12 Writers Discuss the Writing Process

12 Writers Discuss the Writing Process For almost a decade, the Writers on Writing column in The New York Times provided professional writers with an opportunity to talk about their craft. Two collections of these columns have been published: Writers on Writing: Collected Essays from The New York Times (Times Books, 2001)Writers on Writing, Volume II: More Collected Essays from The New York Times (Times Books, 2004). Although most of the contributors have been novelists, the insights they offer into the process of writing should be of interest to all writers. Here are excerpts from 12 of the authors who have contributed pieces to Writers on Writing. Geraldine BrooksWrite what you know. Every guide for the aspiring author advises this. Because I live in a long-settled rural place, I know certain things. I know the feel of a newborn lambs damp, tight-curled fleece and the sharp sound a well-bucket chain makes as it scrapes on stone. But more than these material things, I know the feelings that flourish in small communities. And I know other kinds of emotional truths that I believe apply across the centuries. (July 2001) Richard Ford  Beware of writers who tell you how hard they work. (Beware of anybody who tries to tell you that.) Writing is indeed often dark and lonely, but no one really has to do it. Yes, writing can be complicated, exhausting, isolating, abstracting, boring, dulling, briefly exhilarating; it can be made to be grueling and demoralizing. And occasionally it can produce rewards. But its never as hard as, say, piloting an L-1011 into OHare on a snowy night in January, or doing brain surgery when you have to stand up for 10 hours straight, and once you start you cant just stop. If youre a writer, you can stop anywhere, any time, and no one will care or ever know. Plus, the results might be better if you do. (November 1999) Allegra Goodman  Carpe diem. Know your literary tradition, savor it, steal from it, but when you sit down to write, forget about worshiping greatness and fetishizing masterpieces. If your inner critic continues to plague you with invidious comparisons, scream, Ancestor worship! and leave the building. (March 2001) Mary GordonIts a bad business, this writing. No marks on paper can ever measure up to the words music in the mind, to the purity of the image before its ambush by language. Most of us awake paraphrasing words from the Book of Common Prayer, horrified by what we have done, what we have left undone, convinced that there is no health in us. We accomplish what we do, creating a series of stratagems to explode the horror. Mine involve notebooks and pens. I write by hand. (July 1999) Kent HarufAfter finishing the first draft, I work for as long as it takes (for two or three weeks, most often) to rework that first draft on a computer. Usually that involves expansion: filling in and adding to, but trying not to lose the spontaneous, direct sound. I use that first draft as a touchstone to make sure everything else in that section has the same sound, the same tone and impression of spontaneity. (November 2000) Alice HoffmanI wrote to find beauty and purpose, to know that love is possible and lasting and real, to see day lilies and swimming pools, loyalty and devotion, even though my eyes were closed and all that surrounded me was a darkened room. I wrote because that was who I was at the core, and if I was too damaged to walk around the block, I was lucky all the same. Once I got to my desk, once I started writing, I still believed anything was possible. (August 2000) Elmore LeonardNever use an adverb to modify the verb said ... he admonished gravely. To use an adverb this way (or almost any way) is a mortal sin. The writer is now exposing himself in earnest, using a word that distracts and can interrupt the rhythm of the exchange. (July 2001) Walter Mosley  If you want to be a writer, you have to write every day. The consistency, the monotony, the certainty, all vagaries and passions are covered by this daily reoccurrence. You dont go to a well once but daily. You dont skip a childs breakfast or forget to wake up in the morning. Sleep comes to you each day, and so does the muse. (July 2000) William Saroyan  How do you write? You write, man, you write, thats how, and you do it the way the old English walnut tree puts forth leaf and fruit every year by the thousands. ... If you practice an art faithfully, it will make you wise, and most writers can use a little wising up. (1981) Paul West  Of course the writer cannot always burn with a hard gemlike flame or a white heat, but it should be possible to be a chubby hot-water bottle, rendering maximum attentiveness in the most enterprising sentences. (October 1999) Donald E. WestlakeIn the most basic way, writers are defined not by the stories they tell, or their politics, or their gender, or their race, but by the words they use. Writing begins with language, and it is in that initial choosing, as one sifts through the wayward lushness of our wonderful mongrel English, that choice of vocabulary and grammar and tone, the selection on the palette, that determines whos sitting at that desk. Language creates the writers attitude toward the particular story hes decided to tell. (January 2001) Elie WieselAcutely aware of the poverty of my means, language became an obstacle. At every page, I thought, Thats not it. So I began again with other verbs and other images. No, that wasnt it either. But what exactly was that it I was searching for? It must have been all that eludes us, hidden behind a veil so as not to be stolen, usurped and trivialized. Words seemed weak and pale. (June 2000)

Planning for public administration

Planning for public administration Planning refers to working out in an extensive outline, things that need to be done as well as the methods of doing them to achieve the determined organization’s goals. It can also be referred to as looking into the future and coming up with decisions on what should be done depending on the occurrence of events. Planning is one of the most significant roles in administration as it sets the prototype of other activities to be pursued.Advertising We will write a custom essay sample on Planning for public administration specifically for you for only $16.05 $11/page Learn More It is accorded dominance with the reason that it is the first role that is performed and its outcomes are the plans that dole out as the direct for the actions of staff members. In an administration some plans are made to serve a given project while others are relatively permanent in nature hence referred to as standing plans which include procedures, policies as well as methods. In its simplest form planning is an activity that can be carried out by any associate of the