Motivation Theorists and Their Theories

Motivation Theorists and Their Theories Free Online Research Papers Although the process of management is as old as history, scientific management as we know it today is basically a twentieth century phenomenon. Also, as in some other fields, practice has been far ahead of theory. This is still true in the field of management, contrary to the situation in some of the pure sciences. For instance, Albert Einstein, formulates a theory, which is later proved by decades of intensive research and experimentation. Not so in the field of management. In fact this field has been so devoid of real fundamental work so far, that Herbert A. Simon is the first management theoretician to win the Nobel Prize for Economics in 1978. His contribution itself gives a clue to the difficulty, bordering on impossibility, of real fundamental work in this field concerned with people. In order to arrive at a correct decision, the manager must have all the information necessary relevant to the various factors and all the time in the world to analyze the same. This is seldom, if ever, the case. Both the information available and the time at the managers disposal are limited, but he or she must make a decision. And the decision is, therefore, not the optimum one but a satisficing one in effect, a satisfactory compromise under the real conditions prevailing in the management arena. Traditional theory X This can best be ascribed to Sigmund Freud who was no lover of people, and was far from being optimistic. Theory X assumes that people are lazy; they hate work to the extent that they avoid it; they have no ambition, take no initiative and avoid taking any responsibility; all they want is security, and to get them to do any work, they must be rewarded, coerced, intimidated and punished. This is the so-called stick and carrot philosophy of management. If this theory were valid, managers will have to constantly police their staff, whom they cannot trust and who will refuse to cooperate. In such an oppressive and frustrating atmosphere, both for the manager and the managed, there is no possibility of any achievement or any creative work. But fortunately, as we know, this is not the case. Theory Y Douglas McGregor This is in sharp contrast to theory X. McGregor believed that people want to learn and that work is their natural activity to the extent that they develop self-discipline and self-development. They see their reward not so much in cash payments as in the freedom to do difficult and challenging work by themselves. The managers job is to dovetail the human wish for self-development into the organizations need for maximum productive efficiency. The basic objectives of both are therefore met and with imagination and sincerity, the enormous potential can be tapped. Does it sound too good to be true? It could be construed, by some, that Theory Y management is soft and slack. This is not true and the proof is in the pudding, for it has already proved its worth in the USA and elsewhere. For best results, the persons must be carefully selected to form a homogeneous group. A good leader of such a group may conveniently absent from group meetings so they can discuss the matters freely and help select and groom a new leader. The leader does no longer hanker after power, lets people develop freely, and may even (it is hoped) enjoy watching the development and actualization of people, as if, by themselves. Everyone, and most of all the organization, gains as a result. Theory Z Abraham Maslow This is a refreshing change from the theory X of Freud, by a fellow psychologist, Abraham Maslow. Maslow totally rejects the dark and dingy Freudian basement and takes us out into the fresh, open, sunny and cheerful atmosphere. He is the main founder of the humanistic school or the third force which holds that all the good qualities are inherent in people, at least, at birth, although later they are gradually lost. Maslows central theme revolves around the meaning and significance of human work and seems to epitomize Voltaires observation in Candide, work banishes the three great evils -boredom, vice and poverty. The great sage Yajnavalkya explains in the Brihadaranyaka Upanishad that by good works a man becomes holy, by evil works evil. A mans personality is the sum total of his works and that only his works survive a man at death. This is perhaps the essence of Maslows hierarchy of needs theory, as it is more commonly know. Maslows major works include the standard textbook (in collaboration with Mittlemann), Principles of Abnormal Psychology (1941), a seminal paper, A Theory of Human Motivation (1943) and the book, Eupsychian Management (pronounced yew-sigh-keyan) published in 1965. Maslows theory of human motivation is, in fact, the basis of McGregors theory Y briefly described above. The basic human needs, according to Maslow, are: physiological needs (Lowest) safety needs; love needs; esteem needs; and self-actualization needs (Highest) Mans behavior is seen as dominated by his unsatisfied needs and he is a perpetually wanting animal, for when one need is satisfied he aspires for the next higher one. This is, therefore, seen as an ongoing activity, in which the man is totally absorbed in order to attain perfection through self-development. The highest state of self-actualization is characterized by integrity, responsibility, magnanimity, simplicity and naturalness. Self-actualizers focus on problems external to themselves. His prescription for human salvation is simple, but not easy: Hard work and total commitment to doing well the job that fate or personal destiny calls you to do, or any important job that calls for doing. Maslow has had his share of critics, but he has been able to achieve a refreshing synthesis of divergent and influential philosophies of: Marx economic and physical needs; Freud physical and love needs; Adler esteem needs; Goldstein self-actualization. Frederick Herzberg Hygiene / Motivation Theory This is based on analysis of the interviews of 200 engineers and accountants in the Pittsburgh area in the USA. According to this theory, people work first and foremost in their own self-enlightened interest, for they are truly happy and mentally healthy through work accomplishment. Peoples needs are of two types: Animal Needs (hygiene factors) Supervision Interpersonal relations Working conditions Salary Human Needs (motivators) Recognition Work Responsibility Advancement Unsatisfactory hygiene factors can