Motivation of Employees

Introduction The theory of management emerged in the early 19th century when Henri Fayol, a Frenchman, described management as cooperative integration of various functions in an organization in order to achieve organizational goals.Advertising We will write a custom essay sample on Motivation of Employees specifically for you for only $16.05 $11/page Learn More In early part of the 20th century, Mary Parker described management as an art of mobilizing people to perform specific tasks that translate into organizational goals (Arthurs Busenitz 2003, p.150). In 1960, Douglas McGregor revolutionized management theory by formulating theories that describe two aspects of management, the X and Y theories. In his theories, McGregor postulated that motivation of employees is central to achieving organizational goals. He recognized that, â€Å"†¦human capital and knowledge are the most important sources of value for the 21st century organization†¦Ã¢â‚¬  (Kochan Orlikowski 2009, p.2). This view has greatly changed the management strategies and structures in terms of human resources and technology. Hence, this essay explores literature review regarding the evolution of McGregor’s X and Y theories with the view of analyzing their relevance to the 21st century managers. Theory X Theory X postulates authoritarian style of management, which assumes that employees cannot work effectively and achieve organizational goals unless the management forces them to do so. McGregor posited that â€Å"conventional managerial assumptions of theory X reflect essentially an opposite and negative views namely, that employees are lazy, are incapable of self-direction and autonomous work behavior, have little to offer in terms of organizational problem solving† (Kopelman, Prottas Davis 2008, p.255). Theory X assumes that employees are inherently lazy thus views them as organizational costs that need constant monitoring and control in or der to reduce losses and gain maximum benefits from them.Advertising Looking for essay on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More Another assumption of theory X is that employees cannot utilize their autonomy effectively to benefit organization because they are not responsible; hence, they need proper management to lead them. Further assumption holds that employees are not creative and tend to resist organizational changes that are critical for economic growth. Due to these assumptions, authoritative management is imperative in mobilizing reserved employees. Based on Maslow’s theory, organizations under the management style of theory X rely on the satisfaction of basic needs such as money and other benefits in motivation of their employees. According to Daniels, â€Å"McGregor makes the point that a command and control environment is not effective because it relies on the lower needs as a levers of motivat ion, but in modern society those needs are already satisfied and thus no longer are motivators† (2008, p.11). Management according to theory X exclusively motivates employees using money, which only satisfies the lower human needs leaving higher needs that provide elevated and lasting motivation. Thus, theory X does not give satisfactory motivation to the employees for them to be very productive. Theory Y Theory Y elucidates participative style of management that is very effective in the management of modern mega organizations. The assumptions of this theory are that employees are invaluable resources, effective work involves concerted efforts, integration of technology with social systems enhances work, and delegation of responsibilities is essential in achieving organizational goals. According to the first assumption, human resources are invaluable resources in an organization that need development and motivation. Proper motivation of the employees will enhance their self-es teem and creates conducive environment where working becomes as interesting as playing. In the second assumption, theory Y posits that knowledge-based systems encourage â€Å"†¦high levels of performance that can only be achieved by organizing work in ways that allow workers to utilize and deepen their knowledge and skills, while working collaboratively on multiple, temporary projects to accomplish flexible and innovative operations† (Wubbolding 2002, p.3).Advertising We will write a custom essay sample on Motivation of Employees specifically for you for only $16.05 $11/page Learn More Coordination of systems in a manner that enhances concerted efforts would expediently lead to the achievements of organizational goals. The third assumption predicts that integration of technology with social systems would significantly change the application of technology in an organization. The effectiveness of technology depends on the integration of human resources and the physical part of technology resulting into viable technology that effectively drives the workforces for the organization to realize its goals. In the fourth assumption, delegation of responsibilities by the top management to the lower management levels enhances productivity in the organization. â€Å"The average man learns, under proper conditions, not only to accept but also to seek responsibility by employing creativity and imaginations in solving organizational problems† (Deming 2007, p.9).This assumption recognizes that employees have abilities that are very crucial in solving impending management problems in that motivation and delegation of responsibilities enhances their participation. Relevance and Value of X-Y Theories Douglas McGregor’s X and Y theories describe contrasting management styles of 20th and 21st centuries respectively. Theory X