How Industrialization is Evaluated in Relation to the Industrial Worker Free Essay Example, 1500 words

In the excerpt a really sensible woman feels her dependence, she does what she can; but she is conscious of inferiority and therefore grateful for support The debate would, therefore, be narrowed down to the power of the woman in the arena of industrialization. Conservatism and liberalism were characterized by the many political developments that occurred during the period when there was numerous eruption of revolution in Europe. Romanticism was the most important of these reflecting in different ways, both conservatism, and liberalism. Romanticism rejected the formalism of the previously dominant classical style and it didn t limit itself to the enlightenment rationalism or the stark realism of everyday life and emphasized emotion and freedom. Some ways of the romanticism might be appealing to conservatives. Metternich reflects the experience of the revolutionary and Napoleonic periods; there are policies that logically flew the attitudes. The conservatives believed in civilizati on, romanticism with no doubt was going to bring about civilization. Quoting from the excerpt Metternich says having now thrown a rapid glance over the first causes of the present state of society, it is necessary to point out in a more particular manner the evil which threatens to deprive it, at one blow, of the real blessings, the fruits of genuine civilization it such thoughts that the conservatives held that they could view and find romanticism very appealing. We will write a custom essay sample on How Industrialization is Evaluated in Relation to the Industrial Worker or any topic specifically for you Only $17.96 $11.86/pageorder now Another reason that the conservatives would find it appealing to romanticism is the fact that conservatives believed that aspects such as religion, morality, legislation, economy, politics, and administration should be assessable to everyone and this is what also what romanticism advocates for. Romanticism just like the conservatives does not advocate that man should be deprived his or her quest to acquire knowledge. Liberals usually believed in progress and were optimistic about their own times and the future. The economists are so enthusiastic about progress. The liberals were the economist and thus they believed and focused on progress. When the economy grows that is progress.

Proper Usage of German Negation Words

This article takes a deeper look at some German negation words. A basic discussion of negation focused on the difference between nicht and kein, when to use nicht  with  sondern and when kein  with  sondern is more appropriate.  Beyond these preliminary concepts, there are more words that express negation in German. Many of these begin with the letter N. Other German Negation Words Beginning With N These words include: ​niemand (pronoun, nobody/no one)nichts (pronoun, nothing)niemals (adv., never)nie (adv., never)nirgendwo (adv., nowhere) You will always find a lot of jokes and play on words with these and other German negation words. Consider the following over-the-top use of negation:   Wenn niemand niemals nirgendswo hingeht, dann kann keiner niemanden treffen, nicht wahr? Keine Sorgen! Dies wird nie geschehen.  Translation: If nobody never goes anywhere, then no one could meet anybody, is that not so? No worries! This will never happen.No worries really, if feeling a little dazed after reading that, because the good news is that these other negation words follow the same rules as other words of their grammatical type, with hardly any exceptions. Word Placement Rules Nichts and Niemand As indefinite pronouns, these words can replace either a subject or object: Niemand hat mich heute gesehen. (Nobody saw me today.)Ich will mit niemanden spielen. (I dont want to play with anybody.)Nichts schmeckt gut. (Nothing tastes good.)Er will nichts essen. (He doesnt want to eat anything.) Niemals, Nie, and Nirgendwo These adverbs can stand alone, be placed before a verb, or be placed at the end of a phrase. Here are some examples: Hast du jemals geraucht? (Have you ever smoked?)Nie. (Never.)Er hat mich nie angerufen. (He never called me.) The word order of this negated sentence allows for a contrasting negation with sondern: Er hat mich nie angerufen, sondern immer besucht. (He never called me, he always visited me.) Otherwise, these negation words are often placed at or near the end of the sentence: Er ruft mich nie an. (He never calls me.)Sie besucht mich niemals. (She never visits me.) To emphasize the negation, the negation adverb can be placed at the front of the sentence: Nie hat er mich angerufen! (Never has he called me!)Nirgendwo ist es sicher! (Nowhere is it safe!) Declination Nichts is an undeclinable pronoun. On the other hand niemand is declinable, but increasingly not declined. According to the Duden, it is now correct to also leave the word niemand undeclined. For example: Er hat heute niemand gesehen. (He saw no one today.)Er hat heute niemanden gesehen. Both ways are acceptable. To those of you who want to hold on to the declination of niemand, here is its declination. Take note that niemand is a singular word that doesn’t have a plural. Nominative: niemandGenitive: niemandesDative: niemandemAccusative: niemanden Additional Grammar Rules and Tips Difference Between Nichts and Nicht Nichts is not the plural of nicht or a declination thereof! They have two separate meanings: Nicht (adv.) - not; nichts (pron.)