Motivation across cultures

Motivation across cultures EXECUTIVE SUMMARY The purpose of the study was to find out what motivates employees across cultures. To thoroughly study various motivational theories and international researches and studies done to relate these theories to an international perspective. To study the various aspects and psychological process of motivation and to study how to motivate employees. Research Methodology:- RESEARCH TYPE:- DESCRIPTIVE STUDY METHOD OF DATA COLLECTION:- I have used secondary data for my research. And this has been collected from:- Various internet sites. News papers. Books. Journals. Motivation Across Cultures objectives of the study DEFINE motivation, and explain it as a psychological process. EXAMINE the hierarchy-of-needs, two-factor, and achievement motivation theories, and assess their value to international human resource management. DISCUSS how an understanding of employee satisfaction can be useful in human resource management throughout the world. EXAMINE the value of process theories in motivating employees worldwide. RELATE the importance of job design, work centrality, and rewards to understanding how to motivate employees in an international context. The Nature of Motivation Motivation A psychological process through which unsatisfied wants or needs lead to drives that are aimed at goals or incentives. Motivation is the activation or energization of goal-oriented behavior. Motivation may be intrinsic or extrinsic. The term is generally used for humans but, theoretically, it can also be used to describe the causes for animal behavior as well. This article refers to human motivation. According to various theories, motivation may be rooted in the basic need to minimize physical pain and maximize pleasure, or it may include specific needs such as eating and resting, or a desired object, hobby, goal, state of being, ideal, or it may be attributed to less-apparent reasons such as altruism, morality, or avoiding mortality. The Nature of Motivation The Universalist Assumption The first assumption is that the motivation process is universal, that all people are motivated to pursue goals they value what the work-motivation theorists call goals with high valence or preference The process is universal Culture influences the specific content and goals pursued Motivation differs across cultures The Assumption of Content and Process Content Theories of Motivation Theories that explain work motivation in terms of what arouses, energizes, or initiates employee behavior. Process Theories of Motivation Theories that explain work motivation by how employee behavior is initiated, redirected, and halted. The Hierarchy-of-Needs Theory The Maslow Theory Maslows theory rests on a number of basic assumptions: Lower-level needs must be satisfied before higher-level needs become motivators A need that is satisfied no longer serves as a motivator There are more ways to satisfy higher-level than there are ways to satisfy lower-level needs The Hierarchy-of-Needs Theory International Findings on Maslows Theory With some minor modification researchers examined the need satisfaction and need importance of the four highest-level needs in the Maslow hierarch Esteem needs were divided into two groups: Esteem including needs for self-esteem and prestige Autonomy including desires for authority and opportunities for independent thought and action The Hierarchy-of-Needs Theory International Findings on Maslows Theory The Haire study indicated all these needs were important to the respondents across cultures International managers (not rank-and-file employees) indicated the upper-level needs were of particular importance to them Findings for select country clusters (Latin Europe, United States/United Kingdom, and Nordic Europe) indicated autonomy and self-actualization were the most important and least satisfied needs for the respondents Another study of managers in eight East Asian countries found that autonomy and self-actualization in most cases also ranked high. The Hierarchy-of-Needs Theory International Findings on Maslows Theory Some researchers have suggested modifying Maslows Western-oriented hierarchy by reranking the needs Asian cultures emphasize the needs of society Chinese hierarchy of needs might have four levels ranked from lowest to highest: Belonging (social) Physiological Safety Self-actualization (in the service of society) The Hierarchy-of-Needs Theory International Findings on Maslows Theory Hofstedes research indicates: Self-actualization and esteem needs rank highest for professionals and managers Security, earnings, benefits, and physical working conditions are most important to low-level, unskilled workers Job categories and levels may have a dramatic effect on motivation and may well offset cultural considerations MNCs should focus most heavily on giving physical rewards to lower-level personnel and on creating a climate where there is challenge, autonomy, the ability to use ones skills, and cooperation for middle- and upper-level personnel. The Two-Factor Theory of Motivation The Herzberg Theory Two-Factor Theory of Motivation A theory that identifies two sets of factors that influence job satisfaction: