The Making of Modern Russia Essay Example for Free

The Making of Modern Russia Essay b) How far do you agree that the economic position of the peasantry in Russia was stronger in the period between the Emancipation and the Revolution than it was under Lenin and Stalin? Agricultural policy in Russia throughout Russia between 1856 and 1964 has always been characterised by a hidden agenda. The Tsars used agricultural policy to obstruct a revolution, while Stalin used agricultural policy to facilitate industrialisation. The peasantry were limited in reaping the benefits from agricultural policies introduced by either regime. However, while both governments used agricultural policies to sustain their power, the Communist regime under Lenin and Stalin was significantly more ruthless than the former. The Tsarist regime needed the peasants on side in order to block latent revolutionary threat. Therefore, it can be said the peasants were in a better economic position under the Tsars than the Communist regime. Additionally after the emancipation, the peasantry no longer existed because of egalitarianism. In 1861 Tsar Alexander II introduced the first economic policy intended to benefit the peasantry. The Emancipation Edict was a mechanism implemented to free all serfs, who made up more than one third of the total population. The Emancipation edict abolished all personal serfdom, and the peasants were to receive land from the landlords and pay them for it. This gave the peasantry the opportunity to achieve limited economic success. However in reality, the peasants were effectively transferred from one owner to another. The state advanced the money to the landlords and recovered it from the peasants in 49 annual sums known as redemption payments. That initial stage dragged on for nearly 20 years in some regions. In many areas the peasants had to pay more than the land was worth. While in other areas they were given small plots, and many chose to accept beggarly allotments. The peasants landholdings were controlled by the mir, or village commune. The mir was responsible for redemption payments and periodically redistributed the land to meet the changing needs of the various households. This system meant that peasants could not leave their villages, and actually lost rights to the use of some land. (WHICH?) This policy aimed to circumvent revolution and hence actually worsened the economic plight of the peasantry. The emancipation was a failure in terms of the economic success. What is more, the provisions concerning land redistribution produced the peasant discontent that eventually helped the Russian Revolution to succeed, despite the later land reforms of Stolypin after the 1905 revolution. These plans involved allowing peasants to own their own land, removing the system in which peasants only farmed strips of land and allowing peasants to trade land freely. These proposals would have warranted more economic security for the peasantry if there wasnt a lack of enthusiasm to adopt them. Having enjoyed a sense of collective security at the time, the Bedniaks were unwilling to run the risk of setting up farms individually. For this reason, Stolypins reforms were fruitless. By and large, the same problems created after emancipation was still present in 1914. However, many historians have argued that if given more time Stolypin may have been able to implement them successfully. Overall, the main agricultural policies implemented to improve the economic success of the peasants at the time were aimed at trying to keep the Tsarist regime in power. This is why both the emancipation edict and Stolypins reforms failed. M. Lynch states that in a country as relatively backward as Russia, reforms would take even longer to be effective this refers to Stolypins gamble on the strong. This suggests that Stolypins reforms may have worked if given time, but the peasants were still in a backward agricultural economy and were averse to risk. This is the reason for the failure of both the emancipation and Stolypins reforms. Both policies failed to provide an incentive to the peasantry, to leave what they had and create a richer peasantry would reject any socialist ideals. Instead these policies were aimed at stabilising Tsardom. When the Communist regime seized power in 1917, the peasants encountered the same problems faced in the Tsarist regime. Peasants had not benefited during the Tsarist regime due to the fact that all policies were aimed at maintaining its hold on power. In doing so, some consideration had to be given to the peasants when these policies were implemented. In addition, the Communist regime was different to that of the Tsars; in that it did not depend on the support of the peasants and therefore any policies introduced for agriculture simply relied on the repression of peasants. All policies were aimed at industrialising Russia, and it did not matter if peasants suffered because of this. Any agricultural policy was simply to help feed the towns or to provide grain to export to pay for industrialization. The Communist regime implemented a policy of war communism during the civil war. The sole aim of this policy was to keep the Bolsheviks in power and to win the civil war. As a result, peasants were viewed as disposable. Even during the vast famine of 1922, the Government took all surplus agricultural produce given to the towns to help supply the army with food. The peasants stopped producing more than they needed for themselves. The result was famine aggravated by drought; no measures were taken to help them. In addition, Russia continued to export large amounts of grain to fund the war in spite of the substantial famine in Russia itself. This left many peasants in extremely poor economic positions, definitely in a worse position than during the Tsarist regime. In 1921, the New Economic Policy (NEP) was introduced. It was intended to rectify this position and stabilise the economy. As a result of the NEP, production revived quickly, industrial production reaching the pre-war level by 1926, and although more slowly, agricultural production grew. Moreover, peasants were even allowed to sell some surplus and pay tax; some peasants became rich such as the Kulaks as a result of the removal of state requisitioning. As a result, this policy restored some prosperity and improved the economic position of the peasants by encouraging new small businesses. Experts were brought in to increase production in nationalised industries (coal, iron, steel railways). However, although this policy was aimed at providing more grain to feed the towns, it did improve the economic position of the peasants by giving the people the chance to make money. However it is debateable as to whether it was only intended as a temporary measure to repair a severely damaged economy. There were problems that prevented the peasantry to benefit economically from the policy. The first problem was that the surplus grain produced by peasants couldnt be traded for industrial goods easily as industry did not grow as rapidly as agriculture had. This meant the peasants did not benefit as much as they could have with their increased supply of grain. Furthermore, the high turnover meant the value of grain plummeted between 1922 and 1923. To make matters worse, the lack of industrial goods available at the time meant industrial prices kept rising. The peasantry were forced to grow more grain than before in order to buy the goods they needed. The newly denationalized industry was producing again, but its costs were much higher than pre-war levels and thus the prices of manufactured goods were high. As the marketing of agricultural produce was resumed, the greater supply drove grain prices down. The terms of trade this moved against the countryside. Whereas the average peasant had formerly been able to get a shirt for thirty-odd pounds of rye or the equivalent, by 1923 he needed two hundred and fifty pounds. The result was the scissors crisis so called from a diagram Trotsky used in a speech, which showed the intersection of a falling rural price curve and a rising urban price curve. The curves intersected, said Trotsky in September 1922. The Lag factor undermined the new economic position of the peasants. Moreover, the introduction of higher taxation also further reduced the economic position of the peasants, meaning more of their grain was used to pay taxes rather than for trading. Overall, the economic potential of the NEP was cancelled out by several factors: high taxes, lack of trading opportunities. The economic position of the peasantry had seen some improvement with the abandonment of state requisitioning, but even this development was minor. The peasants were almost in the same economic position as they had been during war communism. The NEP was at least a feasible attempt to improve the state of agriculture, and did give peasants some economic freedom. But, this economic freedom was taken away from the peasantry under Stalin with his policy of collectivisation. This policy forced peasants to live on collective farms, with most the grain being produced being given to towns, over the peasants. This had a severely effect on the peasantry, who started hoarding grain as a reaction against the preferential treatment towards the towns. They refused to produce grain that would not be theirs and successful held the state for ransom. This only dragged the country into a deeper famine. NEP could have helped the peasants economically if it was run properly. This was not the case. Problems such as the machines not being available to cultivate the