A Summary of Shakespeares Othello Essay - 852 Words

Desdemona is a stunning, youthful, white, Venetian debutante. She is her fathers pride and joy, but she refuses to marry any of the rich, handsome Venetian men that her surroundings expects her to spend the rest of her life with. Instead, she elopes with Othello – an older black man, an outsider to Venetian society. Turns out, this is a pretty intrepid move – Desdemona not only defies her fathers expectations (that she marry a white man of his choosing), she also thumbs her nose at a society that largely disapproves of interracial marriages. In this way, Desdemonas relationship with Othello speaks to the plays concerns with Sixteenth Century attitudes about sex, gender, and race. Desdemona withholds many attributes to the play Othello†¦show more content†¦When Desdemona asks Emilia if there are really women who would cheat on their husbands, she puts her lack of worldly experience on display for all to see. Her ignorance of how the world works, and her supposed ly trusting husbands belief in false statements, eventually leads her to the ultimate betrayal. Desdemona had practically depended on her husband to love her undoubtedly, but not in such a way that he had to do everything for her. Desdemona, as a character, remains the same throughout the novel. She never undergoes change relating to her state of mind, but rather to her well-being. She never withheld any interesting characteristics, unless you could say she was married to a King. Even the other characters from the play view Desdemona as neither a virtuous woman nor a whore, and nowhere in between. When Desdemona is first mentioned by her father, Brabantio, he refers to her as â€Å"A maiden never bold; Of spirit so still and quiet that her motion Blushed at herself† (Act 1, Scene 3). Throughout the play, Desdemona remains a very sweet, loyal woman to her Beattie 3 husband. No characters had necessarily effected her attitude, until closer to the end. Desdemona undergoes drastic change when she gets strangled by her husband, but to the audience’s surprise, she blamed no one but herself. As mentioned earlier, Desdemona was a very understanding woman, and she remained this way even until the day she died. DesdemonaShow MoreRelatedTragic Hero in Othelo by William Shakespeare996 Words   |  4 PagesConventions of Othello Shakespeare has been a part of the American Society for many years. Compared to other Authors, he has a different style of writing but within his own writings, they are all very much alike. He has written many plays including Othello and Romeo and Juliet. Shakespeare was a man who wrote plays that followed the same literary conventions. These conventions included tragic hero, fallacy, irony, and also suspense. A tragic hero is a male figure who is high in society and one whoRead MoreFrom Valiancy to Vengeance in Shakespeare ´s Othello794 Words   |  4 PagesHatred, in Shakespeare’s Othello, destroyed the lives of so many innocent people, creating an atmosphere of fear and mayhem. Jealousy turned into a deep hatred, and liberated the beast in man (Blooms major dramatists).This mayhem caused a substantial amount of destruction and led to the demise of many. Hatred in Othello starts with Brabantio, who claims Othello is a noble, respectable man. However, Brabantio hates dark skin and foreign roots, two attributes Othello possesses. Brabantio’s hatredRead MoreOthello: A Covert Discussion on Racism Essay1625 Words   |  7 Pagesset, and was trying in this creative way that the mind set of the people was not correct even for that time. How and why did Shakespeare purposely portray Othello the Moor as a tragic hero, like Hamlet or King Lear, or did this character redevelop over time, as society’s view on racism changed. This issue of race is not signaler to Othello alone but through out the play with all the other characters, such as the main antagonist Iago, and the prejudice Barbantio. I will also attempt to exploreRead MoreAp Lit- Othello Prompt-1979 Essay628 Words   |  3 Pagesmore sympathetically than we might otherwise think.   Avoid plot summary. A man falls into a violent epileptic shock from sheer anger and jealousy. Othello is an aspiring man, who under delusional rage, allows revenge to blind him and so he betrays the trust of friendship and marriage. Actions alone can merit the characterization of evil simply because some deeds are too purely vicious and malignant, however William Shakespeare’s Othello creates a character of far greater intricacy than sole action-Read MoreCharacterization For Disdemona And Desdemona By William Shakespeare845 Words   |  4 PagesUnfaithfulness of Husbands and Wives, Story Seven, an ideal woman was said to be faithful and a faithful woman would rather commit suicide than to commit adultery (Cinthio 32), while in Shakespeare’s Othello, an ideal woman is said to breastfeed and inquire about useless matters (2.1.159). Cinthio’s and Shakespeare’s use of characterization for Disdemona and Desdemona, respectively, demonstrates that the wives of men in the sixteenth century were to be gentle servants. Cinthio focuses more on the commonRead MoreMusic in Othello1633 Words   |  7 PagesMusic in Othello In Cyprus, observing the joyous reunion of Othello and Desdemona, Iago says to himself that he will wreck the lovers harmony: O, you are well tuned now! / But Ill set down the pegs that make this music, / As honest as I am (2.1.199-201). The pegs to which he refers are the tuning pegs on a stringed instrument. Their love is the instrument on which Iago is planning to loosen (set down) the pegs until the harmony is turned into discord. [Scene Summary] Because no one likeRead MoreEssay on Act One Of Othello2439 Words   |  10 Pages What Is Shakespeare’s Achievement In Act I Of Othello? Shakespeare’s own personal aim was not to write a social and political reflection of his era, as many contemporary readers believe, it was; purely and simply, to entertain his audience. This does not mean that there can be no social and political reflections within Othello, it means that the reflections are there, not for the sake of social and political commentary, but for the sake of entertainment and pleasure. Aristotle explained in â€Å"Poetics†Read MoreOthello And Ayad Akhtars Disgraced1116 Words   |  5 PagesGender issues are a prominent area of debate today, but it was just as controversial four centuries ago. A comparison of William Shakespeare’s Othello and Ayad Akhtar’s Disgraced shows that even though these societies appear very different, they share similarities in ideas of masculinity. While the rights of women have advanced over the last four centuries, the parallel between Amir’s treatment of Emily and Othello’s treatment of Desdemona illustrates that societal notions of masculine dominanceRead MoreThe Development of Othellos Character in William Shakespeares Play1169 Words   |  5 PagesThe Development of Othellos Character in William Shakespeares Play At the start of the play Othello is presented as a very confident character. He is a high ranking general in the Venetian army. However during the course of the play Othello is betrayed and manipulated by Iago, and the audience observes the unravelling of his tragic flawRead MoreExposing Racism in William Shakespeare’s Othello Essay2036 Words   |  9 Pagesfear unnatural a racist’s hate plagues a vulnerable community of black slaves, with religion and war corrupting diverse cultures in the attempts to purify the existence of sin. This enlightening argument of what inspires William Shakespeare’s to compose the play Othello contaminates romantic relationships, Before the integration of black-skinned people into Elizabethan culture, Christian ideology coalesce Satan’s appearance with babies born black, with such manifestations supported by centuries

Kent Roberts Is One Of The Character In The Book By Jonathan