Motivators Job-content factors such as achievement, recognition, responsibility, advancement, and the work itself. Hygiene Factors The Two-Factor Theory of Motivation The Herzberg Theory The two-factor theory holds that motivators and hygiene factors relate to employee satisfaction a more complex relationship than the traditional view that employees are either satisfied or dissatisfied If hygiene factors are not taken care of or are deficient there will be dissatisfaction There may be no dissatisfaction if hygiene factors are taken care of there may be no satisfaction also Only when motivators are present will there be satisfaction Views of Satisfaction/Dissatisfaction The Two-Factor Theory of Motivation International Findings on Herzbergs Theory Two categories of International findings relate to the two-factor theory: One type of study consists of replications of Herzbergs research in a particular country Do managers in country X give answers similar to those in Herzbergs original studies? The others are cross-cultural studies focusing on job satisfaction What factors cause job satisfaction and how do these responses differ from country to country? Two-Factor Replications A number of research efforts have been undertaken to replicate the two-factor theory they tend to support Herzbergs findings George Hines surveyed of 218 middle managers and 196 salaried employees in New Zealand using ratings of 12 job factors and overall job satisfaction he concluded the Herzberg model appears to have validity across occupational levels A similar study was conducted among 178 Greek managers this study found that overall Herzbergs two-factor theory of job satisfaction generally held true Cross-Cultural Job-Satisfaction Studies Motivators tend to be more important to job satisfaction than hygiene factors MBA candidates from four countries ranked hygiene factors at the bottom and motivators at the top while Singapore students (of a different cultural cluster than the other three groups) gave similar responses Result:- Job-satisfaction-related factors may not always be culturally bounded Lower- and middle-management personnel attending management development courses in Canada, the United Kingdom, France, and Japan ranked the importance of 15 job-related outcomes and how satisfied they were with each Result:- Job content may be more important than job context Job-Context Factors In work motivation, those factors controlled by the organization, such as conditions, hours, earnings, security, benefits, and promotions. Job-Content Factors In work motivation, those factors internally controlled, such as responsibility, achievement, and the work itself. Achievement Motivation Theory The Background of Achievement Motivation Theory Characteristic profile of high achievers: They like situations in which they take personal responsibility for finding solutions to problems. Tend to be moderate risk-takers rather than high or low risk-takers. Want concrete feedback on their performance. Often tend to be loners, and not team players. A high nAch can be learned. Ways to develop high-achievement needs: Obtain feedback on performance and use the information to channel efforts into areas where success will likely be attained Emulate people who have been successful achievers; Develop an internal desire for success and challenges Daydream in positive terms by picturing oneself as successful in the pursuit of important objectives. International Findings on Achievement Motivation Theory Polish industrialists were high achievers scoring 6.58 (U.S. managers scored an average of 6.74) Managers in countries as diverse as the United States and those of the former Soviet bloc in Central Europe have high needs for achievement Later studies did not find a high need for achievement in Central European countries Average high-achievement score for Czech industrial managers was 3.32 (considerably lower than U.S. managers) International Findings on Achievement Motivation Theory Achievement motivation theory must be modified to meet the specific needs of the local culture: The culture of many countries does not support high achievement Anglo cultures and those that reward entrepreneurial effort do support achievement motivation and their human resources should probably be managed accordingly Hofstede offers the following advice: The countries on the feminine side . . . distinguish themselves by focusing on quality of life rather than on performance and on relationships between people rather than on money and things. This means social motivation: quality of life plus security and quality of life plus risk. Select Process Theories Equity Theory When people perceive they are being treated equitably it will have a positive effect on their job satisfaction If they believe they are not being treated fairly (especially in relation to relevant others) they will be dissatisfied which will have a negative effect on their job performance and they will strive to restore equity. There is considerable research to support the fundamental equity principle in Western work groups. When the theory is examined on an international basis, the results are mixed. Equity perceptions among managers and non-managers in an Israeli