Wayward Puritans free essay sample

Compares ideas on deviance conformity, sociology history, hypocrisy. (Kai Erikson) Confidence Men Painted Women ( Karen Halttunen ) In Wayward Puritans: A Study in the Sociology of Deviance, Kai T. Erikson provides an account of the nature and function of deviance among Puritans in living in the Massachusetts Bay Colony. For this devout and pious community known for its lack of tolerance of values in contrast to its own, Erikson argues that deviance united the Puritans because punishing those who were deemed deviant showed how much variability and diversity can be tolerated within the group before it begins to lose its distinctive shape, its

The Watergate Affair Essays - Watergate Scandal, Richard Nixon

The Watergate Affair Essays - Watergate Scandal, Richard Nixon The Watergate Affair The Watergate affair was the most significant scandal in United States governmental history. Watergate is defined as a scandal involving abuse of power by public officials, violation of the public trust, and attempted obstruction of justice. The Watergate scandal is named after the building complex in Washington D.C., which was the site of the illegal activities that took place in 1972. In this essay I will explain what Watergate was, a few of the key players (many too numerous to mention), and the end result of the people involved. Watergate all started on June 17, 1972 when five men attempted to break in to the Democratic national headquarters in Washington?s Watergate complex. The men were arrested after police were notified from a security guard, and were in possession of cameras and electronic surveillance equipment. They were suspected of attempting to tap the telephones there in order to gain the upper-hand information of the Democratic campaign. The men were tried and convicted in a federal court, but the judge, John Sirica suspected the major cover-up of a possible national conspiracy. Sirica later received a letter from one of the burglars, James McCord which stated that there was definitely a cover-up. This letter led to a nationwide eruption and the trust and tolerance for politicians greatly declined. The five burglars were sent to jail in January of 1973. White House counsel John Dean attempted to buy the men?s silence with 400,000 dollars of ?hush? money and the possibility of presidential pardons. Instead the burglars began to talk and the Nixon administration was being pushed against a wall. A separate committee was started to investigate and John Dean began to sweat. Dean told Nixon that (in my revised words) ?We?re in deep crap?. Nixon sensed that his high officials were going to break at any moment so he fired Dean, chief domestic advisor John Ehrlichman, and White House Chief of Staff H.R. Haldeman. Televised hearings later followed and the whole dirt was brought out. John Dean, the former White House counsel, stated in court that members of the Nixon administration, notably Attorney General John Mitchell, had known of the burglary. The hearings also revealed the Nixon has previously taped conversations in the Oval Office, and when the special prosecutor Archibald Cox requested these tapes, Nixon fired him. Cox made great strides in uncovering major evidence of a political espionage by the Nixon administration. He uncovered evidence of bribery for corporate contributions to Nixon in return for political favors, and illegal wiretapping of citizens. The uncovering of the corporate contributions led to the passing of the Election Reform Act which limits a candidate to spending 20 million dollars on a bid for election or re-election. It also regulated the amount an individual may contribute to campaign funds to 1,000 dollars. During the investigation, the testimony of White House aide Alexander Butterfield really created a light for the prosecution. Butterfield told the committee that Nixon had ordered that a taping system to be installed in the White House to record all conversations. These are the events that led to Coxs dismissal. After Butterfield?s testimony, Cox demanded eight relevant tapes in which Nixon refused to hand over. His excuse was that the tapes were vital to national security. (The only thing they were vital to was the skin on his rear end) Nixon then told Attorney General Elliot Richardson to dismiss Cox, but Richardson refused and resigned, as did Deputy Attorney General William Ruckelshaus. Cox?s successor, Leon Jaworski was appointed by Nixon and was given the tapes, and Jaworski gave the tapes to Judge Sirica. Some of the tapes were missing and one of the tapes had a mysterious 18? minute gap. The gap was part of five separate erasures. Although the tapes, the break-in, and the cover up were a large part of the Watergate affair, they were not all of it. During Nixon?s term the government was very secretive and this was a result of Nixon?s ways. Before all of the break-in stories, there were other issues questioning Nixon?s morals. In 1969 there was an article in the New York Times talking about a secret bombing of Cambodia. So illegally the FBI taped conversations secretly of

