Factors Explaining Group Behaviour Education Essay

Factors Explaining Group Behaviour Education Essay Introduction: This essay identifies and discusses the reasons motivated me and my work sponsor to come here to study a master degree at Bangor. In this context, explained how I selected Bangor university, explain the ways of choices, background about Bangor university. The benefits I obtain when I finished my degree and my future plan after finished my master degree. Secondly defined term of leaning, explained learning approaches and the learning process, also how differ form one another. Brief description of learning theories such as behaviorism and Classical conditioning, however the definition of styles and his conditions. also discusses the group work which defined types of group formal and informal group and the classification of it , the reasons of how do people joint groups ,the stages of group structures which are forming ,storming , morning, performing and adjourning. Factors explaining group behavior includes internal and external factors, group structure, group process, group tasks and decision making group. In the last topic explained how to attempt to address the issues that related when people anticipate in group work ,the important issue that will be happen is multiracial group which discusses what the leader should be use the RAP framework which stand of recognize, anticipate and problem-solve. What has motivated you to study a master degree at Bangor? Motivation can be defined as a decision making process in which the person put some desired goals and then adopts specific behaviors to gain these goals. Also to satisfy their needs in life and happy with it. According to (Huczinski Buchanan 1991) motivation defined as a process of decision making do by individuals and through it select desired findings and derived the appropriate behaviours to achieve it. Huczinski Buchanan 1991) page 230. First of all I attend here to study at Bangor university to obtain several benefits, the purposes that motive me to came here representing in a lot of reason .firstly I am a banker working in bank in my country, the manager have a proposal to send some of the staff to do a master outside of my country, he has a lot of alternatives of universities abroad. He nominates many countries for example Malaysia, India and UK. He submit their proposal to the Board of Directors to a proof it, but the Board of Directors reply that is the better choice is to sent the employees to United kingdom , the universities in UK provide high standard of qualifications. They also offer more motivation to go ahead in your qualifications. And it offers more support to international students than any other country. The diversity of the UK cities which let you to meet many people from different areas that is chance to know new cultures and tradition from international student they influences me by different cha racteristics, beliefs, values and attitudes via sharing in accommodation, in classes, social activities and doing assignment in group this also have much advantages by sharing idea form multinational students. After Board of Directors agreed of the UK universities the manger transfer his proposal to the Training Department. The staff of it they ask question, how select candidates? After along meeting they decided to make course in mini-MBA and then choice best twenty and after it they sit to IELTS test. Fortunately I passed the test and I get opportunity to study a master degree at UK at Bangor University. Secondly how choice Bangor? The answer was meeting together the candidates, Training Department and H$H consultant. They did comprehensive research, gathering lots of information and began to make alternatives, some surfing internet and other make intensive communication and at the end the selection tend to Bangor University. Why? Because it have high ranking in the areas of banking and business research among the UKs universities, best educational system. They think Bangor has famous professors and lecturers especially in business collage, Bangor city is one of the most beautiful places in the UK,. On the other hand it very quiet suitable for studies. It has friendly people and lovely, cheaper stores, private rent available around the university, has many libraries and full equipped. My future plan is to improve a career in banking and finance in an internationally oriented bank. My objective is to work as a manager for one of the top investment banks in my country, or as a banking Advisor for any world banks. To gain this, I want to complete my academic knowledge and to take the Master Degree in Islamic banking and finance in Bangor University which provides me best background education to secure my future job.   Having this knowledge will allow me to better background in banking working. With changes in the world, in political, economic, and technological fields, I think that after world crisis all professional Islamic investment say Islamic finance the best ways which ably it in bank that particularly appear in by the lasted crisis in the US that any banks work in Islamic finance do not affected by it .   I am however open-minded and prepared to meet all challenges faced to me. I am trust that a Master Degree in Islamic banking and finance will brig me a c hance to build a successful career and become a good professional, contributing value to my future banks. (my own opinion before inter Bangor university ) What is your approach to learning? Leaning is now recognized is a shift in behavior as outcome of experience or practice, knowledge acquisition and obtain through study like skill in some thing example books, TV, newspapers, radio and internet . Also the people process of building understanding focus on experience from different sources, also inferred form change in behavior and performance, shift in memory, and outcomes experience. (Tessie J, Rodriguez, D. M.) Page 144. The learning granted or gift from god who somebody are cleverer than other they have fast understanding and remembering things. The learning is not exclusive to an education system. Learning starts before long time before apparent of large number of school or institutions. It spread rapidly after school came, there are a lot of different approaches of learning not only enter educational system which discusses and explained by many interested researcher. The learning process and learning approach is differ from one person to another the idea of that notion learn as individual learners have specific approach to learns so as individuals have different preferred approach for example some individual take information through specific ways and other find it impossible by this medium because it quite difficult to take it. This lead us to the types of which learners take information such as visual or auditory learners. There a lot of theories of approach learning like behaviourism explained o n the observation and mental activities also which humans