Indonesian Ideology

Indonesian Ideology IDEOLOGY OF INDONESIA CHAPTER 1 Ideology of Indonesia I. Introduction Ideology An ideology is a set of aims and ideas that directs ones goals, expectations, and actions. An ideology can be thought of as a comprehensive vision, as a way of looking at things, as in common sense and several philosophical tendencies, or a set of ideas proposed by the dominant class of a society to all members of this society or a received consciousness or product of socialization. The main purpose behind an ideology is to offer change in society, and adherence to a set of ideals where conformity already exists, through a normative thought process. Ideologies are systems of abstract thought as opposed to mere ideation applied to public matters and thus make this concept central to politics. Implicitly every political tendency entails an ideology whether or not it is propounded as an explicit system of thought. The term ideology was born in the highly controversial, philosophical and political debates and fights of the French Revolution and acquired several other meanings from the early days of the First French Empire to the present. The word ideology was coined by Destutt de Tracy in 1796 assembling the parts idea and -logy. He used it to refer to one aspect of his science of ideas. He separated three aspects, namely: ideology, general grammar and logic, considering respectively the subject, the means and the reason of this science. He argues that among these aspects ideology is the most generic term, because the science of ideas also contains the study of their expression and deduction. Perhaps the most accessible source for the near-original meaning of ideology is Hippolyte Taines work. He describes ideology as rather like teaching philosophy by the Socratic Method, but without extending the vocabulary beyond what the general reader already possessed and without the examples from observation that practical science would require. Taine identifies it not just with Destutt De Tracy, but also with his milieu, and includes Condillac as one of its precursors. Tracy read the works of Locke and Condillac while he was imprisoned during the Reign of Terror. After we know what is ideology? From the other side, we will know analysis of ideology from politics side and another side. Many point of ideology and we can analysis about ideology. Analysis of ideology Meta-ideology posits that ideology is a coherent system of ideas, relying upon a few basic assumptions about reality that may or may not have any factual basis, but are subjective choices that serve as the seed around which further thought grows. According to this perspective, ideologies are neither right nor wrong, but only a relativistic intellectual strategy for categorizing the world. The pluses and minuses of ideology range from the vigor and fervor of true believers to ideological infallibility. Excessive need for certitude lurks at fundamentalist levels in politics, religions, and elsewhere. The works of George Walford and Harold Walsby, done under the heading of systematic ideology, are attempts to explore the relationships between ideology and social systems. David W. Minar describes six different ways in which the word ideology has been used: 1. As a collection of certain ideas with certain kinds of content, usually normative; 2. As the form or internal logical structure that ideas have within a set; 3. By the role in which ideas play in human-social interaction; 4. By the role that ideas play in the structure of an organization; 5. As meaning, whose purpose is persuasion; and 6. As the locus of social interaction, possibly. For Willard A. Mullins, an ideology is composed of four basic characteristics: 1. it must have power over cognition 2. it must be capable of guiding ones evaluations; 3. it must provide guidance towards action; 4. As stated above, must be logically coherent. Mullins emphasizes that an ideology should be contrasted with the related but different issues of utopia and historical myth. The German philosopher Christian Duncker called for a critical reflection of the ideology concept at 2006. In his work, he bring the concept of ideology into the foreground, as well as the closely connected concerns of epistemology and history. In this work, the term ideology is defined in terms of a system of presentations that explicitly or implicitly claim to absolute truth. Though the word ideology is most often found in political discourse, there are many different kinds of ideology: political, social, epistemological, ethical, and so on. Ideology as an instrument of social reproduction Ideologue: Karl Marx posits that a societys dominant ideology is integral to its superstructure. In the Marxist economic base and superstructure model of society, base denotes the relations of production, and superstructure denotes the dominant ideology (religious, legal, political systems). The economic base of production determines the political superstructure of a society. Ruling class interests determine the superstructure and the nature of the justifying ideology actions feasible because the ruling control classes the means of production. Hence the great importance of the ideology justifying a society. Chronologically, the dominant ideologies in Capitalism are: 1. classical liberalism 2. modern liberalism 3. social democracy 4. neo-liberalism Corresponding to these three capitalist stages of development: 1. extensive stage 2. intensive stage 3. contemporary capitalism (late capitalism) In the Marxist formulation of â€Å"ideology as an instrument of social reproduction† is conceptually important to the sociology of knowledge, viz. Karl Mannheim, Daniel Bell, and Jurgen Habermas. Moreover, Mannheim has developed, and progressed, from the total but special Marxist conception of ideology to a general and total ideological conception acknowledging that all ideology (including Marxism) resulted from social life, an idea developed by the sociologist Pierre Bourdieu. â€Å"Ideology has no history† while ideology has a history interleaved with the general class struggle of society. The general form of ideology is external of ideology, Ideas are material, explains his materialistic attitude, which he illustrated with the scandalous advice of Pascal toward unbelievers: kneel and pray, and then you will believe, thus highlighting that beliefs and ideas are a product of social practices, and not the reverse. However, this mustnt be misunderstood as simple behaviorism, as there may be, as Pierre Macherey put it, a subjectivity without subject; in other words, a form of non-personal liberty, as in Deleuzes conception of becoming-other. Feminism as critique of ideology Naturalizing socially constructed patterns of behavior has always been an important mechanism in the production and reproduction of ideologies. Feminist theorists have paid close attention to these mechanisms. Adrienne Rich e.g. has shown how to understand motherhood as a social institution. However, feminism is not a homogeneous whole, and some corners of feminist thought criticize the critique of social constructionist, by advocating that it disregards too much of human nature and natural tendencies. The debate, they say, is about the normative/naturalistic fallacy—the idea that just something being natural does not necessarily mean it ought to be the case. Political ideologies Many political parties base their political action and program on an ideology. In social studies, a Political Ideology is a certain ethical set of ideals, principles, doctrines, myths or symbols of a social movement, institution, class, or large group that explains how society should work, and offers some political and cultural blueprint for a certain social order. A political ideology largely concerns itself with how to allocate power and to what ends it should be used. Some parties follow a certain ideology very closely, while others may take broad inspiration from a group of related ideologies without specifically embracing any one of them. Political ideologies have two dimensions: 1. Goals: How society should work (or be arranged). 2. Methods: The most appropriate ways to achieve the ideal arrangement. Political ideologies are concerned with many different aspects of a society, some of which are: the economy, education, health care, labor law, criminal law, the justice system, the provision of social security and social welfare, trade, the environment, minors, immigration, race, use of the military, patriotism and established religion. Epistemological ideologies There are critics who view science as an ideology in itself, or being an effective ideology, called Scientology. Some scientists respond that, while the scientific method is itself an ideology, as it is a collection of ideas, there is nothing particularly wrong or bad about it. Other critics point out that while science itself is not a misleading ideology, there are some fields of study within science that are misleading. Two examples discussed here are in the fields of ecology and economics. Deep ecology and modern ecology movement appear to have adopted ecological sciences as a positive ideology. Some accuse ecological economics of likewise turning scientific theory into political economy, although theses in that science can often be tested. The modern practice of green economics fuses both approaches and seems to be part science, part ideology. Ideology and semiotic theory Ideology identifies a unitary object that incorporates complex sets of meanings with the social agents and processes that produced them. No other Term captures this object as well as ‘ideology. Foucaults ‘episteme is too narrow and abstract, not social enough. His ‘discourse, popular because it covers some of ‘ideologys terrain with less baggage, is too confined to verbal systems. ‘Worldview is too metaphysical, ‘propaganda too loaded. Despite or because of its contradictions, ‘ideology still plays a key role in semiotics oriented to social, political life. Authors such as Michael Freeden have also recently incorporated a semantic analysis to the study of ideologies. II. Pancasila We know Pancasila is our Ideology, from the research ideology Indonesia have many point of view. We can see ideology from Pancasila according Etymologist, according