How Big Is My World - 1261 Words

How big is my world? Everyone says that Holland, or Hope College, is a bubble. In someway I can agree with that statement, but I also know that because there are other things out there, it is just a stepping-stone to find out about the world. I have been lucky enough to been able to live in a safe world due to my parents, but I have also been given the chance to explore what is out there. Some of the ways that have given me a chance to understand how big the world is around me are through two different roommate situations, previous experiences, and thinking big picture. Over the past four years, I have had many different roommates, who all come with a different backstory. It is through them that I have been given the chance to realize that my world had been bigger than theirs. My freshman year roommate was from Michigan, went to a Christian school, and was valedictorian. My high school experience was the exact opposite, Indiana, public school, and not number 1 in my class. Our experi ences were very different as she excelled in classes like religion and cultural heritage as her school focused on those, but the science classes we took together I did a lot better. This helped me see the world from understanding her background as she knew the more hypothetical and questioning aspect whereas I knew the facts of what was around me. Though our experience together, I became to realize how our educational experiences shaped us into how we saw the world. Not only did she change howShow MoreRelatedHow Big Is My World? Essay2269 Words   |  10 PagesHow big is my world? Another pile of my life view is finding the pieces that explain how big my world is. Everyone says that Holland, or Hope College, is a bubble. In someways I can agree with that statement, but I also know that because there are other places around me, Holland is just a stepping-stone to find out about the world. I have been lucky enough to be able to live in a safe world due to my parents, but I have also been given the chance to explore what is out there. Some of the ways thatRead MoreUses of Personality Testing968 Words   |  4 PagesReinhold Cognitive Style Inventory, and the Big Five inventory which assesses the Big Five Personality Traits. Finally, it will examine the convergent validity of these two inventories. The MBTI sorts people into groups based on their preferences for mental processes and mental orientations (Reinhold, 2011). Reinhold explains that there are two mental processes for which people have preferences. The first is how we take in information, and the second is how we make decisions. According to the MBTIRead MoreMy Family Essay936 Words   |  4 PagesMy family is very important to my identity and to me. Lauryn londyn , my baby sister is my favorite sibling. I cant really say why maybe its because shes a baby or because shes the cutest baby in the world. She really affects my life because i feel like if it wasnt for her i wouldnt really bond with my other siblings. She brings my family together. When she walks or even try and talk everyone in the house wants to see. I wouldnt go in my parents room or come out my room if lauryns not aroundRead MoreThe Little Things733 Words   |  3 Pagesdon’t really notice how many small things there are that can have a positive effect. Small things on their own aren’t much, but when you start to add them up they can become something huge. For instance, playing fetch with my Labrador Buddy, or giving in to that craving of chocolate and enjoying every bite are very small things in the grand scheme of things, but take either out of my life and it would be a tragedy. Every once in a while something happens that is clearly a big good thing, but theyRead MoreSymbolism In Hemingways The Old Man And The Sea1488 Words   |  6 PagesHow The Old Man and the Sea’s Symbol’s Relate to Me I always thought the Ocean was a dark and dangerous place, however Hemingway’s The Old Man and the Sea showed me that the Ocean is an environment that has many symbolic meanings which relate to many people’s lives. Each part of the Ocean represents something in real life and can be used to tell many stories. Throughout my life, I encountered many hardships and challenges similar, but on a smaller scale to the main character of the novel, SantiagoRead MoreMy Move to America Essay1178 Words   |  5 PagesMy story starts in the year of 2003, when I decided to follow up on my dreams and go to a far-away land, called America. My journey is full of surprises and new discoveries of a world so different from the one I am leaving behind, with its own culture and beliefs. This is the story of a young lady and her first encounter with a new society, her first time away from home and family. It was not an easy decision to leave everybody and everything behind, but I wanted so muchRead MoreThe Drawbacks Of Globalization920 Words   |  4 PagesCatch† and the article â€Å"How Sushi Went Global† by Theodore C. Bester, will explain in more detail why I am believe globalization benefits the world as a whole, a I am totally sold on globalization because of the drawbacks it does have. The