Life Journey in Journey to the West, Life of a Sensuous...

In society today there are several moving parts, almost like gears in a clock, pepole constantly move. Going day in and day out of thier ordinary routiene. Its as if they have lost the purpose of their exsistance. So caught up in tabloids and money people seem to forget the search for love, self acceptance, and spirituality. These concepts are tied into novels written decades ago and were once the main topic of a persons life. Whether a person was looking for spiritual guidence or self accepence, they could find the answer in lititure. In Journey to the West, the Handsome Monkey King was lost and wanted to find enlightenment. He lived in a perfectly harmonious world of immortality, but found that something was missing. He felt as if he had no purpose, so he left his ideal life to go find his meaning. On his journey, he came across several disputes and found that he was not as clever as he thought to be. The Monkey King came across several dicipals and battled his way to find the mean ing of true enlightenment. When he finally found his way to enlightenment, he felt as if he achieved his purpose but never returned home. The Monkey King continued to travel around the world with his friend and continued adventuring off to different islands and facing different problems; that was his true propose. Life for him was not meant to be perfect nor easy. At one, point in the book the monkey king states ________________ (pg__) In life of a sensous woman, two young boys walk in on a

As the Eve of Revolution Neared, to What Extent Had the...

The span of years from 1750 to 1776 were some of the most important years in American history. Up until the eve of the revolution, the British were still very involved in American lifestyle and there was no unity among the colonies. However, as the eve of revolution neared and harsh acts, salutary neglect, and lack of representation was implied on the colonies by their mother country England, America built a great sense of unity and a sense of identity as a country. The American colonies were very troubled by England before unifying and battling for their freedom. Examples of this were the many acts enforced upon the colonists. The Stamp act, introduced by British prime minister George Grenville in 1765, was established as a means of†¦show more content†¦This meeting shows cooperation throughout the colonies. When Benjamin Franklins Plan of Union(Doc A.) was refused by colonial legislatures, it showed that Americans could support and represent themselves and did not need re presentation in British parliament. An example of this is shown in Edmund Burkes Notes for Speech in Parliament which said Govern America as you govern and English town which happens not to be represented in Parliament? They did not feel that they should be governed by a power that did not care for the best of their daughter country. When one colony fell of struggled, the others were there to pick them back up. This is shown in the Contributors of Donations for the relief of Boston. Several colonies donated things such as hundreds of bushels of Indian corn and rye from Connecticut, hundreds of sheep from Massachusetts, Cash and articles of provision from New Jersey, Sloop with provisions and more money from North Carolina, and a shipload of rice from South Carolina. This shows the support and unity America began to develop as a whole. The colonists were no longer English colonists. Hector St. Crevecouer, in his Letters from an American Farmer, states What then is the American, this new man? He is neither an European, or the descendant of an European, hence that strange mixture of blood which you will find in no other country. I could point out to you a family whose grandfather was an Englishman, whose wife was Dutch, whose son

Autism Refers To A Neuron Developmental Condition, Which

Autism refers to a neuron developmental condition, which impedes the normal child’s growth and progress within a social setting. According to Tzanakaki et al., â€Å"an autistic individual finds it challenging to interact with other people and cannot relate to societal norms ably† (63). Health practitioners believe that failure of neuron synaptic networks in the brain to develop in a normal way owing to chromosomal deficiency causes autism. The symptoms and signs of autism become visible right from infancy. For autistic patients, their cognitive processes are inhibited because their neuron synaptic junctions are underdeveloped. Arguably, although there is neither scientific nor a clinical, pathological experiment, which can prove with surety†¦show more content†¦Secondly, autism is a highly inheritable disease. The Medical Research Council (MRC) based in the United Kingdom pinpoints that the genetic effect on autism ranges between 74 to 98% according to their s tudy involving 258 twins (Hill et al. 15). They used both dizygotic and monozygotic twins raised within the same environmental setting by their parents. Dizygotic refers to twins that result from fertilization of two different eggs by two different sperms while monozygotic refers to twins that result from one egg fertilization by one sperm. The outcomes of the study indicate that if one identical twin suffers from the autism spectrum condition, there is approximately 76% probability that the other twin could be diagnosed with it (Biederman et al. 79). However, fraternal twins, a pair of twins of the same sex but not necessarily alike resulting from fertilization of two separate ova, exhibited a low prevalence rate. 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Business Management Idea of work Organization