act as de-motivators, but if satisfactory, their motivational effect is limited. The psychology of motivation is quite complex and Herzberg has exploded several myths about motivators such as: shorter working week; increasing wages; fringe benefits; sensitivity / human relations training; communication. As typical examples, saying please to shop-floor workers does not motivate them to work hard, and telling them about the performance of the company may even antagonize them more. Herzberg regards these also as hygiene factors, which, if satisfactory, satisfy animal needs but not human needs. Chris Argyris According to Argyris, organization needs to be redesigned for a fuller utilization of the most precious resource, the workers, in particular their psychological energy. The pyramidal structure will be relegated to the background, and decisions will be taken by small groups rather than by a single boss. Satisfaction in work will be more valued than material rewards. Work should be restructured in order to enable individuals to develop to the fullest extent. At the same time work will become more meaningful and challenging through self-motivation. Rensis Likert Likert identified four different styles of management: exploitative-authoritative; benevolent-authoritative; consultative; participative. The participative system was found to be the most effective in that it satisfies the whole range of human needs. Major decisions are taken by groups themselves and this results in achieving high targets and excellent productivity. There is complete trust within the group and the sense of participation leads to a high degree of motivation. Fred Luthans Luthans advocates the so-called contingency approach on the basis that certain practices work better than others for certain people and certain jobs. As an example, rigid, clearly defined jobs, authoritative leadership and tight controls lead in some cases to high productivity and satisfaction among workers. In some other cases just the opposite seems to work. It is necessary, therefore, to adapt the leadership style to the particular group of workers and the specific job in hand. Victor Vroom Vrooms expectancy theory is an extension of the contingency approach. The leadership style should be tailored to the particular situation and to the particular group. In some cases it appears best for the boss to decide and in others the group arrives at a consensus. An individual should also be rewarded with what he or she perceives as important rather than what the manager perceives. For example, one individual may value a salary increase, whereas another may, instead, value promotion. This theory contributes an insight into the study of employee motivation by explaining how individual goals influence individual performance. We have discussed above only a selection of the motivation theories and thoughts of the various proponents of the human behavior school of management. Not included here are, among others, the thoughts of: Seebohm Rowntree labor participation in management; Elton Mayo the Hawthorne Experiments; Kurt Lewin group dynamics; force field theory; David McClelland achievement motivation; George Humans the human group; William Whyte the organization man. What does it all add up to? Back to square one? Yes, indeed, the overall picture is certainly confusing. This is not surprising, for the human nature and human mind defy a clear-cut model, mathematical or otherwise. In some of the theories and thoughts presented, however, one can see some glimpses of the person and how, perhaps, he or she could be motivated. This is rewarding in itself. But, as noted earlier, practice has been ahead of theory in this field, so let us now move to the practical side of management of human behavior and motivation in the workplace. Application of employee motivation theory to the workplace Management literature is replete with actual case histories of what does and what does not motivate people. Presented here is a tentative initial broad selection of the various practices that have been tried in order to draw lessons for the future. Stick or carrot approach? The traditional Victorian style of strict discipline and punishment has not only failed to deliver the goods, but it has also left a mood of discontent amongst the working class. Punishment appears to have produced negative rather than positive results and has increased the hostility between them (the management) and us (the workers). In contrast to this, the carrot approach, involving approval, praise and recognition of effort has markedly improved the work atmosphere, leading to more productive work places and giving workers greater job satisfaction. Managers motivation toolkit The managers main task is to develop a productive work place, with and through those he or she is in charge of. The manager should motivate his or her team, both individually and collectively so that a productive work place is maintained and developed and at the same time employees derive satisfaction from their jobs. This may appear somewhat contradictory, but it seems to work. The main tools in the managers kitbag for motivating the team are: approval, praise and recognition trust, respect and high expectations loyalty, given that it may be received removing organizational barriers that stand in the way of individual and group performance (smooth business processes, systems, methods and resources see outline team building program) job enrichment good communications financial incentives These are arranged in order of importance and it is interesting to note that cash is way down the ladder of motivators. Lets look at a couple of examples taken from real life situations. The Swedish shipbuilding company, Kockums, turned a 15 million dollar loss into a 100 million dollar profit in the course of ten years due entirely to a changed perception of the workforce brought about by better motivation. At Western Electric there was a dramatic improvement in output after the supervisors and managers started taking greater interest in their employees. Dont coerce persuade! Persuasion is far more powerful than coercion, just as the pen is mightier than the sword. Managers have a much better chance of success if they use persuasion rather than coercion. The former builds morale, initiative and motivation, whilst the latter quite effectively kills such qualities. The three basic components in persuasion are: suggest; play on the persons sentiments; and appeal to logic. Once