Mr. Butt

Stephen Butler Leacock (1869-1944) is a Canadian author. He will long be remembered for his best-selling book Sunshine Sketches of a Little Town (1912) as well as the numerous awards and honours he received during his illustrious lifetime as author, professor, lecturer and humourist. Leacock published Literary Lapses in 1910, with the financial assistance of his brother George. It is a best-of compilation of his previously published writings. It sold out quickly and propelled Leacock into being known as one of the most popular authors in the English-speaking world. In 1911, Leacock's collection of parodies, Nonsense Novels successfully followed. 1912 saw the release of Leacock's satirical masterpiece, Sunshine Sketches of a Little Town. Based on his many summers spent in Orillia, Ontario and other childhood experiences, it was very popular in Canada, the United States and England. His sanitization of city life, Arcadian Adventures with the Idle Rich, was published in 1914. And in 1915 the book â€Å"Moonbeams From the Larger Lunacy†. And it was a success. This book includes 17 parts. There are short stories that deal with real life of the author. It also includes the story â€Å"Afternoon Adventures At My Club†. And I am going to give a detailed characterization of the main character of its 9th chapter, â€Å"The Hallucination of Mr. Butt†, Mr. Butt. Stephen Leacock is famous for his brilliant ability to portray characters that represent different types of contemporary people. The characters he describes still exist nowadays, so we should collect the pieces of wisdom which he covered with his gleaming humour. And in this chapter we met an old man who used to come to the author’s club, as many of men did. But he was not the ordinary man, so that is why the author told us about him. We learn about Mr. Butt from the author’s direct commentary at the beginning and though his own appearance, actual speech, behavior and actions during the chapter. I am going analyze his personality through his speech in detail and touch upon his appearance, behavior and actions in brief. To begin with, I’d like to comment on the name Mr. Butt. It is closely charged with connotation, as the word â€Å"butt† in defined as † to hit or push against with the head or horns† in dictionaries. But I guess that the most interesting and appropriate connotation in our case is the definition of the phrasal verb â€Å"to butt in†: â€Å"to interfere or meddle in other people's affairs†. And I think that is what all this character is about. And there is also an interesting fact about this word. As soon as the story was published and read by a number of people the word â€Å"butt† get another meaning: â€Å"a person or thing that is an object of wit, ridicule, sarcasm, contempt, etc. † as the author treated his character with concealed irony and sarcasm. I’d translate the name â€Å"Mr. Butt† as  «  »into Russian. He was all around those who never needed his help, but he â€Å"insisted†. Such a name surely reflects his character which can be named â€Å"I-care-about-you-and-only-I-know-what-is-good-for-you†. Such a connotation of this person describes us all the way this man lived. We expect him to be a person who cared about everyone else’s business as much as he could. The chapter meets our mere expectations, and his name is in accord with his personality. Through the chapter we see Mr. Butt with the author’s eye, but he gives us his direct commentary only at the beginning. From what the author tells us about Mr. Butt, we realize that â€Å"at whatever cost of time and trouble to him† he helped people and even â€Å"insisted on helping them along†. The author also underlines the beaming face of Mr. Butt with his unstoppable eagerness â€Å"to some sort of benevolence†. All this draws a picture of a very thoughtful, exceptionally kind and sunny eager beaver, who should be a God’s gift to all the people he met. But it’s common knowledge that too much pudding will choke a dog. And if we read the author’s remarks more attentively we will easily come to a conclusion that Mr. Butt possessed many positive traits, but they were too exaggerated to seem positive. We read: â€Å"Whatever people appear to desire it or not† and we no longer suppose him to be thoughtful enough to be somebody’s shoulder on time, but not just all the time. As we all are used to find bad things in a person as soon as we said he is not very perfect at all, I will not reject such a unconscious â€Å"approach† to interpreting any man’s personality. So, seeking for some intolerant and pushy stuff to collect we can easily find the examples. He seemed to be very boastful about what he did, and even about what he was going to do, I guess: â€Å"My dear fellow,† said Mr. Butt, â€Å"I only wish I could. I wish I had the time. I am sure it would cheer you up immensely if I could. But I'm just going out. † And unfortunately, to hear him speak, you’d think he is boastful about the things he shouldn’t be so boastful. â€Å"I can easily find it† he said about the way he is going to find a house of his friends, as he used to tell us. And to our great surprise we read further: â€Å"I've a very simple system for finding a house at night by merely knocking at the doors in the neighborhood till I get it. † And it almost scares us, as we all know that it is very intolerant to do so. So Mr. Butt started his pleasant full of benevolence trip. It is nonsense to us, how spineless were all those people he disturbed! He said:†I had to knock at twenty houses at least to get it† and we are laughing through the tears at him. Analyzing the night at the Everleigh-Joneses’s we find these two â€Å"poor souls† to be fluently played on by our dear Mr. Butt the Wonder. They were like birds in a cats grasp, but the disturber pays no attention to that, so he can be called really thick-skinned. And to make things still worse he went on boasting about that accident, as I tend to call it from the position of embarrassed couple:† I can talk, you know, when I try. Needless to say, Mr. Butt kept on surprising us. the Everleigh-Joneses were too permissive to say no, so Mr. Butt was imposing himself to them:† Every little while Jones would say, ‘By Jove, it's half past twelve,' or ‘it's one o'clock,' and so on. I took care, of course, not to stay too late. But when I left them I promised that I' d come back to-day to help straighten things up. They protested, but I insisted†. It all characterizes him as a very pig-headed gate-crasher. He also seemed to be a pain in the neck every time he imposed himself to his â€Å"disabled†, as he thought, couple. He was this very kind of person, that give him an inch, and he would take your arm. Too self-important with all his â€Å"I†s in every sentence he was also selfish and, what is more, self-centered. Here is what makes us think this way:† they'd been trying to put them up by themselves in the morning. I had to take down every one of them–not a single one right. † It was very self-righteous and self-willed of him to do this. It’s common with all the people in the world to say:†When in Rome, do as the Romans do†, and we all obedient the rules of others at their places. But to tell the truth, I realized that Mr. Butt liked himself to be such a â€Å"travelling Rome† more than to obedient to anyone or anything. To add some words to it, I’d say he was bossy as well, as we read his insisting words:†Drink it† or â€Å"they never told me or sent for me–just like their grit–meant to fight it out alone. † To continue these chain he seemed to see all his â€Å"friends† as children who had no idea of how the things were to be done, he used to treat them with a parenting patience and love, what were reflections of his bossy, pushy and inconsiderate character though:†no one there but themselves, no one to cheer them up†, â€Å"My dear boy†, â€Å"those two oor souls†, â€Å"poor chap†, â€Å"that dear little woman†, â€Å"that kind little woman†. Though there was much I said about him, it is not all the personality he is about. Mr. Butt embodies a complex mixture of positive and negative traits. To be f rank, he is such a sunny nature to look at. He is spreading all his positive energy all around, trying to make the world better, brighter, kinder:† let's make things a little brighter here†, â€Å"Presently about midnight they seemed to brighten up a little. † That was the real reason for all his deeds. His soul was full of good intentions. He was very sympathetic to all those he helped:†I’m going out there at once†, â€Å"I went in and soothed him†, â€Å"I haven't had an evening to myself since it began. † Wasn’t he generous in his actions? I should say he was. He was so enthusiastic about helping others; he couldn’t spend a day without altruistic deeds on his list:† You may see the beaming face of Mr. Butt appear at the door of all those of his friends who†¦Ã¢â‚¬ , â€Å"I never mind the rain,–does one good†, â€Å"said Mr. Butt one day with an anxious face†. Though he acted very inconsiderately, he did it in such a friendly and polite manner, that people couldn’t fail obeying him:†I don’t mind a bit†, â€Å"I only wish I could†, â€Å"my dear fellow†, â€Å"the way I look at it is†¦Ã¢â‚¬ , etc. To crown it all, he was very grateful to his friends, and it appeals to me very much:† I'm alone in the world and my friends are all I have. † The author treats his character with sarcasm and irony, I guess:â€Å"I knew he wanted me to say it†, â€Å"A few days later Mr. Butt gave me a further report†, â€Å"After that Mr. Butt was very busy selecting the piano†¦Ã¢â‚¬ , â€Å"Eventually, thanks no doubt to Mr. Butt's assiduous care, Everleigh-Jones got well†, etc. He was such a busy body with a lot on his plate all the time, such a born helper, wasn’t he? Of course he was, but he was too flat and static to reflect this changing world and its reality. The leopard can’t change his spots. Such people will always live in our world. Though the past reasons for their actions are loneliness, unhappiness, the lack of satisfaction and the wishes that haven’t come true, they make the world better, they have good intentions, and they inspire people and encourage them. But these personalities are always only seen as weirdoes. People don’t see their positive sides as usual, as it is easier to call them bad, than try to find their good traits. And the reality is that we do not accept their presence around us, unless in a great trouble such a weirdo guy gives us his hand and helps us with his plan of solving everything. And only then we understand. I admire Mr. Butt and his intentions, though he was not all positive. But†¦ What is positive? Everything is relative in this world.

