Analysis Of The Movie The Iron Mines - 1676 Words

The film focuses around the main character Josie, a single mom to two children, trapped by her abusive husband and the lack of decent paying jobs for women so she could support her family. Josie tries to escape this life by going back to her hometown in the rural part of Northern Minnesota, but is still met with limited job options. That was until Josie, while working as a hair dresser, ran into an old friend, Glory, who was the first woman driver for the mining company. Glory recommended that if Josie wanted to make pay equal to the amount males make to support her family then she should work in the mines. The iron mines in Northern Minnesota began hiring female miners in 1975, but when Josie went to work their male employees still†¦show more content†¦Josie and her family fall victim to this discrimination when she is publically marked a â€Å"whore† and her son is singled out on his hockey team because of Josie’s profession, which later causes him to quit an d despise his mom. The hostility of the workplace for Josie made her fear coming to work every day and after being violently attacked by a male coworker, Bobby Sharp, she quit and moved to bring her grievances to a court setting through a class action sexual harassment lawsuit. The court setting brought with it a new set of challenges, the corporation’s lawyer had important resources that Josie’s legal team lacked. Using these resources, the corporation’s lawyer attempted to demean Josie’s moral character and managed to intimidate the other female workers into signing papers claiming that they were not subjected to any sexual harassment in the workplace. Despite these attempts, the judge decided to heat the case, but only if Josie found three plaintiffs with similar grievances. This proved to be difficult, since a lot of the female mine workers relied on their job to support themselves and their families. In the end, Josie’s true character shines t hrough which attracts multiple plaintiffs to her case and a victorious win. This win included a modest settlement, in addition to the opportunity to shape the interpretation of law with a new sexual harassment policy that would protect women everywhere. One wayShow MoreRelatedIntroduction . A Mass Media Effect, As Defined By W.J.1611 Words   |  7 Pagesmore creative way. Princess Mononoke changed my attitudes, beliefs, affects and behaviors concerning the conflict between environmental preservation and the advancement of society. Other social entities, such as the main demographic audience of this movie, are similarly affected as Princess Mononoke takes care to delve into the reasons of Lady Eboshi, a perceived antagonist, in order to humanize her and her decisions. By portraying both opposing sides from each of their own viewpoint, we are able toRead MoreNorth Country3742 Words   |  15 PagesAbstract North Country (2005) is a fictionalized account of the first groundbreaking successful sexual harassment case in the United States -- Jenson vs. Eveleth Mines, where a woman who endured a range of abuse while working as a miner filed and won the landmark 1984 lawsuit. This essay aims to analyze the different roles of leadership and leadership effectiveness in the film North Country. Table of Contents 1. Introduction†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦...3 2. Defining Leadership, leadershipRead MoreInfluence Of Social Status On Comics2307 Words   |  10 Pagesup the biggest dream of mine was to wake up one day and have a super power. 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A comprehensive analysis of the Nigerian art and creative sector gives a glimpse of the prevalent potteries, stone carvings, wood carvings and different forms of glassRead MoreBook to Study English for Chemistry12934 Words   |  52 Pagesexpressing its resistance to permanent deformation. 6. Combustion process is also called __________________ (heat). -ful, -less, -ous, -al, -ive 1. It can be ________________ (use) to write a summary of your argument first. 8 2. Metals containing iron are called _______________ (ferrum). 3. You can ask him if you want to but it’s ________________ (use). He doesn’t want to talk about it. 4. Hydrogen and oxygen are ___________________ (chemistry) elements. 5. I f any material is _______________ (conduct)Read MoreCase Studies in Strategic Management6683 Words   |  27 Pagesquestions: a. What is SWOT Analysis? b. What are the strength of PTC? c. What are the weaknesses of PTC for entering into the branded snacks market? 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Make Probability Real Free Essays

