Holocaust Post to World War II Essay

Let us begin by quoting the superb words of Elie Wiesel (1995), the Nobel laureate for peace in 1986 and Holocaust survivor: â€Å"For the survivor who chooses to testify, it is clear: his duty is to bear witness for the dead and the living. He has no right to deprive future generations of a past that belongs to our collective memory. To forget would be not only dangerous but offensive; to forget the dead would be akin to killing them a second time. The witness has forced himself to testify. For the youth of today, for the children who will be born tomorrow. He does not want his past to become their future† (cited in Hill and Wang, c2006, pg 15). Cruel Massacre Against Humanity in Holocaust Post to WWII Holocaust post to the beginning of World War II gave an account of tragedy and massive killings of majorly Jews in millions. Other killings involved the people of Gypsies who are descendant of Egypt in history, the mentally and physically challenged ancient individuals, political enemies to the ruling government of Nazi of Germany, and racially undesirable individuals who met an untimely dead end in the Nazi Camp’s of Germany after . This holocaust occurred between the years 1939 and the commencement of World War II. It is a great destruction that is characterized by extensive loss of human lives through means such as fire, nuclear arms et cetera. Holocaust at times is also used to represent the genocide in Armenian and Hellenic. Hellenic are Greece speaking people who suffered massive religious killing of about 3 million Christians in Turkey between the years 1915 to 1925 (Dawidowicz, 1975). Prior to the World War II, over six million Jewish people were targeted and destroyed by the then Nazi government and its co-sponsors. Nazi government of Germany developed a great hatred for the people of Jews who have spread and had established tent all over European States. The destruction was caused by an expression of superiority over the perceived â€Å"inferior Jews†. The spreading and the success of the Jews over some citizen of Europe became a matter of crucial talk among the cabinet members of Nazi. Nazi saw them as strange people who must not live. Later on, Nazi resulted into racial war against the Jews. In addition to the Jews, Nazi also developed similar racial hatred to other set of people in the all over world. The list includes â€Å"the people of Roma called Gypsies, the physically challenged or formally called the handicapped, the Slavic people of Russia, Poland and others as mentioned earlier† (Yahil L. 1990). In addition to the basis of destruction on perception of racial inferiority, political and theological reasons were also confirmed as part of the basis for destruction of certain other set of people. Thirdly is the massive destruction based on ideological group belonging and on cultural hatred for the Jews, one of the prominent groups by then were the Communist, the Socialist groups, and the Jehovah Witness movement. Certain homosexual were not spared in the killing. Due to the presence of certain members of the Nazi government who were homosexuals, there was mixed feelings development towards the extermination this set of people. The Jehovah witness movement group recorded the lowest number of casualties because they were less concentrated in a place unlike others. The achievement was made possible owing to regional concentration of the target people to be destroyed. Some were taken on hostage within a wide range of land for a long period before they were been destroyed by biological weapons, diseases, famine, and other forms of military maltreatment. For the physically challenged group, Nazi carried out his mission by including in his policy the so called â€Å"Euthanasia Program† (early killing to prevent prolong living in serious discomfort and pain). Some able body target among the Jews and Poland were captured and unofficially sentenced to hard labor till they meet their death. Post-World War II Holocaust After the WWII, there was an arrival of a different dimension to the war. Holocaust in the mid-1940 to the early 90s was basically the existence of relative tension, and fragile calmness. This is due to the modernized existence of nuclear and atomic destruction that posed more colossal figures in potential victims. On the basis of nuclear power possession, nations were termed superpower of the world. The era was termed cold war among the two major powerful unions – the United States and the Soviet Union of Eastern Europe, Northern and Central Asian continent. The United State came in following the 1942 Washington Act to deliver the Jews from total extinction. Holocaust Literature In the modern study of holocaust, many theories are used to propose the origin of holocaust. While the Intentionalists accept that holocaust is a deliberate act initiated by Adolf Hitler, the Functionalists argue that the genesis of holocaust was rather a policy failure by the government of Nazi to regulate immigration to Europe and expel other migrants out of Europe. Hence, the Jews find their way in with ease and dominate the Europe in their millions. Functionalists disagree on several claims by the Intentionalism on several of their literature pointing finger on the lack of adequate plan on population growth as the genesis of holocaust. There also exist â€Å"holocaust theology† that reviews God’s kindness and protection shield on His own people.

Nurse Anesthetist

Finnie 1 Kerra Finnie Mrs. Todt English III 2 March 2012 Nurse Anesthetist Since 2010 there has been a high demand for Nurse Anesthetist in the United States. A career with a high salary is appealing. With the challenges and hard work of a nurse anesthetist, one must understand the steps and dedication of a person of this type of medical role. To become a Nurse Anesthetist the general requirements are to have an RN license and a bachelor of science degree, either in nursing or an appropriate science.After getting an RN license, one year of work in critical care conditions has to be completed. When the year is over, an application is sent to a program, the application will then be compared to other applicants. More than one year working as an RN will higher the chance of the application to get in because experience in this field of nursing is important. When an applicant is accepted into a Nurse Anesthetist program they are required to attend an admissions interview.No foods or drinks should be brought to this interview, attendants will want to look formal and successful with their wardrobe. These schools are demanding and life changing. They also cause a ton of stress. Most programs last 24-33 months (Andrus 1a). In order to graduate a program a B grade point average must be maintained. After taking all steps a total of 6 years is the amount of time spent in college. You must be willing to dedicate a huge chunk of your life to your education – the information and data you learn will be Finnie 2 oliminous; the many hands-on skills require practice, practice, and tenacity (Freemark 2a). The extra time in college gives a greater knowledge of the anatomy. As a nurse anesthetist there are many choices in the medical field to choose from. Nurse Anesthetist do not possess complex technical capabilities of the doctors they assist, but they provide a wide range of services to support the doctors (McNutt 1). Interviews, reviewing charts, learning physical history, and doing preoperative teaching and developing a nesthesia plan with the anesthesiologist are all duties of a nurse anesthetist. Nurse Anesthetist administer 65% of the 26 million anesthetics given each year (Marquand 1a). The number one priority of a Nurse Anesthetist is the safety of a patient (Inglis 1a). To make a patient feel comfortable while in surgery the nurse anesthetist stays bedside while monitoring vital signs. The Nurse Anesthetist is also held to the responsibility of knowing anesthesia depth, blood loss, body temperature, and positioning.The proper amount of medicine must be given, if anything goes wrong it is a matter of life or death. A patients status can change at any time. In emergency situations there may be no way to get full information on the patient (Marquand 2). With the demand as high as it is for Nurse Anesthetist, it is the leading cause of the high paid salary. Directly after graduation, a nurse anesthetist can get a job with a starting salary averagi ng about $118,000.

The Impact of the Internet on Fashion Journalism Essay

The Impact of the Internet on Fashion Journalism - Essay Example The paper "The Impact of the Internet on Fashion Journalism" discovers the influence of the internet on the fashion journalism. The writings that can be found through the internet have turned the fashion world into a more accessible and more clearly interpreted field of personal expression. The history of fashion journalism began in the middle of the 19th century when the income of the middle class became distinctly higher and disposable income allowed for more attention to fashion trend issues beyond the practicality of garments. Since that time, however, controversy has been a constant companion to the fashion industry. The growth of the internet has now created a new phase in the creation of fashion commentary. The identity of the fashion industry has shifted with the instantaneous creation of communications about the events in fashion that happen around the world. Adding a new dimension to this level of communication is that of the fashion bloggers who report from a non-financial ly founded principle who can comment without bias on the trends that come out of the fashion industry. McRobbie quotes Bourdieu in saying that it is implied that â€Å"if it can be shown that there is really nothing special about fashion, and that more or less anybody can do it, then it ceases to occupy that special, sacred place in the public’s estimation, and thus in a sense it ceases to exist, as it is this system of belief which creates the thing†. The existence of a thriving fashion industry is balanced upon.

The use of a SINGLE literary device (characters) in the novel the Essay

The use of a SINGLE literary device (characters) in the novel the great gatsby by fitzgerald - Essay Example To convey the vapidity of the American Dream, Fitzgerald presents them as the type of people likely to use others and put wealth and superficial qualities above all else. With specific emphasis on descriptive phrases, the corruption of money, and valueless relationships, this essay traces Fitzgerald’s use of characterization to achieve this aim. Fitzgerald makes excellent use of descriptive phrases and subtle character elements to demonstrate the underlining vapidity of the characters’ existences. Haupt indicates descriptive phrases used to convey this superficial lifestyle. â€Å"Bootlegged gin, cigarettes placed into mouths following the clicking shut of their golden cases, gowns, suits, chauffeurs. Games, double meanings, illicit affairs, fortunes made in mysterious ways, drinking to drown an awkward moment or the quiet disappointment of your life† (para. 1). Even from the novel’s beginning epitaph, the reader understands that money and its importance is always on Gatsby’s mind: That â€Å"gold hat† includes Gatsby’s decision to change his name, Jimmy Gatz, to one that will assure him success in life. He doesn’t like his real name as representative of the old Jimmy and believes he must sacrifice truth [his name] in order to create a more positive image, one that exudes success and â€Å"self assurance† (Bloom 75). It is a superficial adjustment, since a name is only that and it is what a person does that matters, or should matter to anyone who meets him, whether in business or socially. The name change, in another sense, represents part of the gold hat he must wear to achieve success and Daisy’s love. The use of the words [gold hat] in the epigraph clearly indicates that someone [Gatsby] is telling himself to use the glitter of material deception in order to win a girl despite advise from Nick later in the story that â€Å"You can’t repeat the past† (Fitzgerald, The Great Gatsby, 116). â€Å"This is precisely what Gatsby

