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

Mot - Essay Example In order to help unmotivated students, a process called attribution retraining is employed that involves modeling, socialization and practice exercises among others. Moreover, other potentially helpful practices can be incorporated such as portraying effort as investment rather than risk, portraying skill development as incremental and domain specific and always focus of mastery. During early childhood development, children express their concern through curiosity and explore new things. However, as children grow, their psychosocial environment influences their learning behavior and learning frequency. Many children though physically present in the classroom remain absent mentally. They do not want to invest their mind and energy towards learning things. It is therefore, important for educators to first understand students’ attitudes and beliefs towards learning and then help minimize students’ lack of concern. Understanding student motivation is very important. In simple terms, it can be defined as the students’ desire to participate in a specific task. However, it is also directly associated with students’ academic achievement. Students can get motivated in two ways: intrinsically and extrinsically. In the former case, motivation comes from rewards inherent to a task. However, extrinsically motivated students perform task to avoid punishment such as grades, teacher approval, etc. However, the phrase, motivation to learn is mainly associated with academic achievement. It does not matter whether the task is intrinsically or extrinsically motivated or not. Well, there are various factors that influence student motivation including modeling, communication, instruction, socialization, etc. In addition, home environment also shapes the students’ attitudes and beliefs towards learning. Parental care, encouragement and explaining answers to numerous

Romeo and Juliet Character Sketch - Juliet Essay Example for Free

Romeo and Juliet Character Sketch Juliet Essay Juliet Capulet is one of the main characters in Romeo and Juliet, a famous play written by Shakespeare. Juliet is a beautiful, young 13 year old girl. Despite her age, she is pressured from the very beginning of the play to get married, preferably to a young nobleman named Paris who is a relative of the Prince of Verona. During the opening scenes of the play, Juliet seems to be an obedient and naà ¯ve child who always obeys her parents wishes. However, throughout the play we see Juliets sense of independence develop when she makes the outrageous decision to marry Romeo behind her parents backs, and fake her own death. She evolves into someone who is capable of making their own decisions; however her actions are also defiant and rebellious. Juliet is a 13 year old teenager, who will be 14 years old on July 31st, also known as Lammas Eve. I imagine that due to her young age and wealthy family that Juliet is a very small, dainty, well-kept and polished teenaged girl. Juliets appearance is not described in detail in the play, however in Romeos soliloquy at the beginning of Act 2, Scene 2, he describes Juliet as bright when he says It is the east, and Juliet is the sun. Referring to her as the sun is a metaphor for her being bright. He gets more in depth and describes her as a fair sun in line 4. Therefore, I imagine she has pale, white skin. Romeo also says in Act 2, scene 2 The brightness of her cheek would shame those stars which proves that she has pink rosy cheeks. Romeos soliloquy in Act 2, scene 2 proves what a beautiful, bright, and fair young girl Juliet is. However, dont be fooled by her dainty appearance; Juliets actions throughout the play would paint a different, more mischievous picture of her in your mind. Juliets actions change quite drastically throughout the play. At the beginning of Romeo and Juliet, Juliet seems to be a very obedient teenager who follows her parents orders and does not stand up for what she really wants. For example, in Act 1, scene 3, Lady Capulet asks Juliet Can you like of Paris love? Juliet is quick to agree with her mother by saying: Ill look to like, if looking liking move. This proves that Juliet is naively obedient, and will do as her parents say even if what they want for  her is not what she wants. Juliet has given no thought to the idea of marriage, especially to Paris since she is only 13 years old and does not know him, yet she follows her parents orders to give him a chance. However, after Juliet meets Romeo at the ball, her obedience and loyalty to her family dwindles away. Juliet begins to disobey her family, and evolves into someone who can make their own decisions, whether they are good or bad. She falls in love with Romeo; a Montague, a member of the Capulets feuding family. She makes plans to marry him the day after she meets him without telling her parents and they spend their wedding night together in her room at the Capulet mansion. This shows that she is rebelling against her parents by marrying someone from the feuding family, and someone who is not Paris. Furthermore, Juliet makes another defiant decision towards the end of the play. When Lady Capulet tells Juliet about her wedding arrangements with Paris in Act 3, scene 5, Juliet adamantly and angrily refuses the proposal by yelling He shall not make me there a joyful bride. Shortly after Juliets argument with her mother and father about the wedding, the nurse suggests that Juliet marry Paris to please her parents. Juliet does not take the nurses advice and responds with Ill to the friar, to know his remedy; if all else fail, myself have power to die. Juliet takes matters into her own hands and is finally standing up for what she wants. She is not letting her parents or even the nurse influence her decisions anymore. All of these actions show Juliets maturity, and growing sense of independence, but also her new defiant, disobedient ways. Juliet is quite a courageous, passionate, and dramatic person. Throughout the play, Juliet deals with emotional situations quite dramatically and is quick to make drastic decisions on impulse. For example, the second Juliet lays eyes on Romeo, and in their next few encounters, she is so very passionate about how she feels about him. In Act 2, scene 2, she expresses how much she loves him, which may seem overly dramatic since she barely knows him. Juliet makes the impulsive decision to marry Romeo, without really thinking it through which shows how quick she is to make drastic decisions. Juliet makes an extremely courageous and very risky decision in Act 4, scene 3. She decides to take the poison Friar Laurence made for her which will knock her unconscious for 42 hours, despite all of her worries about it not working or  possibly killing her. She takes the poison because she is so passionate about being with Romeo that she would do anything, even fake her death in order to be free of her family and able to leave Verona to be with him. Despite Juliets young age, she is truly a brave and passionate girl who does not let anything stop her from getting what she wants. Furthermore, one of the major events of the play takes place in Act 5, scene 3 when Juliet stabs herself with a dagger after waking up to find Romeo lying dead beside her. Juliet makes the drastic decision to end her own life after finding Romeo dead. This shows her fast decision making skills, and also her passion and love for Romeo. She did not kill herself out of weakness from what she had just seen, but because she would not feel right living without the man that she loves so deeply. Killing yourself out of passion for another human being shows extreme courage and bravery which Juliet has plenty of. Although Juliet is portrayed as a naà ¯ve 13 year old girl at the beginning of the play, Shakespeare made it a very prominent part of Romeo and Juliet to show how Juliet evolves into an independent, brave and passionate young woman. She begins to rebel like most teenagers do and defies her parents, but nonetheless she did it to stand up for what she wants and believes in and I think that shows extreme courage, bravery, and independence.

