Compensation and Benefits Research Paper Example | Topics and Well Written Essays - 250 words

Compensation and Benefits - Research Paper Example There are creative workers in the company that come up with better business ideas as well as working extra hard to ensure the company’s success. This paper looks at employee incentives as the compensation/benefit problem. In 1973, Bronco Wine Company was started by Fred Franzia with his brother Joseph and cousin. This was immediately after the Coca Cola Company purchased Franzia winery business. It owns 40,000 acres of vineyard in Central Valley, California and produces up to sixty million gallons of wine annually. It has storage facilities in Ceres. One of the major problems facing the company is lack of opportunities for recognition. Rewarding employees makes them feel appreciated (Gebauer, Lowman & Gordon, 2008). This can be through better pays, having flexible job roles, lavish trips and good management. This poses a challenge to the employer because the employees feel unappreciated hence low performance. The employees will be most likely to take more sick days and others end up quitting. The employer will therefore have challenges in coping with fewer workers when others are on sick days as well as employing new people to work on the company. Bronco Wine Company is among the largest wine producing company in the United States but has a problem with employee incentives. There is need in ensuring that the exceptional employees are entitled to public recognition for the work well done. This will have a positive feedback to the company through immense profits as well as having more employees driven and finding ways to tackle

Answer the following questions Essay Example | Topics and Well Written Essays - 500 words

Answer the following questions - Essay Example Criteria, which allows for different pay structures include skills, efforts, responsibility levels and working conditions. These factors form the broader categories of pay levels. In deciding upon internal pay structures several other key factors also have to be considered. These include, whether the remuneration will be Job or Person Based; the degree of importance placed on performance and how its linked to remuneration; organisation’s position in the labour market (i.e. Pay Master or Low Payer) how important will internal and external equity be; degree of importance of hierarchy in pay; how flexible will the remuneration mix be, and what level of significance does seniority and job security holds (Lawler 2000). In addition to these, in determining pay levels an organisation must consider external and internal relativities, the worth of the person or the team to the organisation and the collective bargaining arrangements (Armstrong). Based on experience, the skills and degre e of importance placed upon performance in administering pay structures are the most important. In today’s competitive business environment, organisations need the best performance from the human capital in order to achieve a competitive edge. Therefore, skills, competencies and performance should be the main factors of importance influencing pay structures. Job Analysis resulting in Job Descriptions and Person Specifications. These facilitates the recruitment and selection process as well as training and performance appraisal functions Job Analysis involves the systematic gathering of information about jobs and analysing this information using subjective, rational or statistical analysis methods. One of the major decisions involved in a job analysis process would include, which method to use for information gathering on jobs. Secondly, how to analyse these collected data should be decided. While a host of

Democratic Leadership Style and Follower Performance

Democratic Leadership Style and Follower Performance This research sought to provide information about the relationship between Democratic leadership style and Followers Performance. Drawing on a sample of employees working in a Dairy Product Industry, we tested relationships between Democratic Leadership Style and Followers Performance. On the basis of causation and bivariate data analysis it was found that there was a strong positive association between the Democratic Leadership Style and followers Performance. This report consists on Seven Chapters. In the first Chapter we introduced the topic, in second chapter we review the Literature, where different studies have different empirical results most of them have ensure positive relation ship between the variables. In third and fourth chapters, on the basis of theoretical framework we operationalzed the variables. In chapter five and six we create research design and analyze the data. In the last chapter we draw conclusion on the basis of Data analysis. Chapter 1: Introduction Since the early 1930s, leadership has remained a ubiquitous topic of exploration in the field of management, despite a modest decline in the 1970s (Hunt, 1999). The popularity of this topic was restored with the advent of concepts such as charismatic leadership, visionary leadership and transformational leadership. All of these advances emphasize that some leaders can inspire followers to pursue collective values and aspirations as well as sacrifice egocentric needs and goals. These theories also reveal that leaders can invoke and regulate emotions rather than rely on rational processes to motivate other individuals. Over the last decades, the relationship between leaders behavior and subordinates perceived stress has gained increasing attention from the scientific community. The kind of leadership style influences how subordinates cope with stress. The leadership domain has recently focused on the so-called new leadership paradigm such as transformational leadership . Transformational leaders emphasize higher motive development, and arouse followers motivation and positive emotions by means of creating and representing an inspiring vision of the future. In contrast, transactional leadership explains the relationship between leader and follower as an exchange system of well-defined transactions. In turn, the leader rewards or disciplines the follower with regard to his/her performance. While several studies have focused on the relationship