Kent Roberts is one of the character in the book by Jonathan Mooney, who was diagnosed with ADHD. ADHD stands for attention deficit hyperactivity disorder. It is a condition which causes symptoms such as inattentiveness, impulsivity and hyperactivity within individuals. Kent struggles with his ability to conform to the ques of society. As a result, Kent has trouble managing time, being organized, achieving and maintaining goals and keeping a job. Despite his short comings, Kent is extremely gifted and comes from a family of gifted individuals. Kent Roberts lives in a small apartment with his wife Amanda and their two dogs. He comes from a line of unconventional and slightly strange relatives. Like Kent many could have been diagnosed†¦show more content†¦Reflecting on their story and their ability to live, Johnathan re-finds himself and realizes that its ok to be different. a. There are many events in the book that moved me emotionally, some of which made me very angry as I read them. On his book tour Johnathan traveled around speaking to many about his book and his ability to learn to fit in to main stream sociality, but on one of his trips he had to speak at a school in which his audience was a group of special education students. As the children arrived and prepared for his talk, a teacher said to the group of children will introducing him â€Å"Mr. Mooney used to be like you, Be respectful of Mr. Mooney. Try to act normal, OK?† (Mooney,2007,7). Of all people, how can a teacher tell a group of special education students to act normal? They are normal. It bothered me to my core. So many special education students are judged and bullied for being different. The world can be a harsh place; however, school is supposed to be an institution in which children of all back grounds should fill safe and at home. For an educator to tell her students to à ¢â‚¬Å"Act normal â€Å"is telling a group of students to not be themselves. 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Comparison of the lives of American, Chinese and Thai women Free Essays

string(66) " which sexual attraction theoretically should have no importance\." Recent decades have witnessed enormous and far-reaching demographic changes in the lives of American, Chinese and Thai women. These changes touch almost every aspect of life -education, marriage, divorce, employment, sexual behavior, childbearing, and living arrangements. In fact, it is difficult to avoid the media’s persistent messages regarding the new woman. We will write a custom essay sample on Comparison of the lives of American, Chinese and Thai women or any similar topic only for you Order Now We know that women are entering higher levels of education in unprecedented numbers, going into professions traditionally reserved for men, delaying marriage and remaining employed after they are married as well as after their first child is born, divorcing at higher rates, and heading a greater number of households. It is not surprising to find these changes the subject of intensive study by social scientists, policymakers, market researchers, as well as the media. From the perspective of the individual woman, the creation of a family through marriage is a major event. It changes her relationship to the family from which she came and provides her with a new set of roles, responsibilities, commitments, and expectations. It is a significant transition in the life course, one that has historically marked the entry into adulthood. The marital behavior of American women has significantly changed in recent decades, and this change has signaled a shift in the relationship of individual women to the family as a social institution and in the way women organize their lives. To begin with, changes in marital behavior since the 1950s point to a significant decline in the importance of marriage in the lives of American women. This decline is being met with a rise in the importance of the primary individual. More women are expected to remain single throughout their lives, those who do marry are marrying later, and marriages are more likely to end in divorce. Consequently, women are spending a smaller proportion of their lives married. Delayed marriage is related to the increasing numbers of young women living alone. However, the majority of Chinese women, rural and urban, it is still within the context of the family and in their performance of familial roles that they are judged. A fine worker who neglects her husband and beats her children is a bad woman. A fine worker who neglects his wife and beats his children is a fine worker. There have been major changes in the family in urban China. It is most certainly not the buffer (or barrier) it once was between women and the state, but it remains the unit of consumption, the primary caring unit for the weak, ill, or elderly, and its proper functioning is still seen as women’s responsibility. Here again, the rural family reflects the vast differences in China between city and countryside. Although it is no longer the only unit of production, that function in 1981 being shared with the production team, it still provides much of the family’s resources, and much of that production is women’s responsibility (Ebrey 1990). More importantly, even though the rural family is now a setting from which women of certain ages go out for varying periods of time to interact with the work world of men, it is still the natural habitat of women. Thai Family Law within the Civil Code contains many outright discriminatory items. For example, if a woman engaged to be married has sexual relations with a man other than her fiance, her fiance is entitled to terminate the engagement and seek compensation from the third party. An engaged woman does not have reciprocal rights. Similarly, if a spouse seeks a judicial divorce (as opposed to a divorce based on mutual consent), the husband is able to divorce his wife on the grounds of adultery but the wife cannot use this reason against her husband without proof that the husband has maintained and honored the ‘other woman’ as his wife ( NCWA 1995). Currently the marriage registration system affords women no protection from bigamous husbands, and neither do they provide women with protection against sexual abuse, sexual harassment, rape or domestic violence (NCWA 1995). Domestic violence (especially wife beating) is major family problem in Thai society but it remains underreported because of the social stigma attached to the victims and the perpetrators. One study on Status of Women and Fertility in Thailand conducted in 1993 interviewed 2800 women and found that one-fifth (approximately 600 women) reported having been beaten by their husbands. The highest concentration of women who had experienced domestic violence was in Bangkok. About 13 per cent of Bangkok women reported being beaten regularly and 47 per cent of these remained in the relationship within a submissive role, neither retaliating nor leaving (Chayovan et al. 1995). Traditionally Thai customs have discouraged marriage at a young age and the impact of urbanization and socio-economic development have reinforced this tendency leading to an increase in marriage age among Thais (Limanonda 1992). The last four census figures indicate that the age at first marriage for women has risen from 21. 6 in 1960 to 23. 5 in 1990. Nonetheless marriage is still the overwhelming choice with only a small number of Thais remaining single by the age of 50 (Limanonda 1992). The divorce rate is increasing especially in Bangkok where remarriage among younger divorcees is quite high. This increase in the marriage dissolution rate has resulted in a growing number of female heads-of-households. From the 1994 Household Survey, out of the total 15. 8 million households counted, 3. 2 million households (about 20. 1 per cent) were headed by women and these households had an average of 3. 