Impact of Technology on Print Media

Impact of Technology on Print Media Print and electronic media plays an important role in communication effectively as the world has been globalized. The technology used for communication should not be overlooked, because the interchange of information is necessary in current era. Print and electronic media has globalized the world. The news or communication can be done easily from corner to corner just in few seconds. Technology has impacted the communication in a positive way. In the current world the communication has been distributed between print and electronic media. These two Medias are playing a vital role in communicating between individuals and the society. News, comment, information and entertainment, are the complex set of newspaper, and the arrangement of these contents differs from paper to paper. Most people choose their daily paper to match their specific tastes, and individual newspapers have developed in different ways to provide for these. Many changes have taken place over the period, in the newspapers. The newspapers are filled with advertisements and have many pages on carrying different news. Today journalism has become one of the prosperous professions (Oghakpor, 2007). The number of newspapers has risen sharply which has made the communication to its optimum level whilst profits have also boomed. Development of information and communication technology has made the work of newspaper publication easy and less laborious. Todays newspapers have lots of investigative stories/reports. This contributes to bringing in light big scandals and scams resulting into fall of a person. Which creates negative influences the society and shows that the technology is not been used for the purpose in the right way, as it has to be used for. Magazines charm to an expanding range of reading flavours and happiness. They are designed for standardized or special interest groups. Regardless of their design for special groups, they developed as a mass medium because they appeal to large numbers in a national market that cut across social, economic and educational class lines (Oghakpor, 2007). The magazines can be categorized into two different categories, General interest magazines and special interest magazines. General interest magazines attempt to cater to a wide variety of reading interests. Special interest magazines are mainly focused on one thing. For instance, The Women magazine covers all the things about the women while, Muscles magazine covers all the stuff about building the muscles of either men or women. Its most notable function; however, is correlation that is, interpreting the society by bringing together diverse facts, trends and sequences of events. According to Kipphan 2001, Magazines in essence, are the great interpreters of what is happening in society. There are several magazines in the world, which are published internationally as well, so that people can benefit from them. Or people from the foreign countries order the magazines to remain update, although most of the magazines can be viewed online. According to Hamelink   Linnà © 1994, magazines have been much more visually innovative than newspapers. Their covers blaze from newsstands and market racks, thus attracting the readers attention with colour and allure of advertisements besides their articles. Magazines are published according to the information gathered, i.e. weekly, fortnightly etc. These are basically news magazines but they include sections on arts, culture, sports, films, business, politics, industry, and environment. There are about 500 such general interest magazines focusing on news and current affairs, having largest readership. Textbooks, other books, booklets, pamphlets, brochures, folders, periodicals, wall newspapers, publicity and promotional literature also constitute media for mass reading, information and enlightenment, they less extensively used as compared to the newspapers and magazines, are called the best way of effective communication. Books are non-periodical printed publication of at least 49 pages excluding the cover page, published in any country and are made available to public.  These are published as weeklies, fortnightlies, quarterlies, annuals or dailies, so magazines do. There are bimonthlies and half year lies also. Electronic communication has become almost an essential part of peoples lives. The Internet has been the catalyst for electronic communication, and rarely in human history has anything risen to such prominence in such a short period of time (Hirst Harrison, 2007). There are now many ways to communicate electronically, with, no doubt, more variety to come in the near future. Currently, Televisions, radios, internet, mobile technologies, ipads, e-books, e-magazines etc. are versatile ways to communication technology. Over internet, email has had its critics, notably for the brevity of messages and for the rapidity of reply, which often negates clear thought. But all new things will have critics. Writing to someone by conventional email and waiting for a response takes days or weeks. Waiting sometimes just a few minutes for a response by email seemed quite magical in