Recruit, select and induct staff Essay Example | Topics and Well Written Essays - 2500 words

Recruit, select and induct staff - Essay Example The immediate task of the receptionist would be to answer phone calls, deposit and receive checks. The receptionist will be responsible for handling all the immediate task related to the day to day meetings and would also require to disseminate information to an entire department. Interview Rounds The interviewing questions would be categorized into two types; job related and non job related. There would be two interviewing rounds; Human Resource (HR) and technical round. The HR round would be conducted by the Human Resource manager that would focus on non job related questions and the technical rounds would be conducted by the senior managers of the organization, who are proficient in the knowledge of the subject related to the post being offered to the candidate (Ashton and Morton, 2005). (2) Interviewing Questions: Job & Non Job Related Job Related Non Job Related Why have you applied for this position? What is your age? What is your qualification and how it is related to the job? What is your religion, nationality, marital status? Why would you want to leave your previous organization? Do you have a physical disability? What interests you most about this position? Do you have any membership any organization or political membership? Why do you consider yourself suitable for this job position? (3) Interview Guide Basic Education Graduate in Business Administration Work history Minimum experience of 2 years Communication Skills Must have a soothing voice along with fluency in English Leadership Skills Any kind of leadership activity would be an added advantage Activity 4: Recruitment Schedule (1) Recruitment Process The curriculum vitae (CV) would be gathered from the internet portal of the recruiting agency, official website of the company and referral of employees The CV would be sorted after tallying the requirements of the job post with the qualification and experience After sorting out the curriculum vitae, the selected candidates would be called for a te lephonic round and written round The written round will constitute of aptitude test, which will be divided into numerical and non numerical segment (Bennett, 2002). The selective candidates performing well in these rounds would be proceeded for the human resource and technical round The candidates passing these rounds would be selected for the job position The selected candidates would be provided the required training and an induction program prior would be conducted before assigning them any task. (2) Timetable for Recruitment Process Task Handling Manager Time Frame Collection & sorting of CV HR manager 01/09/2013 to 7/09/2013 Telephonic interview & written round Assistant Manager of HR department 07/09/2013 to 08/09/2013 Invigilating the written round HR manager 09/09/2013 Human Resource round HR manager 09/09/2013 Technical Round Senior managers of the HR departments 10/09/2013 to 12/09/2013 Training, Development & Induction HR manager and respected managers of the department 1 5/09/2013 to 23/092013 Activity 5: Letter of Offer