history, according Terminologies. Besides that we can see meaning about Pancasila from Soekarno, Muhammad Yamin, and Jakarta charter. Pancasila as an ideology as the state ideals or the ideals that became the basis for a theory or system of state for all peoples and nations of Indonesia, as well as a life goal Indonesian base on TAP. MPR XVIII/MPR/1998 of MPR Revocation of P4, emphasized that Pancasila is the foundation of the Republic of Indonesia which have carried out consistently in the life of nation and state. The word is derived from Pancasila Sansakerta (Buddhism) that is required to achieve Nirvana five Basic Doctrine, namely 1. Do not take a life of living things / Prohibited kill. 2. Do not take the goods of others / No stealing 3. Do not touch sex / Prohibited commit adultery 4. Do not say fake / forbidden to lie / lied. 5. Never mind that eliminates / prohibited liquor. Adapted by the Javanese to 5 M = Opium/ drunk, Thiet/ steal, chase after women./ Girl, Playing/ Gambling, Mateni / Kill. Pancasila words originally contained in the library of the Buddhist Tripitaka in the book where the teaching of the Buddhist is a moral teaching to reach nirvana / heaven through the contents of five Pancasila III.Historical On 01 June 1945 was Ir. Sukarnos speech without notes on the formulation of Pancasila as the Basic State. On August 17, 1945 Indonesia proclaimed independence, then the next day August 18, 1945 declared including the 1945 opening statement in which there is in it as a Basic Principle 5 State of the Pancasila as name. Since then Indonesian Pancasila became common. So although the 4th paragraph of the Preamble the Constitution contained no term 45 Pancasila is basic but the State of RI is called the term of this Pancasila interpretation (translation) especially in the context of the historical formation of the State of formula. III. Understanding of Pancasila in Terminologies Proclamation of August 17, 1945 has given birth to the State of RI State Equipment complete PPKI tools a hearing on August 18, 1945 and successfully passed the Constitution in section four which consists of opening the 4th paragraph of Pancasila formulation contained therein. Formulation of Pancasila is a legitimate and constitutional right as the basis of the state of RI PPKI passed by the representative of the entire people of Indonesia. Pancasila shaped: 1. Hierarchical (tiered) 2. Pyramid A. Pancasila by Mr. Moh Yamin is presented in the trial BPUPKI on May 29, 1945 the following contents: 1. Nationality 2. Humanism 3. Divinity 4. Democracy 5. Social Prosperity B. Pancasila by Ir. Sukarno delivered on June 1, 1945 date at the trial BPUPKI, as follows: 1. Nationalistic Indonesia 2. Humanism 3. Democracy 4. Social Prosperity 5. culture President proposes to 5 Principles can be squeezed into Trisila namely: 1. Socio National: Nationalism and Internationalism; 2. Socio Democracy: Democracy with the welfare of the people; 3. God. And still according to Ir. Soekarno Trisila still be squeezed into the Ekasila or the point is Satusila Mutual Aid. C. Five Principles according to the Jakarta Charter adopted on June 22, 1945 the following formula: 1. Belief in the Islamic obligation to run a follower-followers; 2. Humanity is just and civilized; 3. Unity of Indonesia; 4. Democracy guided by the wisdom and deliberation amongst representatives; 5. Social justice for all people of Indonesia; Conclusion of the various terms of Pancasila is a legitimate and constitutional right of Pancasila which is listed in the Preamble UUD 45, it is strengthened by the MPRS decree and Presidential Instruction No. NO.XXI/MPRS/1966. 12 dated 13 April 1968 which confirms that the pronunciation, writing and formulation of the State of RI Pancasila legitimate and correct which is as stated in the Preamble Uud 1945. After that, we can know point of view about ideology of Indonesia or Pancasila from philosophy of pancasila, the original philosophy, base on Soekarno speech, base on Soeharto speech, After we knew philosophy of Indonesia is Pancasila. In fact the definition of philosophy in the philosophy of Pancasila has been modified and interpreted differently by some philosophers Indonesia. Pancasila discourse made since 1945. Pancasila philosophy is always updated in accordance with the demand of the ruling regime, so that Pancasila is different from time to time. Originality of Pancasila philosophy. Philosophy of Pancasila and developed by Sukarno from 1955 until the end of his rule in1965. At the time of Sukarno always stated that the original philosophy of Pancasila Indonesia is taken from the culture and traditions of cultural acculturation Indonesia and India (Hindu-Buddhist), Western (Christian), and Arabic (Islamic). According to Sukarnos Belief is a native of Indonesia, Justice Social inspired by the concept of Messiah. Sukarno was never mentioned or propagandizes Unity. Thats statement It is from Soeharto version pancasila Philosophy. Based on the above explanation is understanding the general philosophy of Pancasila is the result of thinking / thinking deeply of the Indonesian people who are considered, trusted and believed to be something the truest, most just, most wise, best and most suitable for the Indonesian nation. Between distinguished religious philosophy and non-religious, is belonging. These means that Pancasila philosophy in terms of wisdom and truth to know the absolute truth that comes from God Almighty (religious truth), and both acknowledge the limitations of human capabilities, including the capacity to think. If differentiated in terms of theoretical philosophy and philosophy in a practical sense, on categories in philosophy Pancasila practical sense. This means that the philosophy of Pancasila in the conduct of thinking deeply, not only aimed at seeking truth and wisdom, not just for fulfill desire to know from people who are not inexhaustible, but also and above all the tangible results of thinking Pancasila philosophy is used as a guideline daily life . That life can achieve physical and spiritual happiness, both in this world and the Hereafter. Next measure the philosophy of Pancasila truth and terraced following: 1. Truth senses(common knowledge) 2. Scientific truth(sciences) 3. Philosophical truth(philosophy) 4. Religious truth(religion) After us understanding about Ideology, now we move to division of ideology. Ideology have two big division, they are Open Ideology and closed Ideology. 1. Opened Ideology Characteristic of open ideology is that the values and ideals are not imposed from the outside, but dug up and taken from the wealth of spiritual, moral and cultural community itself. Essence of community consensus, not created by the state, but is found in their community. Therefore, an open ideology is the property of all citizens and communities can find themselves in it. Ideology is open not only justifiable but necessary. The basic value of the modern stated of life and basic attitudes. An ideology is a natural source and is rooted in the worldview and philosophy of life of the nation. Thus, the ideology will be developed in accordance with the development of the intelligence community and national life. This is a prerequisite for an ideology. Unlike the case with the imported ideology, which would be unnatural (artificial) and to some extent requires coercion by a small group of people (minorities) who imported ideology. Pancasila is rooted in the worldview and philosophy of the nation, so that it meets requirements as an open ideology. Despite an ideology that is open, doesnt mean that openness is in such a way as to destroy or negate the ideology itself, which is an illogical. An ideology as a summary of the basic ideas are integrated and round without contradiction or contradictory in its aspects. Transparency divers three factors of Ideology Pancasila a. In the fact, national development processes and community dynamics rapidly growing. b. In the fact show, that the Ideological bankruptcy of the closed and freezing tends to dim due to his own development. c. Our experiences political history in the past. d. Willing to strengthen awareness of the basic values of Pancasila which is internal. Pancasila ideology of openness in its application primarily intended to form a dynamic thinking and conceptual in the modern world. We know there are three levels of value, the basic values that do not change the instrumental value as a means of realizing the basic values that can change according to circumstances and the practical value of the actual implementation of the real. Pancasila values outlined in the norms the norms contained Pancasila and reflected in the Preamble of the 1945 Constitution. Value or the basic norms contained in the Preamble of the 1945 Constitution should not be changed or modified. Because it is a choice and the resulting consensus that the basic rule is the fundamental basis of the state. Embodiment or implementation of instrumental values and practical values must still contain the soul and the spirit of the same basic value. 