined that the character of T. Ray demonstrates the id in the psychological allegory, through his bad treatment of Lily, his lack of caring with Rosaleen, and the way he only thinks of himself. In this novel the character of May Boatwright portrays the super ego, by her unbiased caring, by her innocence, and by her need for perfection. May cares for every one no matter what race or gender, and created a wall to pray for the people of the world. May has just heard that Zach is in jail and is upset â€Å"I’m going to the wall† (p187) May knows Zach is in trouble so she immediately starts praying for him, this shows a great amount of caring which is a super ego quality. May is also extremely innocent when it comes to the people around her. May becomes very upset when she sees a Negro man dead with a widow and her family â€Å"that’s all right, May. Let all misery slide right off you† (p89) May is demonstrating the super ego be the way she is putting other people before herself and is feeling their misery. May has a need for perfection which is in keeping with her super ego character. May is making pancakes for every one and shows Lily’s to her â€Å"This ones yours† â€Å"L for Lily† (p103) May is not going to be happy with just a plain pancake, she is making a perfect L for Lily. This is a quality of the super ego. Each of these quotes shows the ways the character May Boatwright acts as the super ego in this story, through her caring, her innocence, and her need for perfection May fits this potion of the psychological allegory. The last character who completes the psychological allegory is Lily herself who portrays the ego. She does this through her calm decision making, her panning ahead, and the way she stand up to her father. The character Lily  has good calm decisions making. Lily is at home after Rosaleen’s encounter with the men â€Å"In a matter of seconds I knew what I had to do-leave. I had to get away from T. Ray who would be back soon† (p41) Lily does not panic, she does not give up, she simply makes the best decision available to her, which is an ego trait. Lily also has good planning skills; she thinks ahead and does not get stuck in the present. Lily and Rosaleen have just reached the outskirts of Tiburon â€Å"If we can find some place open when we get into town ill go get us some food† â€Å"if they don’t have a hotel we’ll have to rent a room† (p60) Lily is portraying the ego by the way she is planning for the future to insure she and Rosaleen will have food and shelter. In the end of the novel Lily displace the Ego by the way she stands up to her father. T. Ray has come to The Boatwright house to find Lily and bring her home â€Å"I’m Staying here† â€Å"I’m not leaving† (p296) Lily is standing up for what she wants and is taking control of her own life, and is portraying the ego. By her decision making, planning and standing up for herself, it can be determined that Lily is the ego of this novel. Each of these characters has uniquely contributed to the psychological allegory that is present in this novel. T. Ray representing the id by his bad treatment of lily, his lack of caring for Rosaleen, and his selfish ways. May demonstrates the super ego by her caring, innocence, and perfection. And Lily portraying the ego, by her planning, decision making, and the way she stands up for herself. Through all of this proof it can be determined that there is a psychological allegory present in this novel.