2 family members. The average age of these women heads was 51 years old. The low levels of education and income prevalent among these single female heads of-households signifies a considerable burden for the women involved since they would most likely be the major provider of the economic and emotional needs of their household members. Chinese and American attitudes toward men and women differ even in situations in which sexual attraction theoretically should have no importance. You read "Comparison of the lives of American, Chinese and Thai women" in category "Papers" Many American women today share in the public life of the nation. A majority of them have gone to school with men, worked in the same offices with them, shared identical or similar interests with them, and have even fought them on broad social, political, and economic issues. American women can count among their ranks doctors, lawyers, high government officials, professors, industrial and commercial executives as well as laborers, police, clerks, and members of the armed services. One hundred years after the Opium War only a small minority of Chinese women enjoyed comparable distinctions. They also could name among themselves workers in various professions and occupations, no less than crusaders against social evils deeply embedded in Chinese tradition, but these few women towered above the illiterate majority who either did not hear about the privileged ones or looked upon them with idle curiosity. The reason for this lack of confidence is, however, not so obscure. To begin with, it is connected with the fact that many American women who work outside the home feel defensive. This is one arc of a vicious circle, for the more defensive women feel, the less confidence men will have in them. Why do educated American women who have had lengthy experience in a man’s world feel more defensive than their educated Chinese sisters who have but recently obtained equality and are only a small minority? The answer again lies in the underlying psychological patterns of the two groups. In the American individual-centered pattern of thought, sex, being diffused, appears whenever men and women meet. The boundaries defining when sex does or does not apply are simply not clear. Sexual attraction occurs without reference to time, role, and place. In the Chinese pattern, sex, being relegated to particular areas of life, does not pervade every aspect of life. Therefore, the Chinese male will react very differently to a show girl and to a woman professor. In the same way, the Chinese female will view different males from the standpoint of their diverse stations in life. To put it more plainly, for Americans, sex differences tend to overshadow situation. For Chinese, situation tends to overshadow sex. An American woman is always prepared to use her womanly charms whether her business is with a store clerk, her landlord, or her husband. She is likely to be pleased by any sign that her beauty is appreciated, whether the complimentary word or glance comes from a bus conductor, her pupils, or a business associate. Even a modern Chinese woman is sure to bring humiliation upon herself if she copies her American sisters in this respect. For in her culture, female charms and beauty are sexual matters, and should therefore be reserved for a woman’s lover or husband, or at least for a man whom she might marry. On the other hand, the American woman is, in male eyes, never separated from the qualities of her sex, even if her work has no connection with them. She feels defensive because the male resents her intrusion into what he considers his world, and he is resentful because she brings with her the advantage of her sex in addition to her professional abilities. The Chinese woman’s sexual attractions belong to her husband or fiance alone. She can safely invoke them only in the privacy of her marital situation. But for this very reason, once she has achieved a new occupational or professional status, the Chinese woman tends to be judged in male eyes by her ability and not by her sex. With sex confined to the specific areas of marriage or prostitution, working females have no need to be defensive when entering into traditionally male activities, and males have no cause to view them as transgressors. A socially desexed female is just as good as a socially desexed male. The system of resolving sexual transgression may come to a standstill in the case of transgression that crosses ethnic boundaries. We have seen that sexual morality is embedded in the communal social order primarily of the woman’s community. Matters are settled within the community, or between Karen communities with shared understanding of the processes for amending the breach. What happens, then, when a breach takes place with those for whom such sanctions are meaningless? The cooling ritual and subsequent marriage cannot be enforced. From a comparative perspective women in Thailand have suffered less discrimination than women in China. Indeed, gender relations in three Thai Kingdoms of Sukhothai, Ayudhaya, and Ratanakosin provided a positive template for the inscribing of a better status for women in the twentieth century. Even in this context the improvement in the status of women since the 1970s has been dramatic. Women’s activities have expanded in all spheres as a result of the economic growth of the nation and the accompanying social policy initiatives of successive governments, academic institutions and Non-Governmental Organisations (NGOs). Religious practice has supported the participation of women in worship. In Thai Buddhism a child should aim to gain spiritual merit for his/her parents in order to demonstrate gratitude to the parents for giving life to the child. Sons can perform this act of filial gratitude by joining monasteries and becoming monks. This avenue is not open to women but the exclusion of women does not imply that men have superior status to women. Daughters have other mechanisms for repaying debts of gratitude to parents that are equally as valid—they are simply different from those of sons. There is a clear shift in the nature of women’s participation in the national economy since the 1970s. Women have joined the wage-labor force in greater numbers than ever before with the expansion in jobs outside of the dominant agricultural sector. Traditionally agriculture was the main focus of economic activity for Thais and women were an integral part of the agricultural labor force. Women produced a considerable proportion of family and national income from their agricultural activities and played significant roles in marketing and selling the family produce and controlling the family finances (Chayovan et al. 1995). The rapid industrialization of the Thai economy over the past two decades coupled with the globalization of the international labor market have combined to generate large numbers of Thai women migrating from their homes to other centers for employment (Mills 1999). Women comprised the majority of those entering the Bangkok metropolitan area as the opportunities in the service and industrial sectors expanded. Women were preferred employees for the new jobs such as clothing and shoe manufacturing, the sorting of transistors, the assembly of pocket calculators and the handling of microchips for computer components. Thai government planners note that in four out of seven geographical regions the net migration of the female population has been consistently higher than that of men since 1980. They predict that this trend will continue until 2010 (NESDB 1992). The majority of these female migrants move into the large urban centers, have no skills or training, many have little or no knowledge of city-life and even fewer have a network for social and moral support at their destinations. The economic downturn since 1997 has also demonstrated that unskilled women workers remain the most disposable workers. They are often the first laid-off and few have access to severance or redundancy payments. Many of these women are single-parents or heads-of-households with a group of parents or children depending on their wage. The