You only got in because youre a

You only got in because youre a This is a blog post for those of you who are struggling with the social implications of getting into colleges. Its such good news, you should be elated but its also complicated, and really difficult, when you get in but your friend doesnt; or when you get in, but your arch-rival doesnt, and then they start talking shit about you; or, especially, when the shit they talk about you is downright rude, racist, or sexist. I haaaaaaated dealing with this stuff in high school, or rather, I wasnt very good at dealing with it, and so my typical strategy was to pretend that nothing was happening. To be honest, sticking my head in the sand like an ostrich got me through senior year pretty well, although I was helped by the fact that I got to go home and rant to my parents every night. But I know that it isnt that easy for everyone, and even for me, it still kinda sucked. After each round of decisions came out, I hated hearing my name in the hallway, turning around, and seeing people quiet down instead of waving. Most people were just barely too polite to say anything directly to my face, so instead they hinted at me and, Im guessing, waited until I was a few more meters away to say things outright. I was a girl; I wasnt white or Asian (two labels which together described just over 99% of my school); I was an American citizen, uncommon at my Canadian high school. I didnt know how to grapple with these facts, or with the heavy implications people seemed to give them whenever they came up in the context of college. (And senior year, we were  always  talking about college.) When I compare notes with the people I know now, it seems like maybe I didnt even have it that bad: Ive heard from kids who got told outright that they didnt deserve what they got, or that they stole another persons spot. (Let me just say this right now: complete BS. MITs admissions dept. has full confidence in every kid they admitted to kick hella butt. And that goes for tons and tons of kids they didnt admit, too.) I wanted to be able to give you all something to relate to, and maybe some helpful advice, no matter your experience and how different it was from mine. To that end, I did a lil email poll. Here are some (minorly condensed) comments from current and former MIT students, sharing their experiences and advice. (There were also a good few people who said Lol no I didnt have any problems, so if thats you, dont feel alone either :P) I got a low grade on an assignment in a science class and the teacher accused me of thinking I didnt have to try anymore since Id gotten into MIT. I did my best on it, I just did badly anyway. My classmates treated me like I was some sort of infallible genius, which was actually more stressful and embarrassing than flattering. They gave me a nickname combining my last name with MIT, which I grew to dislike. Overall it was just too much of a standard to live up to. I had a friend of my mothers say (to her) that I only got in because I was a girl. My internal response to this was that my SAT score was good enough that I knew that was bullshit and I didnt care what she thought. My mother thought she was jealous because her daughter was not as academically skilled. Id also been singled out for as long as I could remember because I was smart, oftentimes in a negative way, and even though MIT was my first choice as of my junior fall, I knew without a doubt that if I let slip to any classmates where I was applying, and then I didnt get in, everyone would make fun of me and be nasty. Getting rejected/deferred from MIT wouldve broken my heart, and I didnt want to make things worse by allowing myself to get dumped on by the jerks in my high school class. So whenever I was asked, I lied and said I didnt know where I was applying yet. That year, the only two people that got into MIT from my high school were me (a female human) and my best friend A (another female human). We had a close mutual friend R who did all the nerdy stuff with us (math team, science team, concert band geeking, etc.). A few days after regular admissions were announced, I looked over the shoulder of another mutual friend who was IM-ing R only to discover that he was trying to convince this friend that A and I only got into MIT because we were women. Needless to say, we arent friends with R anymore. What a shitty way for a friendship to fall apart. If someone is giving you guff for making it into MIT but not being the next Nobel laureate. Tell them that it doesnt matter what they think, admissions happened, and hopefully everyones happy after the fact; wherever they are going in life. Just ignore it, graduation isnt that far away! But in reality, Please stop, Im the same person I have been up until this point reminding people that youre the same person you were before very quickly after they make a comment of look at miss/mr mit here. Or just telling them Please stop referring to the college I got into. It is none of your business. And then sometimes they wont stop, sometimes they will, but you have the moral highground now. I went back to my high-school post graduation to visit my FIRST robotics team and when someone mentioned during their meeting how I was visiting from MIT I got *applause*. AWKWARD AF. This will continue happening to you: Oh look shiny MIT person. Its something I think you can only have two attitudes about: the get-used-to-it or shut-it-down-immediately-by-telling-people-to-stop. The second one works better as you get older because people are less shitty than highschoolers. It has also driven me to seek out people who *dont* have this reaction , because usually theyre at least smart enough enough to not be impressed with the bare fact that you got into/went to MIT/other fancy school. Because smart people end up everywhere (and so do not so smart people *cough group project partners*) I was lucky to have a supportive group of friends where the sharpest of jokes was MIT kid cant use the copy machine which was true and although embarrassed, I thought it was pretty funny. However, there were always some people who liked to talk down about me. After EA decisions, they would say things like MIT wasnt as good as Caltech or Harvard and I was lame for getting into MIT (although you should have heard them brag about applying to MIT). And of course, the age old she only got in because shes a girl or Chinese, disregarding all the work and effort that I put in to applying to college. I guess I always tried to not acknowledge those comments, but regardless of what I do, it always hurt a little bit. [] I also suffer from caring too much, so even if I could logically tell myself they were maybe just jealous, immature, or ignorant, I cared about how other people perceive me, even if they didnt like me. [] I guess my take away from the hurtful things that happened to me when I got in EA was that asides from an amazing group of people I surrounded myself with [] accept the hurt that other people may bring down upon you. If a friend pushes you away permanently because of this, then theyre not truly a good friend. And if you have any more emotions to spare, be petty. Make it a positive thing that can disprove hurtful comments. Yeah, I might have gotten in because Im a girl, but have you seen my awards in science fair or my robots I help build? I mostly received the hispanic female card. This was mostly from randos or acquaintances at school (small school), but someone who I considered a close friend pretty much said that my admission didnt count because I did MITES ( a minority focused summer camp at MIT, with an admissions rate of about 2-4% at the time I went). I ended up not being friends with him for a variety of reasons, but cutting the toxic people out of my life helped a lot. I guess it helps that as a freshman in a school that draws students from all over the world, you wont have trouble making new friends, so feel free to ditch the sore losers. Learning how to disengage from internalized racism has also helped my overall self worth and self esteem. I hope that some of these stories and pieces of advice are relatable or helpful for you. Theres a lot of different ways to deal with issues like these, but I think one of the most important things is to remember that it will all fade away with time (as will we all, the void of death encroaches, etc. etc.)   