The Duchess and the Jeweller :: Literary Analysis, Virginia Woolf

â€Å"The Duchess and the Jeweller† by Virginia Woolf is a short story about Oliver, a poor man who has become a successful jeweler, and his interaction with a Duchess. In the story, Oliver struggles with the Duchess over social power, where she has the ability to cheat him by selling him fake pearls in exchange for a weekend spent with her daughter whom he is in love with – a classic battle of the sexes. While the conflict between man and woman is evident, Virginia Woolf uses flashback, point of view and imagery to also convey the dispute between the rich and the poor. Oliver is first introduced as a man who lives very well â€Å"with the right brandies, whiskeys and liqueurs† (Woolf 90), in a house where â€Å"a more central position could not be imagined† (90). He is a man of power who has â€Å"his breakfast brought in on a try by a manservant† (90) and receives invitations from â€Å"duchesses, countesses, viscountesses and Honourable Ladies† (90). When the Duchess first arrives to see him, he has her wait for ten minutes, displaying that he, a jeweller, has the authority to make her wait. However, Woolf uses flashback to display the underlying battle of the rich and the poor. The reader sees that Oliver came from less fortunate roots where he sold stolen dogs and cheap watches. While superficially it may seem that he has the â€Å"Duchess of Lambourne, daughter of a hundred Earls† ( 93) wait because he has the masculine power to have her wait to see him, Woolf introduces the idea that Oliver, the impecun ious boy who earned his wealth, has the Duchess, a woman whose wealth was inherited, wait for his pleasure. While we see the struggle of control between Oliver and the Duchess, the reader also observes Oliver’s mother’s dominance over him. Using flashback, Woolf shows that as a child when he was swindled while selling stolen dogs, his mother disapprovingly wails, â€Å"Oh, Oliver! When will you have sense, my son?† (90). Later, Oliver talks to a picture of his mother saying, â€Å"I have won my bet† (91) while reminiscing about his past as a indigent boy â€Å"in a filthy little alley† (90) and reflecting on his success. This shows that he has something to prove to his mother, that he is still constrained by her and her thoughts of him.

Immigration in the 1920’s

The way people were treated in the early 1920s would be considered outrageous today, but the discrimination has not come to a hault just yet. After carrying on for years, immigration laws are still being established today. Immigration has had a huge impact on modern day America because it created the quota laws, which have successfully helped the immigrants find their place in this society today, and discrimination has decreased dramatically, but has not concealed itself from this problem completely. The immigrants wanting to come to our country saw our world as a new start or even a new life for them, that’s when 1920s they decided to take immigration laws to the extreme to keep the massive flow of people out, â€Å"In 1919 a bill was introduced to suspend all immigration entirely while congress worked out a permanent plan for a more tightly restrictive policy† (Wepman 242). Although this law was only temporary, just shortly after more things started changing, â€Å"Signed by President Harding on May 19, 1921 called ‘the most important turning-point in American immigration history. An act to limit the immigration of aliens into the United States. † (Wepman 242). The limiting of the immigrants into the United States wasn’t the worst part, â€Å"One of the most painful results of the new quota restrictions was that they made no distinctions for personal relationships and often seperated families. †(Wepman 244). With of the family troubles that the immigrants had to deal with, â€Å"After the civil war the former slaves began to drift away from the rural south, where more than 90 percent of the black population of the United States had lived in antebellum era. †(Archdeacon 131).Even though right before World War I started, â€Å"Immigration dropped to new lows. During the 1930’s the annual quota was never completely filled, the total numbering less than 100,000 a year, and many emigrated out of the country. †(Daniels 247). With all these quota laws and such, that didn’t stop the discrimination from occurring. Many things with discrimination and the process of going through Ellis Island changed a lot over the 1920s. After World War I the immigration level reached an all time high after the lull during the war. â€Å"The Immigration Act of 1924 created a permanent quota system (that of 1921 was only temporary), educing the 1921 annual quota from 358,000 to 164,000. † (Wepman 243). Eventually they negotiated enough and got the number of immigrants down to 154,000.The whole point of the quota acts was to maintain the â€Å"character† of the United