The Impact Of Media Coverage On Public Perception

Natida Nivasnanda Taking A Position Essay In Beirut, amongst a crowded marketplace, two ISIS supporters detonated themselves in order to massacre as many men, women, and children of all faiths (Miller, 2015). In Lahore, seventy people were killed â€Å"in a massive suicide bombing targeting Pakistani Christians† (Jazeera, 2016). In Kabul, bombs strapped to two Taliban crusaders exploded, killing at least twenty-four people including senior security officials from the nearby Defense Ministry (Mashal Sukhanyar, 2016). These horrendous incidents are only the tip of the iceberg when it comes to the occurrences that unfold in the Middle East: all extremely tragic events, all terrorist attacks, all receiving little to zero coverage through Western media. Media coverage impacts public perception, it influences the how people â€Å"learn, understand, and think about an issue† (Powell, 2011). At the University of Illinois-Urbana Champaign, students consume Western media in all types of foru ms. But exposure of angled content can create a very specific viewpoint on a global issue that requires perspectives from all sides of the subject. University of Illinois-Urbana Champaign students are aware of the obvious partiality in American media, but they lack incentive to seek stories of Terrorism in the Middle East because there is an insufficient amount available, overshadowed by the convenient Western media. U.S. media needs to â€Å"reestablish its journalistic practice in social conflictShow MoreRelatedThe Impact Of Media Coverage On The Public Perception Of Missing Children916 Words   |  4 Pagesactual number of children missing is alarming and yet unknown. Influences on the public perception The writer of this chapter pinpointed the views of the world in a great way. There are many influences on the public perception of missing children. During the reading, it was noted that media coverage has a significant impact on society’s point of view. 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Following the rise of the Islamic State in 2014, acts of terror perpetrated by the would-be caliphate have headlined global news cycles, rife with displays of atrocity and a deadly ambition to create a country ruled by extremist ideals. However, in the broader context of history, what will have the most significant effect on cultural memory is not the fact that these terrorists and ideologues attempted to form a stateRead MoreWar Againsts Iraq: The Media, Its Portrayal of the War and the Effect of Its Perspective1374 Words   |  6 Pagesweapons. All the US justification and the entire war have been highly criticized on many fronts. The media has taken the lead on shaping public opinion on both sides of the war, that is, the US or rather North America and the Middle East. It is a fact that citizens get to understand an issue such as the Iraq war through the perspective of the media (Al-Rawi, 2013). 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Critical Essay on “Annals of Labor Nobodies” Free Essays

John Bowe’s â€Å"Annals of Labor Nobodies† is a very ugly article describing the virtual slavery of agricultural workers. Reminiscent of public attitude toward and awareness of domestic abuse and pedophilia in most of the Twentieth Century, modern slavery is buried deep in a cesspool of ignorance, apathy and denial. Those at the â€Å"top of the heap† are protected by â€Å"buffer layers† and deniability. We will write a custom essay sample on Critical Essay on â€Å"Annals of Labor Nobodies† or any similar topic only for you Order Now Fear and brutality are tools employed to maintain the silence. Resources and alternatives for victims are scarce or nonexistent. These are among the themes presented by Boles in his review of dirty secret of one of America’s largest industries, fresh produce production; while he presents a little hope, the situation will continue to exist. South Florida is one of the nation’s greatest citrus and tomato production areas and â€Å"ground zero for modern slavery† (Bowe, 3). Bowe describes the plight of the undocumented Mexican and Central American workers from the time of departure from their homes to their arrival in South Florida. It is a story of an â€Å"opportunity† to terrific homeland poverty which can be worse than what they left. Workers are conned and exploited throughout their journey, paying exorbitant sums to every one in the vicious chain. They are so impoverished and terrified that slave labor is their only option. As a Border Patrol agent remarked â€Å"They’re controllable. There’s no escape† (s). There has been a great deal of consolidation of the produce farms as well as their huge customers. There are many familiar names in the food chain: ConAgra, Cargill, Tropicana, Minute Maid, Coke, Pepsi and Taco Bell. All claim a â€Å"hands off† to