Hunan Resource-Does motivation come from within a person or is it the Essay

Hunan Resource-Does motivation come from within a person or is it the result of the situation - Essay Example However, motivation seems to arouse out of any of the discussed situations and it has to be considered that motivation cannot be seen in majority of the people as external or internal influence as a whole. Motivation can be classified into two types they are intrinsic and extrinsic motivation. Intrinsic motivation are engender within a person as a result of factors such as liability, autonomy to act, capacity to point out and apply the skills and an enthusiasm to face challenging works. Where as Extrinsic Motivation is created in people by outside influences such as rewards, backing, sponsorship, endorsement etc. However, most of the researchers observe Motivation as a behavioural intervention influenced wither by external forces or forces necessitated within the person. It is very important to analyse the reasons every action of human beings as that would help in giving the exact background for motivation. The reasons to get motivated could be sketched out at two levels they are, individual exhibiting certain activity in addition to how these activities came about. There lies a background for every action performed under motivation. The background of motivation might have come from the influence two forces that might be either a positive or a negative force. However, any kind of motivated action constitutes a goal within inside. For example, Toates’s [1980, 1986] observed motivation as involving a goal-oriented pattern, in which an organism is motivated to behave in a particular way; this behaviour might get changed completely after the organism achieves the goal. Therefore, any motivated behaviour is an influence of some conditions, which are required by the organism. Where as McFarland [1989] has a contradictory observation which says that motivation under the influence of a goal would continue even after the goal has been achieved. From this observation, it appears that McFarland’s notion about motivated actions results either from a

Dual Protection - Design and Copyright Essay Example | Topics and Well Written Essays - 2000 words

Dual Protection - Design and Copyright - Essay Example Besides, under what circumstances can dual protection are offered. Body Firstly, it is important to understand the differences between copyright protection and design protection. Though both are intellectual property and both aim to protect the rights of the IP holder, the objectives and techniques of protection of each would differ. The copyright protection would aim to protect the designer from any abuse of his or her rights whether or not the particular property has been registered or not. On the other hand, the industrial design would aim to provide security to the industry. Hence, simply based on their means of protection, there would be divergences. With relation to the duration of protection, copyright laws ensure an almost perpetual protection, whereas the design laws would only protect for a specific duration. Design laws have to be renewed every 5 years and to a maximum of 25 years in total. Hence, even if copyright and designs could be applied simultaneously, once the desi gn term is over, hardly anybody would be interested in the copyright existing. Another important difference is regarding the infringement processes associated with the design. Designs do offer protection even from innocent violators who may not know that a particular design is already registered and is protected. On the other hand, copyright provides for a wider fair use circle that would effectively protect innocent and non-commercial users. By the very nature of the mechanism of protection, it can be asserted that both designs and copyrights are present for different purposes. The next important difference is the extent of protection, though copyright would protect only expressions of ideas and not ideas, it protects the design in every conceivable form including when it may be used in a 2-dimensional or a 3-dimensional form. However, a design would only protect the appearance or the aesthetic appearance to the article for which it is registered. The final difference noted is that copyright does not require a registration process due to which 99% of all designs are actually registered by this mechanism. This has lead to protection of designs for longer duration and in all conceivable forms3. The dual level of protection has arisen from the definition of artistic work4 under the copyright Act and the general definition of design under the Design Act (Section 1)5. The criteria for fulfilling copyright, is that the work should be original and should have been created by the author, and there it is not necessary that the work be registered. Artistic work more often represents visual representations of intellectual work or ideas to be presented in a material form. One possibility is that drawings or works of craftsmanship which is in fact artistic work may also be design drawings of industrial products or articles of manufacture of various goods. Copyright law offers certain rights to the owner including the right to make copies of the work, the right to distribu te or communicate the work to the public, the right to translate or reproduce the work from one form to another (e.g. from a 2-dimensional work to a

Motivation among Construction workers in Cyprus

Motivation among Construction workers in Cyprus This assignment serves as a proposal for the dissertation requirements and the associated research to be carried out. The dissertation paper will focus on individual development in terms of motivation. More specifically, it will investigate the levels of motivation of the employees in the Construction industry of Cyprus, using Maslows Needs Hierarchy as its theoretical base. The main research question to be addressed is What is the degree of satisfaction at each level of Maslows Hierarchy of Needs among the Construction Industry workers in Cyprus? The particular industry, throughout the world and in Cyprus, faces a series of problems (Yankov Kleiner, 2001). Some of the problems include communication and coordination problems. Also, productivity is observed to be relatively low when compared with other sectors, and this has a direct effect on inflating costs and organisational inefficiency. Parkin et al. (2009) states that motivation is an important factor influencing productivity and that various forms of rewards can stimulate motivation. The particular research aims to determine the degree of