Wars of German Unification Essay Example for Free

Wars of German Unification Essay On January 18, 1871, Otto Von Bismarck was able to create the German Empire by unifying a number of independent states under one nation. This was also known as the unification of Germany. However, it order to build the German nation, three wars had been fought; the Prusso-Danish War in 1864, the Austro-Prussian War in 1866 and Franco-Prussian War from 1870 up to 1871. Although these wars were declared by the opponents of Germany, Germans believed that need a united and strong nation.   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   The Prusso-Danish War also known as the Second Schleswig War took place in 1864 in which Denmark fought against the Prussia and Austria. The war was fought in order to take control of the duchies by the time the Danish king died without a heir that is accepted by the confederation of Germany. It was because of the existence of conflicting political system within the state as well as ethnic controversy in Schleswig that brought this war. The second war that was fought by Germany is the Austro-Prussian War or the Seven Weeks War that was fought in 1866. The war was between the Austrian empire and Prussia together with Italy. German states were also part of the war taking different sides. Northern German states were unified as a result of the war. Bismarck was encouraged to go to war because of the advantages being enjoyed by the Prussian army over the Austrian empire and by that time, the Prussian army was developing, giving it the advantage in the war for it can provide the army with things that it needs to win. The Prussian king also decided to go on war although he was reluctant; it was William 1st who made the war possible. The third war of German unification was the Franco-Prussian War or the Franco-German War that took place on July 1870 up to May 1871 between Prussia and France and also signalled the rise of imperialism and of German military power. It can be said that it was Bismarck who is the reason for the declaration of the Franco-German War. It was â€Å"Ems dispatch†, the communication between Bismarck and King William, published by Bismarck that inflamed the French feeling and later declaring the war. The war was intended by Bismarck to unify the states of Southern Germany. These three wars had been fought in order to unify Germany and gave birth to the German Empire. Reference KMLA. (13, January 2008). Bismarck’s unification of Germany. Retrieved January 27, 2008   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   from http://www.zum.de/whkmla/region/germany/bismarck.html.

Persecution of Hispanics Exposed in David Hernandez’s Pigeons Essay

Persecution of Hispanics Exposed in David Hernandez’s Pigeons The word â€Å"outsider† is typically used when describing someone or something that just does not fit in. An outsider is different and distinct, but not always valued or appreciated for its diversities. Quite the opposite of being appreciated, the outsider is usually castrated from whatever society it might have appeared in, and looked down upon for its differences. Sadly, outsiders are frequent in humanity. Whether the purpose for their outsider status relates to gender, race, religion or even economical standing, the fact is that there are outsiders in today’s society. When one is made into an outsider, the bias they experience is terrible and unjust, and they are unable to prosper where most so- called â€Å"insiders† would be more likely to flourish. When people are made into outsiders, their metaphorical wings are clipped, and they are unable to â€Å"take flight† and honestly reach their true potential as human beings. David Hernandez, a poet from Chicago, wrote â€Å"Pigeons,† a poem that addresses this issue of discrimination, and I agree with all of his various claims about insiders and how they are prejudiced against outsiders. In the poem, Hernandez uses the imagery of pigeons and doves to compare and contrast the treatment of ethnic outsiders (Hispanics in particular) and Caucasians in American society. Hernandez details the many struggles that pigeons must deal with in order to function in their society, calling pigeons â€Å"the spiks of Birdland† (1023). Why are the pigeons labeled as â€Å"spiks,† though? â€Å"Spik† is a derogatory term used when addressing people of Latin American descent. â€Å"Spik† is also one of the many labels that American s... ... discrimination, but it is not the outsiders who need to change. It is the insiders who persecute the outsiders for their differences that need a transformation. The insiders need a lesson in acceptance and tolerance. The doves should take a look at the pigeons and see a race that is proud of its heritage, even though they are oppressed because of it. The pigeons, in spite of being deemed the â€Å"spiks of Birdland,† should always celebrate who they are and be dancing in the streets (Hernandez 1023). To dance is to fly, and as long as the pigeons keep on dancing, their wings will forever be intact and they will always be able to fly, in spite of their persecution. Works Cited Hernandez, David. â€Å"Pigeons.† Making Literature Matter: An Anthology for Readers and Writers. Ed. John Schilb and John Clifford. Boston: Bedford/St. Martin’s, 2000.1023-24.