crops when needed meant more peasants had less grain for themselves. The grain that was produced was not split fairly and left many peasants with insufficient grain to feed their families. NEP also meant the recreation of class distinction, however the policy continued despite its shortcomings until . All the economic freedom achieved since the emancipation were stripped from the peasants, leaving them in a worse position than they were eighty years before. The final problem with collectivisation was Dekulakisation; the class of wealthier independent peasants. In smashing the Kulak class, the peasants were losing the most efficient farmers, thus reducing the amount of grain being produced by the peasants still further. The liquidation of the Kulak class left collectivised farms with the task of improving the peasants economic position. Something it was unable to achieve. Collectivisation undermined any economic freedoms that the peasants had gained. They now had no land, no freedom to trade, and in many cases, not even enough grain to feed their families. Entirely, due to the badly run collectivised farms and the destruction of the class enemy: the kulaks. Overall, agriculture was completely neglected throughout the Tsarist and Communist regimes. Agricultural policies were simply used to either keep the current government in power or to help achieve ideals the regime had, such as industrialisation. In many ways, both regimes were equally incompetent and negligent. Both were authoritarian and dictatorial and all policies passed on agriculture had a vested interest. However, during the Tsarist regime, at least some (albeit not all) peasants had their own land that they could live on. During the communist regime, many peasants were forced into poverty by the policies of war communism and collectivisation. At the end of 1950 peasants did not have their own land, and were working for little reward, as the productivity was worse than in 1917. If the evidence is weighed up on the scales: the peasants economic position stayed much on the same level as before emancipation. However paradoxically, they received more benefits economically by the Tsarist regime than the Communist regime. The Tsarist regime needed the peasants subside revolutionary sentiment and sustain power. Collectivisation under the communist regime destroyed all economic gains the peasants had achieved throughout both regimes. Why was NEP abandoned? http://www.marx2mao.org//Stalin/Index.html For similarities you could consider some of the following points: 1. the central control by the Tsars and by Stalin 2. the secret police under both regimes 3. terror 4. total control of the government over the economy 5. total control of the government over education 6. the adoration of the leaders by the people, giving them a godlike status 7. Both regimes relied on a large number of supporters in order to carry out the work of the leader. For differences, you might consider some of the following points: 1. different political doctrines 2. the way in which they achieved power 3. attempts by the two last Tsars to give the people some democracy was not matched by Stalin 4. the Tsarist regimes knew that they would have to move on if they were to keep people happy. Stalin was not interested in the peoples happiness. He just wanted the power. 5. Industrialisation 6. Class structure 7. Different types of people in power. Not just the Tsars and Stalin but all the other people that helped maintain the regimes. For each of the points you wish to write about you need to make your comparison and then support it with some factual evidence. . Some historians argue that Stolypin and his wager on the strong was the last chance the Tsar had to help Russia develop into a democratic society, and to keep his throne.

Reading Adornos Thoughts On Brave New World Philosophy Essay

Reading Adornos Thoughts On Brave New World Philosophy Essay Theodore W. Adorno, sociologist, philosopher and musicologist collected the most fundamental problems of the 20th century in his writings, which serve as a useful guide to understand and decipher not only the historical events of the last century, but modern literature as well. Adorno was a prominent member of the Frankfurt School, a school of Neo-Marxist interdisciplinary social theory. Other well-known thinkers of the age as Marx Horkheimer, Walter Benjamin, Herbert Marcuse and Jà ¼rgen Habermas were and are also widely read members of this group. Adornos collection of essays, Prisms, published in 1967, includes studies in contemporary German social thought, besides, it touches upon Huxleys Brave New World, works by Walter Benjamin, Proust and Kafka. Although his essay, Aldous Huxley and Utopia shows a strong sociological approach, I find that he highlights several aspects of the novel hidden or not fully fleshed for scholars of literature. The essay sets out from a diagnosis claiming a shock of the individual. The promise of the New Land (Americas) turns out to be a sugar-coated slogan, where opposingly one does not prevail but perish with some exaggeration. Immigrants no longer seek prosperity, but only wish to pull through. They have to adjust to the new system, where has arisen a civilization which absorbs all of life in its system, without allowing the unregimented mind even those loopholes which European laxness left open into the epoch of the great business concerns( Adorno, p97). The intellectual needs to eradicate himself to integrate into the new world of commercialism to survive. This realization results in panic, which according to Adorno, manifests itself in Huxleys novel. The act of dehumanization is obvious in Brave New World, but Adorno proceeds claiming that the individuals literally cease to exist. Men are no longer merely purchasers of the concerns mass-produced consumption goods but rather appear themselves to be the deindividualized products of the corporations absolute power (Adorno, p98). The Fordian world succeeds in the fusion of the self into the system itself. The satirical alteration of the motto of the French Revolution: Community, Identity, and Stability magnifies the fundamental principles of the system. Everyone is unconditionally subordinate to the functioning of the whole (Adorno, p99). One particularly shivering example of this is the recycling of the dead. Identity is a witty choice, since it implies two absolutely conflicting meanings. The first association can be the identity of an individual, referring to ones possession of a set of unique traits; meanwhile identity also signifies the state of being identical with the surround ings. The Fordian system has precisely done the latter by not only manipulating the psyche of the individuals, but pre-conditioning them biologically. Stability indicates the achieved harmony by the aforementioned; however, it also results in a lack of progress. It is unspoken still indicated that the ultimate goal of the system lies within itself, that is, merely to uphold the system. This coincides with Adornos observation as well, since he later states that the blame rests with the substitution of means for all ends( Adorno, p100). The lack of purpose is hidden behind the fancy celebration; the hollow cult of the devices. This is a result of the objectification of the modern era. Adorno explains in The Dialects of the Enlightenment that the Age of Enlightenment declared knowledge as the ultimate goal banishing God in order for man to reach a god-like, omniscient position. With the gained knowledge man subordinated his surroundings. Things are present or re-formed in the world to suit and serve humans. As a result of this desire, things are represented by their mere functions. They no longer possess an aura as Walter Benjamin put it in his essay The Work of Art in the Age of Mechanical Reproduction. In the capitalistic settings of the modern era, everything is looked at as a piece of merchandise. Civilians are defined by what they purchase. Huxley extends this line of thought, objectifying the individual itself into a product. Due to the several stages of conditioning, Adorno says that the Fordian people surrender to the system; abandon their desires, without even being aware of their sacrifice. This reveals the systems strike of genius. Adorno raises a lot of thought provoking questions concerning Huxleys utopia, but I wish to concentrate rather on his critical judgements regarding the shortcomings of the book. He claims that the orgy-porgy sessions, the prescribed short-term change of sexual partners give witness to the interchangeability of the individuals. Its highest moral principle, supposedly, is that everyone belongs to everyone, an absolute interchangeability that extinguishes man as an individual being, liquidates as mythology his claim to exist for his own sake, and defines him as existing merely for the sake of others and thus in Huxleys mind, worthless (Adorno, p104-105). I agree with his remark on people being created in order to serve others as one of the main reasons of the loss of identity. However, Adorno also argues that if the people are as exchangeable, then the totalitarian authority of the Fordian world has no stable grounding to gain support from. Domination may be defined as the disposition of one over others but not as the complete disposition all over all, which cannot be reconciled with the totalitarian order (Adorno, p105). I am rather certain Adorno was more acquainted with the philosophy of totalitarianism; nevertheless, I find the interchangeability of the people an efficient tool to control the masses. Although the