2. Closed Ideology Closed is the teaching of ideology or world view or philosophy that determines the purposes and norms of political and social, is ordained as a truth that should not be questioned again, but must be accepted as something already made and to be obeyed. Truth of a closed ideology should not be questioned based on the values or moral. Dogmatic and a priori content that cannot be changed or modified based on social experience. Because of this ideology that tolerates no worldview or other values. Characteristic â€Å"Ideology closed a closed ideology a few recognizable features† Ideology is not the ideals that have been living in the community, but of the ideals of an underlying group. Of a program to change and renew the community, Ideology is the enemy of tradition closed. If the group managed to seize political power, ideology will be imposed on society. Naturally, such a closed ideology to be imposed and applied by society adhered to certain elites, which means are run by authoritarian ways. Ideology is totalitarian normally closed, so concerns the whole of life. Which soon dominated the field completely and used for the spread of that ideology is a field that affects the attitudes of society, field of information to the mass and the other. Example ideology closed IPDN violence that occurred long before the case cliff Munthu Wahyu Hidayat who becomes victims of violence in IPDN. IPDN violence ingrained within the service was due some IPDN doctrine incorrectly interpret the service IPDN like touch the heart, if you cannot touch the solar plexus, if you cannot straighten break. Ideological characteristics of open and closed ideology are: Opened Ideology a. are the ideals that have been living in the community. b. Form the values and ideals that come from within the community itself. c. The results of consultation and consensus society. d. Is dynamic and reformist. Closed Ideology a. Is not goals that have been living in the community. b. Instead of values and ideals. c. Trust and rigid ideological loyalty. d. Consists of concrete and operational demands posed absolutely. According to Kaelan, the values contained in the ideology of Pancasila as an ideology is open are as follows: a) The basic value, that is the essence of the five precepts of Pancasila. b) The instrumental value, which is the direction, policy strategies, goals and implementation agency. c) Practical value, which is a realization of instrumental values in a realization that is the real practice, in everyday life in the community, nation and state. CHAPTER 2 Background of Ideology Indonesia/Pancasila I. Background of Pancasila BPUPKI 2 times the court held. At the First Session of the proposal appears to concept ideology, including: a) Mr. Muh. Yamin (May 29, 1945) In his speech on May 29, 1945 Muh. Yamin basic formula proposed candidate countries as follows: I. Nationality II. Humanitarian III. Elves Godhead IV. Populist (deliberative, wisdom) V. Welfare (social justice). In addition to the end of his speech, Muh. Yamin submit manuscripts as an attachment is a draft proposal contains a statement while the Constitution RI . b) Prof. Dr. Supomo (May 31, 1945) In his speech Prof. Dr. Supomo put tepid-state theory as follows: 1. The theory of individual countries (individualistic) 2. Understand the state class (class theory) 3. Understand intergalactic country. Further, in relation to the basic philosophy of the Indonesian state proposed Soepomo things about: unity, family, inner and outer balance, consultation, justice of the people. c) Ir. Sukarno (June 1, 1945) in this case Ir. Sukarno delivered state basis of five principles that basically namely: 1. Nationalism (nationality Indonesia) 2. Internationalism (humanity) 3. Social Prosperity 4. Belief in one God. He also suggested that Pancasila is the philosophical basis of the state and outlook of the nation of Indonesia. Session Meeting BPUPKI (first) that gave birth to the Jakarta Charter that declared on June 22, 1945 and signed by a small committee consisting BPUPKI formation of 9 people and is popular with the committee of nine whose members are as follows: 1.Ir.Soekarno 2.WahidHasyim 3.Mr.Muh.Yamin 4.Mr.Maramis 5.Drs.Moh.Hatta 6.Mr.Soebarjo 7.KyaiAbdulKaharMuzakir 8.AbikoesmoTjokrosujono 9.HajiAgusSalim II. Apply Ideology to our life As we know Pancasila Indonesia has opened and closed ideology. And we have been analyzing that ideology of Indonesia. So after we know about ideology, we must implement to our life. We have been already known in our country has five principles, and there are first principles until fifth principles: 1. Believe in one and only God/ the one lordship 2. Just and civilized humanity 3. The unity of Indonesia 4. Democracy which is guided by inner wisdom in the unanimity arising out of deliberation. 5. Social justice for the whole people of Indonesia In our life, automatically we can apply one or two principles. But its not enough for implement well ideology, because a lot of people just apply one or two principles, its not enough. As we know, in this era a lot of influenced from another country. Where the other country may be bring bad influenced or bad culture for Indonesian. But some bring a good influenced (we can see in another explain). We already know what the best for our life, and for Indonesian we must apply the first principles until fifth principles. Much method to apply that to our life, we can starts from the easy thing. But maybe somebody think is not important. If we want to know, if we apply that principle, we can see how to help people, respect the other people and so on. Its example some applying Pancasila in our life. The first principle: believe in one and only God/the one lordship a. Respect the other religions. b. Always pray. c. Do the good things. d. May not kill. The second principle: Justice civilized and humanity a. Dont kill people. b. Must be fair with the other people. c. Help or do social activities. d. Help each other. The third principle: The unity of Indonesia a. Filter bad influence form the other country. b. Build Indonesia together to be a good country. c. Never have bad feeling such us arrogance, joules, and etc. d. Protect Indonesia together. The fourth principles: Democracy which is guided by inner wisdom in the unanimity arising out of deliberations. a. Sit together to get agreement. b. Solve problem together. c. We must hear opinion from the other side. d. Take the best opinion for get the best. The fifth principle: social justice for the whole people of Indonesia a. All citizens in Indonesia have right for gets job and life with expediently b. Every citizen compulsorily gets educations. c. Every citizen deserve to gets healthcare. All principles, from first principles until fifth principles are connected and cannot separated. Because pancasila without first principles or the other principles incomplete. We should practice all principles. CHAPTER 3 How important is Pancasila for Indonesia Pancasila in Indonesia is very important, because Ideology Indonesia or Pancasila can awaken our spirit to build Indonesia to be better country than another country, provide guidance about the world and its content and build spirit to struggle to move against the occupation. Pancasila is the most important in Indonesia because Pancasila is Ideology for Indonesia, where that ideology has function for filter influence from Indonesia. Many people who study or work in neighbor country. When they back to Indonesia, they take along until they back to Indonesia. Because they has a long time to stayed in neighbors country, because that they familiar with western style. That influence had some impacts for Indonesia. The impact for Indonesia such us, Indonesian used a sexy clothes, used harsh words, more popular modern dance than traditional dance, and so on. Many culture in Indonesia where must we protect and we continue because a lot culture in Indonesia taken by another country. So, we must protect our culture. Impact for our relationship with the other country is the other country see our country is not good country because much Indonesian used a bad attitude. Maybe relationship between Indonesia with the other country is not good and so on. So, we must used a good attitude and filter influence from the other country, because influence from the other country is not good for Indonesian where Indonesia have religion and have principles for build good country. CHAPTER 4 How to filter influence from another country Like we know, some influence from the other county is bad but, some influence from the other country good for development in our country. Why we must filter influence from the other country? Almost people in Indonesia used bad attitude, where that attitude from the other country. As we know those influences have a right side and the wrong side. We can use the right side but for the wrong side we must remove from Indonesia. We can use Ideology of Indonesia or Pancasila. Many ways can we use to remove that influence from Indonesia. For the example we can use pancasila. We can see, what is having same meaning with the first principles or not. If not we can remove from our country, but if yes we can save for our country. Many point of view to look which one the right or wrong attitude. Example for the wrong side are used a harsh word, used sexy style from western, almost people more often eat junk food and so on. Example for the right side are Indonesia have a new style or mode, now world growth, and so on. The impact if Indonesia not filter the influence from the other country is Indonesian and the youth will have a bad attitude and may be no one can comply with rules in Indonesia. So, we should filter influence from the other country. CONCLUSION Now we know point of view from politic side, background of pancasila, the historical, how to filter influence from the other country, example from wrong side and the right side, and what impact if Indonesia not filter the influence from another country, why we must filter influence from the other country. We must protect our country from the other influence, where the influence is bad and we must protect our culture, because many our neighbor country want take our culture from Indonesia. So, we must keep and take care our country together. REFERENCES Background Historis PANCASILA www.wikipedia.com MY ZONE from book pendidikan kewarganegaraan II untuk SMK

The Holocaust in Night by Elie Wiesel Essay -- essays research papers

Author: Elie Wiesel Do you see that chimney over there? See it? Do you see those flames? Over there- that's where you're going to be taken. That's your grave, over there. Haven't you realize it yet? You dumb bastards, don't you understand anything? You're going to be burned. Frizzed away. Turned into ashes. The Holocaust lasted from 1939-1942. During these tough and traumatic years Hitler killed over 6,000,000 people, mostly Jews, but the retarded, homosexual, and handicapped were also murdered. But the Jews did make it through these rough times. They survived only on courage, dreams, and hope. Before World War II, Elie Wiesel led an ordinary life for a teenage Jew at the time. He went to synagogue and he went to school, (which at the time not many people went to), and that was a normal day for him up until the Germans came and took them away to the concentration camps. He liked having long discussion with a homeless person named Moshe. One day Moshe moved to a different town. When he came back to Sighet, Transylvan...

