The Reality of Body Image through Social Media

The Reality of Body Image through Social Media Ahmad El-Zein As a society, people have and continue to look down on others with different perspectives in both positive and negative ways. To this day, social media has affected and changed our way of looking at ourselves or how we look at others. In other words, social media has affected the way we look at body image. Everyone is unique because of their individual, physical traits. Even though we have our opinion on our perfect body, changing ones personal features takes away from their individuality. Social media changes our perception of beauty and body image. It allows us to think of others in a different point of view which may affect how we feel or think about ourselves.   Did you know that the average woman is 54, and weighs one hundred and fifty pounds? The average female model is 511 and weighs one hundred and seventeen pounds (Chojnacki). The average male is 510 and weighs one hundred and eighty-three pounds. The average male model is 62 and weighs one hundred and sixty-five pounds. Eighty percent of women say that women magazines, ads, and television make them insecure (Dam). Forty-two percent of girls from the first through third grade say that they want to be thinner. So how do we think in our right minds that it is appropriate or okay to show Photoshop models as an idolized image of beauty? It is quite mind-boggling and heartbreaking to compare when we see ribs, collarbones on an animal. It is gut wrenching and viewed as abusive, yet when we see it on a male or female, it is described as being beautiful or sexy, and what to strive for and how it is healthy. We are told that men are all needed to have abs and muscles to be attractive. Social media wants us to see the physical attributes of people and not the mental attributes. Once in a blue moon, Seventeen Magazine, Vogue or Vanity Fair will show a pretty, attractive face that needs a little fix here and there, yet the aggressive use of techniques like the other times is disturbing, dont you think? Instagram has a huge affect on body image. Tell me you have not used an Instagram filter that makes you look better before uploading or editing a photo before posting it on other social media websites such as Facebook. It is as same concept yet to a more extreme. As quoted by Professor Susan J Paxton Social media has allowed us to view pictures in magazines and on TV that show thin, attractive women or muscular, lean men have been shown to lead to body dissatisfaction. Now do not run off thinking I am saying models and celebrities are ugly and not beautiful without Photoshop because that is clearly not true. However, what is true is that social media has altered the way we see people, and we define them as either attractive or ugly/hideous. It may influence people to on the wrong path, as in approaching drugs or medicines that may alter the way someone looks in a positive way. The word Beautiful is naturally symmetrical to the eye and is not perfect. Sure people will get bags under at some point, it does not mean their ugly, forty-year-old women can have cellulite in her thighs and still be in shape and does not mean she is ugly. A man can be overweight and not have the perfect model body, but it does not mean he is ugly. What makes a person ugly is how he or she behaves towards themselves, others or to the world. What makes someone beautiful is how they love themselves, others and the world they live in. Accept the fact social media does not give you the truth and accept that you were born with what you have. Dont go comparing yourself to professional models and celebrities. Their main job is to maintain an appearance. They have their connections, recourses and access for expensive treatment, vacations, and designer clothes. Just remember, reality is different to what gets posted through social media. We have to remember that we are all beautiful in our way. You need to get that tape out of your head that is telling you that models and celebrities who consistently post on social media are winning at life. Ladies, the world is not expecting you to be a size DD (Double-D), just be who you are. The world does not expect us, men, to have abs. Just be who you are. The media has created so much of a problem to this day. The downfalls through social media are that people view ugliness as someone with less appealing physical attributes that they may compare to celebrities or models. Getting the specific amount of likes on Instagram or Facebook does not define you on how you look. Success is at your fingertips. Your success is not based on your bra size, or how big your biceps is. It is based on your morals, passions, personality and so much more than just appearance. From now on, dont let social media tell you h ow your body should look. Works Cited Chojnacki, Mary Signe, et al. Influence of Magazines on College-Age Females Body Image. Depleting Body Image, www.ssc.wisc.edu/~jpiliavi/357/body-image.htm.Web Dam, Julie K.L. How Do I Look? Vol. 54 No. 10. PEOPLE.com, Time Inc, 4 Sept. 2000, people.com/archive/cover-story-how-do-i-look-vol-54-no-10/. Web Paxton, Susan J. Social media can damage body image heres how to counteract it. The Conversation, 12 Jan. 2017, theconversation.com/social-media-can-damage-body-image-heres-how-to-counteract-it-65717.

