The American Revolution - 1448 Words

As we all know there were many events that led to the American Revolution and many things changed over time. In this paper I will be looking at a couple of important documents and analyzing them in my own opinion. I will be looking at The American Promise that was talked about in chapter 6, the Virtual Representation of 1775, and Thomas Paine’s Common Sense document and lastly the Declaration of Independence. I will be giving my honest interpretation and telling how I think these documents affected us during the 1700’s. During the years of 1763 through 1775 there were a bunch of events that led to the conflict between colonial America and Great Britain. Great Britain at the time was becoming one of the strongest nations and was creating more land around the globe. When they were trying to expand their territory they needed a way to get funds to support this action. Without money or a steady income they wouldn’t be able to expand and become as strong as they plan ned. The Proclamation of 1763 was in favor of the British government. What this act did was keep the American colonists from going over the Appalachian Mountains and starting problems or arguments with the French and Native Americans who lived there. Basically what this established was boundaries between the thirteen colonies and the Mountains. This of course started small arguments with the colonists because they obviously wanted to expand and grow but they thought the British were keeping all the land toShow MoreRelatedThe American Revolution : The Revolution1367 Words   |  6 PagesThe American Revolution Revolutionizes the World It was the first revolution to majorly succeed and change how people saw their countries, it was the American Revolution. The American Revolution was the first successful revolution against a European empire that provided a model for many other colonial peoples who realized that they too could break away and become self-governing nations (New world Encyclopedia, 1).The American Revolution was vital to history because ideas seen by other countries startedRead MoreThe Revolution Of The American Revolution999 Words   |  4 PagesBetween 1770 and 1776, resistance to imperial change turned into a full-on revolution. The American Revolution, also known as the Revolutionary War, was a time of revolting and political uprising, in which the 13 colonies separated from the British Empire, forming the independent nation known as the United States of America. Though the American Revolution began because the colonies wanted independence from Britain, many important historical events and revolts also lead to the tensions and resistanceRead MoreThe Revolution Of The American Revolution1362 Words   |  6 PagesEvery 4th of July, Americans are told the story of the American Revolution. We remember the oppressed colonists fighting against the tyrannical King George III and the formidable red coats. Patriotic heroes are remembered, evil kings are cursed, and the liberties and freedoms won from the war are celebrated. Though America often likes to look back to the revolution, the question of just how much a revolution was the American Revolution is rarely asked. While the American revolution was not as radicalRead MoreThe Revolution Of The American Revolution863 Words   |  4 PagesThere are many different views on how the American Revolution came to be and how it actually was. One way is that the colonists that had money and were known as the elite were trying to preserve their power from the British and this is what caused the revolutionary war. Then on the other hand bef ore the revolutionary war occurred when the colonists were being over controlled by the British, then in result of the American Revolution the colonists were able to win against the British and become strongerRead MoreThe Revolution Of The American Revolution1582 Words   |  7 Pagesâ€Å"The revolution was effected before the war commenced. The revolution was in the minds and hearts of the people.† - John Adams, 1818 This quote means that the revolution actually took place metaphorically before the actually fighting began. It took place in the emotions and thoughts of the Americans. The Road to Revolution After the Seven Years’ War created a financial problem for Britain The British tried to shoulder some of the financial responsibilities onto the Americas in the form of variousRead MoreThe Revolution Of The American Revolution850 Words   |  4 PagesIn regards to the American Revolution, the point that armed rebellion became inevitable arrived when after nearly five constant years of American colonist protesting. American s had enough and needed to take a stand for the numerous inequalities they were forced to deal with. It was foreseeable that the American Revolution took place due to the unfair taxes that the British were giving Americans. Also, England was not allowing Americans their freedom, along with violence and the political dominanceRead MoreThe American Revolution. The American Revolution Started1581 Words   |  7 PagesThe American Revolution The American Revolution started when King George the 3rd decided to make the American Colonies pay a large amount of money for the debt of the French and Indian War by giving the colonist different types of taxes like the Sugar Act in 1764. The sugar Act of 1764 was a British Law that was passed on April 5, 1764, that collected incomes from the 13 colonies. The act put a huge tax on the sugar and molasses that were imported into the colonies which were a huge impact for theRead MoreThe American Revolution1337 Words   |  6 PagesThe American Revolution was much more than an insurrection against British tariffs and patronage decree. Rather, it was a bureaucratic catastrophe in which colonists from the thirteen American colonies denied the British sovereignty, eradicated the jurisdiction of Great Britain and established the United States of America. The upheaval was a primitive modern revolution in which generality traversed for liberty in the statute of law, constitutional privilege and supremacy. Ensuing years of contentionRead MoreThe American Revolution889 Words   |  4 PagesThe American Revolution was one of the most vital events in American History lasting form 1775 to 1783, it effected the nation socially, economically and politically. The American Revolution brought upon many changes in America, and freedom of the nation. The Revolutionary War was a stepping stone to what we are as a nation today, it created both short and long-term effects on the world. When wanting to blame a certain side, the British politicians or the American agitators, several key points leadRead MoreThe American Revolution993 Words   |  4 PagesThe topic of the American Revolution is a topic that has been discussed on multiple levels and is extremely well-known, especially within the United States. The details are a little on the generic and basic side but it is at least understood on some level. Most people are aware of the American standpoint, the what, why, how, and when , but there is much more depth to what occurred. The war was obviously between the Americas and the Mother country of Britain, but there were more than just those two