Lastly, I want to link this incredible blog post on the guilt of being admitted: I think its exactly what I needed to hear at this time last year, and maybe its exactly what one of you will need too. Stay kind, but remember that that includes being kind to yourselves, yall. Take no shit and keep on kicking butt 3

Equality and Diversity Coursework - 1375 Words

Equality and Diversity (Coursework Sample) Content: Equality and diversity in human resource management of multinational companiesNameClass Lecturer University Date Diversity and equality in multinational companies is one of the core objectives that the human resource experts seek to achieve for the purpose of streamlining operations across the borders. The policies touching on the diversity in MNCs business process involves use of diversified skills, culture, talents, personnel and human resources to achieve a common goal in the corporation that has ventured into overseas markets (Morgan, Kristensen and Richard 2001). MNCs also need to focus on improving equality by treating all its employees fairly and justly regardless of their nationality, sex, culture, religion, personalities, etc,. This is necessary especially when dealing with different types of cultures as the organization seeks to establish itself in foreign country like the Kingdom of Saudi Arabia (The BBC and Diversity 2011) Saudi Arabia and India are two Asian countries have a different approach to many things. The Indian culture for instance is quite conservative and has religious uniqueness and history. This makes them have different views from the rest of the world when it comes to various aspects of life, business, and money. The Saudi people also have strong religious beliefs and outstanding culture (Kirby, Erika Lynn, Harter 2003). This makes the people of Saudi Arabia very conservatives and gender sensitive. Women play very specific roles in the society, which are also limited and according to their religious beliefs and teachings. Human resource management in the Saudi Kingdom is quite different, in that most of the employed foreigners and there is an evident gender imbalance in the job market. Women rarely take up jobs due to the cultural and religious beliefs touching on the roles of women in the society. Women do not get equal opportunities like men in Saudi Arabia. It is notable that locals demand higher salaries compa red to foreigners, resulting to inequality and lack of diversity in the HRM of most MNCs. This calls for MNCs to adopt policies that will help improve diversity and equality within the human resource, e. g., increasing salaries of local employees and creating more favourable roles for women in the organization. However, in India HRM has evolved towards strong focus on productivity of employees (Johnson, Linda Johnstone 2000). The HRM focuses more on competitiveness and ethical process of achieving the companys goals. India is focusing more on quality and skilled labour due to the high competition brought by the foreign companies established in India.In India, the process of selecting the best employees is moving towards outsourcing. This is where an expert company recruits employees for other firms. This improves effectiveness and saves time and commitment by the company seeking employees. In Saudi Arabia, recruiting is also gaining new tactics like recruiting process outsourcing. Online based recruiting of employees for Saudi companies is also gaining prominence. This is due to high rate of foreign jobseekers looking for jobs in Saudi firms. This has led to the process becoming more modernized and diverse in it approach (Evans, and Lorange, 1989). It is however not favourable to women, especially foreign female employees in terms of better rights, contracts and other privileges. This problem needs to be looked at more by the MNCs by providing policy guidelines to safeguard women from harsh and weak labour laws so that equality and diversity in human resource is promoted in multinational corporations. Due to high number of expatriates in Saudi Arabia, there is increased investment in the training of local people to enable them get jobs rather than all jobs going to foreign employees. The government is promoting vocational training and generally the level of education. Saudi is also trying to adapt policies that will help at bring in investors to the country (Egan and Bendick 2001). This however, has not encouraged more women to seek employment in areas where men have dominated. India on the other hand is well known for its developed training and education system. This is due to the competitiveness in the labour market in India that demands high quality skills from the employees, thus creating good environment for MNCs to design good policies on diversity and equality in their HRM strategies.Remuneration and reward to employees in Saudi Arabia is not that bad, especially for foreigners seeking jobs in Saudi Arabia, something that MNCs have failed in addressing inequality in salaries, regardless of nationality although it is among countries that pay employees well. However, India does not pay well compared to Saudi Arabia. This is mostly due to high population and therefore high number of job seekers. This is why multinationals open up subsidiaries in India because the labour is cheaper for MNCs thus promoting diversity and equality (Edw ards, Tony Ferner 2004). The minister of labour mostly announces public holidays in Saudi Arabia. The Saudi people observe public holidays on such days like Idd Ul Fitr, which is celebrated by all Muslims. In India, several holidays include the May Day, a national bank holiday, which is just among the holidays that make India the country with the highest number of public holidays. The holidays are also days when workers do not go to work. The two Asian may have public holidays but in some cases, privately employed workers may do not have any holiday, especially foreign employees in Saudi Arabia. This violates equality values in HRM (Egan and Bendick 2001). There are plenty of opportunities in India especially cheap labour. The population is high and education levels are not bad hence providing MNCs a good place to invest and minimize human resource constraints in the organization. Saudi Arabia also has opportunities for growth of the MNCs however, there are many challenges rangin g from human resource, skilled labour, cultural dynamics, and furthermore strict laws that are strange to MNCs in their HRM activities (Bartlett and Ghoshal 1998). These differences in culture and adaptability in the two countries makes them differ in terms of growth of HRM and generally the success of MNCs who are positioning themselves globally...

