Globalization Essay Samples - Why You Need To Use Globalization Essay Samples

Globalization Essay Samples - Why You Need To Use Globalization Essay SamplesIn globalization there are many countries with different linguistic, cultural and social backgrounds and therefore a global perspective is to be brought in. The current understanding of globalization has changed but the use of globalization essay samples still remains as one of the most popular tool in the globalization marketing arena.The problem of writing global essays has now become an article, a method and a marketing strategy. Essay samples have gained enormous popularity all over the world. They have become the most effective way to spread ideas globally. The research companies too have gone in for this revolutionary idea, which is increasing their popularity to the entire globe.Essay samples are used by companies for commercial purpose and for training purposes. Most companies have incorporated these essay samples in the business strategy so that they can ensure the global competitiveness of their bu siness. These essays also allow them to reach out to a global audience.Globalization essay samples are the most powerful approach to write essays online. You can find them online for free, but some of them charge you for additional services like formatting, proof reading and editing. You can also consult your university professor to write and submit a written assignment for you.Essay samples are basically prepared by an author who is specialized in writing essays. It is basically a method where he or she takes in an article and creates a written work from it. He or she then uses that same article for the purpose of writing the essay and submitting it to an online company. In order to make the essay sample more convincing, the writer will use the language from the first paragraph to the last one.While you are creating an essay samples for your company, you can also make use of the essay samples in the essay. You should always avoid plagiarism, because plagiarism is an offense in the academic field and definitely takes away from the reputation of the written work. If you are using essay samples for your essay, always make sure that you use samples as an authentic one.The best approach is to use the essay samples as an introductory piece, because that is where you can present the concept or the ideas of your company. There are many websites that will help you out to format the essay samples according to your preference.

African Americans in the Civil War Essay - 1161 Words

African Americans in the Civil War About 180,000 African American people comprised 163 units that served in the Union Army, during the time of the Civil War, and many more African American people had served in the Union Navy. Both the free African-Americans and the runaway slaves had joined the fight. On the date of July 17, in the year of 1862, the U. S. Congress had passed two very important acts that would allow the enlistment of many African Americans, but the official enrollment had occurred only after the September, 1862, issuance of the, Emancipation Proclamation. In general, most white soldiers and officers, had believed that most of the black men, who had served in the Civil War, lacked the courage, and the will to fight†¦show more content†¦The 1st Kansas Coloreds, which had held the center of the Union line, were able to advance their status, to within around fifty paces from the Confederate line, and they had exchanged gunfire for around twenty minutes, until the Confederates, had finally broke a nd ran. General James Blunt, of the Union, had wrote after the battle, I had never seen such fighting as was done by the Negro regiment. The only question that the Negroes, will be able fight has been settled, and besides they make better soldiers in every other respect, than any of the troops, that I have ever had under my own command. The most widely known battle which was fought by many African American soldiers, was the assault on Fort Wagner, in the southern state of South Carolina, by the 54th Massachusetts, on the date of July 18, 1863. The 54th Massachusetts had volunteered to lead the assault, on the strongly-fortified Confederate grounds. The soldiers of the 54th Massachusetts, had been able to scale Fort Wagners, parapet, or military barricade, and then they were only driven back, after the brutal hand-to-hand combat. Although many of the Negro soldiers had proved themselves as very reputable soldiers, the discrimination in pay, and in many other areas, had remained very widespread. According to the notable Militia Act of 1862, all soldiers of any African descent, were to only receive $10.00 a month, plusShow MoreRelatedAfrican Americans And The Civil War1076 Words   |  5 Pages Throughout history African Americans have had is bad in the United States. First they went through slavery which lasted about two hundred year and was ended around the Civil War which was in the 1860s-1870s. Next after they went through slavery they went through the law of Jim Crow that started after the Civil War which stated, â€Å"Separate but Equal†, and that was not the case because African Americans were still treated as second