Nursing Code of Ethics Essay - 1052 Words

Nursing Code of Ethics Introduction Butts and Rich (1-26) point out that effective nursing requires both broad knowledge and a set of well developed abilities and skills. The required tasks, are many and varied and in order to do them properly, care must be taken to respect each patients rights and sensitivities. This is why, according to the authors, nursing care must be guided by a code of ethics. The purpose of this paper is to provide an overview and discussion of the Code of Ethics for Nurses with Interpretive Statements developed by the American Association of Nurses (ANA 1-2). Content and Clarity of the Code The ANAs Code of Ethics (1-2) consists of several ethical statements called provisions. There are a total†¦show more content†¦However, Fry and Veatch (32) also point out that the Code relies, to at least some extent, on the principles underlying humanist, feminist, and social ethics. The American Nurses Associations Code of Ethics (2) also defines and distinguishes the terms ethical and moral thereby helping nurses to better understand the nature of the principles provided. Specifically, it is noted that: Ethical is used to refer to reasons for decisions about how one ought to act, using the above mentioned approaches. In general, the word moral overlaps with ethical but is more aligned with personal belief and cultural values. Statements that describe activities and attributes of nurses in this Code of Ethics are to be understood as normative or prescriptive statements expressing expectations of ethical behavior (2). Process According to Hook and White (1-7), the ANAs Code of Ethics was originally drawn up and adopted by the organization in 1926. However, during this era this code merely consisted of suggestions for proper and ethical behavior. In 1940, a tentative code consisting of a substantive revision of the earlier code was drawn up and accepted unanimously by the ANA House of Delegates. This code was revised and amended repeatedly over the next decades until in 2001, the existingShow MoreRelatedThe Nursing Code Of Ethics Essay839 Words   |  4 Pagesall careers have a specific code and level of ethics which are incorporated into the daily responsibilities one is expected to perform in their chosen field. For the basis of this paper, I have chosen to write about the nursing code of ethics. Nursing has a professional code of ethics along with the level/employee behavior usually being currently attainable, meaning that the behavior expected is normally exhibited by individuals. (Manias 508). Howev er, although nursing seems to require behavior thatRead MoreThe Nursing Code Of Ethics Essay1164 Words   |  5 PagesAs described in Black, ethics and morals are defining characteristics that guide nursing care. Each play a particular role in the efficacy of each nurse and the way he or she performs within the scope of practice. Morals are established as a rule of conduct in any situation provided and once a nurse is aware of one’s personal beliefs and values, safe and effective client care can be delivered through ethical decision making. Ethical decision making involves a critical analysis of actions beforeRead MoreCode of Ethics - Nursing1475 Words   |  6 Pagesmoral norms which nurses are expected to adhere to and embrace. In a nursing profession, daily decisions have real impact on other people’s lives. The responsibility of such decisions creates the need for nurses to have knowledge and skills that enable them to not only provide physical and psychological care, but also to critique and reflect on the standard of health care practices. For the nurses to do this, they must understand ethics and ways in which to utilize this knowledge in a constructive andRead MoreThe Nursing Code Of Ethics895 Words   |  4 PagesTypically, all careers have a specific code and level of ethics which are incorporated into the daily responsibilities one is expected to perform in their chosen field. For the basis of this paper, I have chosen to write about the nursing code of ethics. Nursing has a professional code along with the level/employee behavior usually being currently attainable, which means that the behavior expected is normally exhibited by individuals. (Manias 508). However, although nursing seems to require behavior thatRead MoreCode of Ethics - Nursing1478 Words   |  6 Pagesmoral norms which nurses are expected to adhere to and embrace. In a nursing profession, daily decisions have real impact on other people’s lives. The responsibility of such decisions creates the need for nurses to have knowledge and skills that enable them to not only provide physical and psychological care, but also to critique and reflect on the standard of health care practices. For the nurses to do this, they must understand ethics and ways in which to utilize this knowledge in a constructive andRead MoreCodes of Ethics in Nursing3690 Words   |  15 PagesCODE OF ETHICS IN NURSING * The fundamental responsibility of the nurse is fourfold: to promote health, to prevent illness, to restore health and to alleviate suffering. * The need for nursing is universal. Inherent in nursing is respect for life, dignity and the rights of man. It is unrestricted by consideration of nationality, race, creed, color, age sex, politics, or social status. * Nurses render health services to the individual, the family and the community and coordinate theirRead MoreForensic Nursing Codes Of Ethics1382 Words   |  6 PagesThe profession