between these leadership styles and follower performance the relationship between the leaders behavior and subordinates work related stress has mainly been neg lected. The present study addresses this gap and explores the relationships between the leaders behavior and subordinates work related stress has mainly been neglected. Objective:- The objective of the study are To measure the impact of democratic leadership in dairy products companies To Measure the efficiency of performance of follower of democratic leader.. To find that democratic leadership is more effective or not on the follower performance. Significance of Study:- This study was made for the following purpose. It will help the managers to improve the performance of their followers or team members if they use democratic leadership style. It will help the workers to improve their performance if they exchange their ideas with their leaders. Chapter 02: Review of Literature In this study, highly democratic leadership is compared with both moderate democratic and less democratic leadership styles. The moderate democratic leadership style is one that focuses on the task at hand. It emphasizes such behaviors as maintaining standards and meeting deadlines. Less democratic leadership involves exhibiting concern for the welfare of the other members of the group by expressing appreciation for good work, stressing the importance of job satisfaction, maintaining and strengthening the self esteem of subordinates by treating them as equals, and making special efforts to help subordinates feel at ease (Bass, 1990). Leaders who display Highly democratic leadership behaviors have been described as providing followers with clear visions of the future, expressing high expectations for follower performance, and displaying confidence in their followers ability to accomplish challenging tasks (House 1988). Leadership research has consistently found a strong positive relat ionship between Highly democratic leadership behaviors and follower performance (Bass, 1990) (House, 1988). Specifically, by articulating compelling vision of the future, communicating high expectations with respect to followers performance, and displaying confidence in followers ability to meet these expectations, highly democratic leaders have been found to positively influence follower performance. These findings have been supported in a variety of settings and using various research methodologies including laboratory experiments (howell Frost, 1989), field research (e.g., Smith 1982; Avolio, Waldman, and Einstein 1988; Hater and Bass 1988; Howell and Avolio 1993), and archival studies (e.g., House, Spangler, and Woycke 1991). Howell and Frost (1989), for example, found that individuals working under an actor trained to display Highly democratic leadership behaviors had higher qualitative and quantitative task performance, higher task satisfaction, and lower role conflict and am biguity in comparison to individuals working under less democratic leaders; they also had higher quantitative task performance, greater task satisfaction, and less role conflict than individuals working under moderate democratic leaders. More recently, in an experiment using 282 undergraduates carrying out a simulated production assignment, Kirkpatrick and Locke (1996) found a positive relationship between Highly democratic behaviors and performance, task satisfaction, and attitude toward the leader. Both Howell and Frosts and Kirkpatricks studies found that individuals working under Highly democratic leaders reported that the task was more interesting, engaging, and satisfying than individuals working under less democratic leaders; this was so in spite of the fact that all individuals performed the identical task. The above findings have been supported by the findings of studies conducted in the field. For example, in a study of 30 Highly democratic and 30 nonHighly democratic leaders from a wide variety of organizations, Smith (1982) found that Highly democratic leaders could be distinguished from less democratic leaders based on their followers higher performances and higher levels of self-assurance. Based on these reports of higher selfassurance for followers of Highly democratic leaders, Smith postulated that Highly democratic leaders may produce their effects on followers by enhancing their self-efficacy beliefs. While the above empirical evidence supports the relationship between Highly democratic leadership behaviors and follower performance, the effect of those behaviors on follower performance over time and the role of self-efficacy as a mediator of the relationship between leadership style and performance remain largely unexplored empirically. For this reason, I draw on Shamir, House , and Arthur (1993) and Bandura (1997) for a theoretical explanation of the motivational effect of Highly democratic leadership behaviors and how they might enhance follower selfefficacy and lead to greater sustained effort and performance over time. According to Bandura (1997, p. 101), People who are persuaded verbally that they possess the capabilities to master given tasks are likely to mobilize greater effort and sustain it than if they harbor self-doubts and dwell on personal deficiencies when difficulties arise. Drawing on Bandura (1986), Shamir et al. (1993) propose that Highly democratic leaders expression of high expectations for follower performance and their ability to persuade followers that they can meet those expectations motivate followers to produce and sustain greater effort via the mediation of self-efficacy. Further, they propose that, by articulating a compelling vision, Highly democratic leaders produce in followers a level of personal commitment whose behavioral manifestations produce a self reinforcing cycle that sustains itself over time. This motivational influence of Highly democratic leadership behaviors produces a positive deviation amplifying loop or performance improvement spiral (Lindsley, Brass, and Thomas 1995). Thus, while empirical evidence has demonstrated the link between Highly democratic leadership and performance, theoretical work points both to the sustainability of follower effort and performance over time and to the mediating role of self-efficacy. Chapter 03: Theoretical Framework Interest in leadership increased during the early part of the twentieth century. Early leadership theories focused on what qualities distinguished between leaders and followers, while subsequent theories looked at other variables such as situational factors and skill levels. While many different leadership theories have emerged, most can be classified as one of eight major types: 1. Great Man Theories: Great Man theories assume that the capacity for leadership is inherent that great leaders are born, not made. These theories often portray great leaders as heroic, mythic and destined to rise to leadership when needed. The term Great Man was used because, at the time, leadership was thought of primarily as a male quality, especially in terms of military leadership. 