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An Assault On The Body And Mind - 1495 Words

An Assault on the Body and Mind â€Å"In the United States, rape is the most frequently committed but least reported violent crime† (Newman 205). According to the FBI, rape is defined as â€Å"unlawful carnal knowledge of a woman forcibly and against her will† (Futter, Mebane V). Seeing as though the legal definition of rape is limited, it makes it difficult for victims to prove that there was in fact a crime committed. In turn, this causes an influx of victims, as well as attackers. Society has distorted the true image of rape and made it into a social construct, per say. The issues of rape that need to be addressed are victim blaming, the frequency of the crime, and the way that America has made rape humorous. In the article titled, â€Å"Rape Is†¦show more content†¦If comedians used their talent in the opposite manner, such as raising awareness to the rape culture rather than making it seem comical and â€Å"no big deal† to their viewers, it could come together for the good of all people. The issue with bringing humor into rape culture is that it can reinforce it. In other words, it can make victims feel as though they will not be taken seriously, and ultimately silence them (Strain, Martens, Saucier). Confiding in an individual about having been sexually assaulted is intimidating enough by itself, but on top of that, the victim may not be believed. For instance, â€Å"in rape cases, unlike any other crime, victims typically must prove their innocence rather than the state having to prove the guilt of the defendant† (Newman 207). All of these factors are going against the victim, rather than making the victim feel safe and at ease. But, if that isn’t enough, most people say that the victim is somewhat to blame if they have put themselves in a situation in which rape could occur. So if provocative clothing is worn, drugs or alcohol are involved, or the victim is acting in a seductive manner, then they â€Å"mus t† take some of the blame (Newman 207). Blaming the victim for being raped due to their clothing is like blaming

Why Van Goghs Starry Night Is Expressionist - 898 Words

Starry Night Expressionism was considered a movement in fine art, which showed a persons inner experience and feelings, instead of a realistic portrayal of an object. Expressionists tried to depict their subjective emotions and their general responses to objects and events, instead of depicting an objective reality. The artist accomplished these themes in their paintings through distortion, overstatement, primitivism, and imagination. Their paintings often showed flamboyant, jarring, violent, or forceful appliance of formal elements. Expressionist paintings became very popular through the later 19th and 20th centuries, and its quality of spontaneous self-expression is typical in a large range of modern art movements and artists (Paris†¦show more content†¦There are many qualities in this painting which make it stand out as an expressionist painting. First and for-most is that fact that it is not a realistic portrayal of a landscape at all. It is said that when he had finished with the painting, he was in a way disappointed with it because it was not realistic enough for him (The Starry Night). It is believed that this painting shows some of the emotions that Van Gogh wasShow MoreRelatedExpressionism Of Vincent Van Goghs The Starrry Night1505 Words   |  7 PagesThe Starry Night ’ by painter, and well renowned artist Vincent Van Gogh, remains engrained in the minds of many, as an expression of his tempestuous state of mind. Painted in June of 1899, the painting represents the symbolic, and highly personal meanings that proved to be particularly important to Post-Impressionist artists. This deeply distinctive, emotionally evocative style has continued to influence artists residing within twentieth century and up to the present day, promising Van Goghs prominenceRead MoreStarry Night Over Impression : Sunrise By Vincent Van Gogh921 Words   |  4 Pagesthem as they themselves feel them to be. This was written by Vincent van Gogh in one of his letters (Theartstory.org). For me art is all about how it makes me feel and how the artist feels about their subject, so I personally agree with Mr. van Gogh. During the time of early modernism, art was making a shift from the traditional principles of realism. Two modernist paintings that I find to be exquisite are Starry Night by Vincent van Gogh and Impression: Sunrise by Claude Monet. Though I find both paintingsRead MoreAnalysis Of Van Gogh s Agony By Lauren Soth And Under The Starry Night By Denis J. Billy Essay2419 Words   |  10 Pagesmysterious and thought-provoking images to date was painted in 1889 from a mental health institution in St. Remy, France by non-other than Vincent Van Gogh. The opulence of blues and yellows has the ability bring a viewer to its knees, mostly in a subconscious manner that evokes a kind of spiritual quest, perhaps one that Van Gogh was on himself. The Starry Night is still heavily contemplated and its meaning is still relatively unknown and quite de bated, as is the man himself. In an effort to gain anRead MoreVan Gogh s Life And Education Essay3039 Words   |  13 Pages VINCENT VAN GOGH: Born in Holland in 1853, Vincent van Gogh, the son of a Dutch minister, did not start painting until the age of 27. Suffering from psychological issues his entire life, Van Gogh would eventually take his own life seeing the world largely unmoved by his artistic efforts, selling only one painting during his existence as a painter on Earth. Today, Van Gogh has become one of the most renowned painters in the history of painting. Van Gogh is both famous and infamous for his evocativeRead MoreThe Starry Night By Vincent Van Gogh955 