convinced, the person is so motivated as to deliver the goods. The manager will have achieved the goal quietly, gently and with the minimum of effort. It is, in effect, an effortless achievement. There has been a considerable amount of research into persuasion / motivation in the field of advertising and marketing. The research is entirely of the applied type, which can and has been used to great practical advantage. Some of the findings in this field were first published in the fifties in a book with the title, The Hidden Persuaders, which became a bestseller. More contemporary persuaders used by advertising and marketing people include: Faster talk is found to be more effective, since it is remembered better. Brain emits fast beta waves when a person is really interested in a particular presentation. These waves can be detected by an instrument. Subliminal approach using short duration presentation, whereby the message is transmitted below the level of awareness. Can these findings be used in actual work conditions? ATT (The American Telephone and Telegraph Co.,) recognizing the importance of hidden needs, at one time succeeded in promoting long distance calls by use of the simple phrase: Reach out, reach out and touch someone. Managers will need to adapt this persuasion / motivation technique to their own situation. Job satisfaction is there a trend? This is the title of a study carried out by the US Department of Labor among 1500 workers, who were asked to rate the job factors, from a list of 23, which they considered important starting from the most important factor. Their findings (Sanzotta (1977)) are contained in the table below. Job Satisfaction Findings White-collar workers Blue-collar workers A. Interesting work A. Good pay B. Opportunities for development B. Enough help and resources C. Enough information C. Job security D. Enough authority D. Enough information E. Enough help and resources E. Interesting work F. Friendly, helpful coworkers F. Friendly, helpful co-workers G. See results of own efforts G.Clearly defined responsibilities H. Competent supervision H.See results of own work I. Clearly defined responsibilities I. Enough Authority J. Good pay J. Competent supervision It is interesting that out of the 23 job factors listed for the survey, yet with the exception of two items (white-collar workers choice (B) and blue-collar workers choice (C)) groups selected the same top ten factors, although with different rankings. It is significant that good pay was considered as the most important factor by the blue-collar workers, but it ranked as the least important for white-collar workers. Individualize motivation policies It is well known that individual behavior is intensely personal and unique, yet companies seek to use the same policies to motivate everyone. This is mainly for convenience and ease compared to catering for individual oddities (Lindstone (1978)). Tailoring the policy to the needs of each individual is difficult but is far more effective and can pay handsome dividends. Fairness, decisiveness, giving praise and constructive criticism can be more effective than money in the matter of motivation. Leadership is considered synonymous (Tack (1979)) with motivation, and the best form of leadership is designated as SAL, situation adaptable leadership. In this style of leadership, one is never surprised or shocked, leadership must begin with the chief executive and it is more a matter of adaptation than of imparting knowledge. Ultimately, it is the leadership quality which leads to the success of a company through team building and motivating its people. The one-minute manager A contemporary bestseller (Blanchard Johnson (1983)) aimed at managers who seek to make star performers of their subordinates. To start with, the manager sets a goal, e.g. one page read in one minute, and it is seen to be achieved by one minute of praising or reprimand as the case may be. But to be effective, these must be given (a) promptly, (b) in specific terms, and the behavior, rather than the person, should be praised or reprimanded. The concept is basic and it makes sense, although the book seeks to dramatize it. One minute praising is seen to be the motivating force. Everyone is considered a winner, though some people are disguised as losers, and the manager is extolled not to be fooled by such appearances. Lessons from Americas Best-run Companies Another bestseller, In Search of Excellence (Peters Waterman (1982)). Several criteria, including analysis of annual reports and in-depth interviews, were used to pick 14 model excellent companies out of an initial sample of 62 companies. As expected, most of the action in high-performing companies revolved around its people, their success being ascribed to: productivity through people; extraordinary performance from ordinary employees; treating people decently. Personnel function and in particular leadership were considered the most critical components. If the leaders in an organization can create and sustain an environment in which all employees are motivated, the overall performance is bound to be good. The three essentials for creating such an environment are: fairness; job security; and involvement. Of all the resources available, the human resource is clearly the most significant, but also the most difficult to manage. Excellence can only be achieved through excellent performance of every person, rather than by the high-pitched performance of a few individuals. And motivation is, undoubtedly, the crux. Conclusion There is no simple answer to the question of how to motivate people. Can money motivate? Yes, but money alone is not enough, though it does help. We have discussed some of the pertinent theories bearing on human motivation and this is balanced by some of the practical factors which can lead to excellence. Human resource remains the focal point and leadership the critical component, and motivation has to be tailored to each individual. The next section deals with an important mode of motivation, namely financial aspects of rewarding employees. Research Papers on Motivation Theorists and Their TheoriesThree Concepts of PsychodynamicThe Project Managment Office SystemMoral and Ethical Issues in Hiring New EmployeesIncorporating Risk and Uncertainty Factor in CapitalThe Relationship Between Delinquency and Drug UseEffects of Television Violence on ChildrenDefinition of Export QuotasCapital PunishmentOpen Architechture a white paperResearch Process Part One