States. Although President Johnson wanted to eliminate all immigration not everyone did, â€Å"The unions, which had approved Johnson’s idea of banning all immigration, accepted it as a good compromise, and the New York Daily news applauded it for its protection of American job market from a flood of aliens willing to work for low wages. (Wepman 242). Now, as we are in the 21st century, and the economy at one of its lowest points, the immigrants of the world today are lucky to get a job with a minimum wage pay or even a job because of their race. After all these new laws were set, they had to have some kind of protection to keep the immigrants out, that is when they created Border Patrol. There was an over flow of laborers coming from the South which resulted in the establishment of U. S. Border Patrol on May 8, 1924.The Border Patrol consisted of over 450 officers; â€Å"Their main job was to ride the Mexican border on horseback seeking out smugglers and the hiding places of illegal aliens. †(Tischauser 100). Not only did they create the Border Patrol, they mad a ten-dollar visa fee with an additional six-dollar head tax for each applicant trying to get through. That new rule alone limited down the number of people to cross the border because only very few Mexicans made enough money to pay that fee. â€Å"During the first three years of operation, the Border Patrol turned back an annual average of fifteen thousand Mexicans seeking illegal entry. †(Tischauser 100).These numbers looked great for congress but the number of illegal immigrants started to become outrageously large, â€Å"Because of such fears, Congress, in 1929, voted to double the size of the Border Patrol and demanded a crackdown on illegal entry, and increased Border security. †(Tischauser 101). Although the 1920s was filled with glamour, there were other sides to this nation with horrible discrimination and racial issues. The Ku Klux Klan was a racist group of people that would do anything and go to any extreme to get the racial segregation they wanted and the white supremacy.There are over 40 different Klan groups that have previously xisted, â€Å"At first, the Ku Klux Klan focused its anger and violence on African-Americans, on white Americans who stood up for them, and against the federal government which supported their rights. Subsequent incarnations of the Klan, which typically emerged in times of rapid social change, added more categories to its enemies list, including Jews, Catholics, homosexuals, and different groups of immigrants. † (Anti-Defamation League). Throughout the years, the Klan had reached over four million members and just as they hit their peak, until people started realizing how racially absurd this group of Klansmen really was.Not shortly after that the Klan had split at the Democratic presidential convention and the public did not heed this very well, â€Å"by the end of the 20's, a power struggle among the top positions of the Klan caused the group to split. The Klan quickly fizzled out with the conviction of the head of the Indiana Klan. Only a handful of Klansmen was the remainder of the millions that so previously had approved of the Klan's violent acts† (Keeney). After all was said and done, the simplest way to put the KKK was, â€Å"they became champions of vigilante justice against bootleggers, wife-beaters, and adulters. (Keeney). Although the Klu Klux Klan â€Å"saw themselves as protecting the American family† (Kenney 1), many of the quota laws would set immigration up to fail. In our society today, we could have possibly reached an all time low in racism. In the state of Arizona, the governor has now passed a very sketchy law, â€Å"It requires police officers, â€Å"when practicable,† to detain people they reasonably suspect are in the country without authorization and to verify their status with federal officials, unless doing so would hinder an investigation or emergency medical treatment. †(New York Times). Having the discrimination back in the 1920s has carried on throughout the years, to the point where if a person walking down the street looks slightly Hispanic, police can demand to see documents that prove you are a citizen of this country that we live in. Immigrants’ back then thought they had it bad, the United States now bring all that racial hate back. . Immigration has had a huge impact on modern day America by setting the quota laws, the immigration acts, creating Border Patrol, and by trying to help people realize that even though you are from a different racial descent, you are still just as important as anyone else. Even though people may look at those of different ethnicities as less capable to do your job, they are actually the ones that are doing all the dirty work that we don’t want to do, so in the long run, we should be thanking them. Although Arizona has brought about the discrimination again, mostly throughout the United States people keep their hateful comments to themselves, and you don’t really find many gang members out there anymore, but everyone walking down the street should watch their back because you never know what’s coming for you. Works CitedArchdeacon, Thomas J. Becoming American. New York: The Free Press, 1983Daniels, Roger. Coming to America. New York: HarperCollins Publishers, 1990Wepman, Dennis. Immigration: From the founding of Virginia to the closing of Ellis Island. New York: Facts on File Inc. , 2002Strelssguth, Thomas. The Roaring Twenties. New York: Facts on File Inc. , 2001â€Å"Racism in the 1920s: The rise of the KKK and anti-immigration. † Kim Kenney. 