Industrial revolution Essay Example | Topics and Well Written Essays - 250 words

Industrial revolution - Essay Example Industrial revolution was not welcomed by every person, it left many people jobless. The living conditions of the poor and working class deteriorated and thus they were not comfortable with the changes that came with industrial revolution. The mechanization during this period meant that less human labor was required and most people were relieved of their duties. For example, the spinning jenny was developed that enabled mass production of spools of threads over a short period of time. The power loom was another machine that made the production of cloth easier. The other salient feature that marked the period of industrial revolution was the factory system. This saw different people specialize in different areas. There was also development in the field of agriculture where food was produced for a larger population that did not practice agriculture. Basically, the changes that took place during this period were in the fields of transportation through the use of steam operated locomotives, the development of factories that led to the division of labor and specialization, change in the political sphere to cater for the shift in economic power as well as the use of sophisticated

Importance of employee relationship management

Importance of employee relationship management Employee-relationship management is an important aspect of any organizations success. The world is becoming increasingly global, the competition in different industries is soaring high coupled with rising recession woes and layoffs. Amidst, these kind of panicky and intense circumstances, stress levels at work places have been at an all time high. It is thus, very important to effectively manage employees in organizations. Social values and beliefs systems play a pivotal role in shaping up the attitude and behavior of various individuals and organizations towards employment-management relationship. Many individuals tend to look for a broader, introspective meaning in the work that will enable them to feel that they are contributing to the community at large. In most organizations, the urge to behave ethically and to assume responsibility for social and environmental consequences of their doing, has become mandatory in developing good employment relationship management at work. The tr end for individual and organizational behavior is more output oriented today. The output is in line with the ethical and social values that have a direct impact on psychological contracts created in todays organizations. This paper will critically analyze psychological contract in the contemporary organization. What are the issues associated with psychological contract, what are the ethical standards of behavior, in light of both, the individual as well as the organization. It is important to study this, because employee performance is directly related to his morale and higher the employee morale, the higher his productivity and higher the chances of enterprise productivity. According to Nelson, employees evaluate the organizations actions with respect to the contributions the organization has contracted deliver. When they see no discrepancies, the psychological contact continues to remain stead. On the other hand, Feldman believes that if a discrepancy is observed, the individual will undergo a cognitive process in figuring out if the discrepancy has a positive or a negative impact. If they feel that its a positive impact, then business continues as usual while if the impact is negative then the discrepancy is considered as a breach. Anderon and Schalk, Morrision and Robinso are of the view that the level of emotional involvement will determine if the breach is a violation indeed. They believe that a lot of factors are responsible in magnifying the scale of the loss. This includes the history and the current stature of the employment relationship too. This means that not every discrepancy can be considered as a breach and not every breach can be qualify to to be called contractual violated.However, the expanded interpretive framework. Thus, as explained by Nelson in his study, the expansion of the interpretive framework for the psychological helps us to look beyond the constraints associated with transactional and relational parameters that have held sway in most research related to psychological contract. It allows us to identify the boundaries of individual-organization,where relationships are subjective and can be affected by forces that exist beyond these boundaries. In another study conducted by Cheng Ping Chang and PO Chiun HSU, an interview method was used to explore the psychological contracts of temporary employees working at the Administration Bureau of South Taiwan Science Park. The results of the study suggest that improvements in management practices and worker welfare work positively. These suggestions can be employed by government agencies who hire temporary employees. The term psychological contract was introduced by Argyris in 1960. He linked it with an unwritten agreement. He explains that whenever an employment relationship exisits, an innate psychological contract takes form between the individual and the organization. On the other hand, Levinson believes that psychological contract is an unwritten, connotative contract on the general rights, duties, and expectations of employeer and employee. There are two dimensions of this contract: the individual and the employee. Schein on the other hand feels that psychological contract play s a pivotal role in shaping the behavior of an organization. These views were contradicted by Rousseau who recently explained that the psychological contract is more than just agreement between the employee and the organization. It is an individuals trust in the organizations. Its about the individuals belief of their employment and the the extent to which they feel that the employer is dedicated to them. Thus the perception of psychological contract varies in light of general expectations, the individuals belief about work, or their expected status in the organization. In Changs study a qualitative analysis was undertaken to determine the difference between the psychological contract as perceived by a temporary employee and as implemented by the employment company actually. For this purpose, interviews were conducted with employees at the Bureau of South Taiwan Science Park and the data consolidated and analysed. The results of the study demonstrate that ideal psychological contract of the temporary employee resembles that of a permanent employee. Because temporary employees, do not receive benefits such as bonuses and vacations,certain differences exist between the permanent and the temporary employee. In their study, Culliane and Tundane have questioned the theoretical deficiencies in the existing literatureon psychological contract. From the work of Argyris to Rousseau to Guest recently, there is a realization that more needs to be done to give the psychological contract a viable framework which is capable of understanding thhe complex nature of the relation between the employeer and the employee. They also threw light on some of the central points which have been left un-attended in literature. The need to theorize the psychological contract to advance understanding was voiced out by them. Irrespective of various theoretical and empirical implication, the paper realizes that the notion of psychological contract continues to be popular in todays age and time. In the study conducted by Jeffrey. N. Street, employee commitment to the organization was examined as an outcome variable fo the psychological contract. He explains it is generally referred by many as the employee perception of the value he gets in exchange of his work at employment. Streets study is primarily conceptual in nature with propositions related to the impact on individualism and collectivisim on the type of contract formed, whether transactional or relational are offered and discussed. Street draws comparison between the psychological contract of the Japenese and Americans. While Japaneese psychological contract of the employee is relational, in the United States, it is primarily transactional. In transactional contracts, there are tangible benefits such as salary betweent the employee and the employeer while high competitive wages and absence of long term commitments are characteristics of transactional contracts. Street proposed a study on mid-level managers and mid-career salaried professionals of Japanese-American firms stationed in the United States and of Japanese firms located in Japan. He believed that the organizational level and position of each participant would be identified by each company on the basis of the description of the target respondent. The study has its own limitations. The biggest problem in studying Japanese owned firms in the United States is the fact that they are unusual organizations and have little in common with other organizations. There is a lot of cultural diversity in the United States. It impacts the influence of individualism on the formation of the psychological contract. The study will have determine the impact of changes in work atmosphere in the United States where jobs are no longer considered as safe because of the extent of change in society in the last couple of decades.