Analysis of Theory Z of Management

Analysis of Theory Z of Management THEORY Z Definition It is a management theory developed by William Ouchi, describing the Japanese system of management characterized by the workers deep involvement in management, higher productivity than the U.S. Management model, and a highly developed system of organizational and sociological rewards. Ouchi contends that this management system can be used anywhere with equal success. Theory Z is an approach to management based upon a combination of American and Japanese management philosophies and characterized by, among other things, long-term job security, consensual decision making, slow evaluation and promotion procedures, and individual responsibility within a group context. Proponents of Theory Z suggest that it leads to improvements in organizational performance. The following sections highlight the development of Theory Z, Theory Z as an approach to management including each of the characteristics noted above, and an evaluation of Theory Z. Realizing the historical context in which Theory Z emerged is helpful in understanding its underlying principles. The following section provides this context. DEVELOPMENT OF THEORY Z Knowing the historical context in which Theory Z emerged is helpful in understanding its underlying principles. Theory Z has been called a sociological description of the humanistic organizations advocated by management pioneers such as Elton Mayo, Chris Argyris, Rensis Likert, and Douglas McGregor. In fact, the descriptive phrase, Theory Z. can be traced to the work of Douglas McGregor in the 1950s and 1960s. McGregor, a psychologist and college president, identified a negative set of assumptions about human nature, which he called Theory X, while those he categorised in Theory Y were more positive about human nature as it relates to employees. In McGregors view, managers who adopted Theory Y beliefs would exhibit different, more humanistic, and ultimately more effective management styles. McGregors work was read widely, and Theory Y became a well-known prescription for improving management practices. But in the 1970s and 1980s, many United States industries lost market share to international competitors, particularly Japanese companies. Concerns about the competitiveness of U. S. companies led some to examine Japanese management practices for clues to the success enjoyed by many of their industries. This led to many articles and books purporting to explain the success of Japanese companies. It was in this atmosphere that Theory Z was introduced into the management lexicon. This theory was presented by William Ouchi in his 1981 book, à ¢Ãƒ ¢Ã¢â‚¬Å¡Ã‚ ¬Ãƒâ€¹Ã…“Theory Z: How American Management can meet Japanese Challenge. Ouchi is Professor of Management at UCLA, Los Angeles, and a board member of several large US organisations. Theory Z was first identified as a unique management approach by William Ouchi. Ouchi contrasted American types of organizations (Type A) that were rooted in the United States tradition of individualism with Japanese organizations (Type J) that drew upon the Japanese heritage of collectivism. He argued that an emerging management philosophy, which came to be called Theory Z, would allow organizations to enjoy many of the advantages of both systems. Professor Ouchi advocated a modified American approach to management that would capitalize on the best characteristics of Japanese organizations while retaining aspects of management that are deeply rooted in U.S. traditions of individualism. Ouchi cited several companies as examples of Type Z organizations and proposed that a Theory Z management approach could lead to greater employee job satisfaction, lower rates of absenteeism and turnover, higher quality products, and better overall financial performance for U.S. firms adapting Theory Z management practices. THEORY Z AS AN APPROACH TO MANAGEMENT Theory Z represents a humanistic approach to management. Although it is based on Japanese management principles, it is not a pure form of Japanese management. Instead, Theory Z is a hybrid management approach combining Japanese management philosophies with U.S. culture. In addition, Theory Z breaks away from McGregors Theory Y. Theory Y is a largely psychological perspective focusing on individual dyads of employer-employee relationships while Theory Z changes the level of analysis to the entire organization. According to Professor Ouchi, Theory Z organizations exhibit a strong, homogeneous set of cultural values that are similar to clan cultures. The clan culture is characterized by homogeneity of values, beliefs, and objectives. Clan cultures emphasize complete socialization of members to achieve congruence of individual and group goals. Although Theory Z organizations exhibit characteristics of clan cultures, they retain some elements of bureaucratic hierarchies, such as formal authority relationships, performance evaluation, and some work specialization. Proponents of Theory Z suggest that the common cultural values should promote greater organizational commitment among employees. EVALUATION OF THEORY Z Research into whether Theory Z organizations outperform others has yielded mixed results. Some studies suggest that Type Z organizations achieve benefits both in terms of employee satisfaction, motivation, and commitment as well as in terms of financial performance. Other studies conclude that Type Z organizations do not outperform other organizations. Difficulties in the Japanese economy in the 1990s