Words   |  4 PagesVincent van Gogh Post-Impressionists left behind the Impressionist doctrine of truth to nature. Rather, they chose â€Å"in favor of restless feeling and intense color, as in this highly charged picture, van Gogh made his work a touchstone for all subsequent Expressionist painting† (WikiArt, 2016). Vincent Van Gogh’s, The Starry Night, is Post-Impressionism oil painting on canvas. He created it in 1889, during the time he was committed to the mental asylum in Saint-Rà ©my, France. The Starry Night, VincentRead MoreVincent Van Gogh and His Contribution to Art.1100 Words   |  5 PagesVincent Van Gogh influenced the modern world. And even though he lived more than a hundred and fifteen years ago, his work is still altering the way we view beauty, persona and individuality. Vincent Van Gogh is considered to be one of the most prolific Dutch painters of all time. He only lived to be thirty seven years and was little appreciated during his lifetime. He grew famous some years after his death. He started painting in his late twenties and one of the most unusual facts about Van Gogh isRead More Vincent Van Gogh Essay1579 Words   |  7 PagesVincent Van Gogh The people back in the 19th century really didn’t accept Van Gaogh’s truthful and emotionally morbid way of expressing the way of art is to himself. It finally was seen as art through the people’s eyes. This set a stage of art that is now known as Expressionism. It is best characterized by the use of symbols and a style that expresses the artist’s inner feelings about his subject. His style of painting is exemplified by a projection of the painter’s inner experience onto theRead MoreMood Disorders : Their Influence And Portrayal Of Art1466 Words   |  6 Pagesrelationship with art and creativity. There have been past studies done that have shown that creative behavior is associated with a higher risk for depression and other mood disorders (Verhaeghen, 2005, p.226). For example, in a study mentioned in â€Å"Why We Sing the Blues: The Relation Between Self-Reflective Rumination, Mood, and Creativity†, the following was reported: In his survey of the biographies of 1,004 eminent individuals living in the 20th century, Ludwig (1995) found a lifetime prevalence

Motivation Of Employees Samples for Students †MyAssignmenthelp.com

Question: Discuss about the Motivation Of Employees. Answer: Introduction: Motivational theories Employees forever need motivation. Whether it is initially or at later stage motivation always helps the firm to retain staffs for longer time. Staffs require motivation when it is about working for any firm. Behavior practitioners generally use motivational theories for benefiting the staffs of any organization (Bentley, 2013). Employees who are unsatisfied tend to carry lower level of job satisfaction. Few common motivators that are utilized to affect the job satisfaction within a very positive manner in reality are achievement and recognition, responsibility, advancement and work itself as well as growth. The theories for motivation are Maslows need hierarchy, Alderfers ERG theory and McClellands acquired needs theory and also Herzbergs two-factor theory. Maslows need hierarchy ranges the needs of staffs from highest till the lowest. The theory properly focuses on convinced needs first as well as then focuses on some other needs like safety and security but in some particular orde r. ERG theory by Alderfers uses Maslows five needs that are namely physiological, safety, esteem, self-actualization as well as social and also puts them in three needs which can comprise of more than single need into sole category (Carter, 1979). ERG needs actually are existence, growth and lastly is the relatedness. McClellands theory focuses upon needs of staffs for achievement, power and also affiliation that could be acquired via experience as well as training. Herzbergs dual factor theory also is last theory that actually links the job satisfaction with the motivating factors. Needs theories even are beneficial to needs of staffs (DiPlacido, 1976). A psychological behavioral process which motivates any individual to react in a specific way is actually referred as the process theories for motivation. In core, these theories also examine the way in which an entitys needs would affect his actual behavior for achievement of a goal regarding those needs. Such theories are generally used in any workplace context as well as there are many other theories that also examine the way in which staffs within any firm can get motivated (Fargus, 2000). The behavioral loom to place of work motivation is also known as the organizational behavioral modification. Such loom applies tenets of the behaviorism developed by scholar B.F. Skinner to properly promote staff behaviors which an employer thinks beneficial as well as discourage those which are not. Any stimulus which increases likelihood of the behavior is a reinforcing element. An effective use of the positive reinforcement will also be recurrent praise while some employee is actually learning a novel task (Gawel, 1997). Any staffs behavior could also be shaped at the time of learning process only if approximations of ideal behavior get praised otherwise rewarded. Frequency of the reinforcement is also a vital consideration. While common praise during learning procedure can be also beneficial, it could be difficult to sustain indefinitely. There Are Some Basic Characteristics And Features Of A Positive Workplace And Some Of Them Are Mentioned Below: Transparent as well as open communication In reality, a transparent as well as open type of communication actually addresses the staffs need to sense that the firm values their ideas and thinking. It is also what makes staffs sense that they actually belong to the firm and are a part and parcel of