video, â€Å"Where’s the Catch† talks about a big drawback for me on why globalization is hurting poor countries. In the video it emphasizes how fisherman in poorer countries are losing business, jobs, as well as food because of globalization. Big fisherman boats, andRead MoreHow Technology Has Changed Our Business917 Words   |  4 Pagesliving in a rapidly changing world. It’s amazing how digital transformation reshapes every aspect of business. Decision-makers should always be asking themselves: What’s new? What’s next? What’s better? What technological trends will impact our business? How might the way we work, hire and collaborate change in the future? These are the questions that need to be asked inside organizations because the industries of the future, driven by artificial intelligence, robots, big data, the Internet of ThingsRead MoreMy Paper On Natural Capital1424 Words   |  6 Pages My paper on natural capital was written i n response to an essay written by Paul G. Hawkins about natural capital. The essay discusses problems like human waste and states that we should be able to fix the problem by recycling better and trying to reduce the waste humans produce. This is a big problem that we as a society face today that needs to be fixed. Another problem that we have with natural capital is poverty and how it is affecting us and our everyday lives. I suggested that we try to makeRead MoreThe Big Five Personality Theory1186 Words   |  5 Pagescontext. The primary goal of psychology is to gain a true knowledge and understanding of how and why individuals of all ages and genders behave the way they do. A popular worldwide theory is called The Big Five Personality Theory. This world-renowned theory of understanding ones personality traits has been revolutionary towards understanding the minds of people all over the world and from all backgrounds. The Big Five Personality Theory is based on five main traits which include neuroticism, agreeableness

How The World Has Changed Through The Eyes Of The People

The Authors use expository to show how the world has changed through the years each book was made in the eyes of the people. Also it shows how things have changed since the time they were written then and the way they are written now. â€Å"An author s purpose is the reason an author decides to write about a specific topic. The author must decide whether his purpose for writing is to inform, persuade, entertain, or explain his ideas to the reader. In To Kill a Mockingbird it takes place in Alabama during the Depression, and is narrated by the main character, a little girl named Jean Louise Scout Finch. The story shows how a small town lawyer can make a big difference in a racist community. The Help takes place in 1960s Mississippi where a†¦show more content†¦This quote is an ideal example of my selected theme because it shows how Atticus is treating everyone the same way and the way that he wants to be treated. At this time in the novel Atticus is talking to Link about the differences of blacks versus whites. â€Å"You know the truth, and the truth is this: Some negroes lie, some negroes are immoral, some negroes are not to be trusted around women. This is the same idea with white men.† (Lee chapter.23) This quote shows that some characters (well Atticus) care about others and sees that blacks are not the only bad people in this world.This quote is a good example of my theme because it shows how Atticus treats everyone the same black or white. The death of Aibileen s son Treelore. â€Å"But it wasn t too long before I seen something in me had changed. A bitter seed was planted inside a me. And I just didn t feel so accepting anymore.† (Stockett chapter 14)This quote shows that Aibileen wants equality for all. If someone kills her son it should be known to everybody. This is an important example because it shows important equality is. The presentation for equality is unique because its not show as trying to treat others the same, but to show and make everyone feel what you have to go through. Aibileen is seduced into Skeeter s plan by the sudden hope of truth â€Å"Truth†¦ It feels cool, like water washing over my sticky-hot body. Cooling a heat that s been burning me up all my life.† (Stockett chapter 15) Individuality is the

Maslow Hierarchy Model

Question: for relevant theories you need to use Maslow's needs, alderfer's erg, McClelland etc. and must give examples of workplace, benefits like define it, how it works. Answer: Introduction The paper focuses on generating a discussion relating to different types of motivation theories like Maslows Need Hierarchy Model, Alderfers ERG Theory, Vrooms Expectancy Model and McClellands Need Theory to evaluate the manner the managers and employers are required to motivate the staffs to generate needed performances and productivity. Empirical studies enabled through the use of books, journals and articles would be used to gain required inferences. Application of Motivation Theories Maslows Need Hierarchy Theory Abraham Maslows Hierarchy of Needs Theory can be effectively used in an organisation in terms of enhancing the workplace culture and also