Essay --

A true friend is someone you can confide in without fear of being judged or betrayed... It is always good to have a friend in whom you can confide. A true friend is a good listener – one with whom you can share your thoughts and feelings without worrying whether they will judge you or tell other people about you. You should be able to trust a friend, particularly when you are in need of someone to share your problems with..... In â€Å"The Boy in the Striped Pyjamas† by John Boyne, Bruno, the main character is in need of a good friend. He is unhappy, having being forced to move away from his home in Berlin and ‘his three best friends for life’ because his father has a new job. Bruno, his mother and sister accompany the new commandant to the new house at â€Å"Out-With,† as Bruno calls it. This new house is small, dark, and strange. Bruno spends long days gazing out the window of his new bedroom, where he notices people dressed in striped pyjamas and rows of barracks surrounded by a barbed wire fence. With nobody except his sister ‘The Hopeless Case’ to talk to, bored and lonely, and not really understanding the circumstance of his new existence, Bruno sets out to explore the area, despite being forbidden to do so by his parents. He discovers Shmuel, a very thin Jewish boy who lives on the other side of the fence and an unlikely friendship between the two boys is form ed. Over the next few months the two children swap life stories through the wire fence. Shmuel explains how he and his family have been transported here from a ghetto in Poland. Unable to comprehend the gravity of Shmuel’s situation, Bruno is simply content to have found a playmate. In particular he finds it amazing that they are the same age and born on exactly th... ...d hegathers himself and makes a clear decision to face his fear in order to help his friend.... Even when the two boys have been herded into the gas chambers about to face their death, Bruno stands by his friend, holding Shmuel’s hand, forgetting even the names of his friends in Berlin and saying that Shmuel is one true friend for life. To conclude, Bruno and Shmuel’s friendship is both strange and genuine. Bruno confides in Shmuel, at first, because he is lonely and innocent. However as the novel develops their friendship grows into something authentic which crosses the boundaries of race, religion and culture. Over the course of the novel there are times when the friendship is tested, threatened and almost betrayed but Bruno and Shmuel remain true to their friendship even in the darkest and devastating of endings...At the end they died together...

Hr Case Study

Table of Contents Executive summary2 Problem identification and analysis 3 Statement of major problems4 7. Generation and evaluation of alternate solutions 5 7. 1 Reducing reliance on sales force5 7. 2 Introduce team based targets and reward systems5 7. 3 Survey sales force on time allocated for different job aspects6 7. 4 Set maximum amount of voluntary additional work hours6 8. Recommendations7 9. Implementations 8 10. Concluding Remarks9 11. References10 12. Turnitin Originality report11-12 Executive summaryAnnette, the newly appointed HR manager feels that Terry, the company sales manager, despite loving his job and being passionate about the work he does, is a workaholic. She is afraid that Terry will not be able to keep up with this hectic schedule and that it would soon affect his health and work life balance. Even though his working habits shine a positive light on the company, it gives a certain peer pressure to his sales team to work equally long hours even when Terry does not insist that anyone work as long as him.Furthermore, Annett does not agree with what the CEO intends to do, to give Terry recognition and reward for his dedication and outstanding result, as it is a result of extreme work habits. However, the CEO feels that no one is forcing Terry to work long hours, and might think of it as legal as it is a voluntary effort. Problem identification and analysis Harvard Analytical Framework for Human Resource Management Stake holder Long term Individual well-being disrupted burn out internal departmental stress unnecessary pressure from Terry leads to team resignation societal effect educes effectiveness of sales team from undue pressure Long term Individual well-being disrupted burn out internal departmental stress unnecessary pressure from Terry leads to team resignation societal effect reduces effectiveness of sales team from undue pressure HR outcomes Commitment to work long hours due to rewarding of extreme work attitude Non compliance to leg islation due to voluntary long