depicts 20th century style of management that relies heavily on authoritative supervision of employees as this theory assumes that employees are costs that need constant management in order realize organizational goals. Regarding motivation of workers, theory X is very poor since it only depends upon money and other material benefits to satisfy the needs of the employees, which are the lowest needs according to Maslow’s theory. McGinnis warns that, motivation of employees using the lowest human needs is not lasting and effective in enhancing productivity of human resources in an organization (2006, p 22). The X theory is relevance to the 21st managers because it indicates the level of management the organization is employing in the continuum of X-Y management levels. The poorest management style tends to shift towards X while the best management tends to shift towards Y. On the other hand, theory Y describes participative style of management that is very effective in the 21st century. This theory appreciates human labor as invaluable resource that the organization should deve lop and expand through motivation. In terms of motivation, this theory asserts that motivation of employees should entail satisfaction of highest needs according to the Maslow’s theory.Advertising Looking for essay on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More Gosling and Marturano argue that, â€Å"the expenditure of physical and mental efforts in work is as natural as play or rest, and the average human being under proper conditions, learns not only to accept but to seek responsibility† (2003, p. 7). Satisfaction of the highest needs such as self-esteem and self-actualization would motivate employees to be highly productive since work would be enjoyable as play thus enhancing the values of creativity, commitment, and responsibility in employees. Conclusion Management theory has been developing over centuries and managers have been wondering on what type of management style can effectively motivate employees and propel organizations towards achieving their goals. Douglas McGregor formulated X and Y theories that describe contrasting management styles for the managers to perceive their level of management. Theory X postulates that employees are inherently lazy and a form of costs that needs constant supervision for them to work eff ectively for the organization to attain its goals. In contrast, theory Y postulates that employees are integral resources that organizations should always optimize by motivating them. Motivation entails satisfaction of highest human needs, self-esteem and self-actualization as classified in the Maslow’s theory of hierarchy of needs. These theories are relevant to the 21st century managers since they assess their levels of management and predict the performance of their organizations. References Arthurs, D., Busenitz, L., 2003. The Boundaries and Limitations of Agency Theory and Stewardship Theory in the Venture Capitalist/Entrepreneur Relationship. Entrepreneur Theory and Practice, pp. 145-162. Bolden, R., Gosling, J., Marturano, A., 2003. Review of Leadership Theory and Competency Frameworks. Centre for Leadership Studies, pp. 1-44. Available from: http://business-school.exeter.ac.uk/ Daniels, T., 2008. Douglas McGregor: Theory X and Theory Y. Journal of Human  Resource s Management, pp. 1-25. Deming, W., 2007. Total Quality Management: Explanation of the Fourteen Points of Management. Organizational Management Level, pp. 1-11. Web. Kochan, T., Orlikowski, W., 2009. Beyond McGregor’s Theory Y: Human Capital and Knowledge in the 21st Century Organization. Human Resource Development Journal, pp. 1-24. Kopelman, R., Prottas, D., Davis, A., 2008. Douglas McGregor’s Theory X and Y: Toward a Construct-valid Measure. Journal of Managerial Issues, 20(2), pp. 255-272. McGinnis, S., 2006. Organizational Behavior and Management Thinking.  Organization Management Journal, pp.37-57. Wubbolding, R., 2002. Employee motivation. Quality Management of Employees, pp. 1-6. This essay on Motivation of Employees was written and submitted by user Maleah Cox to help you with your own studies. You are free to use it for research and reference purposes in order to write your own paper; however, you must cite it accordingly. You can donate your paper here.

TColorButton Delphi Component Source Code

TColorButton Delphi Component Source Code The background color of a  TButton  is controlled by Windows,  not Delphi. TButton is a simple wrapper around the standard Windows button, and Windows does not allow it to be colored except by choosing the colors in Control Panel.   This means you can not set the background color of a TButton, nor you can change the background color of TBitBtn or TSpeedButton. Since Windows insists on doing the background coloring with clBtnFace, the only way to change it is to draw the button yourself by making an owner-drawn button component. TColorButton Source Code The TColorButton adds three new properties to the standard TButton: BackColor  - Specifies the background color of the buttonForeColor  - Specifies the color of the button text. Note that this overrides the Font.Color propertyHoverColor  - Specifies the color used to paint the buttons background when the mouse hovers over the button. Heres how to set color-related properties of the TColorButton at runtime: ColorButton1.BackColor : clOlive; //background ColorButton1.ForeColor : clYelow; //text ColorButton1.HoverColor : clNavy; //mouse over Installing Into a Component Palette The TColorButton comes  as  a single unit file with the .PAS file extension. After downloading the component, you need to install the source component into an existing package.

