Discuss Eysenck’s Theory of Criminal Personality †Refer...

The term ‘personality’ is generally used to refer to relatively stable characteristics of a person that make their behaviour consistent across situations (but many other definitions are possible, depending on the approach being taken). Hans Eysenck (1964) put forward a theory of criminal behaviour based on a very influential theory of personality he had earlier devised. Although this theory is usually referred to as a personality theory of offending, it is important to appreciate that Eysenck’s theory conceives of criminal behaviour as the outcome of interactions between processes occurring at several different levels of explanation. Eysenck’s theory suggests that crime arises from certain personality traits, which are biological in†¦show more content†¦Finally, Zuckerman (1969) suggests that the environmental stimulation sought by individuals is not necessarily related to extroversion. It may simply be as a result of boredom, which arises from increased rather than decreasedShow MoreRelatedDiscuss the Biological Approach in Psychology Essay example1796 Words   |  8 PagesDiscuss the biological approach in psychology. Refer to at least one other approach in your answer. (12 marks) The biological approach focuses on both the physiological and evolutionary aspects which explain human behaviour. The causal level of analysis incorporates physiological explanations, such as the effect of nerves and hormones on behaviour. According to biological psychologists, behaviour is controlled by the nervous system, which consists of the central nervous system (the brain and theRead MoreOcd - Symptoms, Causes, Treatment131367 Words   |  526 Pagesprint number: 9 8 7 6 5 4 3 LIMITED PHOTOCOPY LICENSE The Publisher grants to individual purchasers of this book nonassignable permission to reproduce the appendices of this book. This license is limited to you, the individual purchaser, for use with your own clients and patients. It does not extend to additional clinicians or practice settings, nor does purchase by an institution constitute a site license. This license does not grant the right to reproduce these materials for resale, redistribution

Comparative Essay - 920 Words

Pamela Speed Alison Teichgraeber English 1301 October 10, 2010 A Look into the Life of Hip-Hop The misunderstood subculture of music that many have come to know as â€Å"hip-hop† is given a critical examination by James McBride in his essay Hip-Hop Planet. McBride provides the reader with direct insight into the influence that hip-hop music has played in his life, as well as the lives of the American society. From the capitalist freedom that hip-hop music embodies to the disjointed families that plague this country, McBride explains that hip-hop music has a place for everyone. The implications that he presents in this essay about hip-hop music suggest that this movement symbolizes and encapsulates the struggle of various individual on†¦show more content†¦In his short overview of the origination of the Sugar Hill Gang in the mid 1970’s, the author makes it apparent the hip-hop grew out of necessity due to lack of funding in the art programs in New York City school system. This neoclassical movement of the mid 1970’s grew like a wildflower that spr outs through the cracks of a modern day concrete jungle. One of the more interesting implications that are presented in the later parts of this essay is the economic ramifications of the hip-hop culture. McBride paints the picture of a lower income Caucasian American teenager in Dayton, Ohio who finds truth in the story of hip-hop. McBride notes: Henry is a model American teenager—and the prototypical consumer at which the hip-hop industry is squarely aimed, which has his parents sitting up in their seats. The music that was once the purview of black America has gone white and gone commercial all at once. A sea of white faces now rises up to greet rap groups as they perform, many of the teenagers like Henry, a NASCAR fanatic and self-described redneck (468) The connection that is drawn between the formerly economically challenged rapper and the child whose parent works two jobs, and can’t pay his child’s college tuition is paramount in making this point. The illusion of the American dream is set through many hip-hop songs. The picture of the evolution of the rags to riches story is set by many rappers in current hip-hop culture, this picture is the basic premiseShow MoreRelated comparative advantage Essay1035 Words   |  5 Pagesnbsp;nbsp;nbsp;nbsp;nbsp;The theory of comparative advantage is perhaps the most important concept in international trade theory. As the economies that exist in our world our becoming increasingly more intertwined, it is becoming even more important. 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1993 Apush Essay Free Essays