the early days of the internet. Now this is taken for granted. The problem of spam has never been dealt with satisfactorily, but being able to email photographs on the day they were taken to a loved one on the other side of the world makes up for some of the negatives. Mobile technology has made a tremendous change in terms of communication. In current years the phone contains the features of 3G internet facility which is called the fastest internet on mobile, through which the communication and sharing knowledge becomes easier. Facebook, tweeter, internet browsing, Skype, VoIP technologies can be excessed anywhere without any hurdle. Similarly, Ipads and IPods have also made paradigm change in this global world. It facilitates in the same way as smart phones does, although they are bigger in size. Newsgroups and chat rooms began as early types of social media. Newsgroups rely on peoples posting messages to a relevant group, and members of that group can then comment instantaneously. In recent years, newsgroups have, to a large extent, been replaced by slick social-networking sites such as Facebook, MySpace and Twitter. Chat rooms still have a dubious reputation on the net, because though they can be great places for friends spread around the globe to meet up, unwelcome visitors will often use them inappropriately. Standalone video conferencing, used for business, has also now been matched by instant-messaging programs. Social media may be seen by many as even more important than email now. Facebook and MySpace have an email facility and instant messaging, and Twitter has a direct-message and instant reply facility. Instant messaging, which is also available from the likes of Yahoo! and MSN, is becoming increasingly more advanced. Whereas in the early days of Yahoo! Messenger you could save money on a phone call to someone overseas, now you can not only talk but look at a live video image of that person at the same time. It might be concluded from this that the communication technology have a great impact on the print media and electronic media. Newspapers, magazines, broachers, newsletters, pamphlets have made the vigorous change in communication. All these have to face different audiences and are mainly the most important technological tools to communicate and deliver the message. Despite, the electronic media is massively taking place of print media and globalizing this village. Mobile devices, Ipads, Ipods, Television, radios have made the thing accessible within few seconds.

To What Extent is the Proposed Scottish Split from British Rule Benefic

To what extent is the proposed Scottish split from British Rule beneficial for either country? The economical bond between England and Scotland has stood since the Acts of Union in 1707. Years of undivided companionship have convinced the majority of the world that there are no borders separating the U.K countries. This, it seems, has taken its toll on the Scottish Government. As after centuries of companionship they have decided to follow Ireland’s example and propose independence. Whether or not this was a wise move by the Scottish National Party leader, Alex Salmond, is up for debate. The true extent of pros and cons, although they will vary depending on public viewpoints, will be uncovered on the 18th September 2014 at the final vote count. The benefits of the proposed split, on Scotland’s side, are outweighed by the troubles that will be brought by attempting to enter the EU, the Economy and National Debt. If independence is granted, the UK will exit the split with no significant change while Scotland will face immense struggles. The most compelling argument against independence, from an economic view, is the problem of the Euro. There is an abundance of current turmoil in several countries, where leaders are facing similar independence issues to the UK. Several international leaders, facing devolution movements, are openly hostile towards the Scottish Referendum. Those in the EU are particularly dismissive. EU rules state that those who wish to join must adopt the Euro. Britain and Denmark have exclusive permission from Brussels, which is considered to be the de facto capital of the European Union, to use independent currency. The fact that Scottish National Party (current government in power) wishes to keep the pound... ...oil reserves will not only abandon the UK but according to Shell’s statement Scotland will be stranded as well. It’s clear through simply glancing at the facts that if the SNP emerges from this Referendum triumphant, they will be economically stranded in Europe. However this will only occur if the Referendum swings in the SNP’s favour. The reason behind Scotland’s proposed struggle is the economies of the remaining UK countries and Scotland being linked for centuries. Breaking this would leave both participants is considerable distress. But the remaining UK members, due to their combined populations and stronger trade partners, will emerge in a much better position. The true result will only become apparent if the SNP wins the September Referendum. The likelihood of SNP triumph is unclear as of yet, however according to current polls the ‘No’ vote is favoured.

