The Scientific Method Essay Example for Free

The Scientific Method Essay This experiment was performed by using a systematic approach to identify six unknown substances. In the first half of the experiment six unknown substances were observed than measured by determining volume, mass and density. The second half of the experiment the unknown were placed in a test tube and tested for solubility. It was determined that the six tubes contained coffee, potting soil, brown sugar, baby powder, baking soda, and powdered sugar. By the use of the scientific method each unknown subject could be identified. Hypothesis: The contents of unknown samplers are as follows: #1 coffee, #2 potting soil, #3 brown sugar, #4 baby powder, #5 baking soda, #6 powdered sugar. Material List: Digital Scale 50 ml Cylinder Safety Goggles Spatula 6 Test Tubes Magnifier Rubber Stopper Test Tube Rack Marking Pencil Test Tube Cleaning Brush Procedure: The unknown substances were removed from a bag. Next, volume, density, and mass were calculated using small paper boats, a digital scale, and a formula which called to divide the mass by the volume. Then, the texture, shape and appearance of each substance was observed and recorded. Lastly, each substance was tested for solubility in distilled water. Data Table: Calculating Density of Unknown Samples Mass of Unknown Sample (g)Volume (cm)Density (g/cm) Unknown Sampler# 1 = 0.4 1.3 .31 Unknown Sampler#2= 0.5 1.5 .3 Unknown Sampler#3=0.5 1.5 .3 Unknown Sampler#4=0.8 1.3 .61 Unknown Sampler#5=0.6 1.5 .4 Unknown Sampler#5=0.6 1.3 .46 Discussion Based off of observations of color, shape, and texture and smell hypothesis is accurate and correct for unknown samples 1-6. In conclusion based off of color, smell, and texture the hypothesis for unknown substances 1-4 are correct, but based off of these same observations substances 5 and 6 are questionable. Questions: 1. Which of the six measures in the experiment yielded quantitative data? What specifically about the measures was quantitative? Quantitative data is data that can be measured numerically, out of the six measures in the experiment volume, mass, and density would be considered quantitative since these measures can be measured numerically unlike any other from the experiment. 2. Which unknowns are you confident that you correctly identified? What specific test was crucial in confidence? I am confident that I have correctly identified unknown substances 1-4 based off of color,  texture, smell and solubility these measures were crucial in my confidence of my hypothesis. 3. One of the most important and unique steps in the scientific method is the ability to create a new hypothesis if your results do not support your original ideas. What areas in your life, other than in science class, do you think this type of step would be helpful? I am a mother and frequently find myself in the kitchen cooking and trying out new recipes that taste good but are still nutritious (children can be very picky) I would say in terms of a new recipe that I am trying- If my idea is that my children would like to try something new I would test it out by serving it to them, and in the case that my children do not like it I would try again maybe add some ingredients or take something out in hopes that the end result would be for my kids to enjoy the meal while getting all of the nutrition that kids need. 4. What additional test could you perform to assist in the identification of these unknown samples? Melting, boiling, or even chemical test may be performed. 5. Which of the seven tests performed was the most challenging? The most challenging test for me was the shape test, I found this most difficult because although I had the magnifier I still had trouble distinguishing what it was that I actually saw as I was examining each substance, however once I examined each substance individually I compared what I saw and could most definitely see the difference between large and small particles.

Orwells Newspeak And Influence On Modern Days

Orwells Newspeak And Influence On Modern Days After the experience of two World Wars and Cold War, George Orwell realized the danger of imperialism and of misled communism/socialism, and then he decided to warn the feasibility of totalitarianism. In addition, he observed the language manipulation from his contemporary period, and he dissolved the language corruption as a tool of totalitarian regime, used for thought control. Orwell changed the feature of Newspeak in real world especially during the wartimes because the setting of the novel is more extreme than the situation of present. As Orwells prediction on the emergence of totalitarianism and of Newspeak, there are lots of linguistic phenomena around us. The realization of Newspeak in Nineteen Eighty-Four implies the continuous existence of language manipulation in the future in the evolved ways. Keywords: George Orwell Nineteen Eighty-Four Newspeak Introduction of George Orwell Eric Arthur Blair, whose pen name is George Orwell, was born in India. After graduation, he worked as the Indian Imperial Police in Burma for five years. Under the combination of the experience in Burma and the influence of his father, who served the British Empire as well, he had developed a strong hatred toward Imperialism. After the service as Imperial Police, he returned to England and experienced the life in slums. Based on his personal experience, he started to dislike all kinds of authorities. Then he joined the Spanish Civil War, and there he found the ugliness of authorities. The greatness of George Orwell is that he dissolves every idea and experience in his works: he expresses a satire on Russia under Stalin in one of his master piece, Animal Farm; he depicts the danger and the feasibility of totalitarian regime in another representative work, Nineteen Eighty-Four. For these reasons, George Orwell remains still around us as a great writer. Introduction of Nineteen Eighty-four The setting of this story is an imaginary world divided into three superpower countries: Oceania, Eurasia and Eastasia. These three countries are always in the situation of the confrontation against each other. Among these countries, Orwell especially picked out Oceania that resembles the contemporary Britain as a setting of the story in order to make readers concentrate on the story by feeling the sympathy, which is caused by the similar background. Oceania is a country ruled by one party, whose name is uncertain and is just described as the Party in the book. At the top of this country, there is a man called as Big Brother, who the people do not know whether he really exists or not, however, the people in Oceania could not doubt his existence, but follow his words blindly. As a result, everything in Oceania goes around Big Brother and the Party, and people always obey their orthodoxy. If there is a person who does not follow the order or rebel against it, he or she will disappear w ithout any traces. The totalitarian character of the Party is also shown very clearly at the beginning of the story. The story starts on a bright cold day in April (Orwell 3), however, it is impossible to observe that special-maybe peculiar weather in England in April. Orwell makes use of this kind of trick to create the disharmony of the background, and finally he intends to deepen the potential uneasiness, which is spread through Oceania. This characteristic society is ruled by four major government agencies: the Ministry of Peace, Ministry of Love, Ministry of Plenty, and the Ministry of Truth. Winston Smith, a protagonist of Nineteen Eighty-Four, constantly fabricates the history and cuts off the past from the present as a worker at the Ministry of Truth. While he is working, he confronts many facts that are against the doctrine of the Party. Then he starts to feel uncomfortable about the existence of the Party, has the hatred toward Big Brother in confidence, and is curious about the social mechanism with its motive so that he starts a diary as an attitude of defiance. One day, at work, Winston meets two important characters, who influenced him a lot: one is Julia, who becomes his lover afterward, and starts an affair, which violates the doctrine of the Party; the other one is OBrien, who is regarded as a sort of his company no matter he is an enemy or an associate and gives Winston the forbidden book written by Em anuel Goldsteinà ¢Ã¢â€š ¬Ã¢â‚¬ ¢the most influential traitor in Oceania. Through the affair, he becomes very glad for a reason that he violates the orthodoxy of the Party-all form of love and loyalty between individuals are prohibited, instead, all of them should be toward Big Brother and the Party; Through reading, he becomes very pleased, for he understands how the society proceeds to corruption. Finally, Julia and Winston are captured and tortured. The purpose of their torture is not to rebuke their insubordination but to re-education them into love Big Brother and the Party without any doubt. After the torture, both of them are broken in spirit so that when they meet on the road by chance, they can not feel the love to each other. On a sunny day in April, Winston feels love for Big Brother and realizes that he is finally cured. By the protagonist, Winston Smith, it is shown that people in Oceania are always watched whenever and wherever they are, and that the Party does not stop doing propaganda and implements several policies in order to brainwash the nations. The totalitarian state, where we watch through Winstons eyes, seems much more horrible than people expect. The author discloses the unrealized facts how danger the totalitarianism is by dramatically exaggerated conditions in the novel. Unfortunately, for a long time, Nineteen Eighty-Four had been misunderstood as an anti-communist novel, as Orwells former publication Animal Farm was regarded as a condemnation against Socialism, which applied the Soviet Union as a model. Yet, in Why I write, which was written before Nineteen Eighty-Four, Orwell confessed that every line of serious work that I have written since 1936 has been written, directly or indirectly, against totalitarianism and for democratic socialism (Orwell 314) In addition, he stated while he experienced imperialism, Hitler, Totalitarianism, and the Spanish Civil War, etc, he found some lies to disclose and some facts to draw attention. From these