of nursing has many vast specialties. Although every specialty, including forensic nursing, has its unique population and scope of practice, every field of nursing can and should utilize the Codes of Ethics from the American Nurses Association. The 2015 Code â€Å"addresses individual as well as collective nursing intentions and actions; it requires each nurse to demonstrate ethical competence in professional life† (ANA, 2015, p. 7). This code can be broken down into nine provisions whichRead MoreNursing Code Of Ethics Essay1253 Words   |  6 PagesIntroduction Nursing code of ethics was developed as a guide in carrying out nursing responsibilities in a matter consistent with quality in nursing care and the ethical obligations of the profession (ANA, 2015). The term ethics refers to the study of philosophical ideas of right and wrong behavior (Olin, 2012). There is a total of nine provisions however, throughout this paper I will discuss provisions one through four and express how I plan to utilize these provisions as a new RN. These provisionsRead MoreNursing Is A Code Of Conduct Or Ethics Essay975 Words   |  4 PagesIn any occupation there lies a code of conduct or ethics by which we represent ourselves to our peers, supervisors, and the public. It is within that set of behavior that will determine how people are viewed, treated and impacted. Nursing requires characteristics of professionalism that are detrimental to the outcome of patient care and safety. In the early 1800s, nursing was considered as a position held by people that were dishonest, unfavorable and illiterate. This all changed after Florence NightingaleRead MoreThe Guide to the Code of Ethics for Nursing2525 Words   |  10 PagesGuide to the Code of Ethics for Nursing and address the following objectives. 1. Explain the relationship between Codes of Ethics and Professional Identity? The Code of Ethics and the Professional Identity assume a dependent relationship. Without one the other could not stand alone. When we search for the professional identity of a career we also look at how they were established and what boundaries do they follow. In nursing, as stated by the American Nurses Association â€Å"a code of ethics stands as

Project Performance Improvement Online Communication

Question: Describe about the Project Performance Improvement for Online Communication. Answer: Introduction: Personality and motivation are such factors which work as an internal driving force for people in organizations and other institutions involved in projects (Ovsiy 2013). Successful projects are those which are completed within the stipulated time frame and boundaries of scope. Cost and quality too are important factors that need to be taken due care of in completing projects successfully (Ferris et al. 2013). Projects when considered bad or unsuccessful is a huge loss for the team involved in it and at times can be difficult in dealing with it. There are situations when completed projects are deemed as unsatisfactory or unsuccessful due to heavy cost incurred, much more than the budget fixed for such a project and overrun of schedule. Every organization or other teams that are involved in projects should think of better ideas, methods and structures in managing live projects. The behavior of people is considered one such factor which plays a crucial role in making projects successful. Among the behavior of people, two main attributes are motivation and personality which is essential, and needs proper understanding from the project manager or leaders point of view (Pinder 2014). In the recent scenario where projects too have become cross cultural, it is important to understand the behavior and emotions of people attached with such projects. Such stories have been quite common where project managers or leaders have sleepless nights due to behavior of people, where lack of trust, laid back team members and struggling to change can jeopardize work. It is the responsibility of project managers or leaders to apply techniques which are people centric, which will help them in managing the behavioral aspects of people in a successful manner. In this report, I will share a live project incident that I was part of, where motivation and personality factors played a huge part in completion of the project and that too right on time. The Live Project with Motivation and Personality factors: Our group consisted of four people and the topic provided to us was how an organization can be made successful and how an individual should be working in groups. We selected to work with a FMCG company in Australia for some days to get the same feel as their employees and luckily we were allowed by one among many to have a real experience. We went through a lot of books and articles and got hold of something by the name of Belbins Profiles, where motivational and leadership information was provided, and that a group should make a legislative body to select a leader. Being a leader is not easy; one has to have the required quality and personality to become one. Such key roles can be categorized as team worker, resource investigator, monitor, coordinator, shaper, complete finisher, specialist and plant (Belbin and Roles 2012). It is based on the respective profiles and the requirements needed for being leader of such profiles, determine the person who will be leader of the pack. For ex ample the duty of a complete finisher is to finish projects without any ambiguity. The shapers role is to deal with the presentation of monitor, coordinator and most importantly how the structure would look like of the team. The team worker is given the responsibility to ensure a healthy and cordial relationship is maintained between co-workers. Every role has its own profile criteria that need to be maintained and fulfilled in order to achieve success in the project. Every team has these members who have vital role to play in the team. The roles can be reversed and interchanged but a team leader needs to select the best possible people for playing such roles. Introvert people can never be shaper, aggressive people with bit of extrovert in him will be ill suited for the role of a complete finisher. Adverse situations can also arise when two managers play the same role, where there will be conflict of interest. Such things are better avoided, because if they are not it lets down the