Influences of Extrinsic Motivation Techniques Essay

Introduction Parallon Workforce Management Solutions falls under the Workforce Management umbrella. An organization still in its infancy, and financially supported and entrusted by HCA, a hospital organization mogul in its industry. Currently, the DHP (Dependent Healthcare Professional) Credentialing department has begun to make its presence in the area since mid-2007; today it has gradually increased its employee base and has tremendously more than quadrupled its customer base. Having a centralized corporate office in Sunrise, FL has allowed for many job opportunities in the south Florida area. As the Finance Director, overall responsibilities include, but are not limited to overseeing the financial records of the department, communicating with staff accountants and accounts payable/receivable on a regular basis. Create process flows for financial purposes, create and decipher financial projections for the department. Accurately running and reading financial  reports and statements; and having an overall healthy attitude towards the organization. Organization Overview â€Å"Workforce Management Solutions is an industry leader in healthcare staffing management, enhancing our customers’ quality of care and providing unique technologies to deliver unparalleled efficiencies. Since our inception in 1993, we have been providing staffing resources for Hospital Corporation of America (HCA), one of the nation’s leading providers of healthcare services. Currently, we serve hundreds of hospitals, ambulatory service facilities and outpatient centers nationwide, placing thousands of healthcare professionals each year. We offer every client full-service solutions that include contingent staffing, recruiting and enhanced productivity and scheduling technology. Our full-service, integrated business model encompasses: Per Diem Staffing – These comprehensive contracting services meet every need, from background checks and orientation to scheduling technology and systems training. We have 11 per diem staffing offices nationwide, having logged m ore than 3.3 million hours of work at pre-negotiated, below-market rates. Travel Staffing – Customers benefit from the services of 900+ traveling nurses and allied health professionals while Workforce Management Solutions takes on all the associated administrative and logistical burdens. Integrated Staffing and Scheduling Technology – Our custom-designed, proprietary online facility scheduling system enhances efficiency, saves money, provides for the optimization of schedules and empowers hospital staff members. Our Facility Scheduler allows employees to self-schedule with no hardware to purchase or software to install. Additional software components include volume forecasting. Staff Scheduling Redesign and Consulting – Our highly scalable, customizable technology helps managers create staffing schedules that accurately match rising and falling workloads. We train your team to plan, monitor and control staffing so needs and expectations are met efficiently and cost effectively. Permanent Placement and Recruiting – We are experts at providing professional staff and management-level recruiting solutions to our clients in the areas of nursing, medical imaging, allied health and case management† (â€Å"Parallon workforce management,† 201 1). In addition, Parallon Workforce Management Solution houses a wonderful portfolio under its umbrella of business  initiative: â€Å"Parallon’s full portfolio of unique business solutions includes group purchasing, staffing management, supply chain, project management, revenue cycle and other business processes. Parallon Business Solutions offers a comprehensive solution that no other company can claim. As partners, we work in parallel to deliver customized solutions that ensure your success. As fellow operators, we understand your challenges and continually innovate to respond to the needs of a dynamic marketplace. Business Performance Group est. 2000, offers end-to-end revenue cycle services from patient registration to billing and collections, and everything in between. To meet the needs of our providers we have expanded our capabilities to deliver a wide range of additional processes. We tailor our service to your needs—whether providing a single solution or dedica ting our full resources and scale as your outsourced partner. HealthTrust Purchasing Group, est. 1999, is the only committed model group purchasing organization. The foundation of our success is aligned decision making and compliance across our 1,400+ member partners. The result is a comprehensive portfolio that is consistently 10 percent better than any other purchasing alliance. Supply Chain Solutions has successfully transformed over 170 facilities with its shared services platform, resulting in over $1 billion in documented savings. With more than 10 years of progressive experience, the strength of Parallon is our people, processes and proven results. Because we are supply chain operators like you, we invite you to tour our facilities and see the innovation in action. Workforce Management Solutions, est. 1993, began as a provider to the largest employer of nurses in the country. We offer our services—training and credentialing, optimal high-caliber staffing placement, recruiting alternatives and industry-leading scheduling technology—creating unparalleled value and efficiencies† (â€Å"Parallon workforce management,â €  2011). Preliminary Problem Statement The DHP Credentialing department at PWMS has a poor management structure, unequipped to handle the influx of applicants filtering on a daily basis. Inability to create, and sustain acceptable customer service practices, constant increase workloads and entry level employees with no vision, direction, or view of elevation/ advancement within the organization. All of  these factors and determinants have led to overall employee dissatisfaction, resentments, disloyalty, and unenthusiastic with regards to the organization, department, and job. This paper will attempt to answer the following question: Can employee satisfaction, and productivity increase with the aid of intrinsic and extrinsic motivation? The paper will delve deeper into particular philosophies and studies as conducted by Abraham Maslow, who suggest these goals to be obtainable through a hierarchy of human behavior and needs. Literature Review/Synopsis Personal Mastery and Authentic Leadership falseDhiman, Satinder.Organization Development Journal29. 