civilians often have sexual intercourses, they lack any personal relationships as their simplistic and shallow dialogues also reflect. Still, the archaic desire of man, namely, to belong and to love is present in the Fordian people, only they are given the mystified concept of Ford and society, both designed to be incomp rehensible to love and serve. Their cramped insistence on the system is due to their conditioning, and the impossibility of belonging to anyone else. No wonder the Fordian system banished the concept of family to the realm of the uncivilized. Adorno is correct on the one hand that there is a disposition of all over all, but this will the civilians possess is ironically vague and meaningless since they dont get true joy out of personal intercourses. They are a herd of sheep waiting for the shepherds orders. With the abolition of the self, the Fordian Controllers achieved creating a mass wishing to actually belong to and melt into the greater being that is society. The Controllers do not have to manipulate the minds of the individuals but one unconscious mind of billions. Another one of Adornos curious instances is Huxleys use of rigid opposites. The erotic collision of Lenina and John is for some reason seen as the scene à ¡ faire by Adorno mirroring the clash between the two worlds. He regards Johns surrender to Leninas preconditioned charm to ease the tension between the world of the conventional and the natural. With John, who is associated with Shakespeare, evoking the values of the lost world Huxley had banished culture to barbarianism. Johns falling for Lenina does not symbolise conventions conquering nature, but Johns natural inability to overcome the new world. John is rather the already mentioned modern intellectual who realizes his possibilities and panics without reaching an alternative solution. Adorno, however, claims that the opposing extremes are in accordance with the utopian tradition. Huxley cannot understand the humane promise of civilization because he forgets that humanity includes reification as well as its oppositeà ¢Ã¢â€š ¬Ã‚ ¦subjective are realized, but only by being objectified. All the categories examined by the novel, family, parents, the individual and his property, are already products of reification (Adorno, p106). The objectification of such concepts is indisputable still they evoke personal experiences and derive from subjective perceptions. Such archaic notions possess a past of their own; they carry their own myths and how they evolved. What Huxley wishes to do is to highlight the fundamental human values represented by these concepts. Adorno criticises the depiction of the Savage as neurotic and states that the novel ceases to be a social criticism with the fall of John. Adorno rather enhances the importance of Bernard Marx. He claims Bernards organic inferiority and inevitable inferiority complexà ¢Ã¢â€š ¬Ã‚ ¦ [and] moral cowardice (Adorno, p106) to be his most dominant traits due to the Jewish pattern; however, he sees Bernards character as the voice of social critic. The rebellious behaviour of Bernard expires with the satisfaction of his sexual needs by the desired women. He abandons his opposing views when he ceases to be an outcast. Bernards character turns rather into the emblem of arrogance. The same happens when innocent leaders become intoxicated with power. The depiction of the Savage to say the least of it is imperfect. Still his reactions are in a cause and effect relation. His actions do result in a comical end due to his self-sacrifice was in vain. Another interesting point in Adornos essay is the objectification of happiness. In the Fordian world happiness derives from the satisfaction of peoples artificial needs. Adorno recalls a scene from the novel in which Lenina and the Savage watch a Fordian circumscribed movie. This episode shows the retarded perception of happiness. He [Huxley] believes that by demonstrating the worthlessness of subjective happiness according to the criteria of traditional culture he has shown that happiness as such is worthless. Its place is to be taken by ontology distilled from traditional religion and philosophy, according to which happiness and the objective good are irreconcilable (Adorno, p111) Considering subjective happiness, it can only exist when there is subjectivity, namely, individuals and their own personal desires. However, in the case of the Fordian world we cannot speak about true individuals, or subjective happiness. Therefore, what we encounter is broadly speaking objective happiness with its preconditioned uniformity however retarded it is. Although they achieve objective happiness it does not coincide with the objective good from the past ideologies. It rather draws a retarded good with it, that is, a constant satisfaction transforms into an animal status quo. The aforementioned film amplifies uselessness and pointlessness of this retarded happiness which is subjectively perfect though objectively meaningless. Adorno quotes what Mond answers to Johns accusation regarding the degradation of man. Mond claims that a set of postulates always have to be chosen, in order for a community to function. Huxley contrasts Johns conscious choice of suffering and Monds som aic problem solving technique. The reader is given two choices according to Adorno: the choice is between the barbarism of happiness and culture as the objectively higher condition that entails unhappiness (Adorno, p112). Adorno makes another thought provoking observation concerning the extreme ideology of individualism in the modern era as the counterpoint of totalitarian rule. He notes this ideology in Huxleys novel as an unreflective individualism asserts itself as though the horror which transfixes the novel were not itself the monstrous offspring of individualist society (Adorno, p115). In my research so far, no other author has stressed this aspect of the book. The Fordian system is so dehumanized that the reader does not linger on the thought of who has actually thought up this world of utter control. The Controllers seem only the executives of power as if the main authority lied elsewhere. The power of the system and this does not come as a surprise by now, lies within the system itself. The mystification of Fords person, the conditioned minds of the people and the fragmented knowledge scattered around the Alphas, Betas and Epsilons create a world of blurry water, in which the strong current o f the system keeps the particles in motion. There is a constant circulation without any individual development. This is the reason why Fordian people are never left in peace to meditate; they are conditioned to remain active, so their awakening of consciousness is prohibited in more than one way. But let us return to Adornos line of thought, For Huxley, in the authentic bourgeois spirit, the individual is both everything because once upon a time he was the basis of a system of property rights and nothing, because, as a mere property owner, he is replaceable (Adorno, p115). Once again, Adorno draws a strong parallel between the capitalistic world of commerce and the social world, due to which the individuals and their relations to the outside world are dramatically transformed. Adorno finds the vanity aspect of the book, on one hand appropriate, but on the other, a bit too reactionary. He claims this approach to root from the impotence of presumption (Adorno, p116). Futility does dominate Huxleys novels regarding all characters. Bernard is paralysed by his own inferiority, and criticises the system until he is no longer an outcast. But at the moment of recognition from his cast, he willingly gives up his views, since all his conditioned desires are met to. Johns character dissolves into a meaningless figure, since his actions lack any result. Even Mustapha Mond, a superior figure compared to the two above mentioned symbolizes vanity. His private collection of books and all the knowledge he had gained from them have little importance. He has made the sacrifice of banning his own interests for the sake of humanity (according to the Fords dictionary). Although he values them fascinating, he holds them to be a memorial of the old civilization. Adorno most strongly criticizes Huxley for giving humanity simply two alternatives. Humanity must not only choose between totalitarian world state and extreme individualism (Adorno, p107). In excuse of Huxley, the author himself stated in Brave New World Revisited that he repented proposing only two alternatives in his novel. Maybe this book simply serves as a mirror to the sinister transformations of the modern age, although I doubt it has no other thought provoking ideas. Still Adorno is right, although his own essay lacks any momentum of this sort. What would be a possible solution to tear ourselves out of these tendencies, have remained unsaid by both authors. In Adornos essay, scholars can benefit from his ideas concerning the death of the individual; the interchangeability of subjects; Huxleys rigid opposites; objectification of self and happiness; individualism taken to extremes; vanity and reduced alternatives. Some may find my interpretation of his ideas too simplistic, but my aim was to transpose his ideas into the interpretation of Brave New World as a piece of literary work. My objections concerning a few of his observations are game-like, in order for other readers to feel free to take the field against famous scholars. But with all my respect, I find Adornos writings brilliant, well argued texts, which should be quoted a lot more often in literature studies.