and animals similar can be learned to do specific things. Classical conditioning this theory focus on acquisition, extinction, generalisation and discrimination. Learning style is recognised as a specific method in which an individual learns, learning mode which the best manner to understand and take information, gain skills and knowledge , strategies or habit like regular reading in deliberate educational that an individual displays. Cognitive style is also recognised in a set of different approaches, as a certain approach to problem-solving, focus on ability to think and understand things, especially complicated ideas. A typical or noticeable quality of someone or something of cognitive processing which are strange to a specific people. Regular or strategies, mental behaviours, randomly applied by an individual to problem solving. The expression preferences of learning has been used to relate the situations , environmental , encompassing, emotional, sociological and physical situation, that people learner would select to adopt comfortable position. Learning styles are not permanent a particular characteristic which people will often fallow it. Individuals getting knowledge  are able to do many different styles of learning in a lot of causes. might be use more than style according to Honey and Mumford (1986) (suggest that we in need of skillful to adopt one of four different styles in so as finished any given learning job in more satisfactorily) According to Honey-Mumford Model there are four type styles, activists which individual prefer action learning rather than reading or listening . Reflectors which individuals collect more information before making decision. Theorists, which to see the relationship between observations. And pragmatists which are keen to search and find new idea and use it. ). (ALAN PREICHARD 2009 p1-44). About my self the best approach to learn my self is practice learning, for example in my studies I prefer empirical study that base on home work , show in the lap also via a lot of media like TV or games . What issues do you anticipate in the group work? Any number of individual which perceive themselves to form a group and interact with each other to achieve specific goals. According to David Buchanan and Andrzey Huczynski say (group is tow or more people in face-to-face interaction, each aware of their membership in the group, each aware of the others who belong to the group, and each aware of their positive interdependence as they strive to achieve their goals) page 286. The group includes two types of groups, formal groups and informal groups. Formal groups are formal created to achieve specific task in the organization. In formal groups, the behaviors are serving the needs of the organisation to perform specific tasks. For example the staff of business school collages an example of formal group. Informal groups are not created formally, unplanned by the organization are basis on common interest. The groups divides into, task and command groups are related to formal groups, whereas friendship and interest groups are naturally created. Group command this group is forms by the power of the leader in the organization. Task Group, this refers to individuals who work combine to execute a job task. The important issues face or encounter any body joint in work group represent in why do people joint in groups , stages of group development ,the factors inside organization and out side organization affect the group behaviour which explain why are many group performances successful and others unsuccessful?, group structure and group process ,and finally the group decision making. About my self I work in a bank and my experience six years. I jointed in many group work during working all points I mentioned above I think is important issues face any individual group members which any body anticipated occur or happen during groups work , most authors and researchers talking and discussed this issues . Why Do People Join Groups? People join in group for many reason personalities and organizational. The personality includes, security to joined in group individuals will decrease risk of appearing responsibility alone, because they afraid from threats. Status, by joining a group, members can have recognition and status. Self-esteem, in order of more confidence. Affiliation, they become more close relationship to achieve best result. People can enjoy the continuous interaction with each others. Power, There is more power in great numbers. On the other hand for organizational reason includes flatter structures, perform tasks, improve productivity and quality and more motivation in order to provide support reward sense of belonging. Stages of Group Development: Group development in common passes via five stages. According (Tuckman 1965, Tuckman Jensen 1977).Forming, this phase is featured by the group responsibilities and roles, also group purpose, goals and external relationships. Storming, this phase is featured focused in the main objective and avoid conflict. There is conflict between the leader and members group. Norming, this phase is characterized by complete relationship and best cohesiveness and the decisions making sharing among whole group. Performing, In this phase the group known what is doing and why, put the strategic into action and apply it as it planning, focus on over -achieving objectives. Adjourning, In this phase, the task has been finished or achieved the group members can go to an other new job, and be ready themselves to go their on ways. (David Buchanan and Andrzey Huczynski, page 305) Factors Explaining Group Behavior Why are many group performances successful and others unsuccessful? The solution includes many internal and external variables which influence the ability of the group member, the group size, the conflict level, the consideration of group norms, homogenous represent on routine and standard task, the level of cohesiveness. Members education such as experience and training, job design ,motivation of employees and attitudes, also diversity training , gender, and academic major, personality orientation. The individual factor must be followed first because are effect on the outcomes of group. Also the are many external factors which affect the group performance , so every work groups are influenced by conditions come from outside like overall strategy of the organisation, government regulations , structures authority, official regulations, resources or the input represent by skills, knowledge and abilities and personality , process selected by the employees, system of reward and evaluatio n the performance , the culture of the organization physical work setting, the traits of groups affect the performances of group which influence outcomes of whole group members . Group Structure and group process The group structure act as the main issues face the groups when work to gather because of the behavior of members are unclear and possible to do predict inside