the issue of slave labor picking their tomatoes and oranges. The industry has long enjoyed special status exempting it from many labor laws, including overtime pay, workers’ compensation and the right to organize. Unfortunately although the price of the produce may increase, the price of labor decreases due to the large pool of workers coming from Mexico and Central America. In 2000 the Trafficking Victims Act was made into law; unfortunately the usual congressional deal-making resulted in exempting everyone except the labor contractors from fines and imprisonment. The cases are difficult to make. Victims and witnesses are too terrified to testify. Even if they were willing and able to testify their migratory work patterns make them difficult to find. As usual the blanket of â€Å"limited resources† in law enforcement as well as state and federal prosecution offices is used but not believed. Paraphrasing one anonymous laborer, they and their plight is virtually invisible to the outside world. Slow change is coming about and with it a shred of hope for those enslaved. Legal and social service agencies are starting to reach this dark world, and loose coalitions of workers are growing. According to one former tomato picker â€Å"change won’t come from Washington or from the lawyers. It will come from people in the field. If you change people’s consciousness, the people themselves will take care of it† (6).   He is right, of course, and the hope is if change won’t come from Washington and the lawyers, at least they will be an ally and not an impediment. After the sentencing of convicted human traffickers the federal trial judge mentioned to the U.S. Attorneys prosecuting the case that they should not exhaust the â€Å"limited resources† prosecuting low-level thugs and enforcers. The judge, likely mindful of the powerful federal conspiracy laws, stated â€Å"others at a higher level of the fruit picking industry seem complicit in one way or another with how these activities occur† (11). References Bowe, John. â€Å"Annals of Labor Nobodies†. April 21, 2003.       How to cite Critical Essay on â€Å"Annals of Labor Nobodies†, Essay examples

Motivational Theories Related Employee

Question: Discuss about the Motivational Theories Related Employee. Answer: Introduction: In this paper, we discuss the different theories which are developed to create workplace motivation in the employees and critically evaluate these theories. In this we also discuss how these theories are applicable at workplace to improve the engagement of employees at workplace. There are large numbers of members who agree that this era demands more efficient and productive employees as compared to other times. It is necessary for businesses to survive that they increase their performance in efficient way. Managers are facing different challenges to make their company successful and put the company ahead from their competitors. The most difficult challenge for manager is to get work done through employees. It is the job of the manager that he gets the things done efficiently through employees. The best way to do this is motivate the employee and get best out of him (Thin, 2011). Employee motivation is the concept which aims to motivate the employees in pursuing his task or goals. It helps the manager to get the things done from employees in effective and efficient way. There is an old saying that owner can take the horse to the water but he cannot force the horse to drink the water, and same thing happen with the people. Nature of human is simple and as well as complex, they do what they want to do or otherwise motivated to do. Motivation increases the engagement of employees in workplace, and helps them in achieving their task. There are number of theories which are used by managers to create and increase motivation in their employees (ACCEL, n.d.; Heathfield, 2016). MARS model is the model which evaluates individual behavior and includes four factors which affect individual behavior that is Motivation, Ability, role and perceptions, and situational factors. Motivation is the internal force which result in changes of individual behavior and make his performance more effective. This process is continuous in nature and this factor sustained due to behavior of individual and factors of organization. Therefore, it is necessary for managers that they ensure that employees in the organization are satisfied and happy which result in effective performance and increasing productivity (Tutorials point, n.d.). Motivation is described in two types of forces that are intrinsic motivation and extrinsic motivation. Intrinsic motivation is described as that feeling of satisfaction which was achieved when there is needs related to self actualization are fulfilled, and this type of motivation is not related to financial rewards. For example employees of the organization