kibbutz production unit:- Everyone was treated the same but managers reported lower satisfaction levels than the workers. Managers perceived their contributions to be greater than other groups in the kibbutz and felt under compensated for their value and effort. Employees in Asia and the Middle East often readily accept inequitable treatment in order to preserve group harmony Men and women in Japan and Korea (and Latin America) typically receive different pay for doing the same work due to years of cultural conditioning women may not feel they are treated inequitably These results indicate equity theory is not universally applicable in explaining motivation and job satisfaction Goal-Setting Theory A process theory that focuses on how individuals go about setting goals and responding to them and the overall impact of this process on motivation . Specific areas that are given attention in goal-setting theory include: The level of participation in setting goals Goal difficulty Goal specificity The importance of objective Timely feedback to progress toward goals Unlike many theories of motivation, goal setting has been continually refined and developed There is considerable research evidence showing that employees perform extremely well when they are assigned specific and challenging goals that they have had a hand in setting Most of these studies have been conducted in the United States few have been carried out in other cultures Norwegian employees shunned participation and preferred to have their union representatives work with management in determining work goals.Researchers concluded that individual participation in goal setting was seen as inconsistent with the prevailing Norwegian philosophy of participation through union representatives In the United States employee participation in setting goals is motivational it had no value for the Norwegian employees in this study Expectancy Theory A process theory that postulates that motivation is influenced by a persons belief that Effort will lead to performance Performance will lead to specific outcomes, and The outcomes will be of value to the individual. Expectancy theory predicts that high performance followed by high rewards will lead to high satisfaction Does this theory have universal application? Eden found some support for it while studying workers in an Israeli kibbutz Matsui and colleagues found it could be successfully applied in Japan Expectancy theory could be culture-bound international managers must be aware of this limitation in motivating human resources since expectancy theory is based on employees having considerable control over their environment (a condition that does not exist in many cultures) Motivation Applied:- Job Design, Work Centrality, and Rewards Quality of Work Life: The Impact of Culture Quality of work life (QWL) is not the same throughout the world. Assembly-line employees in Japan work at a rapid pace for hours and have very little control over their work activities. Assembly-line employees in Sweden work at a more relaxed pace and have a great deal of control over their work activities. U.S. assembly-line employees typically work somewhere between at a pace less demanding than Japans but more structured than Swedens. Sociotechnical Job Designs:- The objective of these designs is to integrate new technology into the workplace so that workers accept and use it to increase overall productivity.New technology often requires people learn new methods and in some cases work faster. Employee resistance is common. Effective sociotechnical design can overcome these problems. Some firms have introduced sociotechnical designs for better blending of their personnel and technology without sacrificing efficiency Eg:- General Foods- Autonomous groups at its Topeka, Kansas plant, Workers share responsibility and work in a highly democratic environment Other U.S. firms have opted for a self-managed team approach Multifunctional teams with autonomy for generating successful product innovation is more widely used by successful U.S., Japanese, and European firms than any other teamwork concept Work Centrality:- The importance of work in an individuals life can provide important insights into how to motivate human resources in different cultures Japan has the highest level of work centrality Israel has moderately high levels The United States and Belgium have average levels The Netherlands and Germany have moderately low levels Britain has low levels Value of Work Work is an important part of most peoples lifestyles due to a variety of conditions Americans and Japanese work long hours because the cost of living is high Most Japanese managers expect their salaried employees who are not paid extra to stay late at work, and overtime has become a requirement of the job. There is recent evidence that Japanese workers may do far less work in a business day than outsiders would suspect In recent years, the number of hours worked annually by German workers has been declining, while the number for Americans has been on the rise. Germans place high value on lifestyle and often prefer leisure to work, while their American counterparts are just the opposite. Research reveals culture may have little to do