the group as well as the outcomes that you planed. There are many different factors which affect the group behavior. They include the leader of group like unit manager, employee charge or responsible for workers, project manager or committee president. The roles of any member, norms are necessary because they help and support group and let it go on and survival, help to predict behavior, reduce the clash between the group individuals and give individual to express the main values or attitudes of the group, status group is important to classification of group among the other, size of group which make Social loafing is that some people of the group tend to do less effort than other when they work to gather in the group, the group composition is an important factor for predicting groups behavior. Heterogeneous groups tend to perf orm better than homogeneous groups over the long run. The level of group cohesiveness is group individual attracted help others in order to motivated whole group and to stay together to achieve tasks. Group Processes is important such as ways of communications each group individual support each other to provide information and exchange information between other so as to solve problems, decision process, chair group behavior and conflict reaction. During social loafing obtains opposite outcomes of using individuals, the positive results when the out pot greater than input. (David Buchanan and Andrzey Huczynski page 318-335) Group Decision Making Decision-making in groups or an organization is the important task made by group members in order to choose the best alternatives that doing by group member which represent the outcomes, may in all departments of the organization be able to be used. At this point, when a decision maker chooses a particular action, he does so with full background of the power and diversity of alternative opinions. He does so, however, using his own notions of the severity of the reactions and disappointments of the individuals whose own prefer- ences for some action has been shunted aside, if not ignored. This problem of how to combine the action preferences of individuals with differing values (utility functions) has been studied intensely in recent years. A basic question concerns the degree to which a group of individuals with differing utility functions can agree upon a single, group utility function. Under certain axiomatic assumptions, Arrow (1963) has shown that such agreement is impossible. Un der other assumptions, however, agreement is possible. If, for example, there is a single decision maker who wants to take every group members preferences into account, but who will make the ultimate decision himself (this is the context we are assuming throughout), then no contradictions of this type arise. (Kirkwood 1972). During my work, I work in country have a big diversity, the population composed form different tribes and have different tune speaking and values, attitudes and ethnics so as difficult to work in group and to forming group work until arrived to decision making (outcome) . . 4-How will you attempt to address these? Whereas people joint group come from different races to interact together to doing a work or job I think some problem or causes should be occurred in all the stages of group which I explained above, from forming a group to finish the job and making decision for specific goals. So as the manger or the group leader should be aware of this important issues might be happen and failures group continues. The important issue may be happen the race because it is much apparent when group members joint for different multiracial in the group that must be forming this is called multiracial group. To mange or control multiracial group according to Davis Galinsky and schopler (1995) (urge that the leader use the RAP (recognize, anticipate and problem-solve) framework which stand of recognize, anticipate and problem-solve. Recognizing crucial ethnic , cultural and racial differences in any group work requires the manger to be both self-aware and aware of racial dynamics of the group. A manger of mu ltiracial group needs to be aware of personal values and stereotypes. Recognize racial ethic and cultural differences among the members of group. Respect the norm, cultures and customs of the population represented in the group, familiar with resources in the community that responsive to the needs of racial component of the group, be aware of various forms of institutional discrimination in the community and their impact on various populations of groups, and racial tension in the community also. Anticipating how individual members will be affected racial issues prepares the leader to respond preventively and inter-preventively when racial issues arise. The leader should anticipate potential sources of racial tension in the group when members formulate their group goals and when the leader structure group work. To anticipate tensions and help members deal effectively with them the leader should be seek to include more than one member of any given race, develop a leadership style that is culturally appropriate to the groups specific racial configuration, treat all members in respect and equality ,seek to empower members to obtain their rights particularly if they are been victimized by institutional discrimination or other forms of racism in the community , encourage development of norms in mutual respect and appreciation of diversity. The last element is solve-problem which the leader should be use solve-problem approach by the evaluation and generating alternatives, use conflict resolution approach include role reversal, empathy, inquiry, use intervention and goal that are culturally acceptable and appropriate for all members of the group and provide some rules in problem solving and conflict .( Charles Zastrow, Karen K. Kirst-Ashman 2010-2007, P359-360.) Conclusion To conclude, this essay has explained factors which motivated me to study master degree at Bangor university, focus on the reputation of it academics ,staffs, and area, also my future plan after complete my study at it. The definition of learning, approach of learning and styles of learning any my styles learning during my live. However the most important issues anticipate occur or happen in a group work as general and my experience work such as, why do people joint in groups, stages of group development, the factors inside organization and out side organization affect the group behaviour which explain why are many group performances successful and others unsuccessful?, group structure and group process, and finally the group decision making. Although how will you attempted to address this issues I mentioned above which I focus on multiracial group I think it is important issues face in my work experience which must be mange or control by RAP framework which stand of recognize, antic ipate and problem-solve, which the leader should be do in recognize, anticipate and problem-solve.