feel motivated when they get appraisal from their employer for good work or get promotion. Employees also feel motivated when their opinion or advices are followed by senior management (Cherry, 2016). Extrinsic motivation includes external factors which are mainly related to financial rewards such as higher pay, fringe benefits, scheme related to profits and any other type of financial benefits. These factors are work well in motivating employees to work well and do desirable behavior in the organization. In this it is clear that financial benefits are the most powerful motivator which can be used by organization because from this source many other desires are fulfilled (Cherry, 2016). Motivation represent those forces which are under the individual and affect the direction of that individual, intensity of that individual, and also persistency of the behavior of that individual. In this direction means a way in which individual engage its effort, and in this individual has completely free choice that where they are putting their effort. They are completely of where they are putting their effort and what they are trying to achieve. This force of motivation not random instead they are goal directed . The next element of motivation is intensity which stated the amount of effort an individual putting to achieve his goal. It is defined as how much an individual pushed himself to achieve that task. For example employer gives similar task to two employees and both are motivated to complete that task few hours before the deadline, but only one employee put enough efforts to accomplish that task before the deadline and achieve his goal. The third and the last force is persistency that is an individual continues his effort to achieve his goal for particular time. In other words whether individual continuous his effort till he achieve his goal or give up before achieving the target. It is important to note motivation is not the actual behavior of an individual but it exists within the individual. Therefore, we can say that above mention forces are the reasons which help us in achieving our goal (E-books, n.d.). Employee engagement is an approach which is considered in workplace and lead to right condition in an organization so that employees can give their best to the organization, and fulfill all their goals in organization and values. This approach mainly focuses on efficiency of employees so that they can contribute in the success of an organization together. Engagement of employees is based on trust, integrity, and commitment of employees for organization and how organization is committed towards employees. These approaches increase the productivity and growth of business and also increase the chances of success (custom insight, n.d. ; Reilly, 2014). Business organizations in which employees are not motivated face number of problems such as low production and high rates of turnover. There are many theories which stated the procedures to motivate the employees, and also give suggestions to increase the motivation at workplace (Zeiger, n.d.). Here we explain these theories and critically evaluate the applicability of these theories. Some of the theories are explained below: Maslow hierarchy of needs theory Abraham Maslow said that motivation is based on the hierarchy of needs of people in which they cannot move to the next level of need without satisfying the previous need. This theory stated that peoples have pyramid hierarchy of needs, and they satisfied these needs from bottom level to top level. The hierarchy of needs defined by Maslow covers the needs which are belonged to the social circle which pursue the talent through self-actualization. Maslow further stated that unfulfilled needs at lower level restrict the employees to move to the next level. The needs in this theory is divided into two categories that is deficiency needs that is physiological and safety and growth needs that is belonging, self-esteem and self-actualization (McLeod, 2016; Your coach, n.d.). Maslow divided the employees need into five categories which started with basic and physical needs and goes towards needs of personal growth and career development. Some of these needs are not expensive and easy to fulfill while some are hard and costly to meet. Needs of employees are not same and they changed according to time and employee to employee. Hierarchy of needs specified by Maslow is Physiological needs such as cafeterias, vending machines and availability of drinking water. Second level is security and safety needs such as wages and salaries, medical benefits, resolve problems, rest periods, working conditions. Third level defines belongings such as encouraging social interactions, team spirits, social activities. Fourth level state self esteem needs and in last there is self-actualization needs (Chand, n.d.). If these needs