Organizational Commitment and Pay Satisfaction

Organizational Commitment and Pay Satisfaction LITERATURE REVIEW This chapter discusses about organizational commitment and pay satisfaction and dimensions under these two variables. ORGANIZATIONAL COMMITMENT Meyer, Allen, Smith (1993) say that the three types of commitment are a psychological state that either characterizes the employees relationship with the organization or has the implications to affect whether the employee will continue with the organization. Meyer et al (1993) continue to say that generally the research shows that those employees with a strong affective commitment will remain with an organization because they want to, those with a strong continuance commitment remain because they have to, and those with a normative commitment remain because they fell that they have to. Meyer Allen (1997) define a committed employee as being one stays with an organization, attends work regularly, puts in a full day and more, protects corporate assets, and believes in the organizational goals. This employee positively contributes to the organization because of its commitment to the organization. Organizational commitment is a psychological state that binds an individual to the organization. It is a link between an employee and the organization that makes turnover less likely (Allen Meyer, 1990). Affective commitment is defined as an employees emotional attachment to, identification with, and involvement in the organization (Allen Meyer, 1990). Continuance commitment is a desire to continue to engage in consistent lines of activity as a result of the accumulation of Aside [emailprotected] which would be lost if the activity were discontinued (Allen Meyer, 1990; Becker, 1960). A considerable amount of research in the field of organizational commitment, which is aimed at locating the antecedents and the correlations with variables like turnover and absenteeism. In order to have a good understanding of the construct of organizational commitment, Table 2.1 was constructed to presents the historical definitions of organizational commitment. Liou Nyhan (1994), Guffey, et al. (1997) A. The attitudinal approach refers to the attitude that an employee has towards ones organization. B. The Behavioral approach states that an employee becomes attached or committed to an organization based on one;s individual investment of time, money or training that would be lost of one left the organization. A) an employee who has a high organizational commitment will: strongly belief in and accept the organizations goals and values exert a significant effort for the firms benefit desire to remain as a member of the organization Porters, Steers, Mowday and Boulian (1974) The relative strength of an employees identification with and involvement in a particular organization. Three factors influencing organizational commitment: acceptance of the organizations goals and values willingness to work on behalf of the organization strong motivation to remain in the organization. Development of organizational commitment is a process that evolves through stages over a period of time. Sheldon (1971), Buchanan (1974) Positive evaluation of the organization and the intention to work toward its goals. Buchanan (1974) a) identification adoption as ones own the goals and values of the organization b) involvement psychological immersion or absorption in the activities of ones work role c) loyalty a feeling of affection and attachment to the organization. Hrebeniak and Alluto (1973) The unwillingness to leave the organization for increments in pay, status, or professional freedom or for greater colleague friendship. Kantor (1968) Willingness of social actors to give energy and loyalty to the organization. Becker (1960) Employees organizational commitment develops through their actions and choices over time. Commitment is viewed as a function of employee behavior. Multiple definitions of organizational commitment are found in the literature. Bateman and Strasser (1984) state that organizational commitment has been operationally defined as multidimensional in nature, involving an employees loyalty to the organization, willingness to exert effort on behalf of the organization, degree of goal and value congruency with the organization, and desire to maintain membership. Mowday, Steers, and Porter (1979) identified commitment-related attitudes and commitment-related behaviors. Porter et al. (1974) discuss three major components of organizational commitment as being a strong belief in and acceptance of the organizations goals, a willingness to exert considerable effort on behalf of the organization, and a definite desire to maintain organizational membership. Sheldon (1971) defines commitments as being a positive evaluation of the organization and the organizations goals. According to Buchanan (1974) most scholars define commitment as being a bond between an individual (the employee) and the organization (the employer), though his own definition of commitment. According to Maume (2006) Organizational Commitment is typically measured by items tapping respondents willingness to work hard to improve their companies, the fit between the firms and the workers values, reluctance to leave, and loyalty toward or pride taken in working for their employers (Maume, 2006). Meyer and Allen (1991) and Dunham et al (1994) identified three types of commitment; affective commitment, continuance commitment, and normative commitment. Normative commitment is a relatively new aspect of organizational commitment having been defined by Bolon in 1993. AFFECTIVE COMMITMENT Affective commitment is defined as the emotional attachment, identification, and involvement that an employee has with its organization and goals (Mowday et al, 1997, Meyer Allen, 1993; OReily Chatman). Porter et al (1974) further characterize affective commitment by three factors (1) belief in and acceptance of the organizations goals and values, (2) a willingness to focus effort on helping the organization achieve its goals, and (3) a desire to maintain organizational membership. Mowday et al (1979) further state that affective communication is when the employee identifies with a particular organization and its goals in order to maintain membership to facilitate the goal. Meyer and Allen (1997) continue to say that employees retain membership out of choice and this is their commitment to the organization. CONTINUANCE COMMITMENT Continuance commitment is the willingness to remain in an organization because of the investment that the employee has with nontransferable investments. Nontransferable investments include things such as retirement, relationships with other employees, or things that are special to the organization (Reichers, 1985). Continuance commitment also includes factors such as years of employment or benefits that the employee may receive that are unique to the organization (Reichers, 1985). Meyer and Allen (1997) further explain that employees who share continuance commitment with their employer often make it very difficult for an employee to leave the organization. NORMATIVE COMMITMENT Normative commitment (Bolon, 1993) is the commitment that a person believes that they have to the organization or their feeling of obligation to their workplace. In 1982, Weiner discusses normative commitment as being a generalized value of loyalty and duty. Meyer and Allen (1991) supported this type of commitment prior to Bolons definition, with their definition of normative commitment being a feeling of obligation. It is argues that normative commitment is only natural due to the way we are raised in society. Normative commitment can be explained by other commitments such as marriage, family, religion, etc. therefore when it comes to ones commitment to their place of employment they often feel like they have a moral obligation to the organization (Wiener, 1982). PAY SATISFACTION To fully understand the concept of pay satisfaction, it is necessary to review research on the construct. From the inception of organizational science, pay has been considered an important reward to motivate the behavior of employees (Taylor, 1911). Yet it was not until theorists began exploring fairness in social exchanges (Adams, 1963) that the specific cognitive mechanisms through which pay motivates workers began to become clear. Soon after, organizational researchers hypothesized that feelings of fairness lead to organization relevant attitudes such as job satisfaction (Locke, 1969) and, more specifically, pay satisfaction (Locke, 1976), and that these attitudes impact employee behavior within organizations (Farell Stamm, 1988; Judge Bono, 2001; Scott Taylor, 1985; Tett Meyer, 1993). Pay satisfaction has received considerable research attention since the constructs introduction into the literature, although conceptualization of the construct has changed over time. Table 2.2 constructed by Faulk II (2002) traced the development of the pay satisfaction construct from pay level research to current multi-dimensional approaches. The first model includes pay and recognizes that pay has implications for employee behavior in organizations but does not explain why this is so. Initial research on pay satisfaction relied upon equity (Adams, 1963) and discrepancy theories (Lawler, 1971) to explain how individuals determine satisfaction with pay. Treated as a global construct in these models, pay satisfaction motivates individuals to engage in certain behaviors, but these approaches do not specify which behaviors will be chosen. In the late 1970s, Heneman and Schwab (1979) built upon the work of Lawler (1971) and Dyer and Theriault (1976) to develop the modified discrepancy model that proposes that pay is multidimensional; Heneman and Schwab (1979) describe five related but unique dimensions whose antecedents and consequences depend on the different ways they are administered within organizations. PAY Pay has long been considered one of the most important organizational rewards (Heneman Judge, 2000) because it allows employees to obtain other rewards (Lawler, 1971). Frederick Taylor (1911) was one of the earliest to recognize the motivating effects of pay when he proposed that workers put forth extra effort on the job to maximize their economic gains. Although this premise lost favor in the late 1920s with the emergence of the human relations school (Wren, 1994), money remains the fundamental way that organizations reward employees. Yet, despite the long-standing importance of pay, the way pay impacts the behavior of employees remains to be explained. Reinforcement theory and expectancy theory emerged as the earliest theories to shed some light on how pay influences employee behavior. REINFORCEMENT THEORY Reinforcement theory (Skinner, 1953) suggests that pay acts as a general reinforcer because of its repeated pairing with primary reinforcers. People learn from life experiences that a primary need, such as food or shelter, can be satisfied if money is obtained. Other theorists suggest that through similar experiences a drive for money itself develops (Dollard Miller, 1950). Whether treating pay as a means to an end or as an end itself, reinforcement theory does not provide a clear explanation for how pay acts as an impetus for action. People engage in behaviors because of past experiences, but the process by which past experiences determine an individuals future behavior remained unclear. EXPECTANCY THEORY Vrooms (1964) expectancy theory helped clarify how pay influences future behavior. According to expectancy theory, three components determine motivation: 1) a judgment regarding the likelihood that an effort leads to a certain level of performance (expectancy); 2) a judgment regarding the likelihood that this level of performance leads to a certain outcome (instrumentality); and 3) the importance of the outcome to the individual (valence). Life experience, the key determinant of behavior as suggested by reinforcement theory, influences the determination of both expectancy and instrumentality. If an individual has prior experience which leads him or her to believe that a certain level of effort will lead to a given level of performance and that this level of performance will lead to a given outcome, that person will be more likely to engage in that behavior, if the outcome is desirable (high valence). Vroom (1964) suggests that pay motivates behavior only if valued by the employee or if pay allows individuals to obtain some other highly valued outcome. UNIDIMENSIONAL PAY SATISFACTION One key component not specifically delineated by either reinforcement or expectancy theory is the desirability of the outcome. This suggests an affective reaction to the outcome that influences an individuals behavior. Herzbergs (1968) two-factor motivational model provides an important link between pay research and pay satisfaction research by suggesting that it is the individuals affective reaction to pay, pay satisfaction, that impacts motivation. Herzberg (1968) suggests pay is a hygiene, or contextual factor, that prevents an employee from being motivated by such things as the work itself. Herzberg (1968) suggests that if an organization wishes to motivate employees, the organization must first make sure pay and other hygiene factors are at such levels that dissatisfaction does not occur. Along with reinforcement (Skinner, 1953) and expectancy theories (Vroom, 1964), Herzbergs (1968) two-factor theory begins to explain why pay is generally regarded as a major mechanism for rewar ding and modifying behavior (Opsahl Dunnette, 1966). However, it is difficult to relate pay directly to outcomes. It is actually attitudes such as pay satisfaction that have been shown to be important intervening variables in the relationships between pay and outcomes. Once research recognized an employees affective reaction to pay is what is important, not simply objective pay, it was necessary to determine the nature and domain of pay satisfaction, its antecedents, and consequences. Initially, pay satisfaction was conceived as a unidimensional construct. It was assumed an individual has a general feeling about his or her pay and that this overall feeling is an important determinant of the individuals attitudes and behaviors (Lawler, 1971). Equity and discrepancy theories offer insight into how pay satisfaction is determined and suggests possible consequences of pay dissatisfaction. EQUITY THEORY Equity theory suggests that individuals are interested in maintaining fairness in their relationships with organizations. Fairness is determined by social comparison (Festinger, 1957) based on a social exchange (Homans, 1961). The exchange takes place between the individual and the organization. As shown in Figure 2.1, the individual examines the ratio of what is received from the organization (outputs) to what is contributed to the organization (inputs). Outputs include pay, time-off, benefits, and recognition, while inputs include experience, tenure, effort, and education. Once the ratio is determined, the individual compares his or her ratio to a referent others ratio. This referent other can be someone doing a similar job within or outside the organization, someone doing a different job in the organization, or even the focal individual at a different point in time. The more similar the ratios are, the greater the satisfaction. However, if the ratios are significantly different, t ension will result, and the individual will be motivated to reduce that tension. To reduce this tension, the individual may change his or her behavior, cognitively adjust his or her inputs and/or outputs or those of the referent, change the referent, or exhibit withdrawal behaviors (Adams, 1963; Campbell Pritchard, 1976). Clearly, providing an employee with a satisfactory pay package is important to the operations of an organization. If employees do not feel they are being treated fairly, they will act to reduce the tension caused by inequity. For example, if the employee feels the output/input ratio is below the referent other, the employee may reduce the number of organizational citizenship behaviors (OCBs) exhibited (Organ, 1994; Williams Anderson, 1991). Alternatively, the individual may come in late, miss work altogether, or quit the job. If the employee is a strong performer, none of these activities benefit organizational operations. Equity theory is an important advancement in the study of pay satisfaction because it explains how individuals form an attitude regarding pay. Equity theory also suggests that once an attitude regarding pay is formed, this attitude will cause individuals to act in certain ways, either maintaining their current behavior or changing their behavior in order to reach a state of satisfaction. Although equity theory offers a range of behaviors that individuals may engage in to reduce perceived inequity, it does not suggest how strong an influence perceived inequity has on each of the outcomes. DISCREPANCY THEORY Another relevant social cognitions theory that is important in the development of pay satisfaction research is discrepancy theory (Lawler, 1971). As shown in Figure 2, discrepancy theory builds on equity theory by incorporating inputs and outputs to form a perception of fairness and uses a referent other in this assessment. However, discrepancy theory adds important variables, revises the mechanism by which individuals determine their level of satisfaction, and incorporates expectancy theory (Vroom, 1964). The focal individual assesses his or her level of inputs and uses a referent others inputs and outcomes to partially determine the amount of pay that should be received. A difference between this model and equity theory is that the individual also takes into account perceived job characteristics including job level, perceived difficulty of the task, and perceived responsibility when determining the perceived amount of pay that should be received. This set of perceptions forms one half of the key comparison in the discrepancy model that determines pay satisfaction. The other half of the comparison is the perceived amount of pay received that is determined by actual pay received as compared to the perceived pay of a referent other. If there is a discrepancy between an individuals perception of how much he or she receives and how much he or she feels should be received, the individual will be motivated to reduce the dissonance in much the same way explained by equity theory. According to discrepancy theory, and unlike equity theory, motivation to engage in behaviors to reduce tension is not solely determined by a difference between what is expected and what is actually received. Lawlers discrepancy model further enhances equitys explanation of pay satisfactions relationship with behavior by incorporating a component of expectancy theory (Vroom, 1964), valence, to determine whether a person will react to the discrepancy. If the outcome is has a low valence, the individual will not react strongly to the discrepancy. If pay is important, a discrepancy will have an impact on the individuals behavior; if it is not, the individual will not be motivated to change his or her behavior. The incorporation of valence is important because it explains why two individuals in the same inequitable or discrepant situation react differently. EMPIRICAL FINDINGS The majority of global pay satisfaction research focuses on its antecedents. Considerable progress has been made in identifying the causes of pay satisfaction (Berkowitz et al., 1987; Dreher, 1981; Dyer Theriault, 1976; Sweeney et al., 1990). For example, perceptions of future inequity (Berkowitz et al., 1987), education (Lawler Porter, 1966), occupational level (Schwab Wallace, 1974), actual pay level (Berger Schwab, 1980; Dreher, 1980; Dreher et al., 1988; Hemmasi, Graf Lust, 1992; Rice, Phillips, McFarlin, 1990), and the sources of an individuals information regarding compensation (Capelli Sherer, 1988) have all been found to explain variance in pay satisfaction. Although several articles emphasize the importance of determining the impact of global pay satisfaction on outcome variables (Blau, 1994; Heneman, 1985; Shaprio Wahba, 1978), very few have explored the question empirically. Using a sample of 2000 middle managers, Miceli, Jung, Near Greenberger (1991) found global pay satisfaction related positively to global job satisfaction (r = .28), lack of job search (r = .23), and intent to stay until retirement (r = .26). Motowildo (1983), using a sample of 89 salespeople, analyzed the relationship of pay level satisfaction and withdrawal behavior. He found that pay satisfactions relationship with turnover is indirect through turnover intent, and that relationship between quantity of pay and turnover intention is mediated by pay satisfaction. Pay satisfaction explains an additional 15.9% of the variance in turnover intention after age, tenure, general satisfaction, pay, and pay expectation have been entered in the regression equation. Althoug h positively correlated with termination (r = .23, à Ã‚  Global pay satisfaction research has advanced the understanding of pays importance in organizations in significant ways. First and foremost, the shift in focus from objective pay to the affective reaction to pay provides an important intervening variable between pay and outcomes. Secondly, the theoretical underpinnings of this research stream, equity theory (Adams, 1963) and its close derivative, discrepancy theory (Lawler, 1971), expand on the theories used in pay research to provide a process by which pay satisfaction is determined. Finally, these theories offer suggestions regarding the effect of pay satisfaction on outcomes (Adams, 1963; Campbell Pritchard, 1976; Lawler, 1971). What this stream of research does not explain is which of these possible behaviors will be chosen. Two other concepts in equity and discrepancy theory are left unexplored if pay satisfaction is conceptualized as a unidimensional construct. First, equity theory allows the comparison of other variables such as recognition, time-off, and benefits when determining whether or not the individual is treated fairly. A unidimensional conceptualization of pay satisfaction focuses solely on pay; arguably pay level (Heneman, 1985). Secondly, discrepancy theory borrows the concept of valence from expectancy theory (Vroom, 1964) to explain differing reactions to the same inequitable situation. To determine pay satisfactions domain and nature, researchers needed to explore the possibility that pay satisfaction may include other dimensions that will impact outcomes differentially. This need led to the creation of a multidimensional approach of pay satisfaction. MULTIDIMENSIONAL PAY SATISFACTION Soon after Locke (1969) hypothesized that pay was a facet of job satisfaction that warranted singular attention, he suggested that pay satisfaction might be a multidimensional construct. The first to explicitly explore this possibility were Heneman Schwab (1979). They suggested that pay satisfaction consists of four related, but distinct dimensions, and developed the Pay Satisfaction Questionnaire (PSQ) to test the hypothesis (Heneman Schwab, 1985). Their model has received considerable attention but is not universally accepted. The basis the models is the administrative independence concept, which builds upon discrepancy theory. ADMINISTRATIVE INDEPENDENCE The premise of the administrative independence concept is similar to that of equity and discrepancy theories (Heneman, 1985). An individual makes comparison with referent others based on what the individual offers an organization and what he or she receives in return (Adams, 1963; Lawler, 1971; Heneman Schwab, 1979). According to the administrative independence concept, it is how these outcomes are administered, not simply whether or not the individual receives a certain amount of compensation, that has consequences in an organizational setting (Heneman Schwab, 1979). While discrepancy theory focuses on a unidimensional conceptualization of pay, administrative independence suggests pay is multidimensional and divided into two categories: direct compensation, consisting of salary, wages, and raises, and indirect compensation consisting of benefits such as time off, health insurance, and retirement plans (Heneman, 1985). One must distinguish between the different components of pay be cause the components have different determinants and consequences (Judge, 1993). To look at the components as a single construct compromises attempts to explain pay satisfaction and its influences (Ironson, Smith, Brannick, Gibson, Paul, 1989). An individual may be satisfied with one component of his or her pay while being dissatisfied with another. Administrative independences extension of discrepancy theory is the basis for subsequent multidimensional models of pay satisfaction. MODIFIED DISCREPANCY MODEL Heneman and Schwab (1979) expanded upon the discrepancy model (Lawler, 1971) by suggesting that pay can be broken into four distinct categories: pay level, pay structure, pay system, and pay form. Heneman and Schwab (1979) defined these dimensions as follows (pp. 1-2): Pay level is the average of several wages or salaries in the organization. The average may be based on individual pay rates for a single position or on pay averages for a number of positions. Pay structure is the hierarchy of pay rates or levels among jobs in an organization. Pay system is the method the organization uses to determine pay raises for individuals which can be computed in terms of the amount of time the employee spends on the job (time-based systems) or for his performance or efficiency (performance-based systems). Performance-based systems include individual and group incentive systems, merit systems, commissions, cost-reduction schemes, and profit sharing. Pay form is the type of pay that is received by the employee. Pay may be viewed as direct remuneration for time worked or performance, or it may be viewed as indirect remuneration in the form of fringe benefits or services. Pay Policies and administration (added on 1985). Based on the conceptual work of Dyer and Theriault (1976) and a subsequent empirical study by Weiner (1980), Heneman (1985) added a fifth dimension, pay policies and administration. In a study using Canadian and American managers, Dyer and Theriault (1976) tested a category of variables previously not included in the study of pay satisfaction: perceptions of pay system administration. Their hypothesis that employees may be dissatisfied with their pay because they do not agree with, or understand, how it is administered is supported by their initial test. Weiner (1980) provided further support for Dyer and Theriaults (1976) hypothesis when it was found that including pay system administration in Lawlers (1971) model explained more variance in absenteeism than did the original discrepancy model. Comparing Figures 2.2 and Figure 2.3 shows that the same mechanism that drives satisfaction in the discrepancy model remains, but there are now comparisons made for each of the dimensions. Heneman (1985) proposes that it is necessary to divide pay satisfaction into these dimensions because the components frequently have separate policies, procedures, and practices (p. 131), because employees may experience a separate satisfaction for each dimension, and because these affective reactions may be related, but unique, feelings. If Heneman (1985) is correct, it is necessary to treat each dimension as a separate construct and to determine the antecedents and consequences of each. EMPIRICAL FINDINGS Most of the work testing the modified discrepancy model focuses on antecedents. Although the point of the model is to treat pay satisfaction as a multidimensional construct, much of the research does not. Studies take one component of the model, usually pay level, and attempt to determine the relationship of that dimension with other variables, or collapse the four dimensions into a summed scale. If researchers only wish to study pay level satisfaction or collapse all of the dimensions into a unidimensional construct, the object of conceptualizing pay satisfaction as multidimensional is lost. One study that attempted to test the discriminant validity of the modified discrepancy models dimensions by relating them to other variables was Judge (1993). He attempted to relate ten antecedents with the four dimensions. Using a LISREL (Joreskog Sorbum, 1999) model, Judge was able to demonstrate that the predictors differentially related to the factors as hypothesized. These differential relationships support the importance of treating the dimensions as related, but distinct, dimensions of pay satisfaction as suggested by the modified discrepancy model. The above study provides support for the modified discrepancy model beyond a factor analysis. If only one dimension is studied, proving differential relationships exist is difficult. Using the modified discrepancy model, two studies explore the relationship between pay satisfaction and outcome variables by collapsing the dimensions into a global factor. Miceli, Near and Schwenk (1991) found pay satisfaction is negatively related to whistle blowing, while Welbourne and Cable (1995) suggest pay satisfaction may be positively related to OCBs. Although these studies use the mechanism specifically designed to measure the multidimensional conceptualization proposed by the modified discrepancy model, the PSQ, collapsing the dimensions provides no information to either prove or disprove the possibility that pay satisfaction is multidimensional and that those dimensions impact outcomes differentially. Several studies have been done since the modified discrepancy model was introduced, but the model is not being used to its full potential to offer insight into how pay satisfaction fits into the overall picture within organizations. More studies need to follow the design of Judge (1993) in order to test the assumptions of the model. Several studies have attempted to validate the factor structure of the PSQ, but only Judge (1993) has used the measure to relate the hypothesized dimensions to a wide variety of antecedents proposed to differentially relate to the four dimensions. To provide further support for the model, a similar study should be undertaken to test the differential relationships pay satisfaction dimensions have on consequences. Despite the failure of researchers to adequately test the model, the modified discrepancy model represents a major advancement in the study of pay satisfaction because it proposes that pay is not a unidimensional construct, but is composed of mult iple related, but unique components and that each has a separate influence on outcomes of interest. The modified discrepancy model also suggests that these dimensions may have differential impact on outcomes. If this is the case, how managers approach compensation policy may be altered based on future research findings. It has been suggested that general pay satisfaction will