2 (Summer 2011) This paper links personal mastery and authenticity to effective leadership on the premise that our leadership style is an extension of who we are. The findings of humanistic, existential, and positive psychology are explored to suggest a pathway to the art and science of human flourishing. The paper utilizes a synergistic exploratory research design to understand the relationship between personal mastery, authenticity, and leadership within the overarching concept of human flourishing. It builds on the work of Abraham Maslow, Victor Frankl, Peter Senge, Steven Covey, and Michael Ray in illuminating the concept of personal mastery. It also briefly reviews the recent work of positive psychologists such Martin Seligman, Ed Diener, and Mihaly Csikszentmihalyi to explore the emerging field of human flourishing by creating a conscious link between personal mastery, subjective well-being, and authentic happiness. Based on the findings, humanistic existential and positive psychology thinkers striking similarities are evident when it comes to the essentials of human flourishing. Maslow and Management: Universally Applicable or Idiosyncratic? falseJelavic, Matthew; Ogilvie, Kristie.The Canadian Manager34. 4 (Winter 2009) For scholars and practitioners of psychology, one of the most often-cited theories of human motivation is Abraham Maslow’s Hierarchy of Needs. Maslow’s categorization of these human needs into physiological, safety,  love and belonging, esteem and self-actualization are not often referenced within the context of the management science, where a discrete hard science process of a formula is apparent for the answer in how a manager motivates their workers. Rather, instances cited are tied to context that varies from each situation presented, which also can change over time and culture. Yet recent disciplines, such as Organizational Behavior and Leadership, have begun to take from sociology and psychology the dynamics to understand the person, teams, and organizational effects of these theories. The integration between motivational theories, such as Maslow and differences between cultures, such as Hofstede (1980a, 1980b), bears discussion necessary to be applicable in today’s global environment. The implications of societal culture and needs to the management education field are particularly important. The Influence of Maslow’s Humanistic Views on an Employee’s Motivation to Learn falseWilson, Ian; Madsen, Susan R. Journal of Applied Management and Entrepreneurship13. 2 (Apr 2008) Continual employee training and learning is critical to the ability of organizations to adapt to an ever changing national and international business environment. What motivates employees to learn? Abraham Maslow has had a significant impact on motivation theory, humanistic psychology, and subsequently, adult learning in the workplace. This paper discusses the development of Maslow’s humanistic views and traces their impact on past trends in business training as well as the implications for current challenges that managers face in motivating employee learning in the workplace. Press the Escape key to close Analysis Intrinsic motivation relates to people who work more for the love of their job than for the money they receive. People who have a job that they love make a living from something that they find inherently satisfying. People more commonly find intrinsic motivation in careers that involve high levels of skill and creativity, aspects that increase a person’s absorption in their work. Employers provide extrinsic motivation in the form of pay, benefits and other programs designed to appeal to employees. A worker  motivated by extrinsic factors may be there solely for the money and other benefits. This doesn’t mean that people in high-paying jobs lack intrinsic motivation, but that extrinsic motivation in terms of pay and benefits may be enough to keep them working at a job even if they don’t like it. The ideal situation for most employees is to find a job that features high levels of both intrinsic and extrinsic motivation. Before we delve into what Intrinsic and Ext rinsic motivation is, it is thus vital to understand what motivation is and why is it important to motivate employees. Hence so, motivation could be defined as the driving force within individuals that encourages them to go ahead and perform the tasks, in order to achieve their intended needs and expectations. In other words, it is a set of reasons that eventually drags an individual to perform a particular task convincing that they could fulfill their needs and expectations, once the task is performed. Motivating employees is not an easy task, due to the fact that what motivates employees seems to change overtime. To say, different employees are motivated in different ways according to their needs. For example, one employee will be motivated to do his task by way of responsibility, while on the other hand another employee will be motivated by monetary rewards. However, it is possible to motivate an employee only if they want to be motivated. As a result, it is thus vital to identify the reason and create the atmosphere that encourages the non-performing employees to refresh and motivate themselves. In other words, it is thus important to try and find out what really motivates the employee. Trying to motivate an employee by wrong means could thus lead to a waste of money, time and so on, while paving way to de-motivate the employee more. Having said that, highly motivated employees are considered to be true assets for any organization; once motivated, they basically tend to be more productive, energetic, and very mush eager to take on additional responsibilities, and thus pleasant to be with and work with. However, on the other hand it should be said that there also tends to be non performing employees as well almost in every organization. Therefore, in such circumstances they basically have to look for deal with the obstacles by going and identifying the unmotivated employees and turning them around if the organizations are to be successful. In spite of that; when it comes to motivating employees this could be done intrinsically or extrinsically by using either intrinsic or extrinsic  rewards. When it comes to intrinsic motivation, this basically means that employees are motivated to do a particular task because of the pleasure or satisfaction that they get in performing the task itself. In other words, intrinsic motivation comes from within an individual rather than from extrinsic rewards such as monetary incentives etc. An employee who tends to be intrinsically motivated could be motivated by internal factors such as recognition, responsibility, growth and advancement. If an employee is to be motivated by intrinsic rewards, then this means that what the employee really wants is a job that interests him, a challenging work environment, and the responsibility to perform the task etc. in order to motivate him. For example, an