Christmas Tree Essay

Cherish the joyful spirit of Christmas Festival with these heartfelt and reflective essays on Christmas! We also invite you to share your feelings and expereinces on Christmas by sending us Christmas Essays written by you. Your essay will be posted on this page along with your name!! My Usual Christmas Holiday – By Shakira AJust before the last day of school I give out presents to my teacher and a few of my friends. I always hope they like what I get them. When school is over and the Christmas holiday begins I usually go out with my parents. During the day I go to Spain; maybe to a river or sometimes we just go on a ride round. Almost everyday we go out for lunch. I always ask my parents not to tell me what they get me. Of course I no longer believe I Santa Claus. They usually buy a present for my brother to give to me, as my brother is five. What I do is have my supper and then we each go to our beds. My favourite part of the holiday is Christmas day. Last year, I went down very early but my mother always tells me to wait for the rest of the family. When they come down I open my presents and every year I like what every one gets me. At night we have a roast dinner usually chicken. During January and February My brother and I get another present from my uncle from Australia it’s usually clothing or sometimes jewellery. Two years ago I went to church on Christmas Eve and I won all the figures for the crib; there were all sorts of things. It was like the whole town of Bethlehem. Last year and this year, my father built a mountain that is about a metre wide. It starts small with bits and pieces and from there we build up. I live with my mother, father, brother and uncle and every year we have a nice Christmas. We are all happy and we get lots of gifts. My friends Kelly-Ann and Karess always get me a nice present and I always give them one too. Last year I gave Dr Ocana my teacher some figures to do a crib in class. Every year I give Christmas cards to all my friends. I love to decorate my house and last year I made a holly wreath out of a clothes hanger, some tinsel with a few decorations too. Send Your Christmas EssaysWhat Christmas Means to me – By RhondaChristmas to me is a celebration, which includes spending time with my family, decorating the entire house, inside and out, and shopping, for the people I love. Doing this with the people I love is what means the most to me. Spending Christmas with my family is very important to me. We usually gather and celebrate at my parent’s house, in East Tennessee. My husband, our three children, and myself travel from California. My two sisters, their husbands, and children come from a nearby town, for our celebration. We spend the day baking cookies, making fudge and preparing a big Christmas dinner, with all the trimmings. The children love to see each other. They spend the day playing games and sharing their new gifts and toys that Santa Claus brought for each of them. They get so eager to decorate, that it is hard to restrain them. Decorating for Christmas is so much fun. My father always draws a new background scenery, for the Nativity scene, that he displays, every year. He, my brother-in-laws and my husband start with the decorations for the outside of the house and the front yard. Every year, my parents add a little more to the outside decorations. My mom, sisters, our children and myself decorate the inside of the house. My mom has so many indoor decorations that they can not all possibly be displayed. We try to change the decorations, which we put out every year. The men finish up just about the same time as, we women and then it is time to decorate the tree together. The children love this the most. The tree is always real, and is usually six to seven feet tall. Most of the ornaments have been collected over the years and are very old. They have become real family treasures. We all have a favorite one that we each put on the tree. All the children put their First Christmas ornament on the tree, that I brought, as a gift. I am not usually a shopper, but during the Christmas season, I actually enjoy shopping. I rarely go into department stores, but during the Christmas season, I love to shop. The stores are so beautifully decorated and very festive. I can easily get carried away, with spending so much money. I must admit the thought of spending too much money hardly comes to mind. I can just picture of look on the faces, of my family and that brings me so much joy. I feel so fortunate, to have my family throughout the year, but especially, at Christmas time. When showing, my family just how much I love them and what exactly they mean to me. That is so very important to me. Christmas, for me is about being with family, loving each other and showing each other just exactly how we all feel. Send Your Christmas EssaysA Christmas Carol – By ThomasIt is hard to believe that there is anyone on the planet who is not familiar with the story of A Christmas Carol. Written in a six-week period in October and November of 1843, the novel was the first of five short Christmas books published by Charles Dickens. Obviously, it was the most successful novel in the series. In fact, he was so certain that people would like his story that he refused to sell the rights to his