Adventures at a Jamily Gathering :: Personal Narrative Writing

Adventures at a Jamily Gathering â€Å"This is a little ridiculous,† my brother sneers, shivering. It’s three o’clock in the afternoon, 30 degrees and dropping; we’re about 40 people from the entrance gate, and the concert doesn’t start until 7:30 pm. At this point, I’d have to agree with him. This concert is the last to be held this year at the Alpine Valley Amphitheater, and rightfully so—by the time Pearl Jam takes the stage, the temperature’s dropped to 15 degrees, and the band walk out doused heavily with stocking caps and scarves, and Eddie Vedder, the band’s frontman, welcomes the audience to â€Å"The Ice Bowl.† The crowd erupts in a roar that is part â€Å"Damn straight!† and part, â€Å"Yeah, and your asses have been sitting cozy in the tour bus all afternoon!† Wait, maybe that last part was just me†¦ This is my third time seeing Pearl Jam in concert since I discovered the band in 1994, and though I am still dedicated enough to endure the cold in order to ensure a decent spot on the general admission hill, my enthusiasm for the band and its music has waned a bit since my first show. As I wander up and down the line of fans waiting somewhat patiently to be admitted into the amphitheater, I see myself circa 1995 in several of the people I meet: their fierce protectiveness of the band, suspicion of half-assed fans, and the competitive nature of their devotion aren’t foreign to me. The Jamily is strictly members only, and the fans that comprise Pearl Jam family will let you know quickly if you’re in or out. Thanks to my obsessive-pursuit-of-Pearl-Jam-related-information phase, I was able to get most of the hardcore fans to trust my credentials enough to talk to me about their fandom—but it wasn’t always easy. Some of the fans’ interrogation of me was much more thorough than mine of them. I was assaulted with a variety of questions covering everything from the distance I’d traveled to see a Pearl Jam concert, how many shows I’d been to, the duration of my fanhood, and obscure facts I was able to recognize about the band. Usually, I passed these credibility tests with flying colors; I think I may have even made a few people nervous. This resulted in the initiation of phase two in which the fan asserts the superiority of his/her fandom over that of any other living being.