15 January 2009, 2 May 2010. http://americanhistory. suite101. com/article. cfm/racism_in_the_1920sâ€Å"Racial and Ethnic Discrimination† 2 May 2010. http://law. jrank. org/pages/9625/Racial-Ethnic-Discrimination. html

The Feminist Movement Hawthorne and Chopin Essay - 694 Words

In our history, women have always been inferior to men. The role they have in society, at this time, is to care for the family and household while the male earns the income. As a result of this, women begin to fight for their rights in what we call the feminist movement. This movement is also relevant in the literature of the time. In The Scarlet Letter by Nathaniel Hawthorne, a woman by the name of Hester Prynne is found guilty of adultery and is made to wear a scarlet letter on her breast as a sign of her sin. In At the Cadian Ball and The Storm, Chopin shows a more modern age of feminism through the adulteress Calixta. Hawthorne and Chopin show how society and the feminist movement advance over time through their works. How†¦show more content†¦In The Scarlet Letter and â€Å"The Storm†, Hester and Calixta demonstrate the ability to make their own choices to be with a man. Hawthorne has Hester Prynne choose to be with Dimmesdale because she loves him. She realizes that this affair breaks society’s laws, but it does not break her own laws. She is in charge in the relationship. Chopin also had her main character, Calixta, have an affair with the man she loves instead of with the man with whom she agrees to marry. What differs, though, is that no one is in charge of the relationship between Calixta and Alcà ©e Laballiere. They love each other, but their community does not recognize them for it. Their love does not matter because Calixta has chosen to be with someone different. This ability of a woman to make her own decisions regarding men shows that a woman’s decision is important. Both Hawthorne and Chopin give their characters, Hester and Calixta, a sense of seduction. This sense is made known in The Scarlet Letter as Hawthorne describes Hester. The description illustrates Hester as beautiful, with her long, flowing hair and intricate clothing. She is different than the other Puritan women and looks more feminine. Men take notice of how attractive she is. In â€Å"At the ‘Cadian Ball†, Chopin describes Calixta as dark and beautiful. Calixta, like Hester, is seen as being different than all of the other women, but still the most beautiful. More than one man goes to the ball just for her, where she isShow MoreRelated Kate Chopin The Awakening Essay2357 Words   |  10 PagesKate Chopin The Awakening To what extent does Edna Pontellier, in Kate Chopins The Awakening, mark a departure from the female characters of earlier nineteenth-century American novels The Awakening was published in 1899, and it immediately created a controversy. Contemporaries of Kate Chopin (1851-1904) were shocked by her depiction of a woman with active sexual desires, who dares to leave her husband and have an affair. Instead of condemning her protagonist, Chopin maintains a neutral,Read MoreTerm Paper1494 Words   |  6 PagesMatthiessen calls the years between 1850 and 1855 an â€Å"extraordinarily concentrated moment of literary expression.† (p. vii) This text centers its discussion around five nineteenth century authors—none of which include women. They are: Emerson, Thoreau, Hawthorne, Melville, and Whitman. Matthiessen reveals their origins of the nature and function of literature and the extent to which these were realized in their writings. Matthiessen overlooked and completely disregarded the women writers of the nineteenthRead MoreHistory of the Development of the Short Story.3660 Words   |  15 Pagesdays. Cultural and social identity played a considerable role in much of the short fiction of the 1960s. Phillip Roth and Grace Paley cultivated distinctive Jewish-American voices. Tillie Olsen’s â€Å"I Stand Here Ironing† adopted a consciously feminists perspective. James Baldwin’s â€Å"Going to Meet the Man† told stories of African-American life. Frank O’Connor’s â€Å"The Lonely Voice,† a classic exploration of the short story, appeared in 1963. The 1970s saw the rise of the post-modern short story in

Comparing Sexuality in Greys Riders of the Purple Sage...