The Problem Of Violence Against Women Essay - 2170 Words

Other than the struggling woman under domestic violence, the purview of violence stretches long. This work tries to look into all the aspects of violence against women. From the horrifying domestic violence to the ridiculous political violence, in form of the haphazard laws and amendments. It goes further to check the role of police in it who are supposed to be the administrators and defenders against any evil. Some of the examples are shown in Table 1. Table 1. Examples of Violence against Women S No. Life Stage Examples 1. Infancy Infanticide †¢ psychological and physical abuse †¢ differential access to food and medical care 2. Childhood †¢ Female genital cutting †¢ Incest and sexual abuse †¢ Psychological abuse †¢ Differential access to food, †¢ Medical care and education †¢ Prostitution †¢ Trafficking †¢ School-related gender-based violence 3. Adolescence †¢ Dating and courtship violence †¢ Economically coerced sex †¢ Sexual abuse in the workplace, rape, sexual harassment †¢ Forced prostitution, trafficking, psychological abuse †¢ Forced marriage, dowry abuse, retribution for the crimes of others †¢ Reproductive Intimate partner abuse, marital rape †¢ Dowry abuse, honour killings, partner homicide, †¢ Psychological abuse, sexual abuse in the workplace †¢ Abuse of women with disabilities, forced prostitution, trafficking 4. Old Age †¢ Widow Abuse †¢ Elderly abuse †¢ Rape and neglect 2. Background Some historians believe that the history of violence against women is tied to the historyShow MoreRelatedThe Problem Of Violence Against Women1644 Words   |  7 PagesLiterature Review The problem my group decided to address is violence against women. Violence against women can be defined as a pattern of abusive, violent or coercive behaviors. These behaviors are used against the victim in an intimate relationship to control their thoughts, beliefs or behaviors. The abuser uses violence to hold power and dominance over the victim of violence. Not only do they physically violate the victim, they also isolate the individual from her support system, making it tougherRead MoreViolence Against Women : A Worldwide Problem Still Hidden Problem2514 Words   |  11 PagesViolence against women is a worldwide yet still hidden problem. Freedom from the threat of harassment, battering, and sexual assault is a concept that is hard to imagine because violence is embedded in a deep part of most cultures and most lives. â€Å"Violence against women includes all verbal, physical, and sexual assaults which violate a woman’s physical body, sense of self and sense of trust, r egardless of age, race, ethnicity, or country. Violence against women has been identified as a major publicRead MoreDomestic Violence Against Women Act910 Words   |  4 PagesDomestic violence affects millions of Americans in different circumstances annually. Over the years, the numbers of reported cases of domestic violence gained stable growth prompting social activists and legislators to draw stiff measures to counter the problem. About one in four women are affected by domestic violence in the United States. The Bureau of Justice Statistics estimates that at least four-hundred and seven-thousand incidents of domestic violence crimes were committed in the year 2010Read MoreViolence Against Women In India1556 Words   |  7 PagesViolence against women is not a problem of today; it is rooted decades before. It is present all over the world .The condition is getting worse day by day. It is crossing all the borders and races. Violence against women is a very serious and sensitiv e issue as it is one of the most pervasive of human rights violation denying fundamental rights to almost half of population (females and girls).Domestic violence is much more drastic than violence outside because home is a place where individual seeksRead MoreThe Effects of Violence on Women Essay1662 Words   |  7 PagesThe Effects of Violence on Women Violence affects the lives of millions of women worldwide, in developing, as well as in developed countries. It cuts across cultural and religious barriers, restricting women from fully participating in society. Violence against women has many forms in which it comes in, from domestic abuse and rape to child marriages and female circumcision. All are violations of the most fundamentalRead MoreViolence Against Women s Violence872 Words   |  4 PagesIntroduction Violence against women unfortunately is a very prevalent and critical issue in our society. It is a worldwide but still hidden problem. Freedom from the threat of harassment, battering, and sexual assault is a concept that most of us have a hard time imagining because violence is such a deep part of our cultures and our lives. According to the Federal Bureau of Investigations (FBI), it is estimated that 84,376 forcible rapes were reported to law enforcement in 2012, estimated at 52Read MoreDomestic Violence : South Africa1709 Words   |  7 PagesDomestic Violence in South Africa Love is looked upon as a beautiful thing but within beauty lies darkness in South Africa. There is an unspoken violence against women going on within the communities of south Africa that is now coming to light; domestic violence. Husbands, not strangers or men with guns, are now the biggest threat to women in post-conflict South Africa, according to a report by the International Rescue Committee. Attacked beaten, abused, killed these are sometimes words to describeRead MoreAbuse and Violence Domestic Violence1550 Words   |  7 PagesMartin  1   Tiffany  Martin   19  November,  2014   Professor  Kelli  Gilbert   Prejudice  Ã‚  Discrimination         Domestic  Violence  Ã‚         Domestic   Violence   Against   Women   is   a   global   issue   reaching   across   national   boundaries   as   well   as   socio ­economic,   cultural,   racial   and   class   distinctions.   It   is   a   problem   without    frontiers.   Not  only   is  the  problem  widely   dispersed   geographically,   but   its   incidence  is   also   extensive,  making  it  a  typical  and  accepted  behavior.  Only  recentlyRead MoreAn Urgent Issue in Our Society - Violence Against Women 1042 Words   |  5 PagesThe concept of violence might only represent a negative image. It refers to a set of radical human behaviors, for example, perpetrator would use physical force to hurt or kill people on purpose. Besides, the typology of violence in World Health Organization (WHO) has an explicit structure, which comprise physical, psychological, and sexual to families, partners, friends or strangers (). However, in this essay I shall focus on critically analyzing Farkhanda Younis’ story, which could reflect howRead MoreDangerous Women : Why Mothers, Daughters, And The Murderers1735 Words   |  7 PagesDecember 2014 Dangerous Women Larry A. Morris, a forensic psychologist with a private practice in Arizona, writes the book named Dangerous Women: Why Mothers, Daughters, and Sisters Become Stalkers, Molesters, and Murderers. This book is about exploring case studies on girls and women who committed violent crimes, including sexual crimes. The book is helping the readers to understand why girls and women commit violent crimes and to give information of domestic violence against women and children which

Duty and Responsibility in Guests Of The Nation Essay

