Karl Marx And Sigmund Freud Essay - 1476 Words

Among the most controversial figures of the late nineteenth and early twentieth centuries are Karl Marx and Sigmund Freud. The rhetoric of the first of these men, Karl Marx, both inspired revolutions in China, Russia, and Cuba, as well as led to his expulsion from Germany, France and Belgium. As for Freud, Yale history professor Peter Gay notes in his biography of the psychologist: â€Å"[He] has been called a genius, founder, master, a giant among the makers of the modern mind, and, no less emphatically, autocrat, plagiarist, fabulist, the most consummate of charlatans.† (xvi). Though Marx is perhaps best described as a political theorist and Freud a psychologist, there is a great deal of overlap in the work of the two intellectuals. Most importantly, Sigmund Freud and Karl Marx shared a fervent dissatisfaction with society and its oppressive mechanisms. Yet the source of this oppression was not a point of agreement among the two thinkers. Where Marx advocated class struggle and bourgeois domination as the main obstacles to a harmonious, peaceful society, Freud contended that the fundamental barrier to such a society is human nature itself, which, in his opinion, consists of a constant struggle between a desire for pleasure and the constraints of reality; while Marx believed that Communism could bring about societal contentment, Freud held that the pleasure which man derives from aggressiveness precludes the possibility of collective peace and, concurrently, the restraint withShow MoreRelatedHuman Nature And Four Types Of Determinism1551 Words   |  7 Pagesthe works of Sigmund Freud, Karl Marx, Fredrick Hegel, B. F. Skinner, Charles Darwin, and David Eagleman, it becomes clear that humans are mainly influenced through social determinism, human evolution, and neurology, but evolutionary determinism has the most impact on human nature. Sigmund Freud, Karl Marx, Fredrick Hegel, B. F. Skinner, Charles Darwin, and David Eagleman were all men who were inte rested in what particular part of a human beings life is determined for them. Sigmund Freud, born in 1856Read MoreA Comparison Of Faith And The Future Of Religion1539 Words   |  7 Pageswhich is widely disputed. Comparison of Sigmund Freud’s The Future of an Illusion and Paul Tillich’s Dynamics of Faith, fully displays the discrepancies in points of view on the function of faith, as well as the necessity of faith, in society; while the comparison of Viktor E. Frankl’s Man’s Search for Meaning and Karl Marx’s â€Å"on the Future of Religion,† demonstrate both similarities and differences on the purpose of faith. In order to understand how both Freud and Tillich would respond to each otherRead MoreThe Differences Between Extrinsic And Intrinsic Religious Expression854 Words   |  4 PagesJames’ is more interested in the self-surrender type of conversion. Extrinsic and intrinsic religious expression is related to James’s notion of conversion because James believes God is found in more inner personal experiences making it intrinsic. 2. Marx: religious suffering, â€Å"opium of the people†, â€Å"the heart of a heartless world,† Religion is a necessity for the poor to cope day to day, also believed Religion was used to control people. Religion is an evil that existed in society. Nietzsche: GodRead MoreEssay on The Goal of Functionalism in Religion1748 Words   |  7 Pagessociety. Sigmund Freud, Emile Durkheim, and Karl Marx were all functionalist who developed theories as to why religion was such a major part of their society. Their views are very different from the two theorists E.B. Tylor and James Frazer, as they believed humans were using religion to try and explain the unknowns in the world. Though all three of the men took a fundamentalist approach to religion, their theories to explain religion have some major differences between them. Sigmund Freud, who isRead MoreMarx, Mill And Freud s Critique Of Political Economy And The Communist Manifesto Essay1133 Words   |  5 Pagessometimes merely implicit) notions of freedom and unfreedom we find in the texts we have read by Marx, Mill and Freud. Use the esoteric traditions we have examined thus far (from the Book of Job to Plato) as a comparative yardstick, or point of reference, but without letting th em take over the foreground in your paper -- the latter should be reserved for these three figures. Karl Marx, Sigmund Freud, and John Stuart Mill are three authors who tackle the topic of freedom in unique ways, but theirRead MoreFight Club By Chuck Palahniuk1442 Words   |  6 PagesMarxism is based on the concepts of Karl Marx’s theories that focuses on class relations and social conflict. 