Sexuality of the Frontierswoman in Greys Riders of the Purple Sage and Doctorows Welcome to Hard Times The presentation of femininity in Doctorows Welcome to Hard Times is a strong departure from the heroine of Zane Greys Riders of the Purple Sage. Through the metaphor of the gun as the embodiment of masculinity, both authors closely examine the complexities of the sexualized relationship of a frontierswoman to the men of her society. Doctorow mirrors the tensions present in Greys novel though Molly acts as an extraordinarily different vision of what the West required of a woman than Jane Withersteen. Both novels reach a sexual climax as the heroine engages the men of her society in a violent action of blood and birth.†¦show more content†¦The book opens with the failure of Blues manhood. He, bearing the title of Mayor, failed to have both the courage and the skill to protect the town, especially the women, from the Bad Man. Molly mocks his failure even as she watches Blue fill the cylinders of [his] gun: Christ that Bad Mans the only man in town!...I cant believe it...u sing a lady, for Godsake, marching brave behind a ladys skirts (Doctorow 16). This moment, with Blue symbolically taking up his manhood and with Molly simultaneously deriding his status as a man, encompasses much of the tension between the failed masculinity of the citizens of Hard Times and their feminine counterparts. Ultimately, Blues gun fails him and he is saved from the Bad Mans superior skill and ruthlessness only by Mollys struggling and pulling (19). Doctorows portrayal of failed masculinity as the founding sin of Hard Times contrasts strongly with the more traditional Western. Zane Greys Riders of the Purple Sage is a close parallel in many ways to the opening of Welcome to Hard Times. The scene opens with the Bad Man of the piece, Tull, preparing to whip Venters. Venters failure to defend himself comes as a result of surrendering his guns to Janes safekeeping. This symbolic castration leaves him at the mercy of the other men, and leaving him behind a ladys skirts (Doctorow 16). Jane risks herself and places herself in the enmity of the community by defending

Summary Of Hard And Soft Roi - 1668 Words

Summary of Hard and Soft ROI In summation, return on investments (ROI) and its historical roots involving the Du Pont system have an extensive history which paved the way for cost accounting, financial accounting, and capital accounting. The (ROI) and (ROE) formulas are prominent in accounting, textbooks, and finance as well as health care professionals who use these formulas. Then, hard and soft benefits of projects vary depending on the for-profit and not-for-profit organization. The soft benefit also known as (qualitative data) is most useful for when a project team wishes to explore the root causes of project success or failure. Overall, hard methods primarily use data collection measure for objective realism. When it comes to softer†¦show more content†¦It can overall increase productivity and profit in the long-term. For instance, my workplace instills usage of electronic medical records for new and current patients for efficiency, productivity, and accuracy for the lo ng-term of patients dental x-rays and health history. The costs involved are considerable and hard to calculate depending on the fees and licensing. According to, (Health Resources and Services Administration, 2016), a persistent problem is demonstrating a return on investment from an (EHR) implementation is often times challenging and may be even more difficult for smaller practices. The cost and effort involved from staff and management is difficult, but necessary to carry out productivity for implementation of (EHR). Every company practice is different and every practice must adapt to changes of implementing (EMR) for the duration of patient accuracy. Aside from the challenges, cost, and effort of implementing (EMR)’s in health care organizations, there is a desire to generate a return on investment (ROI) from them. 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A Handbook of Management and Leadership A Guide to Managing for Resul

Question: Describe about A Handbook of Management and Leadership: A Guide to Managing for Results? Answer: Introduction Employees have always been referred to as the most valuable assets of an organisation(Hellriegel John W. Slocum, 2011). They put in endless efforts everyday in order to ensure that organisations decisions are transformed into actions which help achieving desired goals and performance objectives. They are regarded as an unsurpassed vital resource for an organisation and the issues related to their motivation have been seen as a indispensable part of the human resource strategies (Hossain Hossian, 2012). Motivation can be defined as the force which acts within an individuals and makes him decide to behave in a specific, goal oriented manner(Herzberg, et al., 2011). Motivation refers to the motives of the employees that determine their productivity thus it is essential to ensure that employee motivation is channelized in a manner that help achieving organisational goals(Adair, 