ESL Essay on Belonging (China Coin and Rabbit Proof Fence) Essay

A sense of belonging or not belonging can emerge from the connections made with people, places, groups, communities and the larger world. How does this apply to â€Å"The China Coin†? Through a study of the novel â€Å"the China Coin† by Allan Baillie, it can be seen that a sense of belonging or not belonging can emerge from the connections made with people, places, groups, communities and the larger world. This essay will explore how a sense of belonging or not belonging develops from the main characters’ (Joan and Leah’s) connections with each other and with places, specifically Good Field Village. It will also examine how a character’s connection with the nation of China at large gives rise to their sense of belonging or not belonging. In the novel â€Å"The China Coin†, the author uses various language techniques to illustrate Leah and Joan’s sense of belonging or not belonging, which emerges from their connection with each other. The novel begins with Leah feeling disconnected with Joan even though they are the only two members of their family left. This can be seen by the way Baillie uses metaphor to compare Joan to â€Å"an evil aunt, who flies a broom on full moon†¦Ã¢â‚¬ . This conveys Leah’s sense of not belonging to the relationship. A sense of belonging unfolds later in the novel after Leah and Joan both go through much together, hence leaving them with a more intimate connection with each other. After hearing grandfather implying that he wants them to stay so that he can trick them into paying for a ‘Hong Kong house’, Joan and Leah’s strong connection is expressed by their ability to communicate without even using words. Baillie uses polysyndeton to emphasize this in the sentence â€Å"And both mother and daughter stopped and grinned at each other†. As can be seen, both these examples clearly show that Leah and Joan’s sense of not belonging or belonging to each other has emerged from their connection with each other. Apart from that, Allan Baillie has also used language features in the novel to draw attention to the sense of belonging or not belonging that stem from connections with a place, specifically, Go od Field Village in â€Å"The China Coin†. When the main characters first arrive in Good Field village, Joan felt accepted immediately as she spoke Cantonese fluently and quickly formed a connection with Jade. As a result, a sense of belonging was generated in Joan. This is reinforced by the author’s use of simile to describe them as women who â€Å"had been neighbours for years†. Contrastingly, Leah, who was not as fluent in  the language, could not converse with Jade and Joan. As a result, she did not feel a sense of belonging to Good Field village. This is portrayed by Baillie’s use of the third person narrative voice, which tells the audience â€Å"Leah felt suddenly alone†. All this suggests that the concept of belonging or not belonging develops from one’s connection with a place. Lastly, language features used in the novel â€Å"The China Coin† has supported the fact that a sense of belonging or not belonging can emerge from connections with the larger world. This can be seen in the character of the young boy who puts up political posters at the restaurant where Joan and Leah are eating. He does not feel connected with the state as he does not agree with the current political situations and wants democracy instead. This generates a sense of not belonging in the character, which is further reinforced as he uses hyperbole to describe other protesters and himself as â€Å"Enemies of the State†. Similarly, Ke, who is disconnected with the principles of China’s political agendas, feels like he does not belong to China at large. This is evidenced in the use of dialogue where Ke tells Leah about what he wants changed in the political system. He tells her that he wants â€Å"Democracy! No more guanxi! No more influence, no more back-door deals!†. From this, it can be inferred that one’s sense of not belonging can rise up from one’s relationship with the world at large. In conclusion, Leah and Joan’s connection with each other and with places such as Good Field Village give rise to their impression of belonging or not belonging. Similarly, a sense of not belonging can be seen to emerge from connections that other characters have with the larger nation of China.

Naked Lunch (William S.Burroughs)+Naked Lunch(David Conenberg) Term Paper

Naked Lunch (William S.Burroughs)+Naked Lunch(David Conenberg) - Term Paper Example ypewriter company, and thus enjoyed a manner of wealth and support from his family over time that allowed him to pursue literature as a career as well as to travel. However, it was Burroughs’ â€Å"street-wise† sense and knowledge of the subculture of junkies, addicts, pimps, prostitutes, petty thieves, and drug dealers that impressed the other Beats in addition to his mind. Burroughs’ first works before ‘Naked Lunch,’ entitled ‘Junky’ (1953) and ‘Queer’ (written at the same time but published in 1985) , told the story of this sordid underworld with a dry, realistic style from the perspective of a heroin addict, also including seeds of science fiction themes he would return to in later works. Burroughs life is in many ways determined by his homosexuality, and the relationship with his family that entailed in his youth. Homosexuality was repressed and an object of hate crime in America frequently during his time in Missouri, and homosexuals were discriminated upon in ways by society that fueled Burroughs’ identity as an outsider. Nevertheless, his earlier work is written in a style that is traditional and not revolutionary as in ‘Naked Lunch’ and later cut-up novels. When Ginsberg refused Burroughs’ advances sexually in the mid-fifties, Burroughs went into a type of depression that also fueled his drug addiction to new levels. Burroughs and Ginsberg had experimented with the Amazonian entheogen Yage, or Ayahuasca, as well as other psychedelics like mushrooms, acid, & peyote, as well as street drugs like pot, heroin, amphetamines, speed, and cocaine. (Burroughs & Ginsberg, 2001) The drugged state of massive hallucinations is a theme that drives t he majority of Burroughs’ work, as he seeks to express in â€Å"Naked Lunch† and other books a theory of mind and an expanded sense of self that he experienced himself in altered states of consciousness as well as the desperate and self-loathing states of despair. â€Å"There is no line between the real

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Laws - Essay Example Albeit there was considerable opposition to Miranda warnings for more than fourteen years after the decision, these days, little practical impediment exists in the police ability to procure a confession. In Dickerson v United States, the fact that law enforcement groups did not en masse, file amicus briefs urging the court to overturn Miranda showed how much things have changed since 1968, when law enforcement lobbies prevailed in Congress to enact an unconstitutional statute (18 U.S. Code sec. 3501), which purported to overturn Miranda. As detailed by Sociologist Richard Leo (university of California-Irvine), â€Å"police use a variety of deceptive techniques to extract confessions these days. Because the confessions are not â€Å"coercive† (according to judicial interpretation), the resulting confessions are almost always admitted into evidence†. (Leo) Why do so many people confess? Professor Leo explains the incidence thusly: that suspects are often put into a physic al environment –such as a small isolated room-which is designed to make them talk. After the isolation, the appearance of a police officer may seem like a welcome form of human contact, then the police routinely deliver the Miranda warnings in a perfunctory tone of voice and ritualistic behavioral manner, effectively conveying that these warnings are little more than a beaucratic triviality. (Leo)

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Blood clots Essay Example for Free