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With this view, he saw that throughout history humans had advanced mentally and culturally to reach full developmentRead More Freud Essay1234 Words   |  5 PagesManifesto, Karl Marx and Frederick Engels present their view of human nature and the effect that the economic system and economic factors have on it. Marx and Engels discuss human nature in the context of the economic factors which they see as driving history. Freud, in Civilization and Its Discontents, explores human nature through his psychological view of the human mind. nbsp;nbsp;nbsp;nbsp;nbsp;Marx states that history quot;...is the history of class strugglesquot; (9). Marx views historyRead MoreModernism Vs. Modernist Modernism1335 Words   |  6 Pagesnoteworthy thinkers such as Karl Marx and Sigmeud Freud played important roles in this time. Therefore, we discussed some of their more important works in class. For instance, you cannot study Marx thought without mentioning The Communist Manifesto. Similarly, Freud cannot be mentioned without his Outline of Psychoanalysis. Marx and Freud, after World War I, began to question the rationality of mankind. The difference being Marx focused primarily on political issues and Freud on psychology. Still,Read MoreAn Analysis of Cultural Influences in the 19th and 20th Centuries734 Words   |  3 Pagesphilosophical influences in that time period, Marx, Darwin, Freud, Nietzsche, and Dostoevsky each represents a decisively different view of history than the view of history previously dominant in Western culture. This paper will discuss the historical and cultural events surrounding these five thinkers and show how they shaped, concurrently with scientific developments, the course of human thought in the late 19th and early 20th centuries. Karl Marx, for instance, reacted powerfully against Hegels

The Transgender Community Is An Integral Part Of The Lgbt...

The transgender community is an integral part of the LGBT community, although there are slight differences. The purpose of this paper is to bring to highlight such differences and discrimination that the transgender community faces. The Merriam Webster’s dictionary defines being transgender as â€Å"of, relating to, or being a person (as a transsexual or transvestite) who identifies with or expresses a gender identity that differs from the one which corresponds to the person s sex at birth.† Typically, this is what it entails. To put it short, someone who is transgendered is someone who does not identify with the gender they were assigned to at birth. The transgenders community makes up about an estimated 2-5% of the population, with the number of people who undergo sex reassignment being smaller. That number, compared to the general population, is very small. So why is it that around 20% of incidents resulting in the murder of transgendered people and 40% of all police initiated violence has been against transgender people? These statistics also don’t cover the violence that occurs in silence, behind closed doors. Even in a report done to record transgender violence there was a lack of clarity regarding the numbers. Although the transgender community is growing in size, not much can be said about sympathy from its cisgender counterpart. Still to this day members of the transgender community are continuously discriminated against and turned away, their basic laws andShow MoreRelatedA Review Of Gaming s Lgbt Representation1115 Words   |  5 PagesReview of Gaming’s LGBT Representation â€Å"In Qunandar, Krem would be an Aqun-Athlok. That’s what we call someone born one gender but living like another,† says The Iron Bull. â€Å"And Qunari don’t treat those Aqun people any differently than a real man?† Krem asks. â€Å"They are real men. Just like you are.† The Iron Bull finishes. Above is a conversation between two characters in Bioware’s 2014 smash hit RPG, Dragon Age Inquisition. This conversation took the transgendered community by storm. Krem, second-in-commandRead MoreState University School Of Social Work Essay1436 Words   |  6 Pagesequality among transgender people by allowing the amendment of legal documents to reflect the current sex after undergoing surgical procedures to change one’s sex. 2. SCOPE OF THE PROBLEM – In Ohio the law doesn’t recognize transgender surgical procedures as a justifiable reason to make changes. If a transgender man or woman undergoes surgical procedure to change their sex, Ohio will not incorporate any form of correction of sex on birth certificates. 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But, if you are a lesbian teenage adolescent, everything gets even more difficult and can lead to problems including stress, anxiety, depression and even suicide. The teen years represent a time when children begin to discover who they areRead MoreBlack Athlete5745 Words   |  23 Pagesthe effects of heterosexist bias in social welfare policy frameworks on lesbian, gay, bisexual and transgender (LGBT) individuals and families in the United States. It discusses the Personal Responsibility and Work Opportunity Reconciliation Act (PRWORA), the Defense of Marriage Act (DOMA), federal deï ¬ nitions of family and household, and stereotypes about LGBT individuals. It argues that poor LGBT individuals and families lack full citizen rights and access to needed social services as a result ofRead MoreThe Psychology Of Sexual Orientations934 Words   |  4 Pagesbe corrected. This belief, however, has been disproven by many studies. 