has needed impacts on the performances of the employees. It also has effective implications on the human resource management of the organisation. The Needs Theory of Abraham Maslow is reflected in the following illustration. Image 1 (Jerome, 2013) The theory can be effectively used by managers and employers to motivate the staffs and employees in terms of generation of rewards and benefits financial and non-financial, tangible and non-tangible in nature. The same is used by the managers and employers to contribute in effectively motivating the staffs to generate the right quality of performances. Similarly the Need Hierarchy Theory can also be used by the managers to help employees in earning self-actualisation in terms of understanding and evaluating ones potential and skills to contribute in the generation of greater productivity(Jerome, 2013). The safety needs reflected in the need hierarchy pyramid can also be met by the organisational managers in terms of enhancement of workplace safety. Further the need hierarchy theory also contributes in cultivating the organisational culture such that the same helps in meeting the physiological and security related needs of the people. The meeting of the physiological and security related needs of the people rightly contributes in motivating the employees to generate effective performances in the workplace(Msoroka, 2013). Moreover the focus of the managers on development of employee potentials in terms of generation of training programs and also in development of interactions rightly contributes in meeting the social needs of the people. Taking care of the basic physiological and social needs of the people contribute in developing a sense of belongingness for the employees towards the organisation. It helps in developing a sense of loyalty for the organisation thus motivating the peo ple to generate needed performances. Esteem needs of the people are addressed by the organisational managers in terms of recognising their potentials and in appraising such in the public(Kaur, 2013). Alderfers ERG Theory Alderfer ERG Theory evaluates that an individual is motivated based on three types of needs related to Existence, Relatedness and Growth parameters. Existence needs of an individual relate to the need for meeting the physiological and safety needs of the people while Relatedness needs of the individuals reflect on the social, interaction and interpersonal needs of the individual workers. Growth needs of individuals relate to their interest of excelling in their fields and thereby in earning due recognition and social status(Caulton, 2012). The use of the ERG Theory in the workplace can be effectively done in terms of understanding the means to help in meeting the Existence related needs of the people in the workplace. Managers and employers are required to focus on generating effective rewards and benefits both financial and non-financial in addition to development of safety and employee welfare policies. The same contributes in sustaining the employees in the organisation. Existence related needs of the employees are also met by the organisational managers in terms of enhancing the level of job security of the employees in the workplace (Konrad et al., 2013). Similarly the generation of training and skill development programs and also in the encouragement of teamwork in the organisation effectively contributes in meeting the Relatedness needs of the employees can also be developed in terms of encouragement of informal communication in the organisation and also in development of interaction between the different levels of the staffs in the organisation(Konrad et al., 2013). The Growth related needs of the employees and staffs in the organisation relate to the generation of increased opportunities for growth for the managerial staffs. It is evident that the managerial staffs are always in the lookout for better opportunities and thus tend to shift from one organisation to another in search for better opportunities. Organisations are thus required to develop a culture that helps in fostering a culture reflected needed innovation, empowerment and personal growth. The same would contribute in effectively reducing the attrition levels of the managerial workforce in the organisation. Managers and top executives aim to gain an effective organisational culture which would help them in taking the right quality of decisions and also in conducting of social experiments in the organisation to gain new and potential insights(Arnolds Boshoff, 2002). McClellands Need Theory McClellands Theory of Learned Needs reflects three types of needs like the need for power, affiliation and also for achievement related to the organisational managers. The theory tends to identify three specific needs of individuals like need for power, need for achievement and also need for affiliation. Individuals seeking greater power in the organisation focus on governing and monitoring the action of others like the employees and subordinate staffs to help in meeting of departmental and organisational objectives. Individuals with a strong need for achievement focus on meeting