evidences, it is shown that Orwell wrote this novel under wholly public-spirited (Orwell 316), not only in order to expose the truth that people did not or could not recognize before-for example, the misleading fact of peoples understanding toward Russia under Stalin, or Japan during the warfare, but also in order to give people a warning for potential danger of totalitarian society. Orwell and Newspeak Before analyzing the relationship between Orwell and Newspeak, it should be better to know the behind-the-scenes story of Nineteen Eighty-Fours birth. In wartime, it was very common that almost all of European-not only the left even also the right, did not understand clearly what Socialist exactly is. They confused the meaning of the terms such as Socialism, Communism, and Stalinism, and treated all of them as the same notion. What was worse, they did not notice flaws of so called Socialism, but just drew applause to everything related to it, especially the Soviet Union. On this widespread social phenomenon all around Europe, Orwell became alerted and started to write Nineteen Eighty-Four, which reflected and exaggerated the contemporary socialistic state. Actually to Orwell it was neither a socialistic problem nor a communistic one. To be more precise, the ill polity was totalitarianism, which could cover both political concepts. Consequently, he decided to write the novel based on his experience and understanding about it, in order to disclose the real picture of totalitarianism. From this perspective, the mechanism in the novel reflects on the contemporary situation. Newspeak is no exception to this rule. For this reason, newspeak can not be treated as an invented tool by Orwell in order to express how horrible the totalitarian state is at all, but an already existed and practiced policy in the real world. In the short run, Orwell named the contemporary abused language planning as Newspeak. Furthermore, in the novel he exaggerated its related policy to the extreme degree in order to maximize its function dramatically. Because of extremely exaggerated newspeak, it is easily and clearly found that there are some more reasons of applying newspeak in Nineteen Eighty-Four, except its main purpose-to show the fear of totalitarianism. To begin with, Orwell designed Newspeak to indicate the possibility of deterioration of the English language by external factors, especially politics. In Politics and the English Language, Orwell stated the interrelation between language and peoples activity. He believed if peoples thought becomes degraded, so does the language people used, and its process could reverse. At the same time, he also mentioned the language did not naturally change, but was shaped by peoples own intentions and ways of thinking. From this aspect, it is shown the bad politics intentionally make the language corrupt in order to pollute peoples way of thinking, and even more peoples life style could be led astray. Secondly, as the mentioned above, newspeak is the product of Orwells experience. During the warfare, he observed many linguistic abuses not only by socialistic government but also by the proclaimed democratic/republic governments. Through the intended misusages of language in politics, Orwell purposed to awaken people not to unconsciously be involved in speaking, writing and thinking in the way the rulers guided. The overstated description of newspeak makes Orwells intention much explicitly. The explanation of newspeak both in the story and the appendix is in harmony with other totalitarian devices so that the author not only can emphasize the main purpose of the story but also can express warning to the corruption of English language. Purpose of the Study This paper is mainly about newspeak not only in George Orwells novel, Nineteen Eighty-Four, but also in the real world. First, the study shall be examined the relation between Orwell and Newspeak. After this, based on the premise that language has a political dimension, it will be inquired into the applied example of newspeak from past to present, and be defined how the way of using newspeak has been changed. By this examination, not only how deeply newspeak has infiltrated into our daily life and how it influence peoples way to think in subconscious but also how newspeak is going to develop and apply to real world in the future will be lighted. Literature Review Relationship between Language, Perception, and Politics The reason for the great reputation about Nineteen Eighty-four is Orwell not only expresses a savage and bitter critiques of modern times, a scarring denunciation of our century and some of its corrupt practices and existing institutions, but implies the feasibility of totalitarian state and the feasible execution of its administration tools. As he predicted, the described policies and devices in the novel have gradually filtered into peoples daily life. Therefore, more and more scholars and researchers have begun to take an interest in the totalitarian features remaining around people. Among them the study on Newspeak has taken on renewed importance in recent days. Much interest has been aroused in the relationship between language, human perception, and politics, because Newspeak is based on Sapir-Whorf hypothesis. Unless the hypothesis is not established, Newspeak cannot exist; without newspeak, the danger of totalitarian state could not maximize. Related to the basic concept of Newspeak, the existence and necessity of political correctness language is suggested by taking the example of making a distinction between impairment and disability, which results in granting more convenience to the disabled by drawing others attention to the difference between these two words. As Orwell, the idea that the different use of language changes peoples perception, and that this interaction produces the possibility of the language in political usage is taken a step forward (Jones and Wareing 36). The related idea, which penetrates the core of newspeakà ¢Ã¢â‚¬ Ã¢â€š ¬the interrelationship among language, perception and politicsà ¢Ã¢â€š ¬Ã¢â‚¬ ¢is mentioned by Chomsky and Otero: There is a tenuous relationship, in fact several different kinds. I think myself that theyre exaggerated in importance. There is in the first place the question discussed, for example, by Orwell and by a number of others of how language is abused, tortured, distorted, in a way to enforce ideological goals. A classic example would be the switch in the name of the Pentagon from the War Department to the Defense Department in 1947. As soon as that happened, any thoughtful person should have understood that the United States would be no longer be engaged in defense. In would only be engaged in aggressive war. That was disguise that fact. Terms like the free world and the national interest and so on are mere terms of propaganda. One shouldnt take them seriously for a moment. They are designed, often very consciously, in order to try to block thought and understanding. (Chomsky and Otero 471) Meanwhile, Joseph comprehensively deals with its relations from the analysis on the assumption that the language is created in order to fulfill humans political purpose to various issues related to what language should be spoken, whether the spread of a dominant language can equal to the transformation of power, and to who linguistic right should belong to, etc. With regard to the features of newspeak in Nineteen Eighty-four, he says its features, especially its political purpose, is not limited to the characteristic of totalitarian language, and every using language is employed intentionally in various fields such as commercial, religion, and education, etc. (Joseph 120) Unfortunately, there is no overall agreement as to the interaction among language, perception and politics. Most of people, who refute to study on their interaction, insist language should be studied only as an entity on itself, without any other external factor. To those people, the collapse of Communism in Central Europe in 1989 may give much room for argument, because the people from European communist countries was not indoctrinated in spite of the execution of thought control using language as a tool. However, the example they mentioned can be interpreted like this: the circumstance of European communistic countries was not like the extreme totalitarian state in Oceania. The people in those countries could keep a touch with outside world. On that account, there exist several external factors behind the fall of Communism in Europe, and it can not be evaluated that the collapse of European communist countries is caused only be the fail of Newspeak. Anyway, language is used to expr ess humans thought since its emergence. Then language has been closely connected with humans activities, and at the same time, as humans needs arises, lots of words and expressions have been added and disappeared. As the result of this, human language has included sociological characteristic. In this sense, language possesses great influence on both humans mental and physical activities, and vice versa as the concept of Orwells Newspeak. Evaluation of Newspeak in Nineteen Eighty-four While people agree with the feasibility of totalitarian state, there is a rich diversity of opinion on the degree of Owells reflection on the enforced newspeak in the contemporary period. Young examines whether Orwell exaggerated the extent of linguistic corruption in totalitarian societies both by the comparison between Newspeak in Nineteen Eighty-four and its application to real world, especially Nazi Germany and the German Democratic Republic and by the analysis of its effect on Soviet peoples subconscious. Meanwhile, Gerovitch conducts a specific study on the phenomena of newspeak in Soviet Union. His study concentrates on the newspeak of Soviet science in counterpoint to the far-reaching range of Youngs research on the example, and then, the researcher evolves the main idea into the emergence of CyberNewspeak-the combination with Cyberspeak and newspeak, in Soviet Science. Because the present part is primarily the evaluation of newspeak in scope, I am choosing to ignore the stud y related to other things. There also exists the study on childrens early language learning combined with the concept of Newspeak. As the foregoing explanation, these studies estimate Newspeak in Nineteen Eighty-four