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Focusing on the resources Black lesbian and gay families provide to the Black community, such as foster parenting and adopting Black children, mentoring runaway and throwaway Black youth and leadership on Black social justice issues, this article will demonstrate the value of Black lesbian gay families towards the larger goal of strengthening all Black families and communities. Keywords: African-American, Marriage Equality, gay, lesbian, youth, family, What is MarriageRead MoreThe Cracker Barrel And Gas Station1871 Words   |  8 Pagesstill the location of the company’s headquarters. They have expanded to over 600 company-owned stores in 42 states, employ over 60,000 employees, and can be found just off major interstate highways throughout many cities mostly in the southeastern part of the country. Cracker Barrel is widely known for its family atmosphere, southern comfort food and nostalgic country gift stores. The restaurant’s management is socially conservative and their customers tend to be traditional as well. The $2

Organizational A Commitment And Attitudes -Myassignmenthelp.Com

Question: Discuss About The Organizational A Commitment And Attitudes? Answer: Introducation As stated by Fu and Deshpande, (2014), social scientists have always been fascinated by the significance of job satisfaction in modern business environment. Various inferences have been drawn from the research conducted on the impact of job satisfaction on employee performance; however, sharing of knowledge has been minimum in this regard. According to Leroy, Anseel, Gardner and Sels, (2015), measuring the level of satisfaction among all the population is difficult, as comparative analysis has not been done in this respect. Identification of a problem The nature of workforce has changed significantly in the past decade where age and gender has a significant impact so measuring job satisfaction in different sectors will have different measuring indicators. Therefore, it is necessary to conduct a literature review by taking the factors affecting level of satisfaction of employees and their performance (Kryger, 2015). None of the literature has been able to examine effectively the impact of job satisfaction on employee performance in the hotel sector. Employee performance is the dependent variable in the study and previous studies show that job satisfaction is an important component of improving employee performance. This literature review will establish this relationship in respect to the hotel industry in specific. Job Satisfaction Employees play an important role in the hotel industry as they directly deal with consumers at all time and providing the customers with better experience is essential in the service industry. As stated by Zablah, Carlson, Donavan, Maxham III and Brown, (2016), management of employees in the hotel industry has always been questionable due to their long hours of work, rigid working conditions, heavy work load and lack of effective performance management system. This the reason for the increase in turnover rates in the hotel industry and employment of casual part time workers. As opined by Purpora and Blegen, (2015), affective and cognitive examination of job profile by the employees can be defined as job satisfaction. Simplifying the context, it means the level of positivity an individual feels for their respective jobs. Therefore, positive influence will create high level of job satisfaction among the employee but negative influence will have low or no satisfaction among the employee s. There are generally different factors, which either positively or negatively influences the level of satisfaction among the employees such as compensation, benefits, performance appraisal, performance management, rewards, recognitions, working environment and leadership. Casual employment has increased significantly especially in the service industry and this especially done to increase flexibility and reduce cost. The hotel industry experiences seasonality in a particular period in each fiscal year and employment of casual employee during this period is the highest. Despite having advantages, these types of recruitments have their own set of demerits as they lack commitment to the organization, which increases the turnover rate. As stated by Khamisa, Oldenburg, Peltzer and Ilic, (2015), the highest level of turnover has been experienced in the hotel industry in Australia and some of the organizations have accepted this policy by naming it as turnover culture. On the contrary, Lu, Lu, Gursoy and Neale, (2016) states, that high turnover in an organization affects the employee morale, service quality and profits. Therefore, in order to maintain the quality of service policies are required for increasing their job satisfaction level. Job Satisfaction Theory Affect theory (1976) is the one of the most famous known model for evaluating job satisfaction. The discrepancy between the desires of the job requirement and the present things that the employee is receiving can be defined as the main premise of this theory (Huang et al., 2016). It is also defines the different of facets of job role and its impact on the employees when their desired expectation are being met and vice versa. When employees value a particular facet of work