The Evolution of Capital Punishment Essay -- Death Penalty

The Evolution of Capital Punishment Ever since there has been crime, there has been punishment. One form of punishment that has existed since the beginning of society is capital punishment. As crime and societies have evolved over time, so have capital punishment, its forms, and its reasons for use. Capital punishment is defined as the execution or death for a capital offense. (Hill & Hill 1995: 75) A capital offense is defined as being any criminal charge that is punishable by the death penalty. (Hill & Hill 1995: 75) A capital offense usually means that no bail will be allowed. Capital punishment has existed since the earliest civilizations such as the ancient Greeks, Romans, and even the English have existed. Death sentences were not only carried out centuries ago, but they were also given out as sentences in formal courts. In ancient Greece, the death penalty was ordered for what are known as minor crimes in modern day living. The rules of Rome were not much more merciful to say the least. Starting a fire or even disturbing the peace after dark could fuel such a verdict as death by fire or worse. And finally in England, there were over 200 offenses that could be punishable by death. (Landon 1992: 9) The English, were in fact, the main reasons as to why the death penalty exists in America. Capital punishment became a very important part of the written rules at the time of the first wave of colonists that arrived in America. The rules varied from colony to colony although the rules remained quite similar all the same. (Landon 1992: 10) The death penalty in very early America was the end result of a murderous conviction the majority of the time although it was put to use for many other crimes. Due to the fact that there was no separation of power between the church and the American government and the fact that a simple accusation could cost somebody their life, the 8th and then later on, the 14th amendments were created. The 8th amendment states that â€Å"Excessive bail or fines and cruel punishment are prohibited. Excessive bail shall not be required, nor excessive fines imposed, nor cruel and unusual punishments inflicted.† The 14th amendment then states that â€Å"All persons born or naturalized in the United States, and subject to the jurisdiction thereof, are citizens of the United States and of the State wherein they reside. No State shall make or... ...t is awfully convenient to be able to go both ways on such a subject. It is fascinating to be able to notice the evolution of such an important subject in our history and how it is still changing. It is worth noting that the death penalty is not simply the most serious criminal punishment there is to offer, but is has and is still a social, moral, and legal problem in society. It was a problem 200 years ago and still is today. It is a subject that all people most likely will not be able to come to an agreement on, but it is one that will continue to evolve so all we can do for now is watch and see. Bibliography 1.  Ã‚  Ã‚  Ã‚  Ã‚  Hill, Gerald N., and Kathleen Thompson Hill. Real Life Dictionary of the Law. Los Angeles, General Publishing Group, Inc., 1995 2.  Ã‚  Ã‚  Ã‚  Ã‚  Zimering, Franklin E., and Gordon Hawkins. Capital Punishment and the American Agenda. Cambridge, Cambridge University Press, 1986 3.  Ã‚  Ã‚  Ã‚  Ã‚  Berns, Walter. For Capital Punishment: Crime and the Morality of the Death Penalty. New York, Basic Books Inc., 1979 4.  Ã‚  Ã‚  Ã‚  Ã‚  Landon, Elaine. Teens and the Death Penalty. Hillside, Enslow Publishers, 1992 5.  Ã‚  Ã‚  Ã‚  Ã‚  Herda, D.J. Furman v. Georgia. Springfield, Enslow Publishers, 1994

What is history

Unpredictable yet calming, universal yet unique. It is a place that holds the unknown within the known. It's complexity and creases of age, embody the qualities of both our known and unknown pasts. Our history. While the oxford dictionary defines history as the study of past events, particularly in human affairs, my recent further analysis of our past and present world has entirely dismantled the idea that history can be defined by a statistical record of events, dates and figures but has rather enlightened me to the inability to restrict the idea of ‘history to one function.So, what Is history? The multifaceted nature of history, Is what links It so closely to the nature of the ocean; enforcing the fact that it is not one but many things. Upon analysis of Huffing Puffs controversial and exceedingly narrow-minded opinion that history should be taught and learnt with the â€Å"pivotal facts and dates† using the â€Å"root and branch renewal† of teaching, it has com e to my attention that his explicit focus on the linear nature of history, arrogantly neglects the soul of what history actually Is. History Is constantly flowing and moving, there are an infinite number ways to define history.Huffing puffs ignorance, is embodied in the fact that history is not only about the what, but also, most importantly the where, who, why and how. History is who people were in the past and the personalities and opinions of those people. If history was Just pivotal facts and dates, decisions would not be made by the hundreds of choices people make to decide anything, they would Just happen automatically. People's personalities and opinions effect what happened in the past o much that it would be foolish to disregard past people's point of views as history.Equally as important is the culture in which people thrived at different times in the past. The Where. Culture is the soul of a society, the ideas, customs, and social behaviors that without, societies wouldn' t exist. Culture is what differentiates an Australian boy to a French one. It Is what separates the nature of Doll Hitler to Franklin Roosevelt. What culture does Is create varied perspectives. The why. Why do people make the decisions that they do? Why do different people have different views n war?Analyzing is history. But my discovery of history increasingly similar nature to that of the ocean, not only insights us to what history is, but the vital importance of studying it. History provides us the unique opportunity to reflect, learn and re-master mistakes from the past. It would be naive to neglect this convenience, which is history. Imagine if we TLD learn from war. Would nuclear bombs be detonating all over the globe due to lack of knowledge about Its protracted destruction? Would the united Nations not exist?Not only do we need to study history to fix or comprehend hat happened in the past, but to expand from the past. â€Å"-?I e. G. Technology e. G. Light bulb†. Inn ovation provides a reason to exist, a purpose. Making the world a better place, isn't that what we all want to do? Huffing Puff obviously doesn't think so. â€Å"People without the knowledge of there past history, origin and culture Is like a tree without roots. â€Å"

Last Chance in Texas

Hubner, John. (2005) Last Chance in Texas: The Redemption of Criminal Youth. New York, NY. Random House Inc. Last Chance in Texas is an eye opening look into the efforts of the juvenile justice system to rehabilitate youth offenders and integrate them back into society. The book chronicles the research of author John Hubner who heard about a facility in Texas that ran an aggressive and one of the most successful, treatment programs in America for violent young offenders. He was particularly curious how a state like Texas, known for its hardcore attitude toward crime, could be a leader in rehabilitating violent and troubled youths.Through a span of over nine months at The Giddings School in Texas, Hubner discovered that making offenders understand their past and how their actions affected others was key to successful rehabilitation. By observing school’s therapists and students, Hubner learned that the rehabilitation process was an intense self realization program that forced o ffenders to review and re-live their past experiences that led up to the crimes they committed. The staff at Giddings challenged offenders to step into their past and visualize their crimes before and after they were committed, as well as the impact of those around them.Different techniques were used help the students remember their pasts that most have tried to forget. Forcing them to recall specific details of their lives and the pain they suffered allowed them to address these experiences that ultimately led to them to violent crime. In most cases, the offenders were victims of violence well before they became violent offenders themselves. It was an emotionally painful and time consuming program designed to reprogram them and their behavior by understanding their own feelings and how their actions affected other people.In the program at The Gidding School there was a specific gang member named Ronnie who was convicted of armed robbery and kidnapping of an elderly couple. Through intense therapy it was learned that he previously suffered from different forms of abuse throughout his life. Family fighting, drug use, poor parental guidance ultimately led to a life of anger and violence. As a child, his mother would often leave Ronnie and his brother Kenny alone while she went out to use drugs. On occasion, his aunt would look after the two boys while their mother was away.Not only did their aunt physically abuse them, but later on their mother’s boyfriend introduced them to using and selling drugs, stealing, and guns. Re-living these memories was as agonizing and traumatic as one could imagine but it was paramount in learning how and why he became the person he did. Many boys at Giddings were convinced that no one loved them, and Ronnie was no exception. Giddings therapists used these