Overview Of Motivation And Its Theories Business Essay

Overview Of Motivation And Its Theories Business Essay Motivation has been a complex concept to define, because there are many theoretical approach towards the nature of human beings and about what can be known about people (Pinder 1998, p. 11). There are different perceptions and definitions of motivation. Sims (2002, p.55), defined motivation as the satisfying of the inner needs through actions and behaviours. According to him, motivation includes various mental and physical drives, combined with the proper environment that guides people to act in a certain way. According to Robbins and Coulter (1998), motivation may be defined as the willingness to put forward high levels of effort toward need. From this theory, Mullins (1996) has come up with the definition where he assumes that every person is unique and this uniqueness is demonstrated in one way or another via the various theories which influence workers control and behaviours towards a particular goal. He also identifies two factors about what gets people activated (arousal) and secondly, and what drives people to engage in the desires behaviour or choice of behaviour. The set of processes that arouse, direct, and maintain human behaviour towards attaining some goal. (Greenberg Barron, 2003, p. 190) On the other hand, Rabey (2000) defined motivation as a reciprocal process. We will give you something you want if you give us something we want. From the above definitions, it can be observed that every author has defined motivation from different viewpoint but they all have tried conveying the same message, that is, the individuals drive to do something at a particular time. Halepota (2005, p. 16) defines motivation as a persons active participation and commitment to achieve the prescribed results. From this theory, there is no single strategy that can generate guaranteed positive results all the time, since different strategies produce different outcomes at different times. It can be concluded from the above definitions that, motivation in general, is more or less mainly concerned with the different aspects that moves, leads, and drives human action or inaction over a given period of time. In other words, there is an invisible force that drives people to do something in return. Evolution of Motivation Theories The theories about employee motivation have greatly varied over the past century, from scientific management through the human relations movement, to the human resource approach. Scientific management: According to the scientific management theory workers see work as a pain and money is their main concern. Thus, it assumes that people will work hard and behave sensibly to gain their own personal objectives, that is, to maximise their own income first, rather than putting their effort towards the organisational objectives as priority. Human relations movement: According to this school of thought, managers should take into consideration the social aspect in the working environment because employees value social belongingness much more than money. Bendix (1956, p. 294), summarised this revolution by taking into consideration that failure to treat workers as human beings is regarded as the main cause of low morale, lack of interest and confusion. Thus, the Human relations model to this problem has come up with creating opportunities for teamwork and nurturing closer relations between management and employees. Human resource approach: This approach assumes that the Human Resource department plays an important role in the implementation of different types of rewards system in an organisation inorder to maintain the employee and organisation morale. According to Steer et al. (1996), the human resource model, human beings are motivated by a set of complex factors, including, money, need for affiliation, need for achievement, and desire for meaningful work. Therefore, it is the managements responsibility to learn how to tap such resources as employees are the reservoirs of potential talent. Scientific Management As per the Scientific Management theory (1911) which was proposed by Gilbreth and Taylor, the relationship between worker and the management is based on the low trust. However, he believed that higher salaries may contribute to cooperation between them. However this form of management is no longer as scientific as Taylor first suggested. Today workers are considered much more as humans than as commodities, as new management approaches focus on the human side of employment relations. Mayo and Hawthorne Studies According to the Mayo and the Hawthorne studies (1927-1932), human relations approach to management has become the main focus of managers (Bedeian, 1993). It was concluded that employees exert greater effort at work when they were not bossed by or being closely supervised by anyone. As such workers developed an increased sense of responsibility by themselves rather than expecting management imposing their set of discipline on workers. Moreover, interpersonal relationships and informal work groups greatly influence output, in the sense that workers felt themselves to be contributing freely and without force. Mayos conclusions were that money was a less influential factor and that group influences extensively affect individual behaviour towards output. In addition to this, workers were better motivated when they were having their social needs met at work (Robbins, 1998). Theory X and Theory Y Douglas McGregor (1960) had further contributed to the study of work motivation with his opposing motivational theories as Theory X and Theory Y. According to the theory X (McGregor 1989, p. 315), it is the management responsibility to set elements of rewards in order to motivate people and modifying their behaviours to fit the needs of the organisation. Thus, without the interference of management people would be be passive-even resistant- to organisational needs. Thus, workers must be persuaded, rewarded, punished, and their activities should be controlled. Conversely, the Maslows Hierarchy of needs emphasises towards the fulfilment of workers needs. Such an example is that Theory X may use a salary cut to motivate employees rather an increase in the salary. On the other hand, Theory Y postulates that people like to work; they are self-directed and they do not have to be threatened to work and they seek more responsibilities. In the framework of Maslows theory, Theory Y presume that , it is the social, esteem, and self-actualisation needs which are the driving forces that motivate employees. Given that traditional Theory X orientation is far more negativistic, Theory Y is rather widely used and accepted nowadays. Hackman and Oldham Hackman and Oldman (1980) put forward their Job Characteristics Theory as a three-stage model, in which a set of core job characteristics impact a number of critical psychological states, which can motivate the workers. The worker must have knowledge of the ultimate results of their work, experience responsibility for the work results and consider the work as important, as something which is generally valuable. As such the job itself must be designed accordingly to promote all the three psychological states. (Hackman and Oldham, 1980, p.81) suggested that the work should include five characteristics skill variety, task identity, task significance, autonomy and feedback, as shown in Figure, where the presence of certain job attribute motivates workers. Figure. The job characteristics model Source: web.njit.edu/~rotter/courses/hrm301/lecturenotes/hrm301-11. The job characteristic model identifies that adding certain elements to the jobs may alter peoples psychological state in a manner that boosts their work effectiveness (Greenberg and Barron, 2000). Thus, there is the need to redesign jobs through job enlargement, by increasing the number and variety of activities performed, while at the same time, redesign the jobs by increasing the employees level of responsibility and control. What can be deduced till now is that, the first theories of motivation have focused on the financial aspect as being the motivator. On the other hand, more recent theories such as Hackman and Oldmans Job Characteristics Model, has laid more emphasis on the content of work as a motivator. Content Theories of Motivation In this section, there are four prominent content theories of work motivation which will be analysed. The first two theories Maslows hierarchy of needs and Alderfers existence-relatedness-growth (ERG). Abraham Maslow is a humanistic psychologist that developed a theory of personality, which is valuable in the field of employee motivation. Then, there is the Herzbergs motivation-hygiene and Mc Clellands needs theory. Maslows Need Hierarchy Theory Maslows (1954) theory of motivation is one of the most well-known motivation theories called the Hierarchy of Needs (fig..). Robins and Coulter (1998) mentioned that Maslow envisages the workers needs in relation to a pyramid whereby people progress up the hierarchy as they successively gratify each level of need. The five basic kinds of needs are: psychological needs, safety needs, social needs, esteem needs, and self-actualisation needs. Thus, it is understood from this theory that managers must attempt to identify individual employee needs and promote satisfaction. If they do so, employees will progress toward self-actualization, permitting the organisation to be all that it can be (Sims 2002). Marchington Wilkinson (1995) argued that money act as a motivating factor for those at the lower level of the hierarchy, since these workers are low income earners. On the other hand, those already earning a higher income and have been able to satisfy their lower level needs can therefore proceed to the high order needs. However, this theory has been criticised for being vague and without ability to predict human behaviour. It also views individual needs as stagnant rather than dynamic. An example is, needs can change unexpectedly when subject to undesirable factors such as the effect of job loss on aesthetic needs. Figure.Applying Maslows Hierarchy on Needs Source: http://www.wiziq.com/tutorial/122744-Organization-Management-models-and-diagrams-for-presentations Alderfers Existence-Relatedness-Growth Theory (ERG) This theory of needs for existence, relatedness and growth by Alderfer (1972) is