The Soviet takeover of the Baltic states Research Paper

The Soviet takeover of the Baltic states - Research Paper Example This is a break from the long independent existence of the three states, which had been the norm ever since the Russian Civil War that lasted from 1917 to 1922. The Nazi occupation put a halt to the integration of the three Baltic states into the Soviet Union for four years, from 1941 all the way to 1945, but with the end of the occupation that integration resumed in earnest, and in rapid manner, so that the three states were effectively made part of the Soviet Union through a process that has been termed â€Å"Sovietization†. The traditional arrangements and institutions of the existing political, social and economic order in the three states were totally ignored and supplanted with Soviet counterparts, causing significant disruption to the lives of the countries involved. Industries were nationalized where they were previously private concerns. Land distribution and collectivization were imposed and made the norm. The school systems were supplanted by the Soviet systems, inc luding the college level curricula. The Soviet system of politics was also used to supplant the existing political systems of the time. ... sians into the three states, to shift the population balance and demographics to skew towards the Soviet Union’s preferred mix (Smith; Occupation Museum Foundation; Institute of the History of Latvia; Lina; Shtromas et al. 249-260). II. The Puppet Communist Parties/People’s Diets By the time the Soviet Union made its attempts to homogenize the political and legislative systems in the Baltic states in 1940, the Soviet Union had effected the actual control of the three countries by a series of moves that included military action, as well as the annexation and takeover of government through purges of existing members of government and their replacement with Soviet-sourced members in the main. The government elites of the three countries were purged through deportation as well as via their being put to prison. This paved the way for the introduction of the next wave of changes aimed at overhauling the people’s assemblies, effected through the illegal change of the el ectoral laws in the three counties by Soviet decree, and the calling of People’s Diets elections made on July 14 of 1940. The election was to be in the style and manner of the Soviet Union, where a single party consisting of one slate of candidates were â€Å"voted† into office, and named as the â€Å"Working People’s Leagues†. These one-slate parties were to be voted without opposition, and with a unanimity of votes. In all of the three states there were indications of suppression of other competing parties wanting to join in the elections and to present alternatives to the Soviet one-party prescription, and the suppression was effective to the degree that the Soviet will won the day. Estonia in particular was singled out for the intensity of the efforts to counter the Soviet machinations there, but in

Accounting for Manager Essay Example | Topics and Well Written Essays - 1000 words

Accounting for Manager - Essay Example If the management expects the revenue to be $700000, then it must not accept the proposal of the landlord as this will increase the annual rent payment to $45500 which is more than the fixed annual rent of $40000. The company can accept the order as this will result in a profit of $400000. This is because the fixed costs remain fixed irrespective of the size of production (National Council on Economic Education, n.d.; Mankiw, 2008, P274). If the order size is 12000 units, the company must not accept the offer as this will result in a loss of $492000. The company has to spend an additional amount of $900000 as fixed costs because of an increase in the total capacity. This is because the fixed costs increase with the increase in the total capacity of the business The maximum order size that the company can accept is 100000 units. This is because beyond this capacity the fixed cost of the company doubles. For producing even one unit beyond the total capacity the company has to incur the total amount of fixed expense as this cannot be adjusted with the number of units produced. The costs have been allocated as direct and indirect costs. Direct costs include the cost of materials and labor cost that can be directly related to the product whereas indirect costs are the costs that cannot be directly identified with the product. The costs relating to general services are apportioned based on sales volume and the costs of the computer department are allocated based on the use. From this the operational income of the Tree division has been calculated as $480000. The net investment of the division is $1600000. This gives a return of 30% on the investment. The performance evaluation can be done using Variance analysis, EVA and return earned on investment. To earn profits the business has to be managed efficiently. ROI is an important tool for evaluating the

Holocaust Essay Example | Topics and Well Written Essays - 750 words

Holocaust - Essay Example 2 Even prior to the burst of the World War II, Nuremberg Law was ratified. On the one hand, the Nazis also subjected to slave labor and tortured to death the inmates seized in concentration camps. 2. Causes of the Holocaust What had made the Nazis to commit the Holocaust or the persecution of the approximately six million Jews was their discrimination and hatred against Jews or a phenomenon also known as anti – Semitism. The fundamental impetus for this disturbing massacre was only ideological. The Nazis had envisioned a world where the Jews would rule the world in which this was contradictory to the Aryan quest. They massacred millions of Jews as they regarded the Jews to be inferior to the Germans’ â€Å"supposedly† superiority. They killed these Jews because of the Nazi racial propaganda. 3. Pre-Holocaust German Culture and History The advent of the Volkisch movement in Germany and Austria – Hungary marked the second half of the 19th century. The anti à ¢â‚¬â€œ Jewish sentiments were so apparent. ... , that the it was pressed by Alldeutscher Verband to strip of their German citizenship all the German Jews and just be regarded of having an alien status.5 In addition to that, Class also called for the Jews to be singled out in all aspects of German life. Jews should not be permitted to own any land.6 For Class, they should not even embrace a public office or be engaged in banking, journalism and other professions of liberal nature where they could voice out their point of views.7 It was a total urge for anti - Semitism. 4. The Targeted Victims of the Holocaust The main victims of the Holocaust were the Jews residing in Europe. Hitler's Nazi regime massacred two - thirds of the nine million European Jews population. Nonetheless, it is of importance to note that during the Holocaust, the Jews were not only the segment affected. In fact, the Nazis also annihilated five hundred million Gypsies. Apart from that, there were more than three million Soviet prisoners of war who were killed. The mentally challenged and physically disabled individuals also were subject to killings. Under the Nazi rule, those undesirable to them including the Communists, Social Democrats, Polish intelligentsia, members of the trade unions, partisans, Jehovah's Witnesses, homosexuals and others were subject to persecution. Selection of Jews located at Auschwitz-II (Birkenau) in year 1944 It is also the case that the children were also victimized by the Nazis. They were also subject to death. Though the total number of children killed in this period was not known, an estimate as high as one and a half million children were believed to be murder. 8 5. Germany’s Responsibility of the Final Solution In 1930s, the world outside Nazi Europe had been aware of the persecution of Jews and the situation

American Judicial Structure Essay Example | Topics and Well Written Essays - 500 words

American Judicial Structure - Essay Example Finally, the federal courts are also limited by hierarchal considerations. There are trial courts, designated Federal District Courts, intermediate courts of appeal, and the United States Supreme Court. As one moves up the hierarchy, the federal courts have increasing discretion to hear or to reject cases and controversies. To be sure, the United States Supreme Court actually accepts very few of the cases submitted to it for resolution. The findings and holdings of the courts lower in the hierarchy thus become final and binding. In sum, although the federal courts are empowered to hear and to decide many types of cases there are very real limitations. These limitations, or gaps, are in large part filled by the separate state court systems. 1.2 State Courts State courts are vested with the responsibility of deciding conflicts and controversies under a state's constitution and other laws. There are similarities with the federal system to the extant that state courts are also limited by geographical, subject matter, and hierarchal considerations. The trial courts tend to be divided into courts of limited jurisdiction and general jurisdiction. Local governments tend to create and administer the trial courts of limited jurisdiction whereas states control and administer the trial courts of general jurisdiction. The limited jurisdiction courts are extraordinarily numerous, more than 13,500 in the United States (Neubauer, 2005: 82), and are excluded from the scope of this essay. From the strict point of view of the state, courts are divided into trial courts, appellate courts, and a supreme court. The laws may differ significantly from federal laws to the extant that states may set higher safeguards than those established in the Constitution.. . State courts are vested with the responsibility of deciding conflicts and controversies under a state’s constitution and other laws. There are similarities with the federal system to the extent that state courts are also limited by geographical, subject matter, and hierarchal considerations. The trial courts tend to be divided into courts of limited jurisdiction and general jurisdiction. Local governments tend to create and administer the trial courts of limited jurisdiction whereas states control and administer the trial courts of general jurisdiction. The limited jurisdiction courts are extraordinarily numerous, more than 13,500 in the US, and are excluded from the scope of this essay. From the strict point of view of the state, courts are divided into trial courts, appellate courts, and a supreme court. The laws may differ significantly from federal laws to the extent that states may set higher safeguards than those established in the Constitution or in federal laws. In add ition, federal legislators are empowered to pass federal laws which, in effect, preempt contradictory state laws. This preemption, though sometimes controversial, functions to preserve harmony in the administration of the separate judicial systems. There is, nonetheless, the existence of conflict and it becomes extremely important to draw bright lines separating the two judicial systems. Otherwise, the potential for conflict and court shopping would become a big problem. For the most part, the judicial systems have been kept separate.

Search, Taxonomy & Collaboration Tools Essay Example | Topics and Well Written Essays - 1000 words

Search, Taxonomy & Collaboration Tools - Essay Example As the discussion highlights  the knowledge workers are regarded as the people who focus on applying different approaches to analyze the knowledge they have gained and develop the same towards attaining new and progressive views. In this regard, it can be asserted that with the effective development of technical advancements, a large number of tools were incorporated for enhancing a process that is associated with synthesis of knowledge and initiating effective learning.  From this paper it is clear that  knowledge management has emerged to be the most important tools that has been initiating progressive development and affecting progression within the system. With the continuous change in the business environment, managing the diverse and complex business changes could only be mitigated with the effective management of knowledge. This management of knowledge, on the other hand, can be supported and progressed with the diverse use of collaborative tools, initiating succession w ithin the society and supporting knowledge workers to develop their proficiency.  With the progression of the diverse tools and technology, there have been successful advancements in the process of knowledge gathering and synthesis, opening new avenues towards knowledge advancement. Commendably, with the integrated use of the collaborative tools, there have been substantial advancements within the level of knowledge available to the society or community players.

Esperanza of The House on Mango Street Essay Example for Free

Esperanza of The House on Mango Street Essay The House on Mango Street is a collection of musings of a young female named Esperanza. The main character and the direction of the stories is revealed in the first story. It is in The House on Mango Street that Sandra Cisnero sets Esperanza up as a young girl dreaming of a brighter future and yet floored on the realities of her situation. The first story introduces Esperanza as someone who plans on escaping the place where she is growing up. She is old enough to understand that the promises of her parents about the temporariness of their house are not going to be fulfilled any time soon. She is, however, young enough to believe that physically leaving Mango Street will mean a complete escape from the things that Mango Street and their house represent. The youthfulness of Esperanza is shown in Hairs where she describes her family and herself through a description of the type of hair each had. She tells about still being comforted by her mother’s presence beside her in their bed. It is also in this story that one understands Esperanza’s personality. She is free-spirited and hard to tame, like her hair. But she is clearly in the process of developing into a woman as she expresses her emotions for her mother’s hair – the hair of a truly ladylike woman. Esperanza is shown here to be in the transitional period of developing from a child into a complete lady. She most probably would be in her teenage years. The emotional and personal development of Esperanza is also seen in My Name. When she speaks of not wanting to be like her grandmother – a woman beside the window, trapped – she shows that she is already capable of deciding for herself the future she wants to have. She also shows her knowledge about the outside world when she speaks of the Chinese culture and its possible similarities with the Mexican culture. She also shows a deeper understanding of society when she explains how Chinese culture and Mexican culture do not want their women strong which is why they do not give them strong names. Her reference to women being suppressed and kept from being strong also shows that she is aware of this bias. She is clearly developing emotionally because she can formulate for herself judgments about the things that occur in the society she lives in. In this part of the stories, My Name, Esperanza demonstrates development from being the young girl who dreams of escaping her house because she wants more space to the teen who wants change because she no longer agrees with the things around her. She wants to change her name insisting that it does not refer to the â€Å"real her†. She wants a life that is different from her grandmother’s. The aspirations of Esperanza in this part have developed. From a house with more bedrooms and bathrooms, Esperanza now aspires for more abstract concepts – independence, choice, freedom. In the final parts of the stories, Esperanza seems to have finally developed into a wiser and more practical woman. She realizes that escaping Mango Street is not something she can do physically for the moment. She decides to write instead. This allows her release from the frustrations she feels for the place she lives in. Esperanza understands now that Mango Street is a part of her life and will continue to be so even after she leaves it. She seems to have made peace with herself and instead of continually trying to push for a way out, she now focuses on ways to improve herself. This is, according to her, the way to finally be able to leave Mango Street. Her wisdom is seen when she states that only in leaving Mango Street, improving herself somewhere else, and coming back to Mango Street can she truly be able to help those who do not have the ability to leave. Her goals are now realigned to include those in her community. Esperanza completes her journey from childhood to young adulthood in the pages of The House on Mango Street. She forms a clearer view of who she really is through her experiences in her house and grows emotionally as well. The maturity of Esperanza is seen not only in her thoughts but in the observations she has made from her neighborhood. She has learned from the lives of those around her and has grown from the lessons she gathered.