The Nature of Tragedy in Antigone is Unique and Profound Essay

The Nature of Tragedy in Antigone is Unique and Profound - Essay Example It is hard to see how it could ever have been maintained, except by those whose minds were prejudiced by predetermined opinions regarding the proper functions of tragedy. The whole tone of the play is against it. Right from the beginning to the end the reader’s/spectator’s sympathies are enlisted on the side of Antigone and in favor of the belief that human law must give way to the divine promptings of the ethics. Midway through the play, the Chorus makes an appearance on the scene to announce that the tragedy has begun. His speech offers a meta-theatrical commentary on the nature of tragedy. Here, in an obvious reference to Jean Cocteau, tragedy emulates the workings of a machine in perfect order, blithe and automatic in function. The candid and desultory event sets it on its unalterable march: in some sense, it has been lying in wait for its medium. Tragedy belongs to an order outside human time and action. It will advocate itself in spite of its players’ agenda and their attempts at involvement. Many critics allude to the ambivalent nature of this suspense. As noted by the Chorus, in tragedy everything is in the past. The spectator has abdicated, masochistically, to an array of events it abhors to watch. Suspense, here, is the period before those events actual realization. Having compared tragedy to other media, the Chorus then sets it off circuitously, particularly in the mode of melodrama. The tragedy is manifest as docile, cogent and eminent, free of melodramatic stock characters, dialogues, and other confrontations. All these are exigencies and hence inevitable.