class citizens. After about ninety years around the 1960s Dr. MartinRead MoreAfrican Americans and the Civil War774 Words   |  4 PagesEssay African Americans and the Civil War Slavery affected many of the political reasons that contributed to causing the Civil War in 1961. Most in the Northern states including President Lincoln were more concerned with preserving the Union rather than fighting for the freedom of all. On the other hand the South fought to preserve what they believed to be absolute state rights. However the overall goals of the war were altered significantly by the willingness of African Americans during war. ThisRead MoreAfrican Americans And The Civil War1449 Words   |  6 PagesWhen the Civil War began, they wanted to take part in fighting to free all slaves. At the end of the civil war passed the civil rights act that gave citizenship to people that are born in the united states, years later African American men were given the right to vote. This might give equal rights but African Americans are still being discriminated. Almost century later, African Americans are still being discriminated. They got jobs and their kids go to school, but more notice that it wasn t rightRead MoreThe Civil War On African Americans Essay1421 Words   |  6 PagesThe years preceding the Civil War were monstrous for African Americans located in the South of the country. Northerners and Southerners would argue that their visions of how society is structured is the right way and should be expanded throughout the nation. Southerners claimed that slavery is okay, and it’s a positive labor system. On the contrary, Northerners claim that laborers should be paid by wage, men should have equal opportunities, and slaves should gain freedom. The four most significantRead MoreAfrican American And The Civil War876 Words   |  4 PagesIn 1865, when the civil war ended in America and slavery was abolished, the African American population in the South faced many challenges related to their new found freedom. Following the pos t-Civil War Reconstruction period, white supremacy resurfaced in the South (AE Television, 2015). Beginning in the early 1900s through 1970 there was a mass exodus of African American s from South to North America. Although some African American s were known to have moved from the South as early as 1850Read MoreThe Civil War Of African Americans1010 Words   |  5 Pagescentury. For an African American, the word â€Å"life† evolved from a word that meant absolutely nothing, to a word that stood for an individual’s highest commodity. After the civil war, emancipation for slaves transformed from a dream to a reality. Although the civil war finally ended in 1865 after four years of fighting, certain citizens and groups across the nation still remained in a state if disagreement with the freedom granted to African Americans. The years after the civil war revolutionizedRead MoreAfrican Americans And The Civil War1309 Words   |  6 PagesIn the summer of 1619, the fir st Africans were brought to Jamestown, Virginia not to live as free settlers but as subordinate slaves. They worked strenuously for Whites, who considered themselves superior to Africans, without much benefit. Racism is not just the belief that one race is superior to others, but the act of negatively identifying individuals based on the color of their skin. Attributing race to individual character has proven to have negative implications that are difficult to mend.Read MoreAfrican Americans And The Civil War1540 Words   |  7 Pageshistorical backdrop of the United States, African Americans have dependable been victimized. When Africans first came to America, they had no choice but to be slaves. The progressed toward becoming slaves to the rich, covetous, lethargic Americans. African Americans had given no compensation and regularly whipped and beaten. They battled for their opportunity, yet when the Civil War came African Americans had this logic that if they were to join the Ci vil War they could liberate all slaves. HoweverRead MoreAfrican Americans And The Civil War859 Words   |  4 Pagesslavery, predominately in the American South, African-Americans were finally set free from bondage. The fourteenth and fifteenth amendments quickly followed, granting citizenship to â€Å"all persons born or naturalized in the United States† and granting African American men the right to vote, respectively. Naturally, Americans denoted these momentous legislative feats, collectively packaged as the Reconstruction Amendments, as a means of celebration for African-Americans. However, in order to rectifyRead MoreAfrican Americans in the Civil War1971 Words   |  8 PagesAnderson HIST 3060 February 25, 13 African Americans and the Civil War The role African Americans played in the outcome, and the road to the outcome of the Civil War was immense. The fact that the south had slaves and the north did not played an enormous role in the issues. The north wanted to abolish slavery, and the south did not and after the war started this became one of the main reasons for the Civil War. Since most African Americans could not read or write, this made them an easy

Although Eichendorff’s story displays religious elements,...