publisher and instead paid to publish it himself. His instincts proved correct, and soon after its publication all of the copies were sold. In his later years, Dickens would read an abridged version of A Christmas Carol at public readings for which he charged a fee. Often, that fee went to the several charitable organizations that he was involved with throughout his lifetime. The book itself was instrumental in raising people’s awareness of poverty. Since its publication, the story has been told many times in all imaginable forms. Despite the thousands of times that A Christmas Carol has been adapted to stage, radio, movies, and television, the novel remains the most popular and poignant telling of the tale. Send Your Christmas EssaysThe Night Before Christmas – by Sister St. Thomas, B. N. D. de NA more spiritual version of the famous Christmas story. T’was the night before Christmas, and all through the town, St. Joseph was searching, walking up roads and down; Our Lady was waiting, so meek and so mild, While Joseph was seeking a place for the Child. The children were nestled, each snug in their beds, The grown-ups wouldn’t bother, â€Å"There’s no room,† they said; When even the inkeeper sent them away, Joseph was wondering, where they would stay? He thought of the caves in the side of the hills, â€Å"Let’s go there,† said Mary, â€Å"it’s silent and still. † The moon on the breast of the new fallen snow, Made pathways of light for their tired feet to go; And there in a cave, in a cradle of hay, Our Saviour was born on that first Christmas Day! The Father was watching in heaven above, He sent for His angels, His couriers of love. More rapid than eagles God’s bright angels came, Rejoicing and eager as each heard his name; â€Å"Come Power, Come Cherubs, Come Virtues, Come Raphael, Come Thrones and Dominions, come Michael and Gabriel; Now fly to the Earth, where My poor people live,Announce the glad tiding My Son comes to give. † The Shepherds were watching their flocks on this night, And saw in the heavens an unearthly light. The Angels assured them, they’d nothing to fear, It’s Christmas they said, the Saviour is here! They hastened to find Him, and stood at the door, Till Mary invited them in to adore. He was swaddled in bands from His head to His feet, Ne’er did the Shepherds see a baby so sweet! He spoke not a word, but the shepherds all knew, He was telling them secrets and blessing them too; Then softly they left Him, The Babe in the hay, And rejoiced with great joy on that first Christmas Day. Mary heard them exclaim as they walked up the hill, â€Å"Glory to God in the Highest, Peace to men of good will! â€Å"Send Your Christmas EssaysThe Cross – Kenneth R. OverbergFirst, let’s return to the shadow of the cross. Because the life, death and resurrection of Jesus make up the foundation of Christianity, the Christian community has long reflected on their significance for our lives. What was the purpose of Jesus’ life? Or simply, why Jesus? The answer most frequently handed on in everyday religion emphasizes redemption. This view returns to the creation story and sees in Adam and Eve’s sin a fundamental alienation from God, a separation so profound that God must intervene to overcome it. The Incarnation, the Word becoming flesh, is considered God’s action to right this original wrong. Redemption, then, is basically understood as a â€Å"buying back. † How did this view develop? Just as we do when we face tragedy, especially innocent suffering, so the early followers of Jesus tried to make sense of his horrible death. They asked: Why? They sought insight from their Jewish practices like Temple sacrifices and from their Scriptures. Certain rites and passages (the suffering servant in Isaiah, psalms of lament, wisdom literature on the suffering righteous person) seemed to fit the terrible events at the end of Jesus’ life and so offered an answer to the why question. Understandably, these powerful images colored the entire story, including the meaning of Jesus’ birth and life. Throughout the centuries, Christian theology and piety have developed these interpretations of Jesus’ execution. At times God has even been described as demanding Jesus’ suffering and death as a means of atonement-to satisfy and appease an angry God. In many forms of theology, popular piety and religious practice, the purpose of Jesus’ life is directly linked to original sin and all human sinfulness. Without sin, there would have been no need for the Incarnation. Send Your Christmas EssaysWhat Is Christmas? by Shawneese Smith – Tulsa, OklahomaChristmas is a celebration of Jesus Christ’s birth. Some people celebrate Christmas differently, but it is all based upon the birth of Christ. Christmas is on December 25th. This is the day that Jesus is said to be born. Nobody really knows the exact date Jesus was born. Yet, in 137 AD, the Bishop of Rome ordered the birthday of The Christ child be celebrated as a solemn feast. In 350 AD, another Roman Bishop named Julius I, choose December 25th as the observance day of Christmas (The Mass of Christ). People celebrate Christmas differently form one another. For example, my family celebrates Christmas by decorating our entire house. We also exchange gifts, go to church, and cook a big dinner. Even though we do all these things, we