2009). In order to remain competitive in todays dynamic marketplace organisations must ensure that they are a ttracting talented employees and have strategies to retain them, they must allow and facilitate employees to perform tasks for which they were hired and must stimulate and encourage employee to think beyond their routine jobs and realise their full potential and creativity while focusing on innovation. Problem This report aims at studying the lack of motivation faced by employees at McDonalds and how it is affecting their overall effectiveness and efficiency. Due to low motivation and a lack of job satisfaction employees at McDonalds do not consider their jobs as a means of long-term career growth (Nawaz, 2011). They just come to workplace to earn their living and are hardly interested in the growth of the organisation. Many of long term McDonalds employees have claimed that they do not feel motivated nor are provided enough opportunities to use their creativity and do things differently. They feel a lack of learning and thus see no growth in this sector. Due to all these factors McDonalds is being recognised as a company that witnesses highest employee turnover (Nawaz, 2011). Employees who are de-motivated tend to lack commitment and put in less effort. Standards of customer service are also affected adversely when employees experience lack of motivation and thus job satisfaction. It has been noted that employees who are happy and satisfied tend to enhance customer service experience. As it is said one cannot make others happy when one is happy inside. Founded in year 1940 by Richard and Maurice McDonald, McDonalds Corporation today is recognised as the worlds largest chain of hamburger fast food restaurants (McDonald's, 2015). McDonalds has around 35,000 outlets in 119 countries from where they serve around 68 million customers every day. With 1.9 million employees working either for franchises or actual corporation McDonalds has become the worlds second largest private employer. This report analyses the employee motivation issues faced by some of the McDonalds in UK. In-spite of being a big brand in the fast food industry McDonalds still commit the same fault as performed by other fast food companies. Like every other fast food company McDonalds too offer McJobs to their employees. McJob is a term used to define a type of job generally related to retail or service industry that are low paid and does not demand specific skills and qualifications (Nawaz, 2011). These types of jobs experience high employee turnover mainly due to lack of motivation. Such type of jobs fails to satisfy the basic needs of the employees thus they are not at all influenced to stick with them for long time. Some of the main reasons that have lead to the decrease in employee motivation are; Managers at McDonalds apply Taylors scientific theory according to which in order to achieve maximum output from employees they must be supervised closely and should be made to work under pressure (Hossain Hossian, 2012). Poor employer-employee relations, less rewards, lack of learning and low wages are some of reasons for employee de-motivation as well (Nawaz, 2011). Monotonous nature of job wherein employees are directed how to carry out their day to day operations and are not expected to use their creativity. Employees at some of the McDonalds also face problems related to micromanagement wherein they are not involved in decision making process and are informed that their capabilities are not trusted owing to which employees show disengagement and feel highly de-motivated. There is lack of effective communication which leads to uncertainty and insecurity. After employees have completed 2-3 years in the job they start feeling insecure as they know the company can terminate them anytime as they can easily find cheap labor to get the same job done. This fact does not encourage employee to plan their long-term career with companies like McDonalds. McDonalds in order to keep their operations cost minimum so that they can offer cost advantage to their customers generally fail at meeting the basic needs of its employee which is leads to employee de-motivation. All these factors have adverse affects on employee motivation at McDonalds leading to reduced productivity and performance effectiveness. Employees are not committed to their jobs thus do not take too many pains to ensure customers are provided with high quality services. It is high time McDonalds must make necessary changes and implement motivational approaches and theories to increase employee motivation which in turn will ensure desired organisational goals are achieved. Method There are a number of motivational theories, concepts and models that can be implemented by McDonalds in order to increase employee motivation and ensure high productivity and quality performance. One of primary motivational principle defines performance as a function of individuals ability and motivation (Mullins, 2011). This can be represented by the formula stated below: Performance = f (ability * motivation) Ability in this case includes an individuals inherited talented