administration as it encompasses setting missions, objectives as well as acts of achieving them. Planning in a broad spectrum engrosses making decisions as well as choosing future of actions from the set out substitutes. In public administration planning is crucial as it bridges the gap flanked by where an administration is and where it intends to be in future and therefore it calls for bringing in new things as well as workable implementation strategies. In a public administration without planning, actions are aimless. It plays a great role in ensuring that the members know their purposes, tasks, the guidelines to follow as well as their objectives in the administration for an efficient flow of the desired goals. Planning encompasses a range of constituents which include; Developing strategies and plans. Formulation of decision making processes. Establishing goals. Evaluation of environmenta l resources. In public administration there are various merits that come hand in hand with planning. Some of them include supplying the organization with firm administration as well as with financial structure for a proficiently change from the developer control. This is specifically done via setting up goals that are effective as well as attainable. Such goals engross evading huge assessments and also staying away from special assessments. To come up with such firm management, the set out goals must contribute to continuation of satisfied plans as well as a tress-free organization. Another merit in a public administration is that the owners have a right to be heard in organization administration.Advertising Looking for essay on public administration? Let's see if we can help you! Get your first paper with 15% OFF Learn More It also serves as a prepared technique to collect owners’ contribution in addition to setting off fact- based techniques as well as aims by which the organization gathers this key in. Planning also has great merits to the administrator since it supplies the director with a calculated base for creation of human resource choice (Adams 1982). Planning also allows the manager to look forward to modify to a certain extent than being astonished by actions, as well as supplying tactical schemes for tackling at hand and also predictable personnel concern. It also helps in attaining measurable programs and results that is, by recognizing in quantifiable conditions what the government aims to achieve as well as basing prospect budgetary verdicts on realizing those objectives. To pull off this assessable line up, the management has to ensure that only the right employees are on board and the necessary apparatus, spur and structures are made obtainable. The responsibility to work efficiently in any enterprise is also brought by managerial success in planning. The administration is also in a position to deal with analyti cally concerns that drive workforce via planning. A major merit in planning in a public administration is that the managers as well as the programs are made more valuable. It is also through planning that the directors are endowed with deliberate basis for human resource administration managerial that is intended at attaining program objectives. Planning in a public administration also assists the manager with the required data when making premeditated choices. The associations are also in a position to venture statistically as well as make strategies for putting back vanished competencies. In public administration planning has merits in a way that it provides the management with a gear to take in hand the changes in line up way that impacts the kind of work being carried out as well as giving the manager an opportunity to make out ways in which skills can change proficiencies required in the administration. In a broad line of attack, planning has a great advantage in facilitating d eveloping progression of the association’s objectives, evading the traps of linear philosophy, recognizing chances, generating alertness of hindrance to winning through over, facilitating control and also approximating association’s activities, directing and also uniting efforts and motivating thinking with the aim of improving the organization resources (Bathgate 1956).Advertising We will write a custom essay sample on Planning for public administration specifically for you for only $16.05 $11/page Learn More On the other hand, there are several weaknesses that may arise from planning within the public administration. To begin with, is deprived scheduling. When planning is poorly done, the achievement of the set goals and objectives by an institution is not reached hence the chances of losing increase. Secondly, it is the lack of links between guiding principles assembly, setting up and accounting. Planning in any organization must review the relationship flanked by the policies making, planning and budgeting. This is because the three conditions go hand in hand in any strategizing for the communal management of an association. Underprivileged spending run is another weakness of planning. An already made plan may fail due to poor expenditure control of the resources available. Managers should be very keen on spending to avoid these failures. In addition, insufficient financial support of continuation and functioning of an enterprise is another weakness that is found in planning of public organizing. Moreover, lack of proper accounting systems is a fault to any public administration set up. In conclusion, small relationships between budgets as formulated and the budget as executed, unreliability in the flow of budgeted funds to agencies and to lower levels of government, unfortunate management of outer aid, scarce coverage of financial recital, deprived cash management and defectively motivated staff are other types of w eaknesses that may arise as a result of planning for public administration. In any planning, weaknesses should not exceed the merits (Bhasin 1976). This is because, when disadvantages are more than advantages the plan loses its purpose naturally. Managers of different organization are called upon to strictly follow the process of organizing wisely to avoid feebly implementation of a plan. In order to accomplish the set procedures in any public administration, proper planning of time allocation should be put into consideration bearing in mind that moment wasted is never recovered. References Adams, M. E. (1982). Agricultural extension in developing countries. Burnt Mill, Harlow, Essex: Longman.Advertising Looking for essay on public administration? Let's see if we can help you! Get your first paper with 15% OFF Learn More Bathgate, F. (Ed.). (1956). Experiment in extension-The Goon Sathi. London: Oxford. University Press. Bhasin, K. (1976). Participatory training for development. Bangkok: FAO.