Margaret Mead :: essays research papers

Margaret Mead was a great scientist, explorer, writer, and teacher, who educated the human race in many different ways. In the next few paragraphs I will discuss the different ways Margaret Mead, Anthropologist, effected our society. Margaret Mead was born in Philadelphia on December 16, 1901, and was educated at Barnard College and at Columbia University. In 1926 she became assistant curator of ethnology at the American Museum of Natural History in New York City, and she served as associate curator and as curator. She was director of research in contemporary cultures at Columbia University from 1948 to 1950 and professor of anthropology there after 1954. Participating in several field expeditions, Mead conducted notable research in New Guinea, Samoa, and Bali. Much of her work was devoted to a study of patterns of child rearing in various cultures. She also analyzed many problems in contemporary American society, particularly those affecting young people. Her interests were varied, including childcare, adolescence, sexual behavior, and American character and culture. Margaret Mead taught generations of Americans about looking carefully and openly at other cultures to understand the complexities of being human. Margaret Mead brought the serious work of anthropology to public consciousness. Mead studied at Barnard College, where she met the great anthropologist Franz Boas. Franz Boas became her mentor and her advisor when she attended graduate school at Columbia University. Mead's work is largely responsible for the treasures on view in the Museum's Hall of Pacific Peoples. In addition to her work at the Museum, Margaret Mead taught, and wrote more best selling books. She contributed a regular column to Redbook magazine. She was also lectured, and was frequently interviewed on radio and television. Margaret Mead :: essays research papers Margaret Mead was a great scientist, explorer, writer, and teacher, who educated the human race in many different ways. In the next few paragraphs I will discuss the different ways Margaret Mead, Anthropologist, effected our society. Margaret Mead was born in Philadelphia on December 16, 1901, and was educated at Barnard College and at Columbia University. In 1926 she became assistant curator of ethnology at the American Museum of Natural History in New York City, and she served as associate curator and as curator. She was director of research in contemporary cultures at Columbia University from 1948 to 1950 and professor of anthropology there after 1954. Participating in several field expeditions, Mead conducted notable research in New Guinea, Samoa, and Bali. Much of her work was devoted to a study of patterns of child rearing in various cultures. She also analyzed many problems in contemporary American society, particularly those affecting young people. Her interests were varied, including childcare, adolescence, sexual behavior, and American character and culture. Margaret Mead taught generations of Americans about looking carefully and openly at other cultures to understand the complexities of being human. Margaret Mead brought the serious work of anthropology to public consciousness. Mead studied at Barnard College, where she met the great anthropologist Franz Boas. Franz Boas became her mentor and her advisor when she attended graduate school at Columbia University. Mead's work is largely responsible for the treasures on view in the Museum's Hall of Pacific Peoples. In addition to her work at the Museum, Margaret Mead taught, and wrote more best selling books. She contributed a regular column to Redbook magazine. She was also lectured, and was frequently interviewed on radio and television.