Although Eichendorff’s story displays religious elements, the pious facets take on a different form than in Psyche. In â€Å"The Marble Statue†, Sunday remains a holy day where evil subsides. God and Satan manifest into the metaphysical through characters, settings, and motifs. Fortunato is a pure character directing Florio towards the path of the righteous man while Donati is a sinister man leading the boy into temptation. The seductress is the embodiment of evil while Bianca is the good. The aspect of religion is demonstrated in a more direct manner in Psyche. The artist abandons a life of art to become a brethren of the covenant where it is proclaimed the Goddess of Art is â€Å"a witch who carries towards vanity, towards earthly pleasure†. The†¦show more content†¦On the other hand, Florio’s lack of self-control leads him to the guilt of a sinful lust. With the thought of his seductress plaguing his mind, he is never satisfied with the real wo man in his life. Consumed by lust and desire, he constantly longs for more in his earthly life. The sins reveal the weakness of the protagonists and provokes their course to redemption. â€Å"The Marble Statue† and â€Å"The Psyche† are both narrated in 3rd person. However, the teller of Florio’s story is a homodiegetic narrator lending an outside perspective on the world being described, but does not play a part in it. The Psyche’s is a heterodiegetic narrator as the bright morning star living in the story, yet revealing the history of another. The morning star plays a role that can be seen as a biblical reference and even Jesus himself. Jesus identifies Himself as ‘the bright morning star’ in Revelation 22:16. The irony of the morning star as Jesus is the young artist abandoned his talent to directly seek and satisfy God in a holy life with the church. However, he did not need to seek Jesus for he was already watching over him the entire span of his life and even thereafter. An element present among both stories in the role of nature and the gates, gardens and fountains within them. Within mythology and symbolism, gardens are seen as a motif of an untouched, primal state where nothing is lacking including companionship, food, and drink. The garden

Effect of Monetary Benefits in Organizations

Question: Discuss about theEffect of Monetary Benefits in Organizations. Answer: A Critical Analysis on the Role of Money and other Financial Rewards in Motivating Employees Motivation acts like a force, which guides the action of employees in organizations (Grandey, Chi and Diamond 2013). It is important for all human beings but it bears a comparatively broader importance to the employees working in organizations. Nevertheless, it influences the organizational behaviours. A motivated employee is a precious asset for the concerned Company. Further, a motivated employee is extremely helpful for the organizational success (Cerasoli, Nicklin and Ford 2014). An organization runs through a collective workforce of employees. Moreover, a half-hearted dedication from employees may incur a significant loss to the organization. To serve the goal of a company, the utter dedication of its employees is of utmost importance. Motivated and skilled employees collectively construct the way for an organization to dream for a goal. There are several theories, which support the importance of motivation in employees as an integral part of an organizational behaviour. Of all those theories, Maslows Needs Hierarchy Theory holds the supreme importance for its universal appeal (Aguinis, Joo and Gottfredson 2013). As per the theory, there are different stages for an employee, which finds its inception ever since the employee has made his conjuncture with the Company. These stages are physical needs, security needs, self-respect and self-actualization. These are the four requirements that an employee seek for in organizations. Fulfilment of all these stages brings their life to a never before experience. However, in an atmosphere of diverse culture in organizations across the globe, meeting with all the stages hardly happens. There are hardly few companies, which are working with extreme care in all of these four stages. Nonetheless, they are successful entrepreneurs. All these four stages have their separate significa nce for an employee. However, all have separate values and all carries motivational credentials with them. A collective fulfilment of all these stages is extremely helpful for an employee but even a partial fulfilment do also hold the probable of bringing the motivation into the employee (Pilz and Gewald 2013). Development of motivation goes through different process through the candidature of employees in organizations. Ever since the inception, the first and the foremost requirement for an employee is their salary. The nature of work and the assigned task pressure may vary but the need for having a healthy salary package is of inseparable importance in employees (Cawley and Price 2013). The expected salary is not a result of workload but rather it is their requirement to fulfil their basic needs. However, the fact is also contradicting in its justification for a factual behaviour of few employees in the organization. There are employees who understand their responsibilities and try to fulfil