satisfaction and the importance of each level of Maslows Hierarchy for workers. This will contribute to the better understanding of employee motivation by managers and thus help in the designing of appropriate reward systems that will have a significant impact on increasing employee motivation. The inspiration for conducting such research came from the authors personal interest on the specific industry and topic, after working as a construction site manager for some time and studying various motivation theories through the current course. Additionally, no research has been conducted on the specific industry on the island until now. All these make the proposed research interesting and important since it will introduce some understanding on the motivation levels of the workers and it will help the rapidly developing construction industry of Cyprus to become more cost effective through adopting more suitable management practises. The following sections introduce the key literature on the topic and the proposed methodology to be used. Also, some details are given on the problems to be addressed, the context of the study, the planned timeframe and the anticipated contributions of this research to theory, knowledge and practise. Review of Key Literature Motivation and Content Theories Motivation can be defined as the cognitive, decision-making process through which goal-directed behaviour is initiated, energized, and directed and maintained (Buchanan Huczynski, 2004, p.244). Content Theories of motivation focus on the goals to which humans aim to achieve (Mullins, 2007, p.256). One of the earliest content theories is the needs hierarchy by Abraham Maslow (1943). Other content theories followed Maslows work, such as Alderfers ERG model and Herzbergs Two Factor theory, but the Hierarchy of Needs is the cornerstone theory on individual development and motivation. Since motivation is a determinant of behaviour and performance, content theories such as the work of Maslow aim to provide the contextual framework for understanding the various motives, and thus using the information to influence performance (Parkin, et al, 2009). The main criticism of such theories is that they lack robust empirical support, especially Maslows Hierarchy of Needs (Roberts, 1982). Additionally, there is a fundamental problem in applying them in organisational settings since most of the above theories concentrate on the individual and so downgrade social interaction, culture and learning (Trigg, 2004). Nevertheless, content theories are extensively used by managers as a framework for dealing with their employees. Maslows Hierarchy of Needs in brief Dr. Maslow started his study on the hierarchy of human needs when he became interested to find out why two of his professors were so different from the rest (Maslow, 1975). Unlike previous researchers, he synthesised a wide body of research and adopted a holistic approach on studying human motivation (Francis Kritsonis, 2006). So he proposed the hierarchy of needs, consisting of five parameters, with the top level being Self-Actualisation. The top level is discussed in further detail in the next section. The pyramid below illustrates the five needs in the order of their priority. Source: Shoura Singh, 1998 Maslow (1943) briefly describes the five parameters as follows: Physiological Needs: these are the starting point for motivation and they are also called physiological needs. They include survival needs such as food, water and sleep. Safety Needs: after fulfilling the survival needs, one needs to secure his body and his job. Also, there is the need to protect his property and family. Belonging Needs: the need to belong to a social group, to love and being loved and fellowship with others. Esteem Needs: the need for recognition, achievement and independence. The need for high self-evaluation based on capability and the respect of others. Self-Actualization Needs: the advancement of the individual and humanity through elevating spirituality, true perception and growth. Lingard and Rowlinson (2005) explain that individuals progress up the pyramid in a systematic manner. In other words, once the lower need has been satisfied, it is no longer a motivator and the next parameter becomes the primary motivator. This is known as the concept of satisfaction-progression process. Moreover, Mullins (2007) adds that there exists a decreasing degree of satisfaction at each level. So as lower needs become more satisfied, higher level needs start to emerge. Finally, Maslow (1943) explains that there are exceptions, where the hierarchy is not necessarily in the proposed order for them. Examples of such exceptions include people in chronic unemployment who may lose interest in higher level needs because they seek satisfaction from low level needs. Empirical Studies and Criticism of the Hierarchy Maslows theory served as the theoretical basis for numerous research projects (Shoura Singh, 1998). Some studies found Maslows theory to be valid when empirically tested, while others criticised it for not applying to non-western cultures and other classes than the middle class. Some of the studies that confirmed the theory include the study measuring motivation levels in Venezuela by Socorro and Ramirez (1986) and in USA by Hankins and Clark (1989). In addition, a study on personality-factor tendencies in Israel by Megen (1985) found that the tendencies were highly consistent with Maslows Self-actualization characteristics. Finally, Lester et al (1983) found that the levels of satisfaction of the parameters were related to measures of neuroticism, therefore making Maslows theory credible. Recent studies by Parkin et al (2009) and Kazaz and Ulubeyli (2007) found that the decreasing degree of satisfaction of the parameters was not valid for construction workers in Turkey. They claim that higher needs appeared more accomplished than lower level needs, and that extrinsic rewards (monetary) were the main motivators. Moreover, some theoretical criticism suggests that Maslows methodology was not scientifically appropriate and that the sample he used was extremely exclusive (Trigg, 2004). Also, various authors, including Alderfer, challenged the satisfaction-progression hypothesis, saying that any one deficiency can exist along another one. Finally, Buchanan and Huczynski (2004) and Maher (2002) state that the definition of Self-actualization is too vague and leads to empirical problems, and that the hierarchy cannot fully interpret behaviour as it lacks aspects of evolution, learning, culture and social interaction. Self-Development Potential Total Self-Development, or