Carnival Essay Example | Topics and Well Written Essays - 1500 words

Carnival - Essay Example This paper aims to discuss the statement of Bakhtin stating that carnival has undergone a great deal of transition from medieval time to romanticism. Furthermore, a discussion or implementation of the idea that was presented by Bakhtin will be done on Batman (1989) and Night before Christmas (1993). It is important to understand the context of carnival theory presented by Bakhtin before discussing the difference between medieval and modern carnival and the reasons behind transition. The contextual understanding of carnival by Bakhtin is based upon the European tradition of carnival. Critics claimed that Bakhtin took interest in assessing the seventh century forms of the grotesque because he was impressed by carnivals as he viewed them as occasions where the lows and highs of the society submerged together for some time. In simpler words, the authority of the church and state came together without any control. It will not be incorrect to state that Bakhtin’s account of carnival was anarchic where everyone liberated as audiences and performers (McNay, 1994). It has further been stated by Bakhtin that Carnivalesque bodies were involved in the use of absurd or laughter in order to present the difference between life and death. Festivity lingered all these years in order to provide people to express their views about life. In short, carnival was just a way to provide a platform for expression for people in all geographic locations of societies over the years. It should be noted that carnival rather gave a way to people to cherish their identity and presence by giving up undertaking a re-birth of experiences (Muggleton, 2000). Bakhtin celebrates the mediaeval culture of the carnival, but he does this in the context of its relevance to the development of the classic  literature of the  Renaissance  ; Rabelais, Shakespeare, Cervantes, Dante and Boccaccio etc. Moreover, Bakhtin asserts that  the Renaissance would not have happened without the carnival  ,

Womens Rights during the industrial revolution Essay

Womens Rights during the industrial revolution - Essay Example The industrialization has made a powerful impact on the vast and rapid economic growth of the country. Among the key factors that enabled economic development were creation of the unified system of railroads and the invention of telephone and telegraph which made it easier to transport and control the manufacturing all over the country, mechanization of the production processes and implementation of more effective production methods such as labor specialization. Moreover, growing population consisting of the immigrants and farmers who moved to the cities in the search of better conditions for work as well as bank loans and investments provided constant and sustainable flow of cheap working hands and vast financial resources (History of the United States Industrialization and Reforms, 2014). All this has contributed to the expansion and intensification of international trade and the development of â€Å"big business† (e. g., John Fockeffelers Standard Oil Company) and corporati ons. At the end of the 19th century corporations with their â€Å"mass production† of such items as, for example, weapon, have promoted America to one of the greatest industrial powers in the world (Melosi, 2008). The industrialization has also influences great changes in social life. Looking for better conditions of life and work people moved from farmlands to the cities where the core production was concentrated. Nevertheless, rising urbanization also brought the increase in poverty as the salaries of workers were extremely low which also made them live in the places called â€Å"tenements†. The life in tenements â€Å"fostered disease, high infant mortality, and horrific levels of pollution, and were often the site of racial and ethnic strife† (SAT U. S. History, 2011). Such conditions of life in America as availability of job and greater political freedom attracted many immigrants from the foreign countries. It is reported that between 1870 and 1916 about 25 million people have

Reforming the U.S. Corporate Tax System to Increase Tax Essay

Reforming the U.S. Corporate Tax System to Increase Tax Competitiveness - Essay Example Center of discussion in this paper is taxation as the means by which the sovereign body raises income through collection from natural or juridical persons to defray the expenses of the government so that the latter could perform its functions. Without taxes, the government cannot exist as it will not be able to deliver the services expected from them by the constituents. Although one of the fundamental powers of the State, the exercise of the power of taxation however should not be abused. Certain principles must guide its application so as to make it as equitable and efficient to all stakeholders as it must be. Since taxation generally depends on income, taxes should be proportionate thereto and should not go beyond the net income; otherwise, the same would constitute as part of the expense already that could deprive the income-earner of the fruits of his labor. However, certain rules and practices in the taxation system of the United States appear to violate the principle of equity . This results to resentment, loss of bigger revenues, lesser capital investments in the country, and ultimately, deprivation of better economic life for the citizenry. There are two (2) kinds of international tax systems: (i) worldwide; and (ii) territorial. The United States system of taxation is classified as worldwide as it imposes taxes on all incomes derived by the United States domestic companies within and outside its territorial jurisdiction. However, the United States allows tax credits