A Guide to Conjugating Battre (to Beat)

The French word battre means to beat. (The reflexive se battre means to fight, as does the verb combattre.) It is an irregular -re verb, meaning youll have to memorize the conjugations, rather than rely knowing on the regular -re conjugation pattern. How to Conjugate the French Verb Battre You can start as you would when conjugating a regular -re verb and determine the stem by dropping the -re (batt-). Heres where things deviate from a regular verb: In the present tense, the singular forms also drop the second t. These charts show you how to conjugate this irregular verb. (Other verbs that include battre, like  abattre, combattre  and dà ©battre, also follow this irregular pattern.) Present Future Imperfect Present Participle je bats battrai battais battant tu bats battras battais il bat battra battait nous battons battrons battions vous battez battrez battiez ils battent battront battaient Subjunctive Conditional Pass simple Imperfect subjunctive je batte battrais battis battisse tu battes battrais battis battisses il batte battrait battit battt nous battions battrions battmes battissons vous battiez battriez batttes battissiez ils battent battraient battirent battissent   Ã‚  Imperative(tu)bats(nous)battons(vous)battez How to Use  Battre  in the Past Tense Though this is a lesson about simple conjugation, its important to touch on the compound tense passà © composà ©, as it is the most common way to put something in the past tense in French. For battre, the auxiliary verb is avoir and the past participle is battu. For example: Il a battu les oeufs avec une fourchette.He beat the eggs with a fork.

The Baby Boomer Generation Will Be The Trailblazers That...

By 2030 the life expectancy is estimated to be 82.3 years of age, which means more people will enjoy a longer, healthier, and active lifestyle than ever before. The Baby Boomer generation will be the trailblazers that change the attitudes towards aging by remaining productive citizens in their communities and showing the younger generation that growing older does not mean that they are giving up the joys of living. In fact, many older adults will start enjoying life by having the time to do things that they were never able to do because of work and family responsibilities. Healthy seniors who are fortunate enough to be sufficiently prepared for their retirement are able to travel, spend time with family, go back to school, learn a new hobby, and much more. Promising Statistics When aging statistics are looked upon in a positive light, it shows that 90-94% of people aged 65 or older and 70% of people aged 85 years or older are unlikely to experience the effects of dementia (Chapman et al 2). This means that the majority of seniors will remain present in their minds and have the ability to function cognitively equal to anyone else. In addition, recent research reveals â€Å"[t]he effects of the aging process itself have been exaggerated, and the modifying effects of diet, exercise, personal habits, and psychosocial factors underestimated† (Rowe and Kahn 143). Older adults who practice a healthy lifestyle, remain active and involved in their community, significantly lowerShow MoreRelatedMarketing Mistakes and Successes175322 Words   |  702 Pagesfind this new edition a worthy successor to earlier editions. I think this may even be my best book. The new Google and Starbucks cases should arouse keen student interest, and may even inspire another generation of entrepreneurs. A fair number of the older cases have faced significant changes in the last few years, for better or for worse, and these we have captured to add to learning insights. After so many years of investigating mistakes, and more recently successes also, it might seem a

Neurosciences and Philosophy Neural Activations †MyAssignmenthelp