with it A wider range of wages (large pay disparity) within American companies than in German firms creates incentives for American employees to work harder. Impact of overwork on the physical condition of Japanese workers One-third of the working-age population suffers from chronic fatigue The Japanese prime ministers office found a majority of those surveyed complained of :- Being chronically tired Feeling emotionally stressed Abusive conditions in the workplace Karoshi (overwork or job burnout) is now recognized as a real social problem Job Satisfaction EU workers see a strong relationship between how well they do their jobs and the ability to get what they want out of life U.S. workers were not as supportive of this relationship Japanese workers were least likely to see any connection This finding suggest difficulties may arise in American, European, and Japanese employees working together effectively Reward Systems Managers everywhere use rewards to motivate their personnel. Some rewards are financial in nature such as salary raises, bonuses, and stock options. Others are non-financial such as feedback and recognition. Significant differences exist between reward systems that work best in one country and those that are most effective in another. Incentives and Culture Use of financial incentives to motivate employees is very common in countries with high individualism. Financial incentive systems vary in range Individual incentive-based pay systems in which workers are paid directly for their output Systems in which employees earn individual bonuses based on organizational performance goals Many cultures base compensation on group membership. Such systems stress equality rather than individual incentive plans An individually based bonus system for the sales representatives in an American MNC introduced in its Danish subsidiary was rejected by the sales force because It favored one group over another Employees felt that everyone should receive the same size bonus Eg:- Indonesian oil workers rejected a pay-for-performance system where some work teams would make more money than others. Workers in many countries are highly motivated by things other than financial rewards The most important rewards in locations at 40 countries of an electrical equipment MNC involved recognition and achievement. Second in importance were improvements in the work environment and employment conditions including pay and work hours. Factors that concern employees across cultures French and Italian employees valued job security highly while American and British workers held it of little importance Scandinavian workers placed high value on concern for others on the job and for personal freedom and autonomy but did not rate getting ahead very important German workers ranked security, fringe benefits, and getting ahead as very important Japanese employees put good working conditions and a congenial work environment high on their list but ranked personal advancement quite low Conclusion The types of incentives that are deemed important appear to be culturally influenced. Culture can even affect the overall cost of an incentive system. Japanese efforts to introduce Western-style merit pay systems typically lead to an increase in overall labor costs. Companies fear that reducing the pay of less productive workers may cause them to lose face and disturb group harmony. Hence, everyones salary increases as a result of merit pay systems. Factors that motivate employees varies across culture. People from different cultures give different preferences to the factors involved. So while deciding the ways to motivate the workforce the factors that concern to that culture specifically should be kept in mind. References http://en.wikipedia.org/wiki/Motivation http://www.squidoo.com/selfmotivation http://www.willingly.net/intrinsic_motivation/encyclopedia.htm http://www.mood.ws/motivation/encyclopedia.htm http://ironfistkungfu.com/index.php?option=com_contentview=articleid=65Itemid=66lang=en http://www.answers.com/topic/motivation http://daymix.com/Motivation/ http://academic.uofs.edu/organization/faculty-senate/curriculum/HADM331.doc http://www.squidoo.com/hypnosis-motivation http://www.borrowimmediate.com/Intrinsic_motivation/encyclopedia.htm http://imotivatemyself.com/ http://www.motivationproducts.com/ http://www.absoluteastronomy.com/topics/Arousal http://www.verzu.com/search?q=Motivationalqt=3 http://www.webcrawler.com/webcrawler200/ws/redir/_iceUrlFlag=11?rfcp=TopNavigationrfcid=407qcat=Webqkw=Motivationnewtxn=falseqcoll=Relevance_IceUrl=true http://www.webcrawler.com/webcrawler200/ws/redir/qcat=Web/qcoll=relevance/qkw=Motivation/rfcp=RightNav/rfcid=302363/_iceUrlFlag=11?_IceUrl=true http://msxml.excite.com/info.xcite/ws/redir/qcat=Web/qcoll=relevance/qkw=Motivation/rfcp=RightNav/rfcid=302358/_iceUrlFlag=11?_IceUrl=true http://kf.mysearch.myway.com/search/redirect.jhtml?qid=8D1A3BDA72F94F392B39773BD138270Daction=clickp=GGmainss=subptnrS=KFst=barcb=KFpg=GGmainord=15searchfor=Motivationtpr=jrel3redirect=GGmain.jhtmlct=RR http://highered.mcgraw-hill.com/sites/dl/free/0072920378/62068/5_5.doc http://www.examstutor.com/business/resources/studyroom/people_and_organisations/motivation_theory/4-herzbergstwofactortheory.php?style=printable http://www.projectalevel.co.uk/as_a2_business_studies/motivation_in_theory http://www.intimatecuisine.com/_cite_note-0 http://www.flashcardmachine.com/international-management-final1.html http://www.examstutor.com/business/resources/studyroom/people_and_organisations/motivation_theory/4-herzbergstwofactortheory.php