Emirates Airlines Cabin Crew Strategic Development System for Essay

Emirates Airlines Cabin Crew Strategic Development System for Effective Staff Motivational Management - Essay Example The industry took a long time to recover the lost trust and business momentum. Once the sector managed to engage more air travelers the worldwide financial crises again put hit and harnessed the growth momentum. This hit is still pressing airlines and entire industry setup is changing with increasing deregulation, privatization, and open skies policies etc; all intent to meet growing challenges and align with the pace of change. Hence the industry though has high barrier for competitors to enter but it has agility to respond to the happenings round the world is very high. Aviation industry as matter of research has taken place in the recent past and researcher asserts that attention to aviation industry has recently grown and still requires to be explored. However, attempt to explore the commercial airline has barrier of cooperation from managers who are very resilient in sharing the relevant information. Hence, the researcher following the strategy of many other researchers has cont ented on the available researches from secondary sources. This report has objective to explore the cabin crew component of the human resources of airline industry. Cabin crews are frontline representatives of airline and like every front line representative of the business or brand they carry entire brand within their on-flight behavior with passenger. Hence, this resource is equally important as other human resource such as pilot who is carrier the technical expertise while cabin crews are entire company and reflection of its strategy to passenger. As the cabin crew aspect is itself a completed domain to explore, the scope of this study has been defined or limited to explore the cabin crew resource management at Emirate Airline; among the leading airlines in world and the leader in Middle East. Emirate Airline has managed to gain the continuous improvement and hence growth while giving equal focus to the employee. The airline attributes its all success mainly to the efforts of its people. This report has been developed in three sections; first section focuses on the development through background regarding aviation industry its current position and expected future trend. Since the domain of the study is human resource the researcher has provided detailed discussion of the aspects of human resources including the importance of recruitment, training and motivation in context of the cabin crew. The study follows with shedding light on the importance of these understudy front line representatives. Role, challenges and the impact of other factors such as 9/11 incident and psychological factors have been developed. Followed is information related to recruitment and selection, productivity as well as the future prospects has been discussed. One developing the literature about the human resource management with respect to cabin crew in general, second section of the report has analyzed the Emirates airline conduct of operation in the understudy segment of the human r esource. The research has provided the initially provided detailed background of the airline. Later the study examines the recruitment and selection, performance measurement and motivational tools used by emirates to keep the crew member turnover controlled. In third and last section, the researcher on based on the knowledge developed on the basis of this research has provided some suggestion for improvement with concluding remark. 1.1- OVERVIEW OF AVIATION INDUSTRY

Nursing and midwifery council Essay Example for Free

Nursing and midwifery council Essay Malnutrition can be defined as a serious condition that occurs when a person does not include the right amount of nutrients in their diet such as water, protein, fats, carbohydrates, vitamins and minerals in their diet (NICE, 2012). This can lead to serious adverse circumstances where one can become malnourished. Kirch (2008) also stresses that malnutrition can also arise as a result of disease. The rational for the chosen topic ‘malnutrition in elderly patients, was based on being one of the largest contributors to elderly mortality in health care. In support Sinclain (2011) states that up to 15% of elderly in the community, 62% of hospitalised patients and 85% of nursing home residents suffer from malnutrition which is a strong independent predictor of mortality in elderly. Evidence based practice in nursing is finding solid research and applying them in nursing practices, in order to promote quality of care given to patient’s. Furthermore Baker (2013) states that it is a process which involves the use of evaluation, research process, problem solving, assessment of care, decision making and requires the patients involvement. Evidence based practice is important in clinical settings having the potential to improve the of care patient, implemented to improve recovery. The nursing and midwifery council (NMC 2008) recommended that all nurses must have the ability to critique and use evidence based practice. Developing a framework for critiquing health research (Caldwell et al, 2005) will be used as an appraisal method to critique the 3 empirical research articles. This was chosen by the writer because the authors made it clear, straightforward, easy and precise to use in critiquing academic research papers, both qualitative and quantitative using tables, numbers, keywords subheadings, guidelines and relevant websites. It was also discussed that this assists the ‘novice’ nursing student and health-related research with learning about the two approaches to research by giving consideration to aspects of the research process that are common to both methodologies approach and different stages of crit iquing them. Boud et al (1985) articulate reflection as a act in which an individual examines their experiences, beliefs, values behaviour and knowledge that leads to a new understanding and appreciation of a situation which prompted the reflective process. Yun, (2008) emphasise reflection is an active and intentional process that uses thinking in order to learn from experience. We reflect in order to learn from current or future experiences  aiding us in improving academic skills in theory and in practical, the ethics of reflection contain information such as asking questions or reflecting on what actually happened, looking at the skills that were used to deal with the situation, examine the negative and positives looking into what feelings arose from the experiences, what could have be done and what can be done better in the future. As nurses we need to reflect on our own practice to enhance the care given to patients. Rolfe et al model (2001) Cycle has been chosen to support writer reflection and this was chosen because it is a simple model which raises the following questions what, so what and now what in order to reflect effectively and improve the quality of care given to patients stimulating both personal and professional growth. In nursing practice we need to plan and leave time in order to reflect on the care delivered to patients. Following this we need to reveal the service given has confidentiality, privacy and dignity and this is being maintained, check if the patient treated is being fairly and with respect, if the nurses communicate with the patients in ways they understand. All these collective questions need to be in place when caring for patients in order to support reflection and deliver a good standard of care. Elder, Evans and Nizette (2012) states reflection allows nurses to examine both thei r practice and the accompanying cognitions and effective meanings in relation to values, biases and knowledge and in relation to the context in which the situation occurred.