2. Trait Theories: Similar in some ways to Great Man theories, trait theory assumes that people inherit certain qualities and traits that make them better suited to leadership. Trait theories often identify particular personality or behavioral characteristics shared by leaders. But if particular traits are key features of leadership, how do we explain people who possess those qualities but are not leaders? This question is one of the difficulties in using trait theories to explain leadership. 3. Contingency Theories: Contingency theories of leadership focus on particular variables related to the environment that might determine which particular style of leadership is best suited for the situation. According to this theory, no leadership style is best in all situations. Success depends upon a number of variables, including the leadership style, qualities of the followers and aspects of the situation. 4. Situational Theories: Situational theories propose that leaders choose the best course of action based upon situational variables. Different styles of leadership may be more appropriate for certain types of decision-making. 5. Behavioral Theories: Behavioral theories of leadership are based upon the belief that great leaders are made, not born. Rooted in behaviorism, this leadership theory focuses on the actions of leaders not on mental qualities or internal states. According to this theory, people can  learn  to become leaders through teaching and observation. 6. Participative Theories: Participative leadership theories suggest that the ideal leadership style is one that takes the input of others into account. These leaders encourage participation and contributions from group members and help group members feel more relevant and committed to the decision-making process. In participative theories, however, the leader retains the right to allow the input of others. Assumptions of Participative theory Involvement in decision-making improves the understanding of the issues involved by those who must carry out the decisions. People are more committed to actions where they have involved in the relevant decision-making. People are less competitive and more collaborative when they are working on joint goals. When people make decisions together, the social commitment to one another is greater and thus increases their commitment to the decision. Several people deciding together make better decisions than one person alone. Style of leader in participative theory A Participative Leader, rather than taking autocratic decisions, seeks to involve other people in the process, possibly including subordinates, peers, superiors and other stakeholders. Often, however, as it is within the managers whim to give or deny control to his or her subordinates, most participative activity is within the immediate team. The question of how much influence others are given thus may vary on the managers preferences and beliefs, and a whole spectrum of participation is possible, as in the table below. Highly Democratic> Autocratic decision by leader Leader proposes decision, listens to feedback, then decides Team proposes decision, leader has final decision Joint decision with team as equals Full delegation of decision to team There are many varieties on this spectrum, including stages where the leader sells the idea to the team. Another variant is for the leader to describe the what of objectives or goals and let the team or individuals decide the how of the process by which the how will be achieved (this is often called Management by Objectives). The level of participation may also depend on the type of decision being made. Decisions on how to implement goals may be highly participative, whilst decisions during subordinate performance evaluations are more likely to be taken by the manager. 7. Management Theories: Management theories (also known as Transactional theories) focus on the role of supervision, organization and group performance. These theories base leadership on a system of rewards and punishments. Managerial theories are often used in business; when employees are successful, they are rewarded; when they fail, they are reprimanded or punished. 8. Relationship Theories: Relationship theories (also known as Transformational theories) focus upon the connections formed between leaders and followers.  Transformational leaders  motivate and inspire people by helping group members see the importance and higher good of the task. These leaders are focused on the performance of group members, but also want each person to fulfill his or her potential. Leaders with this style often have high ethical and moral standards. The theory which support to our topic is Participative Theory. The theory support our hypothesis that higher the democratic leadership style higher will be the followers performance. Chapter 04: Hypothesis and Operationalization of variables Research Question: Is there any association between democratic leadership style and follower performance? Hypothesis: H1: There is Positive association between democratic leadership style and follower performance. Ho: There is no association between democratic leadership style and follower performance. Theoretical Definition of Variables Democratic Leadership Style: Leadership is the art of motivating a group of people to act towards achieving a common goal. Follower Performance: The  results  of  activities  of an  organization  or  investment  over a given  period  of  time. Operational Definition of Variables Democratic Leadership Style: Democratic Leadership is a process by which a person influences others to accomplish an objective and directs the organization in a way that makes it more cohesive and coherent through its competency, intimacy, passion and integrity.   