Natural Empathy: Duty and Responsibility in Guests of the Nation Frank OConnor uses character surnames in his story Guests of the Nation to help develop the characters of the English and Irish soldiers. The characters engage in a struggle between hidden powers of empathy and duty, and OConnor displays their first-person point of view about the irony of war similar to Thomas Hardys poem, The Man He Killed: Yes; quaint and curious war is! You shoot a fellow down Youd treat if met where any bar is, Or help to half-a-crown. Behind the murderous duty that lies at the center of the story, OConnor has chosen a particular set of names to represent his characters who are all humanized in a way that shocks the reader†¦show more content†¦Despite Hawkins being the captive in this story, the narrator, Bonaparte, notes that Hawkins wins the argument. Each one of the military men in this story has made a decision to join a cause and to follow that particular cause, whether it is the continued control over Ireland or the insurrection to overthrow British rule. By illustrating the irony in certain names, we glimpse cynicism behind the scenes that OConnor has introduced into the story. The narrator of the story, Bonaparte, displays his loyalty to his duties, nonetheless, he does not want to go out of his way to execute the Englishman whose company he has enjoyed since they were put under his supervision. The name Bonaparte meaning good solution or good match, helps identify his character, who believes there is an alternative to executing these soldiers: Didnt we understand him and didnt he understand us? Did we imagine for an instant that hed shoot us for all the so-and-so officers in the so-and-so British Army?(DiYanni, 50). The name Bonaparte also provokes the thought of Napoleon Bonaparte who had a goal of world domination. Another character with a precisely curious name is Noble, who is always arguing with the prisoner Hawkins. Noble argues throughout the story about the existence of God and the afterlife, displaying his spirituality and decency as a character. The name Noble, meaningShow MoreRelatedGuests of the Nation756 Words   |  4 PagesNatural Empathy: Duty and Responsibility in Guests of the Nation Frank OConnor uses character surnames in his story Guests of the Nation to help develop the characters of the English and Irish soldiers. The characters engage in a struggle between hidden powers of empathy and duty, and OConnor displays their first-person point of view about the irony of war similar to Thomas Hardys poem, The Man He Killed: Yes; quaint and curious war is! You shoot a fellow down Youd treat if metRead MoreGuest Of Nation By Frank O Connor1638 Words   |  7 PagesStudent’s name Professor Course Date â€Å"Guest of Nation† –The imprisoned Guest The short story portrays how two Englishmen who were held by the Irish Republic Army as captives. This story is divided into four sections; every section addresses a different tone. In the first paragraph of the story ‘Guest of Nation’ captors become friends and the lines of duty, humanitarianism and sympathy are blurred. However, even though these lines become blurred in the end hostages remain hostagesRead MoreGuests of the Nation896 Words   |  4 PagesGuests of the Nation From Wikipedia, the free encyclopedia Guests of the Nation is a short story written by Frank OConnor, first published in 1931, portraying the execution of two Englishmen held captive by the Irish Republican Army during the War for Independence. The story is split into four sections, each section taking a different tone. The first reveals a real sense of camaraderie between the English prisoners, with the two Englishmen being killed, and the final lines of the story describeRead MoreFrank OConnors Guests of the Nation1426 Words   |  6 PagesIn Frank O’Connor’s â€Å"Guests of the Nation,† the narrator, called Bonaparte by his fellow rebels, recounts his reluctant role in the execution of two English soldiers in retaliation for the slaughter of four Irish rebels. OConnor develops this conflict between revolutionary attitudes in the strained relationship between the narrator and Jeremiah Donovan, the experienced rebel, who has the responsibility for fulfilling the Second Battalion’s order to s hoot the prisoners. The young revolutionary BonaparteRead More Russians and Americans Essay1238 Words   |  5 Pagesarises not necessarily by choice, but by deep-rooted traditions and, later on, by difficulties in getting a separate apartments. Many older people feel that several generations should still live together. Also, Russian grandmothers feel that it is their duty to raise grandchildren; in many cases they are involved in their childrens’ live much more than parents are and they greatly enjoy it. In the USA it is customary for the younger generation to leave home right after high school, often moving acrossRead MoreThe Role Of The First Lady From Nothing Essay1617 Words   |  7 Pageswhen there was no one that came before to teach them. Known as the first three first ladies, Martha Washington, Abigail Adams, and Dolley Madison defined the role of the first lady to society before anyone else had the chance to. By handled hostess duties, a position in politics, and a X public image, they set the example for the many future first ladies to come. George Washington became the first President of the United States when he was unanimously elected in 1788 (â€Å"Miller†). Martha Washington,Read MoreImmigration As An Ethical Issue1148 Words   |  5 Pagesgroups: those who support immigrant and those who oppose them seem to score equally with no solution (Kourtsounis, 2014). The groups that oppose immigration have strongly accused the government for allowing its borders to remain porous to illegal guests. These groups have strongly indicated that, both legal and illegal immigrants are a threat to American citizens. On the other hand, even though there is no one who is advocating for immigration directly, the groups that support immigration urge theRead MoreSociety s Attitude Towards The Drinking Age1294 Words   |  6 Pagesguardian. In the United States an eighteen-year-old is considered a legal adult. By law you are able to fight for your country, vote, and buy cigarettes. Some impose, giving a newly young adult the privilege to consume alcohol would enhance their responsibility as an adult. Mary Cary from the U.S News argues, â€Å"Lowering the drinking age will help slow the need for pregaming and bring the college fake ID business to a dead stop. It can’t help but reduce the binge drinking, drug overdoses and sexual assaultsRead MoreThe Journey Of The Hajj1548 Words   |  7 Pagesso through our lifelong pilgrimage, not only will they become closer to God spiritually become more holy, but they will also be able to attract their surrounds into the path closer to God just as Francis did a thousand years ago. Bianchi in the Guests of God focuses significantly on the political aspects of the pilgrimage. Victor Turner, a British anthropologist, argues that the Muslim pilgrimage carries the biggest political significance out of all the other existing religious rituals. He believesRead MoreEthics Examples1565 Words   |  7 Pagesdecisions. 5. COMPASSION: We will maintain an awareness of the needs of others and act to meet those needs whenever possible. We will also minimize harm whenever possible. We will act in ways that are consistent with our commitment to social responsibility. 6. INTEGRITY: means using independent judgment and avoiding conflicts of interest, restraining from self-aggrandizement and resisting economic pressure. It means being faithful to one’s deepest beliefs, acting on one’s conviction and not adopting

In Shakespeare story King Lear, two of the women were...