The Roman Catholic Funeral Rite vs. the Jewish Funeral Rite

The Roman Catholic Funeral Rite vs. the Jewish Funeral Rite Funeral services in the 1990’s are more complex that they have ever been before. The modern funeral director must not only be aware of and comply with their own state and local rules and regulations, but also with the Federal Trade Commission’s Funeral Rule and a variety of Occupational Safety and Health Act (OSHA) rules. Add to this the fact that the so-called â€Å"traditional funeral† has become less and less traditional. While the religious aspects still play a major role in the majority of the funerals held in the United States, changes in the attitude of the clergy and the families, changes in funeral home structuring and pricing, and changes in the funeral home facilities and services that they render have caused a great change in the funeral itself. There are several religions that practice funeral rites, however, in this paper I will attempt to compare/contrast the Roman Catholic Funeral Rite vs. the Jewish Funeral Rite. Introduction to the Roman Catholic Church Of all the Christian religions in the world, the Roman Catholic Church is the largest, claiming approximately one billion members worldwide. In the United States there are about 55 million members. Roman Catholics believe that since Jesus Christ brought salvation into the world, He was the founder of their Church. They also believe that the Church has preserved the teachings of Christ and that the Holy Spirit guides the Church through its ministry. In regard to funeral rites, the Roman Catholic Church believes that all Catholics should be buried from the Church with a Mass. There is no actual charge for being buried from the Church. The funeral director should be able to guide the family as to the practices if an honorarium is customarily given to the celebrant. Clergy Notification The practice of notifying the deceased’s clergyman when a death occurs was at one time a common as well as sensible practice. However, today, this practice can in no way be considered the usual. Factors such as time of death, place where death occurred, and the relationship between the family and the clergy, each play a role in the family’s decision as to the appropriate time to notify the clergy of the death. Many families would be hesitant to call the clergy in the middle of the night and may determine that more can be accomplished by waiting until morning. This may be especially true in cases where the death was expected or where the Sacrament of the Sick had been administered. Since many priests want to participate in the decision making process for the date, time, and location of the funeral service, the funeral directors may want to determine whether or not the family had contacted the priest, who is to celebrate the Funeral Mass, prior to entering into discussions concerning the scheduling of the Mass. Removal of the Remains There are generally no church restrictions that would prohibit the removal of the remains at the time of death. In cases where the deceased was a clergy or a member of a religious order, there may be delays in the removal should there be a desire for special prayers by members of the order before removal. Preparing the Remains There are no specific restrictions as to the preparation of the remains of the body. Religious articles worn by the deceased should be removed, recorded, and replaced after the preparation of the body. The family should be asked if the religious articles should remain on the body or removed and returned to them. If the deceased is a clergyman or a member of a religious order, there may be restrictions as to how the remains are prepared. Some groups may request that the embalming be done in the convent, monastery, or rectory rather than in the funeral home. In this case, the funeral home should check with the individual within the church, monastery, or convent to obtain proper instructions and authorization to prepare the remains. Dressing and Casketing the Remains The deceased should be dressed in clothing selected by the family. Members of the clergy will be dressed in the robes of the station of their priesthood, while members of religious orders should be dressed in the robes of their affiliated position. Religious objects may be placed in the hands of the deceased by family or church officials. Rosary beads are most commonly used, and usually placed in the hands. A crucifix, sacred heart, or other religiously significant objects may be placed in the head or foot panel, on or near the casket. The Wake A Rosary Service or Wake will usually be held in the funeral or family home, or church the evening before the funeral Mass. This is to provide friends and family of the deceased an opportunity to share a series of prayers with the family. It is meant to offer a time of reflection on the meaning of life, death, and eternal life. The service may be led by a priest, layperson, family member, or the funeral director. This is usually scheduled by the family and approved by the church during the funeral arrangements. The Funeral Mass and Recessional The funeral Mass actually begins when the casket is moved into the vestibule of the church. The casket bearers and family members accompany the casket to await the celebrant and the alter attendants. The procession to meet the body is led by the crucifer and two alter attendants, one who carries the Holy Water and one who carries the incense. The celebrant is last in the procession. Following the greeting and invocation, the celebrant conducts the blessing of the casket with Holy Water. Casket pieces are removed at this time (if applicable) and set aside, and the casket is covered with a pall. In the case that an American flag is covering the casket, prior arrangements would be made as to remove the flag and use a pall. If removed, it will be properly folded and set aside. ) The procession down the aisle is led by the crucifer, followed by the alter attendants and the priest. The family will follow the casket down the aisle. When the procession reaches the foot of the altar, the cele brant will proceed up the steps while the funeral director seats the family and casket bearers. The casket should be placed at right angles to the altar. Laypersons and nuns re placed with their feet toward the altar, while priests are placed with their heads towards the altar. After the funeral directors exit the church, the celebrant will conduct several Bible readings, consisting of the Psalms and the Gospel. Family eulogies are then read and Communion is offered to all. After this, the celebrant will say the final commendation and bless the casket again with incense and Holy Water. After this, the funeral directors will return to the church for the recessional. In the recessional, the celebrant moves toward the cross bearer and the funeral directors return to each end of the casket. With room permitting, the casket is turned making the sign of a cross and it once again placed in the center of the aisle. The recessional makes it way out o the church the same order it entered. Variations of the funeral mass are common, but it the responsibility of the funeral director to maintain constant contact with the clergy. Introduction to Judaism Judaism, thought to date back to the 16th century B. C. , was the first monotheistic religion. Founded by Abraham, Judaism was the foundation for Christianity and Islam. It is based in the doctrine of one God, ancient scriptures (Old Testament) and Talmud (oral teachings of the Torah). There are three religious Jewish groupings in the United States: the Orthodox, who continue the ancient traditions and beliefs; the Reform, who allow greater flexibility and have adapted to modern practices; and the Conservative, who fit in between the Orthodox and Reform. The Conservative still follow ancient traditions, but have accepted gradual changes as a natural growth of the religion. (For the sake of this paper, I will be using mostly the Conservative and Reform position to compare to the Roman Catholic. ) Notification of Death/Clergy It is of up most importance that upon receiving the initial call of the death, that the funeral home request verbal permission to remove the body from the place of death. Upon meeting with the family, written permission of often received. It is also necessary to inform the family that embalming is not required by law, but is desired due to natural biological changes that occur after death. There are often times, whether it be for personal or religious reasons, that the neither the family nor the Rabbi want the body embalmed. It is usually not necessary to contact the Rabbi at the time of death unless the family so chooses to do so. The Rabbi is usually contacted after the funeral arrangements are completed and advised of the time and place of service. Dressing and Casketing The deceased may be dressed in any clothing desired by the family and Rabbi. The family will sometimes request that a shroud be used under the regular clothing or in place of the deceased’s clothing. The casket is the choice of the family and there are no restrictions as to the material it is made from or the type. Most will choose the traditional orthodox wooden casket, but metals or other materials normally used to make caskets are permitted also. The Funeral No funeral services, whether it is Orthodox, Reform, or Conservative, are to be held on the Jewish Shabbat, which is from sundown on Friday until sundown on Saturday. The funerals may be held in the funeral home, the residence of the deceased, the temple, or the grave site. The Rabbi, often accompanied by a Cantor, will lead and direct the service. The Cantor will often chant and sing the readings. If the funeral is held somewhere other than the temple, the cortege will not normally stop at the temple on the way to the cemetery. In most cases the funeral home will provide transportation for the Rabbi and the Cantor. The Committal Service Burial may take place in any cemetery the family chooses. During the procession, the Rabbi may stop seven times to pray. Upon arrival to the cemetery, the casket is placed in wooden planks over the newly dug grave. The site around the grave is usually plain with no artificial grass, but if using artificial grass, a tent and mechanical lowering device is used. During the service, the Rabbi will say special prayers and led the mourners in the recitation of the Kaddish (a prayer recited for the deceased by parents, siblings, spouses, and children). The children will recite the Kaddish at every service for their parents for 11 months. Upon leaving the gravesite, mourners should wash their hands three times by pouring water on them, beginning with the right hand. The hands are then air-dried. As one can see there are numerous differences in the Roman Catholic and the Jewish funeral rites. However, these religions are only two of the thousands practiced in our world. While some may consider their religion healthier than others, everyone has the right to apply whatever religion they choose as well as participate in their own funeral practices. With all the available options, choices, and changes, the â€Å"traditional† funeral is basically no longer. Works Cited Curley, Terrance, P. Planning the Catholic Funeral. Liturgical Press, July 2005. Funeral Etiquette. Google. com. 13 April 2008. http://www. mountcastle. net/ funeral. htm#Funeral_Etiquette_. Gambrel, Leslie. Personal Interview. 12 April 2008. Greenberg, Blu. How to Run a Traditional Jewish Household. Simon & Schuster, September 1985. Conservative Judaism. Google. com. 13 April 2008. http://uscj. org/index1. html. Watson, Ron. A Time to Mourn, a Time to Comfort. Jewish Lights Publishing, New York. November 1995.

“Ode to a Nightingale” and “To Autumn” by John Keats. Essay

Romanticism is a movement in literature that came as a result of a revolt against the previous period â€Å"Classicism†. John Keats was an English poet who became one of the most important Romantic poets. William Wordsworth, another significant figure during Romanticism, described it as â€Å"liberalism in literature’, meaning the artist was free from restraints and rules, and was encouraged to write about his/her own experiences, rather than being a passive narrator praising an event or person. Romanticism emphasizes on passion rather than reason, imagination rather than logic, and intuition rather than science. The Romantics were drawn to the medieval past, myths and legends, supernatural being, and nature. Keats led a very tragic life. His poems can often be related back to his bitter and sad experiences in life. Many of the ideas in Keats’s works are quintessentially of Romantic nature: imagination and creativity, the beauty of nature, magical creatures or experience, and the true sufferings of human life. â€Å"Ode to a Nightingale† and â€Å"To Autumn† are two well known odes by Keats. They both reflect some of the concerns in its context. â€Å"Ode to a Nightingale† explores the sufferings of mortal life and ways of escape including alcohol, imagination and poetry, and death. The nightingale represents transcendence to a better world and its song is the means by which the narrator reaches this state. Other Romantic poets often used this type of escape. In stanza I the narrator hears the song of a nightingale and he expresses his â€Å"drowsy numbness pains† which are not the effects of alcohol, but rather, from being so happy in hearing the song that his heart aches and his senses numbs. In stanza II, the narrator longs for alcohol, so he can forget his troubles and â€Å"leave the world unseen† with the bird. This leads to stanza III, with a sombre description of the human life that the nightingale has never known: â€Å"The weariness, the fever, and the fret†, â€Å"Where youth grows pale, and spectre-thin, and dies†, â€Å"Where Beauty cannot keep her lustrous eyes†. Miseri es and the true conditions of mortal life were popular themes in Romantic poems. In stanza IV the narrator feels a great desire to fly away with the bird, away from grim mortal life and into an ideal world not through alcohol, but  through imagination and the â€Å"viewless wings of Poesy† or poetry. In stanza VI, the narrator contemplates the idea of death. The narrator is attracted to the state of dying amongst ecstatic music, flowers, perfume and the soft darkness. At the end of stanza VII, the nightingale’s song portrays a completely magical and imaginary world. However, it is not like a paradise, instead, it is more like a destructive world of illusions â€Å"perilous seas, in faery lands forlorn†. Romantic poems often contained the fantasy element. In stanza VIII, the narrator is jolted back to his reality world by the word â€Å"forlorn†. He realizes the bird has deceived him by convincing him he can escape into the ideal, but temporary world, but in the end, he will always have to come back to reality. The narrator is left with one last question to ponder – â€Å"Was it a vision, or a waking dream? Fled is that music: – Do I wake or sleep?† After the music of the nightingale is finally gone, he is unable to distinguish whether he heard the bird in his dream, or whether he was awake then, and asleep now. The end relates back to his drowsy state of being in stanza I. This circular structure can be found in a number of Romantic poems eg. Wordsworth’s â€Å"Tintern Abbey†, Keat’s â€Å"La Belle Dame Sans Merci†, and a number of his other odes. Circularity gives a sense of completeness without giving precise explanation to this experience. This poem has many characteristics in a Romantic ode including the poet’s involvement in the poem, the seriousness of the issue being discussed, and a further insight into life. Also many language techniques used by Keats, including alliteration, rhythm, rhyme, onomatopoeia, synaethesia, and personification, were commonly used by other Romantic poets. Like most other Romantic odes, â€Å"Ode to a Nightingale† is written in ten line stanzas. However, this ode is different in rhyme and rhythm. The first seven and the last two lines of each stanza are written in iambic pentameter, the eighth line of each stanza has only three accented syllables instead of five. The  rhyme scheme is the same in every stanza: ABABCDECDE. Synaesthesia is a poetic device where a thing associated with one sense is described in terms of another. It can be found in stanza II: wine is being described as â€Å"draught of vintage†, it tastes of flowers and the country green (normally associated with sight and smell), dance (movement), song (sound), and sunburn and mirth (feel and touch). Synaesthesia can also be found in stanza V where the â€Å"coming musk-rose† (touch and smell) is associated with â€Å"dewy wine† (taste). Keats uses alliteration to convey the tone and personification to dramatize the poem. Hippocrene (wine of poetic inspiration) is described as blushful, with â€Å"beaded bubbles winking at the brim†. The alliteration of ‘b’ sounds conveys energy and suggests fuzzy champagne. The repetition of soft sounds in â€Å"fade away into the forest dim† leads us to stanza III where the first three words â€Å"Fade far away† has the repetition of ‘a’ sounds, this lengthens and makes the tone subdued and melancholy. The alliteration of â€Å"fever and the fret† is followed by a series of phrases beginning with â€Å"Where†, this emphasizes the fact all these problems are associated with the mortal world. Beauty is personified here with having â€Å"lustrous eyes†. The first two words in stanza IV: â€Å"Away! Away!† renews energy after a grim stanza III. â€Å"Already with thee!† also quickens the pace. In stanza V , there are a lot of ‘s’ and ‘c’ sounds, which reflects the quiet mood. Death is personified in stanza VI, and the nightingale is personified in stanza VII. The bird is described as â€Å"not born for death†. The poem finishes in a regretful, quiet tone. The narrator and the reader are left to ponder the experience of they’ve just gone through. It ends with a mysterious note that many Romantic poems including many of Keats’s other poems also have. â€Å"To Autumn† is an ode about the real world of harvest, maturity, and fruitfulness, transfigured by the imagination. This poem was one of the last poems Keats wrote before his death. In this, Keats acknowledges his life is near the end and he accepts that beauty is in all things. The theme of this ode is one of the most popular themes used by Romantic poets. The narrator opens the poem and stanza I by addressing Autumn as a dear friend of the sun  Ã¢â‚¬Å"Close bosom-friend of the maturing sun†. They plot to load the vines with fruit, bend trees with apples, fill all fruit with ripeness, plump the pumpkins and fill flowers with honey for the bees. In stanza II, the narrator describes Autumn as a woman sitting on a granary floor, or on a half reaped grain field, watching juice from apples being squeezed by a cider press. Stanza III associates Autumn as the season on the brink of desolated winter, the songs and sounds of summer are sad and quiet. Our lives can be desc ribed in terms of seasons: spring is the beginning, summer is the peak, autumn is the maturing years and winter is the final stage in life. The form of this ode follows the same structure as other Romantic odes but it is varied. It is in eleven line stanzas, each in relatively precise iambic pentameter. The rhyme scheme divides each stanza to two parts, the first four lines follows ABAB, while the last seven lines either follow CDEDCCE (first stanza) or CDECDDE (second and third stanza). This poem takes up the themes of other odes including temporality, mortality and change, but it is full of warm, rich and calm images. Keats establishes the serene tone by use of enjambment (where an idea is carried over into a new line), onomatopoeia and personification. In stanza I, Autumn and the sun are given human qualities. The sun is personified by its maturity. A feeling of plentiful and abundance is created by what Autumn and the sun are conspiring to do. In stanza II, Autumn is completely personified, it is being described as a woman, sitting, sleeping, doing the things we humans do. This creates a feeling of warmth and familiarity. In stanza III, the day is personified as the â€Å"soft-dying day†, small gnats â€Å"mourn† in a â€Å"wailful choir† and the light wind â€Å"lives or dies†. These images convey a quiet, peaceful sleep (death). Keats demonstrates that in nature, there is the constant cycle of life and death and death is a perfectly normal, peaceful process. From this poem, we can learn that accepting our fate, destiny and our mortality does not affect our ability to appreciate beauty in our mortal world. Romanticism was a period that focused on emotions, the imagination, the  mortal world, myths and legends, supernatural beings and the place of the individual in this world. â€Å"Ode to a Nightingale† and â€Å"To Autumn† are typical Romantic poems. Their structure, language features, and themes reflects those typical during Romanticism. â€Å"Ode to a Nightingale† is about transcending to an ideal world, while â€Å"To Autumn† is about the real world changed by imagination. The moral of both is that there may be temporary escape from grimness of human life, but in the end everyone has to return to reality and accept our mortality, and this acceptance won’t affect our capability to appreciate beauty.

