Maman’s Funeral Characterises Meursault And the World of...

In the experimental novel The Stranger by Albert Camus, he explores the concept of existentialism and the idea that humans are born into nothing and descend into nothingness after death. The novel takes place in the French colony of Algiers where the French-Algerians working-class colonists live in an urban setting where simple life pleasures are of the upmost importance in the lives of working class people like the protagonist of the novel Meursault. What is fascinating about this novel is that it opens up with a scene of perpetual misfortune for him through the death of his mother although he seems to express otherwise. The reader perceives this nonchalance as a lack of care. Maman’s death and its impact on Meursault appear in both the†¦show more content†¦It seems disrespectful especially when Meursault says â€Å"it didn’t mean anything†, but the reader may not be able to understand why that is just as Meursault may not understand why remembering is important in the first place (3). The scene goes on to Meursault in his place of work where he asks his boss for the day off in order to go to his mother’s funeral. When speaking to his boss, Meursault says that his mother’s death is not his fault, and his boss goes quiet. Upon thinking about it, Meursault says, â€Å"I shouldn’t have said that† (3). This indicates that Meursault is aware of what he said had a negative affect on his boss but he does not seem to understand why. Meursault compensates for what he perceives as social inadequacy with apologies that he thinks mean something to the people around him but nothing to him. This response to his boss’s thoughts of his mother’s death characterises Meursault through the eyes of society and the reader as someone who is an alien to the world around him. Meursault than goes on to travel to the nursing home where his mother lived and then died. Meursault says that he â€Å"had to†¦borrow a black tie and arm band† (4). Meursault shows awareness of what is socially acceptable in a funeral situation in terms of how to dress and justifies why he borrowed these items from Emmanuel because Emmanuel’s â€Å"uncle had died† (3). Thus,

Alcohol and its effects Essay - 1479 Words

Alcohol is a large part of American culture. All over the United States drinking is not only acceptable but a social norm from teenagers to adults. This is not only the case in the U.S., but all over the world, where some drinking ages are 18 and 19 years of age. In America specifically, alcohol has been around for centuries and is a large part of many social gatherings. Although this is the case now, in the early 1900’s during the prohibition period, all alcohol was banned and deemed illegal to possess. Even though illegal, the task was just too heavy and alcohol was too much a common practice for most Americans. As time went on the prohibition period ended and the laws were revoked, making it legal again to possess alcohol. The drinking†¦show more content†¦With all these diseases related to alcohol, there are many mental health problems associated with drinking as well. These problems include unipolar depression, epilepsy and other neuropsychological disorders (Reh m 1216-1217). Though drinking itself seems harmless and fun, many of the diseases and problems linked to alcohol are very detrimental and long term. Along with the negative health effects, teenagers are beginning to drink earlier and it is affecting them in big ways. The perception of alcohol is greatly blurred when it comes to teenagers. Commercials and the media glorify alcohol, almost putting it on a pedestal. Teenagers are exposed to it on an almost daily basis and they in turn are starting to drink during their early teen years. With many developmental changes occurring in adolescence, the thought of alcohol abuse can be alarming. Despite the possible negative affects, there is very little study done on the subject (Arna 1). Adolescent health and alcohol use is not thoroughly researched, despite being a large problem. The reason for lack of evidence on the subject is that the problem is so widespread and there are not many adolescents that will admit to drinking, or even ask their doctor what affects alcohol has on them. With that being said, the little experimental evidence of the effects of adolescent alcohol use gives an idea of the problem at hand. Kids who drink inShow MoreRelatedAlcohol And Its Effects On Alcohol1403 Words   |  6 PagesAbstract Alcohol has long been a subject of controversy. Long before man understood the indications and contraindications of alcohol there has been laws against this drug. Classifying alcohol as a drug may not be suited for a majority of the population because people like to partake in drinking. Imbibing in alcohol is a tradition in many parts of the country. We use alcohol for celebrations, traditions, socialization and combining food flavors with specific alcohols. 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Job Satisfaction Essay Example For Students