Blood clots Essay Blood clots are also known as the thrombus which is the result of blood coagulation step in hemostasis. Blood clots are formed through platelets’ aggression which makes a platelet plug and the stimulation of the humoral coagulation system. Blood clots noted as a pathologic in terms of thrombosis but then it is physiologic in terms of injury. Thrombus signifies blood clotting in the intact blood vessels. It is a big blood vessel that reduces blood flow via that vessel. Moreover, in the case of small blood vessel, the blood movement might totally stop which may cause death of tissue which provided by the said vessel. If the thrombus extricates and turns out to be free-floating, it becomes an embolus. There are several conditions in which blood clots form which involve atrial fibrillation which is a cardiac arrhythmia’s formation, heart valve replacement, extension periods of inactivity, a previous heart attack and genetic inadequacies (see â€Å"Thrombus†. Wikipedia, the free encyclopedia. October 11, 2006). Blood clots’ preventions may decrease the possibility of pulmonary embolism, heart attack and stroke. Warfarin and heparin are frequently used to slow and restrain formation and progress of prevailing blood clots which permit our body to decrease and suspend the blood clots by means of usual methods. A thrombus is distinct from haematoma by means of: being non-laminar being elastic and brittle has a high haematocrit lacks of circulation (see â€Å"Thrombus†. Wikipedia, the free encyclopedia. October 11, 2006). The purposes of this study are to: (1) know what blood clots are; (2) be aware on how blood clots do form and; (3) learn how blood clots treated. II. Discussion A. About Blood Clots If the blood vessels are destroyed, the lack of blood from the system should be suspended before â€Å"shock† occurs and may possibly leads patient’s death. It is achieved through the blood’s solidification and the said process is termed as coagulation or clotting. Blood clots comprise of a plug of platelets entangled in a group of insoluble fibrin molecules (see â€Å"Blood Clotting†. June 4, 2005). Moreover, blood clots are the misery and pest of the existence of human beings. The can create strokes and heart attacks and they suspend blood supply to an individual’s legs. Many physicians denote this process as thrombosis. Several scientists have extensive researched for a period of time regarding the vascular biology which has an intention to stop thrombosis and cure its consequences yet it continuously serves as a culprit for death causes. Approximately in the past five years, the Mayo cardiovascular researchers continually widened their investigations regarding the vascular biology after they found out that thrombosis formed through interaction of cells exist in the vessel wall and in the circulation of the bloodstream. Dr. Simari stated that: â€Å"The major focus of our lab is to understand the biological process that narrows blood vessels, both in arthrosclerosis and in re- stenosis. Our aim is to take the biological clues that we learn from our research and use them to generate biological markers and treatments that can predict, prevent and treat thrombosis at the site of vascular injury (see â€Å"The Biology of Blood Clots†. Mayo Clinic’s Online Research Magazine. 2006). In addition, the blood clots develop even if an individual does not experience injury. Even though majority of the blood clots have a tendency to suspend, there are circumstances in which blood clots can create medical dilemmas. Blood clots turn out to be risky if they block blood movement via artery or vein. If the blood clot prevents or deters the blood movement to an artery in the brain or heart, it may lead to stroke or heart attack. Blood clots can deter, too, the veins and arteries in our entire body which cause illnesses like varicose veins to serious pulmonary embolism. The picture below illustrates the formation of blood clot (see â€Å"Blood Clots†. HeartCenterOnline. May 9, 2006). B. How blood clots do form? The cells which line inside the layer of blood vessel becomes injured which is instigated by a wound. The blood platelets automatically go directly to the injured area and connect themselves with the intention to close of the wound. Look at the picture below (see â€Å"How do blood clots form? March 11, 2004). Platelets clump together and the clothing process begins The platelets discharge a chemical substance which draw and bring together more platelets to the injured area. In the meantime, other substances are mix with platelets to create and develop a blood clot. This process is named as coagulation. Fibrin is released. Fibrin describes as a thread-like protein which aids the stabilization of the clot in the blood vessel. The picture below shows how blood clot forms and fibrin stabilizes clot (see â€Å"How do blood clots form? March 11, 2004). Additionally, blood clot can be developed too through gradual increase of plaque inside the artery-an example for this is the atherosclerosis- or other illnesses. Any vein or artery may possibly experience and form blood clots inside our body which include the coronary arteries that provide the heart with blood, the arteries which provide the brain with blood-an example for this is the carotid arteries, and the veins in the legs. As mentioned earlier, blood clots can also be dangerous if will it develop inside in any of these arteries: ? The pulmonary artery passes through from the heart to the lungs. Obstruction in this artery is named as a pulmonary embolism and may create a great damage in the lungs and in several circumstances, may lead to death. This is because of the abnormal heart pulse which is termed as atrial fibrillation or through a peripheral venous disorder inside the veins of the legs-an example is the deep vein thrombosis. ? One of the coronary arteries that can be found on the heart’s surface and provide the heart muscle with new, oxygen-rich blood. The obstruction of the coronary arteries may possibly cause a heart attack. In this condition, blood clots normally develop as a reaction to the plaque rupture that happens if a plaque piles up inside the coronary artery fractures’ wall, which initiate blood clotting. ? The carotid arteries that is located in the neck and provide the brain with oxygen-rich blood. Obstruction may possibly initiate a stroke-an example for this is the transient ischemic attack. ? The femoral artery which is located in the leg. Obstruction may instigate pain like claudication, absence of color’s area, weakness and when this is not cured, infection like gangrene and tissue death like necrosis. An artery can be located in the abdomen. Obstruction may create diarrhea, vomiting or pain (â€Å"Blood Clots†. HeartCenterOnline. May 9, 2006). C. how blood clots treated Several physicians cure blood clots with several procedures. Treatments like anticoagulants that aid to prevent blood clots and clot busters that aid to suspend blood clots. In some serious circumstances, physicians may possibly decide to use for a catheter-based procedure which utilize a long, thin tube named as catheter or even decide for a surgery to take off the clot-thrombectomy. Moreover, there are maybe devices that need to be implanted in particular blood vessels in order to catch blood clots before there will be more injury happened (see â€Å"Blood Clots†. HeartCenterOnline. May 9, 2006). C. 1 Treatment options for blood clots The option in treating blood clots is a case to case basis whether the clot has developed in an artery or a vein and creates stroke or heart attack. During emergencies, thrombolytic treatments-clot busters- may possibly used to suspend the blood clot. These treatments are applied to some selected patients in accordance to an extensive protocol. In order to be efficient, they are provided no less than one hour of the heart attack or in three hours of the stroke. Thrombolytics are normally applied when there are huge clots which cause severe and life-threatening signs. These can create abrupt and unexpected bleeding. There are many invasive methods that can also be used. One of these is the catheter-directed thrombolysis. It is a method which the catheter proc\vides thrombolytic enzymes straight to the blood clot. Throughout this process, greater enzymes’ concentrations could be utilized and may possibly have lesser side effects compared when the enzymes are supplied subcutaneously no less than two days. Thrombolytic method is followed by a treatment that has anticoagulants to stop more blood clots from formation. Anticoagulants could be advised to patients that have great risk of a blood clot. Researchers are really trying very hard to different catheter-based procedures to cure stroke rapidly. One of the experimental procedures which included is the use of a tiny â€Å"corkscrew† device which rapidly reverses the injury created by a stroke. The said device is directed to where the blood clot is; where it removes the obstruction. Another procedure depends on a special laser catheter which utilizes light energy to suspend rapidly the blood clot. These latest therapies can be accessible to a patient that cannot bear clot-busting drugs (see â€Å"Treatment options for blood. † Blood Clot, HeartCenterOnline. May 9, 2006). Furthermore, when a blood clot develops in a leg vein, there is a risk that a pulmonary embolism will form. A pulmonary embolism may possibly be a life-threatening in which blood clots break away from its location and passes through the bloodstream and stay in one of the blood vessels of the lungs. To avoid and stop a pulmonary embolism, the present blood clots in the legs may cured with a mixture of heat, thrombolytics, painkilling treatments, elevation of the injured area to lessen swelling and anticoagulants. This procedure relies on the clot’s size and the seriousness of any current symptoms. When a patient does not react to anticoagulants, the physicians will decide for a process which uses a catheter having a special device named as vena cava filter. The vena cava filter is inserted in the large vein which transports blood from the legs up to the heart and lungs (vena cava). Additionally, the vena cava filter is a kind of a device which catches blood clots within the vein before the blood clots are permitted to reach the lungs. However, there are several danger related with vena cava filters which comprise failure of the filter in terms of time and blood clots created by means of it. Many researchers really work on in improving the vena cava filters which can be withdrawn right after the medication of pulmonary embolism. There are researches that substantiated and confirmed that treatment in a longer period of time along with a low-does anticoagulant drugs aids in stopping the presence of blood clots amongst those patients who have background of vein thrombosis or pulmonary embolism (see â€Å"Treatment options for blood. † Blood Clot, HeartCenterOnline. May 9, 2006). C. 2 Diagnosis methods There are several ways on how to diagnose blood clots. It starts with a medical background and physical test. When there is suspension of clot, several of examinations are utilized to substantiate the diagnosis and these include Doppler ultrasound, CAT scan and MRI: *Doppler ultrasound pertains to an imaging technology which utilizes sound or motion waves to give visual images of the structure and of several blood vessels and organs in our body (see â€Å"Diagnosis methods for blood clots†. Blood clots, HeartCenterOnline. May 9, 2006). * CAT scan refers to computer axial tomography. It is an examination which utilizes a number of x-rays which got from different sides in order to give a computerized three-dimensional image of a body shape (see â€Å"Diagnosis methods for blood clots†. Blood clots, HeartCenterOnline. May 9, 2006). *MRI means magnetic resonance imaging which is a noninvasive examination that utilizes magnetic fields to give high-resolution cross- sectional or three-dimensional visual images of the aimed surface (see â€Å"Diagnosis methods for blood clots†. Blood clots, HeartCenterOnline. May 9, 2006). References 1. â€Å"Thrombus†. Wikipedia, the free encyclopedia. October 11, 2006. http://en. wikipedia. org/wiki/Blood_clot 2. â€Å"Blood Clotting†. June 4, 2005. http://users. rcn. com/jkimball. ma. ultranet/BiologyPages/C/Clotting. html 3. â€Å"Blood Clots†. HeartCenterOnline. May 9, 2006. http://heart. healthcentersonline. com/bloodclot/bloodclots. cfm 4. â€Å"The Biology of Blood Clots†. Mayo Clinic’s Online Research Magazine. 2006. http://discoverysedge. mayo. edu/vascular_biology/ 5. â€Å"How do blood clots form? March 11, 2004. http://www. innohepusa. com/corporateweb/innohepus/home. nsf/Content/Howdoclotsform. 6. â€Å"Treatment options for blood. † Blood Clot, HeartCenterOnline. May 9, 2006. http://heart. healthcentersonline. com/bloodclot/bloodclots7. cfm 7. â€Å"Diagnosis methods for blood clots†. Blood clots, HeartCenterOnline. May 9, 2006. http://heart. healthcentersonline. com/bloodclot/bloodclots6. cfm