hours Creates competent work force in short run due to extra hours HR outcomes Commitment to work long hours due to rewarding of extreme work attitude Non compliance to legislation due to voluntary long hoursCreates competent work force in short run due to extra hours Choices rewarding behavior job design Possible lack of technology in job Uses new sales as main cash flow generator Choices rewarding behavior job design Possible lack of technology in job Uses new sales as main cash flow generator Interests CEO HR manager TerryHRM policyHR outcomesLong-Term Sales Forcerewarding behavi Job desginCommitment Individual Compliancewell-being Situational Factors * Long work hours * Legislation * Business Strategy * dependant on sales and conditions * sales target philosophy * Task Technology * societal values Situational Factors * Long work hours * Legislation * Business Strategy * dependant on sales and conditions * sales target * philosophy * Task Technology * societal values Human resourceCongruenc Source: Beer et al (1984) One of the principal problems that are shown in the case is the willingness to reward extreme work behavior in the organization. This positive reinforcement of Terry’s working behavior will be indirectly showing to others that to gain recognition in the company, you would have to adopt extreme working behaviors like Terry.Furthermore, there is legislation that defines the working hours of a full time employee. However, the main problem is that organization allows voluntary increased working hours as it is deemed beneficial for the company. A third problem is that the company is relying heavily on its sales force to generate profit. These could be due to high sales targets given by management which Terry can only achieve by increasing working hours excessively. Statement of major problems It can be derived that the company is relying heavily on its sales force, possibly on direct sales and new customers inste ad of recurring and retention of customers.This would be directly linked to the perceived need for Terry to increase working hours dramatically to fulfill his individual sales targets. Another Critical issue lies in the voluntary non-compliance of legislation. This, coupled with higher management of not only accepting extreme work habits, but with the intention of rewarding, would indirectly tell other employees that reward and recognition comes with extreme input of work hours. Furthermore, the sales force is obliged to work equally long hours like Terry, which would eventually result in this being custom and practice.This could be due to the setting of difficult individual performance measurements in terms of sales clinched per month. 7. Generation and evaluation of alternate solutions 7. 1 Reducing reliance on sales force. There is a heavy reliance on sales force to secure customers for the company. Instead of constantly sourcing new customers to meet individual targets, the sale s force could work on retaining existing customers by practicing relationship marketing as it is more cost effective to do so.Relationship marketing is most applicable when the customer has choices of their suppliers and switching is coming and there is a continued need for the service (Berry. 2002). A great example would be the research done by Moon-Koo (2004) on Korean mobile telecommunications services which showed that the industry believes that the crucial future marketing strategy was to try to retain existing customers by increasing customer loyalty and customer value.Payne and Adrian (1994) concluded that securing of new clients is merely the first step in the marketing process, the crux lies in retaining the customer, with organizations often confirming that existing customers are not only more profitable than new customers, but also easier to sell to. The company should come up with customer loyalty schemes to retain customers, which will help the sales force with achievin g sales targets 7. 2 Introduce team based targets and reward systems Another alternate solution would be to reduce individual target and rewards, and introduce team based sales target and reward system.Hackman & Walton (1986) suggested that successful group work will contribute to the growth and personal well-being of team members. By reducing individual target and reward systems, not removing, it would ensure the sales force meet the minimum amount. However, with the team based targets and rewards in place and scaled slightly higher than the sum of all individual targets, the sales force would be motivated to strive towards achieving team based goals. Research has shown teams with difficult goals perform optimally when incentives are offered (Knight, 2001).Performance is directly influenced by goals, but incentives did not. The offer of an incentive increased the commitment of most teams with difficult goals, proving to be highly beneficial (Knight, 2001). 