Western art music.Fryderyk Franciszek Chopin Essay

Western art music.Fryderyk Franciszek Chopin - Essay Example Fryderyk Franciszek Chopin, the world's acclaimed genius: a composer, pianist and teacher, born 1810 March 1 to "French migr father (a schoolteacher working in Poland) and a cultured Polish mother,with three sisters in â€Å"the region of Mazovia, which was part of the Duchy of Warsaw†2. Controversially, Chopin's baptismal certificate revealed that he was born 1810 February 22. Either date does not upset the gifted composer/pianist to conquer international prominence. In the years of "lively domestic music-making"3 Fryderyk was then five, his sister Izabela described her little brother, "'soon began to display a sensitivity to musical impressions by crying'"3 (qtd in Chopin Diary, http://en.chopin.nifc.pl). Chopin's talent was not concealed from public from his early childhood as he was commended the "child prodigy for his keyboard and composition skill"4 (Fryderyk Franciszek Chopin Biography, www.last.fm/music/Fr) which had been closely equated with Mozart as he showcased his gift with "two polonaises (in G minor and B flat major), the first being published in the engraving workshop of Father Cybulski. The prodigy was featured in the Warsaw newspapers",5 as young as seven years old. (Music History, www.nivmusic.com). From this period, "little Chopin" was the adornment of the aristocratic salons in Warsaw. Seven was the age that Chopin made had his first concert. In the next twenty years, Chopin stayed in Warsaw. Chopin's first formal piano lessons after his piano practices with his mother was with Wojciech Zywny and played his first public appearance at a charity concert by Czech composer Adalbert Gyrowetz. After Chopin stopped his piano lessons with Zywny, he started to learn compositions with Jozef Elsner taking organ lessons simultaneously with Wilhelm Wuerfl. Chopin's formal schooling was attended at the Warsaw Lyceum where he spent most of his summer holidays in various parts of the countryside and developed keen interest to folk music and country traditions and "became well acquainted with the folk music of the Polish plains in its authentic form, with its distinct tonality, richness of rhythms and dance vigour"5 thereby, composing his first Mazurka. (Music History, www.nivmusic.com). From his holiday vacations, he wrote to his parents, "'Through God's grace I am well and time always passes most pleasurably. I neither read nor write, but I play, drawn, run, make the most of the fresh air...'"3. This first letter was followed by a series of "amusing 'letters'3, known as the 'Kurier Szafarski' [Szafarnia Courier], parodying the 'Kurier Warszawski' [Warsaw Courier]."3 (qtd in Chopin Diary, http://en.chopin.nifc.pl). At age 15, Chopin was already a published composer with a soft heart to the impoverished ones where he performed charity concerts. The growing Chopin is exposed to political flux which at one time and another influenced his compositions, At Surname 3 Warsaw, young Chopin witnessed "arrests [] made among the members of the Narodowe Towarzystwo Patriotyczne" 3. (qtd in Chopin Diary, http://en.chopin.nifc.pl). At Warsaw School of Music, Chopin started to study the theory of music. However, he showed disinterest in his piano class and did not attend classes by which was leniently tolerated by the school head Elsner in view of understanding the personality and temperament of Chopin being aware of his unmistakable superior talent of which he acclaimed in writing, "Chopin, Fryderyk, third year student, amazing talent, musical genius".6 (qtd. in Academy of Music, www.hrovatmusic.com). Previously, in the first and second year of young Chopin, he was commended "'First-year: Chopin Fryderyk - special ability, second-year: Dobrzyski Ignacy - rare ability...'" 3. In another view of Chopin, Wilhelm Kohlberg recalls the time they were learning English, "[]These lessons

UCC 2-207 Essay Example | Topics and Well Written Essays - 500 words

UCC 2-207 - Essay Example Jack did not respond. Jack delivered 4 tables and 16 chairs on June 1. Did Jack breach his contract with Mark? Explain. Rule: The agreement between Jack and Mark falls under UCC 2-207, which governs contracts for the sale of goods. UCC 2-105(1) states that a good is an item of property that must be tangible and moveable and UCC 2-106(1) defines a sale asâ€Å"the passingof title from the seller to the buyer for a price†. In this case, the goods are 4 tables and 16 chairs since they are tangible and moveable. Moreover, the evidence of a sale becomes clear when Jack delivers to Mark 4 tables and 16 chairs to Mark. Application/Analysis: In general, there are four requirements for a valid contract: agreement, consideration, capacity and legality. Even though the UCC does not define offer, common law steps in to cover this inadequacy. Under the common law, offer is the expression of the desire to enter into a contract in a manner that the recipient can make a conclusion to the transaction through assent. The mirror image rule in common law requires that the terms of the acceptance exactly match those of the offer. However, the UCC dispenses with the mirror image rule. Under the UCC 2-207(1), a contract is formed if the offeree’s response indicates a definite acceptance of the offer, even if the acceptance includes terms additional to or different from those contained in the offer. Whether the additional terms become part of the contract depends, in part, on whether the parties are non-merchants or merchants. A merchant is a person who deals in goods of the kind involved in the sales contr act. Under UCC 2–207(2), in contracts between merchants, the additional terms automatically become part of the contract unless one of the following conditions arises: 1.The original offer expressly limited acceptance to its terms. 2. The new or changed terms materially alter the contract. 3. The offeror objects to the new or changed terms within a reasonable