as well as learned competencies which are used to perform goal oriented tasks (Mukherjee, 2005). In order to understand and implement various motivational theories and approaches it is essential to understand the motivational process which is divided into six core phases namely; identifying individual needs, finding ways to satisfy those needs, employees are made to select goal-directed behaviours, employee starts performing, employee is either rewarded or punished based on their performance and lastly employee receives feedback based on which he redefines his need deficiencies (Jr, 2005). Motivation is goal oriented wherein a goal represents something that is desired by an individual. There are a number of sources of motivation which can be broadly classified into two broad categories namely; intrinsic and extrinsic sources (Fox, 2007). Intrinsic motivated behaviour is reinforcement of behaviour that forces an individual to find a job and then feel the job is interesting. Extrinsic sources of motivation refer to the external sources such as rewards and recognitions (Miner, 2005). Content theories and process theories are the two broad categories into which several theories of motivation have been divided (Kitchin, 2010). Motivational theories help identifying factors that affect human behaviours in different ways. Content Theories As stated by content theories of motivation all individuals have needs and there are certain factors that drive them to act in a manner so that they can satisfy their needs resulting in motivation(Murray, et al., 2006). There are a number of content theories which can be applied by McDonalds in order to identify factors that can enhance employee motivation. Process Theories Process theory studies the way employees needs themselves influence their behaviour (Ranganayakulu, 2005). According to this theory people are motivated to achieve a goal when they feel they goal is worth the effort. Individuals tend to display good perform when they are aware they will be paid equally well in return. There a several motivational theories which can be applied by McDonalds in order to overcome the issues related to low employee motivation. Needs Hierarchy Model Formulated by Abraham H. Maslow this model suggests that people have exceptionally high needs that are complex in nature and can be arrange in a hierarchical pattern(Herzberg, et al., 2011). According to this model once a needs has been satisfied its motivational impact declines. Employers must focus on satisfying lower level needs prior to higher level needs and higher level needs can be satisfied in many ways while there are few ways of satisfying lower level needs(Fox, 2007). This model has categorized human needs into five broad categories and has arranged them in form of a pyramid wherein the lowest level forms the base of the pyramid and the highest level need forms the cone. The five categories of needs arranged in an increase level of priority are; physiological needs, security needs, affiliation needs, esteem and self-actualisation needs (Shajahan, 2007). This theory can prove to be very effective for McDonalds and will greatly help them in satisfying basic needs of their em ployee who in turn will be motivated to deliver high performance and show commitment towards their jobs. Physiological needs: These are the lowest level needs and refer to an individuals desire for air, water, food and shelter (Armstrong Stephens, 2005). In order to satisfy these needs individuals are ready to take and job for which they are paid. Unless these needs are satisfied no individual can focus on satisfying higher level needs. As McDonalds is able to satisfy these needs people who only work for money are willing to take these job however they show very low level of job commitment. Security Needs: These are needs which people tend to satisfy once their physiological needs are satisfied. Need for safety, absence of threat, pain and illness and stability come under level of needs (Bonnici, 2011). McDonalds is able to provide their employee a healthy and safe work environment which is free from threats however they lack in providing stability to their employees. The wages offered to employees are too low to enhance stability. Affiliation Needs: This category of needs include individuals need for love, friendship and feeling of belonging (Daft, 2014). In a professional context this need define a desire for healthy employer-employee relationship. As stated earlier McDonalds has not been able to develop a healthy employer-employee relationship as they feel people tend to perform better in a supervised and pressurised state. Managers are responsible for ensuring their employees display high productivity and are not much concerned about their growth and development. Esteem Needs: This category refer to employees desire for feelings of self-worth, respect, recognition and achievements (Herzberg, et al., 2011). McDonalds do have rewards and recognition programs however they are not sufficient enough to motivate employees. Employees are expected to perform tasks as directed and are not enough to participate in decision