Question: Discuss about the Neurosciences and Philosophy Neural Activations. Answer: Introduction: Empathy can be understood as the ability to comprehend or feel the experience or the point of view of another person. It can be inclusive of cognitive, emotional or somatic empathy. It is an important component of the emotional experience, and social interaction ad forms the basis to understand and predict feelings, motivations and actions of others (Bernhardt Singer, 2012). Emotional Intelligence (EI) is the ability to identify self emotions from others, and the ability to perceive, regulate and communicate them (Zeidner, Matthews Roberts, 2012). EI includes the ability to detect emotions (from physical cues), understanding the cause and effect relationship of emotions, and to facilitate or regulate thought or emotions of self or others. Neuro imaging studies using fMRI scans have shown that mirror neurons play a central role in the process of empathy (Corradini Antonietti, 2013). Interference in the activity of the mirror neuron systems can result in impaired Empathy and EI. These neurons have also been implicated for their role in morality (Lamm MajdandÃ… ¾i?, 2015). For example in case of Autism spectrum disorder, explained by the broken mirror hypothesis (Hamilton, 2013). The hypothesis links certain mental dysfunctions to interferences in the neural activities in mirror-related frontal areas of the brain (Herbert et al., 2015). This shows an important correlation between Empathy and EI from a neurobiological perspective (Simonetti, 2014). Intentional Interviewing refers to an interview, that aims to recognize and identify individual intentions, and intentional helping can be understood as the philosophy of helping individuals via interview and counseling sessions (Brinkman, 2014). It is necessary therefore for the interviewer to be able to empathize with the interviewee, to be able to form an insight into the thought process, cognition and personality traits of a person. This framework can then be used to predict future behaviors of the interviewee. An effective communication can commence only when the interviewee feels comfortable to share his/her deep seated thoughts. For example, while interviewing a person suffering from Depression or PTSD, it is vital for the interviewer to be aware of and sensitive to the the persons frame of mind (Blain, 2013). Only when the interviewer is aware and, empathetic of the trauma that is disturbing the psyche of the interviewee, can the interviewer analyze and evaluate the emotional responses. This score allows easy identification of certain emotions based solely on how the body reacts to a psychological stimulus. On an emotional competency analysis, the above score can mean the following attributes: Easy recognition of negative emotions, Ease of expressing both positive and negative emotions, ability to deal with situations that has a huge emotional load, Ability to rely on logic to take decisions. These attributes can be a powerful tool in understanding another persons frame of mind and allow building empathy with the subject. To be able to continue work in the field of psychology, it is also important to develop the following skill sets: Ability to dig deeper into emotions to understand their source and cause, Becoming self aware to reflect on emotions properly, Ability to step back and analyze an overwhelming situation. Also, it is vital to be able to discern between cognitive and effective empathy. Incorporating these attributes would require a greater level of introspection on the emotion-behavior relationship for both self and others, which in turn improve the ability to truly empathize with others. References: Bernhardt, B. C., Singer, T. (2012). The neural basis of empathy.Annual review of neuroscience,35. Blain, L. M. (2013).Motivational Interviewing as an Augmentation to Increase Effectiveness in Cognitive Processing Therapy for PTSD: An Initial Trial. University of Missouri-Saint Louis. Brinkmann, S. (2014). Interview. InEncyclopedia of Critical Psychology(pp. 1008-1010). Springer New York. Corradini, A., Antonietti, A. (2013). Mirror neurons and their function in cognitively Hamilton, A. F. D. C. (2013). Reflecting on the mirror neuron system in autism: a systematic review of current theories.Developmental cognitive neuroscience,3, 91-105. Herbet, G., Lafargue, G., Moritz-Gasser, S., Bonnetblanc, F., Duffau, H. (2015). Interfering with the neural activity of mirror-related frontal areas impairs mentalistic inferences.Brain Structure and Function,220(4), 2159-2169. Lamm, C., MajdandÃ… ¾i?, J. (2015). The role of shared neural activations, mirror neurons, and morality in empathya critical comment.Neuroscience Research,90, 15-24. Simonetti, N. (2014). Neurosciences and philosophy of mind: a reductive interpretation of the Mirror Neurons System(MNS).Research in Psychology and Behavioral Sciences,2(2), 24-42. Zeidner, M., Matthews, G., Roberts, R. D. (2012).What we know about emotional intelligence: How it affects learning, work, relationships, and our mental health. MIT press.