Follower Performance: The carrying of an act into execution productively and qualitatively by coordinating with peers by the commitment of employees. . Styles of leadership:- Authoritarian (autocratic) I want both of you to. . . This style is used when leaders tell their employees what they want done and how they want it accomplished, without getting the advice of their followers. It is useful when:- when you have all the information to solve the problem, you are short on time, and Your employees are well motivated. Some people tend to think of this style as a vehicle for yelling, using demeaning language, and leading by threats and abusing their power. This is not the authoritarian style, rather it is an abusive, unprofessional style called  bossing people around. It has no place in a leaders range. Participative (democratic) Lets work together to solve this. . . This style involves the leader including one or more employees in the decision making process (determining what to do and how to do it). However, the leader maintains the final decision making authority. Using this style is not a sign of weakness; rather it is a sign of strength that your employees will respect. This is normally used when:- You have part of the information, and your employees have other parts. Note that a leader is not expected to know everything this is why you employ  knowledgeable  and  skillful  employees. Using this style is of mutual benefit it allows them to become part of the team and allows you to make better decisions. Dimension of democratic leadership Style The major dimensions of leadership are divided into four chambers: Competence Intimacy Passion Integrity Competence Competence includes personal traits and technical skills. Competence can be divided as knowledge of the topic at hand, intelligence, expertise, skill, or good judgment.There are four elements of competence which are as follows:- Technical Skills: Are needed to understand activities, operational processes products and services, technology, and legal requirements. Cognitive Skills: Are necessary to analyze problems, develop creative solutions, identify patterns and trends, understand complex relationships, and develop effective mental models. Interpersonal Skills: Such as listening, persuasiveness, social sensitivity are needed to influence people, avoid unwanted influence, develop cooperative relationships, establish and maintain networks, understand individuals, facilitate teamwork, and resolve conflict constructively. Personality Traits: Seam less important that technical skills. Nevertheless, individual needs, core values, and temperament are clearly relevant to effective leadership. Intimacy Intimacy refers to the leaders ability to build and maintain relationships. All too often we expect people to buy into the position of leadership and be loyal to the title rather than to the person that fills the position. The first thing a leader must declare is not authority because of rights, but authority because of relationships. Effective Management: Social skills help to understand the feelings of others and the ability to communicate clearly and persuasively. Cooperative Relationships: Skills such as empathy, social insight, charm, tact, and diplomacy are essential to developing and maintaining cooperative relationships with subordinates, superiors, peers, and outsiders. Influencing: Empathy and social insight is the ability to understand motives, values, and emotions. Understand what people want and what motivates them is necessary for effective influencing strategies. Resolving Conflict: Being able to listen to people with problems, personal complaints, or criticism is necessary for resolving conflicts in a constructive manner. Passion Your passion for something is an indication of what you find worthy in and of itself. Its a clue to what you find intrinsically rewarding. Passion refers to the drive to make a contribution and to create something meaningful and valuable a sense of worth. Its sometimes referred to as enthusiasm, hope, or aspirations. Enthusiasm: Originally meant inspiration or possession by a divine afflatus or by the presence of a God. Today the word simply means intense enjoyment, interest or approval. Hope: An emotional belief in a positive outcome related to events and circumstances within ones personal life. Hope implies a certain amount of perseverance such as believing that a positive outcome is possible even when there is some evidence to the contrary. Aspirations: Providing a climate where people feel free and motivated to cultivate and implement constructive ideas is the challenge of talented leaders. Integrity Most people can manage when things go well, but true leadership is how we cope with people when times are tough. Integrity is what drives us regardless of our situation or position. Too many leaders are ready to assert their rights but not assume their responsibilities. They are looking to the organization to make people responsible to follow. They look for a new title, another position, sometimes a new job. They never come to realize that they lack authority because they lack integrity. Integrity means that a persons behavior is consistent with espouse values, and the person is honest, ethical, and trustworthy. Honesty and Trust: If people anywhere are to willingly follow someone whether it be into the battle or into the boardroom, the front office or the front lines they first want to assure themselves that the person is worthy of their trust. Courage: The strength to lead in these difficult circumstances, meaning that courageous leaders are strong and unlikely to quit. This kind of courage displays itself in an organization when a leader is willing to admit his mistake, when she is willing to stand up for her beliefs, or when he must challenge others. Self-Discipline: People have to know themselves and understand their environments in order to adapt and learn. The most basic defining moment demands that leaders resolve the