goals and objectives in an effective fashion such that it helps them to earn potential success. Finally the individual seeking increased affiliation with others employees, managers and staffs in the organisation focus on developing effective relationships, associations and networks with others in meeting of stated objectives and goals(Napolitano, 2014). The application of McClellands Theory of Motivation can be effectively exercised relating to an organisation. The staffs and managers reflecting increased need for gaining success and achievement are required to be rightly trained in that the same contributes in enhancing their skills and expertise in handling tasks and functions demanding greater responsibilities. Persons desiring increased achievement are observed to have an inclination of handling challenging tasks such that the meeting of the same contributes in generating an enhanced place in the organisation. Thus new and challenging tasks are needed to be offered to the persons desiring achievement and are also generated potential feedbacks from time to time to help in enhancing their skill base and potentials(Strycharczyk Elvin, 2014). On the other hand, the managerial individuals seeking power can be delegated to departments where there is increased competition and thereby requires the effective monitoring and governance of the staffs to contribute in the meeting of desired objectives. Managerial staffs reflecting increased need for affiliation can be encouraged to work based on a team based culture in that the same would contribute in meeting their needs for conducting the tasks in an associated and network driven environment(Worth, 2013). Vrooms Expectancy Theory The expectancy theory developed by Victor Vroom is essentially based on three different variables like value, expectancy and also instrumentality. Value relates to the significance generated to the outcome related to a specific situation. Expectancy relates to the linking of success of the situation gained by an individual to the outcome or result emanating from meeting the situation. Finally the level of instrumentality is related where the expectancy of the outcome earns effective linkage to the outcome resulting from the situation. Motivation is observed by Vroom as the product of the Value, Expectancy and Instrumentality such that Motivation = E x V x I(Burn, 2011). The implication of the Vrooms Expectancy Theory in the workplace is devised based on the following model. (Lunenburg, 2011) The expectancy parameter can be exercised by the managers in terms of making the staffs and employees understand their potential and efforts would lead to generate effective performances. The same can be done by managers in terms of evaluation and selection for the right type of individuals with required skill and knowledge in meeting the objectives and specifications related to a particular job. Further the individuals can be effective trained to contribute in enhancing their skills, know-how and potentials to gain needed confidence and solidarity in meeting the job expectations. Similarly the organisational managers are required to assign needed infrastructural and resource based support to the employees to assist them in meeting of task objectives(Bernstein, 2010). Similarly the organisational managers are continually required to interact with the staffs to contribute in gaining of needed feedbacks from them to enhance the job environment and also take part in problem-solving acti vities to rightly contribute in meeting of tasks in an enhanced and effective fashion. Change of job roles and also assigning employees greater and complex tasks based on training rightly contributes in increasing the confidence levels of the employees to proactively meet the job or task expectations(STEERS et al., 2004). In the second place, the Vrooms expectancy model can be used by the managers to make the employees believe that conducting the right type of performances would contribute in generating the right type of rewards. The same is conducted by the managers in terms of conducting job performance and evaluation of the staffs and thereby in generating rewards based on the performances generated. Historical comparisons can also be generated in terms of highlighting the manner employees have been rewarded for like performances. Thus the rewards desired by the staffs are required to be effectively linked to the performances required of them by the business managers. Effective compensation systems are needed to be set related to the performance levels of the employees Development of incentive plans and piece rate systems are made by managers in terms of linking the volumes sold or produced by the staffs to create needed motivation(Martinko et al., 2002). Finally the managers are also required to enhance the value of rewards generating from desired level of performances. Thus it is required for the managers to decide on the rewards desired or expected by the employees before aligning such with the performances desired or expected of them. It is observed that where some employees desire of earning promotions others focus on gaining