of employees are not meet at any level of hierarchy then this will affect the professional lives of employees, and this will cause the employees to fulfill their needs on their own level for example finding new job which will provide better opportunities (Learning theories, n.d.). There are some limitations of this theory which are described here such as this theory is very simplified and Maslow develops his theory only on the basis of human needs, and he does not consider the relationship between human behavior and his needs. It is necessary that theory also give emphasis to expectations, experience and perception. Needs of humans are not similar and there are number of employees who are satisfied by fulfilling their physiological needs and security of employment. Therefore, pattern described in this theory is not suitable for all individuals in the organization. This theory is not suitable for the present era because now desires of individuals are not limited and there are number of needs which are not satisfied by following this theory. This theory is accepted by large number of organizations but this theory is untested and contains more philosophical facts than scientific (Net MBA, n.d.; Akrani, 2010). Applicability of this theory at workplace: Chip Conley is the founder of the Joie de Vivre hotel chain and also Head of Hospitality at Airbnb, used Maslow theory to make transformations in his business. Chip stated that number of mangers face problem at the last level of pyramid needs that is self actualization compared to lower level of need. Conley help his employees in understanding the importance of their roles. They conduct an exercise in which question was asked from eight housekeepers that if someone came down from mars and saw you working as housekeepers, then what they will call you. Answers given by housekeepers were quite surprising as they said The Serenity Sisters, The Clutter Busters, and The Peace of Mind Police. These answers show that housekeepers think that they were doing more important than cleaning the room. They were providing security and safety to the guest who are away from their homes and also make them feel comfortable. Through this exercise they realize the importance of their work and their roles in the company, and also understand the value they are adding up in the organization which results in more motivated teams. From the above example it is clear that if employer wants best from his employees then he must help them in other aspects of their life also which are not related to work. There are many ways to support them outside the work such as provide them extra time so which they can spend with their families and pay them fair pay which make them financially stable (Panay, n.d.). Hertzbergs Two-Factor Theory Yhis theory was introduced in 1950 by psychologist Frederick Herzberg, and also known as dual-factor theory or motivation-hygiene theory. This theory is developed after analyzing the 200 responses from accountants and engineers who were questioned about the positive and negative feeling related to their work. Herzberg found two factors that impact the motivation level of employees and also their satisfaction level. These are the two factors on which Herzberg theory is based that are motivational factor and hygiene factor (Msg, n.d.; Nivens, n.d.). Motivator factor stated those factors which result in satisfied and motivated employees to work harder, and this includes employees are enjoying their work, feeling recognized and progress in their career. These factors are also known as intrinsic motivators which give importance to the emotional needs of the employees instead of tangible needs. These needs are similar from the high level of needs identified by the Maslow in his theory and relatedness and growth categories in ERG theory. Second factor is hygiene factor which include those factors which are very important for employees to work efficiently and if these factors are not present then it will result in dissatisfaction and lack of motivation. For example unfair salary, policies of companies related to employees, and relations of employees with manager and other employees. Hygiene factors are also known as extrinsic motivators, and these factors represent the basic needs of employees which are similar to the needs identified by McClelland's in his ERG Theory that is existence category or in the Maslow theory under lower level of pyramid. This theory stated that both these factors impact the motivation and both these factors work independently from each other. There is one difference between these two factors that is absence of motivation factors does not result in dissatisfaction in employees but absence of hygiene factors cause dissatisfaction in employees (Hezberg, n.d. ; Net MBA, n.d.). There are number of limitations in this theory such as this theory