Why Should English Be the Only Official Language in the USA

In the United States of America, there are two most commonly used languages – English and Spanish. But still, only English is considered to be the official language in many states of America and becomes more popular among the citizens. Nowadays, language policy faces one serious problem concerning language preferences: whether it is necessary to make Spanish the second official language of the USA or it is better to use English-only philosophy.Advertising We will write a custom assessment sample on Why Should English Be the Only Official Language in the USA? specifically for you for only $16.05 $11/page Learn More To my mind, there are several reasons to make English the only official language in the United States of America, and the other languages, including Spanish, may be native or even preferable in some states but not official: each country is unique and interesting to the others due to its own flag, culture, and language; it is usually very difficult for a child to study two languages simultaneously, and, finally, Spanish is already the official language of Spain. First of all, I truly believe that one country should have one official language, and such choice will prove that this country is a unity, a solidary nation, the citizens of which support the same ideas and the same interests on the world arena. It is necessary to admit that the United States of America is a republic that consists of 50 states, and very often, it turns out to be very difficult to offer the conditions, which will be appreciated by each state. However, more than the half of the states (to be more concrete, 28 of them) has already established English as the official language, and the other states just have to take the same step in order to prove that they are the members of one big team, called the United States of America. Secondly, it is not very easy to learn several languages simultaneously, this is why we should think about our future gene ration and their obligation to study English and Spanish at the same time. Of course, bilingual nation demonstrates its perfect skills and abilities; but when two children go to kindergarten, and one of them is speaking English and another is speaking Spanish, the communication will be very hard or even impossible for them. This is why when one more language is added as an official one, it is necessary to think about own future, about children, who will be studying in bilingual society, and about the challenges, these children may face. To my mind, this very idea should support the English-only movement and prove that one official language is enough for one nation. Finally, Spanish is already the official language of Spain, and Spain is not going to establish English as their one more official language. This is why establishing only one language may be regarded as an affair of honor for the United States of America.Advertising Looking for assessment on languages? Let's see if w e can help you! Get your first paper with 15% OFF Learn More The power of language always takes an important place in the history, literature, and many other spheres of life. When tourists come to America, they expect to improve their English but not their Spanish, and American people should demonstrate their devotion to one language with its peculiarities and secrets. When I think about any country, first of all, I consider what language is the official one there and how beneficial my language practice can be in this country. This is why the United States of America should demonstrate how powerful their American English can be, how skillfully children can speak English, and how wonderful it is to associate the USA with one language only. This assessment on Why Should English Be the Only Official Language in the USA? was written and submitted by user Mya K. 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.

Needs Theories Essay Example

Needs Theories Essay 1. INTRODUCTION Motivation is an important element in organizational learning due to its ability to enable employees to function effectively. There are several theories of motivation which can be useful to managers in motivating employees of organizations. You may ask yourself what motivation is. Well, motivation is that drive you have within you to get something done, what drives you to work as much as you do, for example, a student will want an A in a test, he will be motivated to study hard and achieve that A. It is the process of stimulating people to actions to accomplish the goals. Motivation stems from psychological factors within the person, but can also be induced by factors in the workplace. In human resource management it is essential to know how workers inputs via their task inputs and inputs via superiors can be conductive to worker effectiveness. Motivation is a process that involves the purposiveness of behaviour. Factors that have been shown by research include external and internal activators. In this assignment we will outline important motivation theories and how they are used in the workplace. Motivation theories seek to 2. MASLOWS HIERACHY OF NEEDS Peoples’ needs are arranged according to its importance of human survival. Human needs may be placed in a hierarchy where the lowest level contains the most basic needs, which must be satisfied before the higher order needs emerge and become motivators of behaviour. The needs of the hierarchy are as follows, psychological needs, safety needs, social needs, ego/esteem needs and self-actualization needs. We will write a custom essay sample on Needs Theories specifically for you for only $16.38 $13.9/page Order now We will write a custom essay sample on Needs Theories specifically for you FOR ONLY $16.38 $13.9/page Hire Writer We will write a custom essay sample on Needs Theories specifically for you FOR ONLY $16.38 $13.9/page Hire Writer Psychological needs: These are the basic needs for a human which are essential for a human beings biological functioning and survival. Examples would be food, water and warmth. Employees who are adequately paid can provide for these needs. Safety needs: As soon as the psychological needs are satisfied, another level of needs emerge and the