Two summary pages of Recruitment and Retention Essay

Two summary pages of Recruitment and Retention - Essay Example In short, the authors identify the main problems in Panda Express HR management as ineffectiveness of recruitment process and lack of employees’ loyalty. On the one hand, the selection process of new employees reveals its weakness, since the company possesses low educational requirements for their candidates. In this context, the status of the company is low for job seekers. For instance, the necessity to work on the weekends does not attract them to enter hiring process. Although, the main task for the company’s recruitment is to find a person who will share its corporate culture and reveal loyalty. In this situation, the authors reveal the necessity to provide the full amount of information for each candidate who wants to become General Manager in Panda Express. On another hand, the authors raise retention issue in order to discuss the company’s capability to maintain staff’s loyalty. In fact, the core reason of numerous symptoms of employee’s discontent is the maintenance of inadequate information on the working conditions. Currently, newcomers frequently suffer from the imbalance between work and life on their jobs and choose the latter one by leaving Panda Express. In this case, the basic assumption for authors’ recommendations is the need to reevaluate corporate duties and responsibilities. For this purpose, the role of General Manager is the key one for the company. Thus, the recommendations are divided into three main groups: introducing this position with 2 year degree, changing salary, and reliance on managerial potential. Firstly, the authors assume that lowering the threshold for passing to General Manager from 4 year to 2 year degree will increase the motivation of college newcomers to develop within the company. In this context, replacement of high salary offer to high bonus system is crucial, since it encourages striving and taking care of each achievement on this

Is racism ancient history in our days Essay Example | Topics and Well Written Essays - 1500 words

Is racism ancient history in our days - Essay Example Thesis At the beginning of the 21st century, racism is a major social problem affected modern American society which takes its roots in ancient history of the nation. The American nation is especially heterogeneous in terms of religion, nationality, ethnicity, class language, and, of course, race. But prevailing American values emphasize the values of equality of opportunity, fair play, and individualism. While there is some evidence to justify current attitudes, in fact there is better evidence to suggest that race relations in America are still a major source of stress and social tension (Wachtel 23). Another black perspective argues that race in America has become less salient than class. This assessment, if true, would suggest that black-white relations are much better than they have ever been before in America. Race is another factor which influences the distribution of economic and social resources in America. It is important to note that recent years the understanding of race has been changed, because as a collective sentiment, race needs to be upheld and reaffirmed. Modern theories of race suggest that concept of race is more a cultural p henomenon than a economic one. Community of culture and unity of meaning are the main sources that allow the construction and experience of race (Wachtel 78) In modern society, racism complements, but it does not replace, individual prejudice and discrimination. J. Strausbaugh in Black like You: Black Face, White Face indicates that institutional racism is much more widespread than individual racism. Yet, most educational programs against racism are aimed almost exclusively against individual racism. Following Strausbaugh "disrespectful stereotypes are acceptable from people who looks like you, but it is racism when a member of another race finds humor in it" (12). In modern society, racism can exist to some degree regardless of what else is going on in society. Institutional racism, however, cannot thrive without constant replenishment of new personnel who are able to accept the human cost of racist policies without challenging their legitimacy. People who are victimized by racism may combat it most readily by organizing and changing public policies. Altering public policies solely by changing personal opinions of racists is a hopeless, endless endeavor. To a significant extent, racism bears a relationship to sexism, antisemitism, and extreme nationalism. The essence of modern racism is violations of equal human worth which are involved in racism as well as in sexism, anti-semitism, and extreme nationalism. Today, racial prejudices and ideologies rationalize widespread white discrimination against people of color (Strausbaugh 82). This view of a white-dominated America is not popular among most white analysts and commentators in the twenty-first century. More popular is the belief that African Americans and other people of color have made great progress, so much so that white racism is no longer a major barrier in most of their lives. Indeed, few whites are aware of how important racism is to their own feelings, beliefs, thinking, and actions (Thernstrom 20). The extensive use of litigation and legislation in American racial affairs determines the salience of the law. Leading personalities, landmark court rulings and laws, the heritage of legalized segregation and discrimination, bias in the administration of justice and contemporary

5 Steps To meeting Someone New Essay Example | Topics and Well Written Essays - 500 words

5 Steps To meeting Someone New - Essay Example If your date enjoys music, perhaps the obvious choice would be attending a music concert. Instead, however, consider going on step further and take a portable CD player, a picnic basket and your date out for a quiet lunch under the sun. If your date is a film fanatic, avoid a crowded theater and opt for a projector and find the perfect place to host your own private showing of a comedy movie that's sure to bring a smile to your date's face. By being creative, you will show that you have put thought into the evening.The second step is making your First Impression. First impression plays an important role when you're meeting up with a woman, because your first impression can either make it or break it. A lot of guys don't take this seriously, but it's a fact that if you're able to make a GOOD first impression, then chances of you getting with that girl will be around 90%. But if you fail to do so, then your chances are reduced dramatically to 20%. Just think about this, you just went o n a blind date and it turns out to be that the girl doesn't smell nice, her hair looks awful and she didn't put too much effort dressing up. Would you want to meet up with her again I don't think so!! So here are some simple things you need to remember, in order to make a good first impression. Always look your best and smell good.