from various aspects. In detail, Young draws two reasonable conclusions after the scrutinized study on totalitarian language. First, there exist some similarities between the totalitarian language in real world and Newspeak in Nineteen Eighty-four, aside from differences in ideological content (Young 230): both are alike in the aim and the used ways for expressionà ¢Ã¢â‚¬ Ã¢â€š ¬they share the similar intention to confirm the orthodoxy of the rulers, and its goal is brought by euphemisms, superlatives, dehumanizing and abusive expressions (Young 230). Second, Orwells Newspeak is somewhat electric and overall logical than totalitarian language in Nazi Germany and in German Democratic Republic. For reasons, Young concludes Orwells description of totalitarian language is still very accurate, and it is inevitable for the gap between the Orwellian model in the novel and the application in reality for different setting condition. Similar with Youngs view toward Newspeak, another study points out the limitation of Newspeak as novel device. It examines the failed redefinition of the meaning of freedom in communist countries, which represents the limit of newspeak policy in real world. Particularly in Poland, the amalgamation of the meaning of freedom and the concept of newspeak failed because the Communists could not brace the economic element of the word. From the failure of redefining words like freedom or democracy, the study suggests two conditions for the realization of newspeak in reality: language does changed, and it can change in response to political pressures-but only where the change fits meaningfully with the linguistic context; has meaningful continuity with past usage, and looms large in shared experience. (Buchowski et al. 573). That is, Newspeak in Nineteen Eighty-four must change their shape in order to apply themselves into the practical world, and it can be realized only under the rational s ituations. The first conclusion of the study is alike to Youngs one, while it expands it idea to giving what specific limited condition of applying Newspeak to reality. Lastly, there is the research on another feature of totalitarian language in Real World. Different from Orwell, Gerovitch focuses on the flexibility rather than the rigidity [both] of this ideological language [and of Soviet Union] (Gerovitch 13). In his opinion the skillful use of newspeak allowed one to manipulate ideology and to some extent, to define what was permitted in a Soviet context(Gerovitch 15). Newspeak in Soviet Union should have been flexible because newspeak words and expressions were applied to whenever needs to describe Soviet ideology. In this sense, newspeak should have change it meaning according to different purposes, conditions and contexts. As a result, according to Gerovitchs analysis, newspeak applied in real world has more flexibility, while newspeak in Nineteen Eighty-four is fixed in its meaning and use under ultimately controlled society. As the researcher above, with respect to Newspeak, there is general agreement that it mirrors the totalitarian language in the contemporary society to some extent, and that the difference between Newspeak as a novel device and the totalitarian language in the practical world is unavoidable because of the distinction between the imaginary world and reality. Besides, no one deny there still exists the possibility of the emergence of Newspeak in the future. Analysis of Newspeak In Nineteen Eighty-Four, the Party is processing the publication of 10th newspeak dictionary, and they expect the appearance of the complete newspeak system in Oceania in 2050. As readers of Nineteen Eighty-Four know, the two aims of the Party are to conquer the whole surface of the earth and to extinguish once and for all the possibility of independent thought (Orwell 223). The Party desires not only the control of materials but also the thorough surveilance of peoples inside, and newspeak is one of their innovative and tactic devices of the mental control. The concept of newspeak starts from the idea that peoples thoughts and their use of language are interacted. The Party uses the interrelation between the language and peoples thought in order that the Revolution will be complete when the language is perfect because orthodoxy means not thinking-not needing to think. Orthodoxy is unconsciousness (Orwell 61). In other words, newspeak is created to make the expression of anti-governm ent feelings impossible, and eventually to follow the doctrine of the Party unconsciously. Then which characteristic of newspeak helps the complete reign of the Party over Oceania possible? Under the process of making newspeak, the English language in Oceania has faced five great changes, and their interplay makes the impact to the language maximize. First of all, the biggest feature of English used in Oceania is the changed intention of usage. As mentioned above, newspeak is made to devote to achieve Ingsocs political goal, while Standard English is for expressing and sharing ones thought. According to the Party, English in Airstrip One is divided into three word groups and among them, the feature as the artificial language created in political purpose is vividly showed in B vocabulary words. The second change is that the English language has become more implicative than ever. It is because the Party summarizes various meanings into a few words, which are palatable to its principle, for securing their political legitimacy. Particularly, compound words in B vocabulary words show the political implication much noticeably rather than other newspeak terms. The terms, which have more implication than the past, distort the original meaning of the words with other vocabulary consisting of the prefix/suffix and the word. To take the example of compound words in B vocabulary words, the Thought Police, which indicates a police officer who finds out the person thinking anti-government idea, consists of the word thought and police. In the past, the police officer did not relate with thoughtcrime. Yet, when the Party becomes to need to eliminate unorthodoxy, the word the Thought Police is created with the birth of the word thoughtcrime, which can point out anti-Big Brother concept. Me anwhile, ungood can be one of the most striking words, which not only include prefix in words form but also results in the vagueness of the words meaning because of its implication. In the case of ungood, it is made when the prefix un-, which means not, attaches in front of the word good. It is the antonym of good under the doctrine of Oceania. For prohibiting the expression of anti-government idea, the Party cuts out bad, which has the possibility to show the doctrine against Ingsoc. Thus after completing the process of newspeak, the exact notion of goodness and badness will disappear, because there are no precise words to express what bad and good means, while there are only the word good and its antonym un-good. However, there exists slight difference between un-good and bad, which even the dictionary can not clearly demonstrate. As a result, the lack of precise way to express the words meaning, he or she only could use abstract description, which may evoke various kinds of inter pretations by different people and leads the vagueness in meaning, if a person tries to explain what badness is. For this reason, Symes saying that Standard English has more vagueness rather than newspeak seems wrong. Similar to Oldspeak, newspeak also is full of vagueness, however, the vagueness of newspeak is resulted only from political abuses while the imprecision of Standard English has various resources. Another representative example, which has a prefix/suffix, is the title of four main government quarters: the Ministry of Love, the Ministry of Plenty, the Ministry of Truth, and the Ministry of Peace. According to the order of newspeak, their abbreviations are Miniluv, Miniplenty, Minitrue, and Minipax. The abbreviation of every ministry of Oceania is combined with an prefix mini- and each afterward words abbreviation. Thus, in case of the Ministry of Truth-Winston Smiths work place, its name is combined with mini- and true. To account the meaning of this combined word, it se ems to mean the minimized truth, because the prefix mini- means small. According to this kind of interpretation, ironically, the abbreviation of each agency explains what they do much clearly rather than the originally united words. It is because the actual work the Ministry of Truth do is concealing facts and distorting information, although its original name seems the place that offer the truth to people, Same as Miniture, Miniluv is the place that people are tortured, not encouraged to love each other; Miniplenty represents not richness but famine; Minipax causes wars rather keeps worlds peace. Therefore, the English language in Oceania has more implication, which leads the vagueness of words meaning, and the vagueness in meaning and expression produce the corruption of the language. Thirdly, the English grammar becomes more regularized because simplified forms of words. In detail, in newspeak, there is no precise way to distinguish the difference between word classes, because the Party removes one of them if two words share the same root no matter which class the word belongs to. For instance, the verb think in Standard English is used both as a noun and as a verb at the same time according to the rule of newspeak. In this manner, the barriers among different words class has been taken down. Moreover, it becomes also very easy to transform words class. In the case of adverbs and adjectives, the stage of transformation is totally different from the case of nouns and verbs. (Some nouns and verbs are united into one word.) In newspeak, most of adjectives have the suffix -ful while adverbs got -wise. Thus, there are only a few adjectives, which has a strong meaning, left. For example, speedful and speedwise replace other similar words such as rapid, rapidly, and fas t, etc. The pattern of tense change also contributes to the setting of the regularized grammar system. In Oceania, irregular verbs and nouns no longer exist. In consequence, the form of every past tense changes that -d or -ed is attached after a noun or a verb, and it can be a plural form if -s or -es is added after a noun. Under the regularized grammar, peoples spiritual