18th Century Spanish America and Race

18th Century Spanish America and Race Assess the role of the State of Spanish America in the formation of ideas about human differences prior to the 18th century. The formation of ideas about human difference has been contingent upon both fluid and persistent socio-political, historical and economic forces since globalisation arguably began with the age of discovery in the 1400’s, arguably spear-headed by the Spanish empire. This is perhaps most perceptible in the key signifiers of human social distinction. Concepts such as ‘race’ and ‘ethnicity’ appear to be static, objective human categorisations; yet, when subjected to a process of historical and geo-political scrutiny, each proves to be a subjective and poignant signifier, even a product of a process of social and historical construction and part of the production of knowledge.[1] The historical phenomenon of the Spanish State serves as an exemplar to demonstrate a convergence of ideological paradigms which shaped notions of human difference, underscoring this central contention that ideas of human difference are generated within a specific historical milie u, often involving the confrontation of two or more ethno-cultural groups. It is crucial to acknowledge that Spain’s dominance of Africa from the 15th century and parallel conquest of Latin America was enacted with the conscious and unconscious appropriation of Eurocentric ideals which emphasised European supremacy and assumed European cultural, theological and economic superiority over Amerindians. The seeds of such national superiority have been traced to Biblical delineations of difference,[2] with its demarcation of blessed and cursed progeny, reinforced historically by medieval theological thought which associated blackness with the devil and sin, while whiteness was aligned with purity and righteousness. The widely accepted European medieval theory of ‘monogenism’, derived from the Biblical teaching of a common ancestry and family tree concept of origins, gave impetus to the Spanish State’s self identity.[3] This widely accepted view within medieval Europe has been largely discredited in more recent centuries, dismissing the notion of a common human genesis.[4] The Iberian Peninsula had left a potent legacy and precedent at the conclusion of the medieval period, with Spain’s stark delineation and unyielding destruction of human difference. The pronounced ethnic diversity on the peninsula in the form of Jewish and Muslim migrants from throughout Europe, the Middle East and Northern Africa, exacted a Spanish definition which underlined difference rather than similarity, and in fixating upon difference, brought the reflex action of the decimation of such diversity, through a systematic, historic and prolonged practice of massacre, segregation, conversion, inquisition and expulsion.[5] Such unenlightened, barbaric and medieval practices, one may argue, left their mark on the Spanish psyche, readily appropriated by the American Spanish state, as it imported and imposed its imperialistic, paternalistic and sanctimonious practices, upon a rich diversity of Amerindian ethnic societies. This precursor to the Spanish American state illuminates the historical consciousness of the earlier Spanish rule in Europe, revealing the cultural hegemonic assumptions and practices the Spanish state appropriated from its 14th and 15th century European roots.[6] The early 20th century pejorative branding of pre-eighteenth century Spain as the ‘black legend’ evokes â€Å"Spain’s colonial brutality in the Americas during the sixteenth and seventeenth centuries.† [7] Ironically, Spain drew condemnation from other European nations for such action, deemed to be an ignorant, superstitious and fanatical nation, incapable of entering modernity.[8] Spain’s European condemners had been equally culpable in sub-Saharan Africa, in stimulating the African slave trade. By casting Spain as the antithetical demon, England, France and northern Europe masked their own international sins in the process. This brief observation illustrates one process that shaped human ideas about human difference, namely, intra-cultural ignorance and an insular societal gaze which repeatedly reinforced the values, practices and beliefs of Spain’s own cultural epicentre, and in the process, defined other ethnicities by their differences an d their otherness. Moreover, the Spanish American state constructed a false social hierarchy based upon religious assumptions which condemned humans living a more unencumbered and simple existence initially beyond the grasp of modern commerce and technological innovation. Furthermore, Spain’s Eurocentrism was buttressed by the prevailing ‘Latinising’ philosophy of Emmanuel Kant, whose notions of human barbarism, cast Amerindians of the New World as intrinsically inferior beings, bereft of the light of civilised knowledge and cultural sensibilities. Kant allegedly appropriated the formative Spanish Catholic writer â€Å"Las Cassas (and his) sixteenth century prescriptions about barbarians.† [9] The black legend’s origins are attributed by Greer to the three events including â€Å"the expulsion of Jews and Moors from the Iberian Peninsula; the so called discovery of America and domination and exploitation of African and Indian slaves; and the privileged position in which Christianity found itself.†[10] Insight into the formulation of ideas concerning human difference derived from the American Spanish state are noted in revisionist views of the Black Legend, which credits Spain with the dubious honour of â€Å"commodifying labour needed for colonial expansion in the Americasinstead of (Spanish) capitalism receiving kudos for stimulating the industrial revolution.†[11] Greer’s assertion that the burgeoning concept of â€Å"race emerged in Spain from the opportunistic wealth seeker, (an individualistic cause not considered in eastern empires such as the Chinese of Ottomans), (inspiring) Spanish conquistadors and other northern European colonists,† [12] highlights the geo-political nature of constructions of human difference. Indeed, Las Cassas’s classifications of the barbarian (emanating from the sixteenth century) illustrate the artificial construction of otherness and human difference, informing the way the Spanish American state approached Amerindian et hnic groups and the African slaves. Politically motivated criteria to confer barbarian status and thereby remove human dignity, included a focus upon the absence of conventional religion, permitting a thrust of colonialism and imperialism to be sanitised as the Indians of the new World receiving civilisation, in fact a falsely ennobling enterprise. Scholars such as Greer have also drawn attention to the Spanish state’s conference of Las Cassas’ criterion of the Latinate requirement of a civilised society, a cultural construct which excluded the Americas from civility and vindicated Spain’s imposition, in effect a dangerous reinvigoration of the â€Å"humanist renaissance recovery of Roman Imperial power†. [13] Furthermore, Jesuit historian Juan de Mariana from the 1600’s drew attention to the concept of the diminution of cultural breeding through inter-racial breeding, another social construct in itself, with little basis in biological fact. ‘Inter-mixing and bastardisation†™ as it was pejoratively known, â€Å"register a religio-ethnic racism† when the assumed benefit of full assimilation to the pariah culture failed to occur. [14] This matter of the racial formulations has been extensively studied by Barth. [15] This scholar contends that ethnic identity is maintained by â€Å"repeatedly redefining social boundaries, which may or may not coincide with geographic boundaries†[16], and that by â€Å"dichotomising others as strangers or members of another ethnic group, a limitation of shared understandings (is imposed, nurturing) differences in criteria for judgement of value and performance.† [17] In relation to the American Spanish state, while the mindset instigating notions of human difference sprang from European ideologies of capitalism, conquest and misplaced notions of civilisation, the interface featuring Spanish ethnicities in the New World, allowed Spanish identity and membership, and its Amerindian corollary, to â€Å"not based upon a once off recruitment process†,[18] but rather find recurring validation and expression. As the politically and economically superior entity, the Span ish state’s view of itself was reinforced as a result of its confrontation with African and Amerindian ethnicities, while conversely, African or Amerindian ethnic groups’ sense of themselves was retained, yet their subjugation at the hand of the European Spanish super power state prior to the 18th century wars of independence, meant their ethnic expression was muted and their religious and social practices were sidelined by Spanish hegemonic insistence. Some have asserted that the Spanish state’s supremacy over the American Indians was due to â€Å"their own theory of the relativity of human social behaviour.† [19] Furthermore, the Spanish scholastics allegedly appropriated Aristotelian notions of the natural man, incapable of moral awareness and superimposed this paradigm upon the American Indian.[20] Aristotelian ideologies of the theory of natural slavery, conveniently served the imperial cause of sixteenth century Spain in the New World. The â€Å"concept of natural man – someone who had chosen to live outside the human community, thereby causing themselves to be less human and impoverished†¦Ã¢â‚¬ [21] certainly reveals a pre-existing cultural lens, which dictates what one observes while surrounded by a different culture to one’s own and what one identifies with. It is now quite self-evident that many aspects of another ethnic group and their culture remain unnoticed, as one is relatively bound by the parameters of one’s own cultural limitations and ways of understanding the world.[22] Recent scholars have helpfully turned their attention to the factors which cause new definitions of ethnicity to emerge, stabilise and be transformed.[23] The ultimate, yet hard won Amerindian independence from the dictates of the Spanish state was a signifier that inter-cultural confrontation clarified both geographic and ethnic boundaries, and in spite of the composite cultural identity nullification, the vestiges of ethnic memory were preserved, permitting a rebuilding of Amerindian cultural practices not derived from Europe. Bibliography Barth, F. (1969), Ethnic Groups and Boundaries: The Social Organisation of Culture Difference, Scandinavian University Books, London. Greer, M.R.; Mignolo, W.D. and Quilligan, M. (2007) Race in the Middle Ages, chapter 4 in Rereading the Black Legend: The Discourses of Religious and Racial Difference in the Renaissance Empires University of Chicago Press, Chicago. Pagden, A. (1982), The Fall of Natural Man: The American Indian and the Origins of Comparative Ethnology. Cambridge University Press, Cambridge. Wade, P. (1997) Race and Ethnicity in Latin America, Pluto Press, London. Wimmer, A. (2008), The Making and Unmaking of Ethnic Boundaries: A Multilevel Process Theory, AJS Volume 113 Number 4 (January 2008): 970–1022 Footnotes [1] Wade 1997:5 [2] Wade 1997:10 [3] Wade 1997: 7 [4] Ibid ,7 [5] Greer et al 2007: 75 [6] Ibid [7] Greer et al 2007:1 [8] Ibid [9] Greer 2007:1 [10] Greer 2007:2 [11] Greer 2007:3 [12] ibid [13] Greer 2007:7 [14] Greer 2007:13 [15] Barth 1969. [16] Barth 1969:15 [17] Ibid [18] Ibid 15 [19] Pagden 1982: 3 [20] Pagden 1982:3 [21] Pagden 1982: 6 [22] Ibid 4-5 [23] Wimmer :2008 1011