sessions to break through the wall he put up thinking that no one loved them or cared what happened to them. More often than not, they were successful reaching students thi s way.One unique approach to developing self worth for the students at Giddings was the organization of a football program where they actually played surrounding schools. Hubner saw that this not only was a great release of aggression but also created a sense of trust and camaraderie among students based on mutual respect. Ironically, it was on the football field where they learned that there are alternatives to the violence they usually used to resolve differences. Unlike many football teams with teenage boys, winning was not the ultimate goal for the players at Giddings. In fact, they lost their final game.However, they all felt a sense of pride and recognition for starting and finishing the football season as a team. The girls at Giddings, on the other hand, were treated somewhat different than their male counterparts. They had different ways of expressing their emotional pain that led to the crimes they committed. Surprisingly, one hundred percent of them had been sexually or ph ysically assaulted. With females, therapist had to dig even deeper than they normally would have with boys. This could be somewhat dangerous since the girls were much more emotional and measurably more violent during therapy sessions.Oddly enough, female fights were more unexpected, viscous, and ended more painfully than those of the boys. One interesting approach in therapy was when parents of murdered children visited the program and told their stories. The idea was to appeal to the inner hearts of the emotionally withdrawn young female offenders. It was thought that females would better identify with the stories of these families and be able to tell their own story. It proved effective as many made great emotional progress and were able to tell their own stories in therapy.One by one all the young women opened up, pouring out their feelings they had been holding inside for so long. It was an incredible experience to witness for everyone in attendance. Upon graduation from The Gid dings School, each student goes their separate way. For many, going back to institutions and detention centers was their next stop in their journey. Others went back to their respective homes with their families. Many of these students managed to change their lives for the better and become someone they never thought they could.They are the rehabilitation success stories for The Giddings School. Sadly however, there are many that are not rehabilitated and eventually return to correctional facilities. This book is an intense story about rehabilitation and hope within the juvenile justice system. The young men and young women at Giddings can go through years of intense therapy and counseling. Only after they learn how to deal with their past and the pain they have endured, can they begin to heal. Most kids enter Giddings with no feelings of love, self worth, respect for others, or hope.However, through very structured program administered by loving therapist and staff members, most st udents begin to realize that though they have made mistakes, they too are loved. This book would be an outstanding reference for anyone interested in learning about a more positive approach to rehabilitating violent youth offenders who seem to have no hope. The Giddings School consistently provides some of the best results in the county. At Giddings, kids with no hope they leave with feeling of self worth, love, and sometimes even a new family.

A Study on Employee Attitude and Leadership Behaviour

ABSTRACT The Research titled namely â€Å"A Study on Employee attitude Leadership Style† is a research study conducted among various managers in different functional areas in Sify Software Limited Everonn Education Limited. In this research study, the researcher has made an attempt to identify the various styles followed by leaders due to different behavior among employees. The study mainly focus on the various attitudes of employee’s in different groups and its impact of the performance if individual, group or team organization. Further, the study also focuses on finding out the significant relationship between the attitude of employees and its impact of completion of module, work, deadlines, and target. This study is limited to the managers working at Sify Software Limited Everonn Education Limited. The Researcher has proposed to use descriptive type of research Analytical type of result. The Researcher has proposed to use descriptive type research, in order to collect the real facts from the respondent’s regarding the attitude of the employees. The Researcher has also proposed to use Analytical type of result to analyze the behavior of employees and its impact of deadline productivity. Once the data has been collected from the respondents (Managers), the Researcher has proposed to use various statistical tools like Percentage Analysis, Weighted Average Method, Chi-Square Method, One-Sample Run Test, etc. , and in order to analysis the various types of behaviors, the researcher has also planned to use cause and effect of diagram. CHAPTER 1 INTRODUCTION 1. 1INTRODUCTION Employee values, attitudes, and leadership behavior play a very important role in enhancing employee work motivation and performance. Employee work values, attitudes and leadership behavior can carefully be adjusted to produce a strong impact on employee work motivation. It would, therefore, be interesting to examine the precise nature of their roles in influencing the intrinsic versus extrinsic motivation of employees. Individuals vary in their value systems. For example, achievement is a concern for the advancement of one’s career while concern for others may reflect caring, compassionate. Supervisory behavior may vary considerably in the same job situation. Behaviors such as encouraging other employees or helping others work on difficult tasks. A supervisory behavior may adopt democratic orientation or punishment when interacting with employees and thus may affect the work behavior. Though research on leadership styles, work values, and attitudes is concerned with finding the conclusions as to what specific leader behavior, work values and attitudes would produce a strong impact on employee work motivation and performance, no clear-cut conclusions have yet been rendered. It is, therefore, necessary to examine these issues, on a relative basis, which characteristics may act as more effective motivators in employee motivation and work performance. With such an understanding, management would better be able to use available motivational tools for their maximum impact on employee work performance. Thus the objective of this study is to examine the importance of values, attitudes and leadership behaviors in employee work motivation and performance. To gain a deeper insight into the exact nature of such influence, the roles of employee values, attitudes and leadership behavior in influencing intrinsic versus extrinsic motivation and performance are examined. Finally, the study explores the managerial implications of the findings and discusses the actions that might lead to improvements in employee motivation. VALUES, ATTITUDES AND EMPLOYEE WORK MOTIVATION The following description relates to values, attitudes, and employee motivation. VALUES Values are enduring beliefs that a specific mode of conduct or end state of existence is personally or socially preferable to an opposite or converse mode of conduct or end state of existence (Rokeach, M 1973). Some basic values, which are expected to affect the attitude and work motivation of an employee, would logically include: Family: The extent to which the job offers family well-being to the employees Recreation: The extent to which the job offers recreational facilities to the employees A sense of accomplishment: The degree to which the person feels the job gives the person a sense of accomplishment after the job is done. Advancing at the company: The degree to which the person feels the job will create opportunities for advancement. Financial security: The extent to which the job offers financial security to person. Integrity: The extent to which the job provides information accurately and emphasizes impartiality and recognizes different points of view ATTITUDES Attitudes are not the same as values. Attitudes are evaluative statements –either favorable or unfavorable—concerning objects people, or events. It has been treated both as a general attitude and as satisfaction with five specific dimensions of job: pay, the work itself, promotion, opportunities, supervision and co-workers (Smith, Kendall, and Hulin, 1969; Balzer and Smith et al, 1990). The combined effects of these factors produce for the individual some measure of satisfaction and dissatisfaction (Herzberg, Mausner, and Snyderman, 1959). Definitions of these five dimensions of the job are given as under: Definitions of key Job Dimensions Job DimensionsDefinition Work SatisfactionThe extent to which an employee is satisfied with work, including opportunities for creativity and task variety, allowing an individual to increase his or her knowledge, changes in responsibility, amount of work, security, and job enrichment (Balzer and Smith et al, 1990; Smith et al, 1969) Pay SatisfactionThe extent to which an employee forms an attitude toward pay based on perceived difference between actual pay and the expected pay. Expected pay is based on the value of perceived inputs and outputs of the job and the pay of other employees holding similar jobs or possessing similar qualifications (Balzer and Smith et al, 1990) Supervision SatisfactionThe extent to which an employee is satisfied with his or supervision, as measured by consideration and employee-centered actions of the supervisor and the perceived competency of the supervisor by the subordinate (Balzer and Smith et al, 1990, Herzberg et al, 1957) Satisfaction with promotionsThe degree to which an employee is satisfied with the Company’s promotion policy, including frequency of promotions, and the desirability of promotions (Balzer and Smith et al, 1990, Herzberg et al 1957) Co-workers’ SatisfactionThe work-related interaction and the mutual liking or admiration of fellow employees (Bazler and Smith et al, 1990, Smith et al, 1969, Alderfer, 1969) Overall Job SatisfactionThe extent to which an individual’s desires, expectations and needs are fulfilled by employment (Szilagi, Sims, and Terrill, 1977) 1. 