Semiotic analysis of articles on nancy grace's coverage of the casey Essay

Semiotic analysis of articles on nancy grace's coverage of the casey anthony trial - Essay Example In considering Nancy Grace’s coverage of the Casey Anthony murder trial commentators have resorted to a number of semiotic trends. One of the major indications is the signification of Grace as sensationalistic. In these regards, nearly all commentators identified Grace’s post-trial speech where she stated, â€Å"somewhere out there the devil is dancing tonight† (Williams). Commentators have also frequently indicated the characterization Grace has given the defendants, referring to Casey Anthony as ‘tot mom’. Grace is even argued to extend the truth to achieve this sensationalism. Williams notes, â€Å"She talks about speaking the truth, yet weaves elaborate fictions of a champagne-popping defense team† (Williams). In these regards, one of the primary significations of Grace’s commentary is the sensationalism that is implemented in her characterization of trial proceedings. Another of the overriding media trends is the indication that Grace constitutes a sort of extra-jury form of commentary. Consider Bauder, who points out a lawyer who believes, â€Å"Grace has undermined respect for the jury system the way she has spoken out against the Anthony verdict. She said she’s worried that someone who disagrees with the verdict, whipped up by Grace’s disgust, will harm some of the jurors† (Bauder). In these regards, the signification of Grace as this sort meta-judicial participant imbues her with power that generally is not attributable to media commentators. In addition to these earlier significations, Grace has also been signified going outside bounds of truth. Indeed, one of the consistent significations of Grace is as this ‘truth extender’. It seems the underlining signifier is that Grace extends the truth to achieve media ends and higher ratings for her cable commentary show. One such example of this is in the interview Grace gave to FOX News commentator Bill O’Reilly. While O’Reilly seemingly asks questions without an

Cultural Approach to Organisations Theory

Cultural Approach to Organisations Theory The Theory Of Cultural Approach To Organisations Abstract This report will revisit the culture theory proposed by Clifford Geertz how Michael Pacanowsky claims the concept is applicable to an organisation. It will use Whitireia Polytechnic as an example for an organistain culture. When you hear the word ‘culture you often associate it with a persons background, ethnic heritage and race. However, culture is a way of living in an organisation. It is also not limited to a country or city either, even corporate organisations have culture which contain stories, symbols rituals and within it contain sub cultures. You may not even know that this is a part of your everyday life without realising it. This report will help you understand what your organisations culture is like, how this applys to you, whether it can be changed. Introduction Purpose This report is based on the Organisational culture and what I have learned about this theory. The foundations of this theory were created by Clifford in which Michael applied Greetz work into his organisational culture theory. This will help explain (in accordance to the theorists work) what the definition of culture is, what the makings of a culture are and what standards techniques ethnographers use to describe a culture. Scope My first insight into this topic was a first look at communication theory book which gave me an idea of what the topic would be about. I then utilised the resources provided by Whitireia polytechnic which was library databases in which I found little success formation. After trying a variety of databases such as Proquest, Gale proquest etc I found that I could find more sources utilising internet websites. Limitations The only limitations I found was the little use the databases were to me. I also found it difficult to find information by Michael E Paconowsky who is the co creator of the organisational culture theory. I could only find one source which elaborated more on the organisation culture limiting me to using Geertz as a primary source. I did not know whether to attribute this to my searching methods or whether the availability of information was insufficient. Research Methods The databases were of little use to me my primary sources of information came from Articles Internet websites using Google. At first finding information was difficult as I used the library database as my primary source for Information. Although I did find some sources, my primary source of information came from a website which contained a large amount of articles. In regards to my topic this site contained more information then my other internet book sources. Structure Of Report Title page – Followed by an abstract Table of contents Introduction – Includes purpose, scope, research methods, structure of report limitations Literature review – A summary of 6 sources which I used to use for my report Findings – What I have discovered about the theory Conclusion – Includes Summary critique of theory Literature Review Doing Organizational Culture in the Saturn Corporation Retrieved August 10th, 2009 from http://findarticles.com/p/articles/mi_m4339/is_1_22/ai_75579345/ Summary This includes an in depth look into the organisational culture in the Saturn Corporation. The Authors who researched this topic discovered how they came to