Motivation factors of the Workplace in Thailand

Motivation factors of the Workplace in Thailand This proposal paper will attempt to discuss the view and application of what effects motivation has in the low hierarchical or flat organisation workplaces for the firms or companies doing business in Thailand; small organisations that have less than 50 staffs fit this description. What are the factors that motivate the employee to succeed, is it money, job promotions, perks? Once the findings have been reached, would they be able to apply to similar organisations? With todays fragile economic situations along with fierce competitions in virtually all market places, small size companies need to be able to compete and respond to the ever-changing environment in a much faster pace. To be able to compete effectively, companies need to cut through Red Tapes or bypassing unnecessary bureaucracy and adapt quickly to the ever-changing surroundings in the business environment. In Thailand, there are no differences when it comes to compete and compete fiercely they do. The aim of this proposal is to focus its findings especially on small multinational companies doing business in Thailand. The reason being that multinational companies who are conducting business in Thailand, similar to their subsidiaries in other countries, would like to see their returns on investment and realize their profits on a yearly basis and expecting growth every single year followings. Efficiency is one of the keys for multinational companies to compete effectively. This propo sal will also address how motivation theories are being used to in these organizations where vertical promotions are virtual non-existence. No corporate ladders to climb for most employees. If this fact does not exist, then what motivate employees? The study will focus on the research theories based on Herzbergs Motivation Theory that he and his colleagues wrote about motivation 50 years ago. The study will attempt to design questionnaires to address the question on Hygiene factors as well as the others motivation factors which will be hypothesized on their actual application in the work place in Thailand. One of the hypotheses will focus on monetary compensation factor that it is or it is not the major influence in motivation for such a flat or low level hierarchy organizations [Prendergast, 2002]. This study will be based in Thailand small size multinational companies where there are approximately three levels of the hierarchy and there are less than 50 people working full time. For the purpose of the study, 5 multinational companies will be chosen. Main criteria are: the firm needs to be a  multinational company; they employ less than 50 staff, and that they have no more than three functioning levels in the hierarchy for five years. Moreover, 95% of the employees must be Thai nationals. To solidify the study, companies need to be operating in Thailand for no less than 5 years and that the organisational structure must fit the criteria of equal to or less than three levels. Major objective Productivity, profitability, efficiency are just some of the key drivers that companies are expecting from their oversea staffs and enforce them firmly in order to survive. To be productive and efficient for small size multinational organisations, flatter and less hierarchical levels have been adopted. It cuts down decisions times and increases more action time which suits the small multinational companies profiles. However, this efficiency also has its drawbacks when it comes to job promotion or others traditional motivational factors. With flatter organisation, there are fewer ladders for employees to climb. Which posts another question that job promotion is a major key to motivating people in any organisation? The findings based on this study will help answer some of the questions General Managers, Human Resources Managers or just plain manager/supervisors in many small size multinational companies in Thailand. With that benefit in mind, managers will be able to manage their personnel more effectively, properly and with something to reference with. The findings, however, may offer other benefits to other organisations that themselves are a part of a large organisation that job promotion within the organisation is limited or do not exist; they can apply the findings to their own environment. Further, a large size companies whose hierarchical are quite limited and/or job promotion are scarce, the findings based on this proposed study could benefit the management in those organisations as well. Many managers are seeking the answers to the question of How to keep people motivated in today organisation where good effective people are hard to find and retain. To both apply the motivation at the same time seeking retention, are one of the human resource organisation goals. To get some of these answers, questionnaires based on the Employee Satisfaction Survey (ESS) will be used. This survey is being used by many firms. However, there are many version of ESS. The ESS was first documented by The National Business Research Institute or NBRI [NBRI, 1982]. It is used to gauge the satisfaction of the job of the employee has with the current company, compensation, recognition, relationship, environment, etc [Prendergast, 2002]. The questionnaires in this study will be designed to cover many areas in the organization as possible in an attempt to derive at the answers about what caused motivation and the effect it has to the organization. How would the managers in similar organizations b enefit from the findings? The answer lies in the fact that there are many similar structure of organization although do not engaging in the same business as the firm chosen, however, with the background of the Thai people in this study, the author wish that it can be applied