social security system in Thailand is currently too weak to provide support for these women and their families. Labor laws that guarantee severance pay or worker’s compensation need to be introduced across all sectors of the economy to ensure that these, the most vulnerable of Thailand’s industrial workers, are protected. In sum, employment for women in Thailand remains concentrated in the unskilled, or semi-skilled sectors and also in the informal agricultural sectors. Thai women have made considerable progress in the last thirty years. This results from Thailand’s comparatively equitable cultural traditions as well as the rapid economic development of the nation since the 1970s. However, certain groups of women remain at a severe disadvantage compared to men and consequently their potential to contribute to national development is often ignored or overlooked. The continued existence of these weak points, given Thailand’s favorable economic and cultural context, suggests that many opportunities for improving the status of Thai women have been missed. As greater numbers of women enter the administrative and political realms and with the continued support of international bodies like the UN, fewer opportunities should be missed in the future. At home, prostitution remains a long-term, growing and unsolved problem. Economic hardship remains the predominant reason for women to enter the sex industry. Lack of education combines with diminishing economic opportunities to create considerable incentives for women to become prostitutes (Cook 1998). Others are forced or lured into the profession by unscrupulous middle-men. Leaving their homes on the assumption that they will be working in factories, many girls find themselves tricked into prostitution instead. Some of the women traveling overseas do so illegally but the income they earn is generally sent home to support parents and siblings in desperate need. Needless to say the majority of these sex-workers work in adverse life-threatening circumstances. The illegal nature of the industry makes it very difficult to monitor numbers of women involved and the conditions under which they work. The work describes in detail a number of important changes in the fife course of American, Chinese and Thai women. The descriptions of behavioral change are arranged in a series of specific demographic topics – educational attainment, marriage rates, fertility, etc. – and then supplemented with an analysis of women’s attitudes over the last twenty years. All of these changes point to a rise in the primacy of the individual woman that is paralleled by a decline in marriage and the family. In general, these demographic changes have been driven by economic, technological, and cultural developments that have permitted women greater control over their lives. This new control is reflected in complex life-course changes that can be roughly summarized as a movement away from the orderly progression of the 1950s (student, then jobholder, then wife, then mother) to participation in several roles simultaneously. Works Cited Chayovan, Napaporn, Malinee Wongsith, Vipan Prachuabmoh Ruffolo. â€Å"A study on status of women and fertility in Thailand,† IPS Publication No. 229/95 (May), Institute of Population Studies, Chulalongkorn University, Bangkok, 1995. Cook, Nerida. â€Å"Dutiful daughters†, estranged sisters: women in Thailand,† Gender and Power in Affluent Asia, eds K. Sen and M. Stivens, Routledge, London, 1998. Ebrey, Patricia Buckley. â€Å"Women, Marriage, and the Family in Chinese History,† in The Heritage of China, ed. Paul Ropp. Berkeley: University of California Press, 1990. Limanonda, Bhassorn. â€Å"Nuptiality patterns in Thailand: their implications for further fertility decline,† Fertility Transitions, Family Structure, and Population Policy, ed. Calvin Goldscheider, Westview, Boulder, 1992. Mills, Mary Beth. Thai Women in the Global Labor Force: Consuming desires, contested selves, Rutgers University Press, Piscataway, 1999. National Commission on Women’s Affairs (NCWA). Women’s Development in Thailand. A report prepared by the National Committee for International Cooperation for the World Conference of the United Nations Decade for Women, Nairobi, Kenya (15-26 July), n. p. , Bangkok, 1995. National Economic and Social Development Board (NESDB). Population Projections for Thailand 1980-2015, NESDB, Bangkok, 1992. How to cite Comparison of the lives of American, Chinese and Thai women, Papers

The Improvement of Operational Activity

Introduction It is evident that the efforts to improve the performance of companies have been important ever since the commencement of the industrial era only because of the known well-documented practitioners in the area of performance improvement who were Adam, Baggage, Frank, Lillian Gilbreth, Taylor, Henry Ford Johansson and Olhager.Advertising We will write a custom critical writing sample on The Improvement of Operational Activity specifically for you for only $16.05 $11/page Learn More But ever since the 1950s, we are told that the competition between companies have over time increased as markets have also become increasingly global and there are however no signs that this competition will ever come to ease up. This increase in competition creates an even much greater need for first rate improvement methods that could sustain competitiveness through the origins of a number of the methods of operations that are in use today which lie in the strong development period during and immediately after the Second World War, principally in the United States of America. It is however these kinds of methods that were imported to improve Japan, whilst the original United States methods were however successfully imported and put to work in a Japanese way of working. Body It is however evident here that from just simple, basic concepts and approaches, the Toyota production system was therefore synthesized and as a result, it resulted in various additions and derivative methods like benchmarking. We are told that some of these methods resulted in the lean manufacturing concept, such that when the methods were introduced into the West, the implementation was often not that fully successful. Womack, Jones and Ross also asserted that most of the Western companies could still or are still referred to as â€Å"traditional† mass production companies (79). They however try to compare this with General Motors Company, which has several plant s in various parts of the world, several managers and sufficient workers. Therefore, the developments of such methods in Japan however, did spark a new round of thinking in the West and the development of a number of new improvement methods as a competitive counteraction against the Japanese movements like theory of constraints, business process re-engineering and kaizen which was called business process improvement.Advertising Looking for critical writing on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More All these methods could therefore have similar fundamental aims that could be used to improve the operations. There are different means by which they could set out to accomplish this, and also in their scope. But, a common failing system is that these methods do not offer decision support as to which performance factors are there to improve. However, when it comes to measuring the literature, it often lists specific mea surements to be made but this approach could also suggest that improvement methods are static. But since the operational activity could be referred to as dynamic, so must the improvement methods be. But we are also told in the paper that the methods chosen are from the most well known areas such as OD and TQM of which are not an attempt to covering up the complete set of the methods. Also, by identifying the steps used in the methods found in the papers, the similarities and the differences between the methods can however be identified easily. There is also a need