Equal Opportunities Approaches & Managing Diversity

Abstract The aim of this paper is to analyze the similarities and the differences between two popular approaches in today’s human resource management: equal opportunities approach and managing diversity approach. While the managing diversity approach focuses more on business efficiency, the equal opportunities approach concentrates on equal treatment of employees in a bureaucratic sense. The paper begins with definitions of both approaches; continues with explaining differences and similarities of both approaches comparatively.The relative superiority of the managing diversity approach for business organisations with respect to equal opportunities approach is gone through followed by a conclusive part. There have been considerable positive developments against discrimination of employees recently through legislation, while initiatives for equality and affirmative action programs were developed as well (Zafree, 2010). These steps have served to take unemployment levels and work place discrimination of the disadvantaged groups that are discriminated due to their races, ages, religions, gender, down.The equal opportunities approach, concentrates on equality and justice at workplaces (Zafree, 2010). The equal opportunities approach can be said to be a liberal school of thought usually supported by legally binding regulations, which influences actions and behaviours at workplace through legislation with formalised procedures and policies. Through policies applied through equal opportunities approach, employees and potential employees are able to exist and compete on equal terms with respect to race, gender, disability, religion etc.In other words, equal opportunities approach assumes that discrimination stems from unequal treatment of individuals. It can therefore be said that, the equal opportunities approach analyses employee and employer relationships directly from viewpoint of public, state and employees; while the focus is less for employers' situation. T he main idea behind equal opportunities approach is promoting rights of all members in the society (Torrington, Hall and Taylor, 2008, p. 576) regardless of their social, cultural, religious or ethnical backgrounds.As a result, this approach is less about the outcomes or results of working in a socially and culturally diverse environment, but on the opportunities that can prepare or lead to such an environment. From this point of view, equal opportunities approach is not directly interested in affecting employee satisfaction or product efficiency of an organisation. However, it concentrates on the equalising opportunities pertaining to positing within an organisation. There are several stereotypical characteristics in organizations that can lead to discrimination (Bekyan, 2010).With equal opportunities strategy, human resource managers are driven with an emphasis on positive action, or creating a more balanced mix of staff, permitted under all strands of the discrimination such as à ¢â‚¬Ëœstaff training', ‘flexibility of dress', ‘providing assistance with child care' and so forth. According to Equality Act (2010), age, disability, gender reassignment, marriage and civil partnership, race, religion or belief, sex and sexual orientation are the factors that are to be protected during employment process; which are directly aimed at through equal opportunities approach.On the other hand, managing diversity approach is a concept that was first applied in the United States in 1980s as a reply to the demographic modifications within the labour force, global competition, while it was also a reaction to the introduction of equality legislation and practices (Strachan, French & Burgess, 2009, p. 1). The managing diversity approach accepts that the workforce is composed of a diverse population, including diversity factors such as age, background, sex, disability, personality and work style (Kandola and Fullerton, 1998, p. ). Controlling and helping co-existenc e of these differences help creating a more productive workplace environment, where everybody would feel valued and their skills fully utilised, finally leading to achievement of organisational goals (Kandola and Fullerton, 1998, p. 8). The managing diversity approach concentrates on the positive action as the equal opportunities. This strategy goes beyond the law, focusing on the differences between people, who are considered as added value in an organization. Bartz et al. 1990) have found that the main issue of the managing diversity strategy is to understand that there could be diversities within the workforce; as well as these diversities, if correctly managed, lead to higher efficiency and effectiveness at workplace. There are examples of diversity factors such as race, culture, disability, gender, and so forth. Kandola and Fullerton (1998) have shown that within workforce there are different types of individuals with different characteristics through managing diversity approac h.The diversity consists of ‘visible' and ‘non-visible' differences such as gender, race, disability, etc. For every individual to feel valued, managers have