Self-actualization, drives humans to expand awareness, beyond common materialistic knowledge, into higher consciousness levels of existence (Shoura Singh, 1998). This parameter can be linked with Total Quality Management practises in the sense that if a person is on its pursuit it means that he will extend his potential, become more operational and effective. Furthermore, the pursuit of self-actualization is responsible for the expansion of the mind, which can be very useful for organisations. This is because such employees strive to acquire understanding beyond common, available knowledge, and this can translate into human capital (Singh, 1996). Maslow (1943) states that self-actualizing people develop Being Values. These are the ultimate values that cannot be reduced to anything more ultimate (Maslow, 1975). Despite the fact that they develop during the final parameter, they still behave like needs- thats why they are called metaneeds (Goble, 2004). Failure to fulfil such metaneeds leads to the sickness of the soul, also known as metapathology. On the other hand, if such needs are fulfilled, then the individual enjoys life the most, with vivid experiences and is able to see symbolism in various aspects. Of course, this parameter is also an on-going process, where the individual goes back and forth from the previous parameter (Maslow, 1975). Motivation, Productivity and Work Many authors stress that motivation levels can affect productivity to a great extend (Parkin et al, 2009; Mullins, 2007). Yankov and Kleiner (2001) add that by applying motivation theories on organisational context can help managers understand the levels of motivation for employees and design systems for the optimization of human resources in the production. Such systems can include both extrinsic and intrinsic rewards, depending on the employees indicated deficiencies. The research proposed by this essay will attempt to define the motivation parameters fulfilment using Maslows Hierarchy of need. This will give insights to managers in the specific industry on the deficiencies of the workforce. Therefore this data will assist in the development of suitable reward systems that will cover the suggested deficiencies and increase productivity through increased motivation. Why use Maslow and not any other Content theory? The proposed research will utilize Maslows theory because it is the most incorporated theory in the Business world (Buchanan Huczynski, 2004). Management fashions such as TQM, BPR and job enrichment integrate Maslows ideas for motivation since it has a broad coverage. Moreover, it is the only theory with such depth and close ties with psychology, which is one of the researchers personal interests. Proposed Methodology Research Questions What methodology must be developed for suitably assessing the motivation parameters of employees in the Construction Industry of Cyprus? What is the degree of satisfaction at each parameter of Maslows Needs Hierarchy among workers in the Construction Industry of Cyprus? How can managers use the findings to increase motivation levels, and thus productivity? Methodology related Questions What is a sufficient sample? How errors will be limited and reliability will be ensured? Approach, Target Group and Sample Sufficiency The target group for the specific research are the low ranking workers on the construction sites to be visited. These include builders, plumbers, electricians and any other technician that does not hold a managerial position. By including all the type of employees working in the Construction Industry, a holistic approach of motivation parameters will be retrieved for the whole industry. The collection of data will be obtained through personal survey by the researcher, with the uses of a quantitative questionnaire. Since the actual meaning of a dissertation is a small scale research, a sample of 50 to 70 responders should be sufficient, provided that the majority of those asked will take part in the research. As section 4 explains, responders will be randomly selected, provided that they hold a low ranking position, and the sites to be visited will be both random and specific. The questionnaire intends to include questions that cover the 5 motivational parameters, in order to be able to develop a quantitative assessment for each responder at each parameter. Each parameter will be covered by more than one question. The response to questions will be measured using a Likert Scale from 1 to 7, with 1 representing total disagreement and 7 total agreement. Additionally, the responder will be asked to respond to the same questions in terms of personal importance. Triangulation of Data The Triangulation theory enables researchers to assess and complete hypotheses (Denzin, 1978). Based on this, the questionnaire will include multiple questions studying the same variable, and also questions will be randomized to check whether responses to similar questions are matched. Evaluation Methods For data evaluation, some terminology and formulas are adopted from Shoura and Singh (1998). This also helps in cross reference compatibility. Firstly, all the questions will be grouped according to the parameter they test, and the mean value of each responder for all questions will be calculated (Quality Index numerical parameter). Then, all the QIs will be averaged to find the group QI. QI is helpful to see the instant perception of questions by responders. The same procedure will be done for the responses of the same questions for personal importance. This will be named Relevance Factor (RF). Moreover, QI will be divided by RF, and with using a convenience factor multiplication (k), it will produce a value between 1 and 100 (Scaled QI). This will serve as an additional numerical parameter for assessment. To illustrate the use of SQI, lets say that RF is high. This produces a low SQI that shows that attention must be placed on the specific parameter. Finally, regarding the central tendency theorem, the standard deviation of QI, RF and SQI will be calculated to see question responses fluctuated around the average. Where central tendency is observed, it is important to analyse the data since important conclusions can be drawn. The appendix contains the statistical formulas. Effectiveness of Proposed Methodology and Alternative methods availability The proposed methodology is expected to be effective since it appears to be rational and triangulated. In addition, the work of Shoura and Singh (1998) helped in the final formulation. A similar version was tested in Honolulu and the results were credible. This methodology can be made more effective by relating