their conclusions by poststructural analysis of the video advertisements, examining metaphors along with interaction interpretation of the organisations culture.. It also gives a chronological description of the significant events concerning the study of organisational culture. It also briefly covers the importance of image metaphors. However its primary focus is on the symbolic meaning of storytelling and the effects it has Saturn on its organisation culture consumer culture Accuracy Validity All three Authors Terry L. Mills, Craig A. Boylstein, Sandra Lorean are experts in the field of Sociology. Terry L. Mills earned his PHD in Sociology in 1996 at the University of Southern Carolina. He has received many honours awards and specialises in many topics concerning the age of sociology organisational organisation. He has conducted a lot of research and has published many of his works in articles, books journals. Terry L. Mills is currently a Professor in the University of Florida and is also a dean for associate affairs. The combined knowledge of these authors is apparent when they outline the history of the study of organisational using it as a base for their evidence in this subject. The concepts in this article are not new, they are simply a tool to back up their research and explain the organisational culture of the Saturn Corporation. Turner, L..H., West, R ., (2007) Introducing Communication Theory (3rd Edition) New York: McGraw-Hill Higher Education Summary This book covers a number of theories including the Organisational Culture Theory covering its main points. It also delves more into the organisational side of culture by providing examples and elaborating on concepts created by Michael Pacanowsky including different types of assumptions, rituals, performances symbols etc. It also includes information on Clifford Geertz work and provides an explanation on Thick description, a technique important in Ethnography. Accuracy This information is accurate because it draws from sources which happen to be some of Geertz Pacanowsky most prominent work. It gives clear cut examples and all the examples provided are cited from reliable sources. Geertz, C. (1973) The Interpretation of Culture (2nd ed). New York: Basic Books Summary This source of information elaborates on the interpretation of culture theory from the perspective of an ethnographer. Greetz who is an ethnographer himself describes his work as being a thick description, which can be described as Intertwined layers of common meaning that underlie what people say or do. In this chapter Greetz describes his experience of a different culture of a foreign landscape. Often puzzled at the events that occur in this culture, his stance on his interpretive approach is not to just simply document what is happens in the culture. It is to reduce the puzzlement and to have a greater understanding of why it happens in the culture. Accuracy Clifford Geertz is a champion of symbolic anthropology. He has made several major publications with his most seminal being Deep Play: Notes on the Balinese Cockfight. His work on interpretive theory has had a major impact in the field of anthropology and his extensive amount ethnographical work in Indonesia Morocco highlands only solidify the validity of his work. He is also the co creator of the cultural approach of organizations theory. Geertz, C. (1973) Deep Play: Notes on the Balinese Cockfight† Retrieved August 1, 2009, from http://www.si.umich.edu/~rfrost/courses/MatCult/content/Geertz.pdf Summary In this source of information Clifford Geertz gives an insight into the balinise cockfighting culture. This does more than what happens in these cockfights he explains the deeper meaning behind the culture. He stresses that it is much more than about money or entertainment it is about social status: The Cocks are simply there to stand in for men who are engaging in these matches. Clifford also describes the social networking and ins outs of this cockfighting culture. Accuracy Validity This is Clifford Greetz more known works and is essentially one of the core concepts of this topic: Culture. This work is simply an interpretation of a culture and is undoubtedly one of the main reasons why Cultural approach to organisations theory is here today. It is interesting to note that the cockfighting metaphor is applicable to many cultures and everyday life occurrences. Fafaeli, A., Worline, M. Symbols in Organizational Culture. August 22, 2009, from http://iew3.technion.ac.il/Home/Users/anatr/symbol.html Summary This source goes into detail about what symbols are and how they apply to organisational culture. It briefly provides four functions that symbols serve in an organisation and how the use of symbols can provide a deeper understanding in a n organisations culture. Accuracy Validity This has also been referenced in a first look at communication. It has also been published in a number of books and draws some of its concepts from Clifford Geertz work. I can also see the similarities how it relates to the ideas of cultural approach to organisation theory. Both authors have PhDs in their respective fields and have done extensive research on this topic. Ardichvili, A.,Basten, F.,Daley, B.,Kraemer, T.J.,Kuchinke, K.P.,Morgan, G.,Shindell, T.,Short, D.C.,Willis, V. The Role of Metaphors in (Re)producing Organizational Culture. August 3, 2009, from http://www.orleon.nl/publicaties/metaphor_in_hrd.pdf Summary This source discusses metaphors and provides a storyline about the NBS organisation. It talks about how metaphors can describe the NBS organisation in a six part storyline written by employees. The author also provides analysis on the metaphors that were used and what they mean. Accuracy Validity