- nothing. Therefore they can not be interchanged. Nirgendwo You will often hear and read many related words and substitutes for nirgendwo. Likewise, you will also often hear and read opinions over which related words are actually correct. Here’s the breakdown: Substitutes:  nirgends, nirgendswoRelated: nirgendwohin/nirgendhin/nirgendshin, nirgendwoher/nirgendher/nirgendsher. Wrong: Nirgendswohin, nirgendswoher Opposites of Negation Words It is important to know the opposites of German negation words, so as to know how to reply to questions involving such words. Some words such as niemand can have several opposite negation words (jemand  meaning somebody or irgendjemand/ irgendwer meaning anybody) each one changing slightly the meaning of the sentence.   Negation and Affirmative Words Positive Negative Example Time jemals, oft, manchmal,immer nie, niemals Hast du jemals Deutschland besucht? (Have you ever visited Germany?)Ich habe noch nie Deutschland besucht. (Ive never visited Germany.) Place irgendwo nirgendwo Irgendwo in meiner Wohnung, muss mein Reisepass sein. (Somewhere in my apartment, must be my passport.)Ich kann ihn aber nirgendwo finden! (But I cant find it anywhere!) Direction irgendwohin nirgendwohin Gehst du morgen irgendwohin?(Are you going somewhere tomorrow?)Nee, leider gehe ich morgen nirgendwohin. (No, unfortunately, I am not going anywhere tomorrow.) People jemand, irgendjemand, irgendwer Niemand/Keiner Jemand aus meiner Familie wird mich am Bahnhof treffen. (Somebody from my family will meet me at the train station.)Niemand/Keiner wird mich am Bahnhof treffen.(Nobody is going to meet me at the train station.) Non-People etwas, alles nichts Hast du etwas auf dem Flug gegessen? (Did you eat anything on the flight?)Ich habe nichts auf dem Flug gegessen.(I ate nothing on the flight.)

Agenda Setting Free Essays

1. Agenda Setting Theory the creation of what the public thinks is important History and Orientation Agenda setting describes a very powerful influence of the media – the ability to tell us what issues are important. As far back as 1922, the newspaper columnist Walter Lippman was concerned that the media had the power to present images to the public. We will write a custom essay sample on Agenda Setting or any similar topic only for you Order Now McCombs and Shaw investigated presidential campaigns in 1968, 1972 and 1976. In the research done in 1968 they focused on two elements: awareness and information. Investigating the agenda-setting function of the mass media, they attempted to assess the relationship between what voters in one community said were important issues and the actual content of the media messages used during the campaign. McCombs and Shaw concluded that the mass media exerted a significant influence on what voters considered to be the major issues of the campaign. Core Assumptions and Statements Core:  Agenda-setting is the creation of public awareness and concern of salient issues by the news media. Two basis assumptions underlie most research on agenda-setting: (1) the press and the media do not reflect reality; they filter and shape it; (2) media concentration on a few issues and subjects leads the public to perceive those issues as more important than other issues. One of the most critical aspects in the concept of an agenda-setting role of mass communication is the time frame for this phenomenon. In addition, different media have different agenda-setting potential. Agenda-setting theory seems quite appropriate to help us understand the pervasive role of the media (for example on political communication systems). Statement:  Bernard Cohen (1963) stated: â€Å"The press may not be successful much of the time in telling people what to think, but it is stunningly successful in telling its readers what to think about. † Agenda Setting   as   defined in â€Å" Mass Media, Mass Culture† is the process whereby the mass media determine what we think and worry about. Walter Lippmann, a journalist first observed this function, in the 1920’s. Lippmann then pointed out that the media dominates over the creation of pictures in our head, he believed that the public reacts not to actual   events but to the pictures in our head. Therefore the agenda setting   process is used to remodel all the events occurring in our environment,   into   a simpler model before we deal with it. Researchers Maxwell McCombs and Donald Shaw have then followed this concept. McCombs and Shaw as pointed out by Littlejohn have best described the agenda setting function   in their book  Emergence of American Political Issues. In this book the authors point out that there is abundantly collected evidence that editors and broadcasters  Ã‚   play an important part   as they go through their day to day tasks   in deciding and publicizing news. This impact of the mass media- the ability to effect cognitive change among among individuals, to structure their thinking- has been labeled the agenda-setting function of mass communication. Here may lie   the most important effect of mass communication, its ability to mentally order and organize our world for us. In short, the mass media may not be successful in telling us what to think, but they are stunningly successful in telling us what to think about. (McCombs and Shaw, 5) The common assumption of agenda- setting is that the ability of the media to influence the visibility of events in the public mind   has been apart of our culture for almost half a century. Therefore the concept of agenda setting in our society is for the press to selectively choose what we see or hear in the media. 