Impact of Transnational Corporations on NICs

Impact of Transnational Corporations on NICs Introduction What are TNCs? Trans National Corporations (TNCs) are companies which operate in at least 2 countries. Its organization is very hierarchical with the headquarters as well as research development often located in the mother country. Production centers tend to be host countries. When organization becomes more worldwide regional headquarters and regional research development will widen in the manufacturing countries. This gives TNCs many advantages, such as right of entry to the global market, cheap labor, low production costs, consequently greater profits. The headquarters of these remains in its mother country, usually one of the most developed countries in the world, like USA UK. Their established factories throughout the world, which either make parts or entire finished goods for the company to sell on the global market. Among all the TNCs in the world, Most of them are oil companies such as Exxon (Esso) BP, car manufacturing companies (for instance Toyota, Ford, Nissan and Volkswagen). Other familiar companies like Sony, IBM and Coca-Cola are also defined as being TNCs. Trance National Corporations are established globally for their advantages, to earn more profits. They bring with them both positive and negative impacts for the country that plays host to them. Top 10 TNCs in 2009 TNCs manufacturing high-tech Scientific instructions, pharmaceuticals microelectronics, (Mitsubishi, Sony, Glaxo- Smithkleine) Large volume consumer goods Tyres, Motor vehicles, televisions other electronic products (Toyota, Daimler, Ford, Volkswagen, General Motors) 3) Mass produced consumer goods cigarettes, beverages, breakfast cereals, cosmetics branded goods (Mars, Uniliever, Nestle, Kraft foods) 4) Service Banking/ insurance, freight transport, advertising, hotel chains and fast food outlets (IN group, AXA, citigroup, HSBC, Allianz, Dexia) TNCs organize manage economic activities in different regions develop trade inside between units of the similar corporation in different regions. It means they can often control the terms of trade and can diminish the effect of quota boundaries on the movement of products, go around trade tariffs. Advantages to TNCs TNCs have the ability to take advantage of spatial differences in factors of production. They can utilize differences in the accessibility of labor, capital, and building or land costs. e.g. 2002 Dyson moved its production from a plant in Malmesbury, Wiltshire to Malayasia to take advantage of cheap labor. Dyson did retain several hundred jobs in Wiltshire for RD saving of 30% in production costs0 They can locate to take advantage of government policies such as lower taxes, subsidies and grants and less strict legislation on employment and pollution. They can get round trade barriers by locating production within the market where they want to sell. E.g. Nissan in Sunderland, Toyota in Derby. Japanese car firms have been attracted to locations in the EU because of quota restrictions on the import of Japanese made vehicles into European manufacturers and gain entry to the European market What are NICs? Country that has within recent decades experienced a get through into rapid productivity growth, rapid export oriented economic growth, quick industrialization farther a high amount of investment and assets formation largely funded from local savings, and a high tendency to export, with end user durables and machinery accounting for a large share of exports. Superior examples are South Korea, Hong Kong, Taiwan, and Singapore. These countries invest capital and production facilities in other developing countries like China, Vietnam, India, and some countries in South East Asia. Within 20th century lots of East Asia countries were industrialized such as South Koria, Taiwan, Philippines, Singapore, Thailand, and Japan. These states are called as Newly Industrialized Countries or (NICs). They are also sometimes referred to as Tiger Economies because of the growth rate of these counties. The governments of NICs controlled over industrial development motivated industries to export manufactured products to abrade such as more developed states. The exports profits were re-invested in the local economy. Local businesses did grow; wages rose workers did spend their new assets to buy domestic goods and services thus motivating further growth. This type of rotation or knock-on effect, in which money paid out by businesses is reinvested inside the country, is often called the multiplier effect. NICs have been being succeeded for the last 30 years. That successfulness of these economies has contributed to the turn down of manufacturing industries in MEDCs like UK. Industries struggled to compete with the NICs competition, because their production cost and wages were very low. Characteristics of NICs Countries whorled market exporter share is increasing, they often copying existing products then reproducing for a much low price. Continues growth in the production sector that results for more exports continues increasing of GDP. Generally NICs Can be developed by three stagers, thats traditional society to a developed country society. Three stagers are explained below. The time frame of whole process can be minimum 30 years. Traditional society: There are more labors work under the industry, its labor oriented. Concentrating on small cottage-style traditional industries, concentrated on local raw materials. Instance could include food processing, textile manufacture Most of the time, lots of people are still work in the primary sector, doing things include farming. Using primary technologies most of the people have less money. Import the products what they want, that indicate county is not producing what they actually needed addicted to import products. Import substitution industries: The country does promote its own industries. Newly started companies imitate products from well known market giants and then produce them for low price. The government operates tariff barrios for the products are being imported trades that make similar products. The purpose of that is protecting their own domestic companies whilst they grow. Instance industries are computer manufacture, car manufacture, electronic goods and other electrical goods, like hi-fis. Export orientated industries: The new companies established in their own country they are unleashed upon the global market. Industries are being capital intensive, using high technology aimed at earning a big profit. The gross domestic product (GDP) of the country starts to increase, mostly growing at well over 5% per year which is a wonderful rate. Now the country has been being an NIC. How do TNCs affect to the NICs economy their environment? Investment: Advantages: The companies earn, invest, bring foreign currency into the country. Though most of their earnings come back to the companys country of host, all the remunerations do come to the local economy Disadvantages: The salaries paid to host country workers are very low and a lot of companies have been accused of exploiting the workforce before benefiting it. There are often tax incentives for these TNCs to locate in countries in the Developing World. Due to the fact that they get lots of their profits out of the country that says the real economic benefit to the country could be limited. Technology: Advantages: TNCs help the development of the NICs by bringing in latest technology and new knowledge that the host country doesnt use. Disadvantages: Unless the company actively participates in a program to educate local companies in the new technologies, the countrys industry will not really benefit. TNCs are not going to share too much information. If the local industry competition will increase because of new knowledge TNCs have to compete even with the local companies. Transport: Advantages: The new TNCs mostly help to develop transport links around