remember the â€Å"true† meaning of Christmas – To Celebrate the Birth of Jesus Christ. In conclusion, though people celebrate Christmas in different ways throughout the world, I learned to celebrate Christmas from my family and church. Send Your Christmas EssaysChristmas Day – by OrlaOn the last day of school, I always give out Christmas presents and cards to my teacher and my friends in class. We always have a party the last day of the term and we play games. When school is over we usually go down town and finish our Christmas shopping. Then we go home and have our dinner and we go to bed. The next day we go down town as it is Christmas eve and we see all the Christmas lights and there is always carol singers on the street. We sometimes meet our friends and go for coffee. At around 6 pm we go home to get tea for our dad. When he comes home we open some presents that our friends have given us. At 9 we go to mass and when we go home we get our snacks for Santa ready. The next day is Christmas day. At 9 am we get up and we go downstairs to take the goodies Santa has left for us. At 12 we go to our granny and grandads house for few hours and then we go home. At 2 some of our relations come over and we get some more presents. At 7 we go for a walk around town and when we come back and we get ready for bed. We have a drink and we go to bed. Send Your Christmas EssaysChristmas Fun » Christmas Party » Christmas Candle » Christmas Cards » Christmas Messages » Christmas Jokes » Christmas Essays » Christmas Music » Christmas Dresses » Christmas Games » Christmas Plays » Christmas Download » Merry Christmas in Different LanguagesChristmas Special » Christmas Celebrations » Christmas Decorations » Christmas Recipes » Jesus Christ » Santa Claus » Christmas Tree » Christmas Symbols » Christmas Shopping » Christmas Fun » X’mas Around the WorldSCFC FESTIVAL NETWORKHome | About us | Contact usTeej Festival | Christmas | Bhai Dooj | New Year | Lohri | Janmashtami | All Festivals | Symphony of Fire | Aalborg Carnival | White Nights FestivalMardi Gras | Burning Man | Seville Feria de Abril | Onam | Guca Trumpet Festival | Panafest | Bonn Om Tuk | Day of the DeadCopyright  © Society for the Confluence of World Festivals & Celebrations.

Herzbergs Two Factor Theory Essay

1.0 INTRODUCTION Motivation is an important driver in an organisation and is crucial to the management of intellectual capital. Motivation underlies what employees choose to do (quality and/or quantity), how much effort they will put into accomplishing the task, and how long they will work in order to accomplish it. Employees who are motivated will work more effectively and efficiently and shape an organisation’s behavior. A motivated workforce will have a strong effect on an organisation’s bottom line. Motivation is strongly tied to job satisfaction. Job satisfaction is how individuals feel about the tasks they are supposed to accomplish and may also be influenced by the physical and social nature of the workplace. The more satisfied employees are with their jobs, the more motivated they will be to do their jobs well. There are several important studies relating to motivation. These include Abraham Maslow’s hierarchy of needs, Frederick Herzberg’s study of hygiene and motivational factors, Douglas McGregor’s Theory X and Theory Y, Victor Vroom’s Expectancy Theory, and J. Stacy Adams’ Equity Theory. It is worth noting that the paper will give some highlights of the above mentioned theories so as to give a bigger picture on the subject of motivation, further the paper will give brief definitions of some key concepts such as motivation and job satisfaction. It is also important to state here that the paper will restrict itself to the two factor theory by giving a brief explanation on the theory and then zero in on each of the hygiene factors in detail after which the position of the author on the subject under discussion will be outlined and the conclusion shall follow with the bibliography. 1.1 DEFINITIONS OF KEY CONCEPTS As posited by Vroom (1964), the word â€Å"motivation† is derived from the Latin word movere, which means â€Å"to move†. Motivation is an internal force, dependent on the needs that drive a person to achieve. Schulze and Steyn (2003) affirmed that in order to understand people’s behaviour at work, managers or supervisors must be aware of the concept of needs or motives, which will help â€Å"move† their employees to act. Locke (1976) defines job satisfaction as the positive emotional state stemming from valuation of a person’s experience associated with the job. Job satisfaction is associated with salary, occupational stress, empowerment, company and administrative policy, achievement, personal growth, relationship with others, and the overall working condition. It has been argued that an increase in job satisfaction increases worker productivity (Wright & Cropanzano, 1997; Shikdar & Das, 2003). Therefore, job satisfaction has a major effect on people’s lives. Locke (1976) indicated that job satisfaction most commonly affects a person’s physical health, mental health and social life whereby people who are satisfied with their jobs will tend to be happy with their lives. Breed and Breda (1997) indicated that job satisfaction may affect absenteeism, complaints, and labour