of tax payments made by these companies in country where the income or profit was produced. This was made in order to avoid the apparent double taxation of the same income. This tax credit is allowed only up to the extent of the tax rate imposed in the United States. Thus, if the tax paid in a foreign country based on the income derived by a United States domestic company therein is much higher than the tax supposed to be collected by the United States, the difference thereof is not chargea ble against the other tax liabilities of said domestic company. This however, is generally fair and the United States has no fault on this aspect. The problem however lies with respect to businesses made by domestic corporations in another country which practices territorial system of taxation. Territorial system of taxation is a form of taxation wherein domestic corporations are taxed only for income derived within the country’s territorial jurisdiction. Hence, income derived by the domestic corporations from outside the country is tax-exempt. Here, the problem lies with the global competitiveness of companies incorporated in the United States which, as mentioned before, practices worldwide system of taxatio

The Respective Theories Of Motivation Psychology Essay

The Respective Theories Of Motivation Psychology Essay The term motivation derived from the Latin word movere, meaning to move. Motivation represents those psychological processes that cause the arousal, direction, and persistence of voluntary actions that are goal oriented (Mitchell, 1982). Motivation as defined by Robbins (1993) is the willingness to exert high levels of effort toward organizational goals, conditioned by the efforts ability to satisfy some individual need. A need in this context is an internal state that makes certain outcomes appears attractive. An unsatisfied need creates tension that stimulates drives within the individual. These drives then generate a search behavior to find particular goals that, if attained, will satisfy the need and lead to the reduction of tension (Robbins, 1993). Luthans (1998) sees it as the process that arouses, energizes, directs, and sustains behavior and performance, while Pinder (1998) defines work motivation as the set of internal and external forces that initiate work-related behavior, and determine its form, direction, intensity and duration. According to Nelson and Quick (2003), motivation is the process of arousing and sustaining goal-directed behavior. The most practical definition proposed by social scientist that, motivation is a psychological processes thatorigin the stimulation, direction, and persistence of behaviour (Luthans, 2005). 2.3 Employees Motivation Theories There are many theories of motivation. The researcher identified the most relevant theories and explained the respective theories of motivation and how motivation gives an valuable impact on job satisfaction. 2.3.1 Maslows Need Hierarchy Theory Maslows Hierarchy of needs is one of the motivation theories that used all over the world. Maslow theory is a basic to start examining the different motivation theories. The first idea of Maslow is people always tend to want something and what they want depends on what they already have. According to Mullins (2007) states that Maslow proposed that there are five different levels of needs people have to seek for satisfaction of their basic needs. The first level of this theory is Physiological Needs. These needs include the most basic of all human needs like water, shelter, food, warmth, rest and clothing. When people dont feel hunger, thirst or cold, their needs go to a next level. The second lowest level is Safety Needs. Need to feel secure and protected in his/her family as well as in a society of day-to-day life is a part in this level. Next, the third level is Belonging and Love Need. After feeling secure, people need for love, affection, sense of belongingness in ones relationship with other persons. The fourth level is Esteem Needs. It is the need to be unique with self-respect and to enjoy esteem from other individuals. People want to evaluate themselves highly and based on their achievement receive appreciation from other people. Lack of these needs may cause inferiority, helplessness and weakness. Highest level of Maslows hierarchy of needs is Self-Actualization. The development of this need is based on the satisfac tion at the other four lower levels. It refers to the need of self-fulfillment and to the tendency to become actualized in what a person is potential. The core of this theory lies in the fact that when one need is fulfilled, its strength diminishes and the strength of the next level increases (Latham, 2007). Figure 2.3.1 Maslows Hierarchy of Needs maslows-hierarchy-of-needs1 2.3.2 Equity Theory Equity theory recognizes that individuals are concerned not only with the absolute amount of rewards they receive for their efforts, but also with the relationship of this amount to what others receive. Based on ones inputs, such as effort, experience, education, and competence, one can compare outcomes such as salary levels, increases, recognition and other factors. When people perceive an imbalance in their outcome-input ratio relative to others, tension is created. This tension provides the basis for motivation, as people strive for what they perceive as equity and fairness (Robbins, 1993). One of the prominent theories with respect to equity theory was developed through the work of J.S. Adams. Adams theory is perhaps the most rigorously developed statement of how individuals evaluate social exchange relationships (Steers, 1983). The major components of exchange relationships in this theory are inputs and outcomes. In a situation where a person exchanges her or his services for pa y, inputs