Battle of Shiloh in the Civil War

Battle of Shiloh in the Civil War The Battle of Shiloh was fought April 6-7, 1862, and was an early engagement of the Civil War (1861-1865). Advancing into Tennessee, Major General Ulysses S. Grants troops were attacked by the Confederate Army of Mississippi. Taken by surprise, Union forces were driven back towards the Tennessee River. Able to hold, Grant was reinforced during the night of April 6/7 and launched a massive counterattack in the morning. This drove the Confederates from the field and secured a victory for the Union. The bloodiest battle of the war to date, the losses at Shiloh stunned the public but were far lower than the battles that would come later in the conflict. Lead-up to the Battle In the wake of the Union victories at Forts Henry and Donelson in February 1862, Major General Ulysses S. Grant pressed up the Tennessee River with the Army of West Tennessee. Halting at Pittsburg Landing, Grant was under orders to link up with Major General Don Carlos Buells Army of the Ohio for a thrust against the Memphis and Charleston Railroad. Not expecting a Confederate attack, Grant ordered his men to bivouac and commenced a regimen of training and drill. Lieutenant General Ulysses S. Grant. Photograph Courtesy of the National Archives Records Administration While the bulk of the army remained at Pittsburg Landing, Grant dispatched Major General Lew Wallaces division several miles north to Stoney Lonesome. Unbeknownst to Grant, his Confederate opposite number, General Albert Sidney Johnston had concentrated his departments forces at Corinth, MS. Intending to attack the Union camp, Johnstons Army of Mississippi departed Corinth on April 3 and encamped three miles from Grants men. Planning to move forward the next day, Johnston was forced to delay the attack forty-eight hours. This delay led his second-in-command, General P.G.T. Beauregard, to advocate cancelling the operation as he believed the element of surprise had been lost. Not to be deterred, Johnston led his men out of camp early on April 6. General P.G.T. Beauregard. Photograph Courtesy of the National Archives Records Administration Fast Facts: Battle of Shiloh Conflict: Civil War (1861-1865)Dates: April 6-7, 1862Armies Commanders:UnionMajor General Ulysses S. GrantMajor General Don Carlos BuellArmy of West Tennessee - 48,894 menArmy of the Ohio - 17, 918 menConfederateGeneral Albert Sidney JohnstonGeneral Pierre G.T. BeauregardArmy of Mississippi - 44,699 menCasualties:Union: 1,754 killed, 8,408 wounded, and 2,885 captured/missingConfederate: 1,728 killed, 8,012 wounded, 959 captured/missing The Confederate Plan Johnstons plan called for the weight of the assault to strike the Union left with the goal of separating it from the Tennessee River and driving Grants army north and west into the swamps of Snake and Owl Creeks. Around 5:15 AM, the Confederates encountered a Union patrol and the fighting began. Surging forward, the corps of Major Generals Braxton Bragg and William Hardee formed a single, long battle line and struck the unprepared Union camps. As they advanced, units became entangled and difficult to control. Meeting with success, the attack drove into the camps as the Union troops attempted to rally. The Confederates Strike Around 7:30, Beauregard, who had been instructed to remain in the rear, sent forward the corps of Major General Leonidas Polk and Brigadier General John C. Breckinridge. Grant, who was downstream at Savannah, TN when the battle began, raced back and reached the field around 8:30. Bearing the brunt of the initial Confederate attack was Brigadier General William T. Shermans division which anchored the Union right. Though forced back, he worked tirelessly to rally his men and mounted a strong defense. Major General John McClernand. Photograph Courtesy of the Library of Congress To his left, Major General John A. McClernands division was also forced to stubbornly give ground. Around 9:00, as Grant was recalling Wallaces division and attempting to hasten the lead division of Buells army, troops from Brigadier Generals W.H.L. Wallaces and Benjamin Prentiss division occupied a strong defensive position in an oak thicket dubbed the Hornets Nest. Fighting valiantly, they repulsed several Confederate attacks as Union troops on either side were forced back. The Hornets Nest held for seven hours and only fell when fifty Confederate guns were brought to bear. Johnston Lost Around 2:30 PM, the Confederate command structure was badly shaken when Johnston was mortally wounded in the leg. Ascending to command, Beauregard continued to push his men forward and Colonel David Stuarts brigade achieved a breakthrough on the Union left along the river. Pausing to reform his men, Stuart failed to exploit the gap and moved his men towards the fighting at the Hornets Nest. With the collapse of the Hornets Nest, Grant formed a strong position extending west from the river and north up the River Road with Sherman on the right, McClernand in the center, and the remnants of Wallace and Brigadier General Stephen Hurlbuts division on the left. Attacking this new Union line, Beauregard had little success and his men were beaten back by heavy fire and naval gunfire support. With dusk approaching, he elected to retire for the night with the goal of returning to the offensive in the morning. Between 6:30-7:00 PM, Lew Wallaces division finally arrived after an unnecessarily circuitous march. While Wallaces men joined the Union line on the right, Buells army began arriving and reinforced his left. Realizing that he now possessed a sizable numerical advantage, Grant planned a massive counterattack for the next morning. Major General Don Carlos Buell. Photograph Courtesy of the Library of Congress Grant Strikes Back Advancing at dawn, Lew Wallaces men opened the attack around 7:00 AM. Pushing south, Grant and Buells troops drove the Confederates back as Beauregard worked to stabilize his lines. Hampered by the previous days intermingling of units, he was not able to form his entire army until around 10:00 AM. Pushing forward, Buells men retook the Hornets Nest by late morning but met strong counterattacks by Breckinridges men. Grinding on, Grant was able to retake his old camps around noon, forcing Beauregard to launch a series of attacks to protect access to the roads leading back to Corinth. By 2:00 PM, Beauregard realized that the battle was lost and began ordering his troops to retreat south. Breckinridges men moved into a covering position, while Confederate artillery was massed near Shiloh Church to protect the withdrawal. By 5:00 PM, most of Beauregards men had departed the field. With dusk approaching and his men exhausted, Grant elected not to pursue. A Terrible Toll The bloodiest battle of the war to date, Shiloh cost the Union 1,754 killed, 8,408 wounded, and 2,885 captured/missing. The Confederates lost 1,728 killed (including Johnston), 8,012 wounded, 959 captured/missing. A stunning victory, Grant was initially vilified for being taken by surprise, while Buell and Sherman were hailed as saviors. Pressured to remove Grant, President Abraham Lincoln famously replied, I cant spare this man; he fights. When the smoke of battle cleared, Grant was praised for his cool demeanor in saving the army from disaster. Regardless, he was temporarily relegated to a supporting role when Major General Henry Halleck, Grants immediate superior, took direct command for an advance against Corinth. Grant regained his army that summer when Halleck was promoted to general-in-chief of the Union armies. With Johnstons death, command of the Army of Mississippi was given to Bragg who would lead it in the battles of Perryville, Stones River, Chickamauga, and Chattanooga.