the company area. Disadvantages: Mostly serve only the direct roads, rails that needs of the company, not the surrounding area as well. Employment: Advantages: They create jobs opportunities for the NICs domestic employees. Disadvantages: Most of the jobs opportunities are highly skilled so the company uses their own people to do the work. Because of the technological environment of these companies. Remain less jobs opportunities. Urbanization -launching a TNC in a city in NIC does encourage urbanization. Young migrant workers gather to the city. It influence to the rural communities their development Environment/Safety: Advantages: Companies bring with them the environmental friendly technologies expertise to decrees harmful pollution establish a safe working environment. Disadvantages: a lot of TNCs have very bad history on pollution and worker safety. They have been complained of trying to cut both safety of working environment and environmental pollution in order to keep costs down. . Overall impact to the Economic growth Development of NICs can be potentially promoted by transnational corporations through their activities that generate economic growth. Some evidence exists that the foreign exchange and foreign direct investment that TNCs provide can improve the performance of the economy of the NICs which they operate in. The process of economic growth is impacted by the TNCs through influencing the quality and amount of new capital formation, transfer of soft and hard technology, expansion of trade opportunities and the development of human resources. Further, Such as Province of China, Taiwan, and South Korea demonstrate, that under some conditions economic growth can foster social development. For example in Taiwan, enormous growth of economy has been combined with increased educational levels, longer life spans, improved health conditions, advanced housing conditions, political liberalization and enhanced civil liberties. Theoretically TNCs can uplift the development of the NICs society by fostering economic growth; practically this relationship exists for two reasons. Mainly, in the host countries it is not clear whether transnational corporations are really responsible for the growth of economy. In the most recent two notable cases related to economic transformation, Taiwan and South Korea, a negligible role was played by transnational corporations. Further, TNCs actually have the ability to prevent NICs local economic growth by running local entrepreneurs out of the business zone, along with the importing of main goods and services, reducing large amounts of the profits from their local NICs, and transferring royalties and fees to the main companies which are located away from the host economy. Secondly, even if the economy of the NIC is not developing, there is a tenuous relationship between social development and economic growth. Even though there is an global economic growth annually, it is yet hard to prevent the problems of poverty, unemployment, inequality in wealth, and such other issues of social malaise. For example In Cote dIvoire, from 1960 to 1975 the TNCs could have helped to foster aggregate the growth of the economy, they did only a very little to uplift the development of the society: increase in unemployment, income distribution expanded and nationals increasingly started losing the control over the industrial capacities of the country. In some, under some circumstances TNCs can act as the engines of growth of economy, the power of economy is very rarely harnessed to the achievement of development. Overall impact to the Environment Transnational corporations can have a negative impact through a demotion of resources in the environment to the social development. And over the past ten years such entities had been responsible for environmental disasters. For an example, Union Carbide in Bhopal, India, Exxons Valdez spill off Alaska, and Texaco in Ecuador. To a group of environmental problems TNCs have been linked. Fifty percent of the green house emissions are generated by them, in which they are responsible for global warming. Furthermore they are also the users of ozone-depleting chlorofluorocarbons (CFCs) and they are also producers of CFCs. Explaining further, transnational corporations are responsible for the pollution of land, air, wetlands, water and the oceans. Ultimately, through their mining activities and commercial logging, there is a contribution to deforestation by the TNC. For example in the mid-1980s, there was a control of 90per cent of the logging by the foreign corporations in Gabon and in Congo it was 77 per cent. As a result of such mining and logging negative effects such as flooding, loss of topsoil rapid run-off of rain have occurred; Farmers are economically not in a rich status to buy the land from forest owners and usually TNCs dont internalize such social costs. Hence such negative externalities cannot be p revented. The relationship between TNCs and the environment is massively complex even though transnational corporations can definitely obstruct social development through their environmental practices .But yet the Critics dont mention that consumption of environmental resources should be abstained by transnational corporations, instead they should promote sustainable growth and development via their activities. In the meantime there is a practice by the TNCs to follow demoted environmental standards in the developing countries with comparison to the developed countries; and it is found with evidence that environmental practices are more responsible in developing countries than in local firms functioning in such countries. Nevertheless, critics emphasize that, as a result of having better resources they have better access to research and development, It is the responsibility of the TNCs to promote environmentally sustainable practices and they bare that responsibility. Some companies undergoing so much of pressure have started to follow more environmentally responsible policies. Example, a maligned polluter named Dow Chemical, had to establish one-and-a-half days each session with the environmentalists brief senior management quarterly. The salary of the manager was pegged to the goals of the environment, and a toxic release of 32 per cent between 1988 and 1991. Further some laudable environmental practices were also implemented by the IBM including rewards for the employees for technical innovations which helped to comply with the environmental standards. Finally 18 environmental awards were won by ATT since 1990. On the other hand, expect these three companies majority pillage to consume environmental resources from the countries that are developing and they consume these environmental resources in a destructive and unsuitable manner. practices which certainly hamper prospects for social development. Some of the companies that involves in issues related to the environment are General Electric and DuPont, for example, Dupont was responsible for toxic chemical releases in 254 million pounds during the period of 1991 in the United States , and this has led to minimize such practices that destroys environment. e.g. In December 1984, one of the worlds worst industrial disasters occurred in a Union Carbide plant in Bhopal, India. Poisonous gas leaked from a negligently maintained chemical factory killing 3,000 and injuring over 200,000. See Reinhold (1985), Lueck (1985) and Everest (1985). An Exxon ship called the Valdez crashed off the coast of Alaska, spilling thousands of gallons of oil into the ocean and killing large amounts of marine life. The company untruthfully maintained that the oil spill had caused only minor damage and that the oil spill had been satisfactorily neutralized (de George, op. cit., p. 5). Conclusion -s-cool.co.uk. (). Geography GCSE: Industry. Newly industrialised countries: South Korea. (), . http://www.s-cool.co.uk/gcse/geography/industry/industry-in-the-developing-world.html