morale of the team. The team is only going to suffer and they will not be reluctant to get much involved between the conflicts of the two, because sometimes taking sides can be a major problem in organizations (Mendenhall and Osland 2012). But the organization I was along with my group, such incidents never occurred during our tenure. We were duly helped by the HR Manager, Mr. Richard. A man with great communication and HR skills, he surely knew how to manage people, and get the best out of them. Not so with the Development manager, Mr. Tom, who liked being alone and was an aggressor. Importance of Motivation, Emotion and Personality: According to Heinrichs, Oser and Lovat (2013), it is difficult to understand a human mind which sometimes exhibit different emotions which are hard to understand and control. Emotion is such a factor that motivates people either in a positive way or in a negative way. Emotion of people poses a real challenge for project managers and leaders who are in charge of the teams performance and well being. Emotion leads to motivation, where a motivated team member or employee exercise a particular level of effort dedicated towards a particular goal for a certain time period. Motivation is generally based on three concepts which are namely extrinsic motivation, intrinsic and self control. Extrinsic motivation is something that comes from the outer environment or outside the player. Its not money that always work as a motivational factor, they are other things too which are negative in nature but injects a positivity in the minds of people. Team members sometimes get motivated while doing live projects in fear of facing retribution or punishment if their performance is not up to the level where it should be. Intrinsic motivation is something that is derived while performing the task itself. Self control motivation states a situation where a person does not perform certain tasks in projects despite being highly intelligent. Motivational and Personality Theories: To understand motivation, we need to look into the theory of The Hierarchy of Needs as was developed by Maslow in the year 1940 (Jerome 2013). This theory stated that the needs of humans are formed into five groups staying together taking the shape of pyramid (Miner 2015). Physiological Needs: This needs form the base of the pyramid and takes into account the basic human needs including food, education, and medical care. While doing or being involved in projects the basic need for a team can be to have a good and proper working environment and providing salary to their employees (Taormina and Gao 2013). While doing the live project, I along with my group members found out that an employee works better in an organization when provided with an environment where he can flourish the most. Salary then becomes the motivational factor for that person. The live project was for 45 days and the manager was kind enough to provide us with a stipend that in turn motivated us to work on a serious note. Security Needs: it takes into account the way people feels safe, having a secure job. Organizations can help their employees out by providing them with job continuity, proper retirement plans and health insurance schemes. While doing the live project I along with my two team members got to know that companies are tying up with insurance agencies like Bupa for providing health insurance. Belongingness Needs: A sense of belongingness is what matters. For a team member and an employee the biggest thing is to have a feel that he/she belongs to that team or is an important member of the same. It is up to the managers, leaders and supervisors to encourage the work in group, ensure a proper communication is being followed in the group and increase their own interaction with the group (Lee and Hanna 2015). If proper communication is maintained by the supervisors and managers, the whole group feels motivated to work well. During our live project, I came to this conclusion that the organizations where there is existence of proper communication channel between the group and the supervisor, work becomes easy. During that tenure of ours, each day we were told to report either to the HR Manager or to the Development Manager on what we observed in the organization, what is lacking and what can be improved. The HR Manager was pretty good and so was his communication skill. He never let us feel that we were meager university boys trying to complete our project work. He was patient enough to hear our views and opinions and did rectify us where we went wrong. It did not took us long to find out that he was one of the popular HR managers of the company for the kind of behavior he shows to his people and motivates them enough for better performance. The Development Manager was opposite to what the HR Manager was, he did not treat us in the same manner like the HR Manager. In those 45 days we could only meet him around 8-9 times as he presented himself as a much busier person than he actually was. We were not comfortable in meeting him and sharing our views because of his stubbornness. While being there I personally felt that some of the employees too was not comfortable with the Development Manager. Whenever he was not around the employees use to share a joke or two about him, but I failed to notice anything like that in case of the HR Manager. My group was part of two board meetings in that company, and the board meeting scenario gave us a clearer picture. The development manager was abusive, never singled out anyone during the meeting to know where he was having problem or what was bothering him in the organization. His point of view about a group project is that, in a group not everyone has the same talent or intelligence. If one is lacking, the others need to cover him up, but the employee who is lacking needs to motivate himself in order to survive. On the other hand, the HR Manager was calm and composed. He used to believe in the unity of the team, where each member plays an important role in achieving success. If somebody in the team is lacking he should be taken due care of, provided with proper feedbacks and point him out where he is going wrong and how it should be done. It is the duty of the manager to motivate his people in a group if his chips are down. Esteem Needs: it can be internal in nature as well as external. Internal