the results with demographics, where especially age is very important in the analysis of Self-Actualization. Unfortunately, integrating such an analysis will exceed the length of such a small research project. Alternative methods of assessing motivation parameters include recorded interviews with employees or with managers that lay down their views about their staff. However, this takes a qualitative data form which requires a more complex analysis. So a quantitative data collection is preferred, where responses are homogeneous and easier to analyse. Some other researchers chose to send their questionnaires through email or by post. The specific researcher prefers to be involved personally in the data collection to make sure that there is complete understanding and everything goes as planned. Ethical Considerations and Practical Considerations It is important to state once again that this research is intended to be of a small scale; therefore no generalizations can be made using its findings. Nonetheless, it can be used as a reference on future research. Moreover, subjects will be fully explained of the requirements and be assured that the research will remain anonymous and will not affect their job. This information will be printed on the questionnaire and further stressed by the researcher. Further considerations on ethics include the fact that participation is voluntary and that the completed questionnaires will not be shown to anyone. Finally, the supervisor will sign a statement confirming the purpose of the research and the results will be shown to managers whose employees participated. For the timeframe and the feasibility issues of the research see Section 4. Context, Timeframe and feasibility Context of Study The researcher plans to distribute the questionnaires in construction sites in the 4 main provinces in Cyprus Larnaca, Nicosia, Limassol and Paphos. Each province consists of one major city and a number of small villages around it. The sites to be visited include some specific and random. The specific sites are those known through acquaintances made during working experience. The criteria for selecting the random sites will be their convenient location and the number of workers on the site. The questionnaire will be distributed randomly to low ranking employees that are willing to participate in the research. In regards to the construction industry of Cyprus, it is a rapidly developing industry producing around 20% of the Republics GDP (CYSTAT, 2010). The particular industry also serves as a significant foreign currency earner, since properties are exported mainly to residents from the UK and Russia. The workers on the sites can be described as low skilled labour with low educational qualifications, mainly of eastern European nationalities. The specific research will only target these technicians and will exclude any qualified engineers and high ranking staff since most of them occupy a managerial position. Finally, it is observed that most firms in the industry do not have an HRM department. So any reward schemes are designed by CEOs who are not specialized in the field, especially in terms of motivation. Timeframe The time-line of the research is designed in advance. All tasks are given generous time and the plan aims to finish the whole project 2 weeks before the deadline. These actions allow for any unexpected events that may occur and disturb some tasks. The calendar in the Appendix shows the timeline in detail. Briefly, the first literature review will start on the 21 of March and last for 3 weeks. Then the questionnaire will be designed using one week and in the next two weeks, data will be collected by visiting the various sites and handing out the questionnaires. On the 1st of June, a deeper literature review will take place for 3 weeks and then the data will be recorded and analysed. After analysing the data, one week will be dedicated to studying literature and relating to results. The final task is to write the dissertation, and this will take 4 weeks. Feasibility The weeks that data will be collected are appropriate since they do not involve any holidays and workers are expected to be on the site. Also, it is a good time for the researcher since the weeks do not collide with exams or any other obligations. Finally, a friend acting as a translator is available at that specific time. Furthermore, some of the site managers were informed about the research on their staff, and are happy to collaborate. Some other conditions that need to be met to ensure the smooth running of the research include: A translator will accompany the researcher to ensure that the subjects fully understand the questions and the requirements (the translator is a friend of the researcher, speaking Bulgarian, Romanian and Turkish, that has confirmed that he will participate) The researcher will be present to provide clarifications and instructions The questions have to be designed so that the most illiterate person can understand them Identification of the Problems to be addressed The suggested research will address the problem between employees motivation and productivity, by examining the motivation parameter fulfilment on Maslows Needs Hierarchy. Through this, other problems will also be addressed. These include the lack of empirical data on the motivation levels of the workers in the specific industry that can be used by managers in order to design policies that stimulate motivation. Finally, the results can be used to find out whether contemporary reward schemes address the needs of workers or they are irrelevant and ineffective. Research Contributions Similar studies on motivation claim that they contributed both in theory and practice. Kazaz and Ulubeyli (2007) suggest that their study contributed to the enhancement of the validity of Maslows Theory but also indicated that some concepts are not completely valid. Furthermore, Parkin et al, (2009) and Shoura and Singh (1998) suggest that they provided vital insights to managers in the specific industries that will contribute to the fine-tuning of Human Resources. The specific study will also contribute to theory, in the sense that it will try to test the validity of Maslows theory in a small island society and on a lower societal class than the middle class. Additionally, it aims to add to the knowledge on the motivation levels of employees in the Construction Industry of Cyprus, which may act as an inspiration for future research. Finally, it aims to help management practice in an industry where HR expertise is limited and reward schemes are designed randomly, based on instinct and experience.