highly, then both positive impact and negative impact of such factors are much greater that that other factors. Illustrating through an examples, suppose two causal employees are working in a hotel, one values compensation where the other values recognition. Therefore, the first employee will be indifferent towards recognition whereas the second employee will be indifferent towards compensation. However, it may happen both the facets affect the employees but their level of impact is different for different employees . Factors affecting Job Satisfaction As stated by Yousef, (2017), compensation, benefits, performance appraisal, performance management, rewards, recognitions, working environment and leadership are the different factors, which affect the level of satisfaction of the employees in the industry. Compensation According to Cascio, (2018), compensation package of the causal will determine their level of commitment towards the organization. The work culture in the hotel industry is rough and it is difficult for the employees to sustain for them. As stated by the affect theory, different facets will different level of importance for different persons. Therefore, the employees that are driven my compensation or salary will require timely salary and regular increment salary to remain satisfied with their job. The casual employees lack satisfaction motivation due to the fact they are not paid on the same scale and they know that they will leave on their own and will be forced to leave due to the circumstances. The organization is unable to develop a sense of belongingness among the part-time employees as most of them consider them o be dispensable. Benefits Benefits can be both financial and non-financial which are provided to the employees so that maintain the balance between their work and personal life. The financial benefits will consist of allowances and incentives whereas the non-financial benefits will consist of medical benefits (Bal De Lange, 2015). The causal employees in the hotel industry are not provided equal benefits as the permanent employees so they level of satisfaction is less among these employees. Performance appraisal and management Performance appraisal and management is an effective way of examining the level of performance of the employees and at the same time implementing effective measures to increase their level of performance. The employees in the hotel industry have to continuously deal with customers and providing the customer with best possible experience is important (Murphy, Cleveland Hanscom, 2018). Therefore, regular monitoring and evaluating the performances of the workforce is necessary for gaining competitive advantage in the market. Training and development is an essential part of the performance management system where the employees learn new skills to grow at individual level. However, most of the casual employees in the hotel industry are provided with basic training so they feel stagnated working in the industry after a certain period. Rewards and recognition Rewards and recognition is an important type of incentive provided to employees to motivate them, which provides them satisfaction with the job role they are performing. The casual employees are less committed to the operations because they are provided with rewards and recognition for fewer occasions (Imran, Ahmad, Nisar Ahmad, 2014). There are two types of motivating factors, one is intrinsic and other is extrinsic. Rewards and recognition deal with the intrinsic factor and is a major contributor for increasing the level of motivation of the employees. on the other hand, employee motivation comes from job satisfaction so these intrinsic factors play an important in influencing the level of satisfaction of all types of employees. Leadership and Working environment As stated by Slater, (2015), leadership style is essential for developing an effective work culture which is determined by the different policies implemented to benefit the employees. There are different styles of leadership, however, according to the contingency theory; there is no correct form of leadership. All successful leaders use different types of leadership styles depending upon the situation and the requirement. In hotel industry, autocratic type of leadership is very common. Therefore, there is high level of dissatisfaction and turnover rates among the employees in the organizations. Employee performance According to Shields, et al., (2015), employee performance is a multi dimensional construct of achieving the organizational goals, which means that it has strong link to strategy. Employee performance can be defined as the effective of the execution of the activities in the job role of an employee. Anitha, (2014) states, that the value of the behavioral episodes of the employees to the organization is known as employee performance. Employee performance is one of the essential components for the organization as the sustainability and success of the organization rests upon it. Especially in the hotel, industry where the whole industry is dependent on the quality of the service provided to the customers. The employees have a regular