of potential monetary and non-monetary incentives as a part of the incentive program. Some other employees also focus on earning of effective recognition and appraisals in terms of the performances conducted by the superiors and managers in the organisation(Hughes, 2012). Some companies have thus focused on the development of different types of incentive and benefit plans to encourage the employees in selecting such to be rewarded to them in terms of the performances conducted. The employees are however required to satiate the job and organisational objectives rather than to focus on the meeting of the group norms. The group norms are observed to require the staffs to generate minimal effort to generate lesser value where the job objectives and the organisation require the employees to generate increased or enhanced performances(Lunenburg, 2011). The above discussion thus reflects the manner in which Vrooms Expectancy Theory can be rightly implemented by the managers in the business organisation to rightly motivate the staffs in generating greater performances. Conclusion The paper effectively analyses different motivation theories like Maslows Need Hierarchy Model, Alderfers ERG Theory, Vrooms Expectancy Model and McClellands Need Theory to understand and evaluate the fashion in which the organisational managers can effectively use such in motivating the staffs to generate needed performances. Both empirical and practical discussions are carried out through the use of secondary research based on the use of books, journals and articles to essentially reflect on the fashion the motivational tools are used and strategically employed to contribute in generating greater productivity and performances related to the different departments and the organisation as a whole. It also reflects on the timeless use of such motivation models and theories related to the motivation of staffs at their respective workplaces. The use of the Maslows Need Hierarchy Model reflects the process in which the managers can effectively design motivational strategies to contribute in meeting of the different types of needs of the staffs to generate needed performances and productivity. Similarly the ERG Model of Alderfer also reflects the fashion in which the Existence, Relatedness and Growth parameters can be rightly addressed by the organisational managers to motivate the people in generating needed performances. Vrooms Expectancy Model in use also reflects the mode of formulating motivation strategies based on meeting the parameters of expectancy, value and the instrumentality parameters to enhance the motivation levels of the staffs. Likewise the McClellands Theory is depicted to be used in meeting the needs of the staffs related to power, achievement and affiliation to thereby encourage them in meeting production and performance objectives. References Arnolds, C.A. Boshoff, C., 2002. Compensation, esteem valence and job performance: an empirical assessment of Alderfer's ERG theory. International Journal of Human Resource Management , 13(4), pp.697-719. Bernstein, D., 2010. Essentials of Psychology. United States : Cengage Learning. Burn, G., 2011. Motivation For Dummies. London : John Wiley and Sons. Caulton, J.R., 2012. The Development and Use of the Theory of ERG: A Literature Review. Emerging Leadership Journeys, 5(1), pp.2-8. Hughes, C., 2012. Valuing People and Technology in the Workplace: A Competitive Advantage Framework: A Competitive Advantage Framework. London : IGI Global. Jerome, N., 2013. Application of the Maslows hierarchy of need theory; impacts and implications on organizational culture, human resource and employee's performance. International Journal of Business and Management Invention, 2(3), pp.39-45. Kaur, A., 2013. Maslows Need Hierarchy Theory: Applications and Criticisms. Global Journal of Management and Business Studies, 3(10), pp.1061-64. Konrad, A.M. et al., 2013. Temporary Work, Underemployment and Workplace Accommodations: Relationship to Well-being for Workers with Disabilities. British Journal of Management, 24, pp.367-82. Lunenburg, F.C., 2011. Expectancy Theory of Motivation: Motivating by Altering Expectations. INTERNATIONAL JOURNAL OF MANAGEMENT, BUSINESS, AND ADMINISTRATION, 15(1), pp.1-6. Martinko, M.J., Gundlach, M.J. Douglas, S.C., 2002. Toward an Integrative Theory of Counterproductive Workplace Behavior: A Causal Reasoning Perspective. INTERNATIONAL JOURNAL OF SELECTION AND ASSESSMENT, 10(1/2), pp.36-50. Msoroka, M., 2013. Motivating Workers in Educational Institutions: Adams' Equity and Maslow's Need Hierarchy Theoretical Implications. Germany: GRIN Verlag. Napolitano, G., 2014. Motivation In The Workplace: A Procter And Gamble Case Study. United States : Babelcube Inc. STEERS, R.M., MOWDAY, R.T. SHAPIRO, D.L., 2004. THE FUTURE OF WORK MOTIVATION THEORY. Academy of Management Review, 29(3), pp.379-87. Strycharczyk, D. Elvin, C., 2014. Developing Resilient Organizations: How to Create an Adaptive, High-Performance and Engaged Organization. United States : Kogan Page Publishers. Worth, M.J., 2013. Nonprofit Management: Principles and Practice. London : SAGE.