Homeless Assistance :: essays research papers fc

a. Issue: Should the homeless assistance program in Sacramento be reformed to give more money to the homeless while allowing them to apply to the program more than once? b. Facts: Currently in Sacramento, the homeless can apply for homeless assistance only once in their lifetime except for certain extenuating situations. The current program is a success. The amount of people in the program living below the poverty line has fallen 21% in the last seven years. Since 2000, the amount of families applying for the program has dropped 69%. Experts claim the fall in numbers comes from the fact that people can't apply more than once. In 1996, the homeless were allowed to apply for assistance more than once in their lifetime, but this was changed as the experts thought there were too many abuses. Now the only time one can get assistance more than once is if the family finds itself homeless again because of domestic violence, the sudden inhabitability of their home, or certain physical or mental illnesses. While these exceptions are good and cover a good deal, they don't get most of the homeless. The program also comes with certain snags. One of these is that the rent o f the housing the assistance goes to must be less than 80% of the maximum amount CalWORKS gives for a family of the same size. The amount of money families have to pay after the assistance to keep the housing usually comes out to about 2/3 of the salary. With the rising housing prices, analysts predict that it is going to be increasingly harder for the homeless to get housing, first time or not. c. Arguments: This issue pretty much breaks down into two sides. Those who wish to change the system (the homeless and their advocates) versus those who defend the status quo (the government). The government's side is simple. This program is a success right now and many people are getting out of poverty. The state also recognizes that California is in a massive debt. Funding for the program, while possible, is not fiscally responsible. As for not allowing the homeless to apply for assistance multiple times, the government holds that there were too many abuses. I could not find any numbers as to how many abuses there have been. Apparently the number was rather high. In the government's eyes, this program is a success and doesn't need to be tampered with.