beginning with the people in Thailand. Another objective of this study is to touch on the fact that organisation needs people who are dedicated, intelligence, diligence and productive to grow the company. Is he or she possessing the right backgrounds, has the right educations, does he or she has the proper attitude toward the company, the workplace and the culture? Of course, brief interview with any potential candidate for any job cannot determine the candidate is the right for the job. Job probation concept was designed to filter out the wrong choice employees. Although it is not in the scope of this proposed research, the fact remains that you need to motivate these people first and try to retain the ones the firms want to keep; hoping that might be able to somehow bring those qualities out of the potential candidates [Herzberg, 1987]. Objective The study in this paper will be utilising part of Frederick Herzberg the Hygiene Factor Theory of Motivation as part of the design of the questionnaire. The Survey questions (see sample in Appendix I) are specifically designed to fit the size of the organization and to reflect the needs to find out on whether or not the employees are satisfied with their jobs in general and will also use the results to derive what are the motivation factors the employees in the small, low hierarchical organizations have in common. This will also present an opportunity if the findings can also be applied to other similar in the requirements organisations. Further, based upon the Hygiene Factor of Herzberg motivational theory, the findings will also either to reinforce or challenge his theory? With the results obtained, although limited in size proposed at presence, it does not mean that the study cannot be extended to further the study in the future. The assumption is that mainly the Motivation is the Independent variable. With the right kind of motivation applied, productivities increase. The job itself or the results, the growth of the company becomes Dependent variable. Limitations of the Research This research proposal is focused on small size, multinational companies who has approximately three levels in the current organisation that must be in functioning order for the last 5 years. The sample size is also a limitation of this study since the proposed study call for small size companies that has approximately 50 employees or less. This proposal is also limit to five companies. The total number of employees is 250 employees in approximation. Due to the fact that some of the nature of the companies chosen which contained field personnel who might not be available for the time of the questionnaires is being distributed, hard copies will be used in combination with emails to the individuals. The consolidation of the data will be collected after two weeks of distribution and will be using SPSS Regression method to help calculate the results in a quantitative presentation. In order to get the individuals of these companies cooperate with the study, a formal letter will be written and addressed to the General Managers and/or Human Resources Managers of each firms asking permission to conduct a survey for the research study on what motivation has on their employees. The results of the findings will be made available for the management of the firms to conduct further studies if chosen. Significance of the study The study is design to study what motivation factors employees have in the low hierarchical organization taking into consideration that there are virtually a lesser amount of corporate ladders to climb, in the traditional sense, comparing to the organizations of old. There are numbers of similar size of these companies conducting their businesses in Thailand and more so in the neighboring countries that may benefits from this paper once the findings are presented. In addition to the lesser levels in the current organizations, there are other factors that companies need to prepare themselves in competing equally with others. Companies of this size pride themselves to be lean and effective organizations; also the nature of the multinational companies forces them to be extra efficient while conducting business in other countries. Returns on Investment (ROI) are always on the Senior Management minds, motivating people caused them to be productive, hence generate more profits. One of the requirements that 95% of the employees in each companies need to be Thai nationals, this will present clearer pictures of the motivation factors. One of the assumptions that one of more of the management of these firms is expatriates running the businesses in Thailand. However, due to the limitation of the study that the proposal called for five companies to be conducted, expatriates managers for these firms are not required. Even though this fact will help see the contrast when comparing to Thai nationals management team, this is not a major requirements in this study. Educational backgrounds of the individual employees are not the major factors since some of these firms possess field personnel. However, this is significant since the employees at this level have even less corporate ladders to climb, hence, job promotions with title and responsibilities may not be adequately suit their culture norms for Thai workers. The study will then attempt to focus also that the monetary reward s which will be part of the questionnaires used in the surveys. Once concluded, the findings will be made available to the firms that give permission to conduct the study so they may benefits from the findings. In most of the multinational companies should already have some sort of employee study surveys, however, the one directly related to what effect motivation has to the employees in the low hierarchical organizations may be scarce. Literature Review The paper used in this study was