How to Write a Critical Essay on Film Essay

1. The introduction includes the name of the movie and the director’s name. 2. The introduction identifies the thesis, or focus, of the analysis. 3. The Ideas presented are supported with details from the movie. 4. Supporting materials are smoothly incorporated into the sentences. 5. In writing this critical analysis, the writer has considered purpose and audience. 6. The conclusion brings the essay to a definite close. 7. The paragraph is relatively free of errors in spelling, grammar, usage, mechanics, and manuscript form. Sample Outline for a Critical Essay The following is a basic outline of a critical essay, the kind that might be written in a composition, literature, or film class. in this case, the writer is analyzing the meaning of particular symbols in a short story and film. Keep in mind that this is only one kind of possible organization; there are several ways to structure an essay effectively. Outlines can also vary in the amount of detail. Always check with your instructor if you are unsure about the organization of your essay. Title: Symbols of Freedom in Stephen King’s story â€Å"Rita Hayworth and Shawshank Redemption† and Frank Darabont’s film The Shawshank Redemption. Thesis Statement: In their different version of Shawshank Redemption, author Stephen King and director Frank Darabont make distinctions between freedom and captivity using a bird, a library, and a poster as symbols of freedom and justice. I. Introduction †¢The theme of freedom †¢Contrast freedom with the idea of unfair imprisonment †¢A bird, a library, and a poster as symbols of the human spirit, longing for community, and rebirth II. The bird as the struggle of Andy Dufesne’s human spirit †¢Bird as a universal symbol of freedom †¢Ã¢â‚¬ Caging† the bird is a metaphor for Andy’s false imprisonment †¢Jake’s different fates in the book and the film: warning and hope III. The  library as a symbol for community †¢The library as a place of freedom within the prison †¢Represents Andy’s connection with his own intellectual society †¢The library as a connection between Andy and the other prisoners IV. The poster as a symbol of rebirth †¢The women on the posters represent the â€Å"outside† †¢The posters guard and protect Andy’s struggle for freedom †¢Andy must go through the poster to escape †¢The sewage pipe Andy crawls through is like a birth canal †¢Rita Hayworth is like a â€Å"mother† to Andy’s new life V. Conclusion †¢Andy’s freedom was stolen †¢Andy â€Å"steals† his freedom back †¢Andy’s escape is the ultimate triumph of the human spirit over injustice and inhumanity