To what extent and in what ways are people ?fixed? and ?open to change?

Charles Darwin was not only a pioneer in evolutionary psychology, also today’s theories of modern lifespan development draw on and are influenced by Darwin’s ideas. His functionalist perspective primarily focused on the reason for development of specific human characteristics over many generations, and therefore an enormously long timescale. However, inspired by the observations in the development his own son, Darwin also acknowledged that â€Å"an individual is the result of a gradual sequence of prior changes, both in a broad evolutionary sense and within individual’s own lifetime and further development and changes lies ahead† (Cooper and Roth, p.50, 2003). This notion provided the basis for other researchers to further explore the development of humans over a lifetime period. The human lifespan development can be explored in many different ways, e.g. in terms of biological maturity of the body from a new-born to a physically fully-grown adult, physical deterioration in later stages of live and how that effects people psychologically. Individual physiological and psychological characteristics are potential factors that have different impact on each individual, they therefore are considered as â€Å"internal influences† (Cooper and Roth, p.5, 2003). The development of cognitive abilities, specific historical circumstances or the social and cultural environments of each person present â€Å"external influences† (Cooper and Roth, p.5, 2003). It has to be noted that both internal and external factors can influence each other. We therefore we have to look at these transactions rather than just taking single factors into consideration. Initially, researchers considered the observation of children as a very instructive means in investigating at what point of time certain changes in human behaviour evolve. Through identifying a pattern of changes that take place in the development of a new born into a fully grown adult, researches developed the organismic approach. They believed that in order to achieve adulthood, people go through different phases and that a later stage incorporates and expands on the experiences from an earlier stage in life (â€Å"stage theory†). While adulthood was considered as the end-stage, external factors were identified as potential causes for a delay, acceleration or slowing-down in certain stages of development, but it was suggested that the pat... ... we can consciously change, e.g. getting rid of what we sometimes define as â€Å"bad habits†, or unconsciously after powerful, sometimes traumatic life-events. Human development therefore should be seen as the complex construct of â€Å"interactions between age-related factors, historical factors and random environmental occurrences that only relate to one individual† (Cooper and Roth, p.59, 2003). While early experiences in life might predict certain characteristics that define each individual throughout his/her life, life events and experiences are considered to be major factors that can enhance and undoubtedly change these characteristics. Human development over a lifetime can be seen as a constant journey, with many possible routes, turns, cross-points and sometimes dead-ends. We, as the drivers of the vehicle that takes us through our own individual journey can often chose which road we want to take out of all routes available. Sometimes our choices are limited, but the end point of our journey is the end of our lives, rather then the achievement of adulthood. References: Cooper, T. and Roth, I. (eds) (2003) Challenging Psychological Issues, Milton Keynes, The Open University.