Maslows Hierarchy of needs Essay

I am basing my Theory and Application on both Maslow’s Hierarchy of Needs Theory and Locke’s Goal Setting Theory. Theory and Application Maslow’s Hierarchy of Needs Maslow’s Hierarchy of Needs was first published by psychologist Abraham Maslow in his 1943 article, â€Å"A Theory of Human Motivation â€Å". Abraham Maslow believed that that as humans strive to meet our most basic needs, we also seek to satisfy a higher set of needs. Maslow presented these needs in a hierarchy that consisted of the following: 1. Physiological/bodily needs. 2. Safety needs. 3. Love/belonging needs. 4. Self-esteem. 5. Self-actualization. I am going to describe each level in the hierarchy of needs and evaluate them in terms of evidence that shows that they work and that they are useful for managers in understanding how they might motivate their staff. The example I am using is Understanding and motivating health care employees: integrating Maslow’s hierarchy of needs, training and technology by Suzanne G. Benson PhD and Stephen P. Dundis JD, PhD. With all the challenges facing the health sector, there was a need to understand how the managers could motivate the staff. This was becoming increasingly concerning and this is where Maslow’s Hierarchy of Needs proved useful. Maslow created a pyramid split into 5 levels, each containing one of the 5 needs. Level 1 Physiological needs: Physiological needs are the basic survival needs such as oxygen, food, water, shelter etc. Unless these basic needs are fulfilled, the individual will be unable to move to the next level, as these are these needs are needed for survival. In work terms, these basic needs would be wages. If an employee is being paid fairly he/she will be happy to move to the next level of the hierarchy. If not, they will be thinking about why they aren’t being paid fairly and the next levels won’t be in their mind. Level 2 Safety Needs: When physiological needs are fulfilled, safety needs come into consideration. This involves not only a safe working environment but mental safety. In this case training has a big influence because workers see training as a way of being safe. Managers must make employees realise that with new technology brings change. Employees feel that they are under pressure with the new technology leading to advancements in computers. They feel they are inadequately trained and this is where managers must spend resources, time and money on training. Level 3 Love/ Belonging Needs: Maslow states that people seek to overcome feelings of loneliness and alienation and managers must understand this to ensure employee involvement, production and motivation, etc. With the new technology in healthcare, brings in the new ‘virtual teaming’. Some employees might feel a lack of social presence that face to face contact has. Managers must know this and that the opportunities to participate in new and different work groups can definitely expand an employee’s belongingness. Level 4 Self-Esteem: Self-esteem in a workplace is usually based on an employee’s successful performance appraisals, which helps employee’s feel valued and respected within an organisation. This boosts self-esteem. In the case of the healthcare problem, there was an issue with the technology because employees where not known by name anyone but by numbers. When employees are not being interacted with personally by managers and other group members they feel insulted and meaningless. Managers must take this into consideration. Level 5 Self-Actualisation: The need for self-actualisation is only relevant when all needs below Self-Actualisation are fulfilled. It is the need for an employee to do what he/she feels they are meant to do. In the healthcare training, an employee should be exposed to learning that affects every single part of his/her life. The new technology offers this training but a person must be shown the right path towards the correct training in order for it to become meaningful. Managers play a role in doing this. Locke’s Goal Setting Theory Dr Edwin Locke found from research that specific and difficult goals led to  better performance than easy goals. Easy goals are not a motivating force whereas if a goal is hard, you feel more accomplished after completing it. The harder the goal, the greater the effort. This helps motivate employees because they will grow in confidence once they complete a difficult task. Goals help push employees to goal-relevant actions rather than concentrating on irrelevant matters. I believe that this is true and to motivate goals must have: 1. Clarity. 2. Challenge. 3. Commitment. 4. Feedback. 5. Task complexity. Clarity When goals are clear and specific there is less chance that there will be a misunderstanding. Managers should make goals measurable with a definitive time set for completion, and this will in turn leave the task/goal a lot more precise. If an employee is set a clear objective he/she is then motivated towards one thing. If the goal is unclear employees will be less motivated. The goal should be Smart, Measureable and Time-bound (SMART acronym). Challenge Usually employees feel that if a goal is very challenging and they complete it, then the manager will be impressed. This motivates an employee because they will feel accomplished and important to the company. Rewards may also boost motivation because with greater challenges comes greater rewards, so therefore managers must give employees challenging but realistic goals in order to motivate their staff. Challenges must be realistic because employees will feel demotivated if they are unable to complete the challenge. The goal should be Achievable (SMART Acronym). Commitment Goals can be agreed upon between managers and employees. This gives the employee a sense of involvement and they are more likely to be committed to a goal if they have been involved in creating the goal and making decisions. Goals should be consistent and credible in order for the commitment to be there. If a goal is difficult it will require a lot more commitment compared  to and easy goal therefore employees will be motivated to get the goal completed. Agreed goals will lead to commitment (SMART Acronym). Feedback Employees must get feedback about their goals from their managers in order to clarify expectations and to gain recognition. Goals can be broken down into parts when it is going to take a particularly long time to reach a goal. Feedback can then be given after each part in order to get a task done efficiently. Regular encouragement will motivate employees to reaching a goal. Task Complexity When a goal is very difficult, employees should be given sufficient time to reach the goal. If the employee is stressed out then they will be demotivated. Employees should be given time to practice what is needed to reach the goal. Difficult tasks can frustrate employees and managers have to deal with this by giving them sufficient time and training needed to complete the task. Conclusion: I believe that both Maslow’s and Locke’s theories provide a useful knowledge into how to keep an employee motivated in the workplace. Goal setting is the best theory in my opinion because it is a simple step by step way on how to reach a goal without demotivating your employees. Maslow’s hierarchy of needs shows a manager how to make the employee feel secure, needed and appreciated in the workplace whilst also keeping them motivated to strive towards self-actualisation. Reflection and Application The theory that best explains my motivation to perform in DCU is the Goal Setting Theory. I feel this best describes my motivation to perform because I always set out goals in life, whether they are small goals or big goals. For example one of my goals in DCU is to finish with a Masters in Engineering after 5 years. This is a big goal and it requires a lot of motivation and time. My main goal at the moment is to pass all of my modules in my course. To do this my goal must have the 5 following steps: 1. Clarity. 2. Challenge. 3. Commitment. 4. Feedback. 5. Task complexity. In order to reach my goal I must evaluate the goal using these 5 steps. Clarity My goal is clear and measurable and has a specific date for completion. Moodle plays a vital part in reaching the goal as it assists me in my studies and help me keep track of my time limits for each task. I am motivated towards my goal of passing all my modules because I know what each module consists of. Challenge I am motivated towards finishing the first year of my course and passing each module because my course is difficult. When I finish my course I will feel accomplished in what I have done. I also know that if I do well, it will be well received at home because they also know that it is a difficult course. I see this as a reward because if the course was easy I would not be as motivated to do well. Commitment Getting involved in setting out goals also gets me motivated. It makes me feel more committed because I know I have to reach the goal because I helped set it. Although this isn’t the case in most of my modules, it is in one, that is Technical Drawing. I have to set the time for our project to be finished and this adds added pressure which helps motivate me. Feedback Feedback plays a massive role in motivating me to reach my goals. When I am told I am doing something correctly and that my work of a high standard, it motivates me because I know I am slowly reaching my goal. Feedback gives me an insight into how to do things correctly if I am doing them wrong, which is very useful when you don’t know if you are doing something correctly. It can also help me gain recognition. Task Complexity If the work load is too much or difficult for me, I usually need more time at the task in order to reach a goal. If this is the case I usually give up my spare time in order to work on the more complex and difficult parts of my  course. If I am under too much pressure I will be demotivated so this is why I carry out the goal setting theory in order to keep motivated and to ensure that I reach my goals. References www.mindtools.com http://www.unc.edu/courses/2007fall/nurs/379/960/module%209%20delegation%20perf%20appr/Benson%20unders%20and%20motiv.pdf http://home.ubalt.edu/tmitch/642/Articles%20syllabus/Locke%20et%20al%20New%20dir%20goal%20setting%2006.pdf