becomes simplified because they do not need to consider whether the word is an irregular one or not. Thus, the systemized grammar makes the rule of the Party much easier to manipulate, distort, and control. In this sense, the role of the regularized grammar system seems like a lubricant, which makes the rule of the Party smoother. Fourthly, the structure of newspeak becomes simplified. Not only it is influenced by the regularized English grammar in newspeak, but also the range of vocabulary becomes much smaller than before the Revolution because of the reduction of the number of English vocabulary. In detail, most of words have only one meaning remained but others, which may be danger for the Party to execute their doctrine, rejected. To take the example of the word free, now it only can be used as the meaning of without or no. Free does not means political or physical freedom any more. As the number of the reduced meaning of free, the structure of newspeak becomes much simpler than of Standard English. In addition, the appearance of lots of abbreviations promotes its simplification but at the same time, it also adds the difficulty of interpretation. Comintern, for instance, remind people of the closed and enthusiastic socialist/communist group rather than the composite picture of universal human brotherhood, red flags, barricades, Karl Marx and the Paris Commune (Orwell 351). The last feature belongs to the irony of its usage. Though the main slogan of the Party is made of the imperfect newspeakà ¢Ã¢â‚¬ Ã¢â€š ¬though the definition of freedom in newspeak dictionary is already without the things mentioned, many people still use it in various meaning, it emphasized the irony of newspeak by the sentence consisting of words, which have opposite meaning. WAR IS PEACE. FREEDOM IS SLAVERY. IGNORANCE IS STRENGHT. Every line of the slogans consists of two contradictory words: war and peace, freedom and slavery, and ignorance and strength. In the practical world or in Oceania before the Party, its composition seems very ridiculous and irrational, however, in 1984, it has no problem to deal like this in Oceania, where even 2+2=5 can be believed if the Party insists. To forbidden unorthodox idea and to strengthen the control over the population, the Party is obliged to emphasize sentences meaning by strong tone made of contraction, and this results in the increased irony of newspeak. These described features of newspeak actually reflect Orwells observance and opinion about contemporary totalitarian language. For example, the changed formation of English language in Oceania reflects one in modern English, and Winstons hatred toward newspeak reflected the authors. The explanation of the example is like this: he once wrote the range of verbs is further cut down by means of the -IZE and DE- formations, and banal statement are given an appearance of profundity by means of the NOT UN- formation (Orwell 160), he might have thought that the English language could loss its vividness by the change of formation when he wrote Politics and the English Language(1946). As times went by, his thought might change and expanded to the worry about the imprecision of modern English. Then he made use of newspeak to express his anxiety toward the decreasing number of verbs, which could result in the uncertainty of English words and phrases. In summary, Orwells worry and idea about totalitarian language comes through newspeak, and the consequence of newspeak can be observed: under the diminished range of expression and simpler way of thinking, people become brainwashed, and eventually they just follow the governments direction without any doubt. Newspeak Applied in Real World 4.1 Newspeak in Wartime It is a well-known fact that Orwells Newspeak reflects the language corruption by the authorities in his contemporary period. Thus, we can find how newspeak developed and changed by shedding new light on Newspeak in war times. One of Soviet propagada expert once mentions Newspeak in the report: We have created in our press a special language-the language of a socialist for a socialist citizen onlyà ¢Ã¢â€š ¬Ã‚ ¦This language is unfamiliar and sometimes unintelligible to the masses, even to the leftist masses, in the capitalist countries.  [1]   The advanced citation about Newspeak in communist countries seems half right and half wrong. Actually, even the leftist in communist regimes sometimes could not understand or confuse the meaning of expressions, which is applied the concept of Newspeak. It is because Newspeak is both radical and deliberate language reform in order to conceal the original purpose of the

My Growth as a Writer at State University Essay -- My First Year at St

If I had to describe my year at State University it would be just as describing a rollercoaster ride with a good experience afterwards. At first, you are convinced with the idea that the rollercoaster is going to be all fun full with laughter. All those advertisements and pictures of people having a good time and people saying it was fun afterwards. The real thing though, happens during the rollercoaster ride when you feel like the life you are living is going to end so badly. The same happened to me while at State University, I thought college was going to be full of fun and that stress and worries would perhaps eventually come, but not in the way I experienced them. The home sickness or as Sanders (n.d.) refers to it in â€Å"After the Flood† as nostalgia, stress with projects, tests, essays, and the management of money to pay bills were some of the main causes of why my year at State University felt like a rollercoaster about to crash. At the end though, there were some challenging tasks that had a positive scholarly impact on me. Just as in the movie â€Å"Up† by Docter and Peterson (2009) the main character Carl has a tough time during his life when his wife passes away, but in the end he manages to find something good which produced positive effects in his life like accomplishing his dream to see South America. Writing class helped me write about what I was interested in for my research paper as well as improving the way I wrote down my thoughts; somehow the writing class along with the research paper have helped me write more thoughtful, polished essays. I have grown as a writer and thinker in ways years ago I had no idea I was going to grow in. At first, it was really hard for me to write down every single th... ...the book â€Å"The Absolutely True Diary of a Part-Time Indian† by Alexie (2007) at first thought he was not capable of doing things the white people did, but then he actually proves to himself that he is capable of learning just as or better than the white people can. I am convinced that for future writing classes I will welcome knowledge and guidelines with my arms wide open knowing that it will polish my writing. Therefore bringing only more improvements that in the end will give me the tools necessary to be capable of confronting my life in International Business and its challenges in the best way possible. Works Cited Alexie, S. (2007). The Absolutely True Diary of a Part-Time Indian. United States: Little, Brown and Company. Docter, P., & Peterson, B. (Directors). (2009). Up [Motion Picture]. United States. Sanders, S. R. (n.d.). After the Flood.

Chance in Philosophy Essay -- essays research papers

Chance in Philosophy Boethius' â€Å"The Consolation of Philosophy† demonstrates many thoughts and ideas that Boethius had while he was imprisoned at Ravenna. Boethius wrote of his â€Å"conversations† with lady Philosophy, who came to help cure him during his sentence. Throughout the book, she explained (or reminded) Boethius of many things such as the nature of power and the nature of fame. Many things that she explains in the beginning of the book can be summed together with the thought that God governs everything. God, though not the afterlife, is a very important theme in â€Å"The Consolation of Philosophy†. One part of this theme that I have looked at is whether God orders the world totally, or there is chance in our lives. Boethius explained, "Whenever something is done for some purpose, and for certain reasons something other than what was intended happens, it is called chance." (p. __) So is it that there is no chance in life, or do we truly have free will? I beli eve that there is a concept of chance in our lives, and even though God may know what is going to happen to us, that does not necessarily mean that he made the choice for us. "For example, if someone began to dig the ground in order to cultivate a field and found a cache of buried gold... Neither the man who buried the gold, nor the man who was tilling the field intended the discovery of the money, but, as I said, it happens as a result of the coincidence that the one began to dig where the other had buri... Chance in Philosophy Essay -- essays research papers Chance in Philosophy Boethius' â€Å"The Consolation of Philosophy† demonstrates many thoughts and ideas that Boethius had while he was imprisoned at Ravenna. Boethius wrote of his â€Å"conversations† with lady Philosophy, who came to help cure him during his sentence. Throughout the book, she explained (or reminded) Boethius of many things such as the nature of power and the nature of fame. Many things that she explains in the beginning of the book can be summed together with the thought that God governs everything. God, though not the afterlife, is a very important theme in â€Å"The Consolation of Philosophy†. One part of this theme that I have looked at is whether God orders the world totally, or there is chance in our lives. Boethius explained, "Whenever something is done for some purpose, and for certain reasons something other than what was intended happens, it is called chance." (p. __) So is it that there is no chance in life, or do we truly have free will? I beli eve that there is a concept of chance in our lives, and even though God may know what is going to happen to us, that does not necessarily mean that he made the choice for us. "For example, if someone began to dig the ground in order to cultivate a field and found a cache of buried gold... Neither the man who buried the gold, nor the man who was tilling the field intended the discovery of the money, but, as I said, it happens as a result of the coincidence that the one began to dig where the other had buri...