History of the Dust Bowl Ecological Disaster

History of the Dust Bowl Ecological Disaster The Dust Bowl was the name given to an area of the Great Plains (southwestern Kansas, Oklahoma panhandle, Texas panhandle, northeastern New Mexico, and southeastern Colorado) that was devastated by nearly a decade of drought and soil erosion during the 1930s. The huge dust storms that ravaged the area destroyed crops and made living there untenable. Millions of people were forced to leave their homes, often searching for work in the West. This ecological disaster, which exacerbated the Great Depression, was only alleviated after the rains returned in 1939 and soil conservation efforts had begun in earnest. It Was Once Fertile Ground The Great Plains was once known for its rich, fertile, prairie soil that had taken thousands of years to build up. Following the Civil War, cattlemen over-grazed the semi-arid Plains, overcrowding it with cattle that fed on the prairie grasses that held the topsoil in place. Cattlemen were soon replaced by wheat farmers, who settled in the Great Plains and over-plowed the land. By World War I, so much wheat grew that farmers plowed mile after mile of soil, taking the unusually wet weather and bumper crops for granted. In the 1920s, thousands of additional farmers migrated to the area, plowing even more areas of grassland. Faster and more powerful gasoline tractors easily removed the remaining native Prairie grasses. But little rain fell in 1930, thus ending the unusually wet period. The Drought Begins An eight-year drought started in 1931 with hotter than usual temperatures. Winter’s prevailing winds took their toll on the cleared terrain, unprotected by indigenous grasses that once grew there. By 1932, the wind picked up and the sky went black in the middle of the day when a 200-mile-wide dirt cloud ascended from the ground. Known as a black blizzard, the topsoil tumbled over everything in its path as it blew away. Fourteen of these black blizzards blew in 1932. There were 38 in 1933. In 1934, 110 black blizzards blew. Some of these black blizzards unleashed large amounts of static electricity, enough to knock someone to the ground or short out an engine. Without green grasses to eat, cattle starved or were sold. People wore gauze masks and put wet sheets over their windows, but buckets of dust still managed to get inside their homes. Short on oxygen, people could barely breathe. Outside, the dust piled up like snow, burying cars and homes. The area, which had once been so fertile, was now referred to as the â€Å"Dust Bowl,† a term coined by reporter Robert Geiger in 1935. The dust storms grew bigger, sending swirling, powdery dust farther and farther, affecting more and more states. The Great Plains were becoming a desert as over 100 million acres of deeply plowed farmland lost all or most of its topsoil. Plagues and Illnesses The Dust Bowl intensified the wrath of the Great Depression. In 1935, President Franklin D. Roosevelt offered help by creating the Drought Relief Service, which offered relief checks, the buying of livestock, and food handouts; however, that didn’t help the land. Plagues of starving rabbits and jumping locusts came out of the hills. Mysterious illnesses began to surface. Suffocation occurred if one was caught outside during a dust storm – storms that could materialize out of nowhere. People became delirious from spitting up dirt and phlegm, a condition which became known as dust pneumonia or the brown plague. People sometimes died from their exposure to dust storms, especially children and the elderly. Migration With no rain for four years, Dust Bowlers by the thousands picked up and headed west in search of farm work in California. Tired and hopeless, a mass exodus of people left the Great Plains. Those with tenacity stayed behind in hopes that the next year is better. They didn’t want to join the homeless who had to live in floorless camps with no plumbing in San Joaquin Valley, California, desperately trying to seek enough migrant farm work to feed their families. But many of them were forced to leave when their homes and farms were foreclosed. Not only did farmers migrate but also businessmen, teachers, and medical professionals left when their towns dried up. It is estimated that by 1940, 2.5 million people had moved out of the Dust Bowl states. Hugh Bennett Has an Idea In March 1935, Hugh Hammond Bennett, now known as the father of soil conversation, had an idea and took his case to lawmakers on Capitol Hill. A soil scientist, Bennett had studied soils and erosion from Maine to California, in Alaska, and Central America for the Bureau of Soils. As a child, Bennett had watched his father use soil terracing in North Carolina for farming, saying that it helped the soil from blowing away. Bennett also had witnessed areas of land located side by side, where one patch had been abused and become unusable, while the other remained fertile from nature’s forests. In May 1934, Bennett attended a Congressional hearing regarding the problem of the Dust Bowl. While trying to relay his conservation ideas to the semi-interested Congressmen, one of the legendary dust storms made it all the way to Washington D.C. The dark gloom covered the sun and the legislators finally breathed what the Great Plains farmers had tasted. No longer in doubt, the 74th Congress passed the Soil Conservation Act, signed by President Roosevelt on April 27, 1935. Soil Conservation Efforts Begin Methods were developed and the remaining Great Plains farmers were paid a dollar an acre to try the new methods. Needing the money, they tried. The project called for the phenomenal planting of two hundred million wind-breaking trees across the Great Plains, stretching from Canada to northern Texas, to protect the land from erosion. Native red cedar and green ash trees were planted along fencerows separating properties. The extensive re-plowing of the land into furrows, planting trees in shelterbelts, and crop rotation resulted in a 65 percent reduction in the amount of soil blowing away by 1938. However, the drought continued. It Finally Rained Again In 1939, the rain finally came again. With the rain and the new development of irrigation built to resist drought, the land once again grew golden with the production of wheat.

Family Dermestidae and Dermestid Beetles

Family Dermestidae and Dermestid Beetles The family Dermestidae includes skin or hide beetles, carpet beetles, and larder beetles, some of which can be serious pests of closets and pantries. The name dermestid comes from the Latin derma, for skin, and este, meaning to consume. Description Museum curators know dermestid beetles all too well. These scavengers have a reputation for devouring museum specimens. Dermestid beetles protein-eating habits make them equally valuable in museum settings, however, as colonies of dermestids can be used to clean the flesh and hair from bones and skulls. Many entomology students have encountered dermestids as pests, too, as theyre known for their rather bad habit of feeding on preserved insect specimens. Forensic entomologists look for dermestid beetles at crimes scenes when trying to determine the time of the death of a cadaver. Dermestids typically appear late in the decomposition process, when the corpse begins to dry out. Dermestid adults are quite small, ranging from just 2 mm to 12 mm in length. Their bodies are oval and convex in shape, and sometimes elongated. Dermestid beetles are covered in hair or scales, and bear clubbed antennae. Dermestids have chewing mouthparts. Dermestid beetle larvae are worm-like, and range in color from pale yellowish brown to light chestnut. Like the adult dermestids, the larvae are hairy, most noticeably near the hind end. The larvae of some species are oval, while others are tapered. Classification Kingdom – AnimaliaPhylum – ArthropodaClass – InsectaOrder – ColeopteraFamily - Dermestidae Diet Dermestid larvae can digest keratin, the structural proteins in the skin, hair, and other animal and human remains. Most feed on animal products, including leather, fur, hair, skin, wool, and even dairy products Some dermestid larvae prefer plant proteins and feed instead on nuts and seeds, or even silk and cotton. Most adult dermestid beetles feed on pollen. Because they can digest wool and silk, as well as plant products like cotton, dermestids can be a real nuisance in the home, where they may chew holes in sweaters and blankets. Life Cycle Like all beetles, dermestids undergo complete metamorphosis with four life stages: egg, larva, pupa, and adult. Dermestids vary greatly in the length of their life cycles, with some species going from egg to adult in 6 weeks, and others taking as long as a year or more to complete development. Females usually lay eggs in a dark crevice or other well-hidden location. Larvae molt through as many as 16 instars, feeding throughout the larval stage. After pupation, the adults emerge, ready to mate. Range and Distribution The cosmopolitan dermestid beetles live in varied habitats, provided theres a carcass or other food source available. Worldwide, scientists have described 1,000 species, with just over 120 known in North America. Sources: Borror and DeLongs Introduction to the Study of Insects, 7th Edition, by Charles A. Triplehown and Norman F. JohnsonKaufman Field Guide to Insects of North America, by Eric R. Eaton and Kenn KaufmanFamily Dermestidae, Bugguide.net, accessed November 25, 2011Dermestid Beetle, Texas AM AgriLife Extension, accessed November 25, 2011Dermestids, Utah State University Extension fact sheet

Avatar Assignment Example | Topics and Well Written Essays - 500 words

Avatar - Assignment Example Likewise, folk tales are most conducive to short moral or humorous tales. But for epic battles and profound victories, the format of the legend is the most similar. Avatar’s celebration of heroism makes it equal to the tradition of legendary tales. And there is plenty of elements and events in the film that support claims of its legendary status. For instance, in legions of renown, we usually have a forthright protagonist confronted by an evil villain whom he successfully quells. This is exactly how the story of Avatar unfolds. Here the morally upright is Jake and his sympathizers irrespective of whether they assume a human or Na’vi physical form. The chief antagonist is played by Quaritch, whose obsession with acquisition of material wealth makes him lose his humanity. This sets up a legendary battle between the twines of morality and decadence. As is always the case in traditions of legend, it is the morally righteous who emerge victorious. At the center of legendary stories are one heroic figure that epitomizes moral virtue and human values. Jake is that heroic figure in Avatar. Despite being born human and being equipped to think like human, through his avatar he is able to empathize with a biologically distant race. Though he is not a Na’vi in substance, he merges into one with them in spirit. His successful integration into Na’vi society is indeed the stuff legends are made of. Ironically, this improbable transition was made possible by Jake’s deep sense of humanity. His sense of righteousness allows him to put considerations of justice and fairness above material gratifications. In stories of legend, valor is a recurrent feature. There is plenty of that in display in the film. Jake’s courage is exemplary, for he puts his life on the line several times so as to save his adopted race. Avatar is also congruent with the format of the legend due to its mythical quality. The heroism and

Research Issues in Human Resource Essay Example | Topics and Well Written Essays - 4750 words