In Shakespeare story King Lear, two of the women were portrayed as emasculating and disloyal while the third was honest and truthful. Showing, that most women who have power can’t be trusted. The story told of a king named Lear who had three daughters named Goneril, Regan, and Cordelia. Lear had given his two oldest daughters Goneril, and Regan a piece of land even though they had lied to their father telling him feelings that they didn’t really have. Then there was his youngest daughter she was as honest and truthful as any other child could be. King Lear’s two oldest daughters, Goneril and Regan were liars and were not trustworthy women. They both would do and say anything just to get an edge. Like for example in Act I of the story†¦show more content†¦It all started with Goneril when she had told him that he could live with her, but he was only going to be allowed to bring fifty of his men instead of all his hundred. The King was so upset that he had put a curse on his daughter and went to his next daughter hoping for a change, but the story turned out the same with Regan. She told him he was allowed to only have twenty-five men these two factors made King Lear so upset and outraged that he had claimed that he didn’t want to have anything to do with them two. He was very upset that he had banished his youngest daughter and she was the one that was telling the truth and probably would have taken the best care of him. With this being said this was showing that even though the two oldest girls were given the land and exactly what they had wanted it still wasn’t enough for them and decided to go after their own father just because they wanted to get more out of him. This story had a plot twist in it being that his own two daughters had turned on him after he had trusted them from what they had told him. Sadly the king was not the only one that was being played with by the two scornful women. Goneril had a clever plan in going after Edmund to try and seduce him into thinking that he could have her behind her husband’s back. She had thought she could get him to try killing her

Essay on Animal Testing - 1383 Words

Biology and Behavior Animal testing is not a problem in today’s society because it is beneficial to humans. It seems unethical to put animals through such pain and torture, but if we stopped it completely there would be a large amount of human lives lost. How could this be? The further advancements in medical and technological science is inevitable. Therefore, if the testing must be done to learn more about the brain and body, which species (animals or man) seems expendable for such testing. The real question is which species is more ethical to test on. For example, a rat is given an injection with a drug and watched regularly for the period of a month. At the end of the month the rat is injected with a lethal toxin and dissected for†¦show more content†¦There has been so much learned due to animal testing that the consequences of using animals for experiments far out weighs the notion to stop using them. Vaccines, health problems, and theories of the brain works have all come about from animal testing. For example, a researcher named Jose Delgado implanted an electrode in a particular spot of the hypothalamus of a bull bred for bull fighting. The experiment returned the result that aggression can be turned on or off by stimulating certain areas of the hypothalamus. Also, the sensation of pleasure can be produced when the right place of the hypothalamus is stimulated (Wood amp; Wood,1999, p. 47-48). Knowledge such as this could only have come about through experiments with animals. The knowledge obtained can now be recorded and used for other purposes. On the other hand, what if the electrode were implanted on a human, and the human died as a result of the experiment. Which animal (man or bull) is a greater loss to the society? The humans unexpected death will be mourned by family and relatives for years to come. On the other side there are those activists as well as average citizens that see animal testing as a wrong doing. They believe that there is no cause worthy enough to put the animals through such large amounts of cruelty. In fact there are large groups of people that spend their livesShow MoreRelatedAnimal Testing678 Words   |  3 Pages Animal testing is a controversial topic in today’s society, much more than it was 100’s of years ago. Testing on animals was practiced long ago, and is still practiced today. Greek writings about vivisection [the dissection of a live organism] can be found dated as early as 500 BC. At that time, in Ancient Rome and Alexandria, and later in Greece, vivisection was originally practiced on human criminals, but prohibitions on the mutilation of the human body soon arose. This caused a reliance on animalsRead MoreTesting On Animals : The Dangers Of Animal Testing1375 Words   |  6 Pagesnumber of animals that undergo constant suffering in the name of human vanity. Animal testing was originally introduced in the early 20th century and is still prominent today. It is morally unacceptable to experiment on animals for human purposes. The procedures used in animal testing are cruel and inhumane, nor are they the most reliable source of data; resulting in many mishaps. Moreover , with the perpetual advancements in technology, there are several alternative methods making animal testing unnecessaryRead MoreHuman Testing : The Benefits Of Animal Testing802 Words   |  4 PagesAnimal testing has helped us for years discover cures for sickness in humans and sometimes even animals. But as long as they test the animals humanely, animals can be tortured with pain from the testing. However many efforts are being made to reduce the testing to a minimum. Scientists know that without the tests they wouldn’t know how to check the safety of new drugs. If there was no animal testing scientists would have probably resulted into something very unacceptable, human testing. And scientistsRead MoreThe Cruelty of Animal Testing1644 Words   |  7 PagesAnimal testing is a completely unnecessary act of cruelty and should not be allowed for various reasons. It is superfluous for innocent animals to undergo chemical testing of any sort, not only do they suffer, but there are other more humane alternatives to test products. Many people who are in favor of animal testing do not know of these safer more humane alternatives. Many methods have been developed to help stop animal testing, and improve the health system of all human beings. A significantRead MoreThe Importance Of Animal Testing1240 Words   |  5 Pages Animal testing has long played a part in the science of testing, and it still plays a very important role in the medical world. Testing on animals in order to create a cure for AIDS is one thing, but testing on animals for human vanity is another. Animal testing is used to test the safety of a product. It has kept some very unsafe substances out of the cosmetic world. However, in this day in age, animal testing is not the only way to test the safety of a product. Animal testing in cosmetics hasRead MoreThe Negatives of Animal Testing1027 Words   |  5 Pageshave been tested on animals; from lipstick and shampoo to dish soap and foot powder. Even the white ink on an MM has been tested on animals. To some, this statement may be alarming and even disturbing – to others it may not mean much at all. Either way, the debate over animal testing has gained much popularity in recent decades. Animal testing has been done since at least 500 BC; even Aristotle experimented on animals for scientific reasoning. Around 200 AD, dissecting animals in public was actuallyRead More Animal Testing Essay710 Words   |  3 Pagesanimal testing â€Å"Beauty without cruelty† is the outcry that can be heard from animal right activists around the world. The FDA does not require companies to perform tests on animals but if the cosmetic product contains chemicals that can be seen as toxins, testing becomes a necessity. There are currently thirteen safety tests that are performed on animals. Anti-testing activists deem these unnecessary and consider them to be cruel. â€Å"Fourteen million animals are used currently in the U.SRead MoreThe Rights Of Animal Testing2041 