may include previous work experience, education, effort on the job, and training. Outcomes are those factors that result from the exchange. The most important outcome is likely to be pay with outcomes such as supervisory treatment, job assignments, fringe benefits, and status symbols taken into consideration also. Equity theory rests upon three main assumptions (Carrell, 1978). First, the theory holds that people develop beliefs about what constitutes a fair and equitable return for their contributions to their jobs. Second, the theory assumes that people tend to compare what they perceive to be the exchange they have with their employers. The other assumption is that when people believe that their own treatment is not equitable, relative to the exchange they perceive others to be making, they will be motivated to take actions they deem appropriate. This concept of equity is most often interpreted in work organizations as a positive association between an employees effort or performance on the job and the pay she or he receives. Adams (1965) suggested that individual expectations about equity or fair correlation between inputs and outputs are learned during the process of socialization and through the comparison with inputs and outcomes of others. Pinder (1984) stated that feelings of inequita ble treatment tend to occur when people believe they are not receiving fair returns for their efforts and other contributions. The challenge therefore for organizations is to develop reward systems that are perceived to be fair and equitable and distributing the reward in accordance with employee beliefs about their own value to the organization. The consequences of employees perceiving they are not being treated fairly create a variety of options for the employees (Champagne, 1989). These options include the employees reducing their input through directly restricting their work output, attempting to increase their output by seeking salary increases or seeking a more enjoyable assignment. Other possibilities are to decrease the outcomes of a comparison other until the ratio of that persons outcomes to inputs is relatively equal or increasing the others inputs. In addition to the above mentioned, the employee could simply withdraw from the situation entirely, that is, quit the job and seek employment elsewhere. 2.3.3 Expectancy theory The concept of expectancy was originally formulated by Vroom and it stands for the probability that action or effort will lead to an outcome. The concept of expectancy was defined in more detail by Vroom as follows: Where an individual chooses between alternatives which involve uncertain outcomes, it seems clear that his behavior is affected not only by his preferences among these outcomes but also by the degree to which he believes these outcomes to be possible. Expectancy is defined as momentary belief concerning the likelihood that a particular act will be followed by a particular outcome. Expectancies may be described in terms of their strength. Maximal strength is indicated by subjective certainty that the act will be followed byoutcome, while minimal strength is indicated by the subjective certainty that the actwill not be followed by the outcome (Vroom, 1964). Fundamental to all the popular theories of motivation is the notion that employees are motivated to perform better when offered something they want, something they believe will be satisfying. However, offering the employees something they believe will be satisfying is necessary, but not enough. They must believe that it is possible to achieve what they want. Employees are not motivated to perform better when managers focus on the offering and ignore the believing. Employees confidence that they will get what they want involves three separate and distinct beliefs. The first belief is that they can perform well enough to get what is offered. The second is thatthey will get it if they perform well. The third belief is that what is offered will be satisfying. Each of these three beliefs deals with what employees think will happen if they put effort to perform. The first belief deals with the relationship between effort and performance, the second with the relationship between performance and outcomes, and the third with the relationship between outcomes and satisfaction. All these beliefs are interrelated because an employee effort leads to some level of performance, the performance leads to outcomes, and the outcomes lead to some amount of satisfaction or dissatisfaction. In conclusion, the expectancy theory of motivation requires the fulfillment of the following conditions: employees are motivated to perform only when they believe that effort will lead to performance, performance will lead to outcomes, and the outcomes will lead to satisfaction (Green, 1992). Effort-to-performance expectancy is the starting point in the implementation of the expectancy theory. It is a persons perception of the probability that effort will lead to successful performance. If we believe our effort will lead to higher performance, this expectancy is very strong, then we are certain that the outcome will occur. If we believe our performance will be the same no matter how much effort we make, our expectancy is very low, meaning that there is no probability that the outcome will occur. A person who thinks there is a moderate relationship between effort and subsequent performance has an adequate expectancy, and thus put maximum effort in the performance. The next stage in the expectancy theory is performance-to-outcome expectancy, which is a persons perception of the probability that performance will lead to certain other outcomes. If a person thinks a high performer is certain to get a pay raise, this expectancy is high. On the other hand, a person who