2. Development Communication You must also know that communication is used as an empowerment tool. In other words, communication is used as a tool to facilitate the participation of people in development activities. Knowledge and information are essential for people to successfully respond to the opportunities and challenges of social, economic and technological changes. But to be useful, knowledge and information must be effectively communicated to people. Millions of people in developing countries are excluded from a wide range of information and knowledge, with the rural poor in particular remaining isolated from both traditional media and new information and communication technologies which would improve their life. Here, in ‘development communication’, you see that there are two words- ‘development’ and ‘communication’. By now, you know what communication means. You have also learnt that communication is a message understood or sharing of experience. When we refer to communication, in the context of development, we refer to various types of communication like interpersonal, group and mass communication. Now let’s try and understand the term ‘development’. It is not easy to define this as it depends on the context. Development is about change. It is about changing for the better. It could be about social or economic change for improvement or progress. When we refer to development communication, it is about such communication that can be used for development. It is about using communication to change or improve something. Here we use different types of messages to change the socio-economic condition of people. These messages are designed to transform the behaviour of people or for improving their quality of life. Therefore, development communication can be defined as the use of communication to promote development. Those who write or produce programmes on issues related to development are called development communicators. Role of a development communicator The development communicator plays a very significant role in explaining the development process to the common people in such a way that it finds acceptance. In order to achieve this objective a development communicator: – has to understand the process of development and communication; – should possess knowledge in professional techniques and should know the audience; – prepare and distribute development messages to millions of people in such a way that they are received and understood, accepted and applied. How to cite Agenda Setting, Essay examples

Challenges Facing New South Wales Police Service †Free Samples

Question: Discuss about the Challenges Facing New South Wales Police Service. Answer: Introduction The New South Wales police (NSW) is a government Organization and just like any other organization. In every organization, there are rules and regulations that govern it, and this is not an exemption for the New South Wales police as an organization. Every organization has a management, and it is the mandate or the responsibility of themanagement to take care of the organization for a better outcome.Management is a process of continued and related activities that involve achieving the organization's goals by working with human resource and other organizational resources. The NSW police Service requires bettermanagement or rather an improvedmanagement system to ensure that both the division senior officers, detective officers and the general duty workers work in accordance with the NSW police service, Statement of Values and Code of Conduct and Ethics. The paper will explore the challenges facing the New South Wales Police Service by incorporating a management theory to determine the most effective solutions. Management challenges NSW Police Service has three identifiable management challenges that could easily affect the outcome of the organization as a whole. The first management challenge is; Organizing, this involves putting together the identified activities, ideas, and resources into action to achieve the organizational goals, the activities or tasks should be organized in a way that each individual's outputs contribute to the success of various departments, which in turn endow to success of a branch, and most importantly adds up to the organizations success (Schermerhorn, 2011). According to the reform that was initiated in response to Wood Royal Commission into corruption in NSW Police Service that, the main activity was the use of cross-functional teams and the transference of democratic control mechanisms by dispersing the power that previously dominant divisions and individuals had acquired. This was a great idea for the seniors to call for an open forum to discuss the implemented changes within the NSW Police but it is the seniors mandate to make sure that everyone participates and give out their opinion on how to approach and go about the implemented changes, but, this is contrary to what the seniors are doing, this is different from what is stipulated in their code of conduct and ethics rule number 4 which states treat everyone with respect, courtesy and fairness and 9 which states that not to make improper use of their position or NSW information or resources. The divisional seniors and the detectives take charge and do not give chances or opportunities for the General duty workers to share their opinions for the betterment of the entire organization (Gordon Grant, 2006). The second management challenge is Influencing; this is also called motivating, leading or directing. Influencing requires the managers to motivate the organization members in the direction that helps them achieve the given goal or objective. According to this case study, the divisional seniors misuse their authorities and mandates as seniors to influence or rather to lead their fellow organizational members to the direction that doesnt help it achieve their given goal as a whole. They use their positions and powers to oppress the other team members views and opinion and even use threat for example at one point in the meeting, one detective demands that the other members of his team to fill out forms in a certain manner, adding or Ill throw them back to your faces (Gordon Grant, 2006). This statement alone creates an