led some researchers to suggest that the widespread admiration of Japanese management practices in the 1970s and 1980s might have been misplaced. As a result, Theory Z has also received considerable criticism. It is unclear whether Theory Z will have a lasting impact on management practices in the U. S. and around the world into the twenty-first century, but by positioning target research at the organizational level rather then the individual level, Ouchi will surely leave his mark on management practice for years to come. Management Concepts Motivation: Believes that people are innately self motivated to not only do their work, but also are loyal towards the company, and want to make the company succeed. Leadership: Theory Z managers would have to have a great deal of trust that their workers could make sound decisions. Therefore, this type of leader is more likely to act as coach, and let the workers make most of the decisions. Power and Authority: The managers ability to exercise power and authority comes from the workers trusting management to take care of them, and allow them to do their jobs. The workers have a great deal of input and weight in the decision making process. Conflict: Conflict in the Theory Z arena would involve a great deal of discussion, collaboration, and negotiation. The workers would be the ones solving the conflicts, while the managers would play more of a third party arbitrator role. Performance Appraisals: Theory Z emphasises more frequent performance appraisals, but slower promotions. THE PRIMARY FEATURES OF THEORY Z 1. Long-Term Employment Traditional U.S. organizations are plagued with short-term commitments by employees, but employers using more traditional management perspective may inadvertently encourage this by treating employees simply as replaceable cogs in the profit-making machinery. In the United States, employment at will, which essentially means the employer or the employee can terminate the employment relationship at any time, has been among the dominant forms of employment relationships. Conversely, Type J organizations generally make life-long commitments to their employees and expect loyalty in return, but Type J organizations set the conditions to encourage this. This promotes stability in the organization and job security among employees. 2. Consensual Decision Making The Type Z organization emphasizes communication, collaboration, and consensus in decision making. This marks a contrast from the traditional Type A organization that emphasizes individual decision-making. 3. Individual Responsibility Type A organizations emphasize individual accountability and performance appraisal. Traditionally, performance measures in Type J companies have been oriented to the group. Thus, Type Z organizations retain the emphasis on individual contributions that are characteristic of most American firms by recognizing individual achievements, albeit within the context of the wider group. 4. Slow Evaluation And Promotion The Type A organization has generally been characterized by short-term evaluations of performance and rapid promotion of high achievers. The Type J organization, conversely, adopts the Japanese model of slow evaluation and promotion. 5. Informal Control With Formalized Measures The Type Z organization relies on informal methods of control, but does measure performance through formal mechanisms. This is an attempt to combine elements of both the Type A and Type J organizations. 6. Moderately Specialized Career Path Type A organizations have generally had quite specialized career paths, with employees avoiding jumps from functional area to another. Conversely, the Type J organization has generally had quite non-specialized career paths. The Type Z organization adopts a middle-of-the-road posture, with career paths that are less specialized than the traditional U.S. model but more specialized than the traditional Japanese model. 7. Holistic Concern The Type Z organization is characterized by concern for employees that goes beyond the workplace. This philosophy is more consistent with the Japanese model than the U.S. model. Overview Theory Z is basically the combination of best aspects of Japanese and American theories. The three theories bring forth three types of firms, which is Type J Firms, Type A firms and Type Z firms. To clearly understand the features of theory z an understanding of the theory J and Theory A is necessary. Features of theory J: Lifetime Employment Collective decision making Collective responsibility Slow promotion Implied control mechanisms Non specialised career Paths Holistic concern of employees. Features of Theory A: Short term employment Individual decision making Individual Responsibility Rapid promotion Explicit Control mechanism Specialized career paths Segmented concern for employees Theory Z picks the best feature from each and either incorporates it as it is, or slightly modifies the feature. The end result is the Theory Z which is referred to as Best choice for American firms. Features of Theory Z: Long-term employment Collective decision making Individual responsibility Slow promotion Informal Control Moderately specialized career paths Holistic concern for employees CONCLUSION According to Ouchi, Theory Z management tends to promote stable employment, high productivity, and high employee morale and satisfaction. Theory Z is focused on increasing employee loyalty to the company by providing a job for life with a strong focus on the well-being of the employee, both on and off the job.