Motivating Employees And Job Satisfaction

Motivating Employees And Job Satisfaction The work in the modern economies has made an understanding of the psychology of motivation and job satisfaction as a key component of business and management syllabuses. The aim of the study is two-fold: Firstly, literature reviews for the motivation theories and Theories on job satisfaction. Secondly, the relationships between employee motivation and job satisfaction. Motivation theories clarifying the importance of addressing employees needs at work, the attitude of workers towards their jobs, the basis for studying the motivational implications of perceived unfairness and injustice in the workplace, how rewards lead to behavior and relations between reinforcement and behavior. Theories on job satisfaction clarifying the aspects that impact directly on levels of job satisfaction, how people are influenced by how satisfied they believe other workers are with the same job, satisfaction is determined by a discrepancy between what one wants in a job and what one has in a job, the innate for dispositions that cause them to have tendencies toward a certain level of satisfaction. The relationship between employee motivation and job satisfaction has indicated that numerous variables of a personal, job and organizational nature influence the level of motivation and job satisfaction that employees experience in the workplace. This includes peoples needs with regard to their work and the work environment, as well as the nature and content of their jobs, and the working conditions under which they perform their daily tasks. List of Acronyms List of Figures Maslows hierarchy of needs Figure 2.1 P4 List of Tables Table of Contents Acknowledgement Ñ- Abstract Ñ-Ñ- List of Acronyms Ñ-Ñ-Ñ- List of Figures 6 List of Tables 6 Table of Content 6 1. Chapter 1: Introduction 1 1.1 Research problem 1 1.2 Importance of study 1 1.3 Research questions 1 2. Chapter 2: Motivation and theoretical background x 2.1 Motivation overview x 2.2 Definitions of employee motivation x 2.3 Theories of motivation x 2.3.1 Needs-based theories x 2.3.2 Two-factor theory x 2.3.3Cognitive theories x 2.3.3.1 Equity theory x 2.3.3.2 Expectancy theory x 2.3.3.3 Goal-setting theory x 2.3.4 Reinforcement theories x 2.4 Motivation : Composite summary x 3. Chapter 3: Job satisfaction x 3.1 Job satisfaction overview x 3.2 Definitions of job satisfaction x 3.3Theories on job satisfaction x 3.3.1 Two-factor theory x 3.3.2 Social influence theory x 3.3.3 Affect theory x 3.3.4 Equity theory x 3.3.5 Dispositional theory x 3.3.6 Job characteristics model x 3.4 Creating job satisfaction x 3.4.1 Work environment x 3.4.2 Career development programs x 3.4.3 Employee motivation x 3.5 Measuring job satisfaction x 3.6 Job satisfaction : Composite summary x 4. Chapter 4: The Relationship between Motivating Employees and Job satisfaction x 4.1 The effect of motivating employees on Job satisfaction x 4.2 How can mangers increase employee Job Satisfaction x 5. Chapter 5: Conclusion and Recommendation x 5.1. Conclusion x 5.2. Recommendation x References 2 Chapter 1: Introduction Research Problem A variety of factors motivate people at work, some of which are tangible, such as money, and some of which are intangible, such as a sense of achievement. Although employees derive satisfaction from their work, or places of work, for different reasons, this study was concerned specifically with the investigation of the relationship between levels of satisfaction and the motivation of employees at work. The primary point of departure is that the success of any organization is heavily dependent on the inputs of its workforce, and that such inputs are determined to a large extent by personal characteristics, and by those facets of peoples work environments that motivate them to invest more physical and mental energy into their work. In this way the organizations objectives are pursued and met. Motivation and job satisfaction are therefore regarded as key determinants of organizational success. Importance of study This study demonstrated the importance of employee motivation and job satisfaction in organizational capability and effectiveness. Business has come to realize that a motivated and satisfied workforce can deliver powerfully to the bottom line. It is crucial for any organization, and particularly for those in developing countries with limited skills resources, such as Egypt, to ensure that it develops and retains a loyal, dedicated, committed and able workforce on a consistent basis. Loyal employees who are satisfied with the work that they do and with the culture of the organization they are employed by, and who are consequently motivated to continue their relationship with that organization. Finck, Timmers and Mennes (1998) emphasized that only when employees are excited and motivated by what they do, will business excellence be achieved. 1.3. Research questions What is employees motivation? Why employees need motivation? What is job satisfaction? How to create job satisfaction? How to measure employees job satisfaction? What is the relationship between employee motivation and job satisfaction? Chapter 2: Motivation and theoretical background 2.1 Motivation overview In the current business environment, organizations in all industries are experiencing rapid change, which is accelerating at enormous speed. To be successful in a borderless, competitive global environment, companies must be sure to work hard on especially the people side of their business (Khan, 1997). This view is supported by Finck et al. (1998), who stated that companies must recognize that the human factor is becoming much more important for organizational survival, and that business excellence will only be achieved when employees are excited and motivated by their work. In addition, difficult circumstances, such as violence, tragedy, and fear and job insecurity create severe stress in employees and result in reduced workplace performance. The issue of what motivates employees has set a practical and theoretical agenda for organizational psychologists since the start of the 20th century. Baron (1991, p.9) described motivation as one of the most pivotal concerns of modern organizational research. Van Niekerk (1987) emphasized this point by stating that productivity is a function of both the motivation and the ability of an employee. Therefore, if motivation equals zero, so does productivity. Since employee performance is a joint function of ability and motivation, one of managements primary tasks, therefore, is to motivate employees to perform to the best of their ability. In the field of organizational psychology, work motivation is approached from several angles. For example, some researchers feel work motivation study should start with an examination of the values of employees, since their values determine their needs, and their needs ultimately determine their behavior. A crucial problem for others in contemporary organization theory and research is how best to conceptualize and assess individual differences in motivational tendencies (Kanfer Ackerman, 2000). Sempane et al. (2002) noted that organizations represent highly complex social structures because of their dynamic nature. Employees, who are role players in them, render them competitive through their involvement and commitment. The relationship between organization and employee is characterized by a high level of mutual interdependence, as both parties impact on the others potential for success. Employee motivation and job satisfaction become crucial elements in this relationship. Extensive research has shown that employee motivation and job satisfaction are not brought about in isolation, but rather respond to organizational variables such as structure and working conditions (Schneider Snyder, 1975). 2.2 Definitions of employee motivation Walker (1980) stated that studies over the years have shown little relationship between measures of job satisfaction and performance outputs. Highly satisfied workers may be poor performers, whereas highly dissatisfied workers may be good performers. Several variables influence the relationship between job satisfaction and job performance; although no direct causal relationships between these have been identified as yet. However, it appears that motivation might account for much of the link between an employees job satisfaction and job performance. Motivation, therefore, closes the satisfaction-performance loop, and has to do with a set of interrelated factors that explain an individuals behavior, holding constant the variables controlled or influenced by management, as well as by individual skills, abilities and knowledge. The term motivation is derived from the Latin term movere, which means to move. A great many definitions of the motivation construct have been postulated over the several decades during which this multi-faceted concept has been researched. The rich variety in perspectives on the topic of motivation is illustrated below. Beach (1980) saw motivation as a willingness to expend energy to achieve a goal or reward. This author took somewhat of a behaviorist approach in stating that behavior that is perceived to be rewarding will be repeated, whereas behavior that goes unrewarded or is punished, tends to be extinguished. Beach (1980) did, however, recognize intrinsic motivation as related to the job content and as that which occurs when people perform an activity from which they derive satisfaction from simply engaging in the activity itself. Van Niekerk (1987) saw work motivation as the creation of work circumstances that influence workers to perform a certain activity or task of their own free will, in order to reach the goals of the organization, and simultaneously satisfy their own needs. Du Toit (1990) added that three groups of variables influence work motivation, namely individual characteristics, such as peoples own interests, values and needs, work characteristics, such as task variety and responsibility, and organizational characteristics, such as its policies, procedures and customs. It is interesting to note that the concept of organizational commitment has come to partly replace that of motivation within the field of organizational behavior (Lewicki, 1981). While the concept of motivation is linked to individualistic and task-centered reward systems, commitment seems to be linked to the identification of employees with a collective, that is, in terms of corporate values and norms. As such, management is concerned with cultivating motivation towards realizing the mission and goals of the organization, which are far above the ambitions and goals of any individual in it. 2.3 Theories of motivation Motivation research draws on a large number of theoretical perspectives. Although some of these appear to be less influential than when they were originally postulated, such as Maslows hierarchy of needs theory (Wicker Wiehe, 1999), their contributions as foundation layers and inspirations for subsequent theories are still evident and acknowledged. According to Petri (1996) the vast array of motivation theories are based, in essence, on differing approaches to the origins or sources of motivation, e.g. energy, heredity, learning, social interaction, cognitive processes, activation of motivation, homeostasis, hedonism or growth motivation. Depending on the particular approach adopted, motivation theories are generally classified into three categories, namely needs-based, cognitive, and drive and reinforcement theories (Baron et al., 2002). 2.3.1 Needs-based theories One of the most often-quoted motivation theories is that of Abraham Maslow, which he introduced in 1943 (Van Niekerk, 1987). The basic tenet of the theory is that people are motivated by their quest to satisfy their needs, or deficiencies, which may be grouped in five categories, and that these needs occur in a specific hierarchy, where lower order needs have to be satisfied before those of a higher order nature (Gouws, 1995). Maslow (1968, p.153) asserted that gratification of one basic need opens consciousness to domination by another. Maslows need hierarchy is portrayed in Figure 2.1. maslows-hierarchy-of-needs.jpg Figure 2.1: Maslows hierarchy of needs Needs hierarchy theory has had a positive impact on organizations, as it has focused attention on the importance of addressing employees needs at work (Spector, 2003). In addition, one of its main constructs, the self-actualization concept, has become very popular with especially managers and executives who have accepted this high-level need as a potent motivator (Schultz Schultz, 1998). 2.3.2 Two factor theory Frederick Herzbergs well-known and controversial theory of motivation was postulated in 1954, and developed from his work to determine the attitude of workers towards their jobs (Gouws, 1995). As such, it was originally intended to be a job satisfaction theory, but over time it was its motivational aspects that attracted most attention (Baron et al., 2002). Beach (1980) was of the opinion that this theory constitutes more of a work motivation than general human motivation theory. The basic assumption of Herzbergs theory is that motivation originates from the job itself, and not from other external characteristics, and that those factors leading to job satisfaction (motivators) are separate and distinct from those leading to job dissatisfaction (hygiene/maintenance factors) (Herzberg, 1966). The hygiene factors, which may be equated with Maslows lower order needs, are placed along a continuum, from a state of dissatisfaction, to no dissatisfaction. These factors involve circumstances surrounding the task which do not lead to job satisfaction, but prevent dissatisfaction, if maintained adequately. Examples of these maintenance factors include the level of supervision, job status, work circumstances, service conditions, remuneration and interpersonal relationships (Herzberg, 1966). Motivators, on the other hand, have a direct positive effect on the work situation, and lead to improved productivity. They may be equated with Maslows higher order needs, and are also placed along a continuum from a highly motivated to a highly unmotivated state. Aspects of the job itself, e.g. level of recognition, pleasure of performance, increased responsibility, and opportunities for advancement and promotion, serve as motivators (Herzberg, 1966). 