Impact of Technology on Society Essay -- american society, technologica

Technology is continuously developing and has begun creating shortcuts for the American society. As a society we need to find a balance between our technological use and our everyday life. In my opinion, society has become too dependent on technology. The more advanced technology becomes, the more it seems to be gaining control over our lives. Even though technology is offering society many beneficial qualities; it also is causing many negative effects to occur. Technology is affecting society socially, mentally, and physically. One point addressed throughout each article was how technology has affected society socially. Technology has contributed to society’s lack of social skills, social interaction, and has allowed many of us to become antisocial individuals. According to Sherry Turkle, psychologist and director of the MIT Initiative on Technology, the lack of these social abilities has contributed to the absence of emotional maturation in individuals of today’s society. Turkle stated, â€Å"Very quickly for teenagers [it became] [that] they prefer to text than talk because talking for them involves too much information, too much tension, too much awkwardness. They like the idea of a communication medium in which there does not need to be awkwardness.† (Turkle). I know this is true among teenagers in our society. I, like many of my other peers would prefer to send a text message before calling someone any day. I believe this is because we have become so reliant on text messaging that we no longer know how to have a decent intellectual conversation. Turkle says this occurs because â€Å"talking involves too much information, texting is a lot quicker, and it is very easy to stop before you are rejected.† In addition to affecting society... ...e physically active. As technology continues to advance it seems society's aptitudes have begun to decline socially, mentally, and physically. According to Butte, famous theoretical physicist Albert Einstein once stated, â€Å"It has become appallingly obvious that our technology has exceeded our humanity† (Butte). I believe this quote truly summarizes how technology has affected our society. Works Cited Butte Patil, Pratik R. Technological Advancements and Its Impact on Humanity. Academia.edu. Academia.edu, 2013. Web. 15 Nov. 2013. Crowther, Hal. "One Hundred Fears of Solitude. â€Å"The Telegraph." Telegraph, 13 Aug. 2013. Web. 26 October 2013. Sterling, Bruce. â€Å"Self-Reliance 2008.† The Atlantic. The Atlantic Monthly Group, 1 November 2008. Web. 16 October 2013. Turkle, Sherry. Interview: Digital Nation. Frontline. PBS. WGBH, Boston, 2 Feb. 2010. Web. 16 Oct. 2013.