Symbols Hills Like White Elephants

Martin Chi English 102 Essay #2 Professor Crawford Hills like White Elephants In â€Å"Hills Like White Elephants†, Ernest Hemingway, does not reveal the source of conflict between the young man and young woman in the story, but it is implied that the conflict is centered on the decision of abortion. The goal of the man in the story is to convince the young woman to have an abortion procedure. The goal of the young woman is to do whatever it takes to make her partner happy and thus preserve their relationship.The three main symbols are the hills, the white elephants and the rail road station. In the story, Jig looked at hills and said, â€Å" They looked like white elephants. † The man replied, â€Å" I’ve never seen one. † Then she replied, â€Å"No, you wouldn’t have. † (line 9-11). The hills symbolize the big obstacles that we must climb, but are not enormous mountains. This represents the fact that the girl’s baby is a major obstac le in her life, but ti is not the end of her life and she will make it through. Hills are also viewpoints to look out from, but also block the view for those in the valley.This represent how in the story Jig looks at the hills and sees opportunity, yuet at the same time the man looks at it and sees his vision of a positive and happy future blocked by the enormous obstacle of a child. Hills are also beautiful, natural and completely stationary. This shows that the baby will make them settle down and stay together. The author uses hills because pregnant mothers belly is a bit a hill itself. Being pregnant ties the mother down and makes her less mobile and more stationary.The element of the white elephant is symbolic of the baby. A white elephant is a precious item that has a cost which perhaps surpasses it usefulness. Jig has received a gift which is, at this time in her life, useless to her. It is a gift that could be priceless to another. The white elephant also symbolizes the fact that the man said he has never seen white elephants before. This is because he is not open to considering the possibility of keeping the child and wants the girl to have the abortion procedure.The rail road is symbolic of being at the crossroads of life during a time of crisis. The American man and the girl cannot stay at the station forever. They are travelling and there will be change. There must be a decision of where to go next. All of this is symbolic of the decision to keep the child or not. All travelling has a cost and so does the outcome of this decision. To either keep or abort the child is a costly decision. The young woman, Jig, shows herself to be very dependent upon her male counterpart throughout the story.She asks for his input on even the simplest of tasks, such as the choice and number of her beverages. Her behavior can be interpreted to be a sign of insecurity more than anything else. Jig trusts his judgment, feels secure in his company and seems willing to do any thing to keep him around. When pushed on the issue of the operation, Jig shows no real concern for her own health or mental well-being, stating categorically, â€Å"I don't care about me. † Jig's main concern is whether or not she can make her partner happy so that they will â€Å"Be all right and be happy. It is doubtful that Jig went through with the procedure with a clear conscience, which is why she was so insistent that they would not discuss the matter any further. â€Å" Hills Like White Elephants† is a story about crisis. The American man and Jig the girl have a decision to make and there is no easy way out. Even making no decision is a decision. We all can easily relate to being in this type of situation. Hemingway, Ernest. â€Å" Hills Like White Elephant† . † The Norton Introduction to Literature. New York: W. W. Norton &, 2010. 117-18. Print

Employee Handbook Non-Discrimination Section Essay

Discrimination of any individual on the basis of their origin, sex, religion or appearance is not only an unethical crime but the most irrational thing to do to anyone. People, no matter what their origin should be treated equally whether a workplace or a community. However, organizations need to be careful regarding their policies concerning non-discrimination. It should clearly outline the real emphasis as to why they have been drafted as well as the consequence of the violation of any of the non-discriminatory rules. In response to the non-discrimination rules, the organization should be fair. Policies devised should be in the favor of the employees. This normally aids the mental efficiency of the employee in the workplace as he or she knows that they have their rights that wouldn’t be violated in any way (Tomei, 2003). As more and more businesses and organizations are evolving, it is necessary to note that a policy that befriends every need of the employee can be the only way to reduce or avoid any kind of discrimination. Robyn D.  Clarke in his magazine article entitled, â€Å"Workplace bias Abounds: New study confirms the American workplace has much farther to go to achieve true diversity† states, â€Å"For an organization to embrace diversity, it must be supported from senior leadership and built into the foundation of the organization. Companies need to appreciate and value the unique differences, perspectives, and experiences of every employee,† says Dexter. â€Å"Then, they must translate that understanding into a clear strategy for diversity infusion into the business model. They must create a culture of inclusion–an environment that gives everyone the opportunity to succeed† (Clarke, 2005). Therefore, a policy that embraces and addresses all the discriminatory issues of an employee is the one that succeeds. If any such policy had to be devised in order to limit the organization’s liability, it is important to educate all the employees of the organization. Education of the organization’s policies’ regarding the discrimination rules and the consequences of breaking them inevitably helps in avoiding the roughest situations that would otherwise would have to be dealt by the organization. An organization that shows a strict compliance to its rules and procedures is the one that succeeds. Another method to limit an organization’s liability regarding the discrimination issues is by joining the Business Coalition for workplace fairness (Human Rights Campaign, 2007). If any such realistic policy had to be devised; apart from stating the general non-discriminatory issues such as sex, color, origin, religion e. t. c. , the policy would also deal with a universal dress code that would help in creating a fair working environment. Another feature that can be added to this policy is to deal with pregnant and maternity leaves with fairness. Many women today are subjected to discrimination due to their pregnancy where managers often deprive these women of the opportunities they deserve. Currently, the organizations that have discrimination policies that are trans-gender friendly are the ones that are able to avoid most of the lawsuits. Tegan Jones, in the article entitled, â€Å"Lessons from Largo: Non-discrimination policies in the public and private sectors† state that any individual’s transition or any sex should not be a workplace issue. He states that is extremely vital to add â€Å"sexual orientation and GI&E to their nondiscrimination policies, create gender neutral dress-codes, have guidelines that set a time-frame and protocol for transitioning workers and ensure employee’s privacy† (Jones, 2007). Therefore, a policy that deals with all the elements mentioned above should limit a company’s liability towards lawsuits and further enhance the quality of the work environment as well.

Motivational techniques used by infosys Essay

Staff surveys are usually very helpful in establishing whether staffs in your company are motivated and therefore performing to best effect. Aside from the information that questionnaires reveal, the process of involving and consulting with staff is hugely beneficial and motivational in its own right, (see the ‘Hawthorne Effect’). Whilst your survey will be unique to your company, your staff issues, your industry and culture, some useful generic guidelines apply to most situations. Although not exhaustive, the following ten points may help you cover the relevant subject areas and help towards establishing facts rather than making assumptions about motivation when designing your own questionnaires on employee motivation. Ten tips for questionnaires on employee motivation 1. What is the ‘primary aim’ of your company? Your employees may be more motivated if they understand the primary aim of your business. Ask questions to establish how clear they are about your company’s principles, priorities and mission. 2. What obstacles stop employees performing to best effect? Questionnaires on employee motivation should include questions about what employees are tolerating in their work and home lives. The company can eliminate practices that zap motivation. 3. What really motivates your staff? It is often assumed that all people are motivated by the same things. Actually we are motivated by a whole range of factors. Include questions to elicit what really motivates employees, including learning about their values. Are they motivated by financial rewards, status, praise and acknowledgment, competition, job security, public recognition, fear, perfectionism, results†¦ 4. Do employees feel empowered? Do your employees feel they have job descriptions that give them some autonomy and allow them to find their own solutions or are they given a list of tasks to perform and simply told what to do? 5. Are there any recent changes in the company that might have affected motivation? If your company has made redundancies, imposed a recruitment freeze or lost a number of key people this will have an effect on motivation. Collect information from  employees about their fears, thoughts and concerns relating to these events. Even if they are unfounded, treat them with respect and honesty. 6. What are the patterns of motivation in your company? Who is most motivated and why? What lessons can you learn from patches of high and low motivation in your company? 7. Are employee goals and company goals aligned? First, the company needs to establish how it wants individuals to spend their time based on what is most valuable. Secondly this needs to be compared with how individuals actually spend their time. You may find employees are highly motivated but about the â€Å"wrong† priorities. 8. How do employees feel about the company? Do they feel safe, loyal, valued and taken care of? Or do they feel taken advantage of, dispensable and invisible? Ask them what would improve their loyalty and commitment. 9. How involved are employees in company development? Do they feel listened to and heard? Are they consulted? And, if they are consulted, are their opinions taken seriously? Are there regular opportunities for them to give feedback? 10. Is the company’s internal image consistent with its external one? Your company may present itself to the world as the ‘caring airline’, ‘the forward thinking technology company’ or the ‘family hotel chain’. Your employees would have been influenced, and their expectations set, to this image when they joined your company. If you do not mirror this image within your company in the way you treat employees you may notice motivation problems. Find out what the disparity is between the employees image of the company from the outside and from the inside.  © Blaire Palmer 2004-12.  tips on structure, format and style of employee questionnaires Use the questionnaire guidelines above when creating content and subject matter for your employee motivation and satisfaction questionnaires and surveys. Here are some additional tips about questionnaires and surveys structure, format  and style: Create a clear, readable ‘inviting’ structure. Use ‘white-out’ boxes for answers, scores, and for check-boxes, which clearly show the parts which need completing. Use a clear 11 or 12 point (font) typeface. 