written by Nigel Bassett-Jones, Oxford Brookes Business School, Oxford, UK and Geoffrey C. Lloyd, Rajarata University of Sri Lanka, Sri Lanka. The paper was published in the Journal of Management Development in 2005. The paper seeks to examine the issue of Herzbergs two-factor motivation theory which will be used as reference theory in this paper. The paper referred to the challenges in today organisation factors such as downsizing led ways to focus on employee empowerment [Bassett-Jones et. al, 2005]. Bassett-Joness paper raised the question about the problem to motivate people to contribute ideas within the context of work-based suggestion schemes [Bassett-Jones et. al, 2005]. With companies experiencing overwhelming changes after World War II, hence the introduction of globalisation and technological development has prompted the innovation in technology and plethora of new ideas [Ilinitch et. al, 1996]. Parolinis work in 1999 has also been cited by Bassett-Jones [2005] that these ongoing progress prompted workforces to continue to improve products, systems and processes to compete fairly. To support Herzbergs view in financial rewards can be viewed negatively, citation by Hiltrop (1995) was used to stress that psychological contract by employers hinders employment continuity and opportunities for career progression [Bassett-Jones, et. al, 2005]. This finding by Hiltrop (1995) will be used as part of the study in this paper to determine whether or not monetary rewards are not the motivation factor in the low hierarchical organisation in Thailand. This paper based on the survey results obtained, study the statement made in Bassett-Jones (2005) paper cited Hiltrop (1995) that based on their contentious proposition, money does not motivate [Bassett-Jones et. al, 2005]. Bassett-Joness [Bassett-Jones, et. al, 2005] also cited Taylorism in their paper that basically people are lazy and work-shy and stimulation to motivate them comes externally. The authors also cited Hawthorn findings that people are motivate to work well for its own sake, as well as for the social and monetary benefits they received, and this is internally stimulated [Bassett-Jones, et. al, 2005]. In this paper will also use these two findings as based to study further to conclude its findings. Many theorists had been cited by Bassett-Jones in her paper such as McClelland, Locke, Vroom, and Alderfer. Unfortunately, this paper will omit their findings due to the constrained of this paper and its scopes. This paper will use some of Peter and Waterman (1982) work on empowerment and team work as part of the proof of this paper. Bassett-Jones (2005) cited that expectancy theory as well as equity, goal setting and reinforcement resulted in the development of a simple model of motivation al ignment [Locke, 1978]. Important suggestions that once identified and objectives are defined, rewards can be determined next to both serve the organization objectives and satisfied employees [Bassett-Jones et. al, 2005]. On the other hand Herzberg axiom stated that inadequate financial reward can demotivate and money [Behling et. al, 1968] is yet another hygiene factor that could cause dissatisfaction [Herzberg et. al, 1959]. To stress this point further, Herzberg (1959) stated that an improvement in one or more of a range of factors including pay, supervision and prospects for promotion would result in a move towards increased satisfaction, whilst a deterioration would prompt a move in the opposite direction; dissatisfaction was a result of an absence of factors giving rise to satisfaction [Bassett-Jones et. al, 2005]. Sense of achievement, recognition and work itself will be the key focus. Bassett-Jones (2005) wrote that Herzberg suggested that motivation is like self-charging battery and that employees become motivated themselves. Energy or desire must come from within and that motivation, by Herzberg definition, is internally generated not externally stimulated by incentives [Prendergast, 2002]. Most importantly the statement suggested that individuals do not require incremental incentives to drive the internal engine [Prendergast, 2002]. Critical success factors came from and integration of training, appraisal system, promotion and redundancy policies [Bassett-Jones et. al, 2005]. Bassett-Jones (2005) paper concluded that with Herzberg research result, whilst repetition produces frustration and alienation, it can also induce insight and understanding. These results from the research can used to curve the retention and skill dilution and use to improve morale and increase employee voice in the organization. The authors also cited the economy factors as well as socio-psychological perspective to human relations on cultural based and should be understood by management and unfortunately cannot be shared with the people at the bottom of the organization hierarchy [Bassett-Jones et. al, 2005]. This paper also demonstrated that motivators associated with intrinsic drivers outweigh movers linked to financial inducement. Finally the question is raised that whether employee need for recognition has become a hygiene factor in the contemporary employment contest? [Bassett-Jones et. al, 2005] Authors answer is while some inducements can move some employees to contribute id eas; the numbers involved are significantly less than those who are motivated by a desire to overcome frustration and contribute to organizational success. The organization needs to aspire to generate high commitment culture is likely to prove elusive without Taylorist paradigm persistence. In addition, systems and processes that enable employees to work together to define problems and overcome frustrations will resulted in great organization [Bassett-Jones et. al, 2005]. Independent Variable The independent in this study is Motivation. Motivation, as described by