issue of self-discipline. The higher leaders climb up the corporate ladder the greater their burden of responsibility and their need to reevaluate themselves and their whole self. Dimensions of Follower Performance:- Quality of Work Completing the work accurately, neat, well organized through effective. Documentation:- Fulfilling the documentation requirements and having proper record of files. Safety Consciousness:-Acting with proper safety habits, maintains equipment, corrects unsafe conditions. Coordination Supervision of others:- Guiding and assisting to acquire skills and achieve performance goals and results. Communication Skills:- Articulate in expressing facts, ideas and thoughts with clarity both orally and in writing. Public Contact Service Skills: Honesty , tact, courtesy, awareness of and sesitiviy to customer and co-worker need. Commitment Towards organization Attendance (punctuality):- punctual to work , meetings and from breads; does not abuse leave time. Initiatives:- Self-motivated and makes effort to compete work with minimal supervision. Customer Satisfaction:- Giving full time and paying full attention toward customer in order to satisfy the customers to make them loyal. Productivity Complete the assigned task effectively and efficiently. Efficiency and effectiveness:- Achieving the assigned targets with the given timeframe. Overall Cost Programs:- Delegating the task to junior in order to save time keeping in mind the cost of the task. Budget:- Completion of the tasks within defined budget. Claims: Any Amount, stock or compensation toward third party called lack for adjustment. Dimensions, Elements and Statements of Questions Section 01 Leadership Style Dimensions Elements Statement of Questions Competence Technical Skills I always update my technical knowledge of my organization through peers and my own experience. Cognitive skills I walk the talk, I model the behavior I want from my team. Interpersonal Skills I feel happy to know that my staff is clear about companys goal. Personality Traits I dont scream or lose temper. Intimacy Effective Management I avoid making judgment of premature evaluation of ideas or suggestion. Co-operative Relationship I set down performance standard for each aspect of my staff job. Influencing I provide my staff with opportunities to refresh the skills. Resolving conflict I check staffs work on a regular basis to assess their progress and learning. Passion Enthusiasm I admit when I do not the answer. Hope I provide my staff with opportunities to refresh therir skill. Aspiration I am able to provide negative feedback in a balanced and constructive manner. Integrity Honesty and Trust I keep confidential information very confidentially. Courage I share the credit and ccolades with those who contributed. Self Discipline I am fair and treat all staff members with respect and equal coordination. Section 02 Follower Performance Quality of Work Documentation My team completes documentation and the verified them before entering into new task. Safety Consciousness My team members record and enter data consciously. Coordination Supervisions of others My team adopts internal controls system voluntarily. Communication Skills My team tries to satisfy customers in their language. Public Contact My team member takes active part in public awareness. Commitment Punctuality and Regularity My team members are in office exact according to time schedule. Initiative My team members are self motivated and complete their work with in minimal supervision. Customer Satisfaction My team members dont go for new customer until they satisfy the current one. Productivity Efficiency and Effectiveness my team achieve Targets at their assigned time. Cost Programmes My team members always try to avoid to perform extra cost functions. Budget My team members never go beyond the budgeted expense. Claims My team members are initiatively conscious about claim from others. Chapter 05: Research Design This research is explanatory in nature. In the research the quantitative techniques for data collection has been used. The data was collected in a survey by questionnaire from middle level employees in production department of dairy industry . Our target population is the employees of Dairy Products Companies. We choose Haleeb Foods Ltd, Nestle Milk Pak Ltd and Shakarganj Milk Products. Our sample size is 1000 employees of Production department of all three companies. We conducted the survey from 400 employees from Nestle, 400 employees from Haleeb and 200 employees from Shakarganj Group. For this systematic random sampling techniques of probability method has been used. Data Transformation and Presentation We have tried to measure the Level of Democratic Leadership Style and Follower Performance. It was operationalized with the help of dimensions and elements. We had constructed number of statements on each element with 5 response categories using Likert Scale i.e Strongly agree, agree, undecided, disagree and strongly disagree. We scored each of these items form 1 to 5 depending upon the degree of agreement with the statement. The statements was both positive as well as negative. For positive statement we had scored straight away from 5 to 1 i.e Strongly agree, agree, undecided, disagree and strongly disagree. For the negative statement we have to reverse the score i.e 1 for strongly disagree, 2 for disagree, 3 for undecided, 4 for agree and 5 for strongly agree. Reason being that negative multiplied by a negative becomes positive i.e a negative statement and a person strongly disagree with it implies that he has a positive responsive so we give a score of 5. We have two variable i.e democratic leadership style and follower performance let us say there were 15 statement measuring for different elements and dimensions measuring level of leadership style and 10 statements measuring level of follower performance. when on each statements of commitment the respondent could get minimum score of 1 and maximum score of 5, on 15 statements a respondent could get a minimum score of (15*1 = 15) and Maximum score of (15*5 = 75) and for follower performance minimum score of (10*1 = 10) and maximum score of (10*5 = 50). In this way the score index ranges from 15 to 75 for democratic leadership style