interaction with their clients, which means that they will have to provide their best performance, but it is quite difficult to reproduce the level of service one is providing to the consumers, as service is intangible in nature. Therefore, assessing employe e performance on regular interval is essential for improving the performance level of employees. In case of casual employees, performance level does not matter as they have other priories that rank higher than their job performance. Employee performance Theory As stated by Shields et al., (2015), Hertzberg and Maslow have focused on internal needs of the employees but on the other hand, Vroom Expectancy theory distinguishes between effort, outcomes and performance. According to the expectancy theory, the employee decisions are based on their desire to minimize pain and maximize pleasure. The performances of the employees are affected by factors such as skills, abilities, personalities, abilities and knowledge. The variables taken into account in this theory are instrumentality, valence and expectancy. Expectancy is the conviction that increases in the performance is directly proportional to the increase in efforts. Therefore, essential factors such as skills, resources and support is necessary for improving the performance of the employees (Malik, Butt Choi, 2015). Instrumentality states that the nature of the effort will determine the outcome. Valence states the level of importance a persona gives to the outcome, Suppose if the person is heavily motivated by money, extra time off will have less effect on that person. Perception is crucial in expectancy theory as even though the employer may think that it work on all the employees but there will many employees unaffected by the policies implemented to improve employee performance. Therefore, these theory expects the employers to take the individual needs of the employees into account if they want to improve the level of performance of the whole workforce. Factors affecting employee performance The different factors affecting employee performance are leadership, coaching, empowerment, motivation, participation and organizational culture. As opined Guan Frenkel, (2017), leadership is an aspect, which will influence all the organizational processes, and in this context, it is seen that leadership will have an impact on job satisfaction and employee performance as they are heavily linked with other. Leadership Leadership is essential for influencing the workforce to perform at their fullest capabilities. As the employees in the hotel sector are constantly dealing with clients, an effective leader is needed to motivate the employees at all times (R?ducan R?ducan, 2014). The behavior and attitude of a leader will determine the ways of dealing with their subordinates. The organization have the option of handling their employees in a different ways, some prefer to motivate them while other pressurize them to perform. Coaching Coaching is an important component of improving employee performance as two way communication is needed for understanding the needs of the employees and helping them to overcome their liabilities effectively (Garvey, Garvey, Stokes, Megginson, 2017). The workforces in modern organizations are diverse, having different needs so it is essential for the managers to understand their issues and mitigate them to improve their level of performance. Coaching enables the employees to overcome the barriers they are facing at an organizational level so that they can maximize their level of output. Empowerment and participation Empowerment deals with process of providing employees with power of making decisions and be responsible for the results. Therefore, providing the employees with proper training so they are able to use the authority given to them in effective way is another way of addressing empowerment. Moreover, it is essential to provide the employees with some degree of power so that they can grow at an organization level. Therefore, by providing the employees the opportunity of choosing their won way of proceeding with the task there is a level of boost in their morale that will have definite affect their level of performance. As stated by (Lamm, Tosti-Kharas King, 2015), empowerment has been studied by many researchers that claim that empowerment ash the potential of enhancing task commitment, organizational performance, innovation, job satisfaction, learning, job responsibilities and improvement in organizational culture. It is seen that in most of the industries the empowerment initiatives ha ve been applied in some way or the other. However, the same cannot be said about the hotel industry where the use of empowerment has been minimum. According to (Li, Chiaburu Kirkman, 2017), empowerment is the most effective way of increasing employee motivation, commitment and satisfaction. Moreover, by sharing the power of decision making with the employees, the organization will have the time and resources to focus on the strategic decisions. This increases the level of participation of the employees within the organization decision making. This will enable them to discuss the issues freely