APUSH Essay Even though the Chesapeake Bay Colonies and New England Colonies would share ethnic roots they would differ greatly in their development. With New England’s society centered on religion and Chesapeake Bay’s around profit both came to the new world with their own intentions. Other aspects in which these societies differed was in economy and social structure. We will write a custom essay sample on 1993 Apush Essay or any similar topic only for you Order Now However regardless of differences and similarities both colonies would find their own way to thrive. When it comes to religion, the colony of New England was influenced to a much greater degree than Chesapeake Bay. Their whole reason for being there was because of religion. The main religious group in New England was the Puritans. The strict aspects of the Puritan way of life made the colony a very stable place to live. In comparison to the Chesapeake Bay Colonies where religion did not play a very big part there was not much political stability. The sect of Christianity practiced by the Chesapeake colonists was the Anglican Church. The Anglican Church was not nearly as strict or influencing on life as the Puritans’ practice. Without a strict set of rules in place from religion the only time the Chesapeake Bay colonies would enjoy stability in its early days would be under the military like rule from James Cook. The reason why religion usually would bring stability would be from the moral code embedded inside the teachings of the bible. From this people were able to humble themselves resulting in a stable society. Stability would eventually come to the Chesapeake Bay once it would become a royal colony. In addition to this tobacco would also become a major staple product for the Chesapeake Bay. Overall religion would be a bigger player in the development of New England as a colony. Economy was very different in both respective colonies. Economy in New England would be very simple. Mainly family units would each have their own farm in which they would become self sufficient on. On top of this there would also be small local and international trade among New Englanders. Early on in the Chesapeake Bay colony was not very expansive. With a little bit of local trading with Indians the Chesapeake Bay colony would not have a big export until James Rolfe would bring tobacco to the colony. Tobacco would have a great impact on colony life. With the Crop being a very profitable export the plant would soon dominate the economy there. Soon however as exports increased the price would decrease the market would deflate. The tobacco market would breathe life into the Chesapeake Bay and also increase the amount of slaves needed to support the demand. Economy in both colonies although different would both manage to flourish in their own way. Social structure was also very distinct in both colonies. For instance Jamestown of Chesapeake Bay‘s population consisted mainly males upon its founding. Throughout its life men were discouraged to arrive in family units because of its harsh conditions. Also a hostile attitude towards Indian populations also stopped population in the colony to be self replenishing. Also altering its early development was the attitude of work from early settlers. Original settlers were of higher class and had distaste towards manual labor. Settlers would eventually grow past its original misgivings on manual labor and find economic stability from tobacco. In order to feed the labor needed to keep up with the tobacco industry indentured servants and then eventually African Slaves would find its place as a social class. Politically, the House of Burgesses was a form of self representative government in the colony of Virginia. Social Structure in New England was a bit more commonplace. Arriving in family units was much less discouraged and many small towns would pop up. With very local government life in New England was very structured. Family decisions were made by the father due to the patriarchal social structure. The big differences in social structure were very evident in American Colonial society. Overall despite their roots the Chesapeake Bay colony and New England were completely distinct societies complete with their own economies, religions and economy. Living life in both colonies offered a different culture unique to its area. In the end both would attribute to the diversity in life found on the east coast of colonial America How to cite 1993 Apush Essay, Essay examples

Employee Motivation Aspect of the Human Resource Management

Question: Discuss about the Employee Motivation for Aspect of the Human Resource Management. Answer: Introduction According to Safiullah (2015) motivation is the force that drives people to perform at their best in their jobs. Motivation is the fundamental aspect of the human resource management. It is the lack of motivation that drives current employees to apply systematic soldiering in the workplace. This is the core reason why companies incur heavily to train and offer other benefits as they way of motivation. Forms of motivation vary from organization to organization. The most used forms of motivation are appreciation, bonuses, compensation and other fringe benefits. Sometimes motivation mechanisms employed may not serve as the driving force among the employees towards the achievement of the organizational desired goals. This places a challenge to human resource managers on how to develop effective motivation system and what really should motivate an employee. Some scholars such as Hackman and Oldham argued that interesting, challenging and important jobs from the employees perspective form the basis of motivation. This essay supports the argument of this two earliest scholars. It seeks to discuss how challenging, interesting and important jobs motivate employees to the extent of enhancing their job performance, increasing their job satisfaction, reducing labor turnover and absenteeism. Herzberg, Mausner, Snyderman (1959) in the work Herzberg Hygiene Theory acknowledged that interesting jobs serve as the way of motivating employees. Similarly, Lai (2011) noted that challenging work is the great motivating factor as it keeps an employee engaged as well interested in his or her task. In support Uzonna (2013) noted that it is the duty of the managers to provide employees with challenging tasks to motivate employees. Findings indicate that many employees prefer overcoming a difficult and challenging duty than easy and unchallenging jobs that results to boredom. Dobre (2013) argued that in the situation where tasks become more challenging the participation of the management should intervene through training and provision of necessary resources as the way of enhancing employees morale. This was supported by a survey conducted by Uzonna (2013) that indicated that challenging issues at the workplace have positive impacts on the employee motivation. On the other side, job i mportance is also a source of motivation to the employees. When the employees feel that their job is good, they will increase their employment relationship with the employer as a way of ensuring their job security in the long run. It is clear that job importance, interesting and challenging jobs lead to employee motivation. As the result, this contributes to improved job performance. The concept of employee motivation and organizational performance has been in place since the 1920s when the organizations strived to outweigh between improved performance and the quality of employees(Drucker, 1995). Findings indicate that the environment of motivation within the organization creates inner motivation among the employees. In return, employees are triggered improve their work performance and become more willingly to help their colleagues. According to Bartol and Martin (1998) as cited by Dobre (2013) motivation is the important facility that reinforces employees and behavior and triggers them to work at their best in the line with organization strategies and policies. Employee performance depends on various factors such as training and development, appraisals and motivation. However, Dobre (2013) noted that only employee motivation which has had a significance impact on the performance improvement. Similarly, Kamalian, Yaghoubi, Moloudi (2010) had acknowledged that when an employee is motivated he or she aligns his her goals with those of the organization and channels his or effort in the same direction with the organization. This results in the success of the organization as the employees continuously try to improve their work performance to match the organization pace. The studies indicate the employees who are more satisfied tend to deliver better than non-motivated workers(Uzonna, 2013). In todays talent knowledge management, managers need to design the tasks that are more challenging and satisfying as the way of improving employees morale. According to Herzberg, Mausner, Snyderman, (1959) in the work of Herzbergs Hygiene Theory of motivation individuals are influenced by two factors. There are those influence motivation and others that enhance job satisfaction. Hygiene factors that contribute to job satisfaction include job security, improved working conditions, supervision, pay and benefits among many others. Hygiene factors impact on the level of employee satisfaction and greatly influence his or her retention. Herzberg argued that if they are not fulfilled, they result to job dissatisfaction forcing employees to look for employment opportunities in other organizations. However, the findings indicate the continued increase of hygiene factors will not at certain levels have a neutral impact on the job performance or satisfaction. Therefore, for the realization of continued job satisfaction and retention of employees hygiene factors should be supplemented with challenging tasks. The case study by Nawaz, Iqbal, Ali, Shaukat, Usman (2010) conducted by the University of Punjab in Pakistan indicated that motivating factors play a crucial role in improving job satisfaction. This study was carried out to determine the effect of Herzberg motivation and hygiene theory among the non-academic staff of the University of Punjab in Pakistan. The study found the intrinsic motivational factors such as positive perception about the organization, professional growth, the opportunity for advancement, work itself and recognition result to job satisfaction among the targeted group of employees. Therefore, it evident that there exist a relationship between motivation and job satisfaction. When the organization provides, motivational climate employees will feel appreciated and valued and thus develop a feeling of deriving satisfaction from their job(Mahmood Mahmood, 2010). Another study conducted by Singh Tiwari (2011) on the relationship between motivation and job satisfaction among the white collar job employees found that it, there exist a solid relationship between motivation and job satisfaction. The findings of the study found that motivation was the function of job satisfaction and thus the increase in the value of motivation resulted in increasing in job satisfaction among the employees. Again, the correlation test concluded that there was a solid relationship between the level of motivation rendered to the employees by the employer and value of job satisfaction. However, the study attributed job satisfaction among the employees to compensation package according to the respondents who were engaged. From these two case studies, it is undisputable that motivation results to job satisfaction and thus organization