2.3.3 Cognitive theories 2.3.2.1 Equity theory Equity theory was first introduced by Stacy Adams in 1965. Its basic tenet is that people are motivated to achieve a condition of equity / fairness in their dealings with other people, and with the organizations they work for. People make judgments or comparisons between their own inputs at work, e.g. their qualifications, experience and effort, and the outcomes they receive, e.g. pay and fringe benefits, status and working conditions. They then assign weights to these inputs and outputs according to their relevance and importance to themselves. The summed total produces an output / input ratio, which is the key issue in terms of motivation. If a persons output / input ratio is equal to that of another person, equity exists. A state of inequity leads to tension, which the individual tries to reduce by changing one or more elements of the ratio, e.g. increase or reduce his effort. Perceived inequity by the person is therefore the basis for motivation (Baron et al., 2002). This theory helped to provide the basis for studying the motivational implications of perceived unfairness and injustice in the workplace. It also laid the foundation for more recent theories on distributive (how much is allocated to each person) and procedural justice (how rewards and job requirements are determined) (Cropanzano Folger, 1996). In a meta-analysis of many of these theories, 2.3.3.2 Expectancy theory The original thinking behind what has come to be known as expectancy theory, or Vrooms Expectancy-Valence-Instrumentality (VIE) theory, can be traced back to the theorizing of Tolman and Levin in 1932 and 1938 respectively (Petri, 1996). Vroom was, however, the first scholar to elaborate on this thinking in a motivational context in 1964 (Gouws, 1995). Since its origins in the psychological theorizing of some 60 years ago, the expectancy theory has been presented in many variations. Common to all versions is the basic tenet that people base their behavior on their beliefs and expectations regarding future events, namely those maximally advantageous to them (Baron et al., 2002). Essentially, the theory explains how rewards lead to behavior, through focusing on internal cognitive states that lead to motivation. In other words, people are motivated to action if they believe those behaviors will lead to the outcomes they want. The said cognitive states are termed expectancy, valence and instrumentality (Spector, 2003). 2.3.3.3 Goal-setting theory Goal-setting theory was first proposed by Edwin Locke in 1968. Spector (2003) described this perspective on motivation as the assumption that peoples behavior is motivated by their internal intentions, objectives or goals; in other words, by what people consciously want to achieve. According to Locke and Henne (1986) goals affect behavior in four ways: They direct attention and action to those behaviors which a person believes will achieve a particular goal; They mobilize effort towards reaching the goal; They increase the persons persistence, which results in more time spent on the behaviors necessary to attain the desired goal; They motivate the persons search for effective strategies for goal attainment. This theory has an intuitive appeal because of its clear relevance to the workplace (Schultz Schultz, 1998). It is currently one of the most popular theories informing organizational approaches to employee motivation (Spector, 2003). 2.3.4 Reinforcement theories Reinforcement theories, which assume that peoples behavior is determined by its perceived positive or negative consequences (Baron et al., 2002) are based on the Law of Effect Hulls drive theory elaborated on this idea and suggested that effort was the mathematical product of drive, multiplied by habit, and that habit were derived from behavior reinforcement. The consequences of behavior may be tangible, such as money, or intangible, such as praise (Spector, 2003). In this regard, reinforcement theory was highly influential in firmly establishing the ideas relating to incentive and reward systems that are applied in most organizations today. As such, it provided the basis for the notion that rewards should be contingent with individual units of productivity (Schultz Schultz, 1998). As a motivation theory, reinforcement theory has fallen somewhat out of favor, as it merely describes relations between reinforcement and behavior, but gives little insight into motivational processes, e.g. whether or not a person wanted a specific reward, or why. Nevertheless, its relative popularity in the workplace is maintained by research that has shown that rewards can be highly effective in the enhancement of job performance (Spector, 2003). 2.4 Motivation: Composite summary Each of the theories covered has contributed substantially towards current perspectives on and understanding of the concept of motivation in the workplace. The needs theories, for example, are largely responsible for organizations recognition that peoples behavior at work is motivated by highly individualized innate needs and desires (Van Niekerk, 1987). Achievement-orientated people are, for example, driven by a much stronger need for power, affiliation and achievement than most other people (Schultz Schultz, 1998). For this reason, employers need to ensure that they invest the necessary time and effort to assess the personal needs of individual employees, and customize their jobs and working environments accordingly (Walker, 1980). Due to their innate need to produce good work and develop themselves, most employees do not need constant supervision and direction and may, in fact, find such actions very demotivating. In addition, people need to experience their work as meaningful an d challenging, and therefore require considerable input on the part of management to ensure a high degree of job enrichment on a continual basis (Beach, 1980). The cognitive theories of motivation have helped employers to understand that, apart from their motivation being driven by innate needs, employees also apply deliberate conscious thought to their behavior at work. Organizations are aware that people evaluate their inputs on the job against what they receive in return, and that they should therefore pay attention to the equitability between employee delivery and reward (Cropanzano Folger, 1996). It is also prudent for organizations to offer a range of benefits, which may be acquired through different levels of performance, to allow employees to set themselves challenging goals that they may attain via differing means they may perceive as instrumental towards those goals (Spector, 2003). Once employees have met the requirements of their own jobs, and attained certain goals, they expect certain rewards to follow. In this regard, reinforcement theories have contributed much towards the establishment of a wide array of reward and performance incentives systems applied in organizations all over the world today (Beach, 1980). Clearly, the theorizing of many an author and researcher over the years has resulted in the increased ability of organizations to transform these theories into practical and effective measures to address a highly complicated aspect of organizational psychology, namely the motivation of human behavior at work, and to ensure organizational success and profitability in the process. Chapter 3: Job satisfaction 3.1 Job satisfaction overview The concept of job satisfaction enjoys increasing attention from organizations these days, since its importance and pervasiveness in terms of organizational effectiveness has been firmly established quite some time ago. Managers now feel morally responsible for maintaining high levels of job satisfaction among their staff, most probably primarily for its impact on productivity, absenteeism and staff turnover, as well as on union activity (Arnold Feldman, 1986). Organizations recognize that having a workforce that derives satisfaction from their work contributes hugely towards organizational effectiveness and ultimate survival. Job satisfaction is regarded as related to important employee and organizational outcomes, ranging from job performance to health and longevity (Spector, 2003). The importance of job satisfaction in the workplace is underscored by its inextricable connection to a persons entire life. Since a persons job is an all-important part of his life, it follows that job satisfaction is part of life satisfaction. The nature of the environment outside of the job directly influences a persons feelings and behavior on the job . Schultz and Schultz (1998) emphasized that people spend one third to one half of their waking hours at work, for a period of 40 to 45 years, and that this is a very long time to be frustrated, dissatisfied and unhappy, especially since these feelings carry over to family and social life, and affect physical and emotional health. A concept with such tremendous effect on personal and organizational life clearly deserves a corresponding amount of attention. 3.2 Definitions of job satisfaction A great many definitions of the concept of job satisfaction have been formulated over time. Arnold and Feldman (1986) described job satisfaction as the amount of overall affect that individuals have toward their job. Since a job has many characteristics, job satisfaction is necessarily a summation of worker attitudes regarding all these. The good features are balanced against the bad, so that the overall job satisfaction is perceived as high or low. It appears that job satisfaction may be studied from two slightly different perspectives. Firstly, job satisfaction may be treated as a single, overall feeling towards a persons job. Alternatively, researchers may focus on the different aspects that impact upon a job, e.g. its rewards and social environment, and even characteristics of the job itself, such as its content. It is believed that this latter view permits a more comprehensive picture of job satisfaction, as an individual typically experiences different levels of satisfaction ac ross different job aspects (Spector, 2003). 3.3 Theories on job satisfaction 3.3.1 Two-factor theory Two-factor theory relates to job satisfaction as well as it does to motivation, and posits that the things that provide employees with satisfaction at work are not the same as those that bring about dissatisfaction. This is Herzbergs theory of satisfiers and dissatisfiers, or the positive and negative aspects of the job. Dissatisfiers do not lead to job satisfaction, but prevent dissatisfaction if properly maintained, for example, acceptable service conditions. Satisfiers, on the other hand, impact directly on job satisfaction, for example, positive promotion aspects elevate levels of job satisfaction (Gouws, 1995). 3.3.2 Social influence theory Social influence theory holds that people are influenced by how satisfied they believe other workers are with the same job (Van Vuuren, 1990). New employees may, for example, change their initial misgivings about their job when they discover that others performing the same tasks are satisfied with their work. In this sense social influence theory may share certain common features with equity theory. 3.3.3 Affect theory Edwin A. Lockes Range of Affect Theory (1976) is arguably the most famous job satisfaction model. The main premise of this theory is that satisfaction is determined by a discrepancy between what one wants in a job and what one has in a job. Further, the theory states that how much one values a given facet of work (e.g. the degree of autonomy in a position) moderates how satisfied/dissatisfied one becomes when expectations are/arent met. When a person values a particular facet of a job, his satisfaction is more greatly impacted both positively (when expectations are met) and negatively (when expectations are not met), compared to one who doesnt value that facet. To illustrate, if Employee A values autonomy in the workplace and Employee B is indifferent about autonomy, then Employee A would be more satisfied in a position that offers a high degree of autonomy and less satisfied in a position with little or no autonomy compared to Employee B. 3.3.4 Equity theory Equity theory stipulates that people generally want to receive what they consider a fair or equitable return for their efforts at work. Greater satisfaction is experienced if they perceive the return or reward they receive as equitable. These perceptions may be based on previous or vicarious experience, or on peoples observations of other employees, for example (Van Vuuren, 1990). Job satisfaction in this regard is related to the motivation to achieve a condition of equity or fairness in peoples dealings with others. 3.3.5 Dispositional theory Another well-known job satisfaction theory is the Dispositional Theory. It is a very general theory that suggests that people have innate dispositions that cause them to have tendencies toward a certain level of satisfaction, regardless of ones job. This approach became a notable explanation of job satisfaction in light of evidence that job satisfaction tends to be stable over time and across careers and jobs. Research also indicates that identical twins have similar levels of job satisfaction. A significant model that narrowed the scope of the Dispositional Theory was the Core Self-evaluations Model, proposed by Timothy A. Judge, Edwin A. Locke, and Cathy C. Durham in 1997. Judge et al. argued that there are four Core Self-evaluations that determine ones disposition towards job satisfaction: self-esteem, general self-efficacy, locus of control, and neuroticism. This model states that higher levels of self-esteem (the value one places on his/her self) and general self-efficacy (the b elief in ones own competence) lead to higher work satisfaction. Having an internal locus of control (believing one has control over herhis own life, as opposed to outside forces having control) leads to higher job satisfaction. Finally, lower levels of neuroticism lead to higher job satisfaction (T.A, E.A C.C, 1997). 3.3.6 Job characteristics model Hackman Oldham proposed the Job Characteristics Model, which is widely used as a framework to study how particular job characteristics impact on job outcomes, including job satisfaction. The model states that there are five core job characteristics (skill variety, task identity, task significance, autonomy, and feedback) which impact three critical psychological states (experienced meaningfulness, experienced responsibility for outcomes, and knowledge of the actual results), in turn influencing work outcomes (job satisfaction, absenteeism, work motivation, etc.). The five core job characteristics can be combined to form a motivating potential score (MPS) for a job, which can be used as an index of how likely a job is to affect an employees attitudes and behaviors. A meta-analysis of studies that assess the framework of the model provides some support for the validity of the JCM ( J.R G,R, 1976). 3.4 Creating job satisfaction 3.4.1 Work environment A positive work environment is not only important for our physical, mental and emotional health, but is also important for the results that we produce for the company. The better we feel at work, the more likely we will take pride in our job activities and be loyal towards our place of employment Ways to create a positive working environment: Accept the right position Be a positive person Take responsibility Communicate with your manager Be social 3.4.2 Career development programs In organizational development (or OD), the study of career development looks at: How individuals manage their careers within and between organizations and, how organizations structure the career progress of their members, it can also be tied into succession planning within some organizations. the lifelong psychological and behavioral processes as well as contextual influences shaping ones career over the life span. As such, career development involves the persons creation of a career pattern, decision-making st