believes raises are entirely independent of the performance has a low expectancy. Thus, if a person thinks performance has some bearing on the prospects for a pay raise, his or herexpectancy is adequate. In a work setting, several performance-to-outcome expectancies are relevant because several outcomes might logically result from performance. Each outcome, then, has its own expectancy. The final stage in the expectancy linkage is named outcomes and valences. An outcome is anything that might potentially result from performance. High level performance conceivably might produce such outcomes as a pay raise, a promotion, recognition from the boss, fatigue, stress, or less time to rest, among others. The valence of an outcome is the relative attractiveness or unattractiveness of that outcome to the person. Pay raises, promotion, and recognition might all have positive valences, whereas fatigue, stress, and less time to rest might all have negative valences. The stress of outcome valences varies from person to person. Work-related stress may be a significant negative factor for one person but only a slight annoyance for someone desperately in need of money, a slight positive valence for someone interested mostly in getting promotion or, for someone in an unfavorable tax position, even a negative valence. The basic expectancy framework suggests that three conditions must be met before motivated behavior occurs (Griffin, 2007). Behavioral scientists generally agree that the expectancy theory of motivation represents the most comprehensive, valid and useful approach to understanding motivation. However, it does not end with only understanding, it is also important to be able to motivate people to perform. In this regard, the Expectancy theory generally has been considered quite difficult to apply. This is no longer true, as there are many application models that have been developed over the years and which are quite simple and straightforward (Green, 1992). 2.3.4 Herzberg Motivation/Hygiene theory Herzbergs motivation/hygiene theory is also known as the two-factor theory. Herzberg started the study job satisfaction in the 1950s in Pittsburg. The basis of Herzbergs work is in the Maslows Hierarchy of Needs. He started with the idea that what causes the job satisfaction are the opposite of those things that cause job dissatisfaction. However, after studying thousands of books he couldnt draw any guidelines. He conducted a survey where he asked participants to identify those things that made them feel positive with their job and those that made them feel negative. As a result Herzberg found out that what makes people happy is what they do or the way theyre utilized and what makes people unhappy is the way theyre treated. Things that make people satisfied at work are different from those that cause dissatisfaction so those two feelings cant be opposite. Based on these findings, Herzberg created his theory of motivators and hygiene factors. Both factors can motivate workers but they work for different reasons. Hygiene factors tend to cause only short-term satisfaction to the workers while motivators most probably cause longer-term job satisfaction. Motivatorsor satisfiers are those factors that cause feelings of satisfaction at work. These factors motivate by changing the nature of the work. They challenge a person to develop their talents and fulfill their potential. For example adding responsibility to work and providing learning opportunities to a person to work at a higher level can lead to a positive performance growth in every task a person is expected to do if the possible poor results are related to boredom of the task they are supposed to accomplish. Motivators are those that come from intrinsic feelings. In addition to responsibility and learning opportunities also recognition, achievement, advancement and growth are motivation factors.These factors dont dissatisfy if they are not present but by giving value to these, satisfaction level of the employees is most probably going to grow (Bogardus, 2007). When hygiene factors are maintained, dissatisfaction can be avoided. When opposite, dissatisfaction is most probably to occur and motivation cant take place. 2.4 Employees Job Satisfaction Many definitions of the concept of job satisfaction have been formulated over time. According to Locke (1969), job satisfaction is a state of emotional gladness, results from the achievement of the goals that one get through performing his part of contribution inside an organization. Employee job satisfaction is influenced by the internal organization environment, which includes organizational climate, leadership types and personnel relationships (Taber and Seashore, 1975). Locke and Lathan (1990) give a comprehensive definition of job satisfaction as pleasurable or positive emotional state resulting from the appraisal of ones job or job experience. Job satisfaction is a result of employees perception of how well their job provides those things that are viewed as important. Work satisfaction results from the perception that ones job fulfills, or allows the fulfillment of ones important job values. Phrased differently, work is gratifying if it complements ones personal desires and needs. Definition by McCormick and Ilgen (1980) looks similar. They also regarded job satisfaction as a persons attitude towards his or her job, and added that an attitude is an emotional response to the job, which may vary along a continuum from positive to negative. In addition, Megginson, Mosley and Pietri (1982) stated that people experience job satisfaction when they feel good about their jobs, and that this feeling often relates to their doing their jobs well, or their becoming more proficient in their professions, or their being recognized for good