Words   |  9 Pagesrights of all animals with further argument or debates, do humans have the right to use animals on medical testing and lab use? There are several issues that can be placed in this argument this research will acknowledge four important topics in the rights of animal testing. Is it right to use animals for testing? Is it right to compare animal DNA to human DNA in these animal experiments? Is it right to use real animals instead of computers to generate results? Is it right to state animals are beingRead MoreThe Efficiency Of Animal Testing1394 Words   |  6 PagesEfficiency of Animal Testing For many years, the primary way to make advances in biomedical science was through experimentation on animals, also known as vivisection. This method involves using different species of animals in experiments and developmental procedures to determine toxicity, dosing, and effectiveness of test drugs before proceeding to human clinical trials. However; the use of animals in testing laboratories is becoming less common due to improved alternative options. Animal experimentationRead MoreAnimals for Testing754 Words   |  3 Pagesslowly and painfully dying. We use animals for testing new products, like medications and beauty products that we end up using. Why should animals be put through such pain and agony for something we need? We are selfish and think we are the superior species, so we use animals instead of us. In my opinion, animals should not be used for testing and researching new products. Each year, more than 100 million animals are killed during testing. Some of those animals end up dying before the experiment

Needs Theories Free Essays

string(41) " that motivator factors can take effect\." 1. INTRODUCTION Motivation is an important element in organizational learning due to its ability to enable employees to function effectively. There are several theories of motivation which can be useful to managers in motivating employees of organizations. We will write a custom essay sample on Needs Theories or any similar topic only for you Order Now You may ask yourself what motivation is. Well, motivation is that drive you have within you to get something done, what drives you to work as much as you do, for example, a student will want an A in a test, he will be motivated to study hard and achieve that A. It is the process of stimulating people to actions to accomplish the goals. Motivation stems from psychological factors within the person, but can also be induced by factors in the workplace. In human resource management it is essential to know how workers inputs via their task inputs and inputs via superiors can be conductive to worker effectiveness. Motivation is a process that involves the purposiveness of behaviour. Factors that have been shown by research include external and internal activators. In this assignment we will outline important motivation theories and how they are used in the workplace. Motivation theories seek to 2. MASLOWS HIERACHY OF NEEDS Peoples’ needs are arranged according to its importance of human survival. Human needs may be placed in a hierarchy where the lowest level contains the most basic needs, which must be satisfied before the higher order needs emerge and become motivators of behaviour. The needs of the hierarchy are as follows, psychological needs, safety needs, social needs, ego/esteem needs and self-actualization needs. Psychological needs: These are the basic needs for a human which are essential for a human beings biological functioning and survival. Examples would be food, water and warmth. Employees who are adequately paid can provide for these needs. Safety needs: As soon as the psychological needs are satisfied, another level of needs emerge and the importance of the previous level of needs disappear. In this level a person looks for security, stability and a safe environment. Many employees’ most important need is job security; other security factors include increases in salary and benefits. Social needs: Once a person feels secure in their surroundings and are in control of possible threats, social needs are activated. These include the need for love, acceptance, friendship and a sense of belonging. At this level, employees desire social relationships inside and outside the organization. Peer group acceptance within the workplace is often an important psychological need for employees. Ego/esteem needs: These needs may be divided into two groups namely, self- respect and self-esteem, the respect and approval of others. Once employees form friendships the need for self-esteem becomes priority. Needs, such as self-confidence, independence, recognition, appreciation and achievement all fall under this level. Organizational factors such as job title, status items within the organization, such as parking spaces or office size and level of responsibility become important to the employee. Self- actualization: If all the above mentioned needs are largely satisfied, people than spend their time searching for opportunities to apply their skills to the best of their ability. Maslow describes the needs as the desire to become more and more what one is and to become everything one is capable of becoming. Self-actualization is the uninhibited expression of your true self and your talents. Employees seek challenging and creative jobs to achieve self-actualization. This theory has many implications for individual performance, the most common strategy being motivating people in terms of service benefits and job security. The work people do and the way the work environment is designed, increases interaction between employees which helps satisfy social needs. However, disadvantages pertaining to this may result in excessive socialization and may have a negative effect on the employees work output (NEL P. S et al,2004). If a person’s work is directly associated with need satisfaction, then that person becomes self-regulating, making the roles of external incentives become less significant as motivators. As one level of need is met, a person moves onto the next level of need as a source of motivation. Hence, people progress up the hierachy as they successively gratify each level if need(Nelson Q, 2011) (http://upload. ikimedia. org/wikipedia/commons/c/c3/Maslow%27s_hierarchy_of_needs. png) 3. HERTZBURGS TWO FACTOR THEORY Herzberg’s Two Factor Theory is a â€Å"content theory† of motivation† (the other main one is Maslow’s Hierarchy of Needs). Herzberg analysed the job attitudes of 200 accountants and engineers who were asked to recall when they had felt positive or negative at work and the reasons why. From this research, Herzberg suggested a two-step approach to understanding employee motivation and satisfaction, these were hygiene factors and motivator factors. Hygiene Factors: Hygiene factors are based on the need to for a business to avoid dissatisfaction at work. If these factors are considered inadequate by employees, then they can cause dissatisfaction with work. Hygiene factors include: * Company policy and administration * Wages, salaries and other financial remuneration * Quality of supervision * Quality of inter-personal relations * Working conditions * Feelings of job security Motivator Factors: Motivator factors are based on an individual’s need for personal growth. When they exist, motivator factors actively create job satisfaction. If they are effective, then they can motivate an individual to achieve above-average performance and effort. Motivator factors include: * Status * Opportunity for advancement * Gaining recognition * Responsibility * Challenging / stimulating work * Sense of personal achievement personal growth in a job There is some similarity between Herzberg’s and Maslow’s models. They both suggest that needs have to be satisfied for the employee to be motivated. However, Herzberg argues that only the higher levels of the Maslow Hierarchy (e. g. elf-actualisation, esteem needs) act as a motivator. The remaining needs can only cause dissatisfaction if not addressed. Applying Hertzberg’s model to de-motivated workers These few examples indicate de-motivated employees in the workplace: * Low productivity * Poor production or service quality * Strikes / industrial disputes / breakdowns in employee communication and relationships * Complaints about pay and working conditions Accord ing to Herzberg, management should focus on rearranging work so that motivator factors can take effect. You read "Needs Theories" in category "Essay examples" He suggested three ways in which this could be done: * Job enlargement: It is a human resource practice used to motivate employees in a particular position. A job is enlarged horizontally through the addition of new responsibilities and diverse duties. * Job rotation: A system of working in which employees work in a range of jobs in a company so that they have different types of work to do and understand the organization better, it can help employers by keeping employees from getting bored and looking for another job. Job enrichment: Motivating employees through expanding job responsibilities and giving increased control over the total production process. Employees normally receiving training and additional support as well as increased input in procuderes. 