their responsibilities even under a lesser payment. Moreover, some never realizes the importance of their contribution in organizations even if their payments have satisfied their needs. Nevertheless, salary structures do keep a significant place in an organizational performance but it does not posses s the guarantee of imparting the supreme work performance (Terera and Ngirande 2014). After the salary part, the safety of an employee in organizations also holds a significant importance in constructing the motivational thoughts in them. The places, which are always at threats of meeting with accidents such as bomb explosion, civilian attacks, and the fear of losing the life, encourages employees to develop a half-hearted commitment for their work (DuBrin 2013). The fear of losing the lives acts as a retarding force for the development of motivational force into them. However, even if the circumstances are favourable, it does not hold any guarantee of producing the desired result. Nonetheless, the case of failure in the motivational practising in such organization is also common there (Glasziou et al. 2012). The next most important point, which an employee look for in organizations are their self-respect. To some it matters a lot whereas some are there who do not possess any regard for this. Providing self-esteem to employees presents a transparent image of organizations towards their employees (Young, Beckman and Baker 2012). It is helpful in structuring a belief of self-satisfaction into employees, which helps them further in showing their utmost dedication towards their roles and responsibilities. Nevertheless, the utmost dedication then achieved, shows its reflection in the performance of the organization. However, there are some, to whom self-respect is just a matter of dignity, which enhances the image of an individual in the organization. Moreover, self-respect never influences their thoughts as they have more concerns for other parameters such as Salary and the Service Condition (Parke et al. 2013). Self-actualization in the Maslows Needs Hierarchy Theory holds the most important characteristic of an organizational behaviour (Chng et al. 2012). Self-actualization is the one, which gives way to the motivational thoughts in employees. It happens in some cases that employees are often not aware of the consequences, which their contributions can bring to the organizational performance. In those cases, it evolves as the necessity to bring and inherit the instinct of self-actualization into such employees. Nevertheless, it arises as the necessity of incepting entrepreneurship skills in such organizations. Entrepreneurship skills by nature of it compels the management in successfully handling its employees with all the necessary elements required for incepting motivational thoughts in them. However, incepting entrepreneurship skills in an organization is not an easy task. It requires additional processing through which the inception of entrepreneurship skills happens. Moreover, foundat ion of entrepreneurship skills in an organization requires a huge investment for this. It put additional pressure on the financial resource of the Company. Further, this forms a boundary limit for those organizations, which are financially inefficient to cope with the changed requirement. Nonetheless, those organizations, which are financially inefficient, may fail in inheriting the self-actualization feeling into its employees (Altman, Valenzi and Hodgetts 2013). Organizational commitment is something, which dictates the right path to the desired goal. An organizational commitment is a colection of motivations, which never die (Thompson 2014). It rather compels its possessor for the utmost meeting with the set target. However, an organizational commitment is very rare in practice. Organizational commitment solely relies on the motivational thoughts of its employees, which suffers a serious loss in the otherwise situation. To make employees committed to their responsibilities, bringing the motivation in them is of supreme importance. Money and other financial awards given to employees can encourage them for the motivational thoughts, which is extremely decisive in incepting the organizational commitment. However, motivation is a broader concept, which is a collection of distinct characteristic of an organizational behaviour. Moreover, avoidance of any character may not result in as per the desire (Manzoor 2012). It is an undeniable fact that motivational thoughts influence the organizational characteristic of behaviours (Sageer, Rafat and Agarwal 2012). However, it is hard to find out a single characteristic that has with it a solid proof measures for the inception of motivational thoughts into employees. All the important aspects of the Maslows Needs Hierarchy Theory can produce wonder as a collective workforce but it is very difficult for an organization to posses all these aspects. Nevertheless, different organizations have different work approach, which varies distinctively from one organization to other (Dalal et al. 2012). The adherence of all the aspects of the Maslows theory is not realistic. However, a partial adherence of these aspects are possible but still, it becomes difficult to analyse a single potential aspect