7. 3 Survey sales force o n time allocated for different job aspects It would be best to survey the sales force to define which area of their job takes up the most time. Asking for the employee’s feedback to improve the work system has always proved invaluable, with research showing that 360-degree feedback boosting communications and performance of their managers and organizations (Bernardin & Beatty, 1987).The 360-degree approach shows that without feedback there can only be minimal change, and that various constituencies can provide diverse viewpoints and information (London, 1993). In the research done by Marshall (1999), there is a change in communication-related technology, especially in the 1990s where there was an improvement in communication between salespeople and customers due to the reduction in salespeople travel requirements. By asking the sales force for their opinions, new systems, process and new technologies can be developed to help save time and energies.If these new technologies ar e inserted into the right parts of the job, such as online video calling existing customers to confirm advertising orders instead of travelling to meet them, a large portion of time would be saved without compromising on the quality of customer service. 7. 4 Set maximum amount of voluntary additional work hours According to Fairwork Australia website, a full time employee work an average of 38 hours per week, also under the National Employment Standards, Maximum eekly hours of work is 38 hours per week, plus reasonable additional hours. Terry is working 60 hours a week, 22 hours more than required. Even though it is voluntary, it is still a considerable health hazard to overwork consistently. Sparks et al. (1997) suggests that there is a small but significant positive trend that links increased hours of work to increased health symptoms. Buell & Breslow (1960) also found that employees who work in sedentary positions for extended hours suffer from health problems due to the lack of exercise.Having research proving that overworking consistently provides a multitude of health hazards, it can be determined that Terry is not taking reasonable care of his own health and safety which can be found under the work health and safety act Division 4 section 28- Duties of workers, while at work, a worker must: (a)   Take reasonable care for his or her own health and safety. A solution to prevent employees from voluntary overworking is to set a maximum amount of voluntary additional work hours.Regardless of whether employees are meeting their sales target within the normal working hours, they are allocated a maximum set of extra hours to either over perform or chase up to their sales targets. Recommendations In order to maintain the efficiency of the business while not impacting the overall performance of the sales department, it is recommended that a maximum amount of additional voluntary work hours be set in order to prevent working excessive extra hours as custom and p ractise.A 360 degree feedback should be carried out on the sales force to ascertain the most time consuming aspects of the job, and to develop solutions and put in place technology to save time to increase the efficiency of the sales force. Higher management would need to review the key performance indicators of the sales force, and reduce individual goals and set in place challenging team goals with additional incentives to motivate the sales force to achieve more in synergy.This would go hand in hand with the creation of customer loyalty schemes to retain existing customers, and training for the sales force would be needed to allow them to utilise the loyalty schemes to the company’s advantage. Implementations Reward Terry for dedication to firm| ASAP| Set in maximum additional voluntary work hours and explain to organization and work life balance| Immediately after rewarding Terry| 360 degree feedback of sales department| Depending on how big the sales department is. Estim ated 6 months. Review KPIs and restructure to team settings| 1 year| Creation of customer loyalty schemes| In conjunction with restructuring to team goals| Terry would need to rewarded for his stellar performance for the company, where the recognition need to be structured politically correct as to prevent others from thinking Terry is being rewarded due to him putting in excessive hours. A follow up to that would be to implement