much simpler than the Maslows approach. According to Greenberg and Baron (2003, p.192), the five needs identified by Maslow corresponds with the three needs of Alderfers ERG theory. Alderfer specifies that there exist three main needs but these needs are not necessarily activated in any specific order. In fact, Alderfer claims that any need may be activated at any time (Greenberg and Baron, 2000).However, this theory has a frustration regression element which suggest that if a higher order need is frustrated, an individual will increase his level of desire for a lower level need. Such an example is, an individual is unable to meet the growth need, perhaps due to a restrictive work environment, thus, his desire for rewards such as money is likely to increase. Therefore the above two need theories, namely Maslows need hierarchy and Alderfers ERG theory, do not agree completely. However, they do agree that satisfying human needs is a vital part in motivating employees. Need Theories: A comparison Source: e-learning.mfu.ac.th/mflu/1203141/chapter7.html Herzberg Motivation Hygiene Theory Frederick Herzberg (1923) had close links with Maslow and believed in a two- factor theory of motivation. He identified hygiene factors which do not motivate but cause dissatisfaction in the employee and the other one are called the motivators which lead to satisfaction, comparable to Maslows higher needs (Jones and Jordan, 1982). Hygiene factors are all extrinsic factors found in the external environment, while motivators are all intrinsic factors which the employees attribute to themselves and to a certain extent, these factors correlate to Maslows esteem needs. According to Mc Kenna (1996), hygiene factors vary from motivators in the sense that a lack of adequate job hygiene will cause dissatisfaction. Therefore, it is important to ensure that the hygiene factors are correct, and the manager should manipulate the motivators by attending to job-content issues, like job enrichment (Johnson and Gill, 1993). Job enrichment entails redesigning jobs to make them more exciting and challe nging by allowing requirements to be made for increased responsibility and creativity. According to Adair (1990), the phrase job satisfaction arose from the work of Herzberg. In identifying a set of motivational factors, Herzberg made a distinction between long-term and temporary motivation levels. The motivators are long-term satisfaction and they are essential to intrinsic motivation (Deci and Ryan, 1985), which are also very similar to the Maslows esteem needs. On the other hand, the hygiene factors contribute to more life dissatisfaction and money cannot buy happiness (Kasser, 2002). They found that the lowest ranked motivator was an increase in salary because money do fulfil the requirement of the hygiene factor, but overtime are poor motivators. Since the hygiene issues are not the source of satisfaction, these issues must be in order to create a conducive atmosphere in which employee satisfaction and motivation are possible. However most practical studies with distinction made by Herzberg, show that salary, recognition and responsibility, for instance, have been seen both as motivators and hygiene factors (Maidani, 1991). Mc Clleland Theory of Needs David Mc Clelland proposed the three-needs theory: affiliation, power, and achievement, which serve as motivators in organisations (Robbins Stuart-Kotze, 1990). The first need is the need for affiliation which is same as to the Maslows social needs. This need gives rise to the desire of friendship; prefer to keep good relationship instead of competitive environment (Robbins and Coulter, 1998). As such, individual with a strong need for affiliation is likely to take up jobs which is characterised by a desire to belong to a particular group, or a concern about interpersonal relationships at work, such as counselling, customer service, and public relation. The second need proposed is the need for power. The need for power is indicated by a persons desire to control and the ability to influence people and their actions. As such, Mc Clleland and Burnham (1976) find that the acquiring and maintaining of power is an essential motivating process in organisations. The third need is the need for achievement, which refers to the individuals desire to success and obtain excellent results. People are highly motivated by challenge and competitive work situation (Stoner, et al. 1995). In view of the last two needs of Mc Cllelands theory, the Maslows influence can be seen as it is similar to the Maslows esteem needs, with power and recognised achievement come self-confidence and prestige. However to study the need for achievement, Herzberg and Atkinson developed the Thematic Apperception Test which determines the individuals score for each of the needs of achievement, affiliation and power. For the high achievers, money is looked upon as a symbol of achievement rather than an intrinsic motivating factor. In this theory, people with a high need for achievement are eager to obtain feedback on their performance and exhibit moderate levels of risk taking (Wood 1992). Financial rewards are not the key motivator and money is a form of feedback and recognition to them. Conclusion of the need theories Table . shows the relationships among Maslows, Alderfers, and Herzbergs theories of motivation. Table Conclusion of Need-Based Approaches Source: http://e-learning.mfu.ac.th/mflu/1203141/chapter7.html. Despite the obvious differences between need theories discussed, there are several points at which the theories intersect. On the other hand, the need-based theories share an innate weakness. They do an adequate job of describing the factors that motivate behaviour, but they tell us very little about the actual processes of motivation (Moorhead Griffin, 1995) Process Theories of Motivation Process theories attempt to identify the relationships between variables which give rise to motivation. According to Mullins (1996), process theories provide a further contribution to our understanding of motivation. They focus on why people choose to behave in a certain manner in order to fulfil their needs and also how they evaluate their satisfaction level after they have attained their goals. Expectancy Theory The expectancy theory was developed by Victor Vroom in 1964 and it has been further developed by Lyman Porter and Edward Lawler in the 1968, where it is believed that there is a direct correlation between performance and outcome and the reward for that outcome is defined. Therefore, this theory is concerned with the internal processes that an individual undergoes in order to decide whether he/she wants to put in additional efforts towards a specific goal (Robbins Stuart-Kotze, 1990; Stueart Moran, 1993; Server Wescott, 1983). Vroom suggests that there should be a link between effort and performance for an individual to be motivated (Droar, 2006, p.  2). According to Vroom, the three factors that should be considered when determining the effort put forth by an individual are: valence, instrumentality, and expectancy (Holdford and Lovelace-Elmore, 2001). The first variable valence, refers to the desire that an individual has to achieve a goal or to fulfill a need. The second one is instrumentality, whereby there is the belief that performance is related to rewards such as bonuses, piece-rate incentive system or sales commission plans. As such, the merit system, which is referred as the pay-for-performance may be carefully implemented. The third element, expectancy refers to the belief that an individual has about the relationship between effort and performance. According to Armstrong Murlis (1994), this theory is the most relevant one to reward practice. However, this theory also recognises that people are motivated by other different things (Robbins Stuart-Kotze, 1990). Therefore, it can be seen that there is no one theory which can explain everyones motivation. According to Marchington Wilkinson (1998), what motivates people depends on their perception of the attractiveness of the goal and its attainability. Figure provides an overview of the Expectancy Theory. Expectancy Theory: An overview Source: http://www.nwlink.com/~donclark/leader/leadhb_2.html#Vroom Equity Theory The Equity theory was developed in 1963 by John Stacy Adams and states that people will be motivated if people are treated fairly and equitably, and they would be demotivated if they are treated unfairly and inequitably. Employees evaluate their own input/output ratios based on their comparison with the input/outcome ratios of other employees (Carrell and Dittrich, 1978). That is, they will compare the ratio of what they put in (e.g. experience and effort) and what they get out of the job (e.g. salary and promotion) with what others are getting in a similar job. If an employee notices that another person is getting more recognition and rewards for their contributions, even when both have done the same amount and quality of work, then dissatisfaction will occur. As such, the employees will behave in ways to enforce equity (Cheung, 1997). Therefore employees will seek to reduce it, either by increasing performance to output when the perception is that of being over-rewarded or decreasi ng performance when they feel they are being under-rewarded or even leave the organization (Carrell and Dittrich, 1978). In light of the equity theory, it can be said that employees should be rewarded based on their performance and hard work, rather than on their seniority, for example. For instance, instead of receiving a bonus at the end of the year, the increase in salary should rather be based upon the employees performance so that employees may feel they are being treated equitably. As such, it is believed that employees contributing more to the organisation , should receive higher rewards. This belief is called the equity norm. Employees are the passive observers and they are aware of what is happening at their workplace. If they feel they are being exploited or treated unfairly, they might take the initiative to go on a strike or retaliate in other ways. On the other hand, when employees are being paid more than what they deserve, and they are actually receiving this higher pay, they tend to lower their work level to normal (Greenberg and Barron, 2000). Goal Theory The Goal theory or the goal-setting theory was initially