takes into account the needs related to self esteem like self respect and achievement. External focuses on the needs of recognition and social status. This needs if satisfied injects a feeling of self confidence among people. The HR team has implemented various schemes in the company where every significant contribution made by employees is being recognized and rewarded. The Quality Assurance Manager did praise my group for coming up with a good and valuable report on what the company is lacking and the possible recommendations that can be suggested to improve the companys market condition. On the recommendation of the Quality Assurance Manager, we were provided with some cash rewards which proved that our work has received recognition and we have been successful in achieving something noteworthy. Moreover, we understood the value of time as we had to finish the report and present it in front of the board member s within a very short time span. We were sometimes put under extreme pressure to deliver such results. Self Actualization Needs: the last or the highest level of hierarchy states that a person should be the one which he wants to be, like a musician has to be a musician, he cannot be anything else (Ozguner and Ozguner 2014). It has been stated if all the above needs of people are satisfied, then there is nothing lot to do for managers or leaders except making sure that the job is a challenging one for the individual. It can be concluded that as we move up the pyramid, instances where the supervisors and managers assist in satisfying the needs of the employees and motivate them in improving their job performance can be seen. McClelland Theory of Needs: McClelland recognized three motivation factors that human beings do have in them. Achievement: An achiever is someone who takes calculated risks in accomplishing their goals and is in the habit of working alone (Alvesson 2012). He is the person who needs a regular feedback on his work progress and achievements. He likes setting challenging goals. The Development Manager can fit in this category. He liked being alone and was very challenging, though his ways were disliked by many, but in an organizational group, one would always come across such individuals. Affiliation: An Affiliate is a person who does not indulge in high risk activities and favors collaboration (Mangi, Kanasro and Burdi 2015). He has to feel the sense of belongingness within a group and will follow whatever the rest of the people in the group will do. Power: he is someone who likes winning arguments and enjoys competition unlike the affiliate. He likes controlling and influencing others. It is important to share an incident that I witnessed while working in that company for the live project. During one of the Board meeting, the Sales Manager praised a lady staff for her achievement. She was being congratulated by all, but she did not revert back with a smile, and kind of looked embarrassed. Instead of appreciating the attention and congratulatory remarks she received, she lowered her head as vanished to her cabin. I was left wondering what happened to her that she left in that manner when she was being praised. After the meeting got over, the HR Manager did make me understand what really went wrong with the lady. The lady belongs to the Affiliate class which states that she does not like standing out in a crowd. The feed or appreciation would have better served had it been in private rather than being in public. It is important as a manager to know what motivates his team, or how they react to a criticism and praise (Ogarc?, Cr?ciun and Mihai 2015). Identification of drivers becomes important, which is based on personality and past actions of people. There are people in meetings who will influence others, persuade them to do something and entrusts responsibilities for others to achieve goals. He is someone whom we can recognize as driven by power. Then there are people who will talk less or not talk at all in meetings, feel uncomfortable if assigned with high risk projects and strive hard in managing conflicts, representing the affiliation group. Herzbergs ERG theory: This theory classified job factors in two groups: -Hygiene factors: Existence of motivation at workplace leads to hygiene job factors. Absence of such factors from workplace often leads to dissatisfaction (Yusoff, Kian and Idris 2013). Some of the hygiene factors include: Pay: the salary structure must be in accordance to the industry standards and reasonable too. Though such insights were difficult to reach in the company, we later found out that the organization had a good pay scale (Caulton 2012). Physical working conditions: Proper working condition should be provided for employees where they feel safe and hygienic. Everything from machine to other equipments should be well maintained ad updated. The company I and my group went into had everything updated and upgraded. Status: I found out from past reports that employees in the mentioned organization are retained if their performance is not below par over the years. Job Security: Employees working in the FMCG Company does have job security until they are performing way below expectation. It is also mentioned in the Company policies that any employee managing below par performances will be given three chances to rectify themselves and match the expected level through proper company guidance. -Motivational factors: A sense of positivity where employees are motivated to perform at a superior level. My group was motivated with the recognition we got with our report on the company, we tried to impress them even more. The factors include everything from responsibility to recognition to sense of achievement. Personality factors: Sigmund Freuds human personality is complex in nature (Westenberg, Blasi. and Cohn 2013). The Id: The source of all psychic energy, Id, is personalitys primary component. It is stated to be the only component which is present in an individual from his birth. It is unconscious in nature and takes into account the primitive behaviors. Id states that some needs are to be immediately fulfilled which is not possible all the time (Ryckman 2012). The Ego: The personalitys component which is which is accountable for dealing with the reality. The functionality of ego takes place in the preconscious, conscious and unconscious