maximum additional voluntary work hours after a clear work life balance talk to the company.This would put in place that to over achieve is good, but the organization does not support extreme work behaviors. The next step would be to hire an external agent to conduct a 360 feedback on the sales department to seek to reduce time hoarding elements of the job. It is essential to review new technologies and how they would assist the department in carrying out their jobs. Proper training would have to be provided to ensure the sales forces are kept up to date wi th the new technologies.After the aspects of the job have been redefined, higher management should review the KPI of the sales department and restructure more into collectivism with individual hybrid elements to motivate the sales force to work in teams to achieve even harder goals that is ever achievable by their own. This would go in conjunction with the sales force developing customer loyalty schemes as the sales force would know what attracts their clients the most and would thus be the best equipped to develop the loyalty schemes. Concluding remarksIt is of paramount importance to not undermine the value of Terry’s work; however measures must be put in place to curb extreme work habits. The core structure of the a salesperson job aspect would need to be reviewed, so as to determine areas which can be revised with the addition of new technology to help save the time and energies of the work force. This, coupled with the restructuring the performance indicators to embrace a more collective approach by placing difficult team goals which when achieved, give higher incentives. This would motivate employees to work together in teams.Lastly, the organization needs to realize that retaining existing customers is more profitable than attracting new customers, and the company will benefit from requesting the sales force to create a customer loyalty scheme, and to incorporate it into a core component of the sale’s department duties. References 1. Bemardin, J. H. , & Beatty, R. W. (1987). Can subordinate appraisals enhance managerial productivity? Sloan Management Review, 28(4), 63-73. 2. Bud, P. & Breslow, L. (1960). Mortality from coronary heart disease in California men who work long hours. Journal of Chronic Diseases, 11, 61 5-626. 3. Hackman, J. R. amp; Walton, R. E. (1986) Leading groups in organizations. In: Designing Effective Work Groups, Goodman, P. (ed. ), pp. 72 ±119. Jossey-Bass Publishers, San Francisco 4. Kim, Moon-Koo  (03/2004). â⠂¬Å"The effects of customer satisfaction and switching barrier on customer loyalty in Korean mobile telecommunication services†. Telecommunications policy  (0308-5961),  28  (2),  Ã‚  145. DOI:  10. 1016/j. telpol. 2003. 12. 003 5. Leonard L. Berry (2002): Relationship Marketing of Services. Perspectives from 1983 and 2000, Journal of Relationship Marketing, 1:1, 59-77 6. London, Manuel  (1993). â€Å"360-degree feedback as a competitive advantage†.Human resource management  (0090-4848),  32  (2-3),  Ã‚  353. DOI:  10. 1002/hrm. 3930320211 7. Marshall, Greg  W  (01/1999). â€Å"The Current State of Sales Force Activities†. Industrial marketing management  (0019-8501),  28  (1),  Ã‚  87. DOI:  10. 1016/S0019-8501(98)00025-X 8. Knight, D. (04/2001). â€Å"THE RELATIONSHIP OF TEAM GOALS, INCENTIVES, AND EFFICACY TO STRATEGIC RISK, TACTICAL IMPLEMENTATION, AND PERFORMANCE. â€Å". Academy of Management journal  (0001-4273),   44  (2),  Ã‚  326. DOI:  10. 2307/3069459 9. Sparks, K. , Cooper, C. , Fried, Y. and Shirom, A. (1997), The effects of hours of work on health: A meta-analytic review.Journal of Occupational and Organizational Psychology, 70:  391–408. doi:  10. 1111/j. 2044-8325. 1997. tb00656. x 10. Payne, Adrian  (1994). â€Å"Relationship Marketing – Making the Customer Count†. Managing service quality  (0960-4529),  4  (6),  Ã‚  29. Turnitin Originality Report OHS case study  by Yuxuan Huang From Individual Work health and Safety Case (BUS320 – BUS320 Advanced Human Resource Perspectives (s1, 2013)) * Processed on 12-Mar-2013 5:19 PM WST * ID: 311507218 * Word Count: 2170 Similarity Index 16% Similarity by Source Internet  Sources: 12% Publications: 9% Student  Papers: 12% sources: 1 2% match (Internet from 17-Apr-2012) ttp://onlinelibrary. wiley. com/doi/10. 1111/j. 2044-8325. 