Job Satisfaction Essay Job satisfaction Job satisfaction describes how content an individual is with his or her job. The happier people are within their job, the more satisfied they are said to be. Job satisfaction is not the same as motivation, although it is clearly linked. Job design aims to enhance job satisfaction and performance, methods include job rotation, job enlargement and job enrichment. Other influences on satisfaction include the management style and culture, employee involvement, empowerment and autonomous work groups. Job satisfaction is a very important attribute which is frequently measured by organizations. The most common way of measurement is the use of rating scales where employees report their reactions to their jobs. Questions relate to rate of pay, work responsibilities, variety of tasks, promotional opportunities the work itself and co-workers. Some questioners ask yes or no questions while others ask to rate satisfaction on 1-5 scale (where 1 represents not at all satisfied and 5 represents extremely satisfied). Definitions Job satisfaction has been defined as a pleasurable emotional state resulting from the appraisal of one’s job; an affective reaction to one’s job; and an attitude towards one’s job. Weiss (2002) has argued that job satisfaction is an attitude but points out that researchers should clearly distinguish the objects of cognitive evaluation which are affect (emotion), beliefs and behaviours. This definition suggests that we form attitudes towards our jobs by taking into account our feelings, our beliefs, and our behaviors History One of the biggest preludes to the study of job satisfaction was the Hawthorne studies. These studies (1924-1933), primarily credited to Elton Mayo of the Harvard Business School, sought to find the effects of various conditions (most notably illumination) on workers’ productivity. These studies ultimately showed that novel changes in work conditions temporarily increase productivity (called the Hawthorne Effect). It was later found that this increase resulted, not from the new conditions, but from the knowledge of being observed. This finding provided strong evidence that people work for purposes other than pay, which paved the way for researchers to investigate other factors in job satisfaction. Scientific management (aka Taylorism) also had a significant impact on the study of job satisfaction. Frederick Winslow Taylor’s 1911 book, Principles of Scientific Management, argued that there was a single best way to perform any given work task. This book contributed to a change in industrial production philosophies, causing a shift from skilled labor and piecework towards the more modern approach of assembly lines and hourly wages. The initial use of scientific management by industries greatly increased productivity because workers were forced to work at a faster pace. However, workers became exhausted and dissatisfied, thus leaving researchers with new questions to answer regarding job satisfaction. It should also be noted that the work of W. L. Bryan, Walter Dill Scott, and Hugo Munsterberg set the tone for Taylor’s work. Some argue that Maslow’s hierarchy of needs theory, a motivation theory, laid the foundation for job satisfaction theory. This theory explains that people seek to satisfy five specific needs in life – physiological needs, safety needs, social needs, self-esteem needs, and self-actualization. This model served as a good basis from which early researchers could develop job satisfaction theories. Job satisfaction can also be seen within the broader context of the range of issues which affect an individuals experience of work, or their quality of working life. Job satisfaction can be understood in terms of its relationships with other key factors, such as general well-being, stress at work, control at work, home-work interface, and working conditions. Models of job satisfaction Affect Theory Edwin A. Locke’s Range of Affect Theory (1976) is arguably the most famous job satisfaction model. The main premise of this theory is that satisfaction is determined by a discrepancy between what one wants in a job and what one has in a job. Further, the theory states that how much one values a given facet of work (e. g. the degree of autonomy in a position) moderates how satisfied/dissatisfied one becomes when expectations are/aren’t met. When a person values a particular facet of a job, his satisfaction is more greatly impacted both positively (when expectations are met) and negatively (when expectations are not met), compared to one who doesn’t value that facet. To illustrate, if Employee A values autonomy in the workplace and Employee B is indifferent about autonomy, then Employee A would be more satisfied in a position that offers a high degree of autonomy and less satisfied in a position with little or no autonomy compared to Employee B. This theory also states that too much of a particular facet will produce stronger feelings of dissatisfaction the more a worker values that facet. Dispositional Theory Another well-known job satisfaction theory is the Dispositional Theory Template:JacksonApril 2007. It is a very general theory that suggests that people have innate dispositions that cause them to have tendencies toward a certain level of satisfaction, regardless of one’s job. This approach became a notable explanation of job satisfaction in light of evidence that job satisfaction tends to be stable over time and across careers and jobs. Research also indicates that identical twins have similar levels of job satisfaction. A significant model that narrowed the scope of the Dispositional Theory was the Core Self-evaluations Model, proposed by Timothy A. Judge in 1998. Judge argued that there are four Core Self-evaluations that determine one’s disposition towards job satisfaction: self-esteem, general self-efficacy, locus of control, and neuroticism. This model states that higher levels of self-esteem (the value one places on his/her self) and general self-efficacy (the belief in one’s own competence) lead to higher work satisfaction. Having an internal locus of control (believing one has control over herhis own life, as opposed to outside forces having control) leads to