To Kill a Mockingbird by Harper Lee Essay -- To Kill a Mockingbird Essa

Harper Lee has incorporated the representation of her most meaningful statement in the title of her novel, To Kill A Mockingbird. The many points of discussion which surface in Lee's book would certainly have partially submerged the parallel she created between Tom Robinson and the mockingbird. In any classic novel such as To Kill A Mockingbird, the myriad differences in thinking between readers allow for many different interpretations. The author of such a work, however, must constantly make decisions concerning the best ways to fulfill his or her purpose in writing; Harper Lee decided that the symbol of the mockingbird was not displayed prominently enough, and so made it the crux of her novel rather than one of its neglectable elements. With its seemingly unsuited title, Lee's book keeps readers waiting for the moment when a mockingbird pops up--and shows what the author truly wanted her audiences to find. When Jem and Scout Finch receive their first, longed-for air rifles, their instinctive desire to shoot birds is taken for granted. Their father refuses to teach them to shoot, but warns them that it is a sin to kill a mockingbird--the only time his children heard him call something a sin, reflecting how strongly he, and Lee, feel about this. After this order that they avoid their natural inclination towards shooting the colorless, brown mockingbird, Atticus tells his children that they may shoot as many blue jays as they like. These orders were certainly in opposition to...

What Drives Romeo’s Actions

What drives Romeo and his actions? Emotions can take over both your mind and your heart. For some, they tend to let their feelings get the best of them, therefore causing someone to do things because of how they feel. There are many examples for this in Romeo and Juliet but one stands out more than others, the character of Romeo. â€Å"Romeo, Romeo! Wherefore art thou Romeo? †(Act 2, scene 2, 33), Juliet asks this question, and it might get one thinking what kind of man is Romeo and what drives him and his actions.Romeo is a very passionate teenager who is driving by his emotions. He falls instantly in love with Juliet, just by looking at her. His shows his anger when he kills Tybalt, and Paris. Finally, his emotions push him to commit suicide. Romeo falls head over heels for Juliet the moment she steps foot into the ball. Once he lays eyes on her, he forgets about his pains and only thinks of her, and how beautiful she is. â€Å"Did my heart love till now? Forswear it, sight ! / For I ne’er saw true beauty till this night† (Act 1, Scene 5, 52-53), Romeo claims Juliet is the perfect girl.He instantly falls in love based on her beauty. Love definitely drove his actions. Anger is also an emotion that drives Romeo, especially when he kills both Tybalt, and Paris. That late thou gavest me; for Mercutio’s soulIs but a little way above our beads, Staying for thine to keep him company. Either thou, or 1, or both, must go with him (Act 3, Scene 1, 125-128) However, even if wanting to kill Tybalt is out of anger, there is still some love, in his reasoning.Romeo truly cared about Mercutio, and when Tybalt kills him, Romeos emotions get the best of him once again. He doesn’t really think of the consequences of his actions, and killing Tybalt is a decision that was mad in a second. Emotions are definitely presents when Romeo kills himself. â€Å"Here’s to my love! O true apothecary! /they drugs are quick. Thus with a kiss I die. â €  Romeo is only thinking about his love for Juliet at this point. Not realising he has so much to live for, and that Juliet isn’t really dead.All he wants is to be with her forever. Romeo is a young man, who is driven by emotions, and most of the time that emotions is love. He is very passionate and tends to listen to his heart, and not think before he does things. Whether it’s falling instantly in love with Juliet, killing people of anger, or killing himself, Romeo always lets his emotions drive him. Sometimes it can be a good thing, but when it comes down to it he’s emotions make him do something without thinking. What Drives Romeo’s Actions What drives Romeo and his actions? Emotions can take over both your mind and your heart. For some, they tend to let their feelings get the best of them, therefore causing someone to do things because of how they feel. There are many examples for this in Romeo and Juliet but one stands out more than others, the character of Romeo. â€Å"Romeo, Romeo! Wherefore art thou Romeo? †(Act 2, scene 2, 33), Juliet asks this question, and it might get one thinking what kind of man is Romeo and what drives him and his actions.Romeo is a very passionate teenager who is driving by his emotions. He falls instantly in love with Juliet, just by looking at her. His shows his anger when he kills Tybalt, and Paris. Finally, his emotions push him to commit suicide. Romeo falls head