10 point is difficult to read for some people. Avoid italics and fancy graphics – they just make the document more difficult and more time-consuming to read. Look at the writing tips and techniques for other useful pointers in creating good printed communications. Apply the same principles if your survey questionnaire form is online (ie., screen-based). Where possible try to use specific questions with multiple-choice answers, rather than general ‘open-ended’ questions. Specific questions improve clarity and consistency of understanding among respondents, and a multiple-choice format enables the answers to be converted into scores which can be loaded into a spreadsheet and very easily analysed. General or vague questions on the other hand tend to lead to varying interpretation (or confusion) among respondents; also, by inviting an open-ended answer you will generate lots of narrative-based and subjective opinions, which might be very interesting, but will be very time-consuming to read, and even more time-consuming to analyse, especially if you are surveying a large group of employees. Here is an example: Open-ended question: What do you think of the Performance Appraisal System? (This will produce varied narrative responses = difficult to analyse.) Multiple-choice question: Rate the effectiveness of the Performance Appraisal System in providing you with clear and agreed training and development: Good/Okay/Not Good/Poor (By asking respondents to check boxes or delete as necessary the multiple-choice answers will produce extremely clear answers to a specific question that can be converted into scores and very easily analysed) Use four options in multiple-choice questions rather than three or five. Three and five options typically offer a middle ‘don’t know’ or ‘average’ selection. Using four, with no middle cop-out will ensure that everybody decides one way or the other: satisfactory or not, which is what you need to know. Mid-way ‘average’ non-committal answers are not helpful, so avoid giving respondents that option. If you go to the trouble of creating, managing and analysing a huge staff survey surely it’s a good idea to produce as much meaningful data as possible. Certain questions are suitable for numerical or percentage scoring by respondents, in which case  use such a system (again ensure you avoid offering scores which equate to ‘average’ or ‘don’t know’). For example: Score-based question: Score the extent to which you enjoy your work: 1-5 = don’t enjoy, 6-10 = enjoy. (By providing a clear differentiation between do and don’t, this 1-10 scoring system gives a wide range of choices, and at the same time a clear result.) Check with a sample of respondents that they understand the draft questions in the way you intend, before you print and issue the questionnaire to all six hundred or however many staff. Designing questionnaires and communications in isolation can produce strange results – not just politicians get out of touch – so check you are actually on the same planet, in terms of your aims, language and meaning, as the people whose views you seek. Make sure you explain to all staff beforehand that you’ll be publishing the survey findings, and then afterwards ensure you do so. And then act on the findings. If your MD/CEO is not fully behind your initiative, then go work for a different company whose MD/CEO properly supports the concept of consulting the folk whose efforts underpin his success (not to mention his share options, second home and Porsche etc.) Allow people to complete the survey questionnaires anonymously. If helpful to you and you have a purpose for doing so, you can ask people to identify which department/region/office they belong to, assuming such information is genuinely useful to you and you can handle the analysis. KISS – Keep It Simple Stupid. Break complex questions into digestible parts. Keep the survey to a sensible length – probably 20 minutes to complete it is a sensible limit of most people’s tolerance. You can always follow up later in the year with another survey, especially if people enjoy completing it, and they see that the feedback and analysis process is helpful to them as well as the employer (see the point about MD/CEO support above). By all means at the end of the questionnaire invite and allow space for ‘any other comments’, or better still try to guide respondents towards a particular question. On which point, wherever it is necessary to ask an open-ended question, use the words ‘what’ and ‘how’ rather than ‘why’, if you want to discover motives and reasons. What and How will focus respondents on the facts objectively, whereas ‘why’ tends to focus respondents on defending themselves. Examples: It’s okay to ask: What factors could be changed to help staff enjoy their work more in the XYZ depot? Whereas it’s not very clever to ask: Why is there such a crap attitude among staff at XYZ depot? The second example is daft of course, but you see the point. managing (just), or leading? In this excellent guide article by motivation expert Blaire Palmer, ten central points (for some, myths) of employee motivation are exposed and explained, many with real case study references and examples. employee motivation principles – a short case study – sounds familiar? When Michael started his own consultancy he employed top people; people he’d worked with in the past who had shown commitment, flair and loyalty and who seemed to share his values. But a few months down the line one of his team members started to struggle. Jo was putting in the hours but without enthusiasm. Her confidence was dropping; she was unfocused and not bringing in enough new business. Michael explained to Jo the seriousness of the situation. Without new business he would lose the company and that would mean her job. He showed her the books to illustrate his point. He again ran through her job description and the procedures she was expected to follow. He told her that he was sure she was up to the job but he really needed her to bring in the new business or they would all be out on their ear. Jo told Michael that she understood. She was doing her best but she’d try harder. But a month later nothing had changed. After an initial burst of energy, Jo was back to her old ways. No matter how experienced a leader you are, chances are at times you have struggled to motivate certain individuals. You’ve tried every trick in the book. You’ve sat down one-to-one with the individual concerned and explained the situation. You’ve outlined the big vision again in the hope of inspiring them. You’ve given them the bottom line: â€Å"Either you pull your finger out or your job is on the line†. You’ve dangled a carrot in front of them: â€Å"If you make your targets you’ll get a great bonus†. And sometimes it works. But not every time. And there have been casualties. Ultimately if someone can’t get the job done they have to go. The granddaddy of motivation theory, Frederick Herzberg, called traditional motivation strategies ‘KITA’ (something similar to Kick In The  Pants). He used the analogy of a dog. When the master wants his dog to move he either gives it a nudge from behind, in which case the dog moves because it doesn’t have much choice, or he offers it a treat as an inducement, in which case it is not so much motivated by wanting to move as by wanting choc drops! KITA does the job (though arguably not sustainably) but it’s hard work. It means every time you want the dog to move you have to kick it (metaphorically). Wouldn’t it be better if the dog wanted to move by itself? Transferring this principle back in to the workplace, most motivation strategies are ‘push’ or ‘pull’ based. They are about keeping people moving either with a kick from behind (threats, fear, tough targets, complicated systems to check people follow a procedure) or by offering choc drops (bonuses, grand presentations of the vision, conferences, campaigns, initiatives, etc). 10 management motivation examples to illustrate that there are better ways to motivate employees Blaire Palmer’s experience has enabled her to work with a wide range of individuals and groups from a variety of backgrounds. Some of these people are highly motivated themselves, but struggle to extend this state of mind to the people they manage. Other people are at the receiving end of KITA motivation strategies that (obviously) aren’t working on them. These people know they ‘should’ be more engaged with their work. Sometimes they fake it for a few months but it’s not sustainable. In this paper Blaire identifies some common assumptions about motivation and presents some new paradigms that can help motivate more effectively. By adding these coaching tools and motivation principles to your capabilities you should find the job of leading those around you, and/or helping others to do the same, more of a joyful and rewarding activity. Instead of spending all your time and energy pushing and cajoling (in the belief that your people’s motivation must come from you) you will be able to focus on leading your team, and enabling them to achieve their full potential – themselves. Ultimately, motivation must come from within each person. No leader is ever the single and continuing source of motivation for a person. While the leader’s encouragement, support, inspiration, and example will at times motivate followers, the  leader’s greatest role in motivating is to recognise people for who they are, and to help them find their own way forward by making best use of their own strengths and abilities. In this way, achievement, development, and recognition will all come quite naturally to the person, and it is these things which are the true fuels of personal motivation. By necessity these case studies initially include some negative references and examples, which I would urge you to see for what they are. How not to do things, and negative references, don’t normally represent a great platform for learning and development. In life it’s so important always to try to accentuate the positive – to encourage positive visualisation – so, see the negatives for what they are; silly daft old ways that fail, and focus on the the positives in each of these examples. There are very many. motivation example 1 – ‘everyone is like me’ One of the most common assumptions we make is that the individuals who work for us are motivated by the same factors as us. Perhaps you are motivated by loyalty to the company, enjoying a challenge, proving yourself to others or making money. One great pitfall is to try to motivate others by focusing on what motivates you. Marie, a director in her company, was being coached. She was a perfectionist. Every day she pushed herself to succeed and was rewarded with recognition from her peers. But she was unable to get the same standard of work from her team members. In the first few weeks of her coaching she would say, â€Å"If only people realised how important it was to put in 110% and how good it felt to get the acknowledgment, then they would start to feel more motivated†. But it wasn’t working. Instead people were starting to become resentful towards Marie’s approach. Acknowledgment was a prime motivator for Marie so to help her consider some other options, she was helped to brainstorm what else might motivate people in their work. Marie’s list grew: ‘learning new skills’, ‘accomplishing a goal as part of a team’, ‘creativity’, ‘achieving work-life balance’, ‘financial rewards’ and ‘the adrenaline rush of working to tight deadlines’. Marie began to see that perhaps her team were indeed motivated – it was simply that the team members were motivated in a different ways to her own. If the leader can tap into and support the team members’ own motivations then the leader begins to help people to realise their full potential. motivation