4. VROOMS EXPECTANCY MOTIVATION THEORY Whereas Maslow and Herzberg look at the relationship between internal needs and the resulting effort expended to fulfil them, Vroom’s expectancy theory separates effort (which arises fr om motivation), performance, and outcomes. Vroom’s expectancy theory assumes that behavior results from conscious choices among alternatives whose purpose it is to maximize pleasure and to minimize pain. Vroom realized that an employee’s performance is based on individual factors such as personality, skills, knowledge, experience and abilities. He stated that effort, performance and motivation are linked in a person’s motivation. He uses the variables Expectancy, Instrumentality and Valence to account for this. Expectancy is the belief that increased effort will lead to increased performance i. e. f I work harder then this will be better. This is affected by such things as: 1. Having the right resources available (e. g. raw materials, time) 2. Having the right skills to do the job 3. Having the necessary support to get the job done (e. g. supervisor support, or correct information on the job) Instrumentality is the belief that if you perform well that a valued outcome will be received. The degree to which a first level outcome will lead to the second level outcome. i. e. if I do a good job, there is something in it for me. This is affected by such things as: 1. Clear understanding of the relationship between performance and outcomes – e. g. the rules of the reward ‘game’ 2. Trust in the people who will take the decisions on who gets what outcome 3. Transparency of the process that decides who gets what outcome Valence is the importance that the individual places upon the expected outcome. For the valence to be positive, the person must prefer attaining the outcome to not attaining it. For example, if someone is mainly motivated by money, he or she might not value offers of additional time off. The theory has three key elements or concepts that it uses: 1. Performance-outcome expectancy: This means that the individual belives that every behaviour is connected to an outcome, and different levels of that behaviour can be connected to different levels of the outcome. 2. Value: With regard to that, the attractiveness of that outcome depends on the individual, for one, the outcome may be a highly values reward whereas for another, it could be perceived as a punishment. 3. Effort-Performance expectancy: Lastly, individuals evealuate the effort-performance expectancy relationship. In essence, the employee asks himself whether he will be able to perform a specific task and translates those perceptions to probabilies of success. He or she then chooses the behaviours’ that have the highest likelihood of success. Crucially, Vroom’s expectancy theory works on perceptions, so even if an employer thinks they have provided everything appropriate for motivation, and even if this works with most people in that organisation, it doesn’t mean that someone won’t perceive that it doesn’t work for them. It could equally apply to any situation where someone does something because they expect a certain outcome. For example, one recycles paper because they think it’s important to conserve resources and take a stand on environmental issues (valence); they think that the more effort they put into recycling the more paper they will recycle (expectancy); and they think that the more paper they recycle then less resources will be used (instrumentality). Thus, Vroom’s expectancy theory of motivation is not about self-interest in rewards but about the associations people make towards expected outcomes and the contribution they feel they can make towards those outcomes. 5. ADAMS EQUITY THEORY John Stacey Adams, a workplace and behavioural psychologist, put forward his Equity Theory on job motivation in 1963. There are similarities with interpretation of previous simpler theories of Maslow, Herzberg and other pioneers of workplace psychology, in that the theory acknowledges that subtle and variable factors affect each individual’s assessment and perception of their relationship with their work, and thereby their employer. One of the most important issues in motivation is how people view their contributions to the organization and what they get from it. Ideally, they will view their relationship with the employer as a well-balanced, mutually beneficial exchange. As peope work, they realize their consequences of their actions, develop beliefs about outcomes and asses how fairly the organization treats them(Snell A. S. Batemen T. S 1999, Management:Building Competetive Advantage). The Adams’ Equity Theory model therefore extends beyond the individual self, and incorporates influence and comparison of other people’s situations – for example colleagues and friends – in forming a comparative view and awareness of Equity, which commonly manifests as a sense of what is fair. When people feel fairly or advantageously treated they are more likely to be motivated, when they feel unfairly treated they are highly prone to feelings of disaffection and demotivation. The way that people measure this sense of fairness is at the heart of Equity Theory. Equity, and thereby the motivational situation we might seek to assess using the model, is not dependent on the extent to which a person believes reward exceeds effort, nor even necessarily on the belief that reward exceeds effort at all. Rather, Equity, and the sense of fairness which commonly underpins motivation, is dependent on the comparison a person makes between his or here reward/investment ratio with the ratio enjoyed (or suffered) by others considered to be in a similar situation. Equity Theory reminds us that people see themselves and crucially the way they are treated in terms of their surrounding environment, team, system, etc – not in isolation – and so they must be managed and treated accordingly. Some people reduce effort and application and become inwardly disgruntled, or outwardly difficult, recalcitrant or even disruptive. Other people seek to improve the outputs by making claims or demands for more reward, or seeking an alternative job. 6. ALDERFER’S ERG THEORY A theory of human needs more advanced than Maslow’s theory is Alderfers ERG theory, meaning that Maslows theory has general applicability whereas Adelfer aims his theory at understanding peoples needs at work. Aldelfers theory builds on some of Maslows thinking but reduces the number of universal needs from five to three and is more flexible in terms of movememy in levels. Like Maslow, Alderfer also believes that needs can be arranged in a heirachy. The ERG theory infers that there are three sets of needs: * Extintence needs are all material and psychological desires. * Relatedness needs involve relationships with other people and are satisfied through the process of mutually sharing thoughts and feelings. Growth needs motivate people to productivity or creatively change themselves or their environment. ERG theory proposes that several needs can be operating at once, whereas Maslow assumes that lower-level needs must be satisfied begore a higher-level need is a motivator. Alderfer lifts this restiction. Accordning to the ERG theory, a