mind (Siddiqui 2015). The working process of ego depends on the reality principle. Ego sometimes works as a mental block among the group members of a team. Egoistic people are driven by recognition and a desire to have greater influence. My group member has this ego problem, though it is difficult to predict under what mind he gets egoistic. During the live project work his egoistic nature has created a bit of issue for the team. The Super Ego: the last one of personality type is superego. Judgments are being made on the basis of guidelines provided by superego (Schultz and Schultz 2016). The superego too is present in conscious, preconscious and unconscious state of mind. Situations may arise due to rise in conflict of the id, ego and superego matters. Freud mentioned ego strength as a way it functions (Friedman. and Schustack 2013). Good ego strength people will manage pressure situations effectively, whereas people with less ego strength will find it difficult (Fitzsimmons and Fitzsimmons 2013). Conclusion: This paper has been a personal reflection of me, and what I witnessed along with my group in those 45 days. The project was a long one, but it made me understand things in a better way. People in an organization belong to all kinds of culture and have different attitudes and personality, it is up to the project manager and other supervisors to handle them in the best possible way. Real life situations in organizations presents better scenario in understanding the motivational and personality factors that plays a role in the organizations. The project we set out to do was accomplished in time. I am a much better person now with a bit of more understanding that has been injected in me during these 45 days. The project taught me the value of time. Reference: Alvesson, M. and Sveningsson, S., 2015.Changing organizational culture: Cultural change work in progress. Routledge. Alvesson, M., 2012.Understanding organizational culture. Sage. Belbin, R.M. and Roles, T., 2012. Who does what?.Online Communication and Collaboration: A Reader. Belbin, R.M., 2012.Team roles at work. Routledge. Caulton, J.R., 2012. The development and use of the theory of erg: A literature review.Emerging Leadership Journeys,5(1), pp.2-8. Ferris, D.L., Johnson, R.E., Rosen, C.C., Djurdjevic, E., Chang, C.H.D. and Tan, J.A., 2013. When is success not satisfying? Integrating regulatory focus and approach/avoidance motivation theories to explain the relation between core self-evaluation and job satisfaction.Journal of Applied Psychology,98(2), p.342. Fitzsimmons, J. and Fitzsimmons, M., 2013.Service management: Operations, strategy, information technology. McGraw-Hill Higher Education. Friedman, H.S. and Schustack, M.W., 2013.Personality: Pearson New International Edition: Classic Theories and Modern Research. Pearson Higher Ed. Heinrichs, K., Oser, F. and Lovat, T. eds., 2013.Handbook of moral motivation: theories, models, applications(Vol. 1). Springer Science Business Media. Jerome, N., 2013. Application of the Maslows hierarchy of need theory; impacts and implications on organizational culture, human resource and employees performance.International Journal of Business and Management Invention,2(3), pp.39-45. Lee, J.M. and Hanna, S.D., 2015. Savings Goals and Saving Behavior From a Perspective of Maslow's Hierarchy of Needs.Journal of Financial Counseling and Planning,26(2), pp.129-147. Mangi, A.A., Kanasro, H.A. and Burdi, M.B., 2015. MOTIVATION TOOLS AND ORGANIZATIONAL SUCCESS: A CRITICLE ANALYSIS OF MOTIVATIONAL THEORIES.The Government-Annual Research Journal of Political Science.,4(4). Mendenhall, M.E. and Osland, J., 2012.Global leadership: Research, practice, and development. Routledge. Miner, J.B., 2015.Organizational behavior 1: Essential theories of motivation and leadership. Routledge. Ogarc?, R., Cr?ciun, L. and Mihai, L., 2015. THE INFLUENCE OF THE BEHAVIORAL PROFILE UPON THE MANAGEMENT TEAM'S PERFORMANCE.Annals of the University of Craiova, Economic Sciences Series,1. Ovsiy, A., 2013. Motivation in Today's Workplace. , (18), pp.161-162. Ozguner, Z. and Ozguner, M., 2014. A Managerial Point of View on the Relationship between of Maslow's Hierarchy of Needs and Herzberg's Dual Factor Theory.International Journal of Business and Social Science,5(7). Pinder, C.C., 2014.Work motivation in organizational behavior. Psychology Press. Ryckman, R.M., 2012.Theories of personality. Cengage Learning. Schultz, D.P. and Schultz, S.E., 2016.Theories of personality. Cengage Learning. Siddiqui, R., 2015. Influence of organizational culture dependence_proneness, rigidity_flexibility on need_satisfaction. Taormina, R.J. and Gao, J.H., 2013. Maslow and the motivation hierarchy: Measuring satisfaction of the needs.The American journal of psychology,126(2), pp.155-177. Westenberg, P.M., Blasi, A. and Cohn, L.D. eds., 2013.Personality development: Theoretical, empirical, and clinical investigations of Loevinger's conception of ego development. Psychology Press. Yusoff, W.F.W., Kian, T.S. and Idris, M.T.M., 2013. Herzbergs Two Factors Theory On Work Motivation: Does Its Work For Todays Environment.Global journal of commerce and Management,2(5), pp.18-22.

Assess The Arguments For The No-self Doctrine. free essay sample

Are Annata And Karma Reconcilable? Essay, Research Paper The Buddhist theory of no-self ( annata ) is possibly one of the most foreign, complex and misunderstood constructs for the westerner to hold on. Essentially the # 8220 ; no ego # 8221 ; refers to the denial of a psyche. In this sense the psyche is # 8220 ; the abiding, separate, invariably bing and indestructible entity which is by and large believed to be found in adult male # 8230 ; it is the mind of all his ideas, the actor of all his workss and the manager of the being by and large # 8221 ; ( Malalasckera 1957 ) . Buddhists assert that you can merely be happy once you have discarded the position of a ego ; a self-contradictory state of affairs that seems absurd. The Buddhists see the thought of # 8220 ; I # 8221 ; as a figment of the imaginativeness with nil existent to match to it. If I conjure up another figment of imaginativeness like the thought of # 8220 ; belonging # 8221 ; the # 8220 ; I # 8221 ; concludes that some part of the universe belongs to me. The philosophy of annata assumes two basic propositions ; that nil in world