performance. According to Wiener (1982) states that job satisfaction is an attitude towards work-related conditions, facets, or aspects of the job. Arnold and Feldman (1986) described job satisfaction as the amount of overall affect that individuals have toward their job. High job satisfaction therefore means that an individual likes his or her work in general, appreciates it and feels positive about in. According to Mitchell and Lasan (1987), it is generally recognized in the organizational behaviour field that job satisfaction is the most important and frequently studied attitude. Job satisfaction is so important in that its absence often leads to lethargy and reduced organizational commitment (Moser, 1997). Lack of job satisfaction is a predictor of quitting a job (Alexander, Litchtenstein and Hellmann, 1997; Jamal, 1997). Sometimes workers may quit from public to the private sector and vice versa. At the othertimes the movement is from one profession to another that is considered a greener pasture. Job satisfaction has been defined as à ¢Ã¢â€š ¬Ã‚ ¦ an attitude that individual has about their job, it results from their perception of their job and the degree to which there is good fit between the individual and the organization (Ivancevich et al., 1997). Job satisfaction is an important motivator to employees performance. While Luthan (1998) posited that there are three important dimensions to job satisfaction: Job satisfaction is an emotional response to a job situation. It can only be inferred. Job satisfaction is often determined by how well outcome meet or exceed expectations. For instance, if organization participants feel that they are working much harder than others in the department but are receiving fewer rewards they will probably have a negative attitudes towards the work, the boss and or coworkers. On the other hand, if they feel they are being treated very well and are being paid equitably, they are likely to have positive attitudes towards the job. Job satisfaction represents several related attitudes which are most important characteristics of a job about which people have effective response. These to Luthans are: the work itself, pay, promotion opportunities, supervision and coworkers. Schneider and Snyder (1975) regard job satisfaction as a personal evaluation of conditions present in the job, or outcomes that arise as a result of having a job. It appears then that job satisfaction encapsulates a persons perception and evaluation of his job, and that this perception is influenced by the persons unique disposition. People will therefore evaluate their jobs against those aspects that are important to them (Sempane et al., 2002). Since job satisfaction involves employees emotions and feelings, it has a major impact on their personal, social and work lives (Sempane et al., 2002) and for this reason may also influence their behaviour as employees, e.g. absenteeism (Locke, 1976; Visser, Breed and Van Breda, 1997). According to Feinstein (2000) states thatjob satisfaction is more of a response to a specific job or various aspects of the job. Job satisfaction is an important element from organizational perspective, as it leads to higher organizational commitment of employees and high commitment leads to overall organizational success and development (Feinstein, 2000) additionally growth, effectiveness and efficiency of the organization and low employees intentions to leave the organization (Mosadeghard, 2008). Obstinately, dissatisfied individuals leave the organization and inflate the motivation of those staying there (Feinstein, 2000) and as a result workers loose performance and efficiency and might sabotage the work and leave the job (Sonmezer andEryaman, 2008). According to Ramayah, Jantan and Tadisina (2001), job satisfaction explains how employees are buoyant to come to work and how they get enforced to perform their jobs. Other researchers narrate job satisfaction as being the outcome of the workers appraisal of extent to which the work environment fulfillment the individuals needs (Dawis and Lofquist 1984). Various researchers have contributed their research findings from organizational set ups, in order to increase employee job satisfaction and have given various suggestions to boost up the satisfaction. Feinstein (2000) says in order to increase individuals satisfaction level employees should be given advancement opportunities. Similarly changes in organizational variables, such as pay scales, employee input in policy development, and work environment could then be made in an effort to increase organizational commitment and overall outcome. Elton Mayo found that interaction within the group is the biggest satisfier. Safety, relation to work and success are followed by intergroup relations (Bektas, 2003). Mosadeghard (2000) gave job satisfaction dimensions like nature of the job, management and supervision, task requirement, co-workers, job security, and recognition and promotion had more effect on employees organizational commitment in organizational set up. According to Oshagbemi (2003), job satisfaction is an important attribute which organizations desire of their employees. The job satisfaction by employees can contribute to the success of an organization because employees can give full commitment and motivation to perform their job. Pensions and profit-sharing plans are positively associated with job satisfaction (Bender and Heywood, 2006). According to Stephen (2005), one would be wrong to consider one single measure of job satisfaction and there may be number of reasons that need to be considered. He further found that actual work was the biggest satisfier and working conditions were the least satisfier; job security was also big determinant of job satisfaction. (Penn et al., 1988) found that