intrinsically motivated person will perform a task given to him willingly, either because he might find the task challenging or else interesting and satisfied with completing it. To say, and not with the intention of getting other rewards. This is due to the fact the external rewards hardly motivate these employees. As a result, intrinsic motivation tends to be very much effective in the long run as the employees perform the tasks willingly becau se it interests them, rather than trying to escape from it once the job is done. Extrinsic motivation on the other hand is when the employees are thus motivated by means of external rewards. External rewards basically consist of monetary incentives and grades etc. The employees are involved in performing a particular task is because of the external rewards that gives them satisfaction and pleasure, and not because they are interested in it. In other means, extrinsic motivation drives an employee to do things especially for tangible rewards or pressure, rather than for the fun of it. Extrinsic motivators can be either positive or negative. To say, it is thus possible to use positive motivators such as monetary rewards or negative such as threats or bribery to motivate them extrinsically. Extrinsic motivators basically focus the employees on rewards rather than actions. For example, employees will perform tasks though they are not quite interested in it, thus because of the rewards involved with it. To say, some people will not want to do the work willingly, but ra ther they are motivated to do so by external rewards. However in reality, extrinsic rewards do motivate employee’s only short term. This is because the extrinsically motivated employees will do their work only as long as they receive their rewards and thereafter will stop performing the tasks, once the rewards are  no longer there. Having looked at both the intrinsic and extrinsic motivation, it could be said that intrinsic motivation is far stronger than extrinsic motivation when it comes to motivate employees in the long run. This is because the intrinsically motivated employees will continue to perform better day after day as long they find the work interesting and satisfied. It doesn’t mean that extrinsic motivation should not be used, but this is not the ideal way to long motivate the employees. To say, extrinsically motivated employees will only find what they do to interesting as long as they receive the rewards which can either be positive or negative. And hence in order to motivate them to increase performance, then they will have to be given more rewards than before. If not, they will only be de-motivated. Not only that, but once the employees are given extrinsic rewards they will no longer be intrinsically motivated, but rather depend on rewards to keep them motivated thereafter. That is why it is vital to try and motivate employees intrinsically by trying to explain how it will help them to develop and encouraging them by offering more challenging work, giving responsibility and recognition for the work done etc. This will in turn lead to enhance performance by motivating them to meet the long term success. Through exploration of motivational characteristics, it is shown that people are either intrinsically or extrinsically motivated. Upon further research, two theories explain how intrinsic motivation can be increased or decreased by extrinsic, or external, motivation techniques. In Theory I, external motivators (incentives, praise, rewards, or punishment) increase intrinsic motivation. In Theory II, extrinsic motivators decrease intrinsic motivation. The latter of this paper will determine what impact extrinsic motivation techniques have on intrinsic motivation. It will then identify the most effective and least effective extrinsic motivation techniques, and explain how intrinsic motivation can be affected by this. Finally, the importance of this exploration will be explained by three research studies. Definitions Intrinsic motivation inspires individuals to participate in an activity because of the internal enjoyment that activity brings. People who are  intrinsically motivated have a need for achievement and aspire to be self-determined and competent, without any perceived external motivator (Akin-Little, Eckert, Lovett, & Little, 2004). Extrinsic motivation encourages individuals, who do not necessarily enjoy an activity, to perform well in order to receive some kind of reward or to avoid negative consequences (Aamodt, 2007). Autonomy, or self-determination, is experienced when an individual feels they have a choice in performing the activity and feels personally responsible for the outcome (Cameron, Pierce, Banko, & Gear, 2005; Aamodt, 2007). Theory I – External Motivators Increase Intrinsic Motivation There has been a great deal of controversy concerning the impact external motivation techniques have on intrinsic motivation. External motivation techniques have been proven to significantly increase extrinsic motivation, which results in increased efficiency and performance for organizations (Aamodt, 2007). More research is needed to prove that external incentives primarily decrease intrinsic motivation. Proponents of Theory I declare that rewarding individuals for meeting absolute or normative standards, or for exceeding a criterion, greatly increases intrinsic motivation (Cameron, Pierce, Banko, & Gear, 2005). Along with this theory, quality-dependent rewards (verbal praise or tangible rewards) increase intrinsic motivation because they meet an individual’s needs, wants, and desires (Akin-Little, Eckert, Lovett, & Little, 2004). Although quality-dependent rewards have a positive effect on intrinsic motivati on in this theory, achievement-based rewards (rewards that individuals receive for achieving or mastering a challenging criterion) also increases intrinsic motivation. Achievement-based rewards are broken down into two categories: controlling and informational. The controlling aspect of a reward will be discussed in the next section on how external motivators decrease intrinsic motivation. Basing achievement rewards for informational purposes, such as feedback, boosts an individual’s perception of competence and ability (Cameron, Pierce, Banko, & Gear, 2005). Feedback provides individuals with the results of their efforts thereby increasing intrinsic motivation (Aamodt, 2007). This makes a person feel good about what they have accomplished and inspires them to continue achieving the goal. Even though reward for achieving goals increases  motivation, goal theorists distinguish between two causes for that motivation: present value (engaging in an activity that has present value or enjoyment) and future value (engaging in an activity that will