out of all those, which can produce notable productivity. This is where the problem arises for those organizations, which have chosen a partial portion of those aspects . The chosen strategy based on any of the established theories in specific the Maslows Theory, might not produce the expected outcome to the organization. There are some arguments regarding the fact that money really motivates. Some have made this argument that intrinsic motivation is comparatively superior predictor of performance than the extrinsic motivation (Pinder 2014). It is very much feasible that focussing more on the monetary benefits keeps away a significant attention of one from its actual role in the organization. The actual role for an employee in the organization is way above the monetary and other physical rewards. It rather forms the backbone of an organization as it involves pleasing their rational curiosity, having enjoyment, learning fresh skills. These all are the core elements of an employee, which motivates it for the fundamental character of organizational behaviour. Some may argue that money is the most powerful weapon of all the battles of life but it does not establishes the fact that money satisfaction can bring all joy to the organization. An organization runs on the wheel of collective efforts of all its e mployees and the management (Adzei and Atinga 2012). Moreover, an organization cannot efficiently walk on its way without the collective contributions of all these fundamental elements of organizational behaviour. A more contemporary explanation of an organization suggests that the fundamentals of organizational behaviour are a collection of group efforts, working in the same direction to achieve the desired goal (Chiang and Birtch 2012). It is clear from the explanation that the absence of any of the necessary fundamental elements can cause significant loss to the organization. Organizational management and the motivation inception in employees have a very crucial link in between them, which are tying them in a crucial bonding that needs a serious care of established facts of organizational behaviour. However, this is not the scenario in most of the organizations in the contemporary world. In most of the cases, employees have no attachment with the organizational requirement, which can be because of their negligence due to irrespective of the reason. Money and other physical rewards do satisfy few employees but it carries with it a less probability of incepting the motivational thoughts in su ch employees (Garbers and Konradt 2014). Even a high salary payment does not possess any assurance of imparting the pure organizational fundamentals into employees. Moreover, the high salary payment does produce excitement but rarely encourages for fulfilling the desire of the Company. Indeed the entrepreneurship skills help in incepting the motivational thoughts into the employees. Money is the utmost requirement of an employee or of an organization but it requires certain processing for this to generate. For an employee, it requires their honest dedication towards the requirement of the organization. Further, to an organization, it requires utmost caring of them towards their employees with intrinsic and extrinsic motivation. Both move on the same wheel but with different directions. The first and the foremost aspect of the inception of an employee is the salary part, all the things then come later. It is hard to survive without money but again the same goes to everyone. Performance of employees dictates the path to the Company, which further creates the monetary benefits to the Company by achieving the set goals (Chiang and Birtch 2012). Moreover, an organization depends heavily on its employees as they form the workforce for the organization. Nonetheless, an organization can never move without its collective workforce. The performance of an organization caters home to many of the common people who are working there. In case of underperforming of an organization for any reason, it can leave its impact on its employees. They might lose their job, which has served them as their financial resource. These cases are very common today, which are creating a sense of fear among employees. In case of no projects to an organization, it generally keep those workforce with them who have proved their worthy in past with their organizational fundamentals. Rest who could not prove their worthiness rather their focus was more on salaries, organization generally ask them to leave, as there is no project. All the established facts and the contemporary thoughts arrive to the same conclusion that fundamental characteristic of an organization is way above the monetary benefits and the other physical rewards. For a long-term partnership in between the employees and the organizations they represent, there is an utter urgency of the motivated employees. Nevertheless, intrinsic rewards not the extrinsic rewards are the vital factor for incepting motivational thoughts into employees (Chiang and Birtch 2012). Money and the other physical rewards are a fundamental part of an organizational behaviour but it cannot effectively construct the motivational thoughts into employees. It rather can take them away from their prime role, which is to serve