unrest. In view of this, satisfied workers will be much more productive and be retained within the organisation for a longer period, in contrast to displeased workers who will be less useful and who will have a greater tendency to quit their jobs (Crossman, 2003). More importantly, satisfied workers not only perform better but also provide better service to customers, which could result in improving customer satisfaction. It is assumed that motivation and satisfaction are very similar and that, in many cases, they are considered to be synonymous terms. According to Hersey and Blanchard (1988), motivation and satisfaction are quite different from each other in terms of reward and performance. The authors point out that motivation is influenced by forward-looking perceptions about the relationship between performance and rewards, whereas satisfaction involves how people feel about the rewards they have received. In other words, motivation is a consequence of expectations of the future while satisfaction is a consequence of past events (Carr, 2005). Researchers have given considerable attention to employee job satisfaction because it is closely related to the quality of the employee’s life. Jenner (1994) insisted that increasing the employee’s job satisfaction or morale is an important technique for eliminating absenteeism, reducing turnover, and eventually raising productivity. Barber (1986) found that job dissatisfaction was associated with greater absenteeism and higher turnover rates. With high job satisfaction, the employee tended to show stronger organizational commitment and higher intention to remain with the company. 1.2 UNDERSTANDING MOTIVATION USING THEORIES Theories of motivation can help us understand why people behave as they do. No theory has a Universal approach to explain human behaviour, because people are too far complex (Donnelly, et al.1996). Two important groups of theories are content theories and process theories. Content theories are concerned with identifying what factors in an individual or the work environment energise and sustain behaviour. Process theories try to describe how behaviour is energised, directed, and sustained. Process theories first attempt to define variables in choice, i.e., Should I work hard? (Choice); how hard do I Work? (Persistence). Maslow’s Hierarchy of Needs posits that behavior at a particular moment is determined by the strongest need. He placed them in a framework referred to as the hierarchy of needs because of the different levels of importance. Those needs that come first must be satisfied before a higher-level need comes into play. Equity Theory posits that perceived inequity is a Motivational force. Workers evaluate equity using a ratio of inputs to outputs. Inputs include qualification, experience, effort, and ability. Outcomes include benefits. Inequities occur when workers feel that outcomes are not compatible with inputs. Expectancy Theory asserts that employees are motivated to make choices among behaviors. If employees believe that effort will be rewarded, there will be motivated effort, that is, they will decide to work harder to receive a reward. Expectancy is the belief that certain behaviours will or will not be successful. Preferences are the values a person attaches to different outc omes. 2.0 THE TWO FACTOR THEORY Herzberg’s two-factor theory of motivation (1959) explains and studies the factors that play a key role in making the employees of an organisation satisfied or dissatisfied with their work and job profiles. The two factors are- hygiene factors and motivators. If hygiene factors are absent, they can lead to creation of dissatisfaction among workers, but when they are adequate, they alone cannot lead to satisfying workers in the work environment. On the other hand, motivators are the factors that are related to the nature of the job and play a significant role in providing satisfaction among workers and leading to higher level of motivation (Bassett-Jones and Lloyd 2005). Employees all over the world not only want job security but also want quality employment. They desire to be given ample opportunities for advancement, good working conditions, and fair treatment by managers, autonomy on their work, challenging jobs and responsibility (Miner 2003). These factors are included in the motivator factors given by Herzberg and still hold true today in contemporary business environment. Today’s organisations focus on teamwork and cohesion among the group so as to create an inductive environment for work where employees are motivated to work and contribute to attaining the goals of the organisation. Cock and Davis (1990) demonstrate that work quality is one of the major factors that determine satisfaction among employees in terms of motivation. For instance, if an employee has adequate money, but he has no meaningful work, then the employee starts feeling lack of self value, which is again in coherence with the Herzberg’s theory that when money stops being the driving force of motivation for employees, psychological rewards take its place and become more crucial as well as significant in terms of acting as a driving force of motivation. So, money stops acting as the motivator for employees beyond a certain threshold (Critical Analysis of Adam J. Stacy’s and