inferiority complex among other team members, diminishing their morale to contribute positively to the organization. The seniors are also influencing the other officers like the detectives and the team leaders to maintain their hard stands on the other team members and this is clearly seen on how each and every one of them addresses the other team members, and even how they refer to them while addressing them despite knowing their names. This is a management challenge because if they were all given an equal fair hearing and an opportunity to speak out their ideas and opinions it could positively improve things like communication, among them since communication is key to change (Aepli, Ribaux Summerfield, 2011). The third management challenge seen in this case study is coordinating. Coordinating function of leadership is very key because it ensures that all functions of the organization are in order and operating successfully for the betterment of the organization. It is of importance that an organization work together or rather coordinate in order to achieve a particular stipulated goal (Bruijn, Heuvelhof Veld, 2010). Coordinating brings together all members of New South Wales Police Service to work towards getting a common ground on the recently implemented changes within the organization. But in this case, scenario coordinating is not applied anywhere. This is noticeable on how the senior conduct the meeting and how he interrupts the others while they are talking, apart from that there is no protocol on who is to speak after who and the kind of language to be used during the meeting. You find that the meeting is so disorganized in a way that only the senior, the detective and team leader s are talking at random generalizing their ideas to match that of the other team members. They do not give other team members an equal opportunity to share information that could be of benefit to the organization. At the end of the meeting, the seniors make conclusions based on their own their own ideas and contributions and expecting the other members to comply with their final decisions. This kind of management leadership cannot bring about any change. I believe that for change to happen, the voice of the oppressed (meaning the other team members) should be heard as well by being given an opportunity to speak out their thoughts on how changes should be achieved (Teale, 2003). Management Concepts Management is a process and if the New South Wales Police Service can put all the mentioned above challenges into practice then it is definite that the NSW police service will have a great improvement and coming into a common consensus. The discussed challenges namely; organizing, influencing/directing and coordinating all relate to leadership and decision-making concept. This concept explains that management may be referred to the art and science of planning, organizing, influencing human power used to control the constraint and utilize the resources for the benefit of the organization and its members (Mills, 2007) In this case study organizing, influencing and coordinating are portrayed as the major management challenges by the NSW police service, the leadership and decision-making concept should be used to overcome the challenges faced by the NSW police service. For example, organizing as a management challenge goes hand in hand with this concept in that, if the leaders develop th eir organizational structure in a way that everyone is involved and participates in various task force and decision-making process then the ultimate outcome is going to be successful for the good of the organization and the human resource as well (Hannagan Bennett, 2008). The second identified management challenge discussed in the case study was influencing. Influencing relates to the human relation concept in that, management begins with leadership, and the leaders should have good relationships with all members of the organization in order for them to move together as a team. If the leadership has bad relation then definitely this affects the productivity of the organization . Leaders are supposed to act as role models to the other staffs, good human relation influences the other staffs to be more optimistic and aggressive about their job which in turn will enhance the companys productivity (Griffin, 2007). This can only be achieved if the leader understands other members personalities, values, attitudes, and emotions. In this case study, the seniors behave in an unprofessional way and without respect and not recognizing the diversity (Newton, 2011). The way they relate to the other team members is alarming, they do not have respect and courtesy for the other members, for example when they constantly interrupted them whenever they stood to speak and another the second scenario is when the detective does not recognize the rest of the members by their names but instead referring to their team members as they. A good leader should allow for interactions and understand each and every members thoughts and feelings about particular issues being discussed (Hannagan, 2002). The third management challenge discussed in the case study is coordinating. The integration concept involves coordinating, I can imagine of an organization without coordination, where things are done without consultation and involvement of both parties. Such kind of an organization is not likely to do well in achieving its goals and objectives. Integration is a way of pulling material and human resources together towards achieving a common goal (Griffin, 2007). If the leaders do not involve the human resource by working together towards making organizational decisions then it clearly means that their contributions are not needed and that, the leaders have the rights and privileges of making