Black Panthers

Black Panther Ten Point Plan Response During the 1960s, the black civil rights movement was at its peak and the call for social and racial equality was spreading throughout America. To promote these ideas, different groups rose up and protested against the current white dominant order in the United States. Among these groups, the Black Panthers were founded to demand an end to â€Å"racism and social oppression in order to create a global socialist community† (Ten Point Plan). Their tactics were very controversial because of the amount of violence their members caused. They were known for fighting and even killing police when provoked. But although their style of protest was severely looked down upon in today’s society, the principles of their cause were just. The Black Panther’s overarching goal of their community is for freedom and the power to determine the destiny of their oppressed communities. The Black Panthers were based upon ten founding goals that would pushed for more rights and freedoms of the black community. The first point was mentioned above and calls for Blacks to basically have the same rights as white people do. After this point, they specified exactly what they wanted to change. These included full employment of their people, fairness in payment for their labor, decent housing, and an education that is not racist and tells the black history as it actually happened and not as a censored version. It also includes free and extensive health care to all, the end of police and governmental brutality, stopping the expansionism of America, fairness in justice and freedom, and finally an overarching demand of property, liberty, peace, education, and modern technology for all peoples (Ten Points Plan). The goals were printed with captions underneath that explained where the current government has faltered and some have steps to correct the situation. The Ten Points Plan calls upon the government to provide full rights to the black population by either aiding them in their goals or backing off and giving them more freedom in their lives. The Black Panthers generally want the government take on more roles in the education and basic needs of their people. In their Ten Points, the Black Panthers demand the government to employ or guarantee money to every person of employment, help the black people create cooperatives for living in, payment for past wrongs, and payment for completely free health care for all African Americans. In addition, general statements such as an â€Å"end to all wars of aggression† and â€Å"an end to police brutality† are included (Ten Points Plan). They don’t necessarily say how the government will get this money or be able to continue payment on the items, but rather just demanding the help. This isn’t very conducive for government intervention or for actual results because it isn’t a realistic goal being presented. If the points included a way to get the money or labor, then the points would be more complete and taken more seriously. The reasons these goals were presented to the United States was because of the oppression the black community had been under for centuries. Specifically the points were pointed toward the end of slavery and the unfairness in treatment by government programs. The black community was lumped into poor areas for living, creating the modern day ghettos and a place where overall racial success and equality could not be accomplished. The Black community was also seen as subservient to the white community in the pre-1960s and so the general population did not help the struggling community. To further demoralize the community, the government treated them as a lesser people and didn’t respect them, which caused tension between the groups. The Ten Points Plan came out of a tumultuous time in America’s history where civil liberties were under investigation and the tides of change were slowly coming into the popular American culture. The goals expressed in the plan have led to positive changes for Black Americans today and the furthering of their community. Although the Panthers have not continue on, their goals of freedom for the average black American are seen in the equality of black Americans today. Works Cited â€Å"Ten Point Plan† . Acts of Inquiry. Ed. University of Washington. Boston, MA: Bedford/St. Martin’s, 2011. 389-392. Print.

Cancer Essay - 1487 Words

Presently cancer kills one American every minute of ever day. There are 1,500 people diagnosed with cancer every 24 hours a day. Specifically there are many types of cancer that could make you extremely sick. Everybody in your family has probably had cancer at least once.(â€Å"Research† 3) Some people thinks cancer comes from Airport Scanners because of the Radiation from the airport x-ray scanners. A bad food to eat is red meat Some people in Africa eats rats. Rats have red meat.. Red meat could give you Bladder cancer and other types of cancers. Their are over 1000 cancers on earth. The Top 5 are Pancreatic Cancer, Lung Cancer, Breast Cancer Ovarian Cancer and Colo-rectal Cancer. Pancreatic Cancer is in both men and women 40% will†¦show more content†¦People can reduce their risks of getting cancer through diet, exercise, and weight loss.(â€Å"Research â€Å"3). Jim Valvano was a player for Rutgers University in 1960s he was a good player but, a better co ach. Jim Valvano coach for lots of teams in his 20 years of college hoops. Jim Valvano has three daughters and one son. Valvanos best team was in 1983 with North Carolina Wolf Pack . He also was a ESPN Commentary with the famous Dick Vitale. In June 1992 Jim was diagnosed with terminal cancer. Jim was famous for his favorite quotes. â€Å"Dont Give up, Dont ever give up†. Be a dreamer If you dont know how to dream, your dead. And his last quote was â€Å"My father gave me the greatest gift anyone could give another person he believed in Me†. Jim Valvanos Daughters have caner to. Jenny is 28 with Breast Cancer. In Valvanos room Dick Vitale Sidney Lowe and Coach K watching him until he died on April 28, 1993. Everyday he took 24 tablets to get him through the day.{â€Å"Kirshenbaum Jerry†1). The V foundation for cancer and research was founded by Jim Valvano. The foundation raises money for cancer. The V foundation has raised 80 million dollars since 1993.(à ¢â‚¬Å"About Us†2). On March 4th, 1993 Jim was awarded the Inaugural Arthur Ashe Courage award for his ESPY speech. Jims ESPY speech was very good and it plays every year before the Jimmy V Classic games. Jims Spirit , drive, and determination carried him through hisShow MoreRelatedCancer : Cancer And Cancer1673 Words   |  7 PagesCancer Cancer is one of the leading causes of morbidity and mortality worldwide, with approximately 14 million new cases in 2012.2 The amount of new cases is expected to rise by about 70% over the next 2 decades. Cancer which causes nearly 1 in 6 deaths, is the second leading cause of death globally, and was responsible for 8.8 million deaths in 2015. Approximately 70% of deaths from cancer occur in low- and middle-income countries. 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