Frederick Herzberg’s Theories on Job Satisfaction of Employees 2012). In today’s business scenario, sources of satisfaction at work and the ways in which jobs can be designed so as to make the work itself more challenging and enriching can motivate employees and help organisations attain their aims and goals as mentioned in Herzberg motivation theory (Locke and Latham 2004). Herzberg stated that the only way to motivate employees in the organisation is to give them challenging work so that they can feel a sense of responsibility as well as belonging towards the organisation. Today, employees are involved in decision making due to which they feel more responsibility as well as find themselves at a higher level of motivation. Intrinsic drivers dominate over external stimuli in terms of motivation and lead to enhanced contributions towards organisational success. According to Herzberg’s book on Work and the Nature of Man 1973, he says man has two sets of needs: his need as an animal to avoid pain, and his need as a human to grow psychologically. The biblical personages of Adam and Abraham are used to illustrate and develop the duality of man’s nature. Briefly, as Adam, man is pictured as an animal whose overriding goal is to avoid the pain inevitable in relating to his environment. On the other hand, looking at man in his totality, in addition to his avoidance nature there exists a human being who is impelled to determine, to discover, to achieve, to actualise, to progress and to add to his existence. These needs summarise the Abraham concept of man Work and the Nature of Man 1973. A basic understanding of the concept is that man exists as a duality and has two sets of needs present at the same time. Another interesting and important aspect of man’s dual nature follows in that the two sets of needs of man are essentially independent of one another. That is, each of the two concepts of man consists of a system of needs that operate in opposing directions. Furthermore, seething the needs of one facet of man (Adam) has little or no effect upon the needs of the other facet in man (Abraham). It should be noted that since both sets of needs exist in man at the same time both must be served and one will not substitute for the other. To illustrate, one cannot find happiness simply by avoiding physical pain, or avoid pain by finding happiness. From this illustration it becomes apparent that happiness and pain are not polar opposites of the same feeling originating from the same source; that is, happiness and pain are not on the same continuum. This is the principal upon which the Herzberg two-factor theory is based. Job satisfaction and job dissatisfaction represent two separate and distinct continua just as observed earlier with respect to happiness and pain. Herzberg offers another analogy-as follows-to help explain this way of thinking about job attitudes; let us characterise job satisfaction as vision and job dissatisfaction as hearing. It is readily seen that we are talking about two separate dimensions, since the stimulus for vision is light, and increasing and decreasing light will have no effect on man’s hearing. The stimulus for audition is sound, and, in a similar fashion, increasing or decreasing loudness will have no effect on vision. Herzberg analysed and classified the job content factors or satisfying experiences as follows –Achievement -Recognition -Work itself -Responsibility-Advancement –Growth. According to Herzberg, these factors stand out as strong determiners of job satisfaction. Job responsibility and advancement being the most important relative to a lasting attitude charge. Achievement, more so than recognition, was frequently associated with such long-range factors as responsibility and the nature of the work itself. Recognition which produces good feelings about the job does not essentially have to come from superiors; it may come from subordinates, peers, or customers. It is interesting to note that recognition based on achievement provides a more intense satisfaction than does recognition used solely as a human relations tool divorced from any accomplishment, The latter does not serve as a satisfier, Rush, H. M. F. (1969- 92-93; 9:370) Compared with the satisfiers or motivators are the factors which cause low job attitude situations or job dissatisfaction. Such factors were found from the analysis of the study results to be associated primarily with an individual’s relationship to the context or environment in which he does his work. These factors are extrinsic to the work itself and are referred to as dissatisfiers or hygiene (or maintenance) factors. Herzberg categorized the context or environmental factors causing dissatisfaction to include: Dissatisfies: – Company policy and administration – Supervision – Working conditions – Interpersonal relations (with peers, subordinates and superiors) – Status – Job security – Salary – Personal Life 3.0 Hygiene Factors Why, for instance, do hygiene factors serve as dissatisfiers? Why, on the other hand, do motivators affect motivation in the positive direction? Consider the answers to these questions in terms of the distinction between the two sets of human needs (Adam vs Abraham). One stems from man’s animal nature and his need to avoid pain. This set consists of the