science :: essays research papers fc

I dont have a paper that is why i am here setter. Above all, it means having the freedom to lead rather than being obliged to follow† (p.36). In looking at these definitions it can be seen that there are many different types of leadership. Several examples might be transformational, charismatic, and entrepreneurial leadership. Entrepreneurial leadership is vital to an individual and to a corporation’s success. Entrepreneurial firms are a major source of innovation and change. They create jobs, new tax revenues, and other transfers of money. At a time when U.S. productivity growth is lagging behind other countries, and when our large corporations are laying off workers and focusing on core businesses, entrepreneurial firms assume a more significant role; They do what large companies are not doing (Miner, 1997, p.54). Definitions of Entrepreneurial Leadership Stevenson, Roberts, & Grousbeck (as cited in Morris, Avilla, & Allen, 1993) Define entrepreneurship as â€Å"The process of creating value by bring together a unique package of resources to exploit an opportunity† (p.56). Furthermore, (Covin & Slevin, 1989; Miles & Arnold, 1991; Miller & Friesen, 1983) also cited (Morris et al., 1993): The process itself consists of the set of activities necessary to identify an opportunity, develop a business concept, and then manage and harvest the venture. As a process, it has applicability to organizations of all sizes and types. The entrepreneurship construct has three underlying dimensions: innovativeness, or the development of novel or unique products, services or processes; risk-taking, or willingness to pursue opportunities having a reasonable chance of costly failure; and proactiveness, or an emphasis on persistence and creativity in overcoming obstacles until the innovative concept is fully implemented (p.596). Entrepreneurial Leadership within Management Success for entrepreneurs requires innovation. There are several ways to achieve this according to Drucker: 1. Entrepreneurial manag ement first requires that the organization be made receptive to innovation and willing to perceive change as an opportunity rather than a threat. It must be organized to do the hard work of the entrepreneur and create the entrepreneurial climate. 2. It secondly requires systematic measurement—or at least systematic appraisal—of a company’s performance as entrepreneur and innovator, and built-in learning to improve performance. 3. Thirdly, entrepreneurial management requires specific practices with respect to organization structure, staffing, management compensation, incentives, and rewards (p.33). Not only is innovation a key factor in the success of entrepreneurial management but, an important issue that needs to be brought to management’s attention; individualism and collectivism within the corporation.

Can We Really Trust the Media? Essays -- The Media

Can We Really Trust The News Media? Can the people of the United States of America trust their modern news media? Since early colonial days, various forms of news coverage have existed in this country. And for many years now, the reliability of the information delivered by the media has been heavily scrutinized. It seems that this issue is becoming more and more significant in the 21st Century. Ronald Roach, executive editor of DiverseEducation.com and Diverse: Issues in Higher Education magazine, notes that â€Å"more than ever, the American news media are under public scrutiny for the way individual reporters conduct themselves, for how news coverage on major events is carried out and for the balance media organizations purport their news coverage to have† (Roach). Is the media a reliable source of news for the American people? No. The modern media is not a trustworthy source of news and information. Three key for this lack of credibility reasons are as follows: Many in the media industry are more concerned about profit than facts, the modern media usually attempts to cover up their e rrors, and the media possesses a long track record of misrepresenting and falsifying the facts. We will now proceed to examine these three reasons a greater detail. First, today’s news media is not an accurate source of news because many in the media are more concerned about profit than they are about the actual facts. It seems that the news media, along with politicians and others, is becoming less and less concerned about ethical standards, and more dedicated to how much money and power they can obtain. A writer for Issues and Controversies points out that, â€Å"the press's need to attract viewers and readers, and thereby ... ...ntly, and only after his pension was safe. Sunde discerns that â€Å"in his belated statement of resignation, Gartner did not seem fully cognizant of the enormity of his role in the near self-destruction of his once trusted and respected news organization, saying only that he hoped his leaving would ‘take the spotlight off of all of us and enable us to concentrate fully on our business’† (Rob Sunde). Works Cited "Media Bias." Issues & Controversies On File: n. pag. Issues & Controversies. Facts On File News Services, 28 Dec. 2009. Web. 3 May 2012. Roach, Ronald. Black Issues in Higher Education. 21.11 (July 15, 2004): p20. From General OneFile. Web. May 3. Sunde, Rob. The Quill. 81.3 (Apr. 1993): p10. From General OneFile. Web. May 3. Stoff, Rick. St. Louis Journalism Review. 35.278 (July-August 2005): p11. From General OneFile. Web. May 3.