Moral Theory: Cultural Relativism

In a fast shrinking world there is very little that a society can do to hide from the scrutiny and judgmental eyes of others. The media and the Internet make it very easy for the rest of the world to know of any indiscretion or any wrongdoing committed by a person or a group of individuals. The problem with judging others though is not as simple as it may seem. There is simply no universal rule to be followed when it comes to some of the more complex ethical issues such as euthanasia, abortion, recreational drug use, etc. Determining what is right and wrong, in this modern age, has been simplified to a moral relativism never before seen since the Western World accepted religion as a standard for living right.The idea that no one can judge others – especially those coming from a different culture – is also known as cultural relativism. This is rooted, in a more general sense, to a concept called moral relativism. This makes the discussion more complicated because accordi ng to Timmons, relativism, â€Å"†¦ is used as a label for a quite a variety of views and ideas that differ in important ways† (2002, p. 38). Timmons adds, that relativism should be understood from the following perspective, â€Å"†¦rightness or wrongness of actions ultimately depends on the moral code of the culture to which one belongs† (2002, p. 38).The PositiveBased on the above-stated definition the proponent can glean at least three ideas that can go in support and against cultural relativism. When it comes to those in favor of relativism then the following are easy to adhere to:1.Cultural relativism allow other groups of people to experience a degree of freedom that they so crave without the interference of outside forces who may not have a clear understanding of what they are doing.2.Cultural relativism makes a person outside the cultural sphere to give the insiders the benefit of the doubt which in some cases is needed to give other people room to ex plain themselves or to execute a plan to its completion.3.Cultural relativism allows for healthy boundaries. This means that other nations or other people groups would do well to mind their own business.The NegativeNow when it comes to the other side, one can also easily find that there are two sides to every idea. When it comes to cultural relativism the negative connotation is ambivalence that at best leads to instability and at worst will lead to chaos as explained in the following:1.Cultural relativism allows for excuses when in fact what is needed is responsibility.2.Cultural relativism allows gross misbehavior that can often lead to violence, violation of human rights etc.3.Cultural relativism can be the cause of misunderstanding that can escalate to war and other international incidents.Expounding on the ideas described above it is better to begin from the positive side of cultural relativism. It is a common contention that cultural relativism is a position that one should ta ke when discussing the evils of legalism – the familiar scene when those who are in a position to demand conformity abuses their power and forces others to follow. The dogmatism and legalism that came from religion is a painful reminder that without a proper view of cultural relativism then there are interest groups who will impose harsh laws and statutes that would make it impossible for others to follow.With regards to the second point, there are cases wherein people groups and even individuals need the benefit of the doubt from others in order for them to fully express themselves or even to execute a plan to perfection. The Western mindset can criticize the oriental mindset but there are times in history when the Western World could have benefited from the wisdom of some Asian practices if they just took the time to give them the benefit of the doubt. Americans for instance ridiculed some of the business practices of post-war Japan and later found out that their way of doi ng things allow them to produce quality products that even surpassed the competition.With regards to the third point, there is no need to look further and begin examining U.S. foreign policy and the way it has been criticized all over the world. There can be good reasons why the mighty United States of America is meddling with the affairs of other countries. But the reaction is already evident in the now infamous September 11 and the Iraq debacle.Understanding, the positive side of cultural relativism would do well to heal conflicts between two different groups but at the same time too much of a good thing can also backfire. Moral looseness can spell chaos, disaster, and tyranny. With regards to the first idea as to why cultural relativism must be opposed a case study was presented by the sociologist James Q. Wilson in sharing an experience he had with his class. Details are shown in the