needs for which the hygiene factors are relevant. The word â€Å"hygiene† is a medical term meaning preventative and environmental. This is an –appropriate term in view of the fact that the hygiene factors represent the environment to which man as an animal is constantly trying to adjust. The dissatisfies or hygiene factors previously listed are the major environment aspects of work. Because these factors serve only to reduce pain, they cannot contribute to positive satisfaction but only to the avoidance of dissatisfaction. Herzberg found, for example, that good working conditions (Physical, environment, congenial co-workers, good supervision) were rarely named as factors contributing to job satisfaction; however, poor working conditions were frequently cited as sources of dissatisfaction. Herzberg argued that improvement in the hygiene factors would only minimise dissatisfaction but not increase satisfaction and motivation. In order to motivate employees, the managers must ensure to provide the hygiene factors and then follow the motivating factors. When hygiene factors are adequate, people will not be dissatisfied; but at the same time they may not be fully satisfied. They will be in a neutral state. If we want to motivate people on their jobs, it is suggested to give much importance on those job content factors such as opportunities for personal growth, recognition, responsibility, and achievement. These are the characteristics that people find intrinsically rewarding. Herzberg model sensitises that merely treating the employees well through ‘good’ company policies is not sufficient to motivate them. Managers should utilise the skills, abilities, and talents of the people at work through effective job designing. In other words, the work given to employees should be challenging and exciting and offer them a sense of achievement, recognition, and growth. Unless these characteristics are present in the job, employees will not be motivated. A company policy that treats workers well may not be motivation in itself if there is no clear career progression plan or it hinders progression whether through strict staff development policy or lack of provision of scholarships. For example, some companies have policies that a worker needs to serve a minimum of 8 years for them to be granted paid study leave without sponsorship; in view of the life expectancy which is significantly reduced, it may not be possible for an employee to wait for that long. Additionally, an employee may have added responsibilities such as taking his children to school thereby making it extremely difficult for them to pay for their own studies. It is important to note that even in situations where this policy is elaborate, it may not bring motivation in itself unless it be accompanied by a motivator such as personal growth or recognition. There are a number of managerial styles that are adopted by different supervisors; some are strict and do not consult while others are open and make workers autonomous. The quality of supervision alone, however, will not motivate a worker. Even when the supervision is good, it may not motivate a worker unless this good supervision is coupled with achievement, where the worker is given a normal task load and these tasks are smart in nature. Only then can this be a source of motivation. Despite being good, the supervisor must be seen to apply the concept of equity in dealing with subordinates, if this aspect is absent, then the workers may be dissatisfied Factors that involve the physical environment of the job: amount of work, facilities for performing work, light, tools, temperature, space, ventilation, and general appearance of the work place. In a company were working conditions are poor, workers will not be motivated to work. For example, a receptionist who works in a small and stuffy room will not be motivated to go for work the following day. Even if such a person worked in an air conditioned room with good chairs, but the company does not recognise her contribution to the organisation, she may decide to leave the organisation because she will not be motivated. So it is only when these factors are combined that one will be motivated. For example, when such a worker’s contribution is recognised even by management writing her a letter of appreciation, then there will be motivation and satisfaction. When it comes to job security, which is employee’s job tenure and/or the company’s stability or instability, objective signs of the presence or absence of security, it is worth noting that when a job is secured it will produce a good feeling or the psychological well being of the employee will be good. However, on its own, it cannot provide motivation unless a balance is struck between the motivators and hygiene factors as outlined by Herzberg In Herzberg’s two-factor model pay is a maintenance factor that should not contribute significantly to motivation. The money that employees receive is actually a package made up of salary, and other fringe benefits such as transport, housing, furniture, medical allowance. Others include meal subsidy and utility allowances. This pay is given across the board or is universal and, therefore, a worker will not feel anything special about this pay unless it is given to workers who have performed exceptionally