developed by Latham and Locke (Locke Latham, 1990, 2002). According to Goldstein (1993), goal provides a sense of direction and purpose. Goal setting is simply defined as a specific outcome that an individual is striving to achieve (Alderman, 1999). Seijts et al. (2004), found that people with a specific high learning goal is effective in increasing a persons performance. That is, the more difficult the goal, the higher the level of performance expected. Feedback also help to identify the difference between what an individual has done and what they want to do and thus guide them as to how well they are moving ahead towards their goals. Also, according to Moorhead and Griffin (1995), when employees are given the opportunity to participate in setting their own goal, their efforts in achieving them will be greater when compared to the goals being assigned to them. Therefore the control tend to restrain motivation, while the individuals involvement in their own goal-setting task, creates a more productive environment (Kennish, 1994). In general, Locke and Lathams model of goal setting has been supported by several studies which suggests, it is a valuable approach concerning how the goal-setting process works. Reinforcement Theory Reinforcement theory was proposed by BF Skinner (1975), whereby he states that individuals behaviour is a function of its consequences. This theory emphasises on re-designing the external environment should be made suitable to the individuals and that punishment will actually lead to frustration and de-motivation. This approach explains the role of rewards in greater detail as they cause the behaviour to change or remain the same. Positive reinforcement refers to rewarding a desirable behaviour as this may increase the probability of outstanding behaviour occurring again. Praise and recognition are appropriate examples of positive reinforcement. Negative reinforcement is another way to influence behaviour, but the aim is to prevent an a negative action from being repeated in the future. Such an example may be negative feedback or reprimands. According to Skinner, a third way to influence behaviour is punishment, which decreases the probability of the behaviour from being repeated. Punishment is something unpleasant that an individual tend to avoid, and as a result, employees would be motivated to behave in the right behaviour. The last method of behaviour modification is lack of reinforcement. The idea behind this concept is that, if behaviour is not reinforced, it will decrease and soon be forgotten by the individual (Stueart Moran, 1993). Section 2 Performance Management Introduction According to Gilley and Maycunich (2000), performance management helps organisations maintain and improve performance, encourage greater consistency in performance appraisal and provide high quality feedback. Motivational approaches tend to boost up the workforce in order to attain the likely job performance. (Byham and Moyer, 2005). Referring to above theories which has been discussed above, it can be assumed that some theories do consider ways to increase motivation aiming at improving employees performance which will contribute to organisational goals. A motivated team and hard-working employees is essential to the success of the company. This is because performance will certainly suffer if workers lack motivation, resulting in poor productivity. Furthermore, job satisfaction has an important role in the improved performance of an employee. In other words, high employee job satisfaction implies improved performance of the organisation. Thus, this statement signifies that improvement may be achieved by providing people rewards and the chance to perform (Armstrong, 2003, p. 240). However, according to some experts, people consider work as a less significant aspect due to the fact that the new generation of the highly educated workforce want more prospect for development, autonomy, flexibility and work experiences (Hammett, 1984).They want to contribute fully in the work environment and respond unfavourably to rigid hierarchies. Thus, performance management is declared to be part of human resource management which can make the utmost impact on organisational performance (Philpott Sheppard, 1992). Creating and sustaining a high performance organisation Organisations go into business to create long term performance and values. According to Keith Owen et al. (2001), the ability of an organisation to maintain the delivery of quality products and services is essential to its long-term success. And this ability is a learnable organisational competence. From Performance appraisal to Performance management Performance appraisal and reward systems are based on the supposition that employees performance and motivation can be enhanced by establishing a clear link between efforts and reward through formalised and particular individual targets (Latham et al. 2005). As companies move towards the complex business environment, they will have to develop approaches to tackle various threats, challenges, internal and external problems and explore new opportunities simultaneously. Thus, these companies have to invest in the most vital element the performers. On the other hand, Sims (2002), has relate both performance management and the performance appraisal systems through the HRM systems. According to Sims (2002), performance appraisal is a process by which an employees contribution to the company during a particular period of time is evaluated. Performance appraisal acts both as an evaluation and a development tool. Moreover, it is a legal document which contain , both positive actions as well as deficiency and plans for the future development. However, the main disadvantage of performance appraisal system is that there is no mutually agreed goal since job description and performance appraisal does not correlate, arising the issue of unclear evaluation criterion (Grote and Grote, 2002). As such employees are reluctant to support this system because it fails to consider the human touch and employees job expectation diminishes. The organisations culture and empowerment Nowadays organisational culture has become popular compared to earlier times due to increased competition, globalisation and diversified workforce (Schein, 1992).According to Sammuto and OConnor (1992), culture is a vital factor which contributes to the success or failure of an organisation. Organisational culture is the sharing of values, thoughts and experiences with others Cummings and Worley (2001). As such, the shared culture encourages a certain level of stability among the members of the organisation. Organisational culture basically include the values, beliefs and ideas on what the organisation is all about, how its workforce should behave and how it defines itself in relation to its external environment. On the other hand, Leach, Wall and Jackson (2003) defined empowerment as a motivational state which comprises of having a personal choice over work behaviours and processes. Empowering employees may develop feelings that may help increase work motivation. Thus, workers may develop a can do attitude that reflects a feeling of confidence within themselves (Geller, 2001). However, empowerment is often misinterpreted and feared by traditional managers, because they may lose control and respect by sharing their power and authority (Kahnweiler, 1991). Pay and Motivation Pay is an important factor which encourages motivation, as individuals utilise it to satisfy their needs and wants. It also acts as a recompense for employees diligence and commitment. According to Cooke (1999) and Fisher (2005), money is the key motivator for employees. This statement concurs with that of Crystal (1970) who further asserted that money can be a motivating factor, but little money may have no effect. The use of monetary or other financial incentives in the classic work performance paradigm is based on the reinforcement theory. Performance-based pay is a compensation paid which varies with the individual, team or organisational performance, such as the merit pay, team incentives and profit sharing (Milkovich Newman, 2002). However, studies have shown that pay does not seem to boost productivity levels in the long term and money does not improve performance (Whitley, 2002).Instead, this can deteriorate employees attitude in which they work merely in the interest of high pay. Therefore, it can be said that pay is not the only main reinforcement as other non-financial factors such as rewards, social recognition and performance feedbacks are also found to be positive motivational factors (Smith Rupp, 2003). The job itself and motivation According to Redmond (2010), a well designed job is one which is appealing to the person performing the task, that is, it should be interesting, motivating and meaningful. Well designed task will obviously lead to a higher employee satisfaction which encourages the workforce to be more productive and help to meet business goals (Schermerhorn et al, 2005). Conversely, poorly designed jobs that lack adequate attention to the needs of the workers are known as the arbitrary groupings of activities (Campion Thayer, 1987, p. 78). Thus, in order to motivate employees, it is important to implement a flexible task system to provide job satisfaction (Redmond, 2010, p.2). Nevertheless, there are two major theories which have considered this approach to motivation. Firstly, the Herzberg theory, which has addressed to the design of individual jobs as a two-factor theory, on the basis that motivation, arises from the nature of the job itself, and not from the job situation or external rewards (Garg Rastogi, 2006). Secondly, Hackman and Oldman (1976) come up with the job characteristics model, which main focus was on the content and nature of jobs. Training and motivation Losyk (1997) considers training as a key motivator. Training is a way to learn new skill and behaviour and employees look upon training as a strong element of their career development as it makes them more marketable (Niemiec, 2000). The expectancy theory presents a framework for assessing, interpreting and evaluating employees behaviour in learning, decision-making, formation and motivation (Chen Lou, 2002). According to McCloy Wise (2002), learning is a vital factor which helps in contributing to both individuals and organisational performance.