be valued or enjoyed in the future). In other words, being rewarded for achieving a goal increases intrinsic motivation if the individual was performing the activity for its immediate effects. Alternatively, if the individual is motivated to perform the activity with only future benefits in mind, the motivator is external and will not increase intrinsic motivation (Simons, Dewitte, & Lens, 2004). Theory II – External Motivators Decreases Intrinsic Motivation On one hand, quality-dependent, achievement-based, and goal-based external rewards affirm responsibility for increasing intrinsic motivation. On the other hand, research indicates that these external motivators are detrimental to an individual’s intrinsic motivation. Proponents of Theory II agree that external rewards or incentives substantially increase extrinsic motivation, but unlike Theory I advocates, they do not concur that external rewards increase an individual’s intrinsic motivation. Theory II promoters contend that all extrinsic rewards including informational (verbal rewards), controlling (tangible rewards), and contingent (engagement-based or performance-based) are destructive to intrinsic motivation (Xiang, Chen, & Bruene, 2005). University of Chicago’s professor of behavioral sciences, Uri Gneezy, made an interesting statement that summarized this viewpoint. He said, â€Å"Extrinsic motivation might change the perception of the activity and destroy the intrinsic motivation to perform it when no apparent reward apart from the activity itself is expected† (Rothman & Rothman, 2006). In compliance with Gneezy’s idea that external motivation techniques decrease enjoyment in an activity; task-contingent incentives (rewards to encourage participation in an activity, solving a problem, or completing a task) are also found to decrease self-determination. This decline in autonomy, along with the perception that the motivator is controlling; account for extensive decreases in intrinsic motivation. Use of certain incentives such as money or acknowledgement; are not what some individuals need, want, or desire. When these people receive rewards, it discourages their intrinsic motivation (Akin-Little, Eckert, Lovett, & Little,  2004). In addition to the negative effects that task-contingent rewards have on intrinsic motivation, the controlling aspect of achievement-based rewards (awarding those who meet performance standards) results in a similar outcome. External rewards for performing an activity or meeting a standard are viewed as controlling, according to intrinsically motivated people. This external motivation approach is perceived as more of a restraint on self-determination, or independence, than a reward for achieving the goal. Achievement-based rewards can also pressure an individual to perform up to an expected standard. All of these feelings contribute to a decrease in intrinsic motivation (Cameron, Pierce, Banko, & Gear, 2005). Studies In order to distinguish between the two theories on how external motivation techniques affect intrinsic motivation, a variety of controversial journal articles on the topic were examined. Analyzing a few of these studies will reveal why it is imperative to know and understand how external motivators can negatively or positively influence intrinsic motivation. In a study located in the 2006 American Journal of Transplantation, activists for establishing a market for organs have suggested that financial incentives would encourage more people to donate their organs. Challengers of this concept proposed that financial incentives would result in a decline in organ donors, and that the extrinsic incentives would devalue the moral and unselfish obligations of intrinsically motivated individuals (S.M. Rothman and D.J. Rothman, p. 2). An article written by Nancy Folbre, sited in the 2006 Politics and Society Journal, uncovered the controversial issue of low-paid care givers and social service workers. Folbre found that external incentives would increase intrinsic motivation in care givers and social service workers. She also affirmed that the levels of intrinsic motivation and moral commitment in care givers and social service workers outweigh the supply of effort that a better wage would bring in. Her thoughts about the pay scale and treatment for care givers and social service workers were summarized by â€Å"they are being taken for granted,† and that â€Å"strong intrinsic motivation can ‘burn-out’ workers.† Opponents to Folbre’s opinion, such as Anthony Heyes in his article, â€Å"Why is a Badly Paid Nurse a Good Nurse?† wrote that a â€Å"good† nurse was willing to accept a lower wage. Heyes also challenged that raising nurses’ salaries would result in reduced intrinsic  motivation and decreased service quality. According to Folbre’s adversaries, â€Å"low pay helps screen out workers who lack the requisite motivation† (Folbre, 7 & 12). A study found in the 2004 School Psychology Review researched the effects of using extrinsic motivation techniques to maintain appropriate academic output and behavior in schools. Some researchers believed that instructors attempted to â€Å"bribe† students with external motivators to encourage them to perform and act a certain way in school. These theorists felt that bribing intrinsically motivated students, who do their best for their own fulfillment, decreased the students’ intrinsic motivation. In contrast, this study revealed that external motivation was not detrimental to students’ intrinsic motivation. In fact, the use of praise and rewards for doing well increased the students’ self-determination and encouraged them to continue to perform well. The only way tangible rewards have decreased intrinsic motivation, according to this article, was when they were not delivered immediately after a student’s behavior (Akin-Little, Eckert, Lovett, & Li ttle, 346 & 359). Summary/Conclusion To summarize this research, external motivation techniques have been found to both increase and decrease intrinsic motivation. To keep a healthy balance in an organization, the motivation techniques considered must be carefully selected so that extrinsically motivated individuals, as well as those who are intrinsically motivated, can be satisfied. From these articles, the most effective external motivators include quality-dependent rewards, informational achievement-based rewards, and goal-based rewards. External motivation techniques to avoid include task-contingent incentives and controlling achievement-based rewards. In conclusion, by examining the above referenced journal articles to find the effects extrinsic motivators have on intrinsic motivation, this research revealed that there are approximately the same number of theorists on both sides of the spectrum. There