well and not to everybody else. In this case, it becomes a merit pay. For example, a government worker who has been in service for five years at a given position will be given the same salary as someone who has just graduated from the university because they have the same position and qualification and salary scale. In such a situation, salary will not be a motivation for the one who has served longer. In view of this, the employee who has worked for five years will only be motivated if his salary is different on account of performance and length in service. Here, we see an aspect of recognition coming into play. In expectancy theory, pay can satisfy a variety of needs and influence choice and behavior, while in equity theory, pay is a major outcome that one compares with other employees. The relationships between the worker and his or her superiors, subordinates, and peers-by which we mean the related interactions and social interactions within the work environment-play a major role in determining how employees feel about their work. Ordinarily a good and warm relationship with one’s supervisor would entail no dissatisfaction on the part of the worker. However, if the company does not recognise one’s effort or contribution to the organisation, then they will not be motivated. In order to motivate, good supervision has to be coupled with a good company policy and recognition. 4.0 Conclusion The concept of Herzberg’s Two-factor theory is one that focuses on understanding the acceptable hygiene factors that prevent the employee from being dissatisfied. It must be noted, though, that hygiene factors do not do much to motivate the employee and the management of companies has to seek other ways of achieving this. The main idea behind such factors is that they may spell the difference in the perceptions that employees hold with regards to their work and their relationship with their organisation of choice. It must be noted that both factors (hygiene factors and motivation factors) must exist in order for the employee to be motivated in his work, in the best way that he/she possibly can. If there are missing factors (whether they may be hygiene factors or motivation factors), it is possible for the employee to be dissatisfied and not perform in the best way that they can. If all the hygiene factors are present and even when there is more than enough of a hygiene factor present, then it is possible that the employee would still not be motivated. Thus, in order for managers to successfully motivate their employees, there is a need for them to determine the appropriate and the sufficient motivation factors to use. Although, it is not always necessary that motivators keep motivating employees all the time and hygiene factors cause dissatisfaction. Some of these factors can interchange their roles as well. Therefore, it is required on the part of managers to adopt more pragmatic approach and apply a blend of both motivator factors and hygiene factors to attain the individual as well as organizational goals with efficiency and effectiveness

The Battle Of Bloody Sunday - 1053 Words

Title : The Battle of â€Å"Bloody Sunday† Subtitle: Innocent protesters beaten by cruel officers Joanne Blackmon marched hand and hand between two of her school teachers while they left the Brown Chapel Church. As the group of nearly 350 victims, mostly African American, walked through Selma, they prayed and sang. Once the crowd reached the Edmund Pettus Bridge, they were stopped short by Alabama State Troopers. Joanne’s grip tightened around her teacher s’ hands. Although the group of protesters were threatened by the troopers, they did not budge. The State Troopers showed no mercy as they brutally attacked the peaceful mob. As she breathed in air, Joanne immediately knew what she had inhaled - tear gas. The members of the group ran†¦show more content†¦Everyone seemed on board. On the morning of March 7, 1969, the Selma March started. Stopped Short Only a short time after, John Lewis and Hosea Williams led the crowd out of the church, starting with high hope. The group of protesters marched through Selma in pairs. Their minds were set on getting to Montgomery to confront the governor. As they were about to cross the Edmund Pettus they were stopped short by Alabama State troopers. â€Å"Go home or go to your church!† shouted one of the head State Troopers. The mob knew if they didn t move they would be beaten, but they stood strong and prepared themselves for the worst. The troopers threatened to attack if they did not move soon. Exactly one minute and five seconds later, the troopers charged. The crowd was violently beaten with billy sticks and forced to inhale the toxic tear gas. The group attacking them did not show any pity as they repeatedly struck and pounded most of the nonviolent protesters as they attempted to scrambled away. The violent officers chased them halfway back to the Brown Chapel. More than 90 innocent people were sent to the hospital shortly after. Only two days later, the crowd gathered once again in the church and prayed. They prayed for freedom and for their loved ones to heal soon. The building reeked of tear gas still clutching the protesters and their clothes. â€Å"Go to Jail by the Thousands† On the Tuesday directly after â€Å"Bloody