importance of the previous level of needs disappear. In this level a person looks for security, stability and a safe environment. Many employees’ most important need is job security; other security factors include increases in salary and benefits. Social needs: Once a person feels secure in their surroundings and are in control of possible threats, social needs are activated. These include the need for love, acceptance, friendship and a sense of belonging. At this level, employees desire social relationships inside and outside the organization. Peer group acceptance within the workplace is often an important psychological need for employees. Ego/esteem needs: These needs may be divided into two groups namely, self- respect and self-esteem, the respect and approval of others. Once employees form friendships the need for self-esteem becomes priority. Needs, such as self-confidence, independence, recognition, appreciation and achievement all fall under this level. Organizational factors such as job title, status items within the organization, such as parking spaces or office size and level of responsibility become important to the employee. Self- actualization: If all the above mentioned needs are largely satisfied, people than spend their time searching for opportunities to apply their skills to the best of their ability. Maslow describes the needs as the desire to become more and more what one is and to become everything one is capable of becoming. Self-actualization is the uninhibited expression of your true self and your talents. Employees seek challenging and creative jobs to achieve self-actualization. This theory has many implications for individual performance, the most common strategy being motivating people in terms of service benefits and job security. The work people do and the way the work environment is designed, increases interaction between employees which helps satisfy social needs. However, disadvantages pertaining to this may result in excessive socialization and may have a negative effect on the employees work output (NEL P. S et al,2004). If a person’s work is directly associated with need satisfaction, then that person becomes self-regulating, making the roles of external incentives become less significant as motivators. As one level of need is met, a person moves onto the next level of need as a source of motivation. Hence, people progress up the hierachy as they successively gratify each level if need(Nelson Q, 2011) (http://upload. ikimedia. org/wikipedia/commons/c/c3/Maslow%27s_hierarchy_of_needs. png) 3. HERTZBURGS TWO FACTOR THEORY Herzbergs Two Factor Theory is a content theory of motivation (the other main one is Maslows Hierarchy of Needs). Herzberg analysed the job attitudes of 200 accountants and engineers who were asked to recall when they had felt positive or negative at work and the reasons why. From this research, Herzberg suggested a two-step approach to understanding employee motivation and satisfaction, these were hygiene factors and motivator factors. Hygiene Factors: Hygiene factors are based on the need to for a business to avoid dissatisfaction at work. If these factors are considered inadequate by employees, then they can cause dissatisfaction with work. Hygiene factors include: * Company policy and administration * Wages, salaries and other financial remuneration * Quality of supervision * Quality of inter-personal relations * Working conditions * Feelings of job security Motivator Factors: Motivator factors are based on an individuals need for personal growth. When they exist, motivator factors actively create job satisfaction. If they are effective, then they can motivate an individual to achieve above-average performance and effort. Motivator factors include: * Status * Opportunity for advancement * Gaining recognition * Responsibility * Challenging / stimulating work * Sense of personal achievement personal growth in a job There is some similarity between Herzbergs and Maslows models. They both suggest that needs have to be satisfied for the employee to be motivated. However, Herzberg argues that only the higher levels of the Maslow Hierarchy (e. g. elf-actualisation, esteem needs) act as a motivator. The remaining needs can only cause dissatisfaction if not addressed. Applying Hertzbergs model to de-motivated workers These few examples indicate de-motivated employees in the workplace: * Low productivity * Poor production or service quality * Strikes / industrial disputes / breakdowns in employee communication and relationships * Complaints about pay and working conditions According to Herzberg, managem ent should focus on rearranging work so that motivator factors can take effect. He suggested three ways in which this could be done: * Job enlargement: It is a human resource practice used to motivate employees in a particular position. A job is enlarged horizontally through the addition of new responsibilities and diverse duties. * Job rotation: A system of working in which employees work in a range of jobs in a company so that they have different types of work to do and understand the organization better, it can help employers by keeping employees from getting bored and looking for another job. Job enrichment: Motivating employees through expanding job responsibilities and giving increased control over the total production process. Employees normally receiving training and additional support as well as increased input in procuderes. 