Robbins and Judge (2009), is The process that account for an individuals intensity, direction, and persistence of effort toward attaining a goal. To use this description in this study for small, multinational firms conducting businesses in Thailand where the organisational structures are quite flat, virtually no room for vertical promotion upward for employees. So to apply motivation by asking the employees to climb the corporate ladders is out of the equation entirely. The study will turn the focus upon an individual intensity of how to focus the individual is about his or her career direction. The persistence to stay with the objectives to attain the set goal will also be part of the study to find the motivation factors [Locke, 1978]. Dependent variables The work itself and the effectiveness of the workplace will be the dependent variables study toward the conclusion of this study based on the theory related to the study, what motivation technique the author may suggest for management to use in their firms. The effectiveness of work itself can be further compare the effectiveness within the group or individual (Robbins and Judge, 2009). What criteria used to define the level of the effectiveness in the workplace? Based upon effectiveness in a group, certain decision must be made. Obvious decision made would be group decision, the following question is that how could we gauge it accuracy in the decision made by the group. Would it lead to successfully completing the tasks on hand? To be effective, should the group be focus more on faster respond to any changes in the environment would this in itself one of the motivation factors? Would an individual decision making in the small firm studied be widely used instead of group decision? F urther, would group decision lead to creativity, perhaps yes since there are many others with ideas and if goals of organization are the ultimate goal [Locke, 1978]. With these dependents in mind, the study can draw a final framework based on the suggestions and nature of the findings based on the study. The main question that will be focus upon still be the question that what are the motivation factors of the people in the low hierarchical organization? Any attempts made by the management to help motivate their people? The findings hopefully will benefits some of these questions. If they chose to implement them, are there other effective tools or methods to use, perhaps. Would similar structure type organization would benefits from this endeavor, may be. Theory related to Independent Variable There are many theories of Motivation; the author will focus using the Herzberg Motivation Theory and will also mention the Hygiene factors that may cause the dissatisfaction in the job itself, hence lead to employee dissatisfaction or de-motivation (Herzberg et. al, 1959) factors as the base theory to study this subject firm of a small retail market audit in Thailand. Figure 1. Based on Employee Satisfaction Survey (ESS), questionnaires will be designed based generally on this with a major focus to tailor to try to answer the question about motivation in such environment with the requirement in these firms. Factors mentioned in Herzbergs will be tailored to be the major part of the questionnaires; factors such as Company Policy, Supervision, work conditions [Stead, 1972], salary [Behling et. al, 1968], relationship with Boss [Brown, 1976] and peers alike are the key focus areas that the survey questionnaires were designed to focus on these factors. This by far represent only one side of the concepts by Herzberg, others such as Job Satisfactions, Recognition, Achievement, Advancement, Responsibility and job itself will also be tailored in the questionnaires. That raised yet another question, that for companies this size, would this be the motivation factors are used correctly or incorrectly used, do they become the de-motivation factors? Discussion of Dependent Variable Another part of the questionnaires touch base on work conditions, the salary of the employees in these firms, again are they motivation factors, purely, or could it become the opposite factors that drive down moral among the employees. From the results, are relationships with coworkers and the involvement of the manager or senior managers important? Do employees appreciate this [Brown, 1976]? The job itself is the motivation factors? The survey will be touched upon job stimulation and challenging in many areas. Are achievements and recognition for the job well done is the key motivators? Is job quality among the employees frame of minds? Relationship of the Independent variable to the Dependent variables The relationships between the both the Hygiene factors and the Motivation factors can be summed up as correlated [Brenner et. al, 1971]. The hygiene factors such as work conditions [Stead, 1972], salary [Behling et. al, 1968] if not implemented carefully, and then these factors will become hinder to keep employees motivated. The relationship with the peers and the immediate supervisor are they in the acceptable range [Brown, 1976]? Would the educational backgrounds make them closer in the workplace, hence it is one of the factors? Methods to use in this study The questionnaires were designed to cover many areas such as job satisfaction, compensation, recognition, participation, management, relationship, working environment, the quality of work as the key indicators also on how engage the employees are with the organisation. The questionnaires will be sending via emails to the individual employees once the permission letters have to be approved by the firms. For those firms that contain field personnel which sometimes do not have access to computers or email accounts while on the roads, paper forms of questionnaires will be used in lieu of electronics email. The survey questions will