These sources concepts are very similar to those created by Geertz Pacanowsky. Although this source does not reference them there is a clear connection between Pacanowskys idea of metaphorical analysis and this source. Findings Background Of Theorists Clifford Geertz was born in San Francisco, California on August 23, 1926. For two years (1943–45) he served time in the U.S Navy during World War II. He would later attend Antioch College receive his B.A in philosophy. He later studied social anthropology received his PHD from Harvard University. After he taught a number of schools he would join the anthropology staff of the University of Chicago. Subsequently he became a professor in social science at Harvard University in whicch he would receive several honory doctorate degrees from numerous colleges including Cambridge, Harvard Chicago University. After his divorce with Hilderd Greetz he would end up marrying Karren Blu who was also an anthropologist. In his later years his decline in health due to heart complications would eventually catch up to him, he died on October 30, 2006. Outline Of Theories/key Issues What Culture Is; What Culture Is Not Clifford Geertz, a champion in anthropology found through his research that culture is a shared meaning, shared understanding shared sensemaking in â€Å"a web of significance that he (man) has spun.† The foundation of this theory especially from an anthropological perspective can be attributed Clifford Greetz who primarily focused on culture itself. In Clifford Geertz eyes no culture is inferior/superior and no culture can be changed. Thick Description – An Ethnographers Occupation In order to understand a culture one must become an ethnographer. Ethnographers are researchers who immerse themselves within a culture also meaning they are in it for the long term. Clifford Geertz spent a number of years in Southeast Asia North Africa studying various cultures which eventually led him to call his extensive material in his journals to be known as thick descriptions. Thin descriptions would simply describe an event; thick descriptions however would describe an event within a context. His primary example in The Interpretation of Cultures theory describes the puzzlement when something simple as a wink can cause when it is not described within a context. Culture As A Metaphor Of Organisational Life Michael Pacanowsky found Clifford Geertz work helpful and would use work to give a better understanding of organisational culture. This in turn would help give us a better understanding the behaviour of organisations by understanding the way how groups live and interact with one another. Michael Pacanowsky discovered that not only materials such as paperwork were crucial but also analysing the behaviour of how groups operated was equally as important to understanding an organisations culture. As part of his work he used three components to better understand a culture which were metaphors, stories and rituals. Metaphors To understand a shared meaning of a culture Michael Pacanowsky used metaphors to describe the W.L Gore organisation. He used three metaphors to describe this unique culture the first being that Gore was a cluster of peasant villages because of its decentralised environment and focused use of oral communication. This could be attributed to the fact that Gore has an all in this together attitude and though a differential status exists amongst workers, there is a lack of hierarchical authority everyone checks with other â€Å"associates† before making significant decisions. Other metaphors Michael Pacanowsky used to describe Gore was that he saw it as being an improvisational Jazz band because of its like minded workers who liked to try new things and and compared the workers as being factions in Colonial America because of its innovative approach to work. Using metaphors to describe a culture is a valuable tool for ethnography. Stories – A Window Through Which To View Corporate Webs Of Significance Stories are used in to corporate organisations to guide employees to how to function within an organisation. It can also be used as a motivational tool to draw inspiration or to simply give a historical account so that employees may find themselves and become a part of something much bigger than just the corporation. Stories also give ethnographers a way to understand a culture There are three types of stories: Corporate stories, Personal Stories Collegial stories. Corporate Stories Corporate stories are ones that can be seen in pamphlets, advertisements etc. This is the vision of the upper level and management that they want to reinforce; sometimes to the public eye. An example of this would be how a corporate boss who would spend his Christmas Eve working with his employees and would be the last to leave. Personal Stories Personal stories are something that an employee may tell about himself to help identify with other workers or how he would like to be perceived within an organisation. An example of this would be how an elderly worker describing his experience in the workplace prior to the technological dependency and how a pre robot like environment developed more personal interaction and a sense of community amongst workers. Collegial Stories Collegial stories can be positive or negative and are used to describe others in an organisation. An example of this would be how a new manager who has taken has a cut throat approach to his employees and that his technological happy approach would result in a loss of jobs in the organisation. Rather than describe what each story means (doing so is to be done with great caution) it is not the proper way for the ethnographer to dissect each piece and explain every intricate detail, it is to