2INDUSTRY PROFILE As the study is applicable only for e-Learning industry let us have a brief introduction about the software industry below. The current e-learning boom in India has added to the existing woes. Standards apart, the industry hangs on the edge where processes and players are dubious. Much of this blame can be put on the Indian government’s inability to put together a regulatory body. Unregulated and unstructured, the e-learning industry in India is likely to wreck havoc for the global e-learning industry as small vendors pile up huge learning garbage for clients worldwide. E-learning in India has come of age. Two decades and the nation already cherish several global e-learning players on its soil. This can be attributed to some basic reasons like cheap human resources, a large pool of English-speaking workforce and ‘business discounts’ offered by the central and state governments. Although exact figures of the size of the industry is not available, a conservative estimate shows the offshore e-learning industry at about $150 million in 2004-05, up almost by 200 percent in the last two years. In spite such impressive figures, the e-learning industry in India remains mired with a plethora of issues. Some of these issues include lack of uniform e-learning standards and workplace practices, and the lack of adequate human resources to power the spiraling upward growth. These concerns apart, government apathy has also bolstered fly-by-night e-learning entrepreneurs who eye quick bucks and increasingly deliver ‘learning garbage’ to a global clientele. Smaller vendors in India have setup e-learning business houses with paltry investments of a few thousand dollars – in the hope of getting a sizeable pie of the global e-learning business. Most of these short-term vendors run their shows from North India – from places in and around the National Capital Region of Delhi. The modus operandi for these vendors is simple. They rent in a couple of rooms in an urban area and advertise for resources in job websites and newspapers. Writers, designers and technology professionals – mostly unskilled – are hired by the dozens. The average salary of the employees ranges anything between $100 to $400 and the working hours stretch well over 72 hours per week. Next, these companies setup small sales calling teams to call up international clients asking for work. The sales pitch is often exaggerated and boasts of a few â€Å"big names†. To show their experience, these vendors cull-out a few odd CBT’s from other companies or ‘steal’ courses through their contacts. The basic quality that behooves a standard e-learning company is absent in these companies. Proprietors remain ignorant of even the most basic information that is essential to run the show. A Java programmer, for example, is asked to hone his skills in C++ or any other program since he is responsible for all ‘programming’ needs. Almost anyone who walks in for the position of writers is employed as an ‘instructional designer’, primarily because they can be asked to work for lesser salaries on the pretext that they lack instructional designing experience. Vendors also rely on these writers to validate the learning content for authenticity even when content validation remains the domain of the expert, the Subject Matter Expert (SME). The writers and designers are instructed to download content from Internet websites and ‘rewrite’ them before using it. A basic ignorance of the Internet medium on the part of the owners means that the writers are often confused with the content because no single idea or information on the Internet appears consistent. E-learning processes are virtually absent in these companies. All that offers a direct benefit to the proprietor becomes part of the practiced processes. A Project Manager, for example, may be required to recruit people, review e-learning courses, undertake marketing activities, and do just anything that catches the fancy of the owner. In some companies, it was observed that programmers were asked to work as typists. The motto: no resource should sit idle. Employees who work for more than 9 hours a day are neither paid additional remuneration nor are given facilities like cabs and food for their late stay and long hours of work. As an e-learning professional once remarked, â€Å"employees in these fly-by-night ventures reminds one of the rampant practice of human slavery in Africa and Arabian countries a few centuries back. Professional torture apart, these employees are also subjected to extremely inhuman conditions of work – congested workplace, outdated computers, stinking toilets, and the same paltry salary year after year. Employees in these companies too appear to have resigned to their fates – partly because their poor education that doesn’t stand them in good stead for jobs in big e-learning MNCs and also because most do not have a professional competence in English language. This phenomenon is rarely reported by any section of the Indian media, perhaps due to ignorance or for fear of antagonizing the international fraternity. The abysmal condition and the unplanned e-learning sector, however, have both a positive and a negative side to it. The positive side is that these e-learning ventures help to reinforce the fact that there is no alternate to quality, and quality comes from the big guys, not the fly-by-night operators. The flipside is that the employees in tiny Indian -learning ventures rarely get the exposure to standard work processes and world-class e-learning products thereby subjecting themselves to professional impairment. Unfortunate for the Indian e-learning industry, at a n era of globalization and information revolution, Indian laws too have failed to contain these IT hawks. While the existing labour laws do have provisions against inhuman practices in the private workplace, in practice they remain a mirage. Most of the employees neither have the financial resources to chase litigation nor are they willing to ‘waste’ their time. The Southern part of India presents a striking contrast to the North. Recent years have seen a rapid and strategic development of global e-learning companies in the South, in places like Bangalore and Chennai. Several global players have also setup their centers in Pune, Mumbai and Hyderabad. Not surprising, the South has become a favorite e-learning destinations for serious e-learning players because of the absence of the mayhem so rampant in the Northern part of the country. Although the same Indian laws apply to all states across India, security and infrastructure is usually better in the Southern states than in the North. Consequently, most of these global giants are reluctant to setup their operations in the North for obvious reasons: lax security, incompetent e-learning resources, and rampant corruption. However of all the paraphernalia, one primary reason that dissuades the big names in e-learning from setting bases in North India is the abysmally poor skill-sets of the workforce here. In an era of cut-throat competition, generalized skills fetch little or paltry returns. In the past companies like Tata Interactive Services, Brainvisa, Sify e-learning and Accenture have all failed to locate substantial trained workforce from the North for its setups in the South. Amidst all the rigmarole, smaller global clients seeking ‘cheap’ e-learning courses remain unconcerned about the operatives of these vile businessmen. The only thing that seemingly matters for them is ‘cheaper products’, even if it comes in poor quality or if the employees who developed them are subjected to inhuman practices. Its time that global clients shed their ignorance and act responsibly by seeking detailed credentials from smaller e-learning vendors in India on their HR processes, employee welfare schemes and workforce competence. Failing to do this will not result in the development of shabby e-learning courses. The state of e-learning in India, particularly the frenzy in North India, remains a serious concern for the industry. Either the law of the land has to haul-up the desperados or wait till the hawks eat up the industry for the worse. A regulatory authority is essential now, if the industry is to survive and prosper. Money-eyed hawks can’t be allowed to have a field day. If they hang around for long, the death of the industry in India is imminent. 1. 3 COMPANY HISTORY 1. 3. 1 SIFY SOFTWARE LIMITED Sify eLearning was formed in December 2000. With over 8 years of experience in the training domain and our speciality in Instructional Design and Interactive Multimedia Content Development, we have developed over 5000 hours of learning content comprising Web based training (WBT), Computer based training (CBT), and Instructor Led training (ILT) courses. We have close to 300 employees located in our offices in India, the US, UK, and the Middle East. In India, Sifys offices are located in Chennai, Delhi, Mumbai, and Bangalore. Sify eLearning, which ranks among the top three eLearning Services providers in India, is a part of Sify Technologies Ltd. (NASDAQ:SIFY), with a revenue of US$150 million in 2008. Sify Technologies (www. sifycorp. com) is a pioneer and leader in the Internet, networking, and e-Commerce services in India and serves more than 1500 corporate and 600,000 retail consumers. We are proud to be the preferred eLearning vendor to many Fortune 100 companies. 