opportunity for professional development is the biggest determinant to differentiate satisfied and non-satisfied employees. An employee will be satisfied if he has reached the ideals in his profession; he will develop positive feelings towards his profession (Sirin, 2009). Absence of work life balance, lack advancement opportunities, work environment, lack of encouragement, and lack of recognition may lead to stress, which ultimately causes dissatisfaction, burnout and finally increased turnover rate within organization (Ahmadi andAlireza, 2007). Job satisfaction is inversely related to burnout, intentions to leave the organization (Penn et al., 1988). According to OLeary, Wharton and Quinlan (2009), job satisfaction is also generally conceived as an attitudinal variable that reflects the degree to which people like their jobs, and positively related to employee health and performance. Toper (2008) stated that, If a person believes that the values are realized within the job, this person possesses a positive attitude towards the job and acquire job satisfaction. In the other words, employees will be motivates to perform their job with good attitudes, so that employees will be automatically satisfied with the job. Topper (2008) proposed that Maslows need theory has connection with job satisfaction. An employee will be satisfied with his/her job when he or she achieves the levels of needs, e.g. physiological, security, social, self-esteem and self-actualization. Mosadeghard (2008) gave job satisfaction dimensions like nature of the job, management and supervision, task requirement, co-workers, job security, and recognition and promotion as having more effect on employees organizational commitment in organizational set up. OLeary, Wharthon and Quinlan (2008), job satisfaction is also generally conceived as an attitudinal variable that reflects the degree to which people like their jobs, and positively related to employee health and job performance. With referring to the concept of Herzbergs motivation theories and supported by other researchers, it shows that motivational factors (achievement, advancement, work itself, recognition and growth) are key foundation that influences and has significant impact on employees job satisfaction.Thus, it is proposed that; There is a significant relationship between achievement and job satisfaction. There is a significant relationship between advancement and job satisfaction. There is a significant relationship between work itself and job satisfaction. There is a significant relationship between recognition and job satisfaction. There is a significant relationship between growth and job satisfaction. 2.5 Research Model This study has integrated different views and thought from past research to study the concept of motivation and factors affecting on employee job satisfaction. Thus, this study focuses on Herzbergs motivation theories. The motivational factors in this theory are achievement, advancement, work itself, recognition and growththat give an impact on employee job satisfaction. Based on that, the research model developed for this study can be seen in Figure 2.5.1. Figure 2.5.1: Research Model of the study Achievement Advancement Job Satisfaction Work Itself Recognition Growth Independent Variable Dependent Variable 2.6 Summary This chapter reviewed literatures on the independent variables of the present study, which are motivational factors (achievement, advancement, work itself, recognition and growth). Meanwhile, our dependent variable that is job satisfaction was discussed. Research methodology of the present study will be discussed in the following chapter.

Marketing Analysis of Clarion :: essays research papers

Clarion AM/FM CD Player   Ã‚  Ã‚  Ã‚  Ã‚  The Clarion AM/FM CD Player w/ CD Changer Control that I purchased was manufactured in China. The country of origin shouldn’t be all that surprising to me, since China and Japan are probably the two leading manufacturers when it comes to audio technology in the world today. China has long been ahead of the United States on entertainment technology such as audio players or television sets.   Ã‚  Ã‚  Ã‚  Ã‚  The intended use is obviously to be utilized as a CD deck to be installed into a car’s dashboard component. The box it is contained in is rather simple; a black backdrop with a frontal view of the deck on the front and a strip of red crossing the box diagonally, fading into the black giving it a luminous appearance. Although this packaging design seems almost overly simple, it is its simple ness that appeals to the consumer’s eye. The black backdrop stands out and the red stripe gives it a sleek look that appeals to car owners looking for a new stereo system to place in their car.   Ã‚  Ã‚  Ã‚  Ã‚  I’m not entirely sure how climate considerations or ingredients would figure into a product such as this. As far as the directions for use go, there is a detailed instruction booklet included that contains instructions for setting up the options on the CD Player as well as how to operate its multifunction. There are two languages displayed on the box, English and French, which works well for this area since the proximity to Canada brings in a lot of French-speaking consumers. In other parts of the country however, they may want to add in a Spanish translation.   Ã‚  Ã‚  Ã‚  Ã‚  Size and serviceability most probably vary with the place of purchase, the size is adequate for it’s purpose and intended use, there is a warranty you can fill out if you wish, and some places of purchase will install it into your automobile for you. Shipping distance wouldn’t be an issue here since they mass-produce and ship products such as these, and it is not difficult or expensive for a store to acquire more of such a product when it runs out.