Cultivation Analysis: an Overview

Cultivation Analysis: On Overview The complete scope of the effects that new media mediums, in particular television, have had on culture and individuals in society are hard to identify. However, it would be hard to argue that television has had no impact on society and how individuals form their values, beliefs, cultural identity and social norms. Cultivation Analysis is a leading theory that explains how television has shaped individual’s and society’s perspective on reality, truths and the world in general.The theory was developed over a number of years by George Gerbner and his colleague Larry Goss at the University of Pennsylvania while they were researching the cultivated impacts that television has on viewers. Gerbner and Goss found that the more time individuals â€Å"live† in a televised world the more they perceive the world television portrays as reality. Gerbner states in his more recent research that television is to the modern world what religion wa s to earlier generations (Gerbner & Goss, 1976).The theory of Cultivation Analysis traces back to the Cultural Indicators Project in 1967 and 1968. The study was for the National Commission on the Causes and Prevention of Violence. The study was sponsored by the U. S. Surgeon General’s Scientific Advisory Committee on Television and Social Behavior, the National Institute of Mental Health, The White House Office of Telecommunications Policy, the American Medical Association, the U. S. Administration on Aging, and the National Science Foundation. Gerbner was the lead theorist of the study.Gerbner and his team investigated the extent to which television contributed to viewers’ ideas and perspectives on gender, minority and age-role stereotypes, health, science, the family, education, politics, religion and several other topics. The Cultural Indicators Project involved a three-pronged research strategy. The first prong, called institutional process analysis, was designed to investigate how policies directing the massive flow of media were developed. The second prong is an on-going research project that has recorded weeklong samples of U. S. etwork television dramas. A content analysis of the samples is done in order to classify trends and themes in the world that television presents to its viewers. The third prong deals with examining the responses to questions about social reality among individuals with varying amounts of television exposure. The three prongs used in the Cultural Indicators Project were used to help Gerbner and Goss do research for the development of Cultivation Analysis (Gerbner, 1998). Providing explanation for the terminology used in Cultivation Analysis is crucial to understand the theory.Gerbner uses the concept of â€Å"cultivation† to refer to the independent contribution that television has on its viewers as they make sense of social reality. The term â€Å"cultivation differential† refers to the marginal diff erence between heavy and light television viewers and their conception of social reality. The term cultivation cannot simply be substituted for â€Å"effects. † Cultivation also does not imply a one-way process. The cultivation process explains that there is an interaction between the medium, television, and its publics, television viewers.Television does not simply just create or reflect certain images, opinions or beliefs but rather is an integral aspect of a dynamic process. Institutions that control the creation and distribution of the mass-produced messages on television use the institution’s needs and objectives to shape the views, values and ideas expressed. Gerbner refers to cultivation as a gravitational process. The process depends on where groups of viewers are, viewers style of life and the strength of their personal beliefs, values and view of social reality (Gerbner & Goss, 1976).Cultivation Analysis begins with a message system analysis that identifies t he most recurring, stable and overarching patterns in television content. They are the messages in television that are presented as a system rather than as a specific message in a particular program. Using standard techniques of survey methodology, questions are then posed to sample groups of adults, teens and/or children. Multiple indicators determine the amount of time spent watching television. The difference between heavy and light viewing is made on a case-by-case basis.Cultivation is also dependent on how much television’s messages dominate viewers’ sources of information. The process of mainstreaming stands out as both an indicator of differential vulnerability and as a general pattern that represents the consequences of living with television (Gerbner, 1998). In 1976, George Gerbner and Larry Goss discuss the findings of Cultivation Analysis, which helped with the development of the theory. Gerbner and Goss found differences between symbolic reality and indepen dently observable reality. For example, they found that television underrepresents elderly people (when at the time the lderly population was the fastest growing). They found that the facts of the television world are learned quite well, regardless of whether the viewer believes what they see on television and claim to be able to distinguish between factual and fictional presentations. In this essay, they develop the term â€Å"mean world syndrome. † The term means that heavy viewers of television believe the world to be much more violent and dangerous than in reality. This is a good example of what the theory of cultivation analysis represents. If people are exposed to high amounts of television, it causes them to have a false sense of reality.In television, half of all majors characters encounter a violent action each week, when in reality the FBI reported that only one percent of people in the United States are victims of criminal violence (Gerbner & Goss, 1976). Cultivati on Analysis is a complex and dynamic process. The theory can be defined as the assumption that television cultivates facts, norms and values of society that are in reality, untrue. Cultivation Analysis focuses on the consequences of long-term exposure to the messages, stories and images presented in television.Cultivation Analysis should not be seen as a substitute, but as a complement to traditional approaches to media effects. It concentrates on the powerful and lasting effects of growing up in an era of television. The theory is still being challenged, confirmed, added to and expanded on by many theorist and scholars in the fields of communication and psychology (Gerbner, 1998). References: Gerbner, G. (1998). Cultivation analysis: An overview. Mass Communications & Society, 3(4), 175-194. Gerbner, G. , & Goss, L. (1976). Living with television: The violence profile. Journal of Communications, 26(2), 172-194.