and 10 to 50 for level of follower performance. By transforming the score from score index into scale, we had categorized score ranges below 35 is for less democratic, 35 to 55 for moderate democratic and above 55 for highly democratic for leadership style. And for followers performance it was categorized like score ranges below 20 is for unsatisfactory performance, 20 to 35 satisfactory performances and above 35 is for outstanding performance. Univariate table for Democratic leadership style Table1: Democratic leadership style Leadership style Frequency Percent Highly Democratic 550 55 Moderate Democratic 300 30 Less Democratic 150 15 . Total 1000 100 Table 1 consist on three column ie. Leadership Style, Frequency and Percentage points of respondants. In leadership style, we have catorised it in three forms i.e Highly Democratic, Moderate democratic and Less Democratic. In Frequency column, there were 1000 persons sample out of which 550 are highly democratic, 300 are Moderate democratic and 150 shows the response of Less democratic. Univariate table for Follower Performance Table2: Follower Performance Follower Performance Frequency Percent Outstanding 575 57.5 Satisfactory 270 27 Unsatisfactory 155 15.5 Total 1000 100 Table 2 consist on three column ie. Follower performance, Frequency and Percentage points of respondants. In Follower performance, we have catagorised it in three forms i.e Outstanding, satisfactory and unsatisfactory. In Frequency column, there were 1000 persons sample out of which 575 are giving outstanding performance, 270 are giving satisfactory performance and 155 are giving unsatisfactory performance. Bivariate table Table 3: Democratic leadership style and Follower Performance Followe

Marriage In Japan :: essays research papers

Marriage in Japan Why people get married? There would be many reasons; to save money, to escape from loneliness, to have a better life, and so on. But in most case people marry for love. Though it is almost always true, a married life is different between in the western culture and in Japan. A marriage in modern western culture is based on mutuality and companionship. In Western there is a tendency to be independent. Most college graduates live apart from their family and find an apartment near the working place. They have learned how to  ¡Ã‚ °survive ¡Ã‚ ± in single and marriage is an optional. However, a person in Japan who graduates from a college and has a job still lives with one ¡Ã‚ ¯s family until one gets married, which means one keeps the parent-child relationship. Therefore it is hard for a Japanese man to learn to be independent. After he gets married, he now relies on his bride for having foods, doing laundry, and many other things. Takeo Doi explains it with the te rm of amae that means the seeking or causing of oneself to be loved, nurtured, and indulged. He says it is an active attempt to make oneself into a passive love object. One reason why a man continues depending on someone else is that he has been witnessed what his parents have been done and now he considers himself as a head of his own family. In case of woman, it is difficult to keep her job after the marriage, because she needs to take care of her child, which is considered to be a wife ¡Ã‚ ¯s job. She has to do everything else except making money for the family, which makes her dependent on her husband who has the economic power. However in western culture, it is natural for both partners to have their own jobs and to be responsible for every single household job after marriage. Until recently it has been true in Japan but now it is changing. More women have their jobs rather than prepare to be a bride after the graduate. They don ¡Ã‚ ¯t need to get married if they don ¡Ã‚ ¯t want to. It has also become common not to have many children and some couples don ¡Ã‚ ¯t have a child at all. A younger bride could decide to divorce her husband if she wants to because she has a chance to get an economic independence easily nowadays. Marriage In Japan :: essays research papers Marriage in Japan Why people get married? There would be many reasons; to save money, to escape from loneliness, to have a better life, and so on. But in most case people marry for love. Though it is almost always true, a married life is different between in the western culture and in Japan. A marriage in modern western culture is based on mutuality and companionship. In Western there is a tendency to be independent. Most college graduates live apart from their family and find an apartment near the working place. They have learned how to  ¡Ã‚ °survive ¡Ã‚ ± in single and marriage is an optional. However, a person in Japan who graduates from a college and has a job still lives with one ¡Ã‚ ¯s family until one gets married, which means one keeps the parent-child relationship. Therefore it is hard for a Japanese man to learn to be independent. After he gets married, he now relies on his bride for having foods, doing laundry, and many other things. Takeo Doi explains it with the te rm of amae that means the seeking or causing of oneself to be loved, nurtured, and indulged. He says it is an active attempt to make oneself into a passive love object. One reason why a man continues depending on someone else is that he has been witnessed what his parents have been done and now he considers himself as a head of his own family. In case of woman, it is difficult to keep her job after the marriage, because she needs to take care of her child, which is considered to be a wife ¡Ã‚ ¯s job. She has to do everything else except making money for the family, which makes her dependent on her husband who has the economic power. However in western culture, it is natural for both partners to have their own jobs and to be responsible for every single household job after marriage. Until recently it has been true in Japan but now it is changing. More women have their jobs rather than prepare to be a bride after the graduate. They don ¡Ã‚ ¯t need to get married if they don ¡Ã‚ ¯t want to. It has also become common not to have many children and some couples don ¡Ã‚ ¯t have a child at all. A younger bride could decide to divorce her husband if she wants to because she has a chance to get an economic independence easily nowadays.