Budget Management Anylasis Essay

The first step in cost-variance analysis is developing a budget; this is an assumption of all cost in the hospital (Miller & Ryan, 1995). The second step is to collect information on accurate cost accounting (Miller & Ryan, 1995). It can be challenging for healthcare organizations to develop a budget or cost-variance analysis because of the complexity of the healthcare economy. Using the hospital of phoenix budgeted costs were compared to actual utilization. Several variances exist in all categories. Developing an accurate budget is one strategy to manage a budget within the forecast. Collected data and accounting resources can help management to formulate an accurate budget. Other strategies can come from surveying all parts of the hospital to get the opinions of staff in all areas on how to keep costs in budget or simply minimize cost. The involvement of all staff will create an urgency for budget compliance and involvement will make employees feel as though the task is more personal. Benchmarking progress through out the year is important. Changes and evaluations can be made to areas that are not with in the targeted budget. This will help by making changes before the variance becomes any higher and may decrease the overall variance. The budget report showed variance overage among; inpatient revenue, outpatient revenue, office supplies, purchased services, equipment maintenance & repair, depreciation expense, and operating margin before contractuals. The inpatient and out patient revenue had variances that were over the projected budget. However, as a result of the decrease in patient  services the operational expenses of salaries, benefits, medical supplies, and pharmaceuticals were reported under the projected budget amount. The decrease in patient services could have been for a number of reasons. Repairs and maintenance on equipment was under budgeted for. Lack of functioning equipment may have been one reason for the decrease in patient services. If needed equipment is not available a patient must be sent to a facility with the proper equipment and services. This takes away from the hospitals revenue as well as its statistics. To determine other reason why there was a decline in patient revenue would require more information. The overage of money spent on office supplies cannot be accounted for. There was a lower than expected patient load therefore the cost for office supplies should have been lower than expect as the medical supplies proved to be. There needs to be a unit based investigation to see where the additional expenses on office supplies are coming from. To improve the variance with in the predicted budget and the actual spending benchmarking should be used. There are three approaches to benchmarking; competitive, cooperative, and collaborative (Finkler, 2007). Competitive benchmarking would find specific information about individual areas. This would be a good way to track supply usage and also staffing on individual units or areas of the hospital. Cooperative benchmarking is a process in which information from other organizations is used to improve this hospitals budget (Finkler, 2007). This could help the hospital improve the overall budget analysis and plan ways to save within the facility. The third benchmarking approach is collaborative benchmarking which refers to finding information in particular areas of the hospital and using it to benefit all areas of the organization (Finkler, 2007). Information from the pharmaceuticals area could be used to improve other areas such as the variance with office supplies. Reference: Finkler, S. (2007). Financial Management for Nurse Managers and Executives (3rd ed.). Saunders Elsevier Inc. St. Louis, MO. Retrieved on February 29, 2013 from: University of Phoenix Materials. Miller, T. R., & Ryan, J. B. (1995). Analyzing cost variance in capitated contracts. Healthcare Financail Management, 49(2), 22-3. Retrived from http://search.proquest.com/docview/196372371?accountid=35812 Nelson, B. (1994). Improving cash flow through benchmarking. Healthcare Financial Management, 48(9), 74-8. Retrieved from http://search.proquest.com/docview/196364264?accountid=35812