4. VROOMS EXPECTANCY MOTIVATION THEORY Whereas Maslow and Herzberg look at the relationship between internal needs and the resulting effort expended to fulfil them, Vrooms expectancy theory separates effort (which arises from motiv ation), performance, and outcomes. Vrooms expectancy theory assumes that behavior results from conscious choices among alternatives whose purpose it is to maximize pleasure and to minimize pain. Vroom realized that an employees performance is based on individual factors such as personality, skills, knowledge, experience and abilities. He stated that effort, performance and motivation are linked in a persons motivation. He uses the variables Expectancy, Instrumentality and Valence to account for this. Expectancy is the belief that increased effort will lead to increased performance i. e. f I work harder then this will be better. This is affected by such things as: 1. Having the right resources available (e. g. raw materials, time) 2. Having the right skills to do the job 3. Having the necessary support to get the job done (e. g. supervisor support, or correct information on the job) Instrumentality is the belief that if you perform well that a valued outcome will be received. The degree to which a first level outcome w ill lead to the second level outcome. i. e. if I do a good job, there is something in it for me. This is affected by such things as: 1. Clear understanding of the relationship between performance and outcomes – e. g. the rules of the reward game 2. Trust in the people who will take the decisions on who gets what outcome 3. Transparency of the process that decides who gets what outcome Valence is the importance that the individual places upon the expected outcome. For the valence to be positive, the person must prefer attaining the outcome to not attaining it. For example, if someone is mainly motivated by money, he or she might not value offers of additional time off. The theory has three key elements or concepts that it uses: 1. Performance-outcome expectancy: This means that the individual belives that every behaviour is connected to an outcome, and different levels of that behaviour can be connected to different levels of the outcome. 2. Value: With regard to that, the attractiveness of that outcome depends on the individual, for one, the outcome may be a highly values reward whereas for another, it could be perceived as a punishment. 3. Effort-Performance expectancy: Lastly, individuals evealuate the effort-performance expectancy relationship. In essence, the employee asks himself whether he will be able to perform a specific task and translates those perceptions to probabilies of success. He or she then chooses the behaviours that have the highest likelihood of success. Crucially, Vrooms expectancy theory works on perceptions, so even if an employer thinks they have provided everything appropriate for motivation, and even if this works with most people in that organisation, it doesnt mean that someone wont perceive that it doesnt work for them. It could equally apply to any situation where someone does something because they expect a certain outcome. For example, one recycles paper because they think its important to conserve resources and take a stand on environmental issues (valence); they think that the more effort they put into recycling the more paper they will recycle (expectancy); and they think that the more paper they recycle then less resources will be used (instrumentality). Thus, Vrooms expectancy theory of motivation is not about self-interest in rewards but about the associations people make towards expected outcomes and the contribution they feel they can make towards those outcomes. 5. ADAMS EQUITY THEORY John Stacey Adams, a workplace and behavioural psychologist, put forward his Equity Theory on job motivation in 1963. There are similarities with interpretation of previous simpler theories of Maslow, Herzberg and other pioneers of workplace psychology, in that the theory acknowledges that subtle and variable factors affect each individuals assessment and perception of their relationship with their work, and thereby their employer. One of the most important issues in motivation is how people view their contributions to the organization and what they get from it. Ideally, they will view their relationship with the employer as a well-balanced, mutually beneficial exchange. As peope work, they realize their consequences of their actions, develop beliefs about outcomes and asses how fairly the organization treats them(Snell A. S. Batemen T. S 1999, Management:Building Competetive Advantage). The Adams Equity Theory model therefore extends beyond the individual self, and incorporates influence and comparison of other peoples situations for example colleagues and friends in forming a comparative view and awareness of Equity, which commonly manifests as a sense of what is fair. When people feel fairly or advantageously treated they are more likely to be motivated, when they feel unfairly treated they are highly prone to feelings of disaffection and demotivation. The way that people measure this sense of fairness is at the heart of Equity Theory. Equity, and thereby the motivational situation we might seek to assess using the model, is not dependent on the extent to which a person believes reward exceeds effort, nor even necessarily on the belief that reward exceeds effort at all. Rather, Equity, and the sense of fairness which commonly underpins motivation, is dependent on the comparison a person makes between his or here reward/investment ratio with the ratio enjoyed (or suffered) by others considered to be in a similar situation. Equity Theory reminds us that people see themselves and crucially the way they are treated in terms of their surrounding environment, team, system, etc not in isolation and so they must be managed and treated accordingly. Some people reduce effort and application and become inwardly disgruntled, or outwardly difficult, recalcitrant or even disruptive. Other people seek to improve the outputs by making claims or demands for more reward, or seeking an alternative job. 6. ALDERFER’S ERG THEORY A theory of human needs more advanced than Maslow’s theory is Alderfers ERG theory, meaning that Maslows theory has general applicability whereas Adelfer aims his theory at understanding peoples needs at work. Aldelfers theory builds on some of Maslows thinking but reduces the number of universal needs from five to three and is more flexible in terms of movememy in levels. Like Maslow, Alderfer also believes that needs can be arranged in a heirachy. The ERG theory infers that there are three sets of needs: * Extintence needs are all material and psychological desires. * Relatedness needs involve relationships with other people and are satisfied through the process of mutually sharing thoughts and feelings. Growth needs motivate people to productivity or creatively change themselves or their environment. ERG theory proposes that several needs can be