to extensively range the changes and improvement methods described within the literature of which many of them are mainly because they are focused in presuming that some work has already taken place to identify the problematic area and thus selecting the tool (Stevenson 56). These ideas have do have practical implications in my professional life in a major way since the operations improvement mainly involves measuring, bot h as a diagnostic tool and also as a monitoring tool used to measure progress and results. It is however not that possible to be prescriptive as to what to measure, but since that depends on the nature of any problem and the area under the review. There are many methods available to use in the improvement of operational activity, some of which are relatively generic whilst others are specific to a given area of work. Most of them may or could have some fundamental similarities. But what could be the key to any given investigation is to mainly select the most appropriate method for the study. This therefore involves first selecting the key factors that need to be improved and then selecting a method or the methods that can focus on such factors. Therefore, when it comes to carrying out investigations, using selected techniques, it then becomes important to measure the progress and even the outcomes. This helps when it comes to the selection of an appropriate measurement technique or even a regime. Conclusion There are however, some methodologies and techniques that are therefore put across so as to aim at improving the effectiveness and the efficiency of operational activity. We have some examples such business process reengineering, such as total quality management and organizational development.Advertising We will write a custom critical writing sample on The Improvement of Operational Activity specifically for you for only $16.05 $11/page Learn More Some of these methods will differ from each other in how the so called improvement could be achieved and implemented and even what is there to be improved. It is evident that from a review of these methods that are based on the literature that is available, none of the above methods are particularly strongly believed to identify on what to improve or even how to find potential improvement on the areas. Works Cited Stevenson W. Operations Management. 8th ed. McGraw-Hill, 2006. Print W omack, J., Jones, D. and Ross, D. Lean Thinking Banish Waste and Create Wealth in Your Corporation. London: Simon Schuster, 1996. Print. This critical writing on The Improvement of Operational Activity was written and submitted by user Wayne L. to help you with your own studies. You are free to use it for research and reference purposes in order to write your own paper; however, you must cite it accordingly. You can donate your paper here.

Motivating Employees through Training and Benefits

Motivating Employees through Training and Benefits Free Online Research Papers The success of any organization depends on the ability of managers to provide a motivating environment for its employees. Motivated employees are more productive, happier, and stay with the organization longer. One of the primary tasks a manager faces is to find out what motivates their staff. By understanding employee needs, managers can understand what rewards to use to motivate them. Advanced economies are constantly evolving. There is a general sense that the pace of change has accelerated in recent years, and that we are moving in new directions. Central to these notions is the role of technology, particularly information technology. The implementation of these technologies is thought to have substantial impact on both firms and their workers. Globalization and increasing international competition also contribute to the sense of change. In this environment, greater attention is being paid to the management and development of human resources within firms. Education and training are increasingly seen as an important investment for improved prosperity- both for firms and individual workers. This paper studies what motivates employees and designing a motivation program based on those needs, drives, and expectations. NEW TRENDS IN HUMAN RESOURCE MANAGEMENT With todays workforce, becoming increasingly diverse, and organizations are doing more to maximize the benefits of the differences in employees, Human Resource managers are evolving from the old school sideline player to the front-line fighters. Organizations are relying on managers to get the people who get the job done, and of course, make the company money. People have always been central to organizations, but their strategic importance is growing in todays knowledge-based business world like never before. An organizations success increasingly depends on the knowledge, skills, and abilities of its employees, particularly as they help establish a set of core competencies, which distinguish one organization from its competitors. When employees talents are valuable, rare, difficult to imitate and organize, an organization can achieve a sustained competitive advantage. In order to compete through people, an organization has to be able to do a good job of managing their human capital: the knowledge, skills, and capabilities that add value to the organizations. Managers must develop strategies for identifying, recruiting, and hiring the best talent available. Develop these individuals in ways that are specific to the needs of their individual firms, encourage them to generate new ideas while familiarizing them with the company strategies, invite information sharing, and rewarding collaboration and team work. The basis on which compensation payments are determined, and the way they are administered, can significantly affect employee productivity and the achievement of organizational goals. It is generally recognized that firms that innovate are more profitable, grow more rapidly and create a larger number of jobs. Within a firm, the process leading to innovation requires a high level of human capital among workers. In order to participate fully in this process, workers must not only acquire strong basic knowledge through the education system but also need to have opportunities to acquire training in the labour market. Training taken within the firm could extend the knowledge acquisition process and help workers to renew or adapt previously accumulated skills and enable them to fully contribute to the improvement of productivity or to innovation (see Figure 1). Figure 1 Human Resource Managements front-line fight is to get the organization in order. Evidence points to a more active interest in and careful implementation of human resource management. Management is, by definition, getting things done through people. If managers are to increase productivity, reduce costs, and improve their organizations competitive advantage, they must focus on how properly manage personnel. Creating effective motivation and leadership, recruiting and retaining the right personnel, rewarding and treating employees fairly, establishing an environment that supports the people and benefits the organization, the Resource Manager looks towards a future with exciting challenges and opportunities for managing an organizations most valuable resource its people. UNDERSTANDING EMPLOYEE DRIVES AND MOTIVATIONS Definition of Employee Motivation The heart of motivation is to give people what they really want most from work. The more you are able to provide what they want, the more you should expect what you really want, namely: productivity, quality, and service. When you think about it, the success of any facet of your business can usually be traced back to motivated employees. From productivity and profitability to recruiting and retention, hardworking and happy employees lead to triumph. Unfortunately, motivating people is far from an exact science. There is no secret formula, no set calculation, and no work sheet to fill out. In