to harness these diversities (Kandola and Fullerton, 1998, p. 19). However, in this way there will be dynamic and working environment, where all the different talents will be used and the goals of the company will be met. The ability to show empathy for the employers will in turn affect the workforce positively, where people are going to feel that they are not alienated.Then, it will be much easier to increase workforce efficiency for the managers using ‘managing diversity' approach. Managing diversity approach can be thought as a more sophisticated approach compared to the equal opportunities approach. On the other hand, it might not be right to think these approaches as completely different from each other, for managing diversity approach is probably a result of the development of equal opportunities thought of school. Nevertheless, there are some differences -rather than similarities- between the two schools of thought.Equity legislation – pertaining to the equal opportunities approach – concentrates on the crucial issues within disadvantaged groups of individuals in the labour market. However, managing diversity approach does not recognise groups overtly, but talks predominantly about individuals. From this point of view, equal opportunities approach is externally imposed, leaning mostly on legal, legitimate and legal concepts compared to the equal opportunities approach.As a result, application of equal opportunities approach is usually perceived as a cost for organisations (Foreman, n. d. ), which is not a directly profitable step for the organisation. On the other hand, managing diversity is usually an internally driven concept, aiming at helping the organisation realise its business goals (without legal coercion), as a result, this approach is a kind of investment t o the human resources of an organisation and therefore is not considered as a financial burden.So, given the two approaches, the managing diversity approach is more prone to be perceived as an efficient and effective methodology to enhance workforce satisfaction, which will affect productivity positively as a result. According to Strachan, French and Burgess (2009), managing diversity approach promotes individual differences, while they target practices in one company at particular groups of individuals, which is not directly the case for equal opportunities approach.This is due to the fact that equal opportunities approach is more legally binding, taking less notice of work environment efficiency comparatively. As a result, managing diversity approach enables strategic integration among employees, focusing on outcomes (of the working activities); while equal opportunities approach is operational and concerned with the process of the work, rather than its outcomes (Foreman, n. d. ). So, differences are problems to be solved in equal opportunities approach, where assimilation of these is promoted. However, differences are assets for organisations using managing diversity approach, for it helps boost organisation's production goals as a result of increased employee satisfaction. It can be said that, the equal opportunities approach does fail to recognise the real value that could be lying beneath differences (and diversities), while for managing diversity approach these are precious assets for the organisations.The main concept of managing diversity approach is the belief that organisations have to use benefits stemming from the multicultural environment. Therefore, it is in companies' interest to recognise and satisfy the needs of the workforce. On the contrary, the framework for equal opportunities within the working environment is built on a human rights point of view, which is obligatory rather than a desired process. However, when something is an obligation, it is not easy to assume or assimilate it as a useful feature for organisations.The main idea for equal opportunities regarding working environment is that individuals should not be discriminated, while the decisions in the institutions should not be founded upon individual characteristics. Even though issues related to human rights are universal, approaches for managing diversity differ among societies, sectors or countries depending on demographic, legal, social and economic parameters (Strachan, French and Burgess, 2009).On the other hand, for equal opportunities approach such relativity might not be possible, for the policies and tendencies for this approach are based more on bureaucratic and legal requirements rather than business and managerial needs. Focus of action for equal opportunities school of thought is on group activities aiming at development of groups – rather than individuals – within the workforce; which are usually legally required (Foreman, n. d. ). This can be a bit problematic, for ignoring individuality can lead some other problems within an organisation.On the other hand, managing diversity approach leans on universal initiatives focusing on the development of all individuals in theory. In addition, Strachan, French and Burgess (2009) have found that equal opportunities approach recognizes discrimination of people in a society, which