Question: Discuss about the case study Business Management for Idea of work Organization. Answer: Introduction: The idea of work organization can be identified as control ofoccupationand the allotment of tasks. It involves the tasks executed, the persons performing them and how the way of performing the task. Now, the idea of work identity is typically involved with successful work organization. Work identification can be described as the extent to which a parson draws his/her sense of self from the organizational values, occupation and the product or services provided by that certain organization. Now, it can easily be understood that a positive work identity creates a job satisfaction among the employees, which helps in executing an effective as well as successful work organization. Moreover, a number of positive organizational outcomes are associated with the organizational identity. These are: work performance, organizational commitment, employee retention and many more. However, concentrating on the organizational identity in the context of work organization is not an old approach. The pr evious organizational theories have a little concern about it. However, it is changing by holding the hand of the contemporary work organization approaches. Discussion: To discuss the classical understanding of work organization, it is needed to review the classical concepts of organizational identity. As opined by Hogg Terry, (2014) the social identity theory provided by Tajfel and Turner in 1986, explains identity a person's sense of who they are based on their group membership(s). According to them, the group can be identified as one of the major sources of pride and self-esteem. As opined by Haslam et al., (2014) validation within the group provided a sense of worth to the individual. The craving for validation also compels the individual to behave in a certain manner. Thus, the importance of group cannot be ignored in shaping the identity of an individual. As discussed by Gioia et al., (2013) the classical work identity approach treated it as relatively fixed. However, a number of challenges can be identified while discussing about the classical conception of organizational identity. As discussed by Schultz Hernes, (2013) the classical approa ch of identity does not consider the idea that with the changes in the work pattern or organizational goals, people continuously changes identify and self-understanding. On the other hand, the classical concepts do not reflect on the societal and cultural changes those are typically instrumental in altering the identity negotiation and creation. Now within the organizational setup, the classical approach of identity may be used. In the classical theories regarding organization approached identity in this way. As mentioned by Burke, (2013) the Bureaucratic model of organization developed by Max Weber totally focuses on the hierarchical model. According to this model, the organization works under well-defined rules and specifications. This model says that the employee has a defined power and authority based on his/her expertise. As opined by Hatch Cunliffe, (2013) within this formalized approach, people need to follow the set rules and code of conduct. As discussed in the classical approaches of identity, it creates a sense of fixed identity among the employees. This classical approach of organization was not bothered with creating an organizational identity among the employees. As mentioned by Reid Robinson, (2016), the social groups are the instruments of creating an identity among the members. This approach ignored the im portance of the environmental factors in shaping identity. Within the classical models of organization, the companies are mostly autocratic and the scope of creating employee identity is almost absent (Hatch Cunliffe, 2013). On the other hand, within the framework of the classical scientific management theory by Frederick Winslow Taylor in 1911, it is needed for the companies to control the labor force (Denhardt, Catlaw, 2014). However, this particular theory has provided a better care to the employee identification issue. As opined by Egeberg, Gornitzka Trondal, (2016) the principals of scientific management replaced the rule-of thumb method with the organization. It has provided the organizations approach that is more democratic. Thus, the employees may feel encouraged to work within that organization and thus feel more connected. Moreover, as opined by Shafritz, Ott Jang, (2015), the principle of this particular theory talks about providing training sessions to the management as well as the employees, to obtain the best potentials of the employees. However, any means of creating employee motivation and identification is not mentioned in the theory. Furthermore, the theory rebukes the idea that the primary interests of the workers and the employers are not antagonistic. As opined by Denhardt Catlaw (2014) these classical theories of work organization was more about employer oriented. Hence, not a much importance was given to the idea of creating organizational identity. The classical identity approaches have not also provided much importance to the professional instruments in creating identity within the individuals. However, the modern and the neoclassical theories of work organization are more directed towards the employee satisfaction, which is one of the major fundamentals of organizational identity among the employees. On the other hand, the modern theories of organizational identification explain identity in a separate manner. As opined by Denhardt Catlaw, (2014), the contemporary theories treat identity as a sense that an employee draws from the organizational setup and environment. As opined by Haslam et al., (2014) in the contemporary ideas the work identity greatly depends