fact, motivation can be as individual as the employees who work for you. One employee may be motivated only by money. Another may appreciate personal recognition for a job well done. Still another may work harder if she has equity in the business. The way I believe you motivate people is to make it clear not only what goals the company is trying to achieve but also why the goals are important to society. It is important that employees feel a sense of passion and deep interest in doing a good job, no matter how big or little the job may be. Matching the right job with the right person will further help to motivate employees. An employee who feels mismatched with their job will feel frustrated and motivation will decrease. Many individuals express frustration in performing the same responsibilities repeatedly . The ability of a company to structure career planning programs, including job rotations, skills training, and project management assignments are of interest to many employees. Providing immediate recognition for a job well done is most rewarding. This will likely ensure work to continue to be good throughout the day, week, or month. If recognition is only given at specific times, employees will only be motivated closer to the time the recognition or reward is expected. Advantages of Employee Motivation A positive motivation philosophy and practice should improve productivity, quality, and service. Motivation helps people: achieve goals; gain a positive perspective; create the power to change; build self-esteem and capability; manage their own development and help others with theirs. Disadvantages of Motivating Staff There are no real disadvantages to successfully motivating employees, but there are many barriers to overcome. Barriers may include unaware or absent managers, inadequate buildings, outdated equipment, and entrenched attitudes, for example: We dont get paid extra to work harder. Weve always done it this way. Our bosses dont have a clue about what we do. It doesnt say that in my job description. Im going to do as little as possible without getting fired. Such views will take persuasion, perseverance, and the proof of experience to break down. Basic Principles to Remember 1. Motivating employees starts with motivating yourself. A great place to start learning about motivation is to start understanding your own motivations. The key to helping to motivate your employees is to understand what motivates them. So what motivates you? Consider, for example, time with family, recognition, a job well done, service, learning, etc. How is your job configured to support your own motivations? What can you do to better motivate yourself? 2. Key to supporting the motivation of your employees is understanding what motivates each of them. Different things motivate each person. Whatever steps you take to support the motivation of your employees, they should first include finding out what it is that really motivates each of your employees. You can find this out by asking them, listening to them and observing them. 3. Recognize that supporting employee motivation is a process, not a task. Organizations change all the time, as do people. It is an ongoing process to sustain an environment where employees can motivate themselves. If you look at sustaining employee motivation as an ongoing process, then you will be much more fulfilled and motivated yourself. 4. Support employee motivation by using organizational systems (for example, policies and procedures) do not just count on good intentions. Do not just count on cultivating strong interpersonal relationships with employees to help motivate them. The nature of these relationships can change greatly, for example, during times of stress. Instead, use reliable and comprehensive systems in the workplace to help motivate employees. For example, establish compensation systems, employee performance systems, organizational policies and procedures, etc., to support employee motivation. In addition, establishing various systems and structures helps ensure clear understanding and equitable treatment of employees . THEORIES OF HUMAN MOTIVATION Hierarchy of needs theory Abraham Maslow proposed the theory called hierarchy of needs theory . Maslow believed that within every individual, there exists a hierarchy of five needs and that each level of need must be satisfied prior to an individual pursues the next higher level of need. As the individual progresses through the levels of needs, the preceding needs lose their motivational value. The five levels of needs, according to Maslow are 1. Physiological Needs These needs include food, water, and sex, which are essential for us to survive. If these needs are not met, then all other needs will not be a source of motivation. 2. Safety Needs This refers to the need to feel safe from physical and emotional harm. 3. Social Needs These needs are concerned with social interactions with others. The individual needs to feel a sense of belonging, affection, acceptance, and friendship. 4. Esteem Needs Esteem is concerned with the feelings of self-confidence derived from achieving something, and the recognition and prestige that comes with that achievement. 5. Self-Actualization Needs This level of needs is concerned with achieving ones full potential and dreams. It is only when these needs are met that workers are morally, emotionally, and even physically ready to satisfy the needs of the employer and the customers. Two-factor theory Fredrick Herzburg developed another popular theory of motivation called the two-factor theory . Herzburgs findings suggest there are two factors that contribute to employee satisfaction and dissatisfaction. The first is referred to as motivators, which includes responsibility, advancement, and recognition. The other is known as hygiene factors. These factors include the work environment, management, salaries, and company policies. Unsatisfactory hygiene factors can act as de-motivators, but if satisfactory, their motivational affect is limited without motivators. Thus, Herzberg has put emphasis on the psychological needs of the employees in designing jobs. Reinforcement theory Another theory, developed by B.F. Skinner, is the reinforcement theory . This theory is a behavioral approach. The main point is consequences influence behavior. According to the reinforcement theory, there are four ways to modify behavior. The first and most affective way is positive reinforcement, which refers to rewarding a desirable behavior to strengthen the likelihood that it will be repeated. The second way a manager can modify behavior is negative reinforcement, which is defined as removing a negative stimulus in the environment after the behavior occurs. Another way to modify behavior is punishment, which decreases the chances of the behavior to occur. The last method of behavior modification is lack of reinforcement. The idea behind this method is that if a behavior is not reinforced in any way that it will decrease in frequency, and be eliminated. Expectancy theory The last theory of motivation this paper will cover is the expectancy theory , proposed by Victor Vroom. Unlike the reinforcement theory, this theory is concerned with internal processes that an individual undergoes in order to decide whether they want to put forth the effort to strive towards a specific goal. According to Vroom, there are three important elements to consider when determining motivation. The first element is valence, this refers to the desire an individual has to achieve a goal or fulfill a need. The second element is instrumentality, this is the belief that if an individual gives a certain level of performance, then a desirable outcome is expected. The third element is expectancy, this is the belief an individual has about the relationship between effort and performance, if one exerts a high level of effort, then one can expect good performance. What motivates people depends on their perception of the attractiveness