following pages.According to Wilson, he had an interesting and somewhat disturbing discussion wi th his students in the subject of relativism. He said that the students in reaction to the issue of the holocaust asserted an extreme form of relativism in that they refused to acknowledge that the evil that was the holocast.This is very serious for Wilson and the proponent of this study agrees with him. There is clearly a demarcation line between allowing room for cultural relativism and simply turning a blind eye towards something as significant as the murder of six million people. This is an example as to how cultural relativism can be taken too far.Furthermore, the two points raised concerning the negative aspect of cultural relativism can also be seen in the case study presented by Wilson. Cultural relativism can result in behavior that is destructive and harmful for the general public. In this case a group of people – the Nazis – were given blanket authority to harm fellow Germans, who happened to be Jews. This is the disturbing thing about relativism. The Jews w ho were massacred were not people belonging to another nation. They were in fact Germans, with valid citizenship who happened to belong to a particular heritage or to a particular religion. Yet, the Nazis did not consider this and instead went on to murder their own.On the third and last point, cultural relativism can be allowed but only on certain terms. If cultural relativism is allowed without boundaries, it can result in something as serious as a world at war. And the Nazis rise to power is the case in point. The German people allowed this group of radicals to dictate their politics and their moral code. So at the end they were forced to pay a steep price for it. Even today their history is tainted with the blood of six million Jews and it is more jarring that some of them are trying to erase the stigma by using cultural relativism, an idea that was seen in full bloom in Mr. Wilson’s class.ConclusionCultural relativism, an idea rooted in moral relativism is a view that in essence encourages respect and creating boundaries in dealing with people coming from a different social background and culture. This simply means that relativism allow for a more understanding environment, a world where people learn to be more gracious and open minded when it comes to other people’s actions. Those who agree with cultural relativism points to the necessity of first understanding the other person’s social background, culture, and the details of the circumstances that made him or her do something even as disturbing as the holocaust.This view plays an important role in creating a world more open to discussion and less prone to hostility. But there is another side to cultural relativism that can create the same set of problems that it hoped to solve. Those who are espousing cultural relativism aims for a global society that is more humane, more forgiving and more open to discussion. The opposite can happen as seen above.The explanation can be partly seen in the analysis of Catherine Wilson who remarked that in order to perform, â€Å"†¦just and benevolent actions, to approve just and benevolent actions in others, and to attribute merit to those who perform them †¦ requires a social system that regards actions as items for judgment and criticism† (2004, p. 4). In other words this world cannot function having only cultural relativism as a guide. Humanity requires something more stable than just a simplistic answer such as relativism.Relativism is like a band-aid to something as serious as gangrene. One can simply patch up a festering wound denying the fact that something is rotting underneath hoping to show that everything is fine will not solve the problem. The sociologist James Wilson was right to be appalled by the naivete and simplistic formulations of his class. Six million people murdered not including millions more who suffered in death camps could not be simply be dismissed as part of freedom of expression bas ed on the unique circumstances surrounding the event.It is the height of hypocrisy for the students to turn a blind eye from the suffering of Jews in Word War II and yet become so livid when others are violating their own freedom. How come they can easily allow the Nazis to trample the rights of the Jews when they could not stand their own parents telling them what to do. This is simply inconsistent and goes against human nature. Cultural relativism can be allowed in areas where cultural preferences and highly debatable issues are at stake but not when lives are on the line and especially when heinous crimes were committed. ReferencesDreier, L. (2005). Contemporary Debates in Moral Theory. Malden, MA: Blackwell Publishers.Posner, R. (1999). The Problematics of Moral and Legal Theory. Boston, MA: First HarvardUniversity Press.Soccio, D. J. (2004). Archetypes of Wisdom: An Introduction to Philosophy. 5th Ed. Belmont,CA: Wadsworth.Sorell, T. (2000). Moral Theory and Anomaly. Malden, MA : Blackwell Publishers.Timmons, M. (2002). Moral Theory: An Introduction. Maryland: Rowman & LittlefieldPublishers.Wilson, C. (2004). Moral Animals: Ideals and Constraints in Moral Theory. New York: OxfordUniversity Press.