Chronicle Of A Death Foretold :: essays research papers

It was rainy on the day of Santiago Nasar’s murder, and yet by the account of others, it was not. His death is so mingled with illusory images that everything seems mystified: much like death itself. The fact that the story is about how a death consumes the lives of the entire town as well as the victim, shows that it is concerned with death in life and asks us to evaluate our own views. Not only is the story concerned with death in life on the literary level, but the people of the town feel obliged to honor and offer gifts to a bishop that doesn’t even like the town. It is perhaps because they fear if they do not keep their faith, they are putting in jeopardy their fate after death; this is the primary concern of all religions, life after death and fear of the unknown. "For years we couldn’t talk about anything else. . .and it was obvious that we weren’t doing it from an urge to clear up mysteries but because none of us could go on living without an exact knowledge of the place and the mission assigned to us by fate"(113). "‘All right, girl,’ he said to her, trembling with rage, ‘tell us who it was’. . .’Santiago Nasar,’ she said"(53). Whether or not Santiago Nasar was the reason behind Angela Vicario’s lost honor, his death shapes and defines her life afterwards. Many in the town describe her as being a woman half in mourning and the narrator is amazed at how she ends up understanding her own life despite how much she was made to die in life(101). Chronicle of a Death Fortold makes us look at life and death and face uncertainty about our future. Because it questions death and our belief in religion, it depreciates, in a sense, our

Symbols and Symbolism in F. Scott Fitzgerald’s The Great Gatsby :: Great Gatsby Essays

Symbolism in The Great Gatsby F. Scott Fitzgerald tried to accent the point that money does not breed happiness. Money causes people to become envious, greedy, and jealous. It compels people to show a persona of arrogance and creates a haze of fog in the air of the world around them. They begin to become oblivious of the outside world and think of themselves as a higher being. This causes lack of acceptance for their responsibilities. I thing the author was also trying to show us that sometimes one can hold on to a dream for so long, and try so hard to achieve it that it can leave you in misery instead of happiness. Creating the reverse of it's intent. F. Scott uses a color scheme to show many emotions of characters in this story. The ultimate factor for almost every action within the story is money, the color green. This color shows the envy, greed, and jealousy that make up this story. Green is not only the color of money and the color most notably associated with greed, but it is also the color of the light on Daisy's dock. The same dock light that Gatsby spent so many nights gazing at. This is no coincidence, F.S.F. wanted to express to his readers the symbolism behind the color. Gatsby envied Tom because he knew that Daisy needed a wealthy man to take care of her. And as he was building his wealth, Gatsby would look over the lake toward that green light with envy and await the day he would be good enough for Daisy. The use of white, in reference to Daisy's wardrobe, symbolizes her laziness and uselessness within the story. She is completely devoid of any knowledge of the outside world, always lost in pointless thought. Something that I found quite apparent was her obviously shallow, money grubbing motives. For example, when she is taken into Gatsby's home for a tour, she is shown Gatsby's beautiful imported shirts. Daisy begins to cry, saying that these shirts are so beautiful. But what she is really expressing is her envy and jealousy of Gatsby's new riches and all of his elaborate material possessions. One form of symbolism that I found very interesting was Scott's use of the billboard ad containing the huge eyes of one Dr.