happened in the past and is still continuing, implying a narrow view of positivist knowledge base. This could be discouraging to establish empathy among members of that society or the members of the workforce under focus.Equal opportunities approach looks for abolition of the discrimination as well as for protection for weak groups subject to discrimination. However, this can also lead to some subjective and biased policies for member of not weak groups as well. In contrast, managing diversity is not concentrated on historical and ongoing discrimination in the organisations or in the society , implying a wider and pluralist knowledge base comparatively (Foreman, n. d. ).Organisations that pursue managing diversity approach are able to synthesise equity principles with pragmatism, turning the requirements imposed by equal opportunities approach into an advantage – rather than a bureaucratic burden – for the organisation (Humphries and Grice, 1995). This is a positive feature, for both employees and employers will feel less burden stemming from bureaucracy, because with the managing diversity approach they will be making steps to improve the business and themselves, while this will not probably be the case for equal opportunities approach.While equal opportunities approach aims at forcing organisations to exert policies against discrimination, organisations that apply managing diversity approach are aware that they can get further benefits by extending the conditions required by equal opportunities approach, and increasing both employee satisfaction and prod uct efficiency of the organisation. So, forcing organisations will only result in more submission. However, this will not affect workforce peace and efficiency as desired.This is due to the fact that it will then be something that is imposed by legal institutions, rather than an outcome of a mutual demand of employees and employers. However, existing equal opportunities policies do not necessarily have to prevent managing diversity attempts. Organisations can make steps to transcend equal opportunities approach using developed and refined managing diversity policies. According to Thomas (1990), managing diversity approach and equal opportunities approach can co-exist within an organisation.Organisations that have adopted managing diversity approach do usually cover and adopt requirements of the equal opportunities approach. On the other hand, organisations that have adopted only equal opportunities approach might not be covering the requirements of the managing diversity approach. T his is a result of the fact that, equal opportunities approach is more focused on theoretical and formal necessities, while managing diversity is an outcome of real life business world needs and requirements.Organisations that apply equal opportunities approach and managing diversity approach are comparatively superior to organisations, which do not adopt these approaches (Kandola and Fullerton, 1998). It should also be added that organisations that adopt only equal opportunities approach are less superior to organisations that adopt managing diversity approach, for the latter approach is more related to and focused on contemporary problems of workforce.As a result of the points gone through in this research, it can be said that managing diversity approach is a more individual and business-oriented version of equal opportunities approach, for it is more strategic, internally driven and goal-oriented unlike the equal opportunities approach, which is externally driven and focuses on a narrower scope such as equality of opportunities, therefore functions on operational rather than strategic basis.Managing diversity approach can be developed and criticised by organisations, which is not the case for the equal opportunities approach imposed by governments and legislation. In addition, promotion of diversity by the managing diversity approach is another superior point, compared to the equal opportunities approach that aims at assimilation of diversities, which is not a promising concept for employees not belonging to mainstream social strata from ethnical, religious, social or cultural points of views.

The “New World” Explorer

A common instrument of writers is to explore a terrain or new culture through the eyes of a stranger.  Ã‚   A stranger would seek to explore and discover all the facets and aspects of his new environment.  Ã‚   On the other hand, to introduce the world through the eyes of a resident becomes dull in time as the resident, having been familiar with most of the workings of his world, would leave much of it that is not within his immediate vicinity unmentioned or unsaid. In both the stories Benito Cereno and Daisy Miller, the protagonist is an American.  Ã‚   He also has had some familiarity of his environment, but not enough not to make him less of a stranger. This identity is beneficial, as the United States is psychologically set apart from the traditions of Old Europe, and even that of Spanish America.   The protagonists suddenly become pioneers, in their attempts to discover more of their immediate strange and unfamiliar territory.  