Work Motivation

Work Motivation Theory and Research at The Dawn Of The Twenty-First Century Based on this journal, the writers examine progress made in theory and research on needs, traits, values, cognition, and affect as well as three bodies of literature dealing with the context of motivation: national culture, job design, and models of person environment fit. They focus primarily on work reported between 1993 and 2003, concluding that goal setting, social cognitive, and organizational justice theories are the three most important approaches to work motivation to appear in the last 30 years.The writers reach 10 generally positive conclusions regarding predicting, understanding, and influencing work motivation in the new millennium. Miner (2003) concluded that motivation continues to hold a significant position in the eyes of scholars. Miner’s conclusion is based on a comparison with other middle range theories of organizational behavior (OB). The question remains on an absolute standard, m otivation theory and research have fared well over the last quarter of a century.In answering this question, we provide a definition of the construct and an assessment of how the field of motivation in the workplace has evolved and progressed since the year in which the last chapter devoted exclusively to this topic appeared in the Annual Review of Psychology (ARP). We selectively review theory and research, emphasizing work published in the past decade, 1993–2003, with special emphasis given to research on contextual effects and mediating mechanisms.Work motivation is a set of energetic forces that originate both within as well as beyond an individual’s being, to initiate work-related behavior and to determine its form, direction, intensity, and duration (Pinder 1998). where motivation is a process resulting from the interaction between the individual and the environment. However, because of space limitations, the writers just focus on national culture, job design cha racteristics, and person-environment fit, omitting reviews of other exogenous sources of motivation.MOTIVATIONAL FRAMEWORK The framework used in reviewing the literature is consistent with Locke & Henne(1986). Needs is followed by a focus on (b) personal traits. An individual difference variable rooted in needs is (c) values. Because context affects the extent to which needs are met and values are fulfilled, emphasis is given to (d) national culture, (e) job design characteristics, and (f) person context fit. Needs and values affect (g) cognition, particularly goals. Cognition plays an integral role in each of these concepts.Although (h) affective reactions need not depend on cognition (Bandura 1997), the two usually are reciprocally related (Lord & Kanfer 2002). Finally, affect is influenced by culture as well as by organizational norms (Lord & Harvey 2002). We close with an (i) assessment of progress in the field since 1977. NEEDS Aslam et al. (2000) presented a process-based anal ysis of need structure and need salience derived from the social identity approach to organizational behavior.When personal identity is salient, needs to self- actualize and to enhance self esteem through personal advancement and growth become dominant. When social identity is salient, the need to enhance group based self-esteem through a sense of relatedness, respect, peer recognition, and attainment of group goals dominate. They stated that McGregor’s (1960) Theory Y assumptions apply when the supervisor and employee share the same identity; Theory X assumptions apply when they do not do so. 2 People are motivated to attain goals that are compatible with their self-identity.Needs associated with a specific group membership are internalized; they serve as a guide for behavior in a specific working context. Need-based theories explain why a person must act; they do not explain why specific actions are chosen in specific situations to obtain specific outcomes. Moreover, they d o not easily account for individual differences. Hence, along with increased attention to needs, there has also been a resurgence of interest in individual differences, particularly with regard to the effects of job characteristics on employee motivation.TRAITS In summary, the importance of personality in predicting, understanding, and influencing choice, affect, and performance has been shown, as well as the importance of job characteristics (e. g. , autonomy) as a mediator/moderator. An issue identified by Locke & Latham (2004) that has yet to be addressed is how general variables such as personality are applied to and are mediated by task and situationally specific variables in affecting performance, or how they are moderated by situations and affect situational structuring and choice.Locke (2001) showed that values and personality work through goals and self-efficacy to influence performance. Yet it is likely that some trait effects are direct and thus are not mediated. Research is needed on if, when, and why this occurs VALUES Values are rooted in needs and provide a principal basis for goals (Locke & Henne 1986). Locke & Henne (1986) argued that values are inherent in most work moti- vation theories. These theories focus on the influence of one or several particu- lar values, such as perceptions of fairness on action or on the effects of values in general (expectancy theory).CONTEXT As a result of globalization, however, values have been studied within the context of a person’s culture and job as well as person-environment fit. National Culture In an attempt to tie together needs and values, Steers & Sanchez-Runde (2002) stated that national culture determines three key sets of distal sources