with management so that an effective business model could be developed. Motivation As stated by Pinder, (2014), motivation is the most effective way of improving the level of performance of the employees. The different motivational theories suggest the fulfilling the needs of the employees will increase their level of motivation that will in turn increase their job performance. However, as most of the motivational theories have been formulated a long time ago, those factors needs may not hold true for most of the employees. However, it is necessary to identify the needs of the employees depending upon their diversity so that they can be motivated to perform at their full potential. Organizational culture Organizational culture is the behavior and values set by the employees, which can be used as a tool for fulfilling the organizational goals. The values, behavior and beliefs of the employees will be diverse in modern organizations, as it will consist of employees with diverse culture background. According to (Alvesson Sveningsson, 2015), developing string organizational culture is important for achieving the long-term and short term goals of the organizations. This increases the level of flexibility within the organization by providing them with the capability of adapting to different market situations. Relationship between Job Satisfaction and employee Performance Job satisfaction is a key reason any employee is joining any organization. The performance of the employees is completely dependent on the factor of satisfaction with their job. Job satisfaction provides enough amount of motivation to the Employees and apart from that there are some elements that are crucial in providing job satisfaction to the Employees. job satisfaction can be considered a positive vibe that has the ability of extracting excellent performances from the employees working in any organization (Fu Deshpande, 2014). Thus, it can be easily said that job satisfaction is the backbone of any organization. Employee performance enhancement requires the creation of a positive environment within the organization, which can ultimately lead to complete job satisfaction of the employees. Creation of this environment can include different elements like rewards, incentives, motivation and so on, which can ultimately lead and contribute to better employee performance within the orga nization. Ultimately, a satisfied employee will prompt a satisfied client. at the end of the day it is the employees who take forward the organization. Better job satisfaction can lead to better productivity; reduce turnover, improved attendance, reduced unionization and mischances. Therefore, a happy worker is a productive worker, Literature gap This literature review is based on the findings of the data gathered from the secondary sources and has not been compared with primary data so an important dimension of the study is missing. Most of the literatures have not been able to define the measuring parameters of job satisfaction and employee performance. However, this literature is only applicable to the hotel industry and casual employees in the organization. Conclusion Thus, it can be concluded, job satisfaction is essential for improving employee performance and different factors of job satisfaction may have both positive and negative influence. However, it can be said there is positive correlation between job satisfaction and employee performance, which means the increase in effectiveness of job satisfaction, will increase the performance of the casual employees. References Alvesson, M., Sveningsson, S. (2015).Changing organizational culture: Cultural change work in progress. Routledge. Anitha, J. (2014). Determinants of employee engagement and their impact on employee performance.International journal of productivity and performance management,63(3), 308. Bal, P. M., De Lange, A. H. (2015). From flexibility human resource management to employee engagement and perceived job performance across the lifespan: A multisample study.Journal of Occupational and Organizational Psychology,88(1), 126-154. Cascio, W. (2018).Managing human resources. McGraw-Hill Education. Fernandez, S., Moldogaziev, T. (2015). Employee empowerment and job satisfaction in the US Federal Bureaucracy: A self-determination theory perspective.The American review of public administration,45(4), 375-401. Fu, W., Deshpande, S. P. (2014). The impact of caring climate, job satisfaction, and organizational commitment on job performance of employees in a Chinas insurance company.Journal of Business Ethics,124(2), 339-349. Garvey, B., Garvey, R., Stokes, P., Megginson, D. (2017).Coaching and mentoring: Theory and practice. Sage. Guan, X., Frenkel, S. J. (2017, January). How HR Practice, Work Engagement and Job Crafting Influence Employee Performance. InAcademy of Management Proceedings(Vol. 2017, No. 1, p. 10547). Academy of Management. Huang, Y. H., Lee, J., McFadden, A. C., Murphy, L. A., Robertson, M. M., Cheung, J. H., Zohar, D. (2016). Beyond safety outcomes: An investigation of the impact of safety climate on job satisfaction, employee engagement and turnover using social exchange theory as the