Ã‚   This â€Å"New World† effect is more enhanced as outside of the limited perspective of the protagonist, the author carefully and quietly arranges appropriate symbolisms of object, expression and style to give a subtle reference to the traditions, American for Henry Melville, and European for Henry James. The immediately recognizable symbolism seen by the protagonists in Benito Cereno and Daisy Miller is represented through the symbolism of object.  Ã‚   These are embodied in concrete landmarks that have deeper context in their respective traditions.  Ã‚   In 19th century America, in Benito Cereno the landmark was the ship of the Spaniard, the San Dominick.  Ã‚   The ship embodies the restless, pioneering spirit, which first brought Europe in contact with the Indians of the Americas; it later becomes the lifeblood of the European colonizers, particularly the Spanish, in the form of the Galleon Trade and the Slave Trade.  Ã‚   It is therefore noteworthy that San Dominick represents both institutions in its housing both treasure and African slaves (Melville, 140). Henry James’ Daisy Miller depicts the landmarks as the landscape of the mountains across the Vevey lake, the Chateau de Chillon, and the Colosseum.  Ã‚  Ã‚   The castle represents the hundreds that dot Europe’s country, having been once the social and cultural centers from Medieval times even to the 18th century, when ruling families and aristocrats reigned in lavish palaces and mansions.   The Alpine mountains are a sight common in southern Europe: from Switzerland, Italy, southern Germany and Austria, and is reminiscent of its kin west in the form of the Pyrenees.   The use of French, from terminology to architecture, represents the dominant influence of the French since the Enlightenment, and the imagery of Rome—from cobbled streets to Colosseum likewise symbolize the preservation of Europe’s antiquity throughout its reverting to contemporary times. The fear depicted in both works, meanwhile, are symbols of expressions that, in their descriptions, also indicate the respective mindsets of the peoples of those times: for instance, in the period of Benito Cereno, the threat of piracy was a very real danger encountered by any captain.  Ã‚   The ship was the lifeblood of trade between nations, and in Spain’s case between Empire and colonies. Captain Delano’s spasms of panic at the possibility of the Saint Dominick crew being pirates were understandable. Social etiquette was at the center of the â€Å"gentleman’s world† in European social circles.  Ã‚   The fears were more directed at what harmed this â€Å"social order†: scandal.  Ã‚   Thus, in Daisy Miller, the growing fear in Daisy’s open associations with men of questionable character was that it fomented a scandal among social circles, as behavior that openly defied social norms. Discrimination also plays a substantial role in the fears, which feeds off the protagonists. Captain Delano’s worries are fed by the liberal actions of the Spanish captain towards the various incidences pointing to the African’s seeming â€Å"equality† with the Spaniard—the unpunished abuse by a slave boy towards a Spanish counterpart, the reactions of two slaves upon the brusque action of one Spaniard and the treatment of the African slave-prince Atufal’s defiance (Melville, 166).   Winterbourne’s fears are borne from the disapproving observations of the women of Daisy’s associations, as is described in Daisy Miller, as well as her habit of going out at night with a total stranger—once attempted with Winterbourne, then actually acted on with Giovanelli. The symbolism of structure and style is one that can be discovered after the second and third reading.  Ã‚   It gives the reader an indication of whether, like the American tradition, the narrative is one linear and direct and practical or uses subtle undertones, as is done in European cultures.  Ã‚   In Benito Cereno, the paranoia of Captain Delano grows through different images: the sight of the Ashantee slaves with their hatchets (Melville, 161), the comings and goings of members of the Spanish crew (151, 153), and the hushed conversations of his host and the African aide (153). When the ruse is finally discovered, the resolution is swiftly conveyed through an American expedition (189-192). In contrast, European literal tradition is more reflective and focuses on the varying subtleties of movement and speech.  Ã‚   The resolution, then, is less clear if the layers of meanings of the scenes that preceded it was not easily understood.  Ã‚  Ã‚   It was therefore, in Daisy Miller, through the careful study of the exchange of words between Winterbourne and Daisy in Chateau de Chillon leading to her sudden change in demeanor, her unforgiving chidings of Winterbourne in Rome of his final words to her in Vevey, and the confrontation between them in the Colosseum, could the tragic final scenes be clearly understood. Works Cited References Melville, Herman.   Billy Budd, Sailor and Other Stories.   New York: Bantam Books, 1984. Electronic Sources James, Henry.   â€Å"Daisy Miller†.   Daisy Miller by Henry James.   February 2001, Project Gutenberg, 02 May 2002 .