should focus on improving motivation factors such as compensation package to improve the employees job morale. Labor turnover is one of the most serious aspects that affect organization performance(Sajjad, Ghazanfar, Ramzan, 2013). However, effective employee motivation will improve employees performance and loyalty. This will ensure that the employee feels more linked to the organization and thus reduce the chances of leaving the organization. Motivation theories have clearly portrayed that the long-term existence of an employee in a particular organization is attributable to the employer motivation. Management by Objectives theory by Drucker (1995) argued that employees will be motivated by the objectives and goals set in place. Managers adopting this theory ensure that the employees are included in the strategic decision-making process where necessary. This makes the employees feel like the partners of the organization but not like any other organization resource which should be utilized and compensated in return. Studies indicate that failing to put this strategy in place will result in loss of some of the best-talented employees hence minimizing the competitive advantage of the organization in the industry. Similarly, the aspects of Theory X and Theory Y by McGregor (2006) suggests that lack of employee motivation in the workplace aggravate, confuse and disappoint employees resulting into high labor turnover. Alternatively, Hierarchy of Needs Theory by Maslow (1970) argue that if all progressive needs in the hierarchy are not met, it may result in the employees evicting the organization in search of an opportunity elsewhere where they can fulfill their needs. Therefore, the organization should always ensure appropriate motivation mechanism is in place to reduce high rates of employee turnover. Studies indicate that apart from illness, the other reasons that contribute to employee absenteeism is stress. An employee may be stressed due to the poor relationship between their supervisors or managers. This clearly denotes that an employee is experiencing job dissatisfaction. Again, this can be associated with the lack of motivation by the company. Findings indicate the lack of motivation mostly contribute to reduced employee performance, job dissatisfaction and hence absenteeism. The only way managers can reduce the rate of absenteeism is by increasing motivation. Organization recruits the best employees willing to help the organization achieve its strategic goals, but this will not happen if the employees are motivated. Motivated employees feel as they have a share in the company, and thus they always like to be involved in the organization daily activities. Conclusion Motivation is a very crucial aspect of the organization. Motivated employees establish their goals in line with that of the organization. They always feel that they are part of the company and thus channel all their efforts for the success of the company. Again, employee motivation minimizes the problems and conflicts which sometimes exist between the employers and the employees. This is because the employees appreciate and value the efforts of their organization once it shows the interest of improving their welfare. Therefore, it the responsibility of the managers to exercise different forms of motivation to ensure employee loyalty, job satisfaction, improved performance and reduced employee turnover and absenteeism. Job importance, challenging and interesting jobs have proved to be crucial in ensuring employee motivation, and thus organization should adopt these aspects. References Kamalian, R. A., Yaghoubi, M. N., Moloudi, J. (2010). Survey of Relationship between Organizational Justice and Empowerment (A Case Study). European Journal of Economics, Finance, and Administrative Sciences, 2(4), 165-171. Dobre, O.-I. (2013). Employee motivation and organizational performance. Review of Applied Socio- Economic Research, 5(1), 53-61. Drucker, P. F. (1995). People and performance: The best of Peter Drucker on management. Routledge. Herzberg, Mausner, F., Snyderman, B. (1959). The motivation to work. New York. : John Wiley Sons. Lai, E. R. (2011). Motivation: A Literature Review. New York: Pearson. Mahmood, A., Mahmood, A. (2010). Effect of Work Motivation on Job Satisfaction in Mobile Telecommunication Service Organizations of Pakistan. International Journal of Business and Management, 5(11), 213-222. Maslow, A. (1970). EAotivation and Personality, New York: Harper Row. McGregor, D. (2006). The human side of the enterprise. New York: McGraw-Hill. Nawaz, M. M., Iqbal, N., Ali, I., Shaukat, Z., Usman, A. (2010). Effects of Motivational Factors on Employees Job Satisfaction a Case Study of University of the Punjab, Pakistan. International Journal of Business and Management, 5(3), 10. Safiullah, A. B. (2015). Employee Motivation and its Most Influential Factors: A study on the Telecommunication Industry in Bangladesh. World Journal of Social Sciences, 5(1), 79 92. Sajjad, A., Ghazanfar, H., Ramzan, M. (2013). The Impact of Motivation on Employee Turnover in Telecom Sector of Pakistan. Journal of Business Studies Quarterly, 5(1), 76-92. Singh, S. K., Tiwari, V. (2011). Relationship Between Motivation And Job Satisfaction Of The White Collar Employees: A Case Study. Management Insight, 7(2), 31-38. Uzonna, U. R. (2013). The impact of motivation on employees performance: A case study of CreditWest Bank Cyprus. Journal of Economics and International Finance, 5(5), 199-211.