corresponds to words like # 8220 ; I # 8221 ; or # 8220 ; mine # 8221 ; , as there is no fact in ego and that nil in our empirical ego is worthy of being regarded as the existent ego. `There are three basic ways of sing the ego. These are best summarised by a prima figure in Reformed Buddhism, Nyanatiloka, who says: # 8220 ; there are three instructors in the universe. The first instructor teaches the being of an ageless ego-entity outstanding decease: that of the eternalist, as for illustration the Christian. The 2nd instructor teaches a impermanent ego-entity which becomes annihilated at decease: that is the annihilationist, or materialist. The 3rd instructor teaches neither an ageless nor a impermanent ego-entity: that is the Buddha. Annata is an indispensable point of Buddhist doctrine, and is interestingly alone to about all other beliefs and doctrines in the universe today ( with the possible excl usion of David Hume, some 2000 old ages subsequently ) . The importance of annata to Buddhists and it # 8217 ; s deductions for all human actions, moralss and ethical motives is reeling. Rahula, a Sinhala monastic, believes that a position of a lasting self/soul is # 8220 ; the beginning of all the problems in the universe # 8230 ; in short, to this false position can be traced all the immorality in the universe # 8221 ; ( Rahula 1967 ) . In this essay I hope to carry through a figure of things. First to supply the statements for the no-self theory and explicate how Buddhists construct personality. Second, I intend to look at the statements rebuting annata, particularly Descartes # 8220 ; I think hence I am # 8221 ; . Third, I hope to pull some analogues to Buddhism with Western doctrine and eventually reason the essay. `An of import portion of understanding how Buddha came to disregard the construct of ego is to see how he constructed the personality of the person. Buddhist # 8217 ; s sketch five factors ( Khanda # 8217 ; s ) which relate to a province of grasping and fond regard that identifies with # 8220 ; I # 8221 ; or # 8220 ; myself # 8221 ; . The first is rupa, material form, which takes its signifier in the outer universe or in the life organic structure. It is composed of Earth, air current, fire and H2O that are the constituents from which are castanetss, flesh and tissue are created etc. The other khanda # 8217 ; s are all mental in nature. The 2nd factor, vedanna, is # 8220 ; experiencing # 8221 ; ; the pleasant, unpleasant or apathetic # 8220 ; gustatory sensation # 8221 ; of an experience. The 3rd khanda is sanna, or knowledge, which allows us to label things # 8220 ; adult male # 8221 ; # 8220 ; blue # 8221 ; # 8220 ; tomato # 8221 ; etc It informs us of what we are witting of. Sankhara ( building activity ) refers to mental provinces that initiate action ; like attending, choler and most significantly # 8220 ; will # 8 221 ; . The concluding khanda, vinnana, is discriminatory consciousness, or outlook ( see subsequently ) . Via speculation and virtuousness, it is possible to exceed the reading of # 8220 ; self # 8221 ; which the khanda # 8217 ; s supply and make Nibbana ( a lasting province of cloud nine ) . `What so are the statements which support annata? In Brahmanical idea, the ego could achieve cosmopolitan power through attained cognition. Buddha denied the being of such a ego by claiming we had no such control over it. In the # 8220 ; discourse on the features of not-self # 8221 ; ( Anattalakkhana Sutta ) the Buddha uses the illustration of a organic structure, the first khanda rupa, to turn out his point: ` # 8221 ; organic structure, monastics, is not-self. Were it self, the organic structure would non endure affliction, and one could hold of organic structure `let my organic structure be this, allow my organic structure be that` # 8221 ; . Due to the of course altering behavior of our organic structures, for which we have no control, the ill-conceived constructs of # 8220 ; I am organic structure # 8221 ; or # 8220 ; organic structure is mine # 8221 ; is clearly false and causes heartache, enduring and anxiousness. The Buddha is evidently mentioning to malformations, disease, old age and necessarily decease every bit good as more fiddling things such as attraction, hair coloring material etc. The five khanda # 8217 ; s are not-self because we have no voluntary control or way over them. `Buddha extends his statement by proposing what is temporary, unsatisfactory and capable to alter could non perchance be regarded as ego. In the undermentioned discourse with another monastic, he argues ; ` # 8221 ; Is what is temporary satisfactory or unsatisfactory? # 8221 ; ` # 8221 ; unsatisfactory, sir. # 8221 ; `Is it suiting to see what is temporary, unsatisfactory and capable to alter as `this is mine, this I am this is my self` ? # 8221 ; ` # 8221 ; No sir # 8221 ; . ( Anattalakkana Sutta ) `The statement which Buddha is basically seting forward is anything which comes into being from an unsatisfactory, random and impermanent beginning could non logically or perchance take on to the creative activity of something governable, lasting and satisfied. `Another statement for annata concerns the ways in which you can see the construct of ego. A monastic, Ananda, was badly criticised by Buddha for believing there were three possible ways of carry throughing this undertaking. They were experiencing s regarded every bit indistinguishable to self ( feeling is self ) , self without experiencing ( the ego is insensate ) or neither except # 8220 ; my ego has the property of experiencing # 8221 ; . Buddha believed this position was incorrect on a figure of histories. To get down with feelings were of three types ( vedana ) ; pleasant, painful and impersonal. Because these feelings are temporary so the ego would hold to be excessively, and becaus e it is assumed that the ego is of a lasting nature, so clearly self can non be experiencing. Buddha # 8217 ; s counter to the statement that the ego is insensate is merely to state that it would be impossible to state # 8220 ; I am # 8221 ; where there is no feeling at all. In response to the statement that the ego is able to experience, or have the capacity to experience, he answers: # 8220 ; whe re feeling is completely absent†¦might one be able to say `this is what I am?