are just as many researchers who suggest external motivation techniques negatively affect intrinsic motivation as there are who imply external incentives positively affect intrinsic motivation. The debate over whether external motivation techniques either have a positive or a negative effect on intrinsic motivation continues. References Aamodt, M.G. (2007). Industrial/Organizational Psychology: An Applied Approach (5th ed.). Belmont, CA: Thomson Wadsworth Corporation. Akin-Little, A.K.; Eckert, T.L.; Lovett, B.J.; & Little, S.G. (2004). Extrinsic Reinforcement in the Classroom: Bribery or Best Practice. School Psychology Review, 33, 345-348. Cameron, J.; Pierce, W.D.; Banko, K.M.; & Gear, A. (2005). Achievement-Based Rewards and Intrinsic Motivation: A Test of Cognitive Mediators. Journal of Educational Psychology, 97, 642-643. Dhiman, S. (2011). Personal mastery and authentic leadership. Organization Development Journal, 29(2), 69-83. Retrieved from http://search.proquest.com.ezproxylocal.library.nova.edu/docview/899227431?accountid=6579 Folbre, N. (2006). Demanding Quality: Worker/Consumer Coalitions and â€Å"High Road† Strategies in the Care Sector. Politics & Society, 34 (1), 7 & 12 Hainsworth, K. (2002, Jun 22). Rise: Still striving for recognition and achievement? Maslow’s hierarchy of needs. The Guardian, pp. 4-RISE.4. Retrieved from http://search.proquest.com.ezproxylocal.library.nova.edu/docview/245833355?accountid=6579 Harackiewicz, J. M., & Sansone, C. (2000). Intrinsic and extrinsic motivation, the search for optimal motivation and performance. San Diego: Academic Press. Jelavic, M., & Ogilvie, K. (2009). Maslow and management: Universally applicable or idiosyncratic? The Canadian Manager, 34(4), 16-17. Retrieved from http://search.proquest.com.ezproxylocal.library.nova.edu/docvie w/846781461?accountid=6579 Maslow, A. H. (1971). The farther reaches of human nature. New York: Viking Press. Maslow, A., Stephens, D., & Heil, G. (1998). Maslow on management. New York: John Wiley & Sons, Inc. Parallon workforce management solutions. (2011, January 02). Retrieved from http://www.parallon.net/workforce_services.html Rothman, S.M. & Rothman, D.J. (2006). The Hidden Cost of Organ Sale. American Journal of Transplantation, 6(7), 2 Simons, J.; Dewitte, S.; & Lens, W. (2004). The Role of Different Types of Instrumentality in Motivation, Study Strategies, and Performance: Know Why You Learn, So You’ll Know What You Learn! British Journal of Educational Psychology, 74, 345-346. Stephens, D. (2000). The Maslow Business Reader. New York, New York: John Wiley & Sons, Inc. The Influence of Maslow’s Humanistic Views on an Employee’s Motivation to Learn falseWilson, Ian; Madsen, Susan R. Journal of Applied Management and Entrepreneurship13. 2 (Apr 2008): 46-62.Press the Escape key to close Wilson, I., & Susan, R. M. (2008). The influence of Maslow’s humanistic views on an employee’s motivation to learn. Journal of Applied Management and Entrepreneurship, 13(2), 46-62. Retrieved from http://search.proquest.com.ezproxylocal.library.nova.edu/docview/203897252?accountid=6579 Xiang, P.; Chen, Ang.; & Bruene, A. (2005). Interactive Impact of Intrinsic Motivators and Extrinsic Rewards on Behavior and Motivation Outcomes. Journal of Teaching in Physical Education, 24, 180.

Antigone Timeline Essay Example

Antigone Timeline Essay Example Antigone Timeline Essay Antigone Timeline Essay Essay Topic: A Long Way Gone Antigone â€Å"Antigone† Timeline: Select 6 key events in the play â€Å"Antigone†. Include these events in a chronological timeline. Your timeline must include the following: ? Name of the event. ? Page number of the event. ? A paragraph reaction that you have towards the event. 6 CHRONOLOGICAL EVENTS: 1. Antigone decides to bury Polyneices body despite what King Creons orders are against that action. PG. 773 For this event, I think it is sweet that Antigone wants to give her brother a proper burial despite his course of action in the war. Antigone is going against what King Creon put forth as a law. Therefore, she is risking her life. Some say that she is crazy and stupid for doing so. However, I would say that she is doing a brave and noble deed that should be recognized in a positive way. Just because her brother, Polyneices, deserves a proper burial, it does not make his actions forgivable or forgettable. 2. Creon deems that Antigone should be and is to be walled up alive. PG 786 In this event, I found it shocking that Creon would sentence Antigone to be walled up alive. Yes, Polyneices did wrong deeds but, Antigone was only being the noble and bigger person by giving him a proper burial. What Polyneices did was wrong. However, what Antigone did was noble and it shocked me that Creon would sentence her to be walled up alive for doing something noble even though it went against his demands. 3. Teiresias, the blind prophet, warns King Creon that Polyneices body must be buried to prevent a plague from terrorizing and consuming Thebes. PG 801 In this event, you can yruley see the ignorance leading up to the discussion. Teiresias is warning Creon that what he is about to inform him of is not pleasant. Creaon makes wise cracks saying that he won’t pay for his words to be said and he has an attitude all together towards the blind prophet. Once Creon hears the news, he realizes that the blind prophet was right but he also concludes that his stubborn pride prevents him from doing what is right. It worries Creon that the people will become deathly ill all because his stubborn pride will just not let him do the noble deed Antigone longed to do which was bury Polyneices. 4. Creon decides to bury Polyneices and free Antigone. PG 802 In this event, I was glad to see Creon’s change of heart. He finally gets over his stubborn pride and goes to free Antigone and ordered to have Polyneices’ body buried properly to stop plague from spreading. However, the next event reveals why Creon’s change of heart did not come quick enough. 5. In Antigone’s prison, she is found dead due to the fact that she hung herself. PG 806 In this event, even though Creon was nice and had a change of heart, his change of heart did not come quick enough because Antigone killed herself. Because of this, Creon is highly distressed and regrets what he has done to lead up to the point where one of his own blood killed herself. 6. Creon is lead into exile. PG 807 My thought on this event was â€Å"YEAH! You had it coming Creon, you’re finally facing up to what you have done! † Although I do take some sympathy for him, not a lot, I still think Creon deserved to be lead into exile due to him basically indirectly letting Antigone die and nearly causing an outburst of plague by not letting Polyneices’ body to be buried.