higher-level need can be a motivator even if a lower-level need is not fully satisfied, hence several needs can be operating at once. Maslow would say that s elf-actualization is important to people only after other sets of needs are satisfied. Aldelfer maintains that people can be motivated to satisfy both existence and growth needs at the same time. Alderfer agrees that as lower level needs are satisfied, a worker becomes motivated to satisfy higher-level needs, but he breaks down with Maslow on the consequences of need-frustration. Maslow says that once a lower-level need is satisfied, it is no longer a source of motivation, whereas Alderfer suggests that when an individual is motivated to satisfy a higher-level need but has difficulty doing so, the motivation to satisfy lower-level needs becomes higher. To see how this works, lets look at a middle manager in a manufacturing firm whose relatedness needs(lower-lvel needs) are satidfied. The manager is currently motivated to try and satisfy her growth needs but finds this difficult to do so as she has been in the same position for the past five years. She is extremely skilled and knowlegable about the job and the fact that she has too much work and responsibiliies already leave her no time to pursue anything new or exciting. Essentially, the managers motivation to satisfy her growth needs are being frustrated because of the nature of her job. Alderfer postulates that this frustration will increase the managers motivation to satsfy a lower-levelneed such as relatedness. As a result of this motivation, the manager becomes more concerned about interpersonal relations at work and continually seeks honest feedback from her colleagues. Both Maslows and Alderfers theories have practical value in that they remind managers the type of reinforcers or rewards that can be used to motivate people. (http://www. envisionsoftware. com/es_img/Alderfer_ERG_Theory. gif) 7. McCLELLANDS NEEDS THEORY The theory was developed by David McClelland and his associates. It focuses on three needs, achievement, power and affiliation. Achievement is characterized by a strong orientation towards accomplishment and an obession with success and goal attainment. It is a drive to excel and to achieve set standards. Challening work motivates them and they take personal responsibility for success or failure. They like to set goals that require stretching themselves a little and have a drive to succeed, they strive for achievement rather than rewards. They wish to do something better or more efficiently than it has been done before. The people with this need look for situations where they can attain peronal responsibility for finding solutions to problems , in which they can get quick feedback of their performance so they can determine whether they are improving or not. This helps them to set their goals. The need for power is a desire to influence or contol other people. This need can be a negetive force which is termed personalizes power, if its expressed through aggressive minipulation and exploiting others, these people want power only to achieve their own personal goals. However the need for power can also be seen in a positive manner which is called socialized power because it can be be conducted towards the constructive improvement of organizations ans societies. It is basically the need to make others behave in a way that they would not have behaved otherwise. Individuals with a high need of power prefer to be placed into competitive and status-orientated situations and tend to be more concerned with prestige than with effective performance. Affiliation reflects a strong desire to be liked by other people such as your colleagues nd anoyone you may be working with. Individuals who have a high level of this need are more orientated towards getting along with others and may be less concerned with performing at high levels. These types of individuals are usually very social and friendly. The need for affliation is not important for management and leadership success as one would find it difficult to make tough but necessary decisions which will make so me people unhappy. They prefer cooperative situations rather than competitive ones and desire relationships that involve a high degree of mutual understanding. . McGREGORS THEORY OF X AND Y Douglas McGreggors theory of X and Y is a management based style of theory that tries to expalin different management styles and leadership behaviour within the workplace. McGreggor proposed that the organizations leaders and the organization as a whole has different views on the skills and motivation of the employees of the organization. These potential views can be described as Theory X and Theory Y. Theory X With Theory X assumptions, management’s role is to coerce and control employees. People have an inherent dislike for work and will avoid it whenever possible. * People must be coerced, controlled, directed, or threatened with punishment in order to get them to achieve the organizational objectives. * People prefer to be directed, do not want responsibility, and have little or no amb ition. * People seek security above all else. Theory Y With Theory Y assumptions, management’s role is to develop the potential in employees and help them to release that potential towards common goals. * Work is as natural as play and rest. People will exercise self-direction if they are committed to the objectives (they are NOT lazy). * Commitment to objectives is a function of the rewards associated with their achievement. * People learn to accept and seek responsibility. * Creativity, ingenuity, and imagination are widely distributed among the population. People are capable of using these abilities to solve an organizational problem. * People have potential. McGreggor did not see these theories as mutually exclusive and believed that managers could use these theories simultaneously. He compared his theory with Maslow’s where he put Maslow’s higher needs and Theory X together and lower needs to Theory X. This proposes that people who are seeking higher needs, such as self-actualization, are motivated by a Theory Y leader, whereas people who don’t have work-related needs are motivated by Theory X leadership style. 9. CONCLUSION In conclusion, It is therefore essential for organizations to look for and employ people who â€Å"fit† into the values of the organization and are able to function according to organizational values. Organizations must also have suitable managers who have the ability to coach and mentor their employees to deliver optimally. Enhanced leadership enables managers to motivate their employees to produce the best possible skills and practices in human resources. Research confirms the importance of motivation in leading employees and influencing them to stimulate and energize people so that they â€Å"work towards organizational goals†. Researchers have placed great importance on the responsibility of managers â€Å"to create a proper climate in which employees can develop to their fullest potential†. All these motivational theories have played a pivotal role in helping managers achieve the best results, and also helped undestand how important motivation is. Motivation thoeries give a broader explanation about how people perceive their work and lives, and how they use these insights to motivate themselves and grow, as people as well as in their jobs. 10. LIST OF REFERENCES NELSON, Q. (2011), Principles of Organizational Behaviour, 7th Edition, Place: South-Western Cengage Learning LUTHANS, F. (1998), Organizational Behaviour, 8th Edition. Place: McGraw-Hill Irwin. GEORGE, J. M and JONES, G. R. (2002), Organizational Behaviour, 3rd Edition, Place:Prentice Hall. MULLENS, L. J( 2010),Management and Organizational Behaviour, 9th Edition. Place: Prentice Hall. ANTHONY, W. P et al(1999), Human Resource Management: A strategic approach, 3rd Edition, Place: Hartcourt College Publishers. BERGH,Z and THERON,A. (2006). Psychology in the work context, 3rd Edition. Place: Prentice Hall. ROBBINS, S. P. (2003). Organizational Behaviour, 10th Edition. Place: Prentice Hall. ROSENFELD,R. H and WILSON,D. C(2004). Managing Organizations, 2nd Edition. Place: Oxford. How to cite Needs Theories, Essay examples