of the goal and its attainability. Regardless of which theory is followed, interesting work and employee pay are important links to higher motivation. Options such as job enlargement, job enrichment, promotions, monetary and non-monetary compensation should be considered. TRAINING Providing opportunities to learn new technologies, methods and accomplish new achievements are significant in capturing prolonged interest from high potential staff. Giving people the opportunity to gain exposure and implement new programs while building self-esteem and credibility is valuable for both the company and the employee. Opportunity and recognition of accomplishments can prove to be a much more lucrative incentive than any financial considerations a company may offer. Today organizational operations cover broad areas and require continuous training for effective job performance, evolutions in product areas, and corporate growth. In order to have effective training programs organizations can utilize a systems approach. Key areas of this approach include needs assessment, program design, and evaluation. Needs assessment begins with organizational analysis. Managers must establish a context for training by deciding where training is needed, how it connects with strategic goals, and how organizational resources can best be used. In designing a training program, managers must utilize principles of learning in order to create an environment that is conducive to learning. The evaluation of a training program should focus on several criteria: participant reactions, learning, behavior changes on the job, and bottom line results. There are two types of training, classroom training supported by the employer and on-the-job training supported by the employer. Classroom Training Classroom training (sometimes called formal training) is defined as training activities with a predetermined format, pre-defined objectives, specific content and progress that can be monitored or evaluated. Occupation appears to have a significant impact on the probability of taking classroom training, but not much on the probability of taking on-the-job training. The various categories of workers (except managers) are less likely than professionals to take classroom training. Thus, professionals not only have better access to training but they are also more inclined to take it, if available. Permanent workers are more likely than non-permanent workers to take classroom training (of around nine percentage points) and on-the-job training (five percentage points). Since firms are less likely to recover their investment in training for temporary workers, they will be less inclined to support training for these workers (especially the most costly training). Temporary workers may also be less interested in investing time in training if they see few benefits in it. Further, participation in classroom training increases with level of education, these two forms of investment appearing to be complementary. However, this effect appears to be limited to post-secondary education since the effect of a high school diploma (compared with no high school diploma) is not significant. Having a university diploma increases the probability of taking classroom training by 12 percentage points. The probability of taking on-the-job training does not appear to be substantially affected by the level of education. One possible explanation of this phenomenon is that this type of training is more useful at the beginning of employment in order to assimilate the characteristics inherent to the work performed, and that this applies to all workers regardless of level of education. On-The-Job Training By definition, on-the-job training is given during work hours and at the workplace (in a location that is not necessarily separate from the production facilities). On-the-job training involves four steps : 1. DESCRIBE the performance to be learned. 2. DEMONSTRATE how to do it. 3. REVIEW the employee doing it. 4. REINFORCE the employee for what s/he did well. If needed, Step 5 is REPEAT steps 2-4. Step 1 Describe DESCRIBE what the learner will be learning. In doing this, describe WHAT the task is, HOW it is done, and WHY it is done that way. Bear in mind, the ability to do something well usually depends on three components: Attitudes, Skills, and Knowledge. So be sure to describe the particular attitudes, or perspectives, that are vital to doing the task excellently. In addition, explain how excellent performance of the task is important to the company. Also, explain how it can contribute to an employees career development. Step 2 Demonstrate DEMONSTRATE how its done. If the tasks performance involves a particular speed, first demonstrate how its done at regular or full-speed, then demonstrate it at half-speed, or step-by-step. For the step-by-step demonstration, consider having the trainee/s read aloud the procedure for each step prior to you’re doing it, if applicable. Also, consider fortifying your demonstration with a follow-up visual aid (photo, video tape, computer CD). Step 3 Review Have the trainee try it while you REVIEW his/her performance. Before s/he starts, ease the tension by explaining, â€Å"No one expects perfection first time out. So just relax, enjoy it and give it your best effort - whatever happens will be fine.† If it is a complex multi-step process, suggest that the person refer to the manual between steps. Finally, if applicable, have the trainee explain what they are doing while they are doing it. Step 4 Reinforce REINFORCE the trainee for good performance. To do this, point out what the trainee did well and praise him or her for it. This is vital to creating a positive attitude and motivation to continue learning. Therefore, no matter how weak the persons first performance might be, always pick out the strongest aspect of their demonstration and commend them on it. General Benefits from Employee Training and Development There are numerous sources of online information about training and development. Several of these sites suggest reasons for supervisors to conduct training among employees. These reasons include: Increased job satisfaction and morale among employees Increased employee motivation Increased efficiencies in processes, resulting in financial gain Increased capacity to adopt new technologies and methods Increased innovation in strategies and products Reduced employee turnover Risk management, e.g., training about sexual harassment, diversity training CONCLUSION Every employee has a need for self-expression, entertains plans for professional development and career advancement, wishes to be accepted as family member, feel respect towards management and pride in his/her work, receive acknowledgment and reward, be listened to and trusted. Through strategic communications, it is manager’s duty is to share with employees’ company goals, market, industry and business information and futures plans, and invite employees to give feedback. We must learn how to place people in a role where they can use their abilities and make progress towards the realization of personal goals. Misplacements can cause a company substantial financial loss due to turnover, accidents, lawsuits, rebates, refunds, loss of customers and sales. Fair benefits and pay is the cornerstone of a successful company that recruits and retains committed workers. If you provide a living wage for your employees, you can then work on motivational issues. Without the fair living wage, however, you risk losing your best people to a better-paying employer. It is important for employees to know that management is aware of their existence, recognizes them, remembers their names and greets them. Managers who fail to greet employees or respond to greetings lead to a high degree of de-motivation, lack of trust, and disloyalty. We must learn how to create a corporate culture and a supportive work environment. This is done through leadership and management excellence, a human approach, effective human resources strategies, positive discipline, fair and just treatment to all, clearly defined policies, career and personal development training programs (including cross-training and job rotation), organizational communications, tools to facilitate communication, team assignments, reward programs, objective appraisals, adequate pay, benefits and company activities . Research Papers on Motivating Employees through Training and BenefitsThe Project Managment Office SystemAnalysis of Ebay Expanding into AsiaOpen Architechture a white paperResearch Process Part OneTwilight of the UAWIncorporating Risk and Uncertainty Factor in CapitalMarketing of Lifeboy Soap A Unilever ProductPETSTEL analysis of IndiaBionic Assembly System: A New Concept of SelfInfluences of Socio-Economic Status of Married Males