Research Issues in Human Resource - Essay Example "Bullying usually includes acts or verbal comments that could mentally hurt or isolate a person in the workplace and it has been described as the assertion through aggression" (CCOHS) Bullying has its adverse effects on the individual as well as the work place. Workplace bullying always poses multiple challenges to the HR professionals in dealing with their occurrences. HR Management always includes Workplace bullying prevention programs aimed to safeguard the potential victims of bullying. Such prevention programmes require the commitment from the management as an important component. In this context this paper attempts to present a detailed account of the challenges being faced by the HR professionals in dealing with bullying at work. An academic definition of Workplace Bulling as provided by Einarsen et al reads "Bullying at work means harassing, offending, socially excluding someone or negatively affecting someone's work tasks. In order for the label bullying (or mobbing) to be applied to a particular activity, interaction or process it has to occur repeatedly and regularly (e.g. weekly) and over a period of time (e.g. about six months)." Bullying is considered an ongoing process of abuse during which the person subjected to bullying becomes weak and inferior in feeling by becoming the victim of negative social act. It may be noted that an isolated event cannot be characterized as bullying. Similarly when the parties involved in the conflict are of equal strength the act can not be termed as bullying. (Einarsen et al 2003:15) The International Labour Organisation has defined the work place violence that bullying. The definition goes like "any incident in which a person is abused, threatened or assaulted in circ umstances relating to their work. These behaviors would originate from customers, co-workers at any level of the organization. This definition would include all forms or harassment, bullying, intimidation, physical threats/assaults, robbery and other intrusive behaviors." (Canada Safety Council)It is observed that workplace bullying is found to be more prevalent in work places than other disorderly behaviours like sexual harassment and racial discrimination which are dealt with by legislative measures. It is often observed that when bullying at the work place takes place the victims usually receive the immediate focus to provide the support and no efforts are being taken to provide advise, guidance or support to those who has indulged in such bullying activities. According to a report published by the Chartered Institute of Personnel and Development (CIPD) the employers usually train their HR managers in tacking issues related to workplace bullying. But the line managers are not provided with the necessary training in this regard. The report indicates that while 75 percent of the employers take efforts to train the HR managers to tackle the harassment to workers out of bullying only 55 percent of them provide such training to the line managers also. As per the 2004 research of the CIPD the conflicts relating to workplace bullying costs nearly 450 days of managements' time each year which is equivalent to the full working time of two managers. It was also estimated that the bullying related complains constituted

Service Encounter Analysis Essay Example | Topics and Well Written Essays - 3000 words

Service Encounter Analysis - Essay Example Although I rather expected a sales person to descend upon me and attempt to make a sale, the fact of the matter was that I spent around 5-10 minutes browsing without anyone even asking if they could assist me. After such a time, I had a legitimate question concerning the specifications of a particular laptop. However, as I tried to make eye contact and get the attention of the section salesperson, I was all but ignored. Eventually I went to the salesperson and asked if they could assist me with a few questions I had. Rather than willingly offering their help, they seemed to begrudge the fact that they had to be troubled by a customer. Although to their credit they were able to answer my question in a knowledgeable way, they did not do so with the determination or desire that I would have expected from someone whose job it was to be in such a customer service oriented position. The physical location of the store was in central London. The dà ©cor and surroundings of the internal store itself were Spartan and geared more towards a utilitarian representation of the product to the customer rather than hoping to create an ambient store atmosphere. This â€Å"big box† feeling somewhat diminished from the customer service experience due to the fact that the customer feels that they are just another face in the crowd whose sole purpose is to come, buy, and leave. As a means of improving this particular service encounter, it is my belief that the situation could have greatly benefitted from hiring an individual who was both knowledgeable and interested in customer service. Although I was satisfied with the information I received, the way in which it was given was not willingly. As a means of bettering the level of customer care, the store might want to pay a closer attention to hiring better people and/or instilling a greater degree of customer care training in the future. Although the experience was less than stellar, the

Statue of liberty Essay Example | Topics and Well Written Essays - 750 words

Statue of liberty - Essay Example This poem captures precisely what the features of the statue symbolise; it emphasises that America is the land for all and that it constitutes a state that will take all from around the globe and accept them as Americans. Written in 1886, America was a great nation in the making, a scarcity of people meant that such literature was of great effect in tandem with the statue in inviting and encouraging people to come help build a great nation in the making. Standing at a colossal height, the statue oversees the American people and is looked up to by the American people as a mother to their society and the carer and educator of their lives; her colossal height and empowering height acts as a symbolic reminder of the awe-inspiring makeup of a great nation and her piercing eyes represents the convictions of the American people but, importantly, also acts as a God-like inspirer and guider to instil faith and remind the people of their responsibilities at times where moral and social corruption plagues the American society. The torch she carries ignites and fires into the sky the notions of freedom and liberty, the flames being seen and felt by citizens and guest alike (whether in proximity or not), and through its scorching heat defends against, and attacks, the plague of oppression and tyranny. At the same time, the chains at her foot represent Liberty crushing the chains of slavery. Yet the principles embodied within her are not exclusiv e only to the American people; the general appearance of the statue's head is reminiscent of the Greek Sun-god Apollo who dressed in a similar robe and having on its head a radiate crown with seven spiked rays of the sun's rays. Indeed, the seven spikes are representative of the world and its nations, reinforcing the statue's image as host to all around the world and guests of America and reinforcing America's position as the land of the free and leader of the world as the seven spikes on the crown represent the Seven Seas (Arctic, Antarctic, North & South Atlantic, North & South Pacific, Indian) and seven continents (North and South America, Europe, Asia, Africa, Antarctica, Australia). Indeed, together with the scorching flames of the torch, the statue, located in the middle of the Hudson river, reinforces its characteristics as a statue for all (water and the ocean generally encapsulates the concepts of liquidity and freedom). To hear the Statue is to travel to it by ferry and hear at the height of her dictating posture the howling wind which

Mortgage Essay Example | Topics and Well Written Essays - 1000 words

Mortgage - Essay Example If the lender brings a court action for possession of property, which consists of or includes a dwelling house, the mortgagor could obtain longer to repay by asking the Court to delay possession. The court has both an inherent and a statutory jurisdiction to delay possession. Using its inherent jurisdiction. In Birmingham permanent building society v Caunt the court grant a 28 days short delay to enable the Borrower to repay in full the sums owing. In Abbey National Building Society v Cann2 An aunt acquired rights in property owned by her nephew, through her rights under the 'right to buy' legislation. She was on holiday on the actual date of moving. However, her belongings were moved by removal men. The actual move started some 35 minutes before completion and some of her furniture was moved into the premises. The court decided that this was insufficient for her to claim that she was in actual occupation. In Lloyds Bank v Rosset3 a husband and wife, recently married, decided to purchase a semi-derelict property. They could not move in until a certain amount of renovation work had been done and much of it was supervised the wife. The work was still in progress after the transfer but the issue was whether the wife could be in actual occupation when she was not in permanent occupation. She had spent a considerable amount of time at the property but could not be said to be in permanent occupation. The builders were working at the premises permanently. Although the court accepted that it was not necessary for the wife to be living there, it drew a distinction between intending to move in and actually living in the premises. The builders were held not to be in actual occupation on behalf of Mrs. Rosset. In Chhokar v Chhokar4 a married couple split up. The wife remained in the property but had to leave when she had to go to hospital to have a baby. It was held that this did not constitute a break in actual occupation. The case suggests that brief absences will not interfere with actual occupation of land. So in order to get right of possession in case of actual occupation must be proved. b) The mortgagee has a right to sell the property without; a court order once the Conditions in SS. 101 and 103 Law of property Act 1925 are fulfilled. Discuss the Sections briefly and co-relate with the given set of facts. For a long time, it has been established that the mortgagee need not wait until the Market is favorable before exercising the power of sale (Warner Vs Jacob). Indeed, Provided the power to sale is exercisable, the mortgagee cold sell the property at the least advantageous time for the mortgagor (Duke v Robson). In the aftermath of Cuckmere, it was thought to be arguable, that it might be the case that the mortgage should exercise reasonable care as to when the property is out onto the market. This Argument was rejected, however, in China and south sea bank Ltd Vs Tan soon Gin, Where the privy council held that a mortgagee could not be liable for failing to Exercise its power of sale when market conditions were ore favorable than they Subsequently became, as the timing of the sale was a matter entirely for the Mortgagee. This has recently been confirmed in Silven properties Ltd Vs Royal Bank of

CASE 1 MGT- 412 Developing and Enforcing ADA Policy Essay

CASE 1 MGT- 412 Developing and Enforcing ADA Policy - Essay Example uideline for the company for my new employee handbook (ADA Policy Review Urged In Light of EEOC Enforcement Actions 2011).The procedures incorporated are, the position statement, Nature, and Scope of policy, systems, and the role of ADA committee. The policy also includes the role of the employee, part of the job and the employee records. North America midway entertainment perceives and bolsters the norms put forward in Section 504 of the Rehabilitation Act of 1973. And the Americans with Disabilities Act of 1990, as amended, and comparative state laws (from now on "applicable law" or "law[s]"). These laws are intended to eliminate oppression on qualified people with disabilities. Disabilities may incorporate physical or mental debilitations, which substantially confine one, or more an individuals significant life exercises, and which require alterations to the offices, projects, or administrations of the Company As noted in the Position Statement, North America midway entertainment perceives and bolsters the benchmarks put forward in Section 504 of the Rehabilitation Act of 1973. Also the Americans with Disabilities Act of 1990, as changed and is focused on making sensible facilities for employees and workers with qualifying incapacities as needed by these laws. Since the Company’s Position and Policy are expected to be concurrent with the prerequisites of pertinent laws, nothing in this strategy is planned to give less substantive advantages or procedural protections than are needed by these laws. In like manner, nothing in this approach is proposed to give more prominent substantive advantages or procedural assurances that are needed by these laws. North America midway entertainment has received the accompanying two-stage process for making sensible carnival rides to advance the openness of its projects for employees. Before registration, every conceded employee gets a Special Needs Identification Form. Every employee asking for employment must finish this