theoretical framework.Applied ergonomics,55, 248-257. Imran, A., Ahmad, S., Nisar, Q. A., Ahmad, U. (2014). Exploring relationship among rewards, recognition and employees job satisfaction: A descriptive study on libraries in Pakistan.Middle-East Journal of Scientific Research,21(9), 1533-1540. Khamisa, N., Oldenburg, B., Peltzer, K., Ilic, D. (2015). Work related stress, burnout, job satisfaction and general health of nurses.International journal of environmental research and public health,12(1), 652-666. Kryger, T. (2015).Casual employment in Australia: A quick guide. Parliamentary Library. Lamm, E., Tosti-Kharas, J., King, C. E. (2015). Empowering employee sustainability: Perceived organizational support toward the environment.Journal of Business Ethics,128(1), 207-220. Leroy, H., Anseel, F., Gardner, W. L., Sels, L. (2015). Authentic leadership, authentic followership, basic need satisfaction, and work role performance: A cross-level study.Journal of Management,41(6), 1677-1697 Li, N., Chiaburu, D. S., Kirkman, B. L. (2017). Cross-level influences of empowering leadership on citizenship behavior: Organizational support climate as a double-edged sword.Journal of Management,43(4), 1076-1102. Lu, L., Lu, A. C. C., Gursoy, D., Neale, N. R. (2016). Work engagement, job satisfaction, and turnover intentions: A comparison between supervisors and line-level employees.International Journal of Contemporary Hospitality Management,28(4), 737-761. Malik, M. A. R., Butt, A. N., Choi, J. N. (2015). Rewards and employee creative performance: Moderating effects of creative self?efficacy, reward importance, and locus of control.Journal of Organizational Behavior,36(1), 59-74. Miner, J. B. (2015).Organizational behavior 1: Essential theories of motivation and leadership. Routledge. Murphy, K. R., Cleveland, J. N., Hanscom, M. E. (2018).Performance Appraisal and Management. SAGE Publications. Ozguner, Z., Ozguner, M. (2014). A managerial point of view on the relationship between of Maslow's hierarchy of needs and Herzberg's dual factor theory.International Journal of Business and Social Science,5(7). Pinder, C. C. (2014).Work motivation in organizational behavior. Psychology Press. Purpora, C., Blegen, M. A. (2015). Job satisfaction and horizontal violence in hospital staff registered nurses: the mediating role of peer relationships.Journal of clinical nursing,24(15-16), 2286-2294. R?ducan, R., R?ducan, R. (2014). Leadership and management.Procedia-Social and Behavioral Sciences,149, 808-812. Shields, J., Brown, M., Kaine, S., Dolle-Samuel, C., North-Samardzic, A., McLean, P., ... Plimmer, G. (2015).Managing Employee Performance Reward: Concepts, Practices, Strategies. Cambridge University Press. Shields, J., Brown, M., Kaine, S., Dolle-Samuel, C., North-Samardzic, A., McLean, P., ... 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Tianamen Square Essays - Language, Communication Design, Writer

Tianamen Square Tiananmen Square is where thousands of Chinese people gathered to try to overthrow the Chinese government. Every writer there witnessed and viewed this event in his or her own way. The writers different versions contradicted so much the audience had every reason to be confused over what really happened. The goal of these writers was to persuade the audience to see this event the way the writer saw it. This event in history can show readers how one event that happened only one way, can be told in many different ways. The Beijing Review interviewed a Chinese Military Official, naturally his story will favor the Chinese government. The leaders of the revolt were referred to as bad people; these bad people were accused of influencing the students and viewers to shamefully overthrow the government. This official also said that their losses were great because of the good mingling with the bad, this caused a mass state of confusion resulting in personal loss. He then made it look like the government assault on the people was necessary, and this showed the integrity of the people's army. A writer for the New York Times wrote from a neutral perspective. This writer didn't take a side or judge either group. The writer just gave a story from what he or she eye witnessed. This version was descriptive and filled with facts. The writer also explains why the revolt was taking place. Compare Contrast 2 The Military Official sided with the government, and the New York Times Writer was neutral. The Official labeled people the Times writer did not. The Official used his opinions in his version. The Times writer used facts to demonstrate his or her eye witnessed account. Both writers wrote about things they saw during the event to prove a point, like when the tank drivers were forced from safety by fire then beaten when they would evacuate. After all the versions were viewed the audience couldn't help but be confused over this event. Every different writer told the story of this event his or her way. Some of the writers took sides others stayed neutral. Reading different versions of a story can confuse the reader and misguide him of her from the truth. The reader must always realize what he or she is reading can be misleading.