on the organizational culture. The contemporary organizational theories are more employee oriented and the issues considered by them are the fundamentals of the modern identity approach. The modern organizations are typically employee oriented. Todays organizations are well aware of the importance of job satisfaction and employee retention for achieving the aim of profit maximization. The neoclassical theory, the Human Relation Approach, talks about the integration of informal groups within the organization (Burke, 2013). Here, the idea of contemporary organizational identity differs from the previous theories. As opined by Denhardt Catlaw, (2014) here, the managers may promote, more or less self-consciously, a particular form of organizational experience. Thus, as discussed in the human relation approach; by providing a good experience within the organization, the work identity of the employees can be manipulated. As opined by Hatch Cunliffe, (2013) the human relation approach considers the existence and importance of employee expectations and the socio cultural message of their job roles. As described by Burke, (2013) these particular issues can be identified as some of the building blocks of work identity within the employees. As opined by Mikes Kaplan, (2014) the major concern of the modern managers in the organizations is managing the internal environments. The modern organizations concentrate on building identity within the employees. As discussed by Egeberg, Gornitzka Trondal, (2016) within the contemporary setup, the organizations try to regulate the identity of the employees. They consider it as an important aspect of organizational control. Hence, they focus on creating discourses and ideology. It helps the employees to understand the values or the core of the organization and creates a sense of identity. As described in the modern contingency theory, there is no best model or process of managing an organization (Mikes Kaplan, 2014). A wide range of external and internal issues has to the considered and some focused actions must be taken to eliminate those issues. This particular theory concentrates on the importance of the employee motivation and organizational identity for managing the internal contingencies. As described by Gioia et al., (2013) the modern identity approach, talks about the fundamental importance of ideologies, organizational values and job role in creating the organizational identity. The contingency theorists have taken the same idea. As opined by Egeberg, Gornitzka Trondal, (2016) expert roles are matter to peripheral expectations. Hence, applied activities of motivation and leading are important within the organizational setup. Thus, these modern or contemporary approaches treat the importance of organizational identity among the employees to generate better motivation and employee retention with a great care. The humanistic approach of the organizations creates a better organizational identity and ensures better performance. With an increased level of organizational identity, the modern organizations can be able to gain better competitive advantage and customer choice. Conclusion: Hence, from the above discussion, in can be concluded that with changes in the organizational concept in the contemporary professional world the idea of work identity has changed a lot. The importance of work identity in work organization is many folds. As described by a number of scholastic theories, organizational identification provides a greater level of commitment within the employees towards the organization. For implementing an effective work organization, it is important for the management to provide a sense of connection and familiarity to the organizational values as well as climate. Aware of the advantages to the organization themselves, various creative and ambitious companies intentionally promote organizational identity among the workers by "identity regulation" and identity narration. Organizational identity typically depends on the individuals perception about the organization - its status, the extent of communication and patronage it provides them, and the way of rep resenting itscorporate identity. Hence, the companies need to create an acceptable and dignified identity so that it helps the employees to be committed to the organization. References: Burke, W. W. (2013).Organization change: Theory and practice. Sage Publications. Denhardt, R. B., Catlaw, T. J. (2014).Theories of public organization. Cengage Learning. Egeberg, M., Gornitzka, ., Trondal, J. (2016). 2. Organization theory.Handbook on Theories of Governance, 32. Gioia, D. A., Patvardhan, S. D., Hamilton, A. L., Corley, K. G. (2013). Organizational identity formation and change.The Academy of Management Annals,7(1), 123-193. Haslam, S. A., van Knippenberg, D., Platow, M. J., Ellemers, N. (Eds.). (2014).Social identity at work: Developing theory for organizational practice. Psychology Press. Hatch, M. J., Cunliffe, A. L. (2013).Organization theory: modern, symbolic and postmodern perspectives. Oxford university press. He, H., Brown, A. D. (2013). Organizational identity and organizational identification A review of the literature and suggestions for future research.Group Organization Management,38(1), 3-35. Hogg, M. A., Terry, D. J. (Eds.). (2014).Social identity processes in organizational contexts. Psychology Press. Mikes, A., Kaplan, R. S. (2014, October). Towards a contingency theory of enterprise risk management. AAA. Reid, S. A., Robinson, B. (2016). Social Identity Theories.The International Encyclopedia of Interpersonal Communication. Schultz, M., Hernes, T. (2013). A temporal perspective on organizational identity.Organization Science,24(1), 1-21. Shafritz, J. M., Ott, J. S., Jang, Y. S. (2015).Classics of organization theory. Cengage Learning.