1997. tb00656. x/abstract 2 1% match (publications) Stacie Furst . â€Å"Virtual team effectiveness: a proposed research agenda†, Information Systems Journal, 10/1999 3 1% match (Internet from 21-Jan-2013) http://www. monarorfs. org. au/new-machi? limitstart=15 4 1% match (publications) Kate Sparks. â€Å"The effects of hours of work on health: A meta-analytic review†, Journal of Occupational and Organizational Psychology, 12/1997 5 1% match (student papers from 30-Apr-2012) Submitted to University of Sydney on 2012-04-30 6 1% match (student papers from 08-Sep-2011)Submitted to Macquarie University on 2011-09-08 7 1% match (Internet from 06-Jul-2010) http://jom. sagepub. com/cgi/content/refs/36/1/5 8 1% match (Internet from 06-May-2009) http://members. chello. nl/~e. vanoverveld/images/Thesis. PDF 9 1% match (publications) Warech, M. A.. â€Å"Self-monitoring and 360-degree ratings†, The Leadership Quarterly, 199824 10 1% match (Internet from 10-Mar-2013) http://ro. uow. edu. au/cgi/viewcontent. cgi? article=1301&context=comm papers&sei- 11 1% match (student papers from 12-May-2010) Submitted to University of Western Sydney on 2010-05-12 12 1% match (publications) Marshall, G.W.. â€Å"The Current State of Sales Force Activities†, Industrial Marketing Management, 199901 13 1% match (student papers from 25-Oct-2009) Submitted to Curtin University of Technology on 2009-10-25 14 1% match (Internet from 02-Apr-2010) http://www. wairc. wa. gov. au/Agreements/Agrmnt2005/PBF016. doc 15 1% match (publications) Karjaluoto, Heikki, Chanaka Jayawardhena, Matti LeppA ¤niemi, and Minna PihlstrA ¶m. â€Å"How value and trust influence loyalty in wireless telecommunications industry†, Telecommunications Policy, 2012. 16 1% match (student papers from 11-Sep-2009) Submitted to Univerza v Ljubljani on 2009-09-11 7 < 1% match (Internet from 16-Apr-2009) http://dissertations. port. ac. uk/357/01/BelliardC. pdf 18 < 1% match (Internet from 20-Feb-2009) http://www. busmgt. ulster. ac. uk/modules/bmg775m2/fig . doc 19 < 1% match (Internet from 18-Jan-2013) http://www. aom. pace. edu/amj/April2001/knight. pdf 20 < 1% match (Internet from 29-Apr-2012) http://www. vawo. nl/documents/OccupationalstressAustraliauniversities. pdf 21 < 1% match (publications) Lee, Hyung Seok. â€Å"Major Moderators Influencing the Relationships of Service Quality, Customer Satisfaction and Customer Loyalty†, Asian Social Science, 2013.

The War on Drugs Essay - 3279 Words

The War on Drugs To fully understand the significance and the seriousness of a War one must first fully understand the reasons that caused it in the first place. In this specific case the solution begins with several important yet seemingly simple questions†¦What is marijuana? How is it used? And why is it so coveted and widely distributed in Jamaica as well as the rest of the world?†¦ All these questions help clarify the reasoning behind the war on drugs and further investigation shows how Jamaica ends up being an important country in this puzzle as well. Lets begin with the first question, (What is marijuana), of course the dictionary definition is simply put,-a preparation of the hemp plant, Cannabis sativa, for use as an†¦show more content†¦Moreover, the longer a substance has been illegal and the harder it is to obtain the substance the more profitable it becomes. 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Polygamy A Socially Sanctioned Marriage - 1234 Words

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It is a crucial and sacred bond between two personalities merging into one for ideas, attitudes, habits and likes and dislikes. In Philippines marriage is considered a lifelong partnership. It is the foundation stone on which the family is built. Basically marriage is a social and legal contract. People

What Is Human Resource PlanningIdentify Its Objectives in...

IS A process by which an organisation ensures that it has the right number kind of people at the right place and at the right time, capable of effectively and efficiently completing those tasks that help the organisation achieve its overall objectives.. ADVANTAGES OF HR PLANNING Importance of HR PLANNING †¢ 1) Each Organisation needs personnel with necessary qualifications, skills, knowledge, experience aptitude . †¢ 2) Need for Replacement of Personnel - Replacing old, retired or disabled personnel. †¢ 3) Meet manpower shortages due to labour turnover †¢ 4) Meet needs of expansion / downsizing programmes †¢ 5) Cater to Future Personnel Needs †¢ 6) Nature of present workforce in relation with†¦show more content†¦These sources must consider not only the nature and conditions of the external labor market, but also the presence of qualified personnel who are available to fill vacancies through internal promotions or transfers. Keep in mind the recruitment activities is integrated with diversity and equal employment opportunity initiatives. Staffing needs must be anticipated sufficiently in advance to permit the recruitment and