Facts About Idaho

Facts About Idaho Capital: BoisePopulation: 1,584,985 (2011 estimate)Largest Cities: Boise, Nampa, Meridian, Idaho Falls, Pocatello, Caldwell, Coeur dAlene and Twin FallsBordering States and Countries: Washington, Oregon, Montana, Wyoming, Utah, Nevada and Canada Area: 82,643 square miles (214,045 sq km)Highest Point: Borah Peak at 12,668 feet (3,861 m) Idaho is a state located in the Pacific Northwest region of the United States and shares borders with the states of Washington, Oregon, Montana, Wyoming, Utah and Nevada (map). A small part of Idahos border is also shared with the Canadian province of British Columbia. The capital and largest city in Idaho is Boise. As of 2011, Idaho is the sixth fastest growing state in the U.S. behind Arizona, Nevada, Florida, Georgia and Utah. The following is a list of ten geographic facts to know about the state of Idaho: 1) Archaeological evidence shows that humans have been present in the region of Idaho for many thousands of years and some of the oldest human artifacts in North America have been found near Twin Falls, Idaho (Wikipedia.org). The first non-native settlements in the region were predominantly those of French Canadian fur trappers and both the United States and Great Britain claimed the area (which was then a part of the Oregon Country) in the early 1800s. In 1846 the U.S. gained control over the area and from 1843 to 1849 it was under the control of Oregons government. 2) On July 4, 1863 the Idaho Territory was created and included present-day Idaho, Montana and parts of Wyoming. Lewiston, its capital, became the first permanent town in Idaho when it was established in 1861. This capital was later moved to Boise in 1865. On July 3, 1890 Idaho became the 43rd state to enter the United States. 3) The 2011 estimated population for Idaho was 1,584,985 people. According to the 2010 Census about 89% of this population was White (usually also includes the category of Hispanic), 11.2% was Hispanic, 1.4% was American Indian and Alaska Native, 1.2% was Asian, and 0.6% was Black or African American (U.S. Census Bureau). Of this total population, approximately 23% belongs to the Church of Jesus Christ of Latter-day Saints, 22% is Evangelical Protestant and 18% is Catholic (Wikipedia.org). 4) Idaho is one of the most sparsely populated states in the U.S. with a population density of 19 people per square mile or 7.4 people per square kilometer. The capital and largest city in the state is Boise with a city population of 205,671 (2010 estimate). The Boise-Nampa Metropolitan area which includes the cities of Boise, Nampa, Meridian and Caldwell has a population of 616,561 (2010 estimate). Other large cities in the state include Pocatello, Coeur dAlene, Twin Falls and Idaho Falls. 5) In its early years, Idahos economy was focused on fur trading and later metal mining. After becoming a state in 1890 however its economy shifted toward agriculture and forestry. Today Idaho has a diversified economy that still includes forestry, agriculture and gem and metal mining. Some of the states main agricultural products are potatoes and wheat. The largest industry in Idaho today however is the high tech science and technology sector and Boise is known for its semiconductor manufacturing. 6) Idaho has a total geographic area of 82,643 square miles (214,045 sq km) and it borders six different U.S. states and the Canadian province of British Columbia. It is completely landlocked and it is considered a part of the Pacific Northwest. 7) The topography of Idaho varies from but it is mountainous throughout much of its area. The highest point in Idaho is Borah Peak at 12,668 feet (3,861 m) while its lowest point is in Lewiston at the confluence of the Clearwater River and the Snake River. The elevation in this location is 710 feet (216 m). The rest of Idahos topography consists mainly of fertile high elevation plains, large lakes and deep canyons. Idaho is home to Hells Canyon that was carved out by the Snake River. It is the deepest canyon in North America. 8) Idaho is home to two different time zones. Southern Idaho and cities such as Boise and Twin Falls are in the Mountain Time Zone, while the panhandle part of the state north of the Salmon River is in the Pacific Time Zone. This region includes the cities of Coeur dAlene, Moscow and Lewiston. 9) Idahos climate varies based on location and elevation. The western parts of the state have a milder climate than the eastern portions. Winters are generally cold throughout the state but its lower elevations are milder than its mountainous regions and summers are generally warm to hot throughout. Boise for example is located in the southern part of the state and sits at an elevation of about 2,704 feet (824 m). Its January average low temperature is 24Â ºF (-5Â ºC) while its July average high temperature is 91Â ºF (33Â ºC) (Wikipedia.org). By contrast, Sun Valley, a mountainous resort city in central Idaho, is at an elevation of 5,945 feet (1,812 m) and has an average January low temperature of 4Â ºF (-15.5Â ºC) and an average July high of 81Â ºF (27Â ºC) (city-data.com). 10) Idaho is known as being both the Gem State and the Potato State. It is known as the Gem State because almost every type of gemstone has been mined there and it is the only place where the star garnet has been found outside of the Himalaya Mountains. To learn more about Idaho visit the states official website.

Zipcar case study Essay Example | Topics and Well Written Essays - 250 words

Zipcar case study - Essay Example New entrants required a lot of capital and skills to match this strategy hence barring them from entering the market. Zipcar charge cheap prices for long distances as compared to other rental companies. New entrants will find it hard to charge such prices. There are many substitutes in the market for car rental services. Indeed, buyers can easily choose to switch to other rental services if Zipcar fails to meet their needs. Buyers can use personal cars, family cars, public transport, or taxis. Buyers have medium bargaining power where they have a chance to switch to other rental services if Zipcar does not meet their needs. The market has many buyers but only few have the capacity to influence market forces. However, the increasing number of online buyers can influence market prices in the future. The synergy between the business strategy for zipcar and information technology is very important (Pearlson and Saunders 75). Zipcar uses information and technology to enhance growth by helping the company to offer improved and efficient services. The network effects that are part of the strategy for zipcar are zipsters. They are social networking technologies used to develop an online community (Pearlson and Saunders 75). The zipsters add value to the company by encouraging community development and creating good relations between Zipcar and the customers. As the CEO of zipcar, I realize that the services offered and the price of the services threatens my competitive advantage. To sustain a competitive advantage, I would offer flexibility services, maintain cars, and charge affordable