Alan Keith as Effective Leader

Alan Keith is a chief accounting officer and controller for the Turner Distribution Company. He was recruited as a part of the acquisition team, but his inborn professional qualities and skills made him effective leader. When he was asked to take the role of vice president of business operations in Hanna-Barbera studies, he agreed and moved to Los-Angeles to meet his new destiny. His task was challenging as he had to re-invent completely Hanna-Barbera studios. He realized that that was the sphere where leadership worked at it best. And he appeared to be true. Speaking about Keith’s leadership qualities, it is necessary to underline that always knows what is important for him, for his working team, he realizes his strengths and weaknesses, driving forces and pitch falls. Moreover, Alan seems to be aware of when it is necessary to draw a line. He is an effective leader possessing clear values and objectives as well as self-confidence, savvy, persistence and knowledge. It is necessary to admit his personal qualities such as passion, empathy strength of a character, humor, wisdom reliability, sensitivity, creativity at work, common sense, etc. Alan Keith states that one should know himself, because it helps to overcome challenges, ethic dilemmas and problems, to communicate with people having different thoughts and ideas, to make relevant and complex decisions, to define the sources of satisfaction and relaxation if necessary. Alan Keith believes that true leader should to be clear about his own values, priorities, and preferences and not let someone else, or society, define them for him, because by clearly identifying those values, priorities, and preferences he can articulate what he wants. One more quality is willing to commit meaning besides being self-aware and shrewd; Alan needs not to be afraid of responsibilities and duties. For him, being a leader requires sacrificing your free time, to put others before yourself, etc. Alan Keith became successful because he confronted traditional culture with fresh radical ideas. Moreover, focus on creativity contributed significantly his personal and career success. Alan realized that studio was ruled by manufacturing philosophy. Keith said: â€Å"It was about doing it cheaply, getting it out the door and getting it on the air as quickly as possible†. (p.9) Studio’s motivation was driven by volume, not quality and creativity. The factor, as usual, had highly centralized structure meaning that all decisions about creativity were made only by several people. That system damped creativity and Alan Keith managed to change the situation and to make studio one of the leading in the world. He realized that something had to be done quickly; otherwise, all efforts would be in vain. Alan Keith managed to re-shape corporate vision and perception of team work at the studio. He emphasized the role of creativity for team members replacing and replaced manufacturing mentality. Cartoon animation is art and only then manufacturing. Keith stressed: â€Å"It was a huge struggle to get to the place where we could actually admit that all we really care about right now is bringing the right kind of creativity into this organization†. (p.9) As a result, studio produced thirty-nine successful cartoons with different characters. Keith managed to change everything: thinking, organizational structure, vision and ways of operating. Keith staked on deeper connection with people and appeared right. Studio climate changed as well: â€Å"We did everything from completely overhauling and doing a face-lift on the space so that it spoke to the creative spirit to encouraging anybody in the company†. (p11) Alan Keith succeeded because he dedicated himself personally to developing leadership within organization. Alan Keith faced different cultures, thoughts, ways of life, and he did seize the opportunity to lead. Actually, I don’t see any weakness in his leadership style. I understand that there are no perfect people and each person has certain weaknesses. The only thing I can mentions is that he should be less emotional. In certain cases, personal emotions may lead to failure. However, this is not Keith’s case. Speaking about exemplary practices of leadership Keith outlines five of them which seem the most important: model the way, inspire a shared vision, challenge the process, enable other to act and encourage the heart. The first practice is modeling the way. It suggests finding choice by clarifying personal values and objectives; setting the example by aligning actions with shared values. Alan Keith realized if he wanted to gain commitment and achieve the highest standards, he should be the model of behavior for others. He was always clear about his guiding practices. Alan Keith argued that he leader from what he believed. He stressed that leaders should have their choice give voice to their values and believes. The second practice is inspiring a shared vision. Alan Keith proclaimed creativity as shared vision of the studio. Creativity helped him to rejuvenate decaying organizational practice. The next practice is challenging the process. Keith always ventured out. His success is confronting traditional culture with creative ideas. He challenged the process by innovative products and cutting-edge services. Alan Keith is true pioneer as he steeped out in the unknown. The fourth practice is enabling other to act. Keith managed to foster collaboration and increased trust among leadership and simple workers. He engaged everybody in teamwork realizing that people should feel committed and strong. Finally, the fifth practice is encouraging the heart. Keith created community spirit and celebrated values and victories as celebration is considered effective motivational tool. Alan showed appreciation for individual excellence. Summing up, Alan Keith has all the makings of effective and successful leader. He is perfect both as leader and a person.