base on the Likert system. In the questions about personal growth or invert looking of the employees, Strongly Agree, Agree, Neutral, Disagree and Strongly Disagree will be used to tally the results. Good, Average, Poor and Very Poor will be used in questions about the environment. Questions pertaining to employee engagement will also be used. Do they think th e company treating them right? Would they leave the organisation the first chance they get? Engagement also referred to how the organisation treats its employees. Does it care about basic conditions [Stead, 1972] of the organisation; is it too hot or too cold. Do people get a chance to participated in the decision making process? This aims to measure the retention and the measure if some of the motivation factors are being applied. As mentioned, the questionnaire will be distributed via email to all employees providing that they have access to email. If not hard copies will be used. The employee has about two weeks to complete the questionnaires. The questionnaires are in the Thai language as well as the English language. Once the employees fill the questionnaires in which by the way was design based on the Likert system of scales. With the size of the organisation, the study would expect 100% respond. When the tally is completed the results will be group into each category based on the responses. Approximately 250 responds will be expected and the Regression method of SPSS will be used to determine the results. Results will be representing in Microsoft Powerpoint format for ease of understanding. The presentation file then will be given to the senior manager in charge and actions to be taken discuss. Results- summary of the data to be collected 100% respond is expected since there are small numbers of firms chose and at the same time a small number of employees in each firm. However, the numbers expected in this study should not go below 200 responses to be conclusive to the findings. The data tallied will go through the process of regression analysis to conclude the findings and the final information prepare and present in Microsoft Powerpoint format. Hypotheses H1 Money is a key motivator One of the assumption or Hypothesis is: for the low hierarchical or flat organisational structure the money [Behling et. al, 1968] would be the key motivator H1. Herzberg (1959) in his theory about the money alone does not motivate [Herzberg et. al, 1959]. Would this study prove otherwise? H2 Is Job itself a motivator? Job satisfaction in doing a good quality job itself is self-fulfilling? H3 Advancement, personal achievement a key motivator Career and Training requirement from the employees as well as Responsibility especially in the Authority for decision making, are these key motivation factors. Discussion The working environment is also important. Per Herzbergs (1959) theory, if not implemented correctly, the working environmental would become an issue as a Hygiene factor, hence demotivate the employee or at least caused the level dissatisfaction to rise [Brenner et. al, 1971]. In the small group of people, the relationship in the work place ranked high. Is this due to fact that the majority of the employees are in the same age group and mostly male dominated workplace environment with similar educational background contribute to this fact? Support between divisions and strong working relationship are they have been established? Compensation and other benefits such as bonus have taken any part [Blakemore et. al, 1987]? Usually, bonus for these firms is being given at the end of the year. The fact that most bonuses are profit based, the amount of bonus pool depends on the firm performance for the entire year. Would the motivation factors link to the end results at year end? Further to the amount given to the individual also based upon the results of the Performance Appraisal that is being done twice a year. Department goals and company vision take part in clarity for employees of not? This would indicate that the employers have fulfil their part in the company or division objectives and willing to ensure its success [Locke, 1978]. Conceptual Framework The frame work or this study based it finding on the Employee Satisfaction Survey of a small size of multinational companies conducting businesses in Thailand where the number of employees is approximately 50 people each and 5 of these companies will be chosen. Approximately 250 responses are expected. Once the survey is done, data will be collected and tally for concluding the findings. The question asked will be at any given time what motivates people in a flat or low hierarchical organisation structure in Thailand will be the focal point. The results from the survey will be shared with the management of the firms to help improve the firms. This study can also be used to further study on key factors that employees seek as motivation themselves. Also based on Herzbergs findings and also to view the survey results, this study will also view this from Taylorism point of view in an attempt to conclude its findings. Figure 2. Conclusion To conclude what are the motivation factors in the low hierarchical organization in Thailand, the study need to establish that the firms meet the criteria. Criteria such as small size, no more than 50 employees, multinational organization conducting business in Thailand, three levels of hierarchy within the organization functioning for five years. These are some the requirements. Also the facts that firms chosen have fulfilled their own clarity requirement to their employees are essentials. Even though bonuses for each individual are substantial and should be taken in to consideration as part of the monetary compensation, these facts remain the unknown factors due to the nature of the monetary compensation cannot not be revealed by the firms management [Prendergast, 2002]. Is it doing a good job that what motivate the employees? Does stimulation come from the job nature, this is the question posted. Is a chance to help make a decision a motivation factors? This motivation factor need s further consideration since the company is run by management and by its nature; it cannot afford to be democratic. The closeness in working relationship [Brown, 1976], is it also a factor? The findings in this study hopefully will answer these questions. Aforementioned, if the findings will help the management in the selected firms benefits from its findings, the study will be proven most successful. Further, if the findings can somehow finds its way to help other similar organization, this would be the ultimate achievement. References Bassett-Jones, Nigel and Lloyd, Geoffrey C., Does Herzbergs motivation theory have staying power?, Journal of Management Development, 2005, Vol. 24, No. 10, pp. 929-943 Behling, Orlando, Lobovitz, George, Kosmo, Richard The Herzberg Controversy: A Critical Reappraisal, The Academy of Management Journal, Vol. 11, No. 1 (Mar., 1968), pp. 99-108 Blakemore, E., Low, Stuart A. Ormiston, Michael B., Employment Bonuses and Labor Turnover, Journal of Labor Economics, Vol. 5, No. 4, Part 2: The New Economics of Personnel (Oct., 1987), pp. S124-S135 Brenner, Vincent C., Carmack, Claude W., Weinstein, Mark G.,An Empirical Test of the Motivation-Hygiene Theory, Journal of Accounting Research, Vol. 9, No. 2 (Autumn, 1971), pp. 359-366 Brown, Matha A., Values A Necessary but Neglected Ingredient of Motivation on the Job, The Academy of Management Review, Vol. 1, No. 4 (Oct., 1976), pp. 15-23 Herzberg, F.I. 1987, One more time: How do you motivate employees?, Harvard Business Review, Sep/Oct87, Vol. 65 Issue 5, p109-120 Herzberg, F., Mausner, B. and Snyderman, B. (1959) The Motivation to Work, New York: John Wiley and Sons, Locke, Edwin A., The Ubiquity of the Technique of Goal Setting in Theories of and Approaches to Employee Motivation, The Academy of Management Review, Vol. 3, No. 3 (Jul., 1978), pp. 594-601 Prendergast, Canice, Uncertainty and Incentives, Journal of Labor Economics, Vol. 20, No. 2, Part 2: Compensation Strategy and Design (Apr., 2002), pp. S115-S137 Stead, Bette A., Berlos Communication Process Model as Applied to the Behavioral Theories of Maslow, Herzberg, and McGregor, The

Applied Social Psychology and Causes: The Case of Control Arms Campaign

During the course of discussions on topics on Social Psychology, I had a realization on the importance of Social Psychology as a school of thought. It dawned on me that the social-psychological school of thought has its relevance on how individuals perceive, create and recreate relationships within and among groups.One of the most practical applications of the range of topics within this course is in asking what makes the individual tick in a particular group. Personally, social psychology’s relevance lies in asking: what drives the individual to act in such a way within a group?In class, we have been bombarded by a mà ©lange of ideas and concepts that range from complex interpretations of social actions, to trivial and too obvious actions of the individual within the context of his social interactions.With that said, this paper focuses on the relevance of applying social psychology in social activism especially in the areas of advocacy and campaigns. Specifically, I would li ke to focus on the individual’s support for a particular cause which in this case is an international treaty.The assumption that I am making in this paper is that the different theories discussed in class are not fragmented concepts to deal with but are all helpful in making social psychology relevant in reality. With that said, the discussion here attempts to integrate the concepts to make a coherent framework with which to approach campaigning for an international treaty.Advocacy and Campaigns: The Arms Trade TreatyControl Arms (2007) stated that, â€Å"There are at least 639 million small arms and light weapons in the world.† The leading group campaigning for global measure on arms explains that around two-thirds of these firearms are in the hands of civilians. This implies that if we want peace, addressing the issue of arms proliferation is a very huge leap towards lessening gun-related deaths and in achieving world peace. However, the campaign is not without its s etbacks.Until now, no global agreement on international arms transfers exist, although the relationship is clear vis-à  -vis the high number of guns available for civilians and deaths. (Control Arms, 2003). Small arms and light weapons are considered as the new â€Å"weapons of mass destruction,† because guns kill people—innocent civilians, women and children. Guns fuel greater violence and it creates fear and trauma on communities.Americans are better off than our African and Asian counterparts because we are at peace. Ironically, we are one of the biggest producers of weapons for warfare and the biggest of which is guns.Applying Social Psychology Concepts on Advocacy and CampaignsOne of the initial weaknesses of this campaign is in the lack of public support for it. In the United States, the reactions on an international treaty that regulates arms transfers from one country to another differ greatly. It is bipolar: the pro-guns versus the anti-guns. It is also a cri sis of public perception: between what is popular and what people typically approve.A.  Ã‚  Ã‚   On NormsCialdini (2003) presents what I call a ‘social form of schizophrenia’ when there is a discrepancy between what people do and what they typically approve of—which are two entirely different characteristics. Furthermore, Cialdini proposed that norms determine actions, and thus, the prevailing norms on gun culture determine people’s behavior towards it.