the organizations with full dedication. Focussing on the salary part most of the time distract the concentration of employees from the organizational values, which is extremely danger for the organization and for them also. Having desire for a good salary is not any sin but destroying anything, just for the sake of salary is not acceptable. The core values of an organizational fundamental are extremely important for both the organization and the employees. This brings the relation of harmony in between the employees and the organization, which they represent. Nevertheless, fulfilling the single desire and leaving rest apart, is not advisable for a peaceful run of an organization. However, the entire core values of organizational fundamentals under t he light of Maslows Theory do not find a foot hold in the organizational behaviour. Moreover, a collective inclusion of the entire fundamental characteristic can do wonder in favour of both the organization and its employees. It rather has the potential to turn things in favour of such organization, which have failed in catching the worldly attention. However, organizations in contemporary world are comparatively more attracted towards the extrinsic form of motivation. They believe in making employees satisfied as long as feasible in the organization. However, these are not the characteristic of an entrepreneur. A successful entrepreneur rather possesses all the necessary elements of fundamental behaviours for the organization it represent. Extrinsic motivation such as money and other physical rewards are important but not effective as much as the intrinsic form of motivation. References: Adzei, F.A. and Atinga, R.A., 2012. Motivation and retention of health workers in Ghana's district hospitals: addressing the critical issues.Journal of Health Organization and Management,26(4), pp.467-485. Aguinis, H., Joo, H. and Gottfredson, R.K., 2013. What monetary rewards can and cannot do: How to show employees the money.Business Horizons,56(2), pp.241-249. Altman, S., Valenzi, E. and Hodgetts, R.M., 2013.Organizational behavior: Theory and practice. Elsevier. Cawley, J. and Price, J.A., 2013. A case study of a workplace wellness program that offers financial incentives for weight loss.Journal of health economics,32(5), pp.794-803. Cerasoli, C.P., Nicklin, J.M. and Ford, M.T., 2014. Intrinsic motivation and extrinsic incentives jointly predict performance: A 40-year meta-analysis.Psychological Bulletin,140(4), p.980. Chiang, F.F. and Birtch, T.A., 2012. The performance implications of financial and non?financial rewards: an Asian nordic comparison.Journal of Management Studies,49(3), pp.538-570. Chng, D.H.M., Rodgers, M.S., Shih, E. and Song, X.B., 2012. When does incentive compensation motivate managerial behaviors? An experimental investigation of the fit between incentive compensation, executive core self?evaluation, and firm performance.Strategic Management Journal,33(12), pp.1343-1362. Dalal, R.S., Baysinger, M., Brummel, B.J. and LeBreton, J.M., 2012. The relative importance of employee engagement, other job attitudes, and trait affect as predictors of job performance.Journal of Applied Social Psychology,42(S1), pp.E295-E325. DuBrin, A.J., 2013.Fundamentals of organizational behavior: An applied perspective. Elsevier. Garbers, Y. and Konradt, U., 2014. The effect of financial incentives on performance: A quantitative review of individual and team?based financial incentives.Journal of occupational and organizational psychology,87(1), pp.102-137. Glasziou, P., Buchan, H., Mar, C.D., Doust, J., Harris, M., Knight, R., Scott, A., Scott, I.A. and Stockwell, A., 2012. When financial incentives do more good than harm: a checklist.Bmj,5047, pp.345-350. Grandey, A.A., Chi, N.W. and Diamond, J.A., 2013. Show me the money! Do financial rewards for performance enhance or undermine the satisfaction from emotional labor?.Personnel Psychology,66(3), pp.569-612. Manzoor, Q.A., 2012. Impact of employees motivation on organizational effectiveness.Business management and strategy,3(1), p.1. Parke, H., Ashcroft, R., Brown, R., Marteau, T.M. and Seale, C., 2013. Financial incentives to encourage healthy behaviour: an analysis of UK media coverage.Health Expectations,16(3), pp.292-304. Pilz, D. and Gewald, H., 2013. Does Money Matter? Motivational Factors for Participation in Paid-and Non-Profit-Crowdsourcing Communities. InWirtschaftsinformatik(p. 37). Pinder, C.C., 2014.Work motivation in organizational behavior. Psychology Press. Sageer, A., Rafat, S. and Agarwal, P., 2012. Identification of variables affecting employee satisfaction and their impact on the organization.IOSR Journal of business and management,5(1), pp.32-39. Terera, S.R. and Ngirande, H., 2014. The impact of rewards on job satisfaction and employee retention.Mediterranean Journal of Social Sciences,5(1), p.481. Thompson, N.C., 2014.Investigating talent attraction: percieved attractiveness of non-financial reward elements by means of an experimental design(Doctoral dissertation, University of Cape Town). Young, G.J., Beckman, H. and Baker, E., 2012. Financial incentives, professional values and performance: A study of pay?for?performance in a professional organization.Journal of Organizational Behavior,33(7), pp.964-983.