decisions on behalf of the rest. In this case study, you find that the seniors, including detectives and the team leaders, do not mind about other members decisions, they care about protecting their positions and forgetting that they are supposed to involve each and everyone in the development. An d this is expressed in the manner in which the discussion is being carried out shows that the hierarchy of top to bottom is applied. Whereby its only those at the top management are allowed to have the final say (Newstrom, 2015). Management Theory Having studied this case study I am certain that the NSW police service can use a different kind of approach to convey information and to make everyone feel valued. The three discussed management challenges above namely, organizing, influencing and coordinating can be resolved to change the current situation at the NSW police service. Theory x and theory y have been used often to compare two different kinds of management to create a great outcome in the organization. Theory x and theory y believe that the main key to our work and life success is to create a conducive environment where individuals feel appreciated and recognized by their personal difference. This theory acknowledges our difference in terms of wants, needs, values, expectations, and goals. If the NSW police service gets to use theory x and theory y then it means that the perception that the seniors have believed that they have the right to command and dictate what the rest will diminish with time. Our personal theory u sually impacts the motivational approaches we do choose to deal with such differences, such philosophies or attitudes towards others can be mapped to theory x and theory y (Sorensen, 2015). Theory x defines the exact management at the NSW police service, this theory states that the management is authoritarian, repressive, with very tight control to its members. The end result of this kind of management is, there is no development, production is limited and because of the threats, reprimands, suspension, termination, and financial penalties lead to depressed culture. Unlike theory y where there is an opportunity for advancement, responsibility, recognition, financial rewards and praise. This in return will create an environment of fear and managers or senior are viewed with distrust and seen as dictators rather than team leaders or team players (Cardy, 2004). The best theory that can be used to resolve the management challenges at NSW police service is theory y. This theory assumes that some people can be personally self-driven and take responsibilities. The management in theory y believes that authority should be decentralized to team members to ensure that, they have all the available resources required to achieve their organizational goal. This type of management is free and developmental, there is control, achievements and continuous improvement achieved by enabling empowering and giving responsibilities (Jackson, 2000). By using theory y there definitely will be a high level of organization experienced within management because the authority is decentralized down to the employees and it is their responsibility to manage the organization. In this same theory, you find that influencing or rather directing is well demonstrated in the way the management. The fact that the management recognizes the team members and even give them financial rewards for a good job done, shows how influential the management is (Kreitner, 2009). Finally, there is a lot of coordination in theory y and this is evident on how the team members socialize with the top management. The management understands and respects everyone within the organization, hence creating a good working environment for both the management and the team towards achieving their ultimate goal. Conclusion In summary, the challenges experienced in the NSW police service has been discussed in the above paragraphs and the solution on how to curb the management challenges has also been discussed. According to this case study, there is poor management in the NSW police service and this is the main reason as to why all the above-mentioned challenges are experienced. If the seniors can learn how to first deal with the members in a respectful and understanding manner, by making them feel valued and appreciated despite their position in the hierarchy, then this can be the first step to solving the challenges they are experiencing. Communication is the key to organizational achievements, and the seniors at the NSW police service should take this as a challenge, by giving everyone an equal chance to air out their grievances and problems so that they can all feel included and this will create a great impact on the organizations future performance. References Hannagan, T., Bennett, R. 2008.Management: Concepts practices. Harlow, England: Financial Times/Prentice Hall Hannagan, T. 2002.Mastering strategic management. Houndmills, Basingstoke, Hampshire: Palgrave. Davis, K. 1977.Organizational behavior: A book of readings. New York: McGraw-Hill. Newstrom, J. W. 2015.Organizational behavior: Human behavior at work. Sorensen, P. F., Yaeger, T. F. McGregor, D., Cutcher-Gershenfeld, J. 2006.The human side of enterprise.2015.Theory X and theory Y. Mills, A. J. 2007.Organizational behaviour in a global context. Peterborough, Ont: BroadviewPress. Schermerhorn, J. R. 2011.Management. Hoboken, N.J: Wiley. 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Corridors of Power: Critical reflections and alternative viewpoints, inMurray, P., Poole, D., and Jones, G., Contemporary Issues in Management and Organizational Behaviour, 2006, pp 115-116, Melbourne, Thomson. Griffin, R. W. 2007.Fundamentals of management: core concepts and applications. Boston,Mass, Houghton Mifflin.