The Restoration Under Charles II Essay -- Essays Papers

The Restoration Under Charles II Generally, the English people had a great celebration when Charles II returned to the throne in May of 1660.1 Many believed that restoring the monarchy was the only way to secure constitutional rights. In fact, there was an expectation that bringing back the king would return life to the way it was before 1642 and the rule of Cromwell. Charles II was responsible for improving the government for the people. However, despite some achievements, the king was not very successful in creating a stronger and more effective monarchy. He was dependent on his advisors and other parts of the government from the very beginning of his reign. There were constant conflicts between the king and Parliament over religious issues. When Charles II finally did gain some independence, he still did not accomplish much to improve the monarchy. Overall, the government was very inconsistent during the 1660s and 1670s, and the people became disillusioned with the monarchy. The king did not hold all of the responsibility for what happened to the government, though. The people should have taken charge and worked for a change in the system. The rule of Charles II helped show the English citizens that they could not rely on the government so much, but they needed to take more of the power into their own hands and become more autonomous. Edward Hyde Clarendon From the very beginning, Charles was determined to establish himself as a constitutional leader. Also, his advisors wanted to make sure that the new monarchy followed the law, so the people could begin to trust the government again.2 The most influential of these advisors was Edward Hyde Clarendon. For the most part, Charles foll... ...688 (Totowa: Rowman and Littlefield, 1979), 8-10. 3. Jones, Restored Monarchy, 12. 4. Jones, Restored Monarchy, 21. 5. Jones, Restored Monarchy, 13. 6. J. R. Jones, ed., Liberty Secured? Britain Before and After 1688 (Stanford: Stanford University Press, 1992), 138-140. 7. Jones, Liberty Secured, 130. 8. Jones, Restored Monarchy, 15. 9. J. R. Jones, Charles II: Royal Politician (London: Allen and Unwin, 1987), 60-62. 10. Jones, Restored Monarchy, 10. 11. Jones, Royal Politician, 74-75. 12. Jones, Royal Politician, 79. 13. Jones, Restored Monarchy, 15. 14. Jones, Restored Monarchy, 19-20. 15. Jones, Restored Monarchy, 10-11. 16. Jones, Royal Politician, 162-163. 17. Jones, Restored Monarchy, 21. 18. Jones, Royal Politician, 187. 19. Jones, Restored Monarchy, 23. 20. Harris, 37.

Symbols and Symbolism - Light and Dark in Hemingways Indian Camp Essay

Light and Dark Symbolism in Hemingway's Indian Camp The thematic usage of light and dark throughout "Indian Camp" symbolizes racial prejudice as well as the personal growth of the protagonist. The narrative showcases a world of Indian oppression and bigotry that degrades Indians to the role of dark ignorant stereotypes. The white men, on the other hand, seem to live in a self-made utopia of light and understanding. This concept of the lighter skinned white man holding supremacy over the darker skinned Indian permeates throughout the entire narrative. These themes of light and dark are not merely limited to the skin tone of two clashing cultures, but are also symbols of understanding and unenlightenment that affect both the Indians and the story's young protagonist, Nick Adams. "Indian Camp," much like the boat that takes Nick Adams to shore, starts "off in the dark" (1). This dark engulfs Nick Adams as he begins his journey on an unknowing night that parallels his own lack of awareness. Not sure of where he and his father are being led, Nick is rowed toward his future by an I...

Andrew Carnegie :: essays research papers

Andrew Carnegie, a very factual and interesting biography, which was written by Alvin F. Harlow, was published in 1953 by Kingston House, Chicago and it contains 178 pages. Mr. Harlow wrote this book because of his love for history and his love of writing and his interest in the history of transportation and communication in America. This led him to write a series of books on biographies for young people. Like all his writings, he makes them factual and filed with humor and satire. Therefore perhaps he wrote these biographies to get young people interested in the great people of America history. As remarked that â€Å"In whatever manner Harlow writes-the dignified, objective attitude necessary to encyclopedias, the factual with touches of humor and satire which make his historical works interesting†¦these are his style and he â€Å"lets the story tell itself†. Andrew Carnegie, who was an extremely astute businessman, founder of a great steel empire, and a very generous philanthropist, was born in Dumferline, Scotland on November 25, 1835. His father William Carnegie was a weaver in his cottage. His mother Mary Morrison was a housewife. Because of the growth of textile mills, William Carnegie found it very difficult to earn money, so he decided at this time his family would emigrate to the U.S., settling in Allegheny, Pennsylvania. Andrew Carnegie was forced to work at the age of 13 because his father was earning a small income. Carnegie had no formal education; however, he gained most of his education by observing and experiencing almost everything around him. For instance, Carnegie learned how to use the telegraph by playing around with it when nobody was near. He became so good at working the telegraph, he actually was able to decode the messages by ear. At the sight of this, Thomas A. Scott, his boss promoted him to a clerk and telegraph operator. Later Mr. Scott promoted him to Vice President of the Western Division because of his zeal, honesty, loyalty, and conscientiousness. The promotion was the result of these qualities and Carnegie bringing Mr. Scott’s attention to the sleeping car, a very profitable investment for Pennsylvania Railroad. He began to invest in property where there might be oil with some of the citizens in Homewood, the city to which he had moved. It was very profitable; one deal results in a $40,000 purchase price turning into $3,000,000 two years later.