Definition of Literature Essay

Literature is an outlet of escape from reality. At the end of the day, I open a book and allow the story to take me to a world where my own fades into a distant memory. With every turn of a page, my imagination is free to reinvent a narrative that is better than the reality I live. Literature can be non-fiction and based on facts surrounding real events, people, and places. Examples include history books, memoirs, biographies, newspapers, self-help, devotionals, and textbooks. Literature can also be writings based not on truth, but on the imagination and creativity of the author. This includes fiction novels and children story books. A lot of times authors of fiction will get their idea from a real life event and then they allow their imagination to recreate the characters and plot. Aside from being fiction or non-fiction, literature can also fall into different categories according to the genre, purpose, and style. Some genres include romance, science fiction, Christian, suspense, and western. The authors purpose for writing will likely determine what style and genre they will use. Poetry and drama are forms of literature that are stylistically different from other writings. Every writer wants to engage their audience and capture their attention in order to convey a message. The meaning of the text may hold differing messages within the audience, but it is the goal of the author to captivate the reader and keep them wanting to read more. John Smith wrote historical accounts of life while he was living. His writings brought insight and hope regarding English settlement during the early 1600s. The General History of Virginia is difficult to comprehend in areas because I am unfamiliar with his use and style of language, but nonetheless it is a beautifully written piece of literature. John Smith’s targeted audience was most likely the people of his time, with the goal of informing them of recent events. I appreciate the way he portrays the struggles of daily life realistically and in a way that inspires and intrigues. William Bradford was not formally educauted, yet he was a wise and well-read man. His writings spread throughout the world and have been studied and quoted by many. As with most of the literature from his time period, Bradford’s style is simple, but he writes with such conviction that demands the attention and respect of the reader. Bradford was a man of faith and often expressed this in his writing. In Of Plymouth Plantation he often refers to God’s providence and makes continuous references to God. Bradford may refer to God more than any other author in this colonial unit. Anne Bradstreet was a powerful force in literature during the 1960s because she was one of the first recognized women poets. Centuries later she is a revered writer and her poetry remains enchanting. â€Å"Thou ill-formed offspring of my feeble brain†¦Ã¢â‚¬  is the opening line to her poem The Author of Her Book and illustrates just how feeble her brain is not. She has the unique capacity to use words to express herself so creatively and with so much emotion. To My Dear and Loving Husband is a great romantic poem that I admire. Bradstreet’s style reminds me slightly of my own. However I need more experience and practice to become nearly as talented as she. Upon the Burning of Our House reminds of my own experience of a house fire and has inspired me to attempt to capture my experience through poetry. Through all Anne Bradstreet’s work, she inspires others to recognize the beauty and power in writing. Edward Taylor was a highly educated, well respected, and devout religious man who used poetry as a private expression of his faith. He did not seek fame or recognition for his writing, rather just the pleasure it brought him. Taylor writes of God beautifully and is a master of creating moving and emotional works of art without intending to. As with most poets, Taylor and Bradstreet used metaphors and had a personal style unique from others. There is also an overflowing of emotion from both Taylor and Bradstreet within all their writings. William Byrd was a very accomplished man of his time. He was well educated, respected, and prosperous. His most famous writings are the journals that he wrote to describe day to day life. In The History of the Dividing Line I was able to pick up on the humor that has lead Byrd to be one of the first distinct comedic writers. The humor is not â€Å"pee your pants funny† rather it is more light-hearted humor that makes the reader smile. It is evident in his writing that Byrd was indeed well-read. A writer is capable of learning a great deal about language, word usage, and style through reading. Byrd’s style is simple, yet he articulates his message very well and although he wrote for himself, he managed to write in a way that would capture an audience’s attention. Jonathan Edwards was an intelligent man of God who served as a preacher. As an author, he wrote popular sermons