`†. As this is not possible the idea is dismissed. `Paticca-samuppada, the continuity of experience as explained by the â€Å"dependent Origination† is another argument which supports the no-self hypothesis. For Buddhists, the agent behind experience (such as consciousness) is replaced by impersonal conditioned elements. Consciousness is defined â€Å"according to the condition through which it arises†. This is compared to the analogy that a fire is named after the fuel that feeds it ; â€Å"grass fire†, â€Å"oil-fire†, â€Å"forest-fire† etc. These elements form a twelve fold sequence which embodies the succession of events and lives in the â€Å"round of rebirth†, without the concept of reincarnating the individual. Consciousness is not a permanent, unchanging self, but rather a condition created by it’s environment. `One of the most famous arg uments against the no-self theory is Descartes â€Å"Cogito ergo sum† (I think therefore I am). The reasoning behind this relatively simple statement seemed undeniable proof of the existence of â€Å"self†. Even if you think of not existing or not thinking, you are still aware of yourself, an â€Å"I†, doing the task. For Descartes, this was the first undeniable fact from which he could discover the truth. The argument is perhaps more clearly demonstrated by the story of a student who reads too much metaphysics. He becomes unsettled when he discovers that he has no proof of his existence and in desperation asks his lecturer â€Å"do I exist?†, to which the lecturer replies â€Å"who’s asking the question†. Although the answer presumably satisfies the student, the argument which Descartes put forth is actually flawed. His original argument is confused by the grammatical terminology of the word â€Å"I†. There is no need for the â€Å" I† in â€Å"I think† to refer to anything. According to Buddhism, Descartes was merely aware of thinking, not that â€Å"I† was doing the thinking. He could have, and perhaps should have said â€Å"there is thinking therefore there are thoughts†. Without the â€Å"I† there is no evidence of a self involved. The common reply to this counter argument is that the term â€Å"think† requires â€Å"I† as a subject to the verb. However, this is also flawed as it is only a grammatical convention and the word â€Å"it† could be replaced with â€Å"I† which again would not imply a subject/self. `Another argument which places some scepticism on the theory of annata is a claim that the no-self theory is merely another ontological phenomena created for the sole purpose of undermining Brahmanism and Jainism whilst simultaneously acting as a component of faith akin to Western religions. Buddha’s spiritual quest can be seen as a s earch to identify and liberate a person’s true self : atman. Such an entity was thought to be a persons inner nature, a permanent source of true happiness. In Brahmanism, atman was seen as the universal self identical with Brahman, whilst in Jainism it was seen as Jiva, the individual life principle. However, as I have already described earlier, the Buddha has clearly laid forward many argument to dismiss the permanent nature of the self. If you consider religion to be a man made creation which fills a social function then you can understand Buddha’s reasons for denying the self. If he thought he had discovered a way of living which reduced the suffering he observed around him, then he would need to undermine people’s faith in the two leading religions of his time (Brahmanism and Jainism) in order to convert them. The theory of no-self fits this role perfectly for it attacks the core assumptions of these religions (and unbeknownst to Buddha, most western religio ns as well) whilst providing a goal (Nibbana) which is just as impossible to prove or falsify as heaven or hell. `Some critics have also attacked the no-self doctrine on a supposed contradiction between karma and annata. Buddhist karmic theory states that people undergo more than one life, sometimes maintaining memories and behaviours after death. This would seem to suggest some permanent self within us which transcends death but annata clearly refutes such a claim. It would seem logical then to conclude that one of these concepts must be wrong, yet this is not the case, for once again it is a matter of interpretation. One way of looking at this argument is the difference between speaking convention and philosophical truth. Reference to death is a convenient and useful expression yet it does not imply a permanent self. The reason for this, is simply that our view of death as a final end is incorrect. To the Buddhists, death is merely another experience in a chain of events which con tinues endlessly. In a conventional way a person deaths, but the philosophical view says that no permanent self survives, only a series of mental and physical events. ` David Hume, a western philosopher, came to a similar view of the self as Buddhism. He found no evidence for the existence of a permanent self. However, Hume believed the mind was a series of discrete momentary â€Å"awareness† or â€Å"impressions† which followed one another rapidly in succession, very much like a link on a chain. This analogy raises an important distinction between the Buddhist conception of mind and Humes conception of mind, for the Buddhist’s view consciousness as a constant flow of thought. In this respect, the Buddhist theory is more like William James’s (1850) view of the mind who saw mental activity as a â€Å"stream of thought†. `Even though the arguments for annata convincingly deny the existence of a self, I can still not believe that they are correct. The argument against Descartes’ â€Å"I think† argument still lacks something. It is not adequate to say that the word â€Å"I† is not needed in the term â€Å"I think† for the word â€Å"I† was created to describe an inner feeling of self and was not created as a convenient means of belonging. I think the Buddha was trying to identify and cure people’s dissatisfaction by eliminating the ego. I would interpret his denial of the self as a denial of those negative feelings associated with possessiveness, greed, bitterness, vanity and arrogance. ` `BIBLIOGRAPHY: `Harvey Peter (1990) An introduction to Buddhism Cambridge : Cambridge University Press. `Collins, S ( ) Selfless Persons. `Giles, J â€Å"The no self theory : Hume, Buddhism and Personal identity. In Philosophy East and west. `Jewell, Nik (1995) Buddhist Philosophy Seminar Notes.