operating at once, whereas Maslow assumes that lower-level needs must be satisfied begore a higher-level need is a motivator. Alderfer lifts this restiction. Accordning to the ERG theory, a higher-level need can be a motivator even if a lower-level need is not fully satisfied, hence several needs can be operating at once. Maslow would say that s elf-actualization is important to people only after other sets of needs are satisfied. Aldelfer maintains that people can be motivated to satisfy both existence and growth needs at the same time. Alderfer agrees that as lower level needs are satisfied, a worker becomes motivated to satisfy higher-level needs, but he breaks down with Maslow on the consequences of need-frustration. Maslow says that once a lower-level need is satisfied, it is no longer a source of motivation, whereas Alderfer suggests that when an individual is motivated to satisfy a higher-level need but has difficulty doing so, the motivation to satisfy lower-level needs becomes higher. To see how this works, lets look at a middle manager in a manufacturing firm whose relatedness needs(lower-lvel needs) are satidfied. The manager is currently motivated to try and satisfy her growth needs but finds this difficult to do so as she has been in the same position for the past five years. She is extremely skilled and knowlegable about the job and the fact that she has too much work and responsibiliies already leave her no time to pursue anything new or exciting. Essentially, the managers motivation to satisfy her growth needs are being frustrated because of the nature of her job. Alderfer postulates that this frustration will increase the managers motivation to satsfy a lower-levelneed such as relatedness. As a result of this motivation, the manager becomes more concerned about interpersonal relations at work and continually seeks honest feedback from her colleagues. Both Maslows and Alderfers theories have practical value in that they remind managers the type of reinforcers or rewards that can be used to motivate people. (http://www. envisionsoftware. com/es_img/Alderfer_ERG_Theory. gif) 7. McCLELLANDS NEEDS THEORY The theory was developed by David McClelland and his associates. It focuses on three needs, achievement, power and affiliation. Achievement is characterized by a strong orientation towards accomplishment and an obession with success and goal attainment. It is a drive to excel and to achieve set standards. Challening work motivates them and they take personal responsibility for success or failure. They like to set goals that require stretching themselves a little and have a drive to succeed, they strive for achievement rather than rewards. They wish to do something better or more efficiently than it has been done before. The people with this need look for situations where they can attain peronal responsibility for finding solutions to problems , in which they can get quick feedback of their performance so they can determine whether they are improving or not. This helps them to set their goals. The need for power is a desire to influence or contol other people. This need can be a negetive force which is termed personalizes power, if its expressed through aggressive minipulation and exploiting others, these people want power only to achieve their own personal goals. However the need for power can also be seen in a positive manner which is called socialized power because it can be be conducted towards the constructive improvement of organizations ans societies. It is basically the need to make others behave in a way that they would not have behaved otherwise. Individuals with a high need of power prefer to be placed into competitive and status-orientated situations and tend to be more concerned with prestige than with effective performance. Affiliation reflects a strong desire to be liked by other people such as your colleagues nd anoyone you may be working with. Individuals who have a high level of this need are more orientated towards getting along with others and may be less concerned with performing at high levels. These types of individuals are usually very social and friendly. The need for affliation is not important for management and leadership success as one would find it difficult to make tough but necessary decisions which will make so me people unhappy. They prefer cooperative situations rather than competitive ones and desire relationships that involve a high degree of mutual understanding. . McGREGORS THEORY OF X AND Y Douglas McGreggors theory of X and Y is a management based style of theory that tries to expalin different management styles and leadership behaviour within the workplace. McGreggor proposed that the organizations leaders and the organization as a whole has different views on the skills and motivation of the employees of the organization. These potential views can be described as Theory X and Theory Y. Theory X With Theory X assumptions, managements role is to coerce and control employees. People have an inherent dislike for work and will avoid it whenever possible. * People must be coerced, controlled, directed, or threatened with punishment in order to get them to achieve the organizational objectives. * People prefer to be directed, do not want responsibility, and have little or no ambition. * People seek security above all else. Theory Y With Theory Y assumptions, managements role is to develop the potential in employees and help them to release that potential towards common goals. * Work is as natural as play and rest. People will exercise self-direction if they are committed to the objectives (they are NOT lazy). * Commitment to objectives is a function of the rewards associated with their achievement. * People learn to accept and seek responsibility. * Creativity, ingenuity, and imagination are widely distributed among the population. People are capable of using these abilities to solve an organizational problem. * People have potential. McGreggor did not see these theories as mutually exclusive and believed that managers could use these theories simultaneously. He compared his theory with Maslow’s where he put Maslows higher needs and Theory X together and lower needs to Theory X. This proposes that people who are seeking higher needs, such as self-actualization, are motivated by a Theory Y leader, whereas people who don’t have work-related needs are motivated by Theory X leadership style. 