1. 3. 2EVERONN EDUCATION LIMITED Everonn is one of the leading educational companies in India. Everonn today is the largest VSAT education network in the World. Everonn is listed in both the NSE and BSE. With a firm belief that technology-enabled learning can truly nullify social and economic boundaries, Everonn’s achievements have helped millions of students achieve their dreams. From its pioneering VSAT-enabled virtual and interactive classrooms to its emphasis on offering only the highest-quality content to students, Everonn’s quest for excellence has enabled the company to repeatedly break new grounds in the Indian education industry. Everonn’s commitment to a better standard of education is the guiding principle behind all its activities, from making Pre-school toddlers school ready to enhancing the employability of college students and providing the best entrance exam guidance in the nation. 1. 4PROBLEMS IDENTIFIED The Research titled namely â€Å"A Study on Employee attitude Leadership Style† is a research study conducted among various managers in different functional areas in Sify Software Limited Everonn Education Limited. In this research study, the researcher has made an attempt to identify the various styles followed by leaders due to different behavior among employees. The study mainly focus on the various attitudes of employee’s in different groups and its impact of the performance if individual, group or team organization. Further, the study also focuses on finding out the significant relationship between the attitude of employees and its impact of completion of module, work, deadlines, and target. This study is limited to the managers working at Sify Software Limited Everonn Education Limited. 1. 5NEED FOR THE STUDY The need for the study is to bring out the various attitude of employee in different groups and its impact on the performance of individual, group or team organization. This research study is restricted to employees working in Sify Software limited Everonn Education Limited. Generally employees working in any software companies are from different background in the sense they are from different regions, different culture, language, belief, Qualification, religion, communities etc. , which generally varies from the employees working in other sectors. This difference in attitude of employees is a very big challenge for software companies since it leads to many conflicts among the employees that affect the conducive working environment of the organization. In this study the researcher mainly focuses on changes in attitude of employees and the level of impact on their performance. Further the researcher has made an attempt to analyze the change in leadership behavior due to changes in employee attitude. In addition, the study will also be helpful in finding out the significant relationship between the attitude of employees and its impact on completion of module, work, deadlines, and target. 1. 6OBJECTIVE OF THE STUDY 1. 6. 1PRIMARY OBJECTIVE 1. To study the changes in attitude of employees and the behavioral changes of leadership at Sify software limited Everonn Education Limited. 1. 6. 2SECONDARY OBJECTIVES 1. To identify and analyze the relationship between employee attitude and leadership behavior in Sify Software Limited Everonn Education Limited. 2. To analyze the level of impact of leadership behavior on the team and performance of team. 3. To find out various ways to improve the attitude of people towards organizational commitments. 4. To identify the relationship between the attitude of employees and their performance towards their job. 1. 7SCOPE OF THE STUDY The study may help to find out the style to be adapted by leadership that may help them to effectively control the attitude of employees and also it helps to influence the workers and to extract work from them. This study may show the various characteristics of employees and its impact on the performance. Generally employees working in any software companies are from different background in the sense they are from different regions, different culture, language, belief, Qualification, religion, communities etc. , which generally varies from the employees working in other sectors. This difference in attitude of employees is a very big challenge for software companies since it leads to many conflicts among the employees that affect the conducive working environment of the organization. In this study the researcher mainly focuses on changes in attitude of employees and the level of impact on their performance. CHAPTER 2 LITERATURE SURVEY 2. 1REVIEW OF LITERATURE ?Attitudes are not the same as values. Attitudes are evaluative statements –either favorable or unfavorable concerning objects people, or events. Employee values, attitudes, and leadership behavior play a very important role in enhancing employee work motivation and performance. Employee work values, attitudes and leadership behavior can carefully be adjusted to produce a strong impact on employee work motivation. It would, therefore, be interesting to examine the precise nature of their roles in influencing the intrinsic versus extrinsic motivation of employees. ?Leadership Theory Leadership Styles: Leaders and followers each have different traits, values and levels of motivation. Theories that explain leadership effectiveness in terms of situational moderator variables are called contingency theories of leadership (Yukl 2006). Fiedler’s (1964) contingency model of leadership effectiveness is contingent upon the interaction of leadership style and situational favorableness (Liu et al. 2003). Thus, leader effectiveness is the product of many variables related to the followers, the task, and the organization (Tatum, et. al. , 2003). Transformational leadership theory emphasizes longer-term and vision-based motivational processes (Bass Avolio, 1997; Liu et al, 2003) and attempts to capture the emotional and symbolic aspects of leadership, helping researchers understand how leaders influence followers and motivate them to make self-sacrifices, putting the needs of the mission or organization above materialistic self-interests (Yukl, 2006). Researchers have found that most managers believe there is no single universal style of leadership applicable in all situations (Yun, Cox, and Sims, Jr. , 2006; Lord et al. , 2001). For example, a task-oriented leadership style may be most appropriate where a job involves psychologically immature or inexperienced workers; whereas, a relations-oriented leadership style may be most appropriate where workers are highly experienced and can be trusted to work autonomously (Tatum, et. al. , 2003). ?Group Types: Yukl (2006) defines several types of teams that can be found within an organization; two such teams include: Functional and Cross-Functional. Yukl (2006) provides the following about each team: â€Å"Functional teams are characterized by members of an organization with specialized jobs but are all part of the same basic function (e. g. maintenance, quality, etc. ). These teams operate for a long duration of time with membership that is relatively stable. Cross-Functional teams are characterized by members from a combination of functional subunits (e. g. quality, production, sales, and maintenance) working together on projects that require joint problem-solving skills. These teams operate until their task is completed. Membership may be stable over the life of the team or it may change as some functions increase/decrease in importance†. Leadership Credibility: Credibility is the foundation of leadership, and employees want their leaders to be honest, inspiring, competent, and forward looking (Kouzes and Posner, 2000). The credible leader must be seen as well informed and worthy of belief (Stoner, 1989). Credibility n urtures collaborative, cooperative relationships where employees assume responsibility for accomplishing work-related objectives voluntarily (Gabris Ihrke, 1996). For credibility to exist there must be trust between leader and follower (Kouzes Posner, 2000). Leadership credibility deals with perceived believability toward the leader-supervisor as someone an employee can trust in a supervisor-subordinate relationship (Gabris Ihrke, 1996). Organizational Justice: Organizational justice theory is intimately tied to leadership and decision processes (Tatum, et. al, 2003) and is based on the idea that a set of justice rules is used by individuals to evaluate fair treatment; and the extent to which those rules are satisfied or violated determines perceptions of justice or injustice (Mayer, et al. , 2007). Procedural justice refers to the perceived fairness of the methods used to make organizational decisions (Tepper, et. al. , 2006; Bauer, et al, 2001). In procedural justice, employees are concerned about whether the decision process is fair and the process used to determine the outcome was just (Fernandes Awamleh, 2006). Perceptions of fair procedures enhance employee acceptance of organizational outcomes (Latham Pinder, 2005), lead to organizational commitment (Lind Tyler, 1988) and satisfaction at the individual level (De Cremer, 2007). Shared perceptions of justice at the group level are positively related to satisfaction and