and other serious works on religion, metaphysics, and philosophy. Edwards’ style of writing is quite different from other authors in this unit because unlike the others he gives the reader an array of possible positions for the topic he is presenting. In the sermon Sinners in the Hands of an Angry God, Edwards develops his view on destruction and punishment from verses in Deuteronomy. Not only does he explain how he interprets the scripture, he also gives other possible views. St. Jean De Crevecoeur wrote about religion but he did not profess or maintain that he believed in God. He was a well-educated humanitarian who served his people and country. I found Letters from an American Farmer difficult to get through because his style of writing is unexciting. I was also turned off by the way he wrote about certain topics particularly African American issues. Crevecoeur was not a racist man, but he lacked some sensitivity in discussing his unique view on negroes and parenting. He believed that negroes should not continue having children because if they did misery would undeniably result for themselves and their offspring. I understand that he is referring to slaves and perhaps even slaves may have wished to not have children in order to save future generations from being forced into slavery. Crevecoeur surprised me with the boldness in his writing. The progression of writing from Smith to Crevecoeur is interesting to track and there are noticeable changes in language and word usage. As defined earlier, literature to me is written art that engages my imagination and takes my mind away from reality. Not every piece of literature will bring me the pleasure of leaving my own world for a moment and that does not mean the author has failed. Genre plays an important role in this element of the definition. For example the writings from the colonies unit are primarily non-fiction history writings that are meant to inform more than entertain. Anne Bradstreet is an exception. As the writer of poetry, her style is most obviously different from the more serious and constructed essays of the other writers. Every writer has a style that is unique, however one similarity in the colonial writings is the purpose of the author’s writing. Many of the writers were writing for the sake of recording daily life and making historical accounts of slavery, war, and developing colony life. Centuries later, authors such as Smith, Bradford, Bradstreet, Taylor, Edwards, and Crevecoeur are recognized as masters in the field of writing. Writers during the establishment of the colonies wrote simple, yet serious and powerful pieces of art. They have a style of writing and voice that still captures the hearts of readers.

Separation Of Separation Anxiety Disorder - 1312 Words

Separation Anxiety Disorder Folasade Oyekoya Bowie State University Abstracts: Sam has a separation anxiety disorder; Separation Anxiety is a normal stage of life that fade at a certain stage, it becomes a disorder when it persist in individual under 18 for at least four weeks and for the adult for over six month or more. It’s becomes a disorder that causes distress for a child or teenager when separating from the parent or care giver. This can affect the child development and ability to express emotion. Separation anxiety disorder occurs because child does not feel safe without the parent. Introduction Separation anxiety is most common in infant3mont to toddler age of 3. Is part of childhood development in†¦show more content†¦Fear of being alone without major attachment, irrational fear of event that can cause separation. Not wanting to go to school or other function without the parent or the care give.in combination with fear or eagerness develop physical symptom of headache, stomach ache, palpation. A child that has a close family tight may be more apt to procure the disorder. Most people with Symptoms of separation disorder develop depression. Children with SAD may display fear toward unfamiliar when away from an attachment figure An adult with Separation anxiety are likely to have other anxiety disorder including obsessive-compulsive disorder, avoidant and dependent The Diagnostic and Statistical Manual of Mental Disorders Fifth Edition, (DSM-V), description Separate anxiety disorder is no longer a disorder that has its onset in childhood; is now no specific age of onset. Sad is defined as a separation anxiety disorder that persist in individual under 18 for at least four weeks and adults for six months of more Prevalence childhood disorder Prevalence estimate of childhood separation anxiety disorder were 4.1% to 21% (Bernstein and Borchardt, 1991; Cobham, 1998; Flannery et al, 2000) Etiology of the childhood disorder Cause that contribute to this disorder include but are not limited to Environment, genetic component, child temperament, Behavior and more. Genetically children are more likely to develop separation anxiety disorder, if one or both of the parents are diagnosed with