9. CONCLUSION In conclusion, It is therefore essential for organizations to look for and employ people who â€Å"fit† into the values of the organization and are able to function according to organizational values. Organizations must also have suitable managers who have the ability to coach and mentor their employees to deliver optimally. Enhanced leadership enables managers to motivate their employees to produce the best possible skills and practices in human resources. Research confirms the importance of motivation in leading employees and influencing them to stimulate and energize people so that they â€Å"work towards organizational goals†. Researchers have placed great importance on the responsibility of managers â€Å"to create a proper climate in which employees can develop to their fullest potential†. All these motivational theories have played a pivotal role in helping managers achieve the best results, and also helped undestand how important motivation is. Motivation thoeries give a broader explanation about how people perceive their work and lives, and how they use these insights to motivate themselves and grow, as people as well as in their jobs. 10. LIST OF REFERENCES NELSON, Q. (2011), Principles of Organizational Behaviour, 7th Edition, Place: South-Western Cengage Learning LUTHANS, F. (1998), Organizational Behaviour, 8th Edition. Place: McGraw-Hill Irwin. GEORGE, J. M and JONES, G. R. (2002), Organizational Behaviour, 3rd Edition, Place:Prentice Hall. MULLENS, L. J( 2010),Management and Organizational Behaviour, 9th Edition. Place: Prentice Hall. ANTHONY, W. P et al(1999), Human Resource Management: A strategic approach, 3rd Edition, Place: Hartcourt College Publishers. BERGH,Z and THERON,A. (2006). Psychology in the work context, 3rd Edition. Place: Prentice Hall. ROBBINS, S. P. (2003). Organizational Behaviour, 10th Edition. Place: Prentice Hall. ROSENFELD,R. H and WILSON,D. C(2004). Managing Organizations, 2nd Edition. Place: Oxford.

Free Essays on Great Expectations Compare And Contrast

The movie adaptation of Great Expectations closely follows the classic novel by Charles Dickens until the very end of the book. Though there are only a few minor changes, they significantly alter the story line. In my opinion, they leave the viewer with a more satisfied perspective. For example, in Chapter 49 of Great Expectations, Pip visits Miss Havisham, who feels unbearably guilty for having caused Estella to break his heart. Sobbing, she clings to Pip’s feet pleading with him to forgive her. He acts kindly toward her and then goes for a walk in the garden. There, he has a morbid fantasy that Miss Havisham is dead. He looks up at the window just in time to see her bend over the fire and go up in a column of flame. Rushing in to save her, Pip sweeps the ancient wedding feast from her table and smothers the flames with tablecloth. Miss Havisham lives, but becomes an invalid, a sort of a shadow of her former self. Most of the minor details in the film match the story, howeve r, Pip does not have this fantasy in the film. Instead, Miss Havisham calls Pip’s name and then jumps into the fireplace. Pip turns to see her a flame, and then pulls her out of the inferno and smothers the flames with tablecloth. So badly injured, Miss Havisham dies at that moment. Though in the book, Pip does not find out that Miss Havisham has died until chapter 57 when Joe brings Pip news from home. Two other alterations in the story take place in chapter 59. One of them being that, in the story, Pip goes to Satis house eleven years later and finds that it is no longer standing. In a silvery mist, Pip walks through the overgrown, ruined garden and thinks of Estella. He had heard she was unhappy with Drummle, but that Drummle had recently died. Conversely in the movie, Pip comes to Satis house to play, with the intentions of bringing it to the ground. To his surprise, Pip discovers that Estella has divorced Drummle, (meaning he is still alive) and is now li... Free Essays on Great Expectations Compare And Contrast Free Essays on Great Expectations Compare And Contrast The movie adaptation of Great Expectations closely follows the classic novel by Charles Dickens until the very end of the book. Though there are only a few minor changes, they significantly alter the story line. In my opinion, they leave the viewer with a more satisfied perspective. For example, in Chapter 49 of Great Expectations, Pip visits Miss Havisham, who feels unbearably guilty for having caused Estella to break his heart. Sobbing, she clings to Pip’s feet pleading with him to forgive her. He acts kindly toward her and then goes for a walk in the garden. There, he has a morbid fantasy that Miss Havisham is dead. He looks up at the window just in time to see her bend over the fire and go up in a column of flame. Rushing in to save her, Pip sweeps the ancient wedding feast from her table and smothers the flames with tablecloth. Miss Havisham lives, but becomes an invalid, a sort of a shadow of her former self. Most of the minor details in the film match the story, howeve r, Pip does not have this fantasy in the film. Instead, Miss Havisham calls Pip’s name and then jumps into the fireplace. Pip turns to see her a flame, and then pulls her out of the inferno and smothers the flames with tablecloth. So badly injured, Miss Havisham dies at that moment. Though in the book, Pip does not find out that Miss Havisham has died until chapter 57 when Joe brings Pip news from home. Two other alterations in the story take place in chapter 59. One of them being that, in the story, Pip goes to Satis house eleven years later and finds that it is no longer standing. In a silvery mist, Pip walks through the overgrown, ruined garden and thinks of Estella. He had heard she was unhappy with Drummle, but that Drummle had recently died. Conversely in the movie, Pip comes to Satis house to play, with the intentions of bringing it to the ground. To his surprise, Pip discovers that Estella has divorced Drummle, (meaning he is still alive) and is now li...