the organization. Work of these staffs then becomes very meaningful as the staffs know that their performance will be valued and also praised (Gruneberg, 1979). Work-Life Balance A positive workplace always has a good balance between work life and personal life of staffs. There exists some type of balance amid the work and the personal life of the employees. In common, having this sense of the balance improves the job satisfaction amongst the employees because then staffs start feeling that theyre actually not overlooking any other area of lives like family, and enjoyment and relaxation etc (Hackman, Oldham, Janson Purdy, 1975). Training plus development-focused Good work ecology also emphasizes on training as well as development of staffs and focuses as well as cares about the employees growth and development. This makes staffs feel belongingness towards the firm. Also good appraisal and timely evaluations are done and staffs are trained on routine basis. Recognition for the hard work Proper workplace recognizes the hard work and good results given by its staffs and even timely rewards them for their performances as well. Such facts encourage behaviors in the people working in the firm. This is even known as the positive reinforcement beneath operant conditioning in area of psychology. A mere reward here does not is monetary in the nature; at times even a very simple and verbal recognition by supervisor is one necessary to spur staffs motivation. Strong and tough team Spirit Being a social animal, people naturally seek proper support from their peers as well as seek to properly belong to any group. Good workplace having all positive ecology all around carries good teams and effective and tough team spirit in its ecology so that people feel totally supportive and dependent on each other while working in a team. In tough times, teams in such workplaces come together and deal with things and problems that arrive (Harris, Hackman Oldham, 1981). Positive Values Positive ecology in workplace also comprises of a positive values and good ethics as well as morale in the staff members. A supportive and ethical culture in the firm supports such ecology to be maintained. Such firms mission statement also reveals its basic philosophy toward the employees as well as shareholders. Employment website of such companies also advises that the mission statement could define behaviors which a firm finds exemplary at each level of themanagement plus staff. How Hr Designs Jobs To Motivate Employees An employer might incorrectly suppose that money only is the motivator for its staffs. For several people, the job design actually is equally important and plays the same role what fair remuneration plays in their motivation and tends to make them more effective and efficient (Kapoor, 2005). Job design actually has a vast influence upon staff motivation, job satisfaction as well as commitment towards their firm, and all of these have a very significant impact upon efficiency of the business. Jobs also are generally designed in that way which encourages the specialization. Work is even divided into some specific tasks, along with employee allotted to every task becoming extra skilled, accurate as well as efficient at carrying out and performing it. Moreover, a generally overlooked issue with work specialization is that it normally has negative effect on staff motivation. A staff might also become extra efficient as well as skilled at concluding a repetitive work. They sense that as lo ng as they finish their job adequately, there is actually no need for them to be worried with some other facet of business. A probable solution to such issue involves providing staffs with extra variety within the work. One method and technique to perform such plan is introducing the task of job rotation, where staffs move amid different jobs occasionally. Not merely this reduces repetitiveness of their task, but it even helps to develop a good team with very wider variety of skills (Korzynski, 2013). Another method to enhance employee motivation also is via job enlargement. Through this staffs are gradually provided more challenging and risky works and ones with greater responsibility and danger. Whilst one might think this could have opposite effect, several staffs enjoy learning and doing new things with each passing day as this helps them learn novel things and attain good and new knowledge every time. Job enrichment could be another tool and technique for motivation of staffs by the HR while designing jobs. It also involves providing staffs with extra control over work that they do. This develops a feeling of responsibility in them. By providing the staffs with extra authority as well as responsibility, an HR might encourage them for seeking out better as well as extra efficient ways for accomplishment of their task, which would also lead to very potential increase within productivity. Job enrichment enhances the capability of staffs and makes them extra effective and efficient in their tasks (Mok Yeung, 2005). Synthesis Of Hackman And Oldhams The idea and concept of the job characteristics replica focuses upon designing any job in a way that it properly motivates any person. Based upon job diagnostic and survey, Hackman Oldham developed such loom. Job characteristics also are objective and aim characteristics of the jobs, particularly extent to which jobs get designed in order to enhance internal motivation of work and job satisfaction of the job incumbents. Five core and basic job features, that are the task significance, autonomy, task variety and task identity as well as feedback, thought to be positively correlated with the job satisfaction as well as performance (Hackman Oldham, 1976). Skill variety is also ostensible variety as well as intricacy of the skills plus talents