Probability plays a crucial and important role in many things: industries, recreation, etc. Let’s see how many we can think of. I know that we will all be amazed at how much our every day life is influenced by probability. We will write a custom essay sample on Make Probability Real or any similar topic only for you Order Now †¢ Identify at least one example of probability encountered in everyday life which has not previously been mentioned. I am the â€Å"chef† in the house and work most of my hours in the afternoon. As I am the one who is the most creative in the kitchen and the evening hours at work prevents me form cooking dinner during a normal time, the probability of me cooking and having dinner prepared before noon, to be heated up later is very high. If my family is to eat a home cooked meal, I am the one to create it. The probability is between 95-97%. †¢ †¢ Explain how probability is used in that situation. Probability is used in the above situation because nobody in my home can cook a homemade meal. They love to eat, but they are terrible in the kitchen. The only way that they will eat a home cooked meal in our home is if I cook it earlier in the day and they re-heat it at dinner time. If something had come up during the day, and I am unable to cook a meal, then the probability that anyone in the house would cook would be zero; because as I stated earlier I am the only cook in our home. †¢ †¢ Identify the type of probability your example best fits by explaining whether it is an independent event or dependent upon something else. This situation described could be either a dependent or independent event. In the case of a dependent event, I would be available during the day, with all of the ingredients to prepare the meal and nothing comes up during the day that would preclude me from cooking the meal. In the event that something came up, this would become an independent event because then I would not be available to cook because I was not at the house able to cook. The greater probability of me being available early in the day is greater than me not being available to cook; because without me cooking my family would have to go out to eat and we are a family who loves to have a different home made creation daily. How to cite Make Probability Real, Essay examples

Research Journal Of Business And Management -Myassignmenthelp.Com

Question: Discuss About The Research Journal Of Business And Management? Answer: Introduction The essay deals with the concept the organisation behaviour. In any organisation the productive performance is enhanced by taking the care needs such as design of jobs, working conditions, setting of goals, motivation and rewards. Productive performance is important in workplace. It translates into good customer service, accomplishment of investment goals, and increase workforce satisfaction. A productive workforce leads to successful company. Being productive ensures the company to utilise the human resource capacity to its fullest (Cording, et al., 2014). In this context the essay aims to explain how and why all these factors impact upon productive performance. Further, the essay evaluates how a manager may be able to impact upon the processes across the organisation. Motivation and Job design for productive performance Motivation is an important factor in any organisation. An employees performance is influenced by the job design, work environment, setting of goals, and ability. A well motivated workforce resembles productive workforce (Lazaroiu, 2015). Job design significantly impacts an employee motivation. Employees are motivated, if the tasks created are challenging and interesting. If the tasks are standardised then it becomes mundane. Job enlargement is the strategy used by mangers to introduce variation in task. Another strategy used is job enrichment, in which actual job is enhanced by motivating employees through several factors (Parker, 2014). The efficacy of job design method in fostering employee motivation is evident from both old and new literature on organisational behaviour. According to Tims, Derks and Bakker (2016), a job design with motivational features was found to lower the efforts of the employees, stress and increase their well-being. Job designs that scored high on the motiv ational scale, highlighted, employees satisfaction and motivation with low absenteeism. It can be concluded from the existing literature that redesigning the job improves the quality of the products and services and eventually the productivity. The organisational mangers can impact on productive performance by improving the job design process. Managers can increase motivational level of employees through open book management. It is possible by sharing the financial data with employees and any other vital information. It will help build trust and increase employee engagement in the organisation. Consequently, it increases the employee motivation and production. It implies for the managers to empower employees to participate in companys decision-making process. To increase employee motivation, management must treat them like partners and give them fair share of profits (Demerouti, et al., 2015). The managers must apply contingency theory, where they can make decisions based on present workplace condition. A manger can opt for autocratic or transformational leadership as per the situation (Otley, 2016). Job ability requirements There is a close relationship between job design features and job ability. As per the study of Duffield, et