Motivation in different cultures Essay

There has been general upsurge in cultures and managerial research in the last decade or so. Despite this fact, empirical studies on culture dimensions to management practices across cultures have been limited in numbers and scope. In few countries, very limited knowledge about its cultural values and the consequences it poses for motivation is known. A major question is whether the drawback of universal theories could explain for the disappointing economic development of various countries. A few reports suggest that there is difference in application of motivational theories in different parts of the world. In view of these differences, untrimmed Western management models may not be very appropriate for adoption all over the world, in general without recourse to the prevailing local cultural values. The suggestion is made to look for appropriate and suitable management models for different cultures by studying the relatively more successful local companies and institutions. Key words: Motivation, Management, Cultures, Values INTRODUCTION: Motivation has kept people in crises going throughout centuries; it has been the cause of increased standards of living, success, fortune, and satisfaction. Most leaders throughout history have used varying techniques of motivation and persuasion. The same is true for successful managers. According to many, the role of motivation in the work environment has great value. Many studies have evolved around various motivational techniques for directing employees towards desired goals. However, â€Å"the challenge to management is to recognize and understand the impact of various motivational systems on individual and group behavior within an organised work endeavor. The success or failure of motivation rests not only on the technique but also on management’s ability to match the needs of people with appropriate rewards† –Todes, 1977. Motives are needs, which force people to move towards goals, or point they define. Studies of motivation have tried to respond to the ‘why’ of the human behavior, which is directed towards a goal and the need for that goal. Hersey and Blanchard (1977) noted that motives can be defined as needs, wants, drives, or impulses within the individual which are directed towards goals which may be conscious or subconscious. Freud long ago discovered the importance of subconscious motivation; in order words, people are not always aware of everything they want (Hersey and Blanchard, 1977). Dickson (1973) stated that employees are not motivated solely by money but by other factors, which is linked to their behaviour and attitudes. Many theories of motivation have been developed with the understanding of how employees’ behaviours can be energized positively and how they can better be directed to achieve desired objectives. The relevance of cultures to management with the sole purpose of contributing to a culturally feasible motivation theory building across cultures is to be known. Motivation practice in different societies requires identification of the ‘growth-positive’ and ‘growth-negative’ culture based-factors. Defining motivation: According to Stephen (2000), motivation is the willingness to exert a persistent and high level of effort towards organizational goals, conditioned by the effort’s ability to satisfy some individual needs. Motivation theories are classified into two groups: ‘content theories’ and ‘process theories’. Content theories explore what motivate people: that is, arouses and energize the behavior. The most famous content theories are Maslow’s need hierarchy, Herzberg’s two-factor theory, and McClelland’s three-factor theory. Process theories researched the specifics of the motivation process. Vroom’s expectancy theory and Adam’s equity theory are well known process theories. As the concept of motivation is reviewed, we should keep in mind that level of motivation varies both among individuals and within individuals at different levels. Among motivation theories to be re-viewed are those of Maslow, Herzberg, Hofstede, and Vroom. Maslow’s theory of motivation: Maslow, a behavioral scientist, is one of the most prominent writers in the area of human motivation. He developed the â€Å"Hierarchy of needs theory†. Maslow (1970) stated there is a connection between behavior of individuals and their needs, and the strongest â€Å"felt needs† determine behaviors of individuals at given times. Maslow’s approach was based on the assumption that the individual is the basic unit in a social organization that is capable of â€Å"life affirming and self -fulfilling† behavior. Maslow believed that work becomes a personal commitment and its accomplishment creates satisfaction and self- actualization and provides a way to achieve individual goals. Maslow categorized these â€Å"needs† into five levels; from the most primary needs of Physiological; Safety; Social at the base to the most secondary needs of Esteem and Self-actualization needs at the top. Basically, Maslow postulates that knowing the needs that employees are trying to satisfy, managers can help satisfy those needs so that employees can be satisfied and, then, motivated to work better. He believes that the lower needs are satisfied before an individual attempt to satisfy a higher level need in the hierarchy. Maslow’s need theory has received wide recognition, particularly among practicing managers. Its popularity can be attributed to the theory’s intuitive logic and ease of understanding. Unfortunately, however, few researches do not generally validate the theory. Maslow provided no empirical substantiation for the theory, and several other studies, which includes the studies of Lawler III and Suttle (1972), and Hall and Nongaim (1968) that sought to validate it found no support. Herzberg’s two-factor theory: Both Herzberg and Maslow agreed that if an organization met the safety and social â€Å"needs† of its employee group, the satisfaction and level of performance of the group would rise. Herzberg (1968) proposed the â€Å"Two-Factor† theory of motivation. He conducted research among 200 engineers and accountants regarding job satisfaction and dissatisfaction. The subjects were asked to think of a time when they felt good or bad in their work environment. Herzberg, after analyzing the responses, concluded that there are two groups of factors, which cause satisfaction and dissatisfaction in an organizational setting and work environment. Herzberg called the first group of factors â€Å"motivators† and the second group â€Å"hygiene†: The hygiene factors, also called maintenance factors, are of such a nature that their presence in the organization will not necessarily motivate an individual to work harder but the absence of which can create an unhealthy organizational environment. Hygiene factors, such as salary, company policy, supervision, job security, working conditions interpersonal relations, and status, are job context factors that help to maintain a healthy working environment. They do not motivate workers when pre-sent but workers can become dissatisfied when these factors are absent. The second set of factors-the motivators- are related to the job content of workers. The presence of these factors can motivate workers to perform better and their absence can result in dissatisfaction. These factors include achievement, recognition, advancement, challenging work, opportunity for growth, and higher responsibility. Herzberg maintains that both factors are important to the smooth running of an organization. The hygiene factor, even though they do not motivates, if absent creates a poor job attitude. However, an organization may have good working conditions, with adequate provision of hygiene factors, which are only job context, and workers may not be motivated. If adequate attention is paid to the motivators, which are job content related, workers may be motivated to work harder and produce more. Hofstede work-goals motivation theory: Hofstede (1980, 1990) postulated his motivation theory on 18 work-goals. The work-goals were classified into five major groupings or super goals as relating to the needs or goals of individuals in motivation. The super goals are: do a good job, ambition, cooperation and individuality, family and comfort and security. The five super goals are made up of these component goals among others: 1. Do a good job (challenging work, achievement, skill utilization). 2. Ambition (advancement, recognition). 3. Cooperation (good working relationships with colleagues, with boss). 4. Family and comfort (time for personal/family life; desirable living area). 5. Security (stable employment, welfare benefits) Vroom expectancy theory: Vroom approaches the issue of human motivation quite differently from the ways Maslow and Herzberg did. He holds that people will be motivated to pursue the achievement of a desired goal if: (1) they believe in the worth of the goal; and (2) they believe that their actions will en-sure the attainment of the goal. In a more detailed form, Vroom believe that a person’s motivation to perform will depend on the value the person places on the outcome of his efforts multiplied by his confidence that the efforts will actually help to desired goal; that is F = V * E Vroom’s theory shows that individuals’ have goals and are motivated towards actions that will ensure the achievement of these goals. As such, managers should communicate how employees goals, such as promotion, more pay, recognition, and so on, can be earned in terms of what behavioral patterns are known to employees, such patterns should form the basis for administering rewards. Otherwise problems will occur in terms of workers’ lack of confidence in organizational policy, and the result may be detrimental to good working environment. Culture and management discourse: The last decade has brought a renaissance of interest in cultural phenomena in societies and organizations. Re-searchers from a variety of disciplines have provided range of theoretical and analytical studies. Perhaps because of the different methodological and political orientations that distinguish these disciplines, the literature remains theoretically unintegrated – in a state of conceptual chaos. Before reviewing the relevant literatures about culture, and the impact of culture on motivation management, it is important to define culture. Culture is a common word and like all common words it comes with much conceptual baggage, much of it vague, some of it contradictory. Contemporary concepts of culture: Some management researchers subscribed to the view that sees culture as- a shared homogenous way of being, evaluating and doing-, which are ideas, shared by members of a cultural group. Others see culture as heterogeneous combining differentiated and dynamic subcultures, still, others see culture from a multi- fragmented perspective that bring ambiguity into culture discourse – which are vital to motivation. As numerous intercultural scholars have noted, each culture has its own unique â€Å"world-view† or means for making sense of the world (Zahama, 2000). Hofstede (2003) defines culture as the â€Å"software of the mind†, a collective phenomena, shared with the people who live in the same social environment. It is the collective programming of the mind, which distinguishes the members of one social group or category of people from another. According to Deresky (2003), culture comprises the shared values, assumptions, understandings and goals that are learned from one generation, imposed by the current generation, and passed on to succeeding generations. Hawkins et al. (2006) propagates that the main operational regime of culture starts by earmarking stated boundaries for individual behavior and by guiding the functioning of such institutions as the family and mass media. In a societal setup these boundaries are termed as ‘norms’. Further, norms are derived from cultural values. Given the commonalities among the various authors of culture quoted above, it is obvious that they concur that culture should be defined as that which is shared, harmonious, homogeneous, but the definitions disagree with what exactly is being shared or harmonious and homogeneous. Culture consists of patterns, explicit and implicit of and for behavior acquired and transmitted by symbols, constituting the distinctive achievements of human groups, including their embodiments in artifacts; the essential core of culture consists of traditions (that is, historically derived and selected) ideas and especially their attached values. From a more dynamic perspective, culture is conceived as being made up of relations, rather than as stable suggests that every individual embody unique combination of personal, cultural and value systems. This implies that national cultures, corporate cultures or professional cultures, for example, are seen as symbolic practices that only come into existence in relation to, and in contrast with, other cultural communities. Levels of culture: As almost everyone belong to a number of different groups and categories of people at the same time, people unavoidably carry several layers of values within themselves, corresponding to different levels of culture. For example: A national level according to ones’ country. A regional and/or ethnic and/or religious and/or linguistic affiliation level, as most nations are composed of culturally different regions or ethnic or religious or language groups. A gender level, according to whether a person was born as a girl or as a boy. A social class level, associated with educational opportunities and with a person’s occupation or profession. A generation level, which separates grandparents from parents from children; for those who are employed, an organizational or corporate level according to the way employees have been socialized by their work organization In modern society, they are often partly conflicting: for example, religious values may conflict with generation values; gender values with organizational practices. Conflicting values within people make it difficult to anticipate their behavior in a new situation. These socialization processes or levels of culture are more ways of doing things, or practices, as opposed to fundamental assumptions about how things are. In the center is a system of societal norms, consisting of the value systems shared by major groups of the population. Their origins are in a variety of ecological factors (in the sense of factors affecting the physical environment). The societal norms have led to the development and pattern maintenance of institutions in society with a particular structure and way of functioning. These include the family, education systems, politics, and legislation. These institutions, once they have become facts, reinforce the societal norms and the ecological conditions that led to them. In a relatively closed society, such a system will hardly change at all. Institutions may change, but this does not necessarily affect the societal norms; and when these remain unchanged, the persistence influences of a majority value system patiently smooth the new institutions until their structure and functioning is again adapted to the societal norms. Change comes mainly from the outside, through forces of nature (change of climate, silting up of harbors) or forces of man (trade, colonization, scientific discovery). The arrow of outside influences is deliberately directed at the origins, not at the societal norms themselves. It is believed that norms change rarely by direct adoption of outside values, but rather through a shift in ecological conditions: technological, economical, and hygienic. In general, the norm shift will be gradual unless the outside influences are particularly violent (Hofstede, 1980a). THEORETICAL BACKGROUND: A survey study was carried out in five different European and African countries by a The Research and Development Unit of Euro-African Management Re-search Centre (E-AMARC – Maastricht-Paris-Brussels-Stirling) to know the impact of differences in cultures on motivational factors. The European countries were France, Italy, Nether-lands and Scotland, while the African country involved in the research was Nigeria. The questionnaire used as a base the ‘Value Survey Model’ developed by Hofstede The research aimed at comparing motivation management values across five countries. For this purpose, written survey questionnaire was used. The