example 2 – ‘no-one is like me’ Since the 1980’s, research has shown that although we know that we are motivated by meaningful and satisfying work (which is supported by Herzberg’s timeless theory on the subject, and virtually all sensible research ever since), we assume others are motivated mainly by financial rewards. Chip Heath, associate professor at Stanford University carried out research that found most people believe that others are motivated by ‘extrinsic rewards’, such as pay or job security, rather than ‘intrinsic motivators’, like a desire to learn new skills or to contribute to an organisation. Numerous surveys show that most people are motivated by intrinsic factors, and in this respect we are mostly all the same. Despite this, while many leaders recognise that their own motivation is driven by factors that have nothing to do with money, they make the mistake of assuming that their people are somehow different, and that money is central to their motivation. If leaders assume that their team members only care about their pay packet, or their car, or their monthly bonus, this inevitably produces a faulty and unsustainable motivational approach. Leaders must recognise that people are different only in so far as the different particular ‘intrinsic’ factor(s) which motivate each person, but in so far as we are all motivated by ‘intrinsic’ factors, we are all the same. motivation example 3 – ‘people don’t listen to me’ When some people talk, nearly everyone listens: certain politicians, business leaders, entertainers; people we regard as high achievers. You probably know people a little like this too. You may not agree with what they say, but they have a presence, a tone of voice and a confidence that is unmistakable. Fundamentally these people are great sales-people. They can make an unmitigated disaster sound like an unqualified victory. But do you need to be like this to motivate and lead? Certainly not. Many people make the mistake of thinking that the only people who can lead others to success and achieve true excellence, and are the high-profile, charismatic, ‘alpha-male/female’ types. This is not true. James was a relatively successful salesman but he was never at the top of his team’s league table.  In coaching sessions he would wonder whether he would ever be as good as his more flamboyant and aggressive colleagues. James saw himself as a sensitive person and was concerned that he was too sensitive for the job. James was encouraged to look at how he could use his sensitivity to make more sales and beat his teammates. He reworked his sales pitch and instead of focusing his approach on the product, he based his initial approach on building rapport and asking questions. He made no attempt to ‘sell’. Instead he listened to the challenges facing the people he called and asked them what kind of solution they were looking for. When he had earned their trust and established what they needed he would then describe his product. A character like James is also typically able to establish highly reliable and dependable processes for self-management, and for organising activities and resources, all of which are attributes that are extremely useful and valued in modern business. When he began to work according to his natural strengths, his sales figures went through the roof. Each of us has qualities that can be adapted to a leadership role and/or to achieve great success. Instead of acting the way we think others expect us to, we are more likely to get others behind us and to succeed if we tap in to our natural, authentic style of leadership and making things happen. The leader has a responsibility to facilitate this process. motivation example 4 – ‘some people can’t be motivated’ While it’s true that not everyone has the same motivational triggers, as already shown, the belief that some people cannot be motivated is what can lead to the unedifying ‘pep-talk and sack them’ cycle favoured by many X-Theory managers. Typically managers use conventional methods to inspire their teams, reminding them that they are ‘all in this together’ or that they are ‘working for the greater good’ or that the management has ‘complete faith in you’, but when all this fails to make an impact the manager simply sighs and hands the troublesome employee the termination letter. The reality is that motivating some individuals does involve an investment of time. When his manager left the company, Bob was asked by the site director, Frank, to take over some extra responsibility. As well as administrative work he would be more involved in people management and report directly to Frank. Frank saw this as a promotion for Bob and assumed  that he would be flattered and take to his new role with gusto. Instead Bob did little but complain. He felt he had too much to do, he didn’t trust the new administrator brought in to lighten his workload, and he felt resentful that his extra responsibility hadn’t come with extra pay. Frank was a good manager and told Bob that he simply had to be a little more organised, and that he (Frank) had complete belief in Bob to be able to handle this new challenge. But Bob remained sullen. So Frank took a different approach: He tried to see the situation from Bob’s point of view. Bob enjoyed his social life, but was no longer able to leave the office at 5pm. Bob was dedicated to doing a good job, but was not particularly ambitious, so promotion meant little to him. Bob was also expected to work more closely now with a colleague with whom he clashed. Then Frank looked at how Bob might perceive him as his boss. He realised Bob probably thought Frank’s hands-off management style meant he didn’t care. To Bob it might look as if Frank took no direct interest except when he found fault. Finally, Frank looked at the situation Bob was in to see if there was anything bringing out the worst in him. He realised two weeks of every month were effectively ‘down-time’ for Bob, followed by two weeks where he was overloaded with work. Having set aside his assumptions about Bob and armed with a more complete picture from Bob’s point of view, Frank arranged for the two of them to meet to discuss a way forward. Now the two were able to look at the real situation, and to find a workable way forward. While there is no guarantee that this approach will always work, ‘seeking to understand’, as Stephen Covey’s ‘Seven Habits of Highly Effective People’ puts it, is generally a better first step than ‘seeking to be understood’. It’s easier to help someone when you see things from their point of view. motivation example 5 – ‘but I am listening’ We are always told how valuable listening is as a leadership tool and encouraged to do more of it. So, when we remember, we listen really hard, trying to catch every detail of what is being said and maybe follow up with a question to show that we caught everything. This is certainly important. Checking your email, thinking about last night’s big game and planning your weekend certainly stop you from hearing what is being said. But there is another important aspect to listening and that is: Listening Without  Judgement. Often when an employee tells us why they are lacking motivation we are busy internally making notes about what is wrong with what they are saying. This is pre-judging. It is not listening properly. Really listening properly means shutting off the voice in your head that is already planning your counter-argument, so that you can actually hear, understand and interpret what you are being told. See the principles of empathy. This is not to say that ‘the employee is always right’, but only when you can really understand the other person’s perception of the situation are you be able to help them develop a strategy that works for them. Listening is about understanding how the other person feels – beyond merely the words that they say. motivation example 6 – ‘if they leave I’ve failed’ What happens if, at their meeting, Bob admits to Frank that he doesn’t see his future with that company? What if he says the main reason he is demotivated is that he isn’t really suited to the company culture, and would be happier elsewhere? Has Frank failed? Not necessarily. It’s becoming more widely accepted that the right and sustainable approach is to help individual employees to tap in to their true motivators and understand their core values. Katherine Benziger’s methodologies are rooted in this philosophy: Employees who ‘falsify type’ (ie., behave unnaturally in order to satisfy external rather than internal motives and drivers) are unhappy, stressed, and are unable to sustain good performance. Effort should be focused on helping people to align company goals with individual aspirations. Look at Adam’s Equity Theory to help understand the complexity of personal motivation and goals alignment. Motivation and goals cannot be imposed from outside by a boss – motivation and goals must be determined from within the person, mindful of internal needs, and external opportunities and rewards. Sometimes the person and the company are simply unsuited. In a different culture, industry, role or team that individual would be energised and dedicated, whereas in the present environment the same person doesn’t fit. Sometimes ‘success’ doesn’t look the way we expect it to. A successful outcome for an individual and for a company may be that a demotivated person, having identified what sort of work and environment would suit them better, leaves to find their ideal job elsewhere. You  succeed as a leader by helping and enabling people to reach their potential and to achieve fulfilment. If their needs and abilities could be of far greater value elsewhere, let them go; don’t force them to stay out of loyalty. Helping them identify and find a more fitting role elsewhere not only benefits you and them – it also enables you to find a replacement who is really suited and dedicated to the job. True leaders care about the other person’s interests – not just your own interests and the interests of your organization. motivation example 7 – ‘the same factors that demotivate, motivate’ When asked what brought about lack of motivation at work, the majority of people in research carried out by Herzberg blamed ‘hygiene factors’ such as working conditions, salary and company policy. When asked what motivated them they gave answers such as ‘the sense of achievement’, ‘recognition’, ‘the opportunity to grow and advance’ and ‘greater responsibility’. Herzberg’s findings about human motivation have been tested and proven time and gain. His theory, and others like it, tell us that the factors that demotivate do not necessarily motivate when reversed. The conventional solution to dissatisfaction over pay levels would be to increase pay in the belief that people would then work harder and be more motivated. However, this research shows that whilst increasing wages, improving job security and positive working relationships have a marginal impact, the main factors that characterise extreme satisfaction at work are: achievement, recognition, interesting work, responsibility, advancement and growth. So it follows that leaders who focus on these aspects – people’s true motivational needs and values – are the true leaders. Help people to enrich their work and you will truly motivate. motivation example 8 – ‘people will rise to tough challenges’ Many managers hope to motivate by setting their people challenging targets. They believe that raising the bar higher and higher is what motivates. Tracey was an effective and conscientious account manager. Her boss habitually set her increasingly tough objectives, which Tracey generally achieved. However, in achieving her targets last month Tracey worked several eighteen-hour days, travelled extensively overseas, and had not had a single weekend break. Sometimes Tracey would mention to her boss that the effort was taking its toll on her health and happiness. When Tracey handed in her latest monthly report, her boss said, ‘You see? It’s worth all the hard work. So, don’t complain about it again.’ Her boss’s belief was that Tracey would get a sense of satisfaction from completing an almost impossible workload. He was relying on her sense of duty – which she had in bucket-loads – to get the job done. But this is the KITA style of motivation. It doesn’t really acknowledge a dedication to the job or a sense of pride. Its leverage or ‘motivation’ is simply a lack of choice. Job enlargement is different to Job enhancement. Herzberg’s research shows that improving the ‘meaningfulness’ of a job (see also motivation example 7) has the motivational impact, not simply increasing the amount of pressure or volume of the tasks. Achievement for achievement’s sake is no basis for motivation – a person’s quality of life must benefit too. motivation example 9 – ‘I tried it and it didn’t work’ When you try new things – new motivational ideas, especially which affect relationships and feelings – it is normal for things initially to get a little worse. Change can be a little unsettling at first. But keep the faith. People are naturally sceptical of unconventional motivational approaches. They may wonder why you have suddenly taken such an interest in them. They may feel you are giving them too much responsibility or be concerned that changes in the way they work may lead to job losses. Herzberg’s research is among other evidence, and modern experience, that after an initial drop in performance, people quickly adjust and respond to more progressive management and motivational attitudes. Supporting and coaching people through this stage of early doubt is vital. Encourage and help people to grow and develop, and performance improvement is inevitable. motivation example 10 – ‘this type of motivation takes too much time’ If you’ve absorbed the ideas above, you might wonder where you would find the time to motivate people using these approaches. It is true that this style of leadership, sustainable motivation, commitment and focus is in the beginning more time consuming than ‘KITA’ methods; this is bound to be,  since KITA methods require far less thought. Engaging fully with your staff, understanding their wants, desires and values, getting to know them as individuals and developing strategies that achieve a continuous release of energy is more intensive and takes time to work. But consider the advantages. This investment of time means you will eventually have less to do. Instead of constantly urging your people along and having to solve all the problems yourself, you’ll be the leader of a group performing at a higher level of ability and productivity, giving you the chance to step back from fire-fighting and to consider the bigger picture. Herzberg was not alone in identifying that leaders need invest in the development of their teams, and also of their own successors. See leadership theories. Douglas McGregor’s X-Y Theory is central too. So is Maslow’s Hierarchy of Needs, from the individual growth perspective. And see also Bruce Tuckman’s ‘Forming, Storming, Norming, Performing’ model. All of these renowned theories clearly demonstrate the need for teams, and the individuals within them, to be positively led and developed. Your responsibility as leader is to develop your team so that it can take on more and more of your own responsibility. A mature team should be virtully self-managing, leaving you free to concentrate on all the job-enhancing strategic aspects that you yourself need in order to keep motivated and developing. The technical content of this article was provided by UK-based expert in organizational development Blaire Palmer, which is gratefully acknowledged. Name:- Sunil Kumar Sharma EXECUTIVE SUMMARY This project is an attempt to give knowledge about Motivational technique of Tata steel company on their employees. It aims to make its reader well versed with each and every aspect of Kingfisher Airlines. It throws light on the following:- 1. In 1st Chapter you will find the objective of doing the project on Tata Steel 2. In 2nd Chapter of this report, you will find that the research methodology of the report is mentioned. 3. In 3rd chapter you will find an  overview of Tata Steel, in which you will find it’s the history of Tata Steel, current destination, departments, motivational technique, steps dose HR manager takes to manage employee of organization. In it you will also find about the Events, Awards, about the Management Team. 4. In 4th Chapter you will find conclusion and suggestion on the project on Motivational Technique of Tata Steel 5. In 5th Chapter you will find some of the limitations of project being face by me. 6. In 6th Chapter you will find the various sources I referred for gathering information. This project is overall an attempt to make you aware or to cover every possible aspect of Tata Steel in Delhi. OBJECTIVE 1. To understand the importance of employee motivation in Tata Steel 2. To analyze the monetary method of motivating employee 3. To analyze the non-monetary method of motivating employee 4. To understand the difficulties/challenges found in caring out the strategies 5. Finally, to recommend how Tata Steel can improve its motivational strategies LIMITATION 1. The data could be gathered from secondary source thus any error in the information would have also got replicated in this report 2. Time constraint was the major limitation faced by the researcher 3. Another problem was knowledge constraint and this report was an attempt to gather as much of relevant data as possible 4. Another constraint was the lack of information regarding proper route map by the organization due to which it could not be included in the project report 5. Difficult to meet right people at Tata Steel for project concern 6. Very expensive CONCLUSION AND SUGESTION After doing a study of this project representing on Motivation technique of leading company Tata Steel, I have come to a conclusion that Tata Steel is one of the largest and most widespread of the manufacturing company and well planned in motivational tools, Tata Steel have adopted various technique for all different level of management In all Tata Steel Organization, new approaches to motivation are being used. In many territories, the strategies  are manual but, as automated methods become more pervasive, those mechanisms that support its use will assume greater popularity Whatever the strategies selected for use, the objective is to motivate employees and make him more qualified, committed individuals into the organizations and ensure that the provision of Tata Steel to the their employee is timely and effective, that the goods are of consistent high quality and that the organizations achieve the objectives for which they have been established Tata Steel also manage their Monetary and non monetary methods of motivation system between all level of management according to their preference RECOMMENDATION 1. From the above research on motivational technique of Tata Steel they should be categorized their employee according to their motivational methods and make a research on it that which employee wants monetary method of motivation and which employee prefer non monetary method of motivational technique 2. Most probably all employee should be motivated by both method somehow that create a balance between employees thinking 3. There are many levels of management in Tata Steel organization I prefer him to take care of separate department 4. Tata Steel needs to undertake aggressive motivational technique at a time of emergency 5. New approaches should be identified and rewarded so that it serves as example for others Motivation Techniques at Microsoft Motivation Techniques at Microsoft With more than 4,000 of its 27,000 employees already millionaires, Microsoft faces the challenge of figuring out how to motivating its employees though means other than pay raises. While this problem is not unique to Microsoft, the circumstances under which this problem evolved however, are. As a company that must caters to the needs of the ‘professional’ worker, Microsoft’s motivational strategy should center around recognition of individual employee achievements, the work itself, responsibility, growth, and other characteristics that people find intrinsically rewarding. By simple virtue of its position as a high-tech company – where highly trained, highly skilled ‘professional’ workers account for the vast majority of its  employees – under normal circumstances money factors would play only limited role in actually motivating employees. As a company composed of ‘paper millionaires,’ Microsoft is in a unique position – while many Microsoft employees may be labeled ‘professional’ employees, the company’s financial position will play a special interest to many of its employees. As Microsoft stock-holders, the average Microsoft millionaire (the so called paper millionaire’) has a vested interest in helping the company succeed and advance its financial position. This is true because the stockholder will directly correlate the amount of money they earn with the perceived worth to the organization. Driven by the idea that their financial success or failures are directly related to the performance (as well as public image) of the company, these employees will work with great vigor to maintain the success of their company. Until their financial position no longer depends on the company’s stock performance – that is, until theses employees sell their stock and secure their fortunes – the Microsoft millionaires will likely view themselves as masters of their own destiny. Hard work, they are likely to reason, will translate into better company performance which in turn, will translate into steady (if not increasing) stock performance. Clearly, money plays an important role in motivating job performance. But as mentioned earlier, money has its limitations as a motivator, especially in the world of the ‘professional’ worker. In the work of management theorist Frederick Herzberg, a fair salary is considered a â€Å"hygiene† factor – something people need as an incentive to do the jobs they are hired to do. Hygiene factors include adequate workspace, light and heat, and the necessary tools such as a computer or telephone. Without any of these items, employees will be demotivated and unable to do their jobs. Having all of these items, however, will enable employees to do their jobs but will do nothing to help them do the best job possible. Getting people to do their best work is more a function of what Herzberg call â€Å"motivators.† These include praise and recognition, challenging work, and growth and development opportunities. As ‘professional’ workers Microsoft’s employees have, for the most part, meet their hygienic needs. Microsoft employees are largely skilled workers who derive satisfaction from their work itself. Such workers possess a strong sense of commitment to not only their field of expertise but also to their employer as well. As such, Microsoft’s employees will want to identify with the success of their profession and their organization. Since professionals often enjoy the challenge of problem solving, some of the rewards of their job will likely come from the work itself. This implies that managers should provide professionals with new assignments and challenging projects. Managers should give the professional autonomy to follow their interests and allow them to structure their work in ways they find productive. Professionals should be rewarded with recognition and educational opportunities that allow them to keep current in their fields. Recognition boosts employees’ esteem and performance. Recognition, on the other hand, is what you do above and beyond what people are paid to get the best effort from employees. Compensation is a right, but recognition, however, is a gift which validates the importance of their work.