al., (2014) during job enlargement and job enrichment an organisation must consider the job ability requirements and compensation. During job enhancement the job ability requirements increases. For instance, if the new job design demands more tasks to be performed with increased complexity, then employee expects compensation. The compensation is to balance the effort given in the working beyond ones ability. The impact of the job ability and job design on motivation is well explained by the Vrooms expectancy theory. According to this theory, an employee expects the intrinsic or extrinsic rewards relative to the given efforts and level of performance achieved (Parijat and Bagga, 2014). If the compensation or rewards are not fair it decreases job satisfaction and motivation. It implies that the managers can apply the Vrooms theory, to determine the performance level required to meet the organisational goals. They must ensure that the desired performance and outcomes are linked. In order to make the total system equitable, the rewards need to be large enough. Using the system theory, the managers can have a better understanding of ways employees are influencing the organisation. Eventually, the managers can come up with plans to develop programs to meet the organisational goals (Hill, Jones and Schilling, 2014). Motivation and rewards The system of motivation and rewards both monetary and non-monetary develops the feeling of achievement among employees. It further, motivates them to work towards the organisational and personal goals. Rewards like promotions ensure employee satisfaction and promotes cooperative relationship. It brings stability in the organisation. Stability increases the feeling of participation in the management. It will increase the productivity and profit maximisation. Therefore, managers must derive strategies for employee motivation. According to Hawthorne effect, employees give more productivity, when they are watched and their input is valued. It also helps others change their behaviour in organisation. Rewards increases employees level of efficiency and puts human resources into action (Zikmund, et al., 2013). To increase the employee motivation, the management can implement a gain sharing plan that is beneficial for both employer and employees. The theory of X and Y can better explain this process. This theory is subjective to the beliefs about the employee attitude. A manager can use the theory of X if an employee is believed to naturally lack ambition ad may give productivity by gaining incentives. The mangers may adopt a controlling style of leadership for this purpose. If the employees are believed to take responsibility without external motivating factors, then the managers can lean towards theory Y. Using theory Y a mangers motivates and inspires employees for participation (Arslan and Staub, 2013). Influence of goal setting on productive performance Goal setting is essential factor in every organisation. It is the tool to measure the internal factors like staff expansion, growth and profitability. The benefits of goal setting include increase in employee focus, group cohesion, and employee worth. Goal-setting allows the managers to gauge work progress and impact of the efforts (Locke and Latham, 2013). The relationship between the goal-setting and employee motivation is explained in the study by Lazaroiu (2015). According to this study, goals give employees the source to strive in their daily life. Goals give specific standards that constitute success. If goals are tied to external rewards such as group recognition, it motivates the employees to strive for excellence. According to the goal setting theory, goals should be set by managers on a regular basis, and tie up the accomplishment with the rewards. The efficacy of the theory has been supported by various empirical studies. It is effective than any other single approach. It implies for the managers to use SMART principle. It stands for specific, measurable, attainable, relevant and timely, to evaluate the work productivity. In this process, the mangers can induce positive impact by making concerted efforts to build group cohesiveness and protect the employees rights in the organisation (Scobbie, et al., 2013). Working conditions and working ability In addition to the working ability the employee motivation is also influenced by the working condition. Working condition is positively related to the employee job satisfaction. Working conditions refers to shift timings, health and safety, esteem needs, relationship with co-workers, job safety and top management (Muogbo, 2013). According to Lamba and Choudhary (2013), poor working conditions limit the workforce to perform to their full potential. Productive performance was found to increase by developing conducive and friendly workforce in various sectors like banking and telecommunication. Good working conditions like flexible shift hours are effective in helping employees maintain work life balance. Employee working condition is found to be critical to the performance in duties and over all