making. As a result employee feel they are not important for the company and are not treated with respect and integrity Self-Actualisation Needs: This is the highest level need which employee tend to satisfy once all lower level needs are satisfied. This represent employees desire to realise their full potential and be what they want to be (Jr, 2005). McDonalds is not at all concerned about satisfying employees self actualisation needs. Very less focus is given to employee training and development thus limiting their learning. Processes are predefined thus leaving no space for employees to us their creativity. In order to implement the needs hierarchy model to increase employee motivation managers at McDonalds will have to focus on effective communication and conduct frequent one to one meetings and group discussions that will help them understand their employees better and identify their needs. Motivator-Hygiene Model Designed by Fredrick Herzberg and his associated the Motivator-Hygiene model is also called two-factor theory (Herzberg, et al., 2011). According to this theory motivators and hygiene are two sets of factors that are responsible for creating job satisfaction and job dissatisfaction (Daft, 2014). Motivators refer to factors like achievements, advancements, challenge, feedback, work itself, responsibility and recognition(Daft, 2014). These factors help creating a positive perception about the job and its contents. Motivators can also be referred to as intrinsic factors as they are internal to the individual and are related to the job directly. Hygiene factors are related to salaries, company policy and administrations, job security, benefits, working conditions and interpersonal relations(Herzberg, et al., 2011). As they are external to the job they are also called as extrinsic factors. As discussed earlier McDonalds needs to seriously work to improve their motivators and hygiene factors. Managers must identify factors that enhance employee motivation at workplace resulting in improved effectiveness and efficiency. Equity Theory As stated by this theory individuals have a tendency to compare the ratio of their own input/outputs at the workplace to the ratio of input/output of other individual (Kitchin, 2010). Any inequality among ratios leads to job dissatisfaction and influence employees to find ways to restore quality (Moyles, 2006). In case of McDonalds their employees must be finding good inequality ratios thus are motivated to switch jobs due to which the company has to face high turnover. Expectancy Theory According to this theory people are rational beings who have definite set of goals and can be motivated if their expectations are met (Northouse, 2010). In order to meet the expectations of the employees it is important to inform them that their efforts will always be rewarded wither monetarily or by non-financial means(Daft, 2014). All these motivational theories and models can be implemented by McDonalds to solve the problems associated with low employee motivation and also to enhance their commitment towards their job, overall productivity and performance efficiency. Solution Employees at McDonalds face a serious issue of low motivation which is greatly affecting their overall productivity, performance and commitment. Its high time McDonalds must work on ways that will help increasing job satisfaction and motivation at workplace. A survey conducted among some of McDonalds employees has helped identifying factors they feel inspire them to work with McDonalds, more than 60% of employees strongly agreed with the factors being their motivators to work such as, flexible working hours, provision of food facilities and no specific skill requirement to get a job. They survey also helped identifying factors that are leading to high de-motivation among employees, more than 75% of employees strongly agreed with the factors being reason for low motivation such as; very low wages, poor employer-employee relationship, monotonous nature of work, lack or reward and recognitions and no focus on employee growth and learning. In order to overcome the problem of low employee motivation which result in high employee turnover and low productivity McDonalds must make efforts to bring some improvement in wages paid to employees and introduce an attractive reward and recognition program. Managers at McDonalds must focus on effective communication and improving their relationships with employees. Attempts must be made to identify the needs of employees and then making efforts to satisfy the lower level needs first. McDonalds must ensure that motivators and Hygiene factors that lead to high employee motivation must be in place and work efficiently. McDonalds must focus on training and development of employees in order to satisfy their learning needs and provide them ample growth opportunities so that they are motivated to show high commitment to their job. References Adair, J., (2009) Leadership and Motivation: The Fifty-Fifty Rule and the Eight Key Principles of Motivating Others. London: Kogan Page Publishers. Armstrong, M. Stephens, T., (2005) A Handbook of Management and