questionnaire tried to obtain a fair representation of the opinions of two categories of respondents: Managers (everybody leading the work of others), non-managers (higher educated employees). The questionnaire contained items about the manager’s motivation-related values and perceptions. Only the questions found significantly relevant for the understanding of the effect of culture on management motivation practices were reported and examined in the study. The research included,The survey questionnaire contained a number of questions aiming at understanding â€Å"what makes people thick†. Table 2 presents the data on Maslow, Herzsberg, Hofstde and Vroom motivation factors as they are perceived to influence motivation by the respondents. This research project describes the results of a survey study of five countries; France, Italy, Scotland, Netherlands and Nigeria. DISCUSSION: It has often been said and discussed that the motivational factors does not have the same prominence in different cultures. In the survey, questionnaire contained a number of questions aiming at understanding â€Å"what makes people thick†. The table presents the data on Maslow, Herzsberg, Hofstde and Vroom motivation factors as they are perceived to influence motivation by the respondents. The research project describes the results of a survey study of five countries; France, Italy, Scotland, Netherlands and Nigeria. The results obtained from the research confirmed that the cultures of France, Italy, Scotland and Netherlands as measured by the motivation-related values and desires of the respondents were different. Examination of responses on the motivation-value factors from the research reveals that the Italians ranked â€Å"have challenging tasks, have freedom to adopt their own approach to tasks, make contribution to the success of their organization, live in desirable area for self and family, and to have good working relationships with direct superior† as the five most important motivation-value factors. To â€Å"serve your country, have little tension and stress on the job, work in a well-defined job situation, have opportunity to help others and work in prestigious and successful organisation† as the five lest important motivation-value factors. The French respondents ranked â€Å"have challenging task, live in desirable area, freedom of approach to tasks, cooperation with others, and good working relations with superior† as the five top motivation-value factors. They ranked â€Å"serve your country, have little tension and stress on the job, work in a prestigious and successful organisation, have security of employment and well-defined clear job situations† as the five lest motivation-value factors. The Scottish respondents ranked â€Å"cooperation with others, live in desirable area, challenging tasks, have good relationship with superior and to have freedom of approach to tasks† as the five top motivation value factors. They ranked â€Å"serve your country, to have little tension and stress on the job, to have opportunity to helping others, to have well defined and clear job situations and work in prestigious and successful organisation† as the five lest motivation-value factors. The Dutch on their part ranked â€Å"live in desirable area, cooperation with others, have good physical working conditions, have good working relationships with direct superior and have opportunity for higher earnings† as the five top motivation-value factors. They ranked â€Å"serve your country, have little tension and stress on the job, have opportunity to helping others, to be consulted by direct superior and to have variety and adventure on the job† as the five lest motivation-value factors. To the Nigerian respondents, they ranked â€Å"make contribution to the success of their organisation, to have challenging tasks, have security of employment, opportunity for higher level jobs and cooperation with others† as the five top motivation-value factors. They ranked †have little tension and stress on the job, have variety and adventure in the job, to be consulted by direct superior, work in prestigious and successful organisation and opportunity for helping others† as the five lest motivation-value factors. The difference in the ranked order of the work-goals among the four European country respondents is of little significance. Though there is not much difference among these countries, there are significant differences when compared with the African-Nigerian respondents. In a collectivist society like Africa-Nigeria, goals like security of employment, contribution to the success of organisation, opportunity for advancement to higher level jobs and earnings have symbolic cultural and economic values that add to their rated importance. Some of the value clearly relate to ‘motivation factors’ and others relate clearly to ‘hygiene factors’ in Herzberg terms. For example, variety and adventure in the job, challenging job, freedom on the job, recognition and opportunities if they refer to advancement, not merely to earnings, higher salary, all clearly relate to ‘motivation factors’. On the other hand, factors like opportunity for higher salary, good physical working conditions, security, and good relationship with superior are clearly hygiene factors. However, some factors like clear job description, cooperation and challenging tasks sit on the fence and may deflect one way or the other depending on the tasks and situations at hand. Comparing the five highest motivational factors to Herzberg’s two-factor theory, the European respondents ranked, challenging tasks, desirable living area, freedom of approach to job, working relation-ships with superior and cooperation with others, are motivator factors. For the African Nigerian respondents, contribution to success of organisation, security of employment, advancement to higher level jobs and earnings are hygiene factors. Herzberg stated that to the degree that motivators are present in a job, motivation will occur. The absence of motivators does not lead to dissatisfaction. Further, he stated that to the degree that hygiene’s are absent from a job, dissatisfaction will occur. When present, hygiene’s prevent dissatisfaction, but do not lead to satisfaction. In this study, the lack of challenging task for the respondents would not necessary lead to dissatisfaction. Higher earnings for the respondents than what they believe to be fair may lead to job dissatisfaction. Conversely, the respondents will be motivated when they are engaged in challenging tasks but will not necessarily be motivated by higher earnings. The result of this study supports the idea that what motivates employees differs from organisation to organisation and from country to country given the context in which the employee works. What is clear, however, is the emphasis given to the ranked order of the most important motivation value factors across cultures. Implications for management and organization: One crucial question to be answered is what motivates employees to work effectively and productively? One of the answers can be, challenging jobs, which allows a feeling of achievement, responsibility, growth, advancement, enjoyment of work itself and earned recognition, have not appeared as very motivating factors as was the case with most studies of this nature conducted in the West. This difference may be due to cultural influences. The West tends to be individualistic while Africa-Nigeria and most other African countries tend to emphasize the social aspects of a job situation. In Africa-Nigeria, clear job description, which ranked 8th position, is a very strong motivator and this seems to be consistent with traditional African value concern for paternalistic superior-subordinate relations. Similarly, contribution to the success of one’s organisation to the African-Nigerian respondents is more important than to be consulted by one’s boss in his decisions and freedom of approach to job. To make a contribution to the growth of one’s organisation is rather a static affair ‘present’ orient-ted and suggests a group of well-motivated employees’ who would want to be consulted by their superiors and get involved with the effectiveness of the organisation and cordial human relationships The ranked order of the motivation value factors of the respondents provides very useful information for management and the employees. Knowing how to use information provided by the study results in motivating employees is a complex task. The strategy for motivating employees depends on which motivation theories are used as a reference point. If Hertzberg’s theory is followed, management should begin by focusing on earnings and job security (hygiene factors) before focusing on interesting work and full appreciation of work done (motivator factors). If Vroom’s theory is applied, management should begin by focusing on challenging tasks and desirable living area for the employees in effort to achieving organizational goals and objectives. If Hofstede’s work-goal theory is applied, management must focus on advancement to higher level jobs, earnings, and security of employment in order to motivate the employees to effectively become satisfied and productive. A comparison of the results provides some interesting in-sight into motivation values across cultures. Challenging tasks, which ranked as number one motivator for Italy and France, ranked number two for Nigeria and number three for Scotland, is a self-actualizing factor. The number one ranked motivator, contribution to success of organization, is a physiological factor. According to Maslow, if management wishes to address the most important motivational factor of employees, challenging tasks, physiological, safety, social, and esteem factors must first be satisfied. If management wished to address the second most important motivational factor of employees, opportunity for higher earnings, increased salary would suffice. Contrary to what Maslow’s theory suggests, the ranges of motivation factors are mixed in this study. Maslow’s conclusions that lower level motivation factors must be met before ascending to the next level were not validated in this study. It is perhaps very interesting to note that the rank order of the factors by the African-Nigerian respondents seems to be gravitating towards ‘hygiene and maintenance factors’. Of the seven factors most highly ranked, only ‘security and earnings’ are indisputably motivation factors in Herzberg terms. One of the points to observe from the table is the relative low position (10th and 17th) scored by â€Å"freedom on the job† and â€Å"to be consulted by direct superior† respectively for the African-Nigerian respondents. Variety and adventure on the job, which is associated to recognition, scored the 16th position. All these factors are motivation factors by Herzberg and host of other western theorists and should have scored much higher. The fact that they did not suggests that the respondents have other priorities and we may have to look into culture and environment for further explanations. The results of this study indicate that job context is more important than job content. Organizational control or interpersonal factors (job-context factors such as co-operation, security, opportunity, contribution and earnings), for the most part, received high-ranking more than internally mediated factors (job-content factors such as success, consultation, freedom and the job itself). The results suggest therefore that efforts to motivate the African- Nigerians should focus on job context rather than on job content. Changes in nature of organizational control factors or interpersonal factors are likely to be more valued than changes in the work itself. Work enrichment programs that help the respondents function as members of a group, and which emphasize formal rules and structures, are more likely to motivate them in an extrinsic oriented society of Nigeria, where satisfaction tends to be derived from contribution and security, than in Italy, France, Scotland and the Netherlands where the job itself is more valued. The results suggest that the African-Nigerian respondents may be effectively motivated by the hygiene factors as long as these factors explicitly meet their personal and family needs. The results presented also suggests that the Italian, French, Scots and the Dutch’s respondents ranking of motivation-value factors, all corresponding to â€Å"higher† Maslow needs. On their part, the African-Nigerian correspondents’ ranking of the motivation-value factors corresponding to â€Å"low† Maslow needs. These findings illustrate that cultures and organizational work settings may have dramatic effect on motivation values across cultures. The empirical evidences that result from this research have shown that the different management theories of motivation in the form they have been developed and applied in the West may not or partially fit culturally in Africa. The similarities and differences among the five country respondents suggest that it make sense to study and compare western motivation values and traditional cultural values, beliefs, perceptions and attitudes among countries, regions and sub-cultures within the same country. This study calls for caution in importation and imposition of training and education practices that draw uncritically on Western motivation management theories and models without due sensitivity to the cultural differences and specificities of how motivation are conceived of and practiced in different cultures. It also calls for an indigenous approach that builds naturally on prevailing cultural norms and values, and for a closer examination and more detailed reporting and support for an appropriate, viable and feasible motivation management theory orthodoxy that is congruent with local environment. Finally, it is argued, based on the empirical evidence of this research results, that the generally accepted Wes-tern (most especially US) motivation theories like Maslow, Herzberg and Vroom may not be very appropriate for motivating employees in Africa-Nigeria and for universal formulating and theorizing on motivation management. Conclusion: The motivational factors that exist in one culture or country may not be present in another. For example, the elements that motivate individuals in an individualistic society vary from those that would motivate individuals in a collectivistic society. People in an individualistic culture tend to view themselves mainly in terms of their own self-interests, goals, and accomplishments and do not normally associate these factors with those of the group or organization with which they belong. The concept of self-actualization is far more prevalent in this type of culture. Conversely, people in a collectivistic culture generally do not partake in activities of a highly individual nature. They tend to align their personal goals and interests to those of the group or organization as a whole. The United States and France are examples of individualistic cultures, whereas Japan is a predominantly collectivistic culture. As mentioned earlier, different types of cultures require different types of motivation. In the same sense, different physical and economic conditions within various countries can influence the actualization of lower-level needs, which may hinder the development of higher-order needs. For example, in countries that are somewhat less developed the stress of everyday life and being able to provide the basic necessities becomes so overwhelming that individuals are unable to move beyond this stage and fulfill higher-order needs. In addition, countries such as Japan that experience high uncertainty avoidance seem to value the need for security more so than self-actualization needs in regards to enhancing work motivation. In contrast, countries such as the United States and France that are lower in uncertainty avoidance tend to pursue self-actualization needs due to the fact that their requirements for security are less complicated and met more easily. When deciding which type of reward programs would be most beneficial to Global Industries, Inc. and its members, several theories of motivation will need to be examined and then applied with reference to the local culture. References: Organizational behaviour – Stephen Robbins Managing organizations – RK Sharma, Sahashi K Gupta Management of Organizational Behaviour- Englewood Cliffs: Prentice Hall. www. academicjournals. org