well-being. The review of past studies reveals that this factor has positive influence on employee performance. It implies for the managers to develop good working conditions in organisation as the matter of priority. Mangers can impact on the process of improving factors like working conditions and working ability for productive performance by providing adequate facilities and quality-of-work-life programs. It may include developing workplace and family support programs, exercise facilities, counselling sessions, convenience facilities and others. These strategies in some organisation led to employee motivation, cost reduction due to absenteeism, reduce health risks and sick days. They can have an impact in this process by providing and maintaing quality-of-work-life programs successfully to reduce turnover. Health and safety programs have been found to reduce the occupational injuries (Muogbo, 2013). Managers involved in this process can gain competitive edge for the organisation. Improvement in working conditions has led to increase job satisfaction and improved service levels and consequently productive performance. This process was also fund to improve the relationship between employees and e mployers. Implementing the long term relationship will foster the sense of job security among employees. This process is based on the Herzberg (1959) motivation hygiene theory (Ali, 2013). According to this theory, pay scale, working conditions and work-related relationships are major cause of employee dissatisfaction. Conclusion In conclusion, all the factors including working, ability, working conditions, job design and motivation significantly influence the employee performance. As per the analysis each factor when well implemented in the organisation has positive impact on employee motivation. The important resource of successful company is the motivated and happy workforce. Employees receiving correct operational environment can achieve maximum performance in their work. As per the literature review there are several organisational behaviour theories, and some of them are discussed in the essay. These theories are important for the purpose of the managerial activity. To influence the productive performance at workplace, the mangers may use these theories as per the situation. References Ali, N., 2013. Motivation-Hygiene Theory: Applicability on Teachers.Journal of Managerial Sciences,7(1). Arslan, A. and Staub, S., 2013. Theory X and theory Y type leadership behavior and its impact on organizational performance: Small business owners in the ?ishane Lighting and Chandelier District.Procedia-social and behavioral sciences,75, pp.102-111. Cording, M., Harrison, J.S., Hoskisson, R.E. and Jonsen, K., 2014. Walking the talk: A multistakeholder exploration of organizational authenticity, employee productivity, and post-merger performance.The Academy of Management Perspectives,28(1), pp.38-56. Demerouti, E., Bakker, A.B. and Gevers, J.M., 2015. Job crafting and extra-role behavior: The role of work engagement and flourishing.Journal of Vocational Behavior,91, pp.87-96. Duffield, C., Baldwin, R., Roche, M. and Wise, S., 2014. Job enrichment: creating meaningful career development opportunities for nurses.Journal of nursing management,22(6), pp.697-706. Hill, C.W., Jones, G.R. and Schilling, M.A., 2014.Strategic management: theory: an integrated approach. Cengage Learning. Lamba, S. and Choudhary, N., 2013. Impact of HRM practices on organizational commitment of employees.International Journal of Advancements in Research Technology,2(4), pp.407-423. Lazaroiu, G., 2015. Employee Motivation and Job Performance.Linguistic and Philosophical Investigations,14, p.97. Lazaroiu, G., 2015. Work Motivation and Organizational Behavior.Contemporary Readings in Law and Social Justice,7(2), p.66. Locke, E.A. and Latham, G.P. eds., 2013.New developments in goal setting and task performance. Routledge. Muogbo, U.S., 2013. The impact of employee motivation on organisational performance (a study of some selected firms in anambra state nigeria).The international journal of engineering and science,2(7), pp.70-80. Otley, D., 2016. The contingency theory of management accounting and control: 19802014.Management accounting research,31, pp.45-62. Parijat, P. and Bagga, S., 2014. Victor Vrooms expectancy theory of motivationAn evaluation.International Research Journal of Business and Management (IRJBM),7(9), pp.1-8. Parker, S.K., 2014. Beyond motivation: Job and work design for development, health, ambidexterity, and more.Annual review of psychology,65, pp.661-691. Scobbie, L., McLean, D., Dixon, D., Duncan, E. and Wyke, S., 2013. Implementing a framework for goal setting in community based stroke rehabilitation: a process evaluation.BMC health services research,13(1), p.190. Tims, M., Derks, D. and Bakker, A.B., 2016. Job crafting and its relationships with personjob fit and meaningfulness: A three-wave study.Journal of Vocational Behavior,92, pp.44-53. Zikmund, W.G., Babin, B.J., Carr, J.C. and Griffin, M., 2013.Business research methods. Cengage Learning.