needed by any job to get performed. There are many facts that are related with this theory and some of them are as follows: Work Outcomes- a good mix of basic characteristics with all the psychological states actually influences the work outcomes like Job satisfaction and absenteeism as well as work motivation. This theory influences work outcomes as it deals with enhancement of skill sets of staffs, emphasizes on their growth plus development and also puts light on training of the staffs and their career development as well. Intrinsic work motivation- Job characteristic replica expects that if afore said job elements are present within a job, job incumbent would be extra likely to carry high interior work motivation, and high quality as well as performance, great satisfaction along with work as well as low absenteeism plus less turnover (Oldham Hackman, 1981). High quality performance of work is possible with this theory as the theory deals with elements that result in undertakings like encouragement without offering any monetary otherwise tangible incentive can also be done via this theory as it deals with many intangible elements of motivation like growth and development, career enhancement etc. Relation Amid Maslows Components Plus Job Characteristics Maslows hierarchy of need actually is a very sequential pact of needs, while, Hackman Oldhams theory does not carry any hierarchical arrangement. But both are literally interrelated. Maslows theory that talks about the needs and wants of staffs that if fulfilled can actually motivate them, are practically fulfilled and all the sets of tasks that can be done to motivate them and fulfill their needs in Maslows hierarchy are underlined in the Hackman Oldham theory. Maslow thought that any type of unsatisfied need, irrespective of the level of the hierarchy, could be a possible motivation. And same was the concept of job characteristic theory as well. Richard Hackman Greg Oldham in the year 1975 built and developed the Job Characteristic replica on basis of Herzbergs dual-Factor Theory, demonstrating how any proper job design could lead towards internal motivation of staffs and contribute towards better and extraordinary job performance. This theory also postulates that the five job characteristics actually lead towards three forms of psychological states that affect motivation as well as satisfaction of staffs (Thomas, 2009). Skill diversity is extent otherwise range of all the skills, abilities as well as talents of staffs. The extra they are capable to utilize these skills in job, the extra is their level towards job satisfaction. Thus, jobs always must be designed in proper way that would ensure utilization of very wide variety of the skills of people. An optimistic significance of any job gives the psychological satisfaction and happiness to. Autonomy is extent of the freedom supplied for any job. The extent of autonomy also depends on extent of the independence supplied to the staffs in taking decisions about the job scheduling, formulating of the procedures, and making of decision without any interference from others (Walsh, 1968). Skill variety and task identity as well as task significance also provide experienced and proper meaningfulness. Autonomy supplies experienced responsibility, while; feedback actually ensures the experienced knowledge of the results. In a nutshell, it is, it was and will forever remain a fact that motivation is a vital and foremost part of strategic human resource management. It is thus vital to identify organizational practices which can be actually used to promote cognitive, emotional as well as behavioral qualities which would positively affect employees as well as enhance their level of motivation (Whiteley, 2002). References Bentley, P. (2013). Job satisfaction around the academic world. Dordrecht: Springer. Carter, L. (1979). Motivation and preaching. DiPlacido, P. (1976). Employee motivation. Columbus: Ohio Distributive Education Materials Lab. Fargus, P. (2000). Measuring and improving employee motivation. London: Financial Times Prentice Hall. Gawel, J. (1997). Herzberg's theory of motivation and Maslow's hierarchy of needs. [Washington, DC]: [ERIC Clearinghouse on Assessment and Evaluation]. Gruneberg, M. (1979). Understanding job satisfaction. New York: Wiley. Hackman, J., Oldham, G. (1976). Motivation through the design of work: test of a theory. Organizational Behavior And Human Performance, 16(2), 250-279. doi:10.1016/0030-5073(76)90016-7 Hackman, J., Oldham, G., Janson, R., Purdy, K. (1975). A New Strategy for Job Enrichment. CaliforniaManagement Review, 17(4), 57-71. doi:10.2307/41164610 Harris, R., Hackman, J., Oldham, G. (1981). Work Redesign. Industrial And Labor Relations Review, 34(4), 629. doi:10.2307/2522500 Kapoor, P. (2005). Book Review: Dealing With The Employee From Hell (A Guide To Coaching and Motivation). Asia-Pacific Journal OfManagement Research And Innovation, 1(2), 161-162. doi:10.1177/097324700500100218 Korzynski, P. (2013). Employee motivation in new working environment. International Journal Of Academic Research, 5(5), 184-188. doi:10.7813/2075-4124.2013/5-5/b.28 Mok, V., Yeung, G. (2005). Employee motivation, external orientation and the technical efficiency of foreign-financed firms in China: a stochastic frontier analysis. Manage. Decis. Econ., 26(3), 175-190. doi:10.1002/mde.1203 Oldham, G., Hackman, J. (1981). Relationships Between Organizational Structure and Employee Reactions: Comparing Alternative Frameworks. Administrative Science Quarterly, 26(1), 66. doi:10.2307/2392600 Thomas, K. (2009). Intrinsic motivation at work. San Francisco: Berrett-Koehler Publishers. Walsh, T. (1968). Maslow's theory of motivation: a method for testing the constructs. Whiteley, P. (2002). Motivation. Oxford, U.K.: Capstone Pub.