interpret everything as a whole and see the bigger picture. Rituals – The Rites Of A Culture Rituals are existent in all forms of culture the Balinese Cockfight written by Clifford Geertz shows this. Without looking at it without an open mind Balinise cockfighting could be percieved as nothing more than a primitive shallow form of entertainment. However Clifford Geertz insight into the topic shows it is much more then that; it is the Men who are fighting for status and the cocks are simply just a representation of that. An example of this in a corporate organisation would be casual Fridays where formal clothing is optional. Or Free lunch Wednesdays where food is catered and provides an opportunity for staff to interact with one another. Where a ritual such Balinese cockfighting would be considered sacred (although it is illegal) changing or removing it completely would meet much opposition. In a corporate environment with a free spirited approach and lack of formality, changes to rituals would in most cases see little opposition. Application Of Theory I will use a real life example when applying the cultural approach to organisations. My example is about Whitireia Polytechnic. Clifford Geertz talks about Cultures having subcultures and there are many examples of this in Whitireia. A broad example would that every sector of Whitireia e.g BIT, CIT, has its Location can affect cultures an example would be Computer Services the BIT section of Whitireia. Although in an ideal world both would work together in a fluid manner an observation I made was that many of the services provided by Computer services are not known to BIT. When working for my evaluation procurement assignment I noticed that somethings were not communicated to one another effectively this is because of the difference between subcultures. Another example I think applies to this theory is the subculture created by Teachers. Although BIT culture as a whole is relatively the same, the subcultures are different. George Tongariro has a relatively informal style of teaching which is very much ‘alive ‘vibrant. This in turn influences the students especially the ones with who share similar attributes. This type of sub culture would likely clash with another teachers sub culture that has a very reserved formal approach to teaching. Even students have sub cultures w hich result in people having different social circles because tend to socialise with people who have similar values. Stories are told amongst students and teachers, corporate stories I have read are from pamphlets and websites. However the personal collegial accounts were told to me orally from both teachers students. Personal stories I have heard about Whitireia is a students experience with a certain teacher, paper, class etc. A collegial story I have heard students express is their dislike of how work intensive a certain class is. An example of a collegial story I was told in class from a staff member was how they disapproved with how BIT section of Whitireia was run and how it ran without ‘order and how ‘disorganised it was. If I was to document every story in a journal I could create a thick description that would effectively help an outsider understand whitireia polytechnic culture. A Ritual in this context would be performing a practical lab I get given every Tuesdays and Wednesdays in which I must complete within a designated time. Another example would be students playing table tennis or pool at the student centre on their break on a regular basis. You may also notice I used metaphors to help understand the culture present in Whitireia. I have also been at Whitireia Polytechnic for a nearly two years in which (despite the lack of a PHD) adds credibility to how I can apply this organisational culture to this industry. I also tend to hear more positive things about polytechnic and with an increase of students have changed the student sub culture. Evaluation Of Theory I will be using the standards from the book ‘A Look Into Coomunication Theory† book by Em riffim New Understanding Of People Interpretive scholarship is good when it offers fresh insight into the human condition. Geertz Pacanowsky do this by interpreting their readings and using techniques to describe a culture within a context. To have an insight human culture is to have a insight to teh human condition. Clarification Of Values A good theory brings peoples values into the open. Both Greetz Pacanowsky where able to define an organisations culture by using thick descriptions, metaphors, stories rituals. Aesthetic Appeal The appeal of Greetz Pacanowsky theorie is that it used real examples in which they both experienced. The way they convey their research through narratives, stories metaphors also provides an artistic interesting insight and makes their material appealing to read. Especially through the use of metaphors which help illustrate capture the essence of an organisations culture. A community Of Agreement Clifford Geertz is considered to be a champion symbolic anthropology and some of his most famous works such as the Balinise cockfight were innovative ultimately allowed Pacanowsky to apply his ideas into the theory. Although there is some criticism towards organisational culture theory the support is much more apparent within the community. Reform Of Society Change in organisational culture is sometimes considered to be ethically challenging. Understanding an organisational culture is becoming more apparent and is now used for a competitive advantage. Conclusion Summary In summary Clifford Geertz work e.g description of culture, pioneer of ethnography inventor of thick descriptions, combined with Michael Pacanowsys interpretation of organisations through use of stories, metaphors