of motivation: (a) people’s self-concept, including personal beliefs, needs, and values; (b) norms about work ethic and the nature of â€Å"achievement,† tolerance for ambiguity, locus of control, etc. ; and (c) â€Å"environmental factors†.Based on their conceptual model, the authors concluded that these distal factors influence self-efficacy beliefs, work motivation levels, and goals, as well as the nature of incentives and disincentives to perform. Building on research findings of other scholars, Leung (2001) has offered four hypotheses for further research: (a) work teams in collectivistic cultures have higher levels of unconditional benevolence and positive social identity that, in turn, lead to higher levels of in-group involvement than is the case for groups that value ndividualism; (b) productivity and performance levels are more homogenous (not necessarily higher or lower) in collectivistic cultures than in individualistic cultures; (c) motivational strategies by superiors have more effect on subordinates in cultures with high levels of power distance than in cultures low in power distance; and (d) negative reactions from supervisors in high power-distance cultures generate more negative reactions among wor kers than is the case in low power-distance cultures.Job Design Characteristics Gustafson & Mumford (1995) reported that the ability of personality measures to predict performance as well as satisfaction increases when characteristics of a job are taken into account. Job autonomy can facilitate the time necessary for learning and development, which in turn improves job performance (Wall & Jackson 1995).Cordery (1997) argued the necessity of differentiating the importance of three dimensions of job autonomy, namely (a) method control as defined by the amount of discretion one has over the way in which work is performed, (b) timing control in terms of the influence one has over scheduling of work, and (c) discretion in setting performance goals.He found four interrelated dimensions that affect job autonomy, namely the extent to which the supervisor (a) provides clear attainable goals, (b) exerts control over work activities, (c) ensures that the requisite resources are available, and (d) gives timely accurate feedback on progress toward goal attainment. PERSON CONTEXT-FIT The basic assumption underlying these models is that the relationship between person variables (such as needs or values) and both individual and organizational outcomes is contingent upon various features of the environment (such as the job, the organization, or culture).These models originated from Shaffer's (1953). He used Murray’s (1938) needs to develop a goodness-of-fit model that takes into account individual differences in needs as well as the characteristics of jobs. Cable ; DeRue (2002), through a confirmatory factor analysis, found that employees differentiate among three varieties of fit: (a) person-environment fit (in which the focus is on organizational outcomes such as organizational identification and turnover decisions); (b) â€Å"needs-supplies† fit (in which the primary focus is on career-related outcomes such as employee satisfaction) and (c) job demands– employee abilities fit.COGNITION As Locke ; Henne (1986) observed, cognition is inherent in motivation. The sensations of pleasure and pain are informational. Based on needs, values, and the situational context, people set goals and strategize ways to attain them. Goal-Setting Theory A meta-analysis by Zetik ; Stuhlmacher (2002) revealed that negotiators who have specific, challenging, and conflicting goals consistently achieve higher profits than those with no goals. Consistent with goal-setting theory, the higher the goal, the higher the outcome.No effect was found for participation in setting goals. Contextual Conditions Seijts ; Latham (2000b) examined the applicability of goal-setting principles when personal goals are potentially incompatible with those of the group. They found that social dilemmas are boundary conditions for the usual positive effects of goal setting. Self-enhancing personal goals have a detrimental effect on a group’s performance. Audia et al. (2000) found that past success increased strategic decision makers’ satisfaction, and satisfaction led them to increase their past strategies.Higher satisfaction was associated with higher self-efficacy and higher performance goals that increased dysfunctional persistence subsequent to a radical change in the environment. Implementation Intentions and Auto-Motive Goals Gollwitzer (1999) found that goal intentions that are accompanied by implementation intentions on tasks that are complex for people lead to a higher rate of goal attainment than do goal intentions only. An implementation intention is a mental link that is created between a specific future situation and the intended goal-directed response. Thus, it is subordinate to goal intention.Implementation intentions specify when, where, and how behavior is likely to lead to goal attainment. By forming implementation intentions, people strategically switch from conscious effortful control of their goal-directed behavior to being automatically controlled by situational cues. Bargh ; Ferguson (2000) summarized research findings that show that automatic or nonconscious goals produce the same outcomes as conscious goal pursuit in information processing, memory storage, social behavior, and task performance, as well as in self efficacy, self evaluation, and mood state. FeedbackAshford et al. (2003) stated that the processing of feedback likely involves monitoring the environment in an automatic preconscious fashion through visual, auditory, and relational