development of fully qualified personnel. Anticipating manpower problems by projectingï€ ªÃ¯â‚¬ ª present resources into the future and comparing them with the forecast of requirements to determine their adequacy, both quantitatively and qualitatively; Planning the necessary programmes of requirement,ï€ ªÃ¯â‚¬ ª selection, training, development, utilization, transfer, promotion, motivation and compensation to ensure that future manpower requirements are properly met. **It’s a systematic approach. because it ensures a continuous and proper staffing. It avoids or checks on occupational imbalances (shortage or surplus) occurring in any of the department of the organization. **There is a visible continuity in the process. **There is a certain degree of flexibility. That is, it is subject to modifications according to needs of the organization or the changing circumstances. Manpower plans can be done at micro or the macro levels depending upon various environmental factors. â€Å" HRP is aShow MoreRelatedHuman Resource Planning : An Important Area Of The Organisation1241 Words   |  5 Pages Strategic human resource management Assignment 2 Name: Muhammad Zakaullah khan Completed: 30/08/15 Student id number: 144014 Lecturer’s name: DAVID Greenshields Human resource planning is an important area of the organisation which deals with all primary activities and its identifies the current and future needs of organisation. It includes hiring, firing, managing, training, developing and rewarding people within the organisation. 2.1: Analyse the business factorsRead MoreArik Air Hr Problem : The Employment Problem Essay1032 Words   |  5 Pagesresentment, laxity at their job performance and even aggressive industrial action. As such, management will be motivated to resolve such issues and avoid creating a toxic environment. Unfortunately for the company, this can only be accomplished by paying the other employees similarly high rates, therefore effectively pushing their personnel expenditure even higher (Chen Flashel, 2005). To compound the human resource situation at Arik, at least 10 percent of the staff is made up of expatriates, who couldRead MoreHr Planning1615 Words   |  7 PagesIMPORTANCE OF Human ResourceS PLANNING IN ORGANIZATIONS by Nyamupachari Vareta HUMAN RESOURCES ASSISTANT. DIP PM; HND DIP HRM; DIP TM (IPMZ. BRAZZAVILLE, CONGO E-MAIL: VARETAN@YAHOO.COM InTroduction Planning is very important to our everyday activities. Several definitions have been given by different writers what planning is all about and its importance to achieving our objectives. It is amazing that this important part of HR is mostly ignored in HR in most organizations because thoseRead Morecmi unit 50041359 Words   |  6 PagesUnit 5004 - Resource management  Introduction This unit is about being able to identify the different types of resources available to managers, select and plan for their use, and monitor and review their effectiveness in the pursuit of organisational objectives. Scenario Learners may use their own employment context, or that of another organisation with which they are very familiar, to base their assignment. However, in the case that they are not able to do so, please use the below scenario- IfRead MoreHuman Resource Management and Strategic Human Resource Management1136 Words   |  5 PagesManaging Human Resources, 3rd edn, John Wiley Sons, Mil ton, Qld. In chapter 1 of the text, the author shows an overview of human resource management and strategic human resource management. 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Explain why the Grand Alliance was so solid in 194 Essay Example For Students

Explain why the Grand Alliance was so solid in 194 Essay 5but had fallen apart by 1949 W. PattenTo find the cause of the USA- USSR mistrust, you must first look atthe beliefs and aims of the USSR and the USA. The USSR was a Communistcountry ruled by a dictator who cared very little about human rights. TheUSA was a capitalist democracy, which valued freedom. Stalin wantedreparations from Germany, and a buffer of friendly states. Britain and theUSA wanted to help Germany recover, and to prevent large areas of Europefrom coming under Communist control. The USSR did not trust Britain andthe USA because they had tried to destroy the Russian Revolution in 1918,and Stalin thought that they had not helped the USSR enough in World WarTwo. Britain and the USA did not trust the USSR because Stalin had signedthe Nazi- Soviet Pact in 1939. After World War Two, in the period from 1945 1948, there was a listof nine events which caused the USSR- USA relations to deteriorate. Firstly, the Yalta Conference in February 1945.