and rituals ultimately lead to a theory that is applicable to many organisational cultures. Stories, metaphors rituals are all practical ways of describing and interpreting a culture. I have also shown a real life example of how applicable it is and though it may not anywhere near the level of Geertz or Pacanowskys work, it should show how this can be used in different types of organisations. Critique Of The Theory As you should know by now Clifford Geertz stance on Culture isnt to change it, it is to understand it. Nor did he wish to interfere or influence culture. Critical theorists however criticise this approach and see a moral obligation to make changes rather then to just describe interpret it. This is not how a researcher who uses the cultural approach to organisation sees it. An ethnographer does not use his research as a tool for change nor does he use it to pass judgement or criticise the morality of a culture. Ethnography is about providing a better understanding and how to function in a culture through symbolic analysis. It is ultimately up an organisation and its staff to make a change. Cultural approach is also not as popular as it used to be. Some say that it is because few people if any can match Clifford Geertz writing style. People have described reading his work is like reading an engrossing novel. This in turn may have affected the aesthetic appeal and until someone who can write as well as he can, resurgence in this theory is questionable. Glossary Of Terms Ethnography: a methodological strategy used to provide descriptions of human societies Ritual: Performaces that reoccur on a regular basis Sub Culture: A Culture within a culture. Thick Description: Explanation of the meaning of layers in a culture References Articles Deep Play: Notes on the Balinise Cockfight Retrieved August 13th, 2009 from www.si.umich.edu/~rfrost/courses/MatCult/content/Geertz.pdf Doing Organizational Culture in the Saturn Corporation Retrieved August 10th, 2009 from http://findarticles.com/p/articles/mi_m4339/is_1_22/ai_75579345/ http://findarticles.com/p/articles/mi_m4339/is_1_22/ai_75579345/?tag=content;col1linise Cockfight Books Geertz, C. (1973) The Interpretation of Culture (2nd ed). New York: Basic Books Griffim, E. (2006). A First Look at Communication Theory (6th ed.) New York: McGraw-Hill Higher Education Turner, L..H., West, R ., (2007) Introducing Communication Theory (3rd Edition) New York: McGraw-Hill Higher Education Internet Sources The Role of Metaphors in (Re)producing Organizational Culture Retrieved August 13th, 2009 from http://docs.google.com/gview?a=vq=cache:MH7Ir3IC9LAJ:www.orleon.nl/publicaties/metaphor_in_hrd.pdf+http://www.orleon.nl/publicaties/metaphor_in_hrd.pdfhl=engl=nz Fafaeli, A., Worline, M. Symbols in Organizational Culture. Retrieved August 22, 2009, from http://iew3.technion.ac.il/Home/Users/anatr/symbol.html ORGANIZATIONAL CULTURE Retrieved August 13th, 2009 from http://www.au.af.mil/au/awc/awcgate/ndu/strat-ldr-dm/pt4ch36.html Ardichvili, A.,Basten, F.,Daley, B.,Kraemer, T.J.,Kuchinke, K.P.,Morgan, G.,Shindell, T.,Short, D.C.,Willis, V. The Role of Metaphors in (Re)producing Organizational Culture. August 3, 2009, from http://www.orleon.nl/publicaties/metaphor_in_hrd.pdf

Biblical Symbols and Symbolism in John Steinbecks East of Eden :: East Eden Essays

Biblical Symbolism in East of Eden    John Steinbeck includes more of the tale of Genesis: 4 than is actually told in the bible.   The basis of this is a Jewish story involving twin sisters of both Cain and Abel.   The two disputed over Abel’s twin whom Abel was to marry.   Cain murdered Abel and wed the twin sister of his brother (Fonterose, Joseph. p.3380).   The story differs also in that it is Abel who leaves his home instead of Cain.   Abel found his Eden, represented by Salinas Valley, but lost it after fathering a second generation very similar to the first, Caleb representing Cain and Aron representing Abel (Fonterose, Joseph. p.3379).   The story is changed by Steinbeck to illustrate the idea that men naturally have both good and evil tendencies within them, and that this mixture compels men to choose between the two.   The story told is similar to an alternate interpretation of Genesis: 4 called timshel.   This alternate reading introduces the idea that Cain feels evil and kills Abel beca use of the jealousy he feels towards his brother and God’s love for Abel (Levant, Howard. p.243).   Ã‚  Ã‚  Ã‚  Ã‚   The relationship of good to evil is found in many different ways throughout East of Eden.   One way is the opposition between the two.   Such a relationship is illustrated through the Cain and Abel allusions in the novel.   Another relationship is that the two must coexist.   This relation is represented by the arrival of both the church and the brothel in town at the same time.   Good comes from evil is the third relationship.   Cathy making Adam appear all the more pure shows this relation.   The last relationship is that both terms are relative (Fonterose, Joseph. p.3381).   Caleb Trask is illustrated as being a man more evil than others are. This innate wickedness varies from the immoral values of other characters such as Charles or Cathy-Kate.   The wickedness is attributed to Caleb’s ability to choose between good and evil and his choosing of the latter (Levant, Howard. p.240).   In East of Eden, good is associated with individual morals.   Examples of such would be abstinence from sexual activity and virtues like generosity and self-respect.   Evil is illustrated through acts such as prostitution and murder (Fonterose, Joseph. p. 3381).   Sex is treated as a carnal act that cannot be good.   It is a sin; where in other Steinbeck novels, it would be easily accepted.