Organisational Behaviour Essay

I. Introduction An organisation is commonly defined as a group of people who work together in a consciously coordinated social unit for a shared purpose. Management refers to the activity of controlling and organizing people to accomplish its goals. In today’s increasingly global and competitive environment the effective management of people is even more important to the successful performance of the work organisations. Therefore, the managers need to understand the main influences on how people behave in an organisation setting. Mullins (2008, p.4) defined organisation behaviour (OB) as ‘the study and understanding of individual and group behaviour, and patterns of structure in order to help improve organisational performance and effectiveness’. It comprises a synthesis of a variety of different theories and approaches. Therefore, this essay opens by briefly explore a number of interrelated disciplined to the study of organisational behaviour, before examining the relevance of four main approach to the subject in today’s workplace. Finally, it discusses the purpose of organisations. II. Interrelated discipline to the study of organisational behaviour The study of behaviour can be viewed in terms of three main disciplines – psychology, sociology and anthropology. The contribution of all three disciplines has played an important role to studying organisational behaviour. Psychology is the science and art of explaining mental processes and behaviour. The main focus of attention is on the individuals and explores such concepts as perception, motivation, perception and attitudes. It is arguable that McKenna considers psychology as the key discipline in studying organisational behaviour. There are five key areas in Psychology that can impact on organisations; these are: psychological psychology, cognitive psychology, development psychology, social psychology and personality psychology. Psychological aspects are useful to the practical applications such as job analysis, interviewing models or selection, but it provide too narrow view for understanding of organisational behaviour which ‘is not concern with the complex detail of individual differences but with the behaviour and management people of people’ (Mullins, 2008, p. 7). Watson (2008) defined sociology is more concern with the study of social behaviour, relationships among social groups and societies. It focuses on group dynamics, conflict, work teams, power, communication and intergroup behaviour. It is possible that Watson considered sociology to be the key discipline in studying organisations though he also places emphasis on economics. The structuration reflects the dual effect that individuals make society and society makes individuals. Watson (2008, p. 30) presents six strands of thought applied to his framework for analysis. He further presents six substantive areas applied to the six strands of though in a matrix which are work, society and change; work organisations; the changing organisation and the management of work, occupations and society; work experiences, opportunities of meanings; and conflict challenge and resistance in work. This discipline is valuable to the organisation. It helps managers recognise the relationships between large-scale social forces and the actions of individual. However, Mullins (2008, p. 7) argues that the study of organisational behaviour cannot be studied entirely in single discipline. Although each discipline has an important contribution, it just underpins the study of subject. Indeed, Mullins synthesises interrelated disciplines which are psychology with sociology, anthropology that explore culture and behavioural factors; economics that attempts to provide a rational explanatory framework for individual and organisational activity; and political science that is study of power and control between individual and groups; in his framework for analysis of organisational behaviour. III. Four main approaches In Mullins’ framework, the study of organisational behaviour is concerned with not only the behaviour in isolation, but with interaction among the structure and operation of organisations, the process of management and behaviour of people that are affected by external environment. He applies a number of approaches to organisation: 1. Classical  2. Human Relations 3. Systems 4. Contingency 1. Classical Approach The classical writers considered organisation in terms of purpose and formal structure with attention to hierarchy of management and technical requirements of organisation. Frederick Taylor with the Scientific Management had a major contribution to the Classical Approach. Taylor’s theory was based on the psychological discipline that is concerned with the study of individuals’ behavior. He believed that individuals behave rationally toward financial incentive. Worker would be motivated by highest possible wages by doing highest grade of work. Furthermore, his main objective is to find more efficient methods and procedures for the task design and control of work. Combined with training workers, it was always possible to find the one best way to perform each task. It was criticized that since workers passively do repeated task and paid by result, the less human approach can cause a decline in worker morale as well as in skill requirements, reducing flexibility.Nevertheless,massive productioncompanies stilladopt partially Taylor’s theory in order to maintain or increase productivity. For example, Mc Donald uses the payment method of Taylor’s theory to motivate and encourage the workers. The human who work in fast food restaurant are trained to do a limited number of tasks in precisely. 2. Human Relations Approach Human Relations is a managerial approach based on the consideration of and the attention to the social factors at work and the behavior of employees. Attention is paid to the informal organization and the satisfaction of individual’s needs through groups at work. Elton Mayo (1880-1949) conducted Hawthorne tests on organizations to access productivity. He moved away from scientific beliefs on money and discipline towards importance of group belonging (social study). The tests examined effect of group piecework pay system on productivity. The result is that workers did not necessarily seek to maximize production in order to receive enhanced bonuses but social pressure caused them to produce at group norm level. On the other hand, the research was originally intended to examine effects of lighting on productivity. As a consequence, productivity increased regardless of lighting level was due to workers’ receiving attention. The Hawthorne effect adopted in Human relation approach suggested that good supervision and environment increase satisfaction and other variables affect this, such as structure, leadership, and culture. Unlike the classical thought with consideration of improving productivity, human relation approach ‘strove for a greater understanding of people’s psychological and social needs at work as well as improving the process of management. However, Mullins (2008, p. 29) criticized human relations as a ‘unitary frame of reference’ and oversimplified theories. Even today the Hawthorne experiment is still useful for describing the changes in behavior of individuals and groups, and opened the door to more experiments by other sub-division of approach known as neo human relation. 