Girl, Interrupted and Borderline Personality Disorder

Borderline Personality Disorder remains a very misunderstood psychological condition. This is unfortunate because it is a very serious condition that requires proper and effective treatment to reverse. Thankfully, there have been inroads made in providing clear presentations of the condition to the public. One such way the condition was brought to the public’s attention was through Angelina Jolie’s performance of a character suffering from BPD in the film Girl, Interrupted. In a way, the title of the film is very appropriate.When someone suffers from BPD, their entire life becomes interrupted. While the film infers interrupted represents the interruption of life due to a stay in a mental hospital, the character’s life has always been interrupted. This is due to the extreme stress that BPD places on a person’s life and how it interferes with the ability to create positive relationships. In particular, the Lisa Rowe character that Angelina Jolie plays displa ys the worst traits of severe mental illness.Rowe is extremely belligerent, unresponsive to treatment, and seemingly has an anti-authority attitude. This, ultimately, undermines any progress she may otherwise achieve through her psychiatric treatment. In a way, Lisa uses her condition as a perverse form of empowerment. She is diagnosed a sociopath and this would infer that she has little care what others think of her. Of course, it would also infer she does not worry about the feelings of others. This is why she acts in such a belligerent manner towards other members of the staff.While her actions do nothing towards improving her condition, it does allow her life to be a little easier in its own somewhat demented way. One of the most interesting aspects of this character is the bizarre â€Å"love/hate† relationship she has with the institution. While she repeatedly escapes the institution, she consistently returns to it. Granted, it is not always be her own choice but it woul d seem that at certain times she prefers residing in the institution. Now, why would this be?It would seem that while Lisa resents her captivity, she enjoys the semblance of security that it provides. Lisa suffers from a serious psychiatric condition. And, true, her condition is made worse due to her own actions. She knows she cannot survive in the â€Å"real world† so she only experiences it in small doses. This is why she is repeating entering and exiting the institution. While this may provide her with short term relief, it thoroughly undermines any potential progress she could achieve if she ceased her errant and erratic behavior.Yet, she continues her cycle of independence mixed with dependence that does little for improving her condition. In a way, she is the person who is interrupting her own life with her own egregious behavior. Of course, Lisa’s mental illness is clearly the reason for her erratic behavior. However, it is her responsibility to take the necessa ry steps to seek to improve her condition. However, she refuses to do this and opts instead to partake in essentially anarchist behavior that does nothing to improve her condition.As such, it becomes difficult to sympathize with her plight since she is so self-centered and self-absorbed. In light of this, there is certain sympathy present with the character. However, such sympathy can only go so far if she is unwilling to do what is necessary to help herself. In actuality, only she can improve her condition and through the bulk of the film she seems resistant to do this. Bibliography Mangold, James, Dir. Girl, Interrupted. Perf Winona Ryder and Angelina Jolie. 2000. DVD. Sony Pictures, 2001. Kaysen, Sussana. Girl, Interrupted New York: Vintage Books, 1994.

A Comparative Study of the Field Criminal Justice and Criminology

A Comparative Study of the Fields Criminal Justice and Criminology Javier Landa-Miranda Ivy Tech Community College CRIM 101 What is Criminal Justice and what is Criminology? They are the same? Those are the questions that people ask their selves when they talk about those fields. There might be many controversies about the differences and similarities about Criminal Justice and Criminology. People must think that these two fields are totally different or just the same thing. The reality is that Criminal Justice and Criminology are two fields that have many differences but at the same time many similarities.To identify the differences and similarities first, we have to identify what is Criminal Justice and Criminology. What is Criminal Justice? Well, for sure is not specific job training or a class that someone can take and considered him or herself ready to serve as a police officer, detective, etc. On the other hand, Criminal Justice is the study of how justice is dispensed in our s ystem of government and around the world. Also Criminal Justice is the system of practice of governments directed at upholding social control, deterring crime, and sanctioning those who violate the law.The study of Criminal Justice will help anyone to identify the different jobs where people can get involved with a degree in Criminal Justice. Another important factor to note is that police agencies, courts, and corrections are part of the system of Criminal Justice. Each of those three components plays different functions in the Criminal Justice System (Judge Harold). Actually, society has a conflict with Criminal Justice System about Individual Rights and Public Order. This conflict refers to the question: what are more important Individual rights or Public order?This has been a serious issue for the Criminal Justice System because they try to balance both to maintain order in society. Is important to know that Criminal Justice has a process, know as Due process or Bill of Rights. This process protect criminals rights and is required by the U. S. constitution and force Criminal Justice case processing be conducted with fairness and equity. This means that a criminal can’t be arrested or send it to jail without fallowing the correct process that will protect criminal’s rights. Criminal Justice lso has several conflicts inside his own field with his agencies (The Defendants). The consensus model and conflict model are the more common. Consensus model refers to government agencies that work together against crime to maintain order. In the other hand, conflict model means that agencies win more when they compete each other instead of working together to maintain order; this last model has been a serious issue to Criminal Justice System because this can make complicated to maintain public order and keep safety in the streets.People as police, detectives or special agents that work in the criminal justice field have a lot of purposes in democratic soc iety, but the most important for them are: enforce the law of the society, apprehend criminals, prevent crime, preserve domestic peace and tranquility, and provide the community with needed enforcement-related services (Major Cities). Criminology is the study the origin, extent, and criminal behavior including factors and causes of crime. College students that follow Criminology as a career, learn about different types of crime and how public responds to crime.This field focuses more in the psychology and ideology of a criminal (Criminology 2010). Criminology always is trying to solve the question, why crime occurred and why people commit them? This is why Criminology prepares a student to understand criminal’s behavior. Criminologists are mainly concerned with identifying the suspected cause of crime. Even though some criminologists devote their research to justice and social control and are concerned with how the agencies of justice operate. Criminology, 2000). Unlike Crimi nal Justice, Criminology has different methods of research as: surveys, experiments, observing and intensive interviewing, research using existing data, and comparative and historical research. This process has to be done to prove theories and hypothesis related to a crime investigation. Even though, is common for Criminology courses to evaluate the agencies of justice and for Criminal Justice programs to feature courses on Criminology.The higher level of education the more possibilities to get a higher position at any agency related with his career. Sometimes people find hard and cannot differentiate between Criminal Justice and Criminology. This happen because between these two fields there are not many differences, on the other hand there is more similarities then people think. The only differences between these two fields are: Criminal Justice is more related with crime control and how is punished. That is why Criminal Justice focuses more in policing, corrections and criminal c ourts.The main purpose of Criminal Justice is to prevent crime and apply the law to whoever broke the law (Criminal Justice 2013). On the other hand, criminology focuses more in the behavioral and social science that explores the origins of criminal behavior and the social response to crime. Another difference of Criminology is the application of the scientific method to understand and explain interactions of why people commit crime, law-making, law-breaking, and the reactions of society to these processes (Criminology and Criminal Justice).On the other hand the similarities of these two fields are easier to understand and explain. Sometimes Criminology is called Criminal Justice and other people thinks that these two fields are so inter-related that they should be considering as a discipline. As well as Criminal Justice, Criminology is related to courts, and police departments, the only difference is that Criminology focuses in why people commit crime, when Criminal Justice in how and what punishment the criminal should received (Criminology and Criminal Justice).Both fields Criminal Justice and Criminology agree that the cause of violence is related to: socialization, exposure to violence, cultural values subculture of violence, personal traits and human instinct (Criminology 2010). A student in Criminology as well as a student in Criminal Justice can become member of a police department, a special agency, or courts. Even with a Criminology degree that same person can perform the work of another person with a Criminal Justice degree.Criminal Justice and Criminology are two different fields; however might be hard to some people to distinguish these two fields due to the similar aspects. Even though, the study of these fields had brought many controversies and different point of view about the relation between these fields. People, who are interested in these two fields as a future career, might find hard to identify the differences and similarities. It is imp ortant to have a clear idea what is the role of each field before choose one.This essay might not clarify everyone’s questions but gives an idea of how Criminal Justice and Criminology works and how each field performs its work. Even thought, there might be appear new questions and controversies about these two fields that will need to be solve. References For a good overview of the issues involved, see Judge Harold J. Rothwax, Guilty: The Collapse of Criminal Justice (New York: Random House, 1996) â€Å"The Defendants’ Rights at a Criminal Trial,† http://www. mycounsel. om//content/arrest/courts/rights. html (accessed February 10, 2010). Major Cities Chiefs Association, Terrorism: The Impact on State and Local Law Enforcement, Intelligence Commanders Conference Report, June 2002, http://www. neiassociates. org/mccintelligencereport. pdf (Accessed September 30, 2009). Criminology and criminal justice frequently asked questions. Informally published manuscript, S lippery Rock University, Slippery Rock University of Pennsylvania, Slippery Rock, Pennsylvania, Retrieved from http://academics. ru. edu/sasw/criminology/faq. html Criminal justice. (2013). Informally published manuscript, Department of Justice, Indiana University South Bend, Indianapolis. Indiana, Retrieved from https://www. iusb. edu/criminal-justice/index. php Criminology. (2000). Informally published manuscript, Department of Criminology, The College of New Jersey, Ewing, New Jersey, Retrieved from http://criminology. pages. tcnj. edu/ (2010). Criminology theories, patterns, and typologies. . (10th ed. , p. 554). Belmont, CA: Wadsworth.