Motivation Evaluation

The basic understanding, as far as motives are concerned, points to the fact that a motive results from an internal state arousing and directing behaviors to a given specific goal. This could also be as a result of a deficit and will differ in terms of types and amount. Most importantly motives will drive people to think, act and view matters with the aim of satisfying a need. Advertising We will write a custom essay sample on Motivation Evaluation specifically for you for only $16.05 $11/page Learn More Motives are the core driving forces behind the things the people do in their day to day lifestyle and they have their basis on needs. Needs are generally the levels of tension present in somebody which reduce after the needs are provided for. An American psychologist by the name Henry Murray proposed the personality theory (Murray, 1940). The needs were ordered in accordance to people’s needs, motives. According to Murray (1940) a need is a readin ess to respond accordingly in varied circumstances. He stated that each kind of need relates with an intention, emotions, and actions and are always described by names of different traits. Every person has a different kind of need which is affected by their immediate environmental factors. These types of needs are grouped into two broad groups, that is, primary and secondary. They are farther categorized into twenty four which totally vary with personalities. These, he further grouped under ambition needs, power needs, affection needs, materialistic needs and information needs. Each need is independently vital but Murray asserts that they are interrelated. One of the main factors that affect the psychogenic needs relates to the individual’s environment which dictates an individual’s behavior ((Murray, 1940). People tend to have varied motives for the actions they carry out or the behavior they exhibit. Three views of motivation namely psychoanalytical, humanistic and diversity can assist us in evaluating motivation in persons (McClelland, 1984). The psychoanalytical view covers the aspects relating to determinism, drive, conflict and the unconscious. Those things that we seemingly have little control over often correlate with the concept of determinism. The drive pushes us to carry out the basic instincts. The humanistic view of motivation points at fulfilling the basic human or natural instincts. This will cover needs such as affection and materialistic. Diversity view as a concept of motivation covers the various motivations types which result in different goals (Mc Adams, 2005).Advertising Looking for essay on psychology? Let's see if we can help you! Get your first paper with 15% OFF Learn More Martin Luther King who had a realistic outlook on life was counted as one of the great reformists of our time. In the eyes of those who knew him, King is described as a dependable, solid and reliable person among many other description s (King, 1959). This perception was as a result of King’s motivation in addressing the needs in his life probably power and ambition needs. This could very well be according to the psychoanalytical view of motivation. King is described as having a strong drive in that when he had a purpose, he was fixed and immovable. A diversity view of King’s motivation points to the fact that he showed a serious and subtle ambition perhaps partly aimed at addressing his ambition needs and yet still aimed at achieving materialistic accomplishments. Racism during King’s days shaped what motivated him according to the psychoanalytical view (King, 1959). Martin Luther King appeared to invest a lot in terms of his world position and contribution to the society. This enables us to understand the humanistic and diversity views of motivation in King. King’s motivation drove him to assume more responsibility in whichever circumstance he was in than anyone else. According to the diversity view of motivation Martin Luther King would set goals often sacrificing family and personal ambitions to achieve these goals. King was known for his faithfulness, persistence, patience and diligence (King, 1959). A diversity view of motivation points out the fact that King was a realist and pragmatic in his approaches. King considered the final gauging of any fact to be its importance practically. From the humanistic view of motivation, King was attracted to studying foreign culture and his overseas traveling helped him to expand his perception while widening his intellectual scope of the world. Being the revolutionist he was King had a mind that was so philosophical and always concerned with answering great questions that met his zeal for information. Advertising We will write a custom essay sample on Motivation Evaluation specifically for you for only $16.05 $11/page Learn More Subtly King’s penetrating perception into peopleâ₠¬â„¢s lives and a keen attention for the unseen and unspoken reveals the unconscious element of the psychoanalytical view of King’s motivation. For one to be able to effectively analyze motivation, he should understand the personality profile of an individual at the level of dispositional traits, life history and the adaptations characteristically (King, 1959). References King, M.L. (1959). The Measure of a Man. Philadelphia: The Christian Education Press. Mc Adams, D.P. (2005). The Person: A New Introduction to Personality Psychology. (4th Ed.). New York: Wiley. McClelland, C. D. (1984). Motives, Personality and Society: Selected Papers (Centennial psychology series). (1st Ed.). New York: Praeger Publishers Inc. Murray, H. A. (1940). What should psychologists do about psychoanalysis? Journal of Abnormal and Social Psychology, 2, (35), 150–175. This essay on Motivation Evaluation was written and submitted by user Brayan M. to help you with your own studies. You are free to use it for research and reference purposes in order to write your own paper; however, you must cite it accordingly. You can donate your paper here.