Midwestern Art Museum Essay

Background The present paper reviews a case study as written by Lewicky, Saunders and Barry in the text Negotiations titled Midwestern::Contemporary Art, case number 6. Its focus is on a financial crisis that the museum is facing due to a donors failure to pay a five million dollar pledge. The donor was the museums previous president of the board of directors who had a falling out with the museum director over financial matters and felt minimized by the lack support by board members. The museum is in the process of completing a major capital project and faces the near term possibility of bankruptcy if the pledge is not fulfilled. Results Legal counsel for the museum recommends suing to collect the funding but that strategy presents several negative outcomes. First is that there are very few cases where a museum has sued a donor successfully so this is not a tested option and even if they were successful, collecting the amount awarded by the court may prove very difficult. Secondly, it raises the likelihood of creating negative public relations that could adversely affect future contributions. Lastly, some of the board members are opposed to this idea. Another course of action is to enter in to negotiations to secure the funding. The current president of the board must decide on a course of action to obtain the necessary funding and unite the board in a functional manner. Conclusions A renewed focus on the future relationship between this donor and the MCA needs to be forged through skilled negotiations in a way that will benefit everyone involved. The legal route should not be the first course of action for the MCA to obtain the five million dollar pledge. The board should first try to implement a well planned negotiation strategy to include the legal option as the BATNA. Situation. The Midwestern Contemporary Art (MCA) Museum opened in 1976 and is devoted to modern art. In January of 1989 the MCA hired Keith Schmidt as executive director, and due to his extensive experience much was expected of him. That same year a reputable lawyer from the area named Peter Smith was selected as the board president. He had been a board member since 1981 and was an avid collector of contemporary art along with his wife. Together they had acquired the largest art collection of this type in the Great Lakes area. Peter Smith and Keith Schmidt had very different leadership styles and it led to disagreements on how to expand and grow the MCA. These arguments often became personal and led to animosity and mistrust. Most of their arguments had to deal with the speed of MCA’s expansion, which was pushed by Keith Schmidt. Peter Smith was more concerned about the finances and did not trust that Schmidt could operate the museum in the black. Smith presented his concerns about Schmidt to the other board members but they didn’t share the same feelings of mistrust since Mr. Schmidt’s performance had not proven deficient so far. Due to problems between the two men, Peter Smith resigned from the board in December 1991. The Smiths disappeared from the art scene at the end of 1991 and missed all payments on their $5 million pledge to the MCA. This became a problem because the MCA was planning on constructing a new building. The Smiths’ pledge was a significant amount and the new MCA facilities completion depended on their pledge. Also, the Financial Accounting Standards Board (FASB) required all non-profit organizations to record pledges as income so the MCA had already accounted for the money. This caused an even more financial hardship on the museum, and in late 1997, MCA found itself in a financial crisis due to high debt resulting from the construction and the Smiths’ unfulfilled pledge. The current board director is Peggy Fischer and she has just finished a meeting with the board to discuss the possibility of suing the Smiths for the five million dollar pledge. Although she is uncomfortable with several aspects of the legal route, she knows the museum may face bankruptcy without the pledge. She must decide if the MCA should try to pursue negotiations with the Smiths or legal action. It is a big decision to make and the boards’ next meeting is in five days. Who is in Charge? Let’s consider the leadership crisis that got them in the situation to start with. First of all, Keith Schmidt as the executive director should be able to answer the board chairman’s questions in a clear and logical manner and should not expect an â€Å"unsigned check† regardless of how he was treated elsewhere. Beyond that, Peter Smith as the board chairman is clearly micromanaging the director and as a result, both men have let the business relationship become personal. If you insist on micro-managing, you have a problem; if you believe you must check on every detail, your style is symptomatic of insecurity or paranoia. Your style is based on a lack of faith and trust in other people. And, it is repressive. It leads to little growth, it discourages any human resource development, and it focuses on problems of detail, and discourages teamwork. If you don’t trust your manager or his judgment, and you are unwilling to allow him to assume any responsibility, you are cheating yourself of the talent you are paying for. As much as you may want to, you can’t build a one-person organization that will succeed in the long run. Micro-managing may work for a while, but in time, it acts as a brake on all progress. In this case, it is stifling the expansion and growth of the MCA. Mr. Smith doesn’t realize that he is working against himself by discouraging new ideas, new art exhibits, new talent and the push to move forward has been imprisoned in the mind of one person. The two men are experiencing a competitive conflict based on different viewpoints or perspectives. I think that they have the same goals; they just disagree on how to go about obtaining them. Also, this organization is experiencing growing pains with the hiring of the director. Consequently, the roles and expectations of the organization’s members should be clarified. This one area of conflict can be the trickiest because when you are in charge, often perspectives different from your own are misunderstood or pushed aside. Managers and leaders must remember that at least some of their employees will likely have different perspectives. In fact, often different perspectives are where creative solutions are developed. There are ways to structurally reduce conflict in an organization. The ost common and effective way is to provide people with a clear definition and understanding of their role, function, and responsibilities in the workplace. This will provide them with a good understanding of the job and tasks they are to perform as an individual and within any teams they are a part of. It also provides information on where they fit within the organization and who they report to, helping to avoid disputes and misunderstandings over authority. Failing to define workplace roles and responsibilities can create tension, miscommunication and inefficiency within your business (Bulleit, 2006). People may be unsure as to what jobs are their own and who they are required to report to. Mistakes and omissions can also occur where people are unsure of what is required of them, therefore creating inefficiencies which cost time and money. If Peter Smith and Keith Schmidt understood this at the beginning of their relationship, much of the dispute would have been avoided. Once you have defined each person’s roles and responsibilities, you can record this in a â€Å"job description†. This can be as formal or informal as you prefer, however it is important to record the key information. Job descriptions provide the opportunity to clearly communicate each individual’s roles and responsibilities and also serve as a way to measure performance. With the role of each individual in the organization defined, you can also create an organization chart. This chart is a tool that helps to define the inter-relationships between the board, the director and staff. It defines reporting structures and lines of authority and responsibility, providing a picture of how the organization functions. It can be very helpful when creating a new position in an organization to have people write their own job description. This gives you insight in how that person views his responsibilities and creates buy-in on their part. People like to be part of decisions that affect their life as opposed to being told what to do. In this situation, the board of directors and its members should define their roles as well as the executive director and the staff since they are all very different. At MCA the roles are different since it is a not-for-profit organization and there are no shareholders to report to. The role of the chairman is to provide vision and outline the goals of the MCA. The role of the director is to develop a plan of how to achieve those goals and the role of the staff is to execute or put the plan in to action. I’m not sure how large the staff is at MCA, but the structural organization should extend beyond Mr. Schmidt. When defining roles and responsibilities in the workplace, you may need to create a list of all of your staff and a list of all of the tasks and roles within your business. You can then assign the roles to each staff member. It is important to remain flexible and be prepared to modify your plan in consultation with your employees. Peter Smith acted poorly when his advice was not followed by the board. It is his inability to â€Å"pass the torch† thinking that only he can win the race to success and that is largely what caused the whole situation. He is willing to â€Å"take his toys and go home† if he doesn’t get it his way. When Peter Smith’s advice was not followed by the board and he resigned he should have either withdrawn his pledge so the MCA could plan accordingly or honored his commitment. The Decision. Peggy Fischer as the current board chairman has some hard decisions. She needs to consider any alternative approaches to collect the unfulfilled pledge as opposed to a direct approach of just calling and demanding the money. She should also consider what alternatives the Smiths may have. For any successful negotiation, there is a significant amount of homework involved. The legal option may not work out since it is largely untested as pointed out by legal counsel. If that doesn’t work, the MCA will be in even deeper financial trouble with no options left with the Smiths. Ms. Fisher should first clearly identify the goal. I think that the goal should be to establish a positive relationship with the Smiths that will secure the five million dollar contribution soon and create a positive relationship that has future benefits. In addition to this goal, a Best Alternative To a Negotiated Agreement (BATNA) needs to be established. BATNAs are critical to negotiation because you cannot make a wise decision about whether to accept a negotiated agreement unless you know what your alternatives are. Your BATNA is the only standard which can protect you both from accepting terms that are too unfavorable and from rejecting terms it would be in your interest to accept. For example, the Smiths may agree to assist in finding another source of money to make up the pledge. This is not what is expected, but it may be enough to meet the financial needs of the museum. There may be several options to consider in an agreement that would accomplish the goal without strictly adhering to only two possible outcomes. Get the five million now or sue. In the simplest terms, if the proposed agreement is better than your BATNA, then you should accept it. If the agreement is not better than your BATNA, then you should reopen negotiations. (Fisher & Ury 1991). Along with establishing the negotiation desired outcome or goal and the BATNA, you need to determine the bottom line. A bottom line signifies the worst possible outcome that a negotiator might accept. Maybe it would be acceptable to obtain half of the pledged money with the idea that MCA could come up with the rest elsewhere. The bottom line is meant to act as the final barrier where a negotiation will not proceed further. It is a means to defend oneself against the pressure and temptation that is often exerted on a negotiator to conclude an agreement that is self defeating (Lewicki, Saunders & Barry, 2009). Then the next step in this situation requires her to select a negotiation strategy based on the type of relationship MCA wishes to achieve with the Smiths if any. If the importance of the relationship is high and the importance of the outcome is high, then a collaborative style of negotiation is in order. Do they want to re-establish a long term relationship? If not, then a more competitive strategy is more suitable. In this situation the board members seem to be split on their strategy. Some of the board members have made it clear that they have reservations about using the legal course, or competitive strategy, and at least one supports the chief counsels’ recommendations. If the MCA determines that they do not expect to deal with the Smiths ever again and they do not need their goodwill in the long term, then it may be appropriate to â€Å"play hardball†, seeking to win the negotiation while the other person loses out. Similarly, since there is a great deal at stake in the negotiation, it may be appropriate to prepare in detail and legitimate â€Å"gamesmanship† to gain advantage. Anyone who has been involved with large sales negotiations will be familiar with this. Neither of these approaches is usually much good for resolving disputes with people with whom you have an ongoing relationship: If the MCA plays hardball, then this disadvantages the Smiths and may, quite fairly, lead to reprisal later. Similarly, using tricks and manipulation during a negotiation can undermine trust and damage teamwork. Attempting to manipulate the Smiths in a negotiation may backfire. Here, honesty and openness is the best policy. So let’s consider the basic strategies available. The avoiding strategy is obviously not going to work since there is no clear way to obtain the funds elsewhere. The competitive strategy in this situation is comprised of the legal option that is recommended by the chief counsel and supported by at least one board member. The accommodating strategy would also require that MCA finds another source of funding since they are facing a short term crisis. A collaborative strategy is ideal but is difficult given the short time frame. The best alternative method to seek the cooperation of the Smiths and to collect the unfulfilled pledge is to use any existing relationships among the board member’s. If this is not apparent, she may consider hiring a consultant even if it is only for mapping out a strategy. It may be well worth the money because some research needs to be done to determine the network of contacts which exist around the Smiths. I think that involving a third party at least initially is a good idea to break the ice. In order to collect the five million dollar pledge, the MCA clearly needs the help of influential people to ‘open doors’, make reintroductions and even to ‘make the ask’ when appropriate. Someone is needed who will focus on reinforcing collaborations and partnerships and build on those strengths. Now is the time to put the right people in the right position to both grieve the loss of the Smiths relationship and honor their contributions. Since the Smiths were very involved in the community, the involvement of influential people from outside the museum that may be best to use in a networking and personal approach. The negotiator must be able to avoid focusing on the past and skilled at guiding the discussion to a positive view of the future. Pointing fingers or histrionics are clearly inappropriate because they undermine the rational basis of the negotiation and because they bring a manipulative aspect to them (Phillips, 2011). The smiths need to be convinced that the MCA is important to them and the best person to do this is someone that they trust. Not lost in this situation is the fact that the Smiths are facing a significant life changing event; it may cause them to re-evaluate their relationship with MCA. If the Smiths are approached in a positive manner, they may choose to reclaim the part of their life that they invested so much time and money in as a legacy to Peter. Leaving bequests to museums has a long history. The board should be involved in further discussions leading to a decision about whether or not to file a lawsuit and to this end, Peggy Fisher has some negotiations of her own to accomplish with the board members. The style of the negotiation is important because emotions are high due to the critical situation. Keep in mind that for a negotiation to be ‘win-win’, both parties should feel positive about the negotiation once it’s over. There are those on the board who want to sue and those who are in opposition and this has potential to evolve in to a destructive division. Peggy has to unify the board in a way that will maintain good working relationships afterwards and also govern the style of the negotiation. Emotion can be an important subject of discussion because people’s emotional needs must fairly be met. Usually, emotion is best left out of negotiations but Peter Smiths terminal cancer should not be ignored. If emotion is not discussed where it needs to be, then the agreement reached will be unsatisfactory and temporary. I don’t think the museum should sue the Smiths as a first approach to this situation primarily because the relationship between a foundation and its donors is precious. Suing the people paying the bills is not good public relations and this will definitely generate a lot of attention in the community. Even if MCA wins the lawsuit there is still the big question of how to collect. Will they have to hire a collection agency? Is there one that will even take the job? If for some reason the Smiths don’t have the money it is going to be very difficult to collect. Before going any further with this as the debt collection strategy, the MCA needs to look at this from a clear perspective. Have they given the debtor enough time and notice to repay the debt that they owe? It is crucial that they attempt to contact the debtor directly before starting any legal procedures and suing for money owed. When the Smiths missed their payments, did anyone attempt to collect? This may be an issue in court. It is important to find out exactly why the Smiths have not paid because there could be some fairly legitimate reasons for the shortfall. The legal process may not produce results in the timely manner needed in this situation because it may lead to mediation anyway. Mediation is another debt collection strategy that uses mediators instead of going to court so you are back to a negotiating strategy. A mediator is a professional, hired in order to settle a dispute outside of court. They may make it easier for an agreement to be reached, however this must be reached voluntarily between the two parties (Bailey, 2010). There is a better way for the MCA to attempt the collection of the money pledged by the Smiths however, I think that the sue option is a good BATNA and should be used in this manner as part of a well planned negotiation. Having a good BATNA increases your negotiating power and the trick in this situation is determining when to make that option known to the Smiths in order to strengthen your negotiating power. The negotiation should be well thought out and executed properly. Care should be taken that the BATNA is not seen by negotiators as a safety net, but rather as a point of leverage in negotiations and again, determining when to bring it in the negotiations is a key part that a skilled negotiator must determine. In conclusion, the leadership dispute between Peter Smith and Keith Schmidt and the resulting parting of ways on supposedly bad terms should be put to rest. A renewed focus on the future for the Smiths and the MCA needs to be forged through skilled negotiations that will benefit everyone in the very different situation that both parties now face. The legal route should not be the first course of action for the MCA. The board should first try to implement a well planned negotiation strategy to include the legal option as the BATNA. Peggy Fischer has some negotiation work of her own to accomplish with the board members in order to unify everyone and focus all their resources and efforts in accomplishing a collaborative, long term relationship with the Smiths that will benefit everyone.