Hard Work Value - 1670 Words

The belief in hard work and its rewards is a universal American value. Born of one of America’s foundational mythologies, that all men are created equal, hard work is thought to be the key to securing financial and social success. When all are equal, so the argument goes, success depends not on the circumstances of one’s birth—race, class, gender or geography—but on one’s natural talents and willingness to work hard. Within this meritocratic framework, hard work, not opportunity, is the primary determiner of achievement. Contemporary ethnographies support this claim; studies of the working-class from Silva, Hochschild, and Lamont, along with Khan’s ethnography of the upper middle-class, confirm a fundamental belief in the merit of hard†¦show more content†¦Lamont’s respondents ranked â€Å"being hardworking† as one of the most valued positive qualities a person could have (pg. 20). The workers Lamont interviewed also pl aced emphasis on the non-monetary rewards of hard work; conflating hard work with responsibility and caring for others (pg. 24). It is through hard work that these workers exert some measure of control over their often-unpredictable environments (Lamont, pg. 23). Arlie Russell Hochschild’s book, Strangers in Their Own Land, echoes many of the same observations. Hochschild’s respondents spoke of working hard for their whole lives and being proud of that hard work, regardless of the outcome (pg. 155). Hochschild’s workers expressed the sentiment that work is its own reward, and that hard work is honorable (pg. 149, 155). Notably, the working-class subjects of these studies rarely emphasize the financial rewards of hard work except when relative to providing for others—yet another mark of the honor hard work confers. Like their working-class counterparts, members of the upper middle-class share a commitment to hard work that deemphasize economic rewards and focuses on character and ability. Shamus Rahman Khan’s book, Privilege: The Making of an Adolescent Elite at St. Paul’s School, interviewed students who, though economic success seems certain, remain acutely aware of the need to work hard. Students believe hard work won them entry toShow MoreRelatedThe Value Of Hard Work1017 Words   |  5 PagesDec 2015 The Value of Hard Work Essentially, the concept of one’s ability to participate in manual labor has been juxtaposed with strength and endurance. However, it is not considerable to say that white-collar are always â€Å"weaker† than other labors because a person needs both the effectiveness in physical works and the mental effort that he/she gives in order to be successful on works. With this belief, I will analyze three opinions about hard work in Crawford, Braaksma, and Colon works. 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