Answer question Essay Example | Topics and Well Written Essays - 1500 words

Answer question - Essay Example When the intentions of the parties are clear from the written contract, a court will not consider additional evidence on the parties’ intentions. TRUE p64 7. An employment contract could contain an exclusion clause that prevents the employer from recovering from the employee damages the employer has to pay under the doctrine of vicarious liability. TRUE p151 8. Upon being issued a demand for documents, a party must produce all relevant documents. TRUE p158 9. Supervision connotes a greater degree of involvement during construction process than inspection. TRUE p168 10. Not all agreements are contracts. FALSE p44 Multiple Choice: 11. Which of the following is a federal power under the Canadian Constitution? A. FISHERIES p1 12. A director is considering buying a car for the corporation from a car dealership that is owned by his brother. To be absolutely safe, what should the director do before making the purchase? C. DISCLOSE THE DIRECTOR’S RELATIONSHIP WITH THE SELLER AN D HAVE THE PURCHASE APPROVED BY THE INDEPENDENT DIRECTORS ON THE BOARD p39 13. To establish causation, the plaintiff must show that B. BUT FOR THE BREACH OF DUTY OF THE DEFENDANT, THE LOSS WOULD NOT HAVE OCCURRED, AND THAT THE DEFENDANT’S BREACH WAS THE PROXIMATE CAUSE OF THE LOSS. P137 14. When can a party revoke an offer? D. ANYTIME BEFORE IT IS ACCEPTED p45 15. Which of the following would be acceptable consideration in exchange for a contractor building a house? D. ALL OF THE ABOVE p46 16. The owner insists that the contractor perform certain work that the contractor claims is not part of the contract. Which of the following is an appropriate course of action for the contractor? C. PERFORM ALL CONTRACTUAL OBLIGATIONS APART FROM THE DISPUTED WORK p61 17. What is the name of the rule that generally excludes extrinsic evidence when interpreting a contract? C. PAROL EVIDENCE RULE p66 18. Which is the most common remedy for breach of construction contracts? B. DAMAGES p59 Shor t Answer: 19. What rule applies when federal and provincial legislation have a direct operational conflict? p1 When federal and provincial legislation have direct operational conflict, the Canadian Constitution declares that the federal law shall prevail. The constitution assigns all issues that have national importance under the power of the Federal Parliament. The fact that the federal laws also touch on the matter being handled by a provincial legislation means that it is of national importance. Therefore, the federal law should prevail over the provincial legislation. 20. If you are setting up a business and are not concerned about liability, but expect to be very successful, what disadvantages is there to operating as a sole proprietor? P34-35 If one operates as a sole proprietor, the primary disadvantage is the fact that the sole proprietor shall bear all liabilities that may be incurred by the business. Business losses, debts, and third-party liabilities are all for the accou nt of the sole proprietor. Another disadvantage is on the matter of taxation. The income of the sole proprietor is subject to individual income tax which may have higher rate than partnerships and corporations. Also, he may not avail of any tax incentives that are available to partnerships and corporations. 21. What is the key difference between obligation imposed under tort law compared to those imposed under contract law? P131 The obligation