Program Planning and Evaluation

Program planning is the starting blue prints or structure of a new program or even used to improve a program already in place. Program planning involves research, making goals, setting up objectives in order to meet goals and gathering information. Program planning also includes information about the budget such as how much it will cost in order to provide the services intended by the program. Program planning tells us what the problem is, who the program targeted population is, where are the targeted population demographically located, and why there is a problem. Program planning involves a lot of thought and information collected by the staff and where available the clients as well. Program planning determines what obstacles the program may encounter along the way and plans to work around the obstacles. Program planning should be done carefully and thoroughly because as a blue print for a program we would like the finishing product to be very well built and organized with a great finished product. Program evaluation is the ongoing collection of data which the staff of the program can take into consideration when making changes for necessary improvements or for future planning of the program. Program evaluations show the staff the strong points of the program they may wish to leave alone and also the weak points of the program they may need to make stronger. Program evaluation is important because it helps to keep the program running smoothly in order to meet their goals and provide sufficient services to the community and clients that the program serves. Program planning and program evaluations work together in order to make a program effective and efficient. Program planning does not stop just because a program is up and running since there will always be changes that need to be made as the program grows and needs to meet the demands of more clients and becomes a bigger part of the community it serves. Therefore program evaluations continue to help keep the program planning on a proper level and help the staff make decisions needed in order to meet demands and still plan goals and objectives successfully. The scenario I have chosen to work with this year is the PEACE Domestic Violence Agency. I believe that both program planning and program evaluation interrelate in this scenario because there is a growing problem with violence in the city of Portland and without action it will probably become worse. There needs to be a program in place in order to give any means of help to the community that can be offered and that will require program planning. The continuous changes of needs, and the need to ensure effectiveness is going to require the implementation of program evaluations in order to help measure the success and continue make the success rates higher. The technical aspects of program planning should consist of inputs to outputs that would in turn provide the community the social justice needed. I believe that the technical aspects are to make a crisis hotline available which would provide 24 hour access to a staff member who can help. I believe that there should be qualified counselors staffed within the program in order to help the individual to identify needs and also to obtain protection orders if necessary. I think that having a shelter or an affiliated shelter would be helpful because some clients are going to need a place to stay and receive a chance at a fresh start through transitional housing. Further I believe that technical aspects would be to also get some community awareness started about violence and ways to prevent it. This can be a fun community activity during which individuals learn to look out for one another instead of hurting one another or turning the other way while someone else is hurt. On the other hand there needs to be rehabilitation for the individuals who act violently. Enabling them to lead a better life and teaching them to protect others instead of causing harm. Aspects that can affect the program planning and evaluation process are that there might be some people still too afraid to come forward and fight for the changes that benefit them. They might have their doubts that the program will work because the violence rates are so high and so many people have failed to fully help them. A person who has been a victim might be inclined to move on but become victim again. A person hurting others may be inclined to feel there is no need for them to get help. The way these aspects can affect the program planning and program evaluation are because they are obstacles that would prevent the program from becoming successful and promoting a better outcome for individuals and the community. In order to prevent hindering the program we have to find other ways to get through and rebuttal the situations. Political aspect of the program planning and evaluation would be to ask for harder punishment for those who are on the violent side of the fence. I would also ask for more police involvement in the community and if needed be the hiring of more police authority in the area to help in lowering the amount of time it takes to get to a situation involving violence. I would ask for education about violence to be implemented through school systems and jail or prison facilities to raise the possibility of positive changes. I would ask for cameras to be placed at stop lights and in other areas where road rage was the worst in order to help in providing proper apprehending of drivers who have a problem. These aspects could affect planning and evaluation of the program because political authorities might not feel there is enough violence to take action. It also could affect the planning and evaluation because the political authorities might not have the funds to provide the help needed. The political authorities might agree to the needs but on lesser terms. This would mean that in order to have success rates we are looking for we need to find other ways to get the help needed.

Peace in Mindanao

The peace process in Mindanao still needs a lot of work. The path to peace on the Bangsamoro sector. The establishment of compromising and reaching of the meeting of minds has been conducted. What I want to see is how this will all played out. It is one big step and a giant leaf to a very narrow treacherous process to surpass from but the president assures that it will be done or happen when our countrymen will be willing to help them in their quest for peace.The people itself will have to give justification on the stipulation and not only must the president himself will be the one to fight for peace but also the people itself that must be as well involve for this is their nation to bring about the prospering of peace in the land. We all do want peace. But there is no real peace. Then has always been conflict. What action can we take in the name of peace? Can both sides change the politics of anger and resentment into a policy of cooperation?The Filipino’s lack of discipline e ncompasses several related characteristics. We have a casual and relaxed attitude towards time and space which manifest itself into lack of precision and compulsiveness, in poor time management and in procrastination. We are impatient and unable to delay gratification or reward, resulting in the use of shortcuts, in skirting the rules (pasulot syndrome) and foolhardiness. We are guilty of ningas cogon, starting out projects with full vigor and interest which abruptly die down leaving things unfinished.Our lack of discipline often results in inefficient, wasteful work system, violation of rules leading to more serious transgression and a casual work ethic leading to carelessness and lack of follow-through. The path to peace is always a sensitive topic to obtain. In life there are no shortcuts and so we must be conscious not to show our weakness in character when we mean business. I just hope in this modernize world by while walking on the road with the right determination and enduran ce that it eventually lead to the right path and that is the path to peace.There is no need for haste because peace does not come out automatically, after all people do have safety precautions labeled on each one of us that trust does not easily be gain but you work for it. As the saying goes â€Å"hastes makes wastes†. Filipinos do have strength in characters as well. One of that is the pakikipagkapwa-tao where Filipinos are open to others and fell one with others. We regard others with dignity, respect and deal with them as fellow human beings.It is manifested in a basic sense of justice, fairness and concern for others. It is demonstrated in the ability to empathize with others, helpfulness and generosity in times of need (pakikiramaray), in the practice of bayanihan and the famous Filipino hospitality. Throughout human history, mankind has seemingly always been able to solve problems. So there is a possibility that this dilemma can be surpassing despite the obstacles that awaits it. Peace in Mindanao The peace process in Mindanao still needs a lot of work. The path to peace on the Bangsamoro sector. The establishment of compromising and reaching of the meeting of minds has been conducted. What I want to see is how this will all played out. It is one big step and a giant leaf to a very narrow treacherous process to surpass from but the president assures that it will be done or happen when our countrymen will be willing to help them in their quest for peace.The people itself will have to give justification on the stipulation and not only must the president himself will be the one to fight for peace but also the people itself that must be as well involve for this is their nation to bring about the prospering of peace in the land. We all do want peace. But there is no real peace. Then has always been conflict. What action can we take in the name of peace? Can both sides change the politics of anger and resentment into a policy of cooperation?The Filipino’s lack of discipline e ncompasses several related characteristics. We have a casual and relaxed attitude towards time and space which manifest itself into lack of precision and compulsiveness, in poor time management and in procrastination. We are impatient and unable to delay gratification or reward, resulting in the use of shortcuts, in skirting the rules (pasulot syndrome) and foolhardiness. We are guilty of ningas cogon, starting out projects with full vigor and interest which abruptly die down leaving things unfinished.Our lack of discipline often results in inefficient, wasteful work system, violation of rules leading to more serious transgression and a casual work ethic leading to carelessness and lack of follow-through. The path to peace is always a sensitive topic to obtain. In life there are no shortcuts and so we must be conscious not to show our weakness in character when we mean business. I just hope in this modernize world by while walking on the road with the right determination and enduran ce that it eventually lead to the right path and that is the path to peace.There is no need for haste because peace does not come out automatically, after all people do have safety precautions labeled on each one of us that trust does not easily be gain but you work for it. As the saying goes â€Å"hastes makes wastes†. Filipinos do have strength in characters as well. One of that is the pakikipagkapwa-tao where Filipinos are open to others and fell one with others. We regard others with dignity, respect and deal with them as fellow human beings.It is manifested in a basic sense of justice, fairness and concern for others. It is demonstrated in the ability to empathize with others, helpfulness and generosity in times of need (pakikiramaray), in the practice of bayanihan and the famous Filipino hospitality. Throughout human history, mankind has seemingly always been able to solve problems. So there is a possibility that this dilemma can be surpassing despite the obstacles that awaits it.