higher job satisfaction. Suriname EssayThe satisfaction of an individual is dependent on largely on the relationship with the group members, group dynamics, group cohesiveness and his own need for affiliation. viii) Leadership Styles: The satisfaction level on the job can be determined by the leadership styles. Job satisfaction is greatly enhanced by democratic style of leadership. It is because democratic leaders promote friendship, respect and warmth relationships among the employees. On contrary, employees working under authoritarian and dictatorial leaders express low level of job satisfaction. ) The personal determinants also help a lot in maintaining the motivation and personal factors of the employees to work effectively and efficiently. Job satisfaction can be related to psychological factors and so numbers of personal factors determine the job satisfaction of the employees. They are as follows:- i) Personality: The personality of an individual can be determined by observing his individual psycholo gical conditions. The factors that determine the satisfaction of individuals and his psychological conditions is perception, attitudes and learning. ii) Age: Age can be described as a noteworthy determinant of job satisfaction. It is because younger age employees possessing higher energy levels are likely to be having more job satisfaction. In older age, the aspiration levels in employees increase. They feel completely dissatisfied in a state where they are unable to find their aspiration fulfilled, iii) Education: Education plays a significant determinant of job satisfaction as it provides an opportunity for developing one’s personality. Education develops and improvises individual wisdom and evaluation process. The highly educated employees can understand the situation and asses it positively as they possess persistence, rationality and thinking power. v) Gender Differences: The gender and race of the employees plays important determinants of Job satisfaction. Women, the fairer sex, are more likely to be satisfied than their male counterpart even if they are employed in small jobs. The job satisfaction can also be determined by other factors like learning, skill autonomy, job characteristics, unbia sed attitude of management, social status etc. It is important for managers to consider all these factors in assessing the satisfaction of the employees and increasing their level of job satisfaction. Relationships and practical implications Job Satisfaction can be an important indicator of how employees feel about their jobs and a predictor of work behaviours such as organizational citizenship, absenteeism, and turnover. Further, job satisfaction can partially mediate the relationship of personality variables and deviant work behaviors. One common research finding is that job satisfaction is correlated with life satisfaction. This correlation is reciprocal, meaning people who are satisfied with life tend to be satisfied with their job and people who are satisfied with their job tend to be satisfied with life. However, some research has found that job satisfaction is not significantly related to life satisfaction when other variables such as nonwork satisfaction and core self-evaluations are taken into account. An important finding for organizations to note is that job satisfaction has a rather tenuous correlation to productivity on the job. This is a vital piece of information to researchers and businesses, as the idea that satisfaction and job performance are directly related to one another is often cited in the media and in some non-academic management literature. A recent meta-analysis found an average uncorrected correlation between job satisfaction and productivity to be r=. 18; the average true correlation, corrected for research artifacts and unreliability, was r=. 30. Further, the meta-analysis found that the relationship between satisfaction and performance can be moderated by job complexity, such that for high-complexity jobs the correlation between satisfaction and performance is higher (? =. 52) than for jobs of low to moderate complexity (? . 29). Job Satisfaction also high relationship with intention to quit. It is found in many research that Job Satisfaction can lead to Intention to Stay / Quit in an organization (Kim et al. , 1996). Recent research has also shown that Intention to Quit can have effect like poor performance orientation, organizational deviance, and poor organizational citizenship behaviours (Krishnan, Sandeep. , and Singh. , Manjari, 2010). In short, the relationship of satisfaction to productivity is ot necessari ly straightforward and can be influenced by a number of other work-related constructs, and the notion that a happy worker is a productive worker should not be the foundation of organizational decision-making. With regard to job performance, employee personality may be more important than job satisfaction. The link between job satisfaction and performance is thought to be a spurious relationship; instead, both satisfaction and performance are the result of personality. Survey Objectives The primary objective of the employee satisfaction survey is to provide ABC with a means to identify key employee concerns that may presently exist within the organisation. More specifically, the objectives of the employee satisfaction survey are: †¢ To measure employee attitudes across a range of key cultural and performance dimensions, †¢ To align management and employee expectations in order to facilitate greater productivity within the workplace environment, †¢ To allow workplace satisfaction to be measured (or benchmarked) over time.