Mortgage Essay Example | Topics and Well Written Essays - 1000 words

Mortgage - Essay Example If the lender brings a court action for possession of property, which consists of or includes a dwelling house, the mortgagor could obtain longer to repay by asking the Court to delay possession. The court has both an inherent and a statutory jurisdiction to delay possession. Using its inherent jurisdiction. In Birmingham permanent building society v Caunt the court grant a 28 days short delay to enable the Borrower to repay in full the sums owing. In Abbey National Building Society v Cann2 An aunt acquired rights in property owned by her nephew, through her rights under the 'right to buy' legislation. She was on holiday on the actual date of moving. However, her belongings were moved by removal men. The actual move started some 35 minutes before completion and some of her furniture was moved into the premises. The court decided that this was insufficient for her to claim that she was in actual occupation. In Lloyds Bank v Rosset3 a husband and wife, recently married, decided to purchase a semi-derelict property. They could not move in until a certain amount of renovation work had been done and much of it was supervised the wife. The work was still in progress after the transfer but the issue was whether the wife could be in actual occupation when she was not in permanent occupation. She had spent a considerable amount of time at the property but could not be said to be in permanent occupation. The builders were working at the premises permanently. Although the court accepted that it was not necessary for the wife to be living there, it drew a distinction between intending to move in and actually living in the premises. The builders were held not to be in actual occupation on behalf of Mrs. Rosset. In Chhokar v Chhokar4 a married couple split up. The wife remained in the property but had to leave when she had to go to hospital to have a baby. It was held that this did not constitute a break in actual occupation. The case suggests that brief absences will not interfere with actual occupation of land. So in order to get right of possession in case of actual occupation must be proved. b) The mortgagee has a right to sell the property without; a court order once the Conditions in SS. 101 and 103 Law of property Act 1925 are fulfilled. Discuss the Sections briefly and co-relate with the given set of facts. For a long time, it has been established that the mortgagee need not wait until the Market is favorable before exercising the power of sale (Warner Vs Jacob). Indeed, Provided the power to sale is exercisable, the mortgagee cold sell the property at the least advantageous time for the mortgagor (Duke v Robson). In the aftermath of Cuckmere, it was thought to be arguable, that it might be the case that the mortgage should exercise reasonable care as to when the property is out onto the market. This Argument was rejected, however, in China and south sea bank Ltd Vs Tan soon Gin, Where the privy council held that a mortgagee could not be liable for failing to Exercise its power of sale when market conditions were ore favorable than they Subsequently became, as the timing of the sale was a matter entirely for the Mortgagee. This has recently been confirmed in Silven properties Ltd Vs Royal Bank of

The Impact of an Exercise Tax on Demand, Supply, Price, and Quantity Essay

The Impact of an Exercise Tax on Demand, Supply, Price, and Quantity - Essay Example There are several factors that affect the price elasticity of demands. One of these factors is the level of prices. Expensive goods such as cars have a high elasticity of demand as a result of the sensitivity to price changes. On the other hand, the price elasticity of demand for inexpensive good such as matchboxes rarely changes the demand by a significant amount. Another factor that affects the price elasticity of demand is the income level. The elasticity of demand for any product is less in groups with higher income levels as compared to the low-income levels. This is as a result of the fact that the impact of prices changes is bigger to the poor people than the rich (Varian 320). The availability of a close substitute is another factor that affects the elasticity of demand. Demand for a product with many substitutes, for example, Pepsi is more elastic as compared to that with a few or no close substitutes such as salt. Lastly, the nature of a commodity is another factor that affects the price elasticity of demand. Necessity goods such as vegetables have inelastic demand while comfort goods such as refrigerators have elastic demand. Luxurious commodities such as cars have more elastic demand than comfort goods (Varian 323). For a consumer to maximize utility he must be at the consumer equilibrium condition. Economists express this condition by equating all of the marginal utilities per dollar that the consumer spends in buying a certain commodity. As seen from the above calculation, there is no single equation where the marginal utility per dollar is at equilibrium hence there is no combination where the consumer has the option of maximizing the utility.  

Media Essays Media Violence Society

Media Essays Media Violence Society Media Violence Society Media violence has been one of our biggest problems in our community. Violence comes from every age, from a child to an adult. Violence has increased every year because people do not understand how important our life is and do not take it serious. Media violence occurs when people do not have common sense and do not take responsibility. There are couple cases that think that media violence causes society violence, and two against it. Most cases of media violence come from movies, games, and the influence people have on others, all of which have shown someone or something crucifying anything in its path. Those are some ideas about media violence throughout our society. There are two people whose lives were only about killing; it was as if it was in their nature. Stone’s most controversial film, â€Å"Natural Born Killers† was mimicked by murderers Ben Darras, and Sarah Edmondson. Darras and Edmondson have killed over fifty two people and, in the course of their actions have become media celebrities. Both of them have a history in their life that is unforgettable. The public made this inconclusive accusation despite the troubled past of both of the offenders. Oliver Stones said â€Å"Ben and Sarah are deeply disturbed youths with histories of drug and/or alcohol abuse and psychiatric treatment. Ben’s alcoholic father divorced his mother twice, and then committed suicide. Sarah carried a gun because she feared that Ben would attack her†. Obviously, there were many factors inducing their criminal behavior further more complicated than just watching a movie and doing what you have just seen. Many cases like this one have bee n pointing fingers at movies for the actions of disturbed youths, doing so is a ridiculous attempt to find a quick answer to an excessively complicated matter. Michael Zimecki believes that â€Å"ideas have consequences† and that is why the ideas expressed in a movie have a negative effect on society. To support his opinion he uses several examples of crimes that have been committed in the past and are similar to movie scenes. For example in 1993 a 9 year old girl was raped with a bottle at the beach by a group of juveniles, this incident was believed to be induced by the movie â€Å"Born Innocent† where a plunger was used to rape a victim. A boy from Pennsylvania died from imitating a movie called, â€Å"The Program†. He died in the center lane of a highway where he got ran over by a car. Michael Zimecki also uses a different approach to support his theory, he compares movies to pollution. He states â€Å"a polluter should not be allowed to escape responsibility for his actions simply because environmentally induced cancers are late-developing. Violence too, can fester for years†. Zimecki believes that societal violence is displayed excessively and needs to come to an end he asserts â€Å"the hour has come at last, and the rough beast that the poet William Butler warned about is already born†. Some kids think that it is â€Å"cool† to do what happens in the movies, but sometimes what happens in the movies is not safe. Movies can change people’s behavior and personality. Violent movies promote the minds of young kids who do not know what they are doing, but they get hurt in the process of poisoning their minds. Rated â€Å"R† movies that show killing and blood are the movies that kids are not suppose to see, but those kids that do are the ones that change because they think that it is â€Å"cool† to kill people, so they try it. Killing has lead to family separation, rising of violence with in the family, and in the society. That is what happens when these children try to do what they see without knowing if it is possible in real life. Gregg Easterbrook has been working for the New Republic for the past four years and has written magazines of beliefs and values. Easterbrook states that â€Å"movie and television violence has a serious effect on childrens propensity to behave violently later in life†. This theory has been question for years and it still is, but still many people have found connections between media violence and societal violence. At the age of nineteen is when the mind of children has developed enough to know that violence is never the answer and that all kids are doing is hurting them selves. Many kids below the age of nineteen may think that is normal to act in a violent way and becoming juvenile prisoners. There are many movies that people have seen that show a very high amount of violent and blood like the movie â€Å"Scream†. This movie starts by a teen girl watching her boyfriend getting punished. Thought out the whole movie students get hung, tortured and cut to death. Movies li ke this can encourage children to do the same thing since they find what they see very amusing. Many people have died from others mimicking what they have seen in the movies and have been killed or sent to jail for a very long time and won’t be coming out any soon. Maggie Cutler has seen media violence and has ideas of what has happened through out the years. Cutler said, â€Å"Media violence is a risk factor that, working with others, can acerbate bad behavior†. She affirms with the idea of aggressive and brutal matters that have multiplied within the United States. Crime rates of juveniles have decreased about thirty percent in the United States. The media has been reducing the principles for accepting profanity. Further more, Cutler points out that â€Å"given the overall juvenile crime count in 1997 the report implied, some 250 murders and 12,100 other violent crimes would not have been committed if it were not for the likes of Batman Beyond†. She comments that on August of 1999 a Senator reported that â€Å"television alone is responsible for 10 percent of youth violence†. Cutler believes that this subject is too complex to study conclusively. There are some facts and ideas of what our nation has turned into with in th e years. Scott Barbour strongly believes that media violence does not cause societal violence in teens. He supports his idea by stating that laboratory tests cannot be generalized to the real world. Barbour believes the teenagers’ results may be influenced by the adult researchers, he quotes Durkin associate of psychology â€Å"Even quite young children are good at working out what adults want them to do, or will let them get away with.† Another testing method he implies is invalid is correlation studies. Barbour suggests that the results cannot be taken into serious consideration because â€Å"it could just as reasonably be argued that viewing violent television programs is caused by the child’s preexisting tendency to be aggressive†. He also quotes Jonathan Freedman psychology professor at The University of Toronto when comparing boys’ tendencies to girls’ tendencies in relation to personality characteristics. Boys watch and play football more than girls do, and it is not because television influences them to, it is because of personality characteristics. Barbour believes that a child’s violent personality is induced by bad parenting. Stuart Fischoff is a professor of psychology at California State University, Los Angeles. Fischoff has studied media violence and real-world violence and cannot find a connection between them. Nothing states that media violence causes societal violence. He believes that anyone who studies media violence can have a thought of what people may do in the real world; it is not proven that everyone will do it. It is up to how people think, how they can take certain things, and if their common sense can change their life in a good way or ruin it by doing the wrong. Many people that are against media violence think that â€Å"The plethoric effluence of screen violence, murder and mayhem is an undisputed menace to society†. That is what the opposing side has to say against what many people think about media violence. In Conclusion, media violence has taken place since the day we were born, but it has grown by the years mostly because of the messages sent out to the public. Movies reach people who do not know what their purpose in life is, so they go do the first thing they like or see. It starts off by imitating a movie people enjoy, then killing people who have done nothing to you. It can also be that you have an immature mind that has not grown into what would let you realize common sense. People have observed and realized that our humanity has been taken over by what most people would find most entertaining but deadly to perform at the same time. Some people may think that media violence is not connected to societal violence because they have the proof that we have. That is why people think media violence has been one of our biggest tribulations in the world. Works Cited OConnor, Tom: Environmental Factors Contribute to Juvenile Crime and Violence. Juvenile Crime. Auriana Ojeda, Ed. Opposing Viewpoints ® Series. Greenhaven Press 2002. Cutler, Maggie: Research on the Effects of Media Violence on Children Is Inconclusive. Is Media Violence a Problem? James D. Torr, Ed. At Issue Series. Greenhaven Press 2002 Fischoff, Stuart: â€Å"No link between media violence and youth violence has been established†, Opposing viewpoints: Media violence. Ed. Louis and Gerdes, San Diego: Greenhaven press 2002 Zimecki, Michael: â€Å"Violent Films cry a fire† in Crowded Theaters. From Patters for college writing (9th Ed.) Laurie Kiszner and Stephen Madell. Bedford/St. Martins Boston 2004. Page 612 Stone, Oliver: Memo to John Grisham: What’s next -â€Å"A movie made me do it†? From Patterns for college Writing (9th Ed.) Laurie Kiszner and Stephen Madell. Bedford/St. Martins Boston 2004. Page 607 Easterbrook, Gregg: â€Å"Media Violence Makes People More Violent†. At Issue: Is Media Violence a Problem? Ed. James D. Torr. San Diego: Greenhaven Press, 2002