Snake

Analysis of Theme in â€Å"Snake† A theme found in the poem â€Å"Snake† is that the respect man has for nature hinges on the difference between instinct and learned behavior. D. H. Lawrence expresses this theme through the use of similes and conflict. The literary elements used in the poem help clearly point out this meaningful message. As the poem begins, the narrator comes across a golden-brown snake as he approached his water trough. At first, the narrator shows respect and admiration for the creature.As stated in line (27), â€Å"But must I confess how I liked him, How glad I was he had come like a guest,† shows He felt honored by the snake’s presence. It is the narrator’s natural instinct to feel this way. The narrator then goes on to compare the snake to cattle by saying in line (16) â€Å"He lifted his head from his drinking, as cattle do, and looked at me vaguely, as drinking cattle do. † The use of this simile represents the respect the narrator has for the snake and reflects on the snake’s harmless behavior. Soon after, the narrator’s natural admiration and respect for the snake is interrupted by the voice of his education.Here begins the main internal conflict the narrator faces. The narrator listens to the voice in his conscience say, â€Å"The voice of my education said to me, he must be killed, for in Sicily the black, black snakes are innocent, the gold are venomous. and voices in me said, if you were a man, you would take a stick and break him now, and finish him off. (Line 22)† The narrator’s decision to listen to the voice of his education instead of his true feelings is what ultimately brings about the main consequence, which is the sense of guilt resulting from such a petty action.The consequence the narrator faced for killing the snake he had once admired was the feeling of regret and guilt. Although he showed respect and felt honored by the snake’s presence, both were overshadowed by the action of the narrator. The peaceful atmosphere immediately shifted when the narrator thought in his mind, â€Å"And immediately I regretted it. I thought how paltry, how vulgar, what a mean act! I despised myself and the voices of my accursed human education. (Line 63)† The negative feelings felt by the narrator were brought forth by something that man usually views as insignificant, the elationship between nature and man-kind. All that was left for the narrator to do was to extinguish his self-inflicted sense of sin against nature. The poem concludes on line 72 when the narrator utters, â€Å"And I have something to expiate: a pettiness. † The poem â€Å"Snake† clearly sends the message that the respect man has for nature depends on the difference between the inner conscience and the impulse of learned human behavior. The theme shines light on the importance of the relationship between nature and mankind because at the end of the day, they are both more similar than we assume.

The Root Causes Of Sudan s Civil Wars Peace Or Truce By...

The Root Causes of Sudan’s Civil Wars: Peace or Truce by Douglas H. Johnson is a phenomenal investigative account of North and South Sudan. The book should be praised for providing an insightful introduction into Sudanese domestic and foreign affairs. Although particular sections in the book are tough to understand with no background knowledge, Johnson makes his argument available to a broad set of readers. Johnson offers a precise and detailed argument that explains how the country resulted in war by the past and present history of the country. The book argues that Sudan has maintained a corrupt relationship with its borders. Johnson explains his analysis by the examples of the First Civil War, in addition to his main focus on the†¦show more content†¦Johnson explains that the civil war was a battle on the access to resources. Essentially, the book illustrates that armed forces would raid the oppositions resources to deny them of having assets. Firstly, thi s demonstrates that there were more causes to the ongoing civil wars then just the separation of the Arabic North and Christian South. Secondly, the book exhibits the idea that because of the US and the IMF provided financial aid and then aid towards the wars, would cause a tremendous problem between both sides for Johnson uses many sources to help disprove the theory of the Northern Arabs against the Christian South. Is the argument convincing? Why or Why not? The book’s argument is convincing because it demonstrate the gradual process of the Sudanese Civil Wars through border issues for two reasons. Johnson allows the audience to gather information by introducing the country, the colonialised background, and how the countries modern issues is an effect of past casualties. The book is a successful read by allowing the general progression of his argument to flow throughout the book. In addition, this approach makes the book easy for the readers to grasp the full concepts . Moreover, the argument is also influential because he describes a reasoning that many scholars have not viewed. Most authors have assumed that the conflicts of Sudan are because of religious divides between Northern Arabs and SouthernShow MoreRelatedRastafarian79520 Words   |  319 Pageswidely recognized authority on the movement, contends that there is â€Å"ambivalent routinization.†6 However, 4 INTRODUCTION he neither indicates what necessitates the use of the term ambivalent nor explains what it signiï ¬ es. Jack Anthony Johnson-Hill, by viewing the essence of Rastafari as an experience of liminality—that is, a threshold experience of leaving â€Å"Babylon† but not yet arriving in the â€Å"promised land†Ã¢â‚¬â€has eliminated the possibility of routinization.7 Neville G. Callam argues