over heels for Juliet the moment she steps foot into the ball. Once he lays eyes on her, he forgets about his pains and only thinks of her, and how beautiful she is. â€Å"Did my heart love till now? Forswear it, sight ! / For I ne’er saw true beauty till this night† (Act 1, Scene 5, 52-53), Romeo claims Juliet is the perfect girl.He instantly falls in love based on her beauty. Love definitely drove his actions. Anger is also an emotion that drives Romeo, especially when he kills both Tybalt, and Paris. That late thou gavest me; for Mercutio’s soulIs but a little way above our beads, Staying for thine to keep him company. Either thou, or 1, or both, must go with him (Act 3, Scene 1, 125-128) However, even if wanting to kill Tybalt is out of anger, there is still some love, in his reasoning.Romeo truly cared about Mercutio, and when Tybalt kills him, Romeos emotions get the best of him once again. He doesn’t really think of the consequences of his actions, and killing Tybalt is a decision that was mad in a second. Emotions are definitely presents when Romeo kills himself. â€Å"Here’s to my love! O true apothecary! /they drugs are quick. Thus with a kiss I die. â €  Romeo is only thinking about his love for Juliet at this point. Not realising he has so much to live for, and that Juliet isn’t really dead.All he wants is to be with her forever. Romeo is a young man, who is driven by emotions, and most of the time that emotions is love. He is very passionate and tends to listen to his heart, and not think before he does things. Whether it’s falling instantly in love with Juliet, killing people of anger, or killing himself, Romeo always lets his emotions drive him. Sometimes it can be a good thing, but when it comes down to it he’s emotions make him do something without thinking.

5 grammar skills you need to master for career success

5 grammar skills you need to master for career success No matter what field you’re in, it’s likely that any given job description calls for good communication skills. At the top of this list is making sure your writing and speaking skills are top-notch. Let’s look at some of the key grammar tips that make your conversation and resume are polished and professional. 1. Use possessives correctly.This is one of the most frequent grammatical errors. Always take a minute to make sure you’re using the they’re and you’re  contractions for they are and you are. Their and your are possessive pronouns. These mistakes are often some of the easiest to spot for a reader, and they are so common from people of all backgrounds and education levels. If this is an issue that makes you nervous, one way to avoid this is to avoid confusion by not using contractions. It’s totally fine to spell out you are.Rule of thumb: If you’re making a contraction, you should always have an apostrophe. Possessive pro nouns never have an apostrophe.2. Don’t speak in the third person.Sometimes we (royal we) like to be extra formal in resumes or job interviews, because we want to present ourselves as highly dignified professionals. Resist that urge. Don’t go too informal (keep it professional, always), but it is absolutely okay to say â€Å"I† or â€Å"me,† and make it personal.Rule of thumb: You’re presenting yourself. You don’t need to hide behind the third person just to be fancy.3. Don’t use jargon or tons of abbreviations.Jargon is extremely popular on resumes, because you want the reader to know that you understand the ins and outs of an industry. You talk the talk, so that must mean  you’re an insider, right? Not really. Instead, you run the risk of turning off readers if they don’t quite get the same terminology, or if that jargon is hyper-specific to, say, your current job. It’s always better to keep things generic. An d if you do use abbreviations to save space, make sure you spell it out on the first use in your resume, cover letter, email, etc.Rule of thumb: Simpler is better. You never know who’s reading.4. Don’t use unnecessary capitals.Like jargon or being overly formal, extra capitals can be a crutch when we want people to Know What We’re Talking About. You may think you’re providing emphasis that draws the reader’s eye and makes your writing easier to read, but it really just complicates things unnecessarily.Rule of thumb: Only legitimate proper nouns (names) should have capitals.5. Proofread everything three times.I can’t emphasize this enough. All of us are prone to little mistakes when we write. This is especially true when you’ve written, rewritten, and edited a resume or cover letter so many times that you stop seeing what’s in it because you know it so well. That’s inevitably where the little mistakes creep in. If at all possible, get a trusted reader to review something official before you turn it in. Having an extra pair of eyes can help you spot blatant spelling or grammar errors, and can also help ensure that you’re making sense to the reader.Rule of thumb: Do it. Then do it again.