Human Resource Management Employee Motivation - 955 Words

1.1 Background of the study In the contemporary business development, it is essential to manage not only the external resources but also the internal resources, such as human resources (Flamholtz, 2012). In the field of human resource management, employee motivation is an essential topic, which aim to enhance the working enthusiasm for the employees in order to gain the higher production (Jiang et al., 2012). Then, another complex theme, job satisfaction, is considered to be a factor that can force the employees retain or leave the company (Edmans, 2012). If the employees not satisfy with the company, it may lead to a large number of problems, including the inefficiency even high rate of turnover in the company (Jain, 2013). Therefore, whether the human capital can feel job satisfaction or not is an importance issue for the human resource development department in the company in order to enhance the inherent strength of the firm. For the purpose of reaching higher level of employee job satisfaction, an effectiv e incentive mechanism can be useful (Ahmed and Islam, 2011). In China, human resource management need to have personal characteristics rather than globalization because of the specific national conditions (Warner, 2001; Varma and Budhwar, 2014), which implies that it is meaningful to research and discuss the human resource issues in particular in Chinese companies. To be more specific, after the reform and openness process of China, a large number of industriesShow MoreRelated: the basic functions of Human Resource Management: planning and forecasting human resource requirements, recruitment and selection, appraisal, evaluation and employee motivation. UOP: MGT 4311823 Words   |  8 Pagesof the Human Resource Management (HRM) function. Included in this paper are key topics discussed in this module: the basic functions of Human Resource Management: planning and forecasting human resource requirements, recruitment and selection, appraisal, evaluation and employee motivation. Additionally, this paper addresses employee quality of life and prod uctivity programs and improving the physical work environment. The relationships between successful business and Human Resource Management are examinedRead MoreHuman Resource Management And Risk Management1415 Words   |  6 PagesThe Human Resource Management/Risk Management Interface Like risk, human resources are pervasive in the business. Human resource management is most effective when integrated with decision making throughout the business. This leads to recognition that each production, financial, and marketing decision has a human component or influence. Which choice is made, how the decision is carried out, the follow-up and monitoring depend on people. Isolating management team and employee issues from productionRead MoreDoes Employee Motivation Drive An Organization For Success Or Failure?1570 Words   |  7 PagesDoes employee motivation drive an organization to success or failure? The answer is both, or perhaps more correctly, either, as high levels of employee motivation tend to correlate with success while low levels of motivation tend to correlate with failure. To fully understand this correlation, one needs to understand how motivation plays into a public/nonprofit organization. Motivation is a factor that can push a person to achieve great pote ntial. Employees, whether individually or collectivelyRead MoreDoes Employee Motivation Drive An Organization?1611 Words   |  7 PagesDoes employee motivation drive an organization to success or to failure? The answer is both, or perhaps more correctly, either, as high levels of employee motivation tend to correlate with success while low levels of motivation tend to correlate with failure. To fully understand this correlation, one needs to understand how motivation affects a public/nonprofit organization. Motivation is a factor that can push a person to achieve great potential. Employees, whether individually or collectivelyRead MoreMicrosofts Human Resource Management Strategy679 Words   |  3 Pagesï » ¿Microsoft CORPORATION HUMAN RESOURCE MANAGEMENT STRATEGY EXECUTIVE SUMMARY The Company Profile: Microsoft Corporation Importance of Strategic Human Resource Management Talent Management Strategies Compensation and benefit packages for employees Policies and practices for Labor relations management Comparison with the Competitors Conclusion OBJECTIVES OF THE HRM STRATEGY To design effective talent management strategies; including recruitment and selection, motivation and retention, performanceRead MoreHuman Resource Management And Its Importance1517 Words   |  7 PagesIntroduction In the 21st century, human society has undergone tremendous changes, it began to change from the industrial economy to a knowledge economy era. Economic globalization and improve the level of global competition, organizations have had to make full use of all their resources to ensure its survival and development. As an important resource organization human resource organization also attracted more and more attention. Effective human resource management has become a key organizational developmentRead MoreBackground of Human Resource Management1652 Words   |  7 PagesHRM Early studies on human resource management can be traced under the field of the studies of personnel management (Scott, 1915; Asher, 1972; Campbell et al., 1970). However a shift from personnel management to HRM occurred in the early 1980’s. Some authors (Storey, 1994; Torrington et al., 2008) argue that human resource management has two meanings. According to one of them, human resource management covers the same activities that personnel management used to before the shift inRead MoreHow Human Resource Management Is The Need For Labour1009 Words   |  5 Pagesimportant aspects of human resource management is the need for labour. It is critical for organizations to hire and motivate employees to perform at their maximum efficiency. As such, what motivates people is a simple question that has been attempted to be answered by many professionals alike. The complexity of the question itself is due to the fact that although people can be segmented into different demographic groups, every person is different. The important role of employee motivation is something thatRead MoreAn Effective Human Resource Management Department960 Words   |  4 Pagesthe direct link to all the various operations that make up our company, Human Resources management is vital to our current and future success. For us to prosper and satisfy our customers, Forever 21 must have an effective Human Resource Management department, one that can provide proper knowledge, necessary tools, and effective advice to guide employees and administrators towards successful operation (Heathfield â€Å"What is Human†¦Ã¢â‚¬ ). Since our debut, we’ve been continuously profitable. However, our downsideRead MoreHuman Resources Management Overview1207 Words   |  5 Pagesï » ¿ Human Resource Management Overview HRM 300/Fundamentals of Human Resource Management February 11, 2013 Human Resource Management Overview This paper will provide an overview of what human resource management is. It will also illustrate the primary function of human resource management as well as the role of human resource management in an organization’s strategic plan. This paper will further incorporate relevant and personal experiences that address