is not appropriate for the managers where low motivation is concerned for the employees of the organization. In this those employees are included who dont have hierarchy of needs. For example employees who are not educated are happy with fulfillment of hygiene needs, and they are not interested in any kind of self actualization. If managers applied the theory on such employees without identifying their needs then this theory can be backfired. Instead of getting motivated these employees would only get overwhelmed by the work, and there is chances that they are not satisfied even manager fulfill their basic needs. Herzberg stated that employees get motivated from money, and money work as the best motivator. Money is a hygiene factor which motivates large number of employees. This motivator helps the employees to work harder but in return they are expected high salary and other monetary gains. This theory is parallel to the theory of Maslow which makes this theory easier to apply in the organization. However, questions marks are put on this theory on the basis of Methodology. This theory is applicable by managers to motivate their employees in the organization by identifying the hygiene and motivation factors, but it is not necessary that every individual accept this method because needs of individual are different (Yew Manap, 2012). Applicability of this theory at workplace: It is necessary for manager that he focuses on both factors that is motivator factor and hygiene factors because both factors are important in their own way. Manger must help their employees in motivating them and also ensure that they are appreciated for their good work and get support from employer. Give feedback to the employees on their work and make them understand their value in the company, and how they can grow through the company. Manger can take many steps which prevent the feeling of job dissatisfaction among their employees by ensure that working conditions at workplace are good and employees get fair pay, and managers are making supportive relations with their teams. Employers must understand that all the employees are different and one motivational factor work on one employee might not work on other employee. Therefore, employers must treat them individually. Managers must identify the issues which cause dissatisfaction among their employees and resolve them by satisfying the hygiene needs of employees (Future of working, 2014; Amoako, 2011). Abovementioned theories are very similar to each other as both re serving the same concept that is motivation of employees and get best out of them by fulfilling the needs of employees. These two theories are very similar but they have some differences also that are Maslow basically focus on human needs and categorize them and ignore the areas of emotions and other feelings whereas Herzberg concentrate on physiological and concrete things which are necessary to produce motivation (Ossa, 2010). Conclusion- In this we discuss the Employee engagement is an approach which is considered in workplace and lead to right condition in an organization so that employees can give their best to the organization, and fulfill all their goals in organization and values. Motivation increases the engagement of employees in workplace, and helps them in achieving their task. In this we also state comparison between the individual behavior with MARS model and also stated the three forces of motivation that is direction, integrity and persistency. Later we discuss two theories to motivate the employees in an organization that is Maslow hierarchy of needs theory which stated that motivation is based on the hierarchy of needs of people in which they cannot move to the next level of need without satisfying the previous need. This theory stated that peoples have pyramid hierarchy of needs, and they satisfied these needs from bottom level to top level and next theory is Hertzbergs Two-Factor Theory and this theory was introduced in 1950 by psychologist Frederick Herzberg, and also known as dual-factor theory or motivation-hygiene theory. This theory is developed after analyzing the 200 responses from accountants and engineers who were questioned about the positive and negative feeling related to their work. Herzberg found two factors that impact the motivation level of employees and also their satisfaction level. At last, we conclude the essay by saying that both theories have limitation of their own and both theories are applicable at workplace according to the circumstances and environment of organization. References: ACCEL. Employee Motivation: Theory and Practice. Retrieved on 21st December 2016 from: https://www.accel-team.com/motivation/. Zeiger, S. Theories on Motivation in Organizations and Management. Retrieved on 21st December 2016 from: https://smallbusiness.chron.com/theories-motivation-organizations-management-25221.html. Ingram, D. Motivation