Communication Is A Two Way Flow Essay

Communication is a two way flow of conversation where something is achieved e.g information effective communication is important in health and social care because through communication which is listening and talking you can make a better relationship with client. effective communication can make you understand your client emotions and feelings for example if a nurse is having a conversion with a patient and the nurse seem friendly , have positive body languages and interacting well, the patient is likely to open up to the nurse and discuss any worry that he/she is facing, which lead to better relationship. when communicating you need to show that you’re interested in what the person is saying, the more you look interested the more the person is going to trust and open up you. In health and social care you communicate with patient, colleague and other professionals for example if you were a doctor and you want to refer a patient to a surgeon, you would have to talk to the surge on to sort the patient operation. Conjunction with colleague us important because if you have a good relationship colleagues it would make the work a better place and make patients feel comfortable because they can sense if staffs are getting along. There are different types of communication informal and formal. informal: this is used between family and friends. Different social groups use different informal language to communicate so it might be hard for other people to understand. formal: this is used in health and social care for example if you went to a service they would say ‘good morning, how IIvan I help’ thus us to show that they respect you. multi agency working. Working with other professional for example GP ,hospital service require formal communication. non verbal communication is communicating without speaking, like facial expressions, sign language, gestures, eye contact, posture and tone of voice, this kind of communication can sometimes speak louder than words. Written communication, This is central to the work of any person providing a service in a health and social care environment when keeping records and in writing reports. Different types of communication need different styles of writing but all require literacy skills. A more formal style of writing is needed when recording information about a patient. It would be unacceptable to use text message abbreviations, such as ‘l8er’. Effective communication, including active listening, can be hard work. People  who work in health or social care environments tend to enjoy learning about other people and their lives. Things can go wrong, however, if: †¢ the context is wrong, e.g. the surroundings are unsuitable due to lack of privacy †¢ the service provider and service user are mismatched. Sometimes communication breaks down because of factors such as age, education level, gender and ethnic background †¢ a person withholds information because they fear being judged, for example, they have taken illegal drugs †¢ a person fears that confidentiality will be broken, even though this should never happen, for example, about their sexual orientation †¢ the service user thinks that the advice given is too vague and has not asked for clarification †¢ the subject matter is embarrassing, such as talking about sex or intimate body parts †¢ a person fears they are going to hear bad news so avoids going to a service provider until it is too late to help. If health and social care workers do not develop good communication skills, the effectiveness of their work will be reduced and things can go wrong. This will not help service users to feel good about themselves and can lead to worse consequences. Remember, it is important to overcome problems such as those listed above, communicate effectively, including checking understanding, so that you get the best out of your interactions with colleagues and service users. Formal or Informal Group conversations are more formal, clear and straight forward, eye contact, listening to everyone, pronociation Informal is less formal, don’t have to speak loudly, back and forward talking, more personal Argyle’s theory of the communication cycle centre’s on six core concepts, or, a cycle. The cycle is as follows: 1. An idea occurs. For example, let us say that our idea is wanting to buy a  car. 2. Message coded. This would be us putting our desire of a car into whatever medium we wish to communicate with. This may be a language, pictures, writing, or any other medium you can think of. 3. Message sent. Here we have communicated our desire for wanting a car. 4. Message received. The person or perhaps target audience we wish to notify of our desire to have a car [perhaps a parental figure] has received our message. 5. Message decoded. They now must take what we have said and attempt to decode it. Now, â€Å"I want a car† is pretty straightforward, but remember, not everyone is as transparent as this, and this is the step where communication breakdown may occur as they may decode our message incorrectly. 6. Message understood. Hopefully the last step was effective and they understand what you were trying to communicate. Now the cycle can begin anew. Burnard and Morrison According to the Philip Burnard and Paul Morrison (1997), A lot of communication in care work involves building a relationship with the service user. This involves giving them emotional support which builds trust. They also argued that communication without caring for the person in some way would not be able to work. Service users that go through emotional issues i.e. A teenager being sexual abused by a youth worker, is often at first a difficult and sensitive issue to talk about has a social worker for example. Any difficult and sensitive issues should focus on the emotional needs of the service user rather than giving out advice and information that is not needed since it is not needed since the service user is already likely to be overwhelmed with grief. In health and social care setting, Professionals should always try be supportive within difficult situations since this will help would towards making effective communication start between the  professional and the service user. Tuckman The environment can affect how well a communication goes, if the environment is a distraction it can cause a conversation to not flow very well, however the environment could help create a cincerarion.

“Coming Back” by David Hill and “Tully” by Paullina Simons

‘Teenagers don’t always know all the answers. Texts can offer important lessons, which may assist responders in reflecting their own values’.Ignorant, unknowledgeable nature of youth exists as a naturalistic quality amongst teenagers; characters within the texts ‘Coming Back’ by David Hill and ‘Tully’ by Paullina Simons further endorse this characteristic. The themes of guilt and recovery as well as Pain and friendship provide insight into fundamental lessons that attest the responder’s values.A central concern addressed in ‘Coming back’ by David Hill is the primary battle existent within Ryan, which is endorsed in a series of actions that Hill associates with guilt. Both Ryan and Tara are heavily affected by the results of a tragic, traffic accident that hospitalized Tara Gower due to the negligence and recklessness of Ryan and his peers.Ryan foreshadows the car accident; repetition, short sentences and colloquial lan guage- â€Å"If only. Two little words with one massive bloody meaning. If only† emphasizing Ryan’s guilt and regret in conjunction with the accident. Direct language, low modality, negative connotations- â€Å"I had to punish myself. Hurt myself.† Forceful, objective tone and repetition in Ryan’s speech reiterate his guilt, as self- harmful thoughts began to justify his physical actions and behavior. Self -harm is a common result of pain amongst youth, which is demonstrated through the insightful texts of both ‘Coming Back’ and ‘Tully†, evidently guidance is often essential for teenagers during adolescents.Unknowing nature can result in fear, hence freezing recovery processes. Tara Gower’s recovery was often simultaneously affected by her fears and fears of the unknown. The enormity of Tara’s recovery is continuously illustrated throughout the text; demonstrated by the use of formal jargon- â€Å"An impact severe e nough to cause brain injury may also cause damage to other organs resulting in contusions of the heart† reflecting the serious notions of Tara’s condition, whilst providing facts and extenuating the trauma of the car accident.Medical context also reflects Ryan’s fears, providing dense, factual realizations that he unfortunately caused. Imagery, personification, metaphorical language-â€Å"I was too tired to fight it. All around me the river kept eating away.† Demonstrating Tara’s dream like state and reflecting her  fears of fading away. Initially Tara’s language is figurative and short, however her language develops over time. First person, imagery, positive connotations, high modality- â€Å"I felt myself swallowing. Orange Juice. A chocolate milkshake-my favorite!† indicating she was able to distinguish taste, but not able to feed herself during this point of recovery. Some of the most tragic issues are best conveyed in the depth of a novel, as they provide insight into fundamental lessons that attest the responder’s values.Pain is an explicit theme present in the text ‘Tully’ by Paullina Simons; how Tully copes with pain is a fundamental aspect of this text. The full horrors of Tully’s childhood are slowly unveiled; although the narrative begins when she is 17, flashbacks and accounts of her torn experiences as a child characterize her behavior and beliefs. She was abandoned by her father and unwanted by her abusive mother from a young age; repetitive clauses, negative connotations, recurring motif- â€Å"From the time Tully was two, she learned fear and with fear she learned hate, and with hate she learned silence† demonstrating she was raised in an atmosphere of neglect and unpredictable violence.Her pain resulted in self harm; metaphor, imagery, personification- â€Å"I do it because I want to feel what death feels like. I just want unconsciousness to wash over me- to h eal myself† illustrating the irony and juxtaposed nature of healing and death, provoking feelings of anxiety, portraying how damaged Tully has become. ‘Tully’ offers important lessons, which are relevant to societies concerns and beliefs.Friendship that endures through life times is a bold theme explicit in ‘Tully’. Regardless of her pain she found refuge in friendship with Jennifer and Julie, until Jennifer committed suicide in their senior year. She wrote a letter to Tully prior to her death; religious references, high modality, colloquialisms, metaphorical language- â€Å"God is going to call upon you to summon all your strength, all your iron clad, gritted teeth, clenched fists will to pull you through† demonstrating Jennifer believes Tully is unbreakable and will overcome her death, however, Tully sees it as an act of betrayal and is shattered by the harsh loss of Jennifer.Tully spent many hours compulsively cleaning the bathroom afterâ₠¬ ¦ and the unforgettable expressionless face of Jen’s father; low modality, emotive language,  imagery- â€Å"he is still stunned, yet I’m already falling, already can’t breathe without her† illustrating her affection towards Jennifer. Jennifer’s death had a huge impact on Tully, which reflects her future behavior and values.The themes of guilt, recovery, pain and friendship are undying concepts present in many teenagers lives, the notions of these themes are universal as ignorant, unknowledgeable nature of youth exists as a naturalistic quality amongst teenagers; characters within the texts ‘Coming Back’ by David Hill and ‘Tully’ by Paullina Simons further endorse this characteristic, demonstrating that teenagers do not always know the answers.