3. Systems Approach The system approach to the study of organizations combines the contrasting position of the classical approach, which emphasized the technical requirements of organization and its needs – ‘organization without people’, and human relations approach, which emphasized the human fulfillments and social aspects – ‘people without organization’. This approach inspires managers to regard organization as an open system interacting with environment and to view total work but not the sum of separate parts. In Figure 2.5 (Boddy, 2008, p.60), the system consists of a number of interrelated subsystems, such as people, power, technology or business processes system; which add complexity and interact with each other and external environment. It is stated that any part of an organization’s activity affects all other parts because there are areas overlap between various subsystems. Therefore, it is the task of management to integrate these interrelated subsystems and direct efforts of members towards the achievement of organizational goals. The system approach, which is components of interrelated subsystems, provides analysis of organizational performance and effectiveness while the socio-technical approach takesorganization as viewed by the individual members and their interpretation of the work situation. In time of increasing globalization, technological change has influenced on the behavior of people and other parts, thus the whole system. It is valuable for manager to manage the total work and coordinate the technical change and the needs of individuals. 4. Contingency Approach According to Mullins (2008, p. 31), the contingency approach rejects the idea of ‘one best form or structure’ or ‘optimum state’ for organizations. The organizations needs to be flexible to cope with change and managers need to change structure and processes required. This approach influenced many management practices such as market research, PR or strategic planning, which stress response to external conditions. Furthermore, it emphasized that the practice depends on people interpreting events and managers be able to have subjective judgments as much as rational analysis. The contingency approach is relevant to management and organizational behavior. It provides a setting in which to view large number of variables factors that influence on the organizational performance. Hence, it enables process of management to change the structure of organization at the expense of the need for stability and efficiency. IV. The purpose of organizations As defined earlier in this essay, organization is a group of people who work together in a structured way for a shared purpose. It is a task for management to clarify strategy, which tell people how to work, where to go, and what to achieve. Therefore, it is necessary to understand the nature of strategy for the formal organization in order to study organizational behavior. Johnson et al. (cited in Mullins, 2008, p. 350) define the strategy is ‘the direction and scope of an organization over the long term, which achieves advantage in a changing environment through its configuration of resources and competences with aim of fulfilling stake holder expectation’. People dimension of strategy is concerned with people as a resource; people and behavior and organizing people, therefore, influencing behavior of people to achieve success and motivation of individuals are central part of organization’s strategy. Mullins (2008, p. 352) stated that ‘the goals of an organization are the reason for its existence’. It is the desired state for organization to pursue in the future. Therefore, an organization gains its effectiveness and performance through achieving its goal. To be effective, the goals need to be clearly stated and understandable, thus making impossible for people in organization to perceive. It is clearly evident that goal setting promote immediately behavior of people at work and it can be considered as successful tools of increasing work motivation and effectiveness. An organizational goal are likely to achieve when informal goal, which are defined by individual and based on both perception and personal motivation, are compatible with organizational goals. Therefore, it is crucial role for management to integrate the needs of individuals with the overall objective of the organization. Organizational goals are generally translated into objectives that set out more specifically the goals of organization. Drucker (cited in Mullins, 2008) indicated eight key areas for setting objectives, which ‘are needed in every area where performance and results directly and vitally affect the survival and prosperity of the business’. SWOT analysis, which focuses on Strengths, Weaknesses, Opportunities and Threats facing the organization, draw out strategic implication.First, Strengths are internal aspects of organization that give it competitive advantage over others in the industry such as size, structure, technology, reputation or staffing. Second, Weaknesses are those negative aspects that place organization at a disadvantage regarding to other. Examples of weaknesses could be operating within narrow market, limited resource, and lack of information. Third, Opportunities are favorable chances arise from external environment which provides potential for the organization to offer new, or to develop existing goods or services. Finally, Threats are external elements in the environment that cause trouble for the organization. For example, change in law, increasing tax or competition from other organizations. SWOT analysis may be used in evaluating any decision-making situation when a desired end results (objectives) has been defined. V. Conclusion In conclusion, this essay has been identified the main approaches to the study of organization. In the first section, it provides a discussion on the interrelated disciplines of Organizational behavior, which is Psychology and Sociology. McKenna stated his idea that psychology has the biggest contribution to the study of subject; whereas Watson placed emphasis on sociology. However, the subject is rooted in multidisciplinary and cannot be undertaken in any single discipline. In Mullins’ framework, he examines a broader view, and then presents four main approaches to the study of organizational behavior. In the final section, this essay has defined the strategy that directs to the goal and objective of organization, and commented on the usefulness and relevance of SWOT analysis in evaluating the strategy.