Theories Employee Turnover. Retrieved on 21st December 2016 from: https://smallbusiness.chron.com/motivation-theories-employee-turnover-11785.html. McLeod, S. (2016). Maslow's Hierarchy of Needs. Retrieved on 21st December 2016 from: https://www.simplypsychology.org/maslow.html. Your Coach. Maslow hierarchy of needs theory. Retrieved on 21st December 2016 from: https://www.yourcoach.be/en/employee-motivation-theories/maslow-hierarchy-of-needs-theory.php. Chand, S. Maslows Need Hierarchy Theory of Motivation. Retrieved on 21st December 2016 from: https://www.yourarticlelibrary.com/human-resources/maslows-need-hierarchy-theory-of-motivation/32382/. Sinha, K. D. Maslows Need Hierarchy Theory of Motivation! Retrieved on 21st December 2016 from: https://www.yourarticlelibrary.com/entrepreneurship/motivation-entrepreneurship/maslows-need-hierarchy-theory-of-motivation-explained-with-diagram/40686/. Thin, M. L. (2011). The relationship between MARS model and employees performance at workplace. Retrieved on 21st December 2016 from: https://ir.unimas.my/4225/1/The%20relationship%20between%20mars%20model%20(motivation,%20ability,%20role%20perceptions,%20situational%20factors)%20and%20employees'%20performance%20at%20the%20work%20place.pdf. Panay, M. 5 Psychological Theories of Motivation to Increase Productivity. Retrieved on 21st December 2016 from: https://contactzilla.com/blog/5-psychological-theories-motivation-increase-productivity/. Learning Theories, MASLOWS HIERARCHY OF NEEDS. Retrieved on 21st December 2016 from: https://www.learning-theories.com/maslows-hierarchy-of-needs.html. Net MBA. MASLOWS HIERARCHY OF NEEDS. Retrieved on 21st December 2016 from: https://www.netmba.com/mgmt/ob/motivation/maslow/. Akarani, G. (2010). Maslow's Hierarchy of Needs Theory. Retrieved on 21st December 2016 from: https://kalyan-city.blogspot.in/2010/06/maslow-hierarchy-of-needs-theory-of.html. Heathfield, M. S. (2016). What Is Employee Motivation. Retrieved on 21st December 2016 from: https://www.thebalance.com/what-is-employee-motivation-1918108. Cherry, K. (2016). What is Intrinsic Motivation. Retrieved on 21st December 2016 from: https://www.verywell.com/what-is-intrinsic-motivation-2795385. Cherry, K. (2016). What is Extrinsic Motivation. Retrieved on 21st December 2016 from: https://www.verywell.com/what-is-extrinsic-motivation-2795164. E-books. Individual Behavior, Personality, and Values. Retrieved on 21st December 2016 from: https://ebooks.narotama.ac.id/files/Organizational%20Behavior%20(5th%20Edition)/Chapter%202%20%20%20Individual%20Behavior,%20Personality,%20and%20Values.pdf. Tutorialspoint. Mars Model of Individual Behavior. Retrieved on 21st December 2016 from: https://www.tutorialspoint.com/individual_and_group_behavior/mars_model_individual_behavior.htm. Msg. Herzbergs Two-Factor Theory of Motivation. Retrieved on 21st December 2016 from: https://www.managementstudyguide.com/herzbergs-theory-motivation.htm#. Nivens, S. V. Herzberg's Motivators and Hygiene Factors. Retrieved on 21st December 2016 from: https://www.mindtools.com/pages/article/herzberg-motivators-hygiene-factors.htm. Herzberg, F. Motivation and Hygiene factors. Retrieved on 21st December 2016 from: https://www.valuebasedmanagement.net/methods_herzberg_two_factor_theory.html. Net MBA.Herzberg's Motivators - Hygiene theory. Retrieved on 21st December 2016 from: https://www.netmba.com/mgmt/ob/motivation/herzberg/. Future of Working, (2014). Herzberg Theory of Motivation in the Workplace. Retrieved on 21st December 2016 from: https://futureofworking.com/herzberg-theory-of-motivation-in-the-workplace/. Amoako, K. G. (2011). Application of Frederick Herzbergs Two-Factor theory in assessing and understanding employee motivation at work: a Ghanaian Perspective. European Journal of Business and Management (Online), Vol 3, No.9. Yew, T. L. Manap, A. M. (2012). A critical assessment of Herzbergs theory of motivation. Retrieved on 21st December 2016 from: https://www.theborneopost.com/2012/10/23/a-critical-assessment-of-herzbergs-theory-of-motivation/. Reilly, R. (2014). Five Ways to Improve Employee Engagement Now. Retrieved on 21st December 2016 from: https://www.gallup.com/businessjournal/166667/five-ways-improve-employee-engagement.aspx. Custom insight. What is Employee Engagement. Retrieved on 21st December 2016 from: https://www.custominsight.com/employee-engagement-survey/what-is-employee-engagement.asp. Leadership central.com. Two Factor Theory. Retrieved on 21st December 2016 from: https://www.leadership-central.com/two-factor-theory.html#axzz4TXyA8mjG. Ossa, P. M. (2010). What are the similarities and differences between the theories of Maslow and Herzberg. Retrieved on 21st December 2016 from: https://www.enotes.com/homework-help/2-what-similarities-differences-between-theories-145987.