The Evolution Of Apple - January 1976 To May 1995 Essays

The Evolution of Apple - January 1976 to May 1995 Let's take a trip back in time and review the evolution of a computer company. It's not IBM or Microsoft. This company is Apple Computers, Incorporated. In the year 1976, before most people even thought about buying a computer for their homes. Back then the computer community added up to a few brainy hobbyist. So when Steve Wozniak and Steve Jobs sold a van and two programmable calculators for thirteen hundred dollars and started Apple Computers, Inc., in Jobs garage, the reach for success seemed far. But these two young business men, Wozniak 26 years old and Jobs 21 years old, had a vision. "Computers aren't for nerds anymore," they announced. "Computers are going to be the bicycle of the mind. Low cost computers for everyone." From the first day on the founders of Apple kept their vision intact, and they spoke it at every turn. They only hired people into the company that had the same visions as they did. In early 1976 Wozniak and Jobs finish work on a preassembled computer circuit board. It has no Product keyboard, case, sound or graphics. They call it the Apple I. They form the Apple Computer Company on April Fool's Day and sold the Apple I board for $666.66 at the Home brew Computer Club in Palo Alto, California. In 1977 the Apple II is available to the general public. Fully assembled and pretested, it includes 4K of standard memory, and comes equipped with two game paddles and a demo cassette. The price is $1,298. Customers use their own TV set as a monitor and store programs on audio cassette recorders. Compare this price with computers today. The price about the same, but the computer has changed tremendously. In 1979 Apple II+ is introduced, available with 48K of memory and a new auto-start ROM for easier startup and screen editing for $1,195. Apple II Pascal is also released. In 1980 Apple FORTRAN introduced and proves to be a catalyst for high-level technical and educational applications. Apple III announced at the National Computer Conference. It has a new operating system, a built-in disk controller and four peripheral slots priced at $3,495, the Apple III is the most advanced system in the company's history. Product In 1981 Accessory Products Division formed to handle production of printers, modems and other peripherals. The Apple Language Card is introduced. It allows Apple II users to run programs in either Pascal, FORTRAN or Pilot. The IEEE-488 interface card is announced and allows Apple II computers to be linked to over 1,400 scientific and technical instruments. International Business Machines came on the PC scene in August of 1981 with the IBM Personal Computer. Apple greets its new competitor with a full-page ad in the Wall Street Journal with a headline that reads, "Welcome IBM. Seriously." Apple's first mass storage system was also introduced this year, the 5MB ProFile hard disk, priced at $3,499. In November of 1983 AppleWorks, an integrated package containing word processing, spreadsheet, and database applications all in one, is introduced and will soon become the world's best selling software. In February of 1985 Jobs and Wozniak receive National Technology Medal from President Reagan at the White House. The ImageWriter II, HD-20 hard disk and Apple Personal Modem were also introduced this year. In January of 1987 Apple introduced a new desktop communications products including the AppleShare file server software and AppleTalk PC Card. They are priced at $799 and $399. Also introduced in 1987 is the AppleFax Modem, priced at $699. Now you get a fax modem with the purchase of an Apple computer. In February of 1988 Apple introduces AppleCD SC, an optical storage device that gives access to huge amounts of information. Priced at $1,199, a single CD-ROM disc can store up to 270,000 pages of typewritten information. Also in 1988 Apple files suit against Microsoft and Hewlett-Packard to protect its Macintosh audio visual display. The lawsuit is seen as having industry wide implications regarding copyright laws. In late 1988 Apple introduces the Macintosh IIx computer, priced at $7,769. It is the first Macintosh II computer to use Motorola's 68030 microprocessor and 68882 math co-processor. It is also the first Macintosh to incorporate FDHD, Floppy Drive High Density, Apple's new 1.44MB floppy disk drive that can read and write to MS-DOS, OS/2 and ProDOS formats. Also a new configuration is announced for the Macintosh SE. The new unit features two megabytes of RAM and an internal 40 megabyte hard drive. It retails for $5,069. From April till July of 1989