Leadership: A Guide to Managing for Results. London: Kogan Page Publishers. Bonnici, C. A., (2011) Creating a Successful Leadership Style: Principles of Personal Strategic Planning. RL Education: RL Education. Daft, R., (2014) The Leadership Experience. New York: Cengage Learning. Fox, W., (2007) Managing Organisational Behaviour. Cape Town: Juta and Company Ltd. Hellriegel, D. John W. Slocum, J., (2011) Organisational Behaviour. New York: Cengage Learning. Herzberg, F., Mausner, B. Snyderman, B. B., (2011) The Motivation to Work. New Jersey: Transaction Publishers. Hossain, M. Hossian, A., (2012) Factors Affecting Employee Motivation In The Fast Food Industry: The Case of KFC UK Ltd.. Reseach Journal of Economics, Business and ICT, 5(1), pp. 21-30. Jr, J. E. B., (2005) Motivation and Transactional, Charismatic, and Transformational Leadership: A Test of Antecedents. Journal of Leadership and Organizational Studies, 11(4), pp. 25-39. Kitchin, D., (2010) An Introduction to Organisational Behaviour for Managers and Engineers. New Jersey: Routledge. McDonald's, (2015) About Us. [Online] Available at: https://www.mcdonalds.co.uk/ukhome.html [Accessed 2015]. Miner, J. B., (2005) Organizational Behavior: Essential theories of motivation and leadership. New York: M.E. Sharpe. Moyles, J., (2006) Effective Leadership And Management In The Early Years. Boston: McGraw-Hill International. Mukherjee, S., (2005) Organisation Management And Business Communication. New Delhi: New Age International. Mullins, L. J., (2011) Essentials of Organisational Behaviour. London: Financial Times Prentice Hall. Murray, P., Poole, D. Jones, G., (2006) Contemporary Issues in Management and Organisational Behaviour. Sydney: Cengage Learning Australia. Nawaz, A. S. M. S., (2011) Employee motivation: A study on some selected McDonalds in the UK. African Journal of Business Management, 5(14), pp. 5541-5550. Northouse, P. G., (2010) Leadership: Theory and Practice. London: SAGE. Ranganayakulu, K., (2005) Organisational Behaviour. New Delhi: Atlantic Publishers Dist. Shajahan, S., (2007) Organisation Behaviour. New Delhi: New Age International.

Marshall mathers lp 2 by Eminem free essay sample

Will the Marshall Mathers LP 2 be a classic like the first LP? The Marshall Mathers LP 2 (MMLP2) was released on November 5, 2013 and it is Eminem’s latest album produced by himself, with the help of Dr. Dre and Rick Rubin, who produced many hits like the Beastie Boys– licensed to ill, and Run DMC– Raising Hell. One of Eminem’s hit singles, Berzerk, took kind of an old school style of rap that isn’t seen to often in the music that we hear today. When you hear Berzerk for the first time, you kind of get that Beastie Boys feel to it and it is something that many rappers today wouldn’t be able to achieve, making Eminem a one of a kind hip-hop artist once again. For people who don’t know, the MMLP2 is a sequel to his first recorded album, the MMLP, which was his best selling album of all time and received 1. We will write a custom essay sample on Marshall mathers lp 2 by Eminem or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page 26 million copies purchased within the first week. The MMLP2 has received only 792,000 copies in the first week. Although the MMLP2 hasnt sold as much as the first LP, Eminem has still placed very high in the charts at number 2 for album sales within the first week, passing Drake’s new album, Nothing Was The Same, but falling just short of number one behind Justin Timberlake’s album, The 20/20 Experience. Eminem really has done a great job of making this album like the first LP. The first Marshall Mathers LP is a young Shady type of music and you can tell that Eminem has really matured in his rap. Before, Eminem was very vulgar and blunt about everything he said on the first album. However Eminem is still sort of vulgar and blunt, he raps with a new style and he has meaning behind his lyrics. When Eminem was young, he made a song that threw a lot of shots at his mother, Debbie Mathers, and on this new album he apologized in the song, Headlights. On the first LP, Em’s best selling song was Stan and it still is a classic to this day, so the sequel to Stan is the intro to the MMLP2, which is called Bad Guy. Songs like: Wicked Ways, So far, Beautiful Pain, Headlights, Rhyme or Reason, Legacy, and Rap God, all have a unique beat to them and they portray genres like rock while Eminem raps to them. Eminem’s ability to rap to a rock type beat shows that he can rap to any beat that is thrown his way, making him a truly unique rapper, if not the best of all time. If you really want to get the full â€Å"chill-thrilling† effect of what Eminem is saying, you have to understand what Eminem has been through in his life and you have to focus in on his lyrics and I guarantee that you will really feel what Eminem’s lyrics mean if you understand the young Eminem from back in the day. He now raps to a more mature rap level then he once did before. Em wanted to go back to his roots from when he first started rapping and I really think that he succeeded. Everybody should buy his album because it will be a classic!