cues. In their enumerative review, Ashford ; Black (1996) also suggested three primary motives for feedback seeking: instrumental to attain a goal and perform well, ego-based to defend or enhance one’s ego, and image-based to protect or enhance the impression others have of oneself. Self-Regulation Goal setting and feedback seeking in relation to goals are the core of self-regulation (Latham ; Locke 1991).Self-regulatory processes supporting goal impleme ntation were examined by Gollwitzer ; Bayer (1999). They offered a time perspective on goal striving and self-regulatory processes as mediating the effects of intentions on behavior. The latter consists of four phases: predecisional (choosing among competing wishes, based on expected value); preactional (forming implementation intentions in the service of the goal intention); actional (bringing goal direct actions to a successful end); and postactional (evaluation as to whether further action is necessary)Expectancy Theory After reviewing the literature, Ambrose ; Kulik (1999) concluded that little or no advances have been made in expectancy theory research in the past decade. Ambrose ; Kulik concluded that there are few theoretical or applied reasons for additional research on the application of this theory to organizational behavior Social Cognitive Theory SCT research shows empirically that the effect of environmental antecedents and consequences are mediated by cognitive variabl es.SCT emphasizes dual control systems in the self-regulation of motivation, namely a proactive discrepancy production system that works in concert with a reactive discrepancy reduction system (Bandura 2001). Thus, people are motivated by the foresight of goals, not just the hindsight of shortfalls. A specific high goal creates negative discrepancies to be mastered. Effort and resources are mobilized based on anticipatory estimates of what is necessary for goal attainment. AFFECT/EMOTION Mowday ; Sutton (1993) argued against an overemphasis on cognition in the study of motivation.This is because moods and emotions influence the attainment of complex long-term goals (Lord ; Kanfer 2002) and are interrelated with the other constructs we have discussed. Erez ; Isen (2002) showed that people with higher levels of positive affect exhibited higher levels of persistence, effort, self-reported motivation, and performance on two different tasks. Positive affect was associated with higher lev els of valence and expectancy beliefs at these tasks as well as higher levels of instrumentality beliefs at one of them. Organizational JusticeA significant body of research on work motivation that has appeared since Korman et al. ’s 1977 review is conceptualizations of organizational justice (Greenberg 1987). These studies, based on sociolegal research of disputants’ reactions to a conflict resolution, supplement Adam’s equity theory, the fundamental idea of which is that individuals develop beliefs about the inputs they provide in their employment relationship as well as about the outcomes they receive in return, and they form attitudes about the ratio between inputs and outcomes in relation to the corresponding ratios they perceive among comparison others.The premise of organizational justice is that fair procedures enhance employee acceptance of organizational outcomes. second premise, namely that in addition to being fair, leaders must be perceived as fair with regard to outcomes and processes that serve an important psychological need (Greenberg 1990). CONCLUSIONS First, three theories dominate the motivation literature: goal-setting, social cognitive, and organizational justice. Second, whereas theory and research in the third quarter of the twentieth century focused almost exclusively on cognition (Latham ; Budworth 2004), this is no longer true.Third, the ability to predict, understand, and influence motivation in the workplace has increased significantly as a result of the attention that has been given to all rather than only a few aspects of an employee’s motivation. Fourth, whereas the dependent variables historically studied were limited to traditional measures of job performance and satisfaction, today’s dependent variables range from citizenship to counterproductive behavior. Fifth, Cronbach’s (1957) plea a half century ago for experimental and correlational psychology to combine forces has been heeded.S ixth, the importance of context to motivation has been recognized much more in recent years than in the past; so much so that an additional chapter could be devoted to it. Seventh, these advances in the study of motivation may reflect the fact that this subject is no longer restricted to the research findings of North Americans. Eighth, behavioral scientists in the latter half of the twentieth century responded positively to William James’ exhortation to systematically study consciousness. Ninth, the antagonisms among theorists that existed throughout much of the twentieth century have either disappeared or have been minimized.Tenth, the nomological nets related to work motivation constructs are thicker and tighter than ever before, but the size of the aggregate net (metaphorically speaking) is not growing at a rate commensurate with the energy that scholars and practitioners have invested since 1977. Accordingly, Steers (2001) recently recognized the limitations of current t heory and research in work motivation, and issued a call for groundbreaking papers for publication in a special edition of the Academy of Management Review in 2004. It is too soon to assess whether any of the papers published in response to his call will

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