Concept of ethical relativism Essay

Ethical relativism is the theory that there are no universalized moral standards to apply to all people all the time. The relativity of ethics refers to the ethics may be different in different societies. The same situation and behavior may be morally acceptable in one society but morally unacceptable in another. However, this theory is rejected by most ethicists. First of all, some claim that while the moral practices of societies may differ, the fundamental moral principles do not. Different nations, even the same nation in different times, often pursue different or even inverse ethics. However, the differences can only explain that moral has diversity but cannot deny that moral is universal and general. There is no doubt that ethics such as fairness, honest and self-esteem are applicable and essential to all societies at any time which is ignored by ethical relativism. Furthermore, ethical relativism promotes social inner conformity and causes no room for moral reform or improvement in a society. In addition, members of the same society may hold different views on practices. When the whole society lack of common agreement on certain issues, it’s really hard to declare which is the right behavior. When cross-cultural communication, ethical relativism may provide support for individualism and cause a situation that different social groups only focus on themselves so that go against the agreement with each other. History development is introduced Ethical relativism encompasses views and arguments that people in various cultures have held over several thousand years. For example, the ancient Jaina Anekantavada principle of Mahavira (c. 599 – 527 BC) states that truth and reality are perceived differently from diverse points of view, and that no single point of view is the complete truth; and the Greek philosopher Protagoras (c. 481 – 420 BC) famously asserted that â€Å"man is the measure of all things†. The Greek historian Herodotus (c. 484 – 420 BC) observed that each society regards its own belief system and way of doing things as better than all others. Various other ancient philosophers also questioned the idea of an objective standard of morality. In the early modern era Baruch Spinoza (1632–1677) notably held that nothing is inherently good or evil. The 18th-century Enlightenment philosopher David Hume (1711–1776) serves in several important respects as the father both of modern emotivism and of moral relativism, though Hume himself did not espouse relativism. He distinguished between matters of fact and matters of value, and suggested that moral judgments consist of the latter, for they do not deal with verifiable facts obtained in the world, but only with our sentiments and passions. But Hume regarded some of our sentiments as universal. He famously denied that morality has any objective standard, and suggested that the universe remains indifferent to our preferences and our troubles. The levels and types of western ethical relativism. Ethical relativism is an important inclination of thinking. It has many levels and types. Its causes are also very complicated. The experience lesson of western, ethical relativism in theoretical thinking may promote our research of ethics; it has both negative significance and positive significance in practice. Western Ethical Relativism is a completed social and ethical situation. From the development of western thinking, the performances of the Ethical relativism are various. The diversity of the western ethical Relativism can be analyzed from two aspects. First: he levels of western Ethical Relativism In general: The ethical relativism can be divided in three levels: t The ethical relativism in standard level believes that: the accuracy of ethical norm is relative. It doesn’t exist any ethic which is always right. The moral standard is right when in the areas people all think it is right. The ethical relativism in standard level is not always relative; the ethical principles may be relatively or absolutely. The ethical relativism in standard level means that the moral principles we obey in our life is not single, but numerous. The ethical relativism in hierarchy system means that the different ethical systems can explain the same social life in same degree. It advocate that the different or opposite ethical systems are morally. The ethical system that is always right and covers all of the society does not exist. The ethical relativism in principle level is always have the closely connection with the ethical relativism in hierarchy. We can hardly make a distinction between them. Second: The types of western ethical relativism. The ethical relativism can be divided in three types: The cultural ethical relativists believe that the different cultural systems need different moral. Different cultural has its own criterion of right or wrong, goodness or badness. We can’t use unique cultural criterion to judge the behavior of people in other culture. The cultural ethical relativism can be divided into three forms describe, standard and cognitive. The experiential ethical relativism advocates the variable and relative of the moral is not our concept, but the fact. It believes that the different people in different groups have different moral experiences, so the uses of moral principle and moral norm should be vary with each individual. Subjective ethical relativism advocate that the moral is only subjective cognizance of people, and it is also the result of expression of the personal attitude or emotion, psychological requirement. Ethical relativism of two kinds of basic theory form So far, people on the ethical relativism theory form are not form a unified opinion. In examining the many ethical relativism forms have basis, we according to the ethical relativism of the basis of the methodology of shall be classified, put it into culture ethical relativism and normative ethics relativism two basic theory form the theory. 1, culture ethical relativism Culture ethical relativism (also called the description relativism) is just a cultural relativism claims in the moral field expands. Its message is moral beliefs because of cultural different and different, the thesis is descriptive, namely to anthropology that special case study for the foundation. 2, the standard ethical relativism regulating the relativism also think that only a moral standard by group or individual when accept is only effective; The effectiveness of the standard limited to certain scope, and moral code itself also limit in a particular area, as most etiquette principles and customs limited to specific areas. The basic characteristics of the ethical relativism Any kind of ethical relativism theory, performance forms in theory has its own characteristic, however, from the overall opinion; all have the following three basic characteristics 1, separate the moral of universality and particularity dialectical unity 2, deny that moral; absolute and relative in dialectical unity 3, ignoring the moral subjectivity and objectivity in dialectical unity. The perverted moral values On the other hand, the moral, as dependent on and decided to part of the cultural organism, which will moral points, thought moral as materials is substantive, no existence people from the common features, human relationship, and people in the moral existence, validity and value shows the subjectivity of the out side. 2? Moral value of the lost Ethical relativism moral existence and value will be to strengthen the relativity of extreme, and creativity are intentionally or unintentionally covered, forgotten and cancelled, this actually means that people is the starting point of the moral value purpose and end-result forgotten and cancel, 3? Moral principles using the dislocation First, the moral are reality wrong. Second, ignore the moral convergence. Third, application strategies are machinery. The Limitations and Enlightenment about Ethical relativism Theory limitations have two main areas: (1) ethical relativism partition the moral of universality and particularity. (2) It denied the unification of the moral subjectivity and objectivity. (3) Ethical relativism misunderstood the relationship between the moral diversity and moral unity. The limitations of the practical level: Ethical relativism can lead to the moral crisis in society practice of moral life. Different people, different regions, different countries, different culture and different social form have different moral each other. When these various different levels of social group interact with each other, they are unavoidable produce conflict. But it is undeniable that ethical relativism provides us with much beneficial enlightenment: Ethical relativism contributes to cultivate moral freedom of the individuals and groups. It can make us take an open, flexible attitude and contributes to people of the different ethnic groups, cultures and social systems are forming the atmosphere of mutual respect, mutual understanding and mutual tolerance. Ethical relativism deny the unity of subjectivity and objectivity of the moral From the point of view of philosophical epistemology, ethical relativism recognizes most of the subjectivity of morality denies the objectivity of morality; deny that morality is subjective and objective unity. Ancient Greece wise to send an outstanding representative of Protagoras that â€Å"man is the measure of all things,† the well-known proposition, it is deeply hidden affirmed the denial of moral objectivity and moral subjectivity. Socrates â€Å"Virtue is knowledge† proposition more knowledge as a moral standard, the nature and source of Socrates, knowledge is not derived from practical experience, but from human reason, rational but the unique subjective cognitive ability, therefore, Socrates’ ethical thinking its deep implication is undoubtedly fragmented subjectivity and objectivity of morality. Skeptics of ancient Greece in the philosophical level, the objective existence of things and its nature in doubt, from the theoretical logic of prefabricated or pre-ethical thinking relativism, subjectivism direction of development. Modern Rationalism philosophy advocates the universality and inevitability of knowledge does not come from external experience, but from the inherent rationality; Accordingly, the scope of the ethics, rational camp philosophers and ethicists advocates ethical guidelines and the moral principle of universality, necessity, and moral truth of the theory can not be obtained from the experience of moral life, but only from the rational, moral, rational or practical reason. As Rationalism prominent representatives of Immanuel Kant, deontological ethics reflect the significant nature of absolutism, but his ethics and provides us with a real practical guide for the contents of his ethics should be said that formalism, empty, empty form that contains the possibility of changing to keep the subjectivism and relativism. In short, Modern Empiricism and Rationalism ethicists whether morality comes down to experience, emotion or reason, these are all subjective things of the spirit of their original purpose of trying to construct a new social objective, universal moral system, the result is returned to the person’s subjective mental world; actually hope to establish the objectivity of the efforts by the subjectivity, not only fail to achieve their goals, but its subjectivity digestion objectivity. Different social form or cultural system have the requirement of different moral inevitably, and ethical is relative to the social or cultural system. Culture ethical relativism mostly connected with the study of anthropology or compared culture. Anthropologists are usually very suspect the possibility of founding common moral principle, because they have seen mostly the great differences of moral life practice of different nationalities, different regions and different social. Culture ethical relativism advocates â€Å"customs control everything†, â€Å"moral vision changed with the geography â€Å". Different cultures have their own standard about right or wrong and good and evil, so they cannot use a culture standard of right or wrong, good and evil to measure the behavior of people in another culture life, and can’t stand in the standpoint out of a culture (other cultural standpoint) to judge a culture. All social formation which belongs to different culture often has very different things which they agree or oppose in the moral. But in an internal social, most of the people in the social have the moral conscience— common of moral, which is the general knowledge about right and wrong in moral. In a broad sense, culture ethical relativism think the entire moral standard is just the reflection of social habits or social customs; it is means that the moral behavior is just the behavior which is recognized by habits in a specific cultural system. Ethic relativism comes from cultural differentiation and also protect the existence of different culture. For example, as to the popular topic of Western hegemonism. Since modern times, western society first come into capitalist market economy. The development of the market economy will be addressing different country and each nation into the process of integration of world economy. Along with the economic integration, the western countries in a dominant and control status in the aspect of world culture, to other country or nation of culture . Even the western country make penetration of the cultural or conduct hegemonism to other culture or nation. According to the theory of ethical relativism judgment, western culture, ethic standardization and concept of value are outcomes of the interaction and integration of family, social history, cultural, economic, political and other factors among western people. Although these western culture, ethic standardization and concept of value affecting other nation to some degree, western culture could not absolutely beyond boundary to replace local culture. Because every culture have right to exist and protect independence from others. Because ethical relativism support that every culture in the world is equal, we can protect our local culture from the aggression of western culture and hegemonism. Conclusion: Through the above analysis, although ethical relativism has certain limitation, but different society has different moral standards and moral beliefs, and every social moral belief are all deeply influence of the culture. Ethical relativism encourages us to explore it. This enables us to maintain a kind of open mind and not blindly rejects other ethical system or foreign culture. We still support the ethical relativism.