commitment to the organization (Mayer, et al. , 2007). Just outcomes signal to employees that they are valued by the organization (Tyler Lind, 1992). Individuals experience procedural injustice when they are denied voice and decision control (Tepper, et. al. , 2006). Interactional justice is defined as the interpersonal treatment people receive as procedures are enacted (Bies Moag, 1986; Colquitt, 2001). Interactional justice is concerned with how information is communicated and whether individuals affected by a decision are treated with respect and dignity (Fernandes Awamleh, 2006). ?Group Commitment: Commitment is believed to affect organizational performance (Fiorito, et al. , 2007) and outcomes such as job satisfaction (Williams Hazer, 1986). Commitment is strongly influenced by leadership (Kouzes Posner, 2000). When employees feel unfairly treated, they may respond affectively with low commitment (Latham Pinder, 2005). The effect of leadership style on group interaction depends on both the consistency of the leadership style and the attitude group members have toward the leadership style (Kahai, Sosik, Avolio, 1997). Describing the task in a way that links it to member values and ideals, explaining why a project or task is important, involving members in planning strategies for attaining the objectives, and empowering members to find creative solutions to problems (Yukl, 2006). If members see leadership as legitimate, they should remain more attached to the team and exert more effort to benefit it (Colquitt, Noe, Jackson, 2002). ?It is readily accepted that organizational change impacts employees in a variety of ways (French, Bell, Zawacki, 2000). Consequently, the impact of organizational change on employee attitudes has received considerable research attention (e. g. Gardner, Dunham, Cummings, Pierce, 1987; Griffin, 1997; Lines, 2004; Saari Judge, 2004; Schweiger DeNisi, 1991). Research indicates that employee attitudes are related to how individuals perceive or react to change (Mossholder, Settoon, Armenakis, Harris, 2000). This is important since positive perceptions of change can enhan ce the implementation of these organizational initiatives (Lines, 2004; Armenakis, Harris, Feild, 1999). In this study, employee attitudes are investigated when organizational change is caused by the introduction of new technology. As depicted in Figure 1, salient attitudes of interest include job satisfaction, organizational commitment, intent to turnover, and job stress. The most-used research definition of job satisfaction is by Locke (1976), who defined it as â€Å". . . a pleasurable or positive emotional state resulting from the appraisal of one’s job or job experiences† (p. 1304). Implicit in Locke’s definition is the importance of both affect, or feeling, and cognition, or thinking. When we think, we have feelings about what we think. Conversely, when we have feelings, we think about what we feel. Cognition and affect are thus inextricably linked, in our psy-chology and even in our biology. Thus, when evaluating our jobs, as when we assess most anything important to us, both thinking and feeling are involved. Continuing this theoretical development, Judge and his colleagues (Judge Bono, 2001; Judge, Locke, Durham, Kluger, 1998) found that a key personality trait, core self-evaluation, correlates with (is statistically related to) employee job satisfaction. They also found that one of the primary causes of the relationship was through the perception of the job itself. Thus, it appears that the most important situational effect on job satisfaction—the job itself—is linked to what may be the most important personality trait to predict job satisfaction—core self-evaluation. Evidence also indicates that some other personality traits, such as extra-version and conscientiousness, can also influence job satisfaction (Judge, Heller, Mount, 2002) In the research literature, the two most extensively validated employee attitude survey measures are the Job Descriptive Index (JDI; Smith, Kendall, Hulin, 1969) and the Mi nnesota Satisfaction Questionnaire (MSQ; Weiss, Dawis, England, Lofquist, 1967). The JDI assesses satisfaction with five different job areas: pay, promotion, coworkers, supervision, and the work itself. The JDI is reliable and has an impressive array of validation evidence. The MSQ has the advantage of versatility—long and short forms are available, as well as faceted and overall measures. Another measure used in job satisfaction research (e. g. , Judge, Erez, Bono, Thoresen, in press) is an updated and reliable five-item version of an earlier scale by Brayfield and Rothe (1951). All of these measures have led to greater scientific understanding of employee attitudes, and their greatest value may be for research purposes, yet these measures may be useful for practitioners as well. In practice, organizations often wish to obtain a more detailed assessment of employee attitudes and/or customize their surveys to assess issues unique to their firm. ?Job satisfaction is one of the most extensively researched work-related attitudes (Loscocco Roschelle, 1991). Saari and Judge (2004), however, observed that HR practitioners lack thorough knowledge of job satisfaction and related antecedents. Job satisfaction is operationally defined as an individuals assessment of the degree to which their work-related values have been achieved (Locke, 1969; Locke, 1976). Research suggests that organizational change has a discernable impact on job satisfaction (see, for example, Ferguson Cheyne, 1995) which is associated with organizational citizenship behaviors that are beneficial to organizational effectiveness (Organ, 1990). ?Organizational commitment is also a frequently studied job attitude (Lines, 2004; Loscocco Roschelle, 1991). Definitions and conceptualizations of the organizational commitment construct are numerous and diverse. Morrow (1983) observed at least 25 different conceptualizations of organizational commitment. Despite this diversity, OReilly and Chatman (1986), among others, suggest that psychological attachment to an organization is a theme underlying most conceptualizations of organizational commitment. Of particular interest in this study is the relationship between affective organizational commitment and reactions to the organizational changes since individuals with high levels of affective commitment tend to exert extraordinary effort on behalf of an organization (Porter, Steers, Mowday, Boulian, 1974). In addition, individuals with high levels of affective commitment are likely to remain with an organization because they want to remain with the organization (Porter et al. , 1974), not because they have no other alternatives or because of social pressure. CHAPTER 3 RESEARCH METHODOLOGY 3. 1PROPOSED METHODOLOGY 3. 1. 1FOR EMPLOYEES The Researcher has proposed to use Qualitative and Analytical type of research. The Researcher has proposed to use Qualitative type of research, to assess the behavior of various employees in different teams which has an impact on overall performance of the team. The Researcher has also proposed to use Analytical type of result to analyze the effect of behavior on their individual performance towards their relationship with peers etc. 3. 1. 2FOR MANAGERS To assess the changes in leadership behavior due to changes in employee attitude, the Researcher has used the same Qualitative and Analytical type of research design. 3. 2RESEARCH DESIGN The research design is the blue print for fulfilling objectives and answering questions of specific research problem. A research design is purely and simply the framework a plan for a study that guides the collection and analysis of the data. The research designs used in this project are listed below. 3. 2. 1 DESCRIPTIVE RESEARCH To describe the characteristics of certain groups e. g. users of a product with different age, sex etc. , to determine whether certain variables are associated e. g. , age and usage of a product. 3. 2. 2 ANALYTICAL RESEARCH To analyze the behavior of employees and its impact of deadline productivity. 3. 3DATA COLLECTION METHOD In this study the researcher has proposed to use both Primary and secondary data. 3. 3. 1PRIMARY DATA Primary data will be collected through a structured Questionnaire from the target respondents.

Write paper on gender in History of california Essay

Write paper on gender in History of california - Essay Example In the 1920s, the women workers enjoyed improved working conditions, protection by the state, limitations on the hours of work, and higher wages. However, the enforcement was irregular, the commission permitted many exclusions and modifications, and the interpretation of the regulations regularly favored the employers (Cherny, Irwin, and Wilson 272). The current laws are very clear on issues such as gender discrimination in the workplace. In 2011, the California State Assembly passes the Gender Nondiscrimination Act, which bans discrimination based on gender expression and identity. There are laws in place that protect against gender discrimination but the aim of this law is to broaden the definitions of gender discrimination and gender in the state laws (Grady & Associates 1). In conclusion, discrimination against a particular gender (mostly women) is something that has been happening for many years. Despite the fact that laws have been enacted to protect them, the same laws have favored the employers and commissions. Women have enjoyed almost all the workers’ rights and privileges but they are still viewed as inferior and unwanted workers. However, the trend has changed in the past years with the passing of several laws meant to broaden the definitions of gender discrimination and