Abstract This paper explains that the social learning approach suggests that human sexuality should be examined more from a cognitive than a biological perspective. Even though sexuality is a complex issue, the author points out that this theory indicates that individuals are entirely in charge of their decisions and roles with regard to sexuality. The paper concludes that this multi-disciplinary approach opens new ways of exploring human behavior and sexual impulses and for treating problems associated with human sexuality.
Table of Contents:
Introduction
Analysis of Human Sexuality from the Social Learning Approach
Support for Social Learning Theory
Analysis of Article and Theory
From the Paper "The hypothesis and case for social learning theory presented by Dyrne & Hogben is backed by scientific theory and the works of early researchers that examined social learning theory with regard to human behavior in general. However, the authors do fail to explore social learning theory with regard to actual cultures and patterns of human sexual behavior.
"However, this gap in research is actually filled by other researchers that have explored the social learning perspective."
Abstract This paper examines various psychological, biological, and sociological causes of crime. The paper determines that psychological theory emphasizing personal pathology is the most persuasive theory. The paper then focuses on psychological theory, which elucidates the concept of deviance and crime. Other factors considered include: medical and biologicalmodels; learning model; heredity; and mutations.
From the Paper "For many generations philosophers, social scientists, psychologists, physicians and criminologists have all attempted to develop theories that explain crime and criminology with respect to their cause and etiology..."
Abstract This paper discusses the education model of lecture or instruction at the front of the room and the students lined up in rows to listen and watch. It suggests that there are many different ways of learning and discusses how different individuals learn best through different methods. The paper also presents an interview that was done with a university student regarding her preferred method of learning.
From the Paper "Lastly, Synder's self-monitoring goes hand-in-hand with a person being extrinsically or intrinsically motivated. That is, extrinsic motivation is when someone is motivated or encouraged by external factors, as opposed to the internal drivers of intrinsic motivation. Extrinsic motivation refers to motivation that comes from outside an individual, such as rewards including high test scores or positive comments from other people. Such rewards give the person satisfaction and pleasure that are not necessarily provided by the task itself. An extrinsically driven individual will work on an assignment even when having little or no interest in it, due to the expected satisfaction gained from the reward. For instance, an extrinsically motivated person who does not like learning English literature may put a lot of effort toward a paper on Shakespeare because those who get high grades are able to attend a special class activity. Intrinsic motivation, on the other hand, refers to motivation coming from inside a person rather than from these external or outside rewards. The person completes a project because of the pleasure received from the task itself or the sense of satisfaction in completion. There are no universal theories to explain the factors of intrinsic and extrinsic motivation, and most explanations combine parts of Weiner's (1974) attribution theory, Bandura's (1991) theory on self-efficacy and other research relating to goal orientation."
Abstract The paper discusses how Stephen Kerr contended that the rewards systems that are designed by many organizations result in conflicting messages sent to workers. The concept is that if the rewards system does not address what the worker wants in the end, the worker will ignore the rewards system. Therefore, managers must correspond rewards with worker needs or desires in order for the rewards to benefit business. The paper relates that conflicting rewards systems have been evident in the criminal justice system and lead to inefficiency in the workplace.
From the Paper "McKay and Sourval (1996) suggest that in the criminal justice system, workers will often not meet the organizational goals because the rewards system that is developed does not correspond with worker need (p. 44). Leaders and managers demand respect from workers and this respect is expected to extend to the organization."
Abstract The paper examines the history of reward systems at one company in particular, the Ford Motor Company. The paper also reviews the historic shift from compensation to reward systems at that august corporation. The paper likewise evaluates the evolution of Ford rewards system within the context of larger business trends and explores Ford's present rewards system and what motivational theory or theories appear to underline it.
From the Paper "Virtually every business organization has been able to improve their products, services and solutions dramatically in four areas: (1) quality, (2) production costs, (3) time-to-market and (4) innovation. Reward and recognition systems - most commonly devised by industrious Human Resources Departments - are an integral part of these strategies and they have understandably evolved over time."
Abstract This paper considers the use of a non-monetary reward system for a department that cannot provide added money for incentive. It notes research showing that non-monetary rewards can be as important as monetary rewards for many employees and so can serve as motivators for improved performance. It claims, therefore, that making such an approach is ideal for any organization or division that has a limited budget or lacks full control of its budget but still needs to use rewards for motivation and job satisfaction.
From the Paper "Companies often have to find ways of providing rewards that do not involve monetary rewards. Non-monetary rewards can include such things as added perquisites, promotions, recognition, and similar elements in the workplace. Research shows that non-monetary rewards can be as important as monetary rewards for many employees and so can serve as motivators for improved performance, making such an approach ideal for any organization or division that has a limited budget or lacks full control of its budget but still needs to use rewards for motivation and job satisfaction. A study reported by the American Management Association (1999) states that organizations that provide both recognition and job performance measurements enjoy higher levels of job satisfaction among their employees. It is also stated that there is a strong statistical correlation between employee satisfaction and increased company profits, a fact supported by a nationwide survey of U.S. workers ..."
Abstract This paper describes Pavlov's principles revolving around the classic system of rewards and punishments as still effective in today's organizational management application. The paper suggests that although a group of leaders may implement a series of rewards for the best employees, new ways should be created to increase a greater understanding of how ideas and job function should be rewarded.
From the Paper "Business: Understanding the Use of the Classic System in Modern Business Reward Systems In this business study, one can examine the nature of reward systems that arise within business ethics and classical conditioning formats that have arisen in management techniques. By analyzing data and the classic system theory on reward systems in business, the basis for reward systems does not seem to falter in the modern milieu of business management application. In essence, although classical conditioning is an old theory in creating incentives and rewards for management to develop organizational unity and compliance, it is still a commonly used principle within business management systems. The issue of presenting goals and opportunities for advancement in organizational management has been a crucial factor in growth and discipline within business practice. Pavlov's reward systems reflect a tangible way to help incorporate the "classic system" that is currently practiced within modern theory."
Abstract The paper discusses the personal experience of a project manager for a software developer. The paper starts with a theoretical description of performance management and then refers to the actual practical experience as a team leader, following the particularities of the software industry. The paper presents the performance appraisal and performance reward tools used in this organization, drawing the relevant conclusions.
Outline:
Introduction
Performance Management
Experience
Performance Appraisal
Reward and Motivation
Analysis of the Experience
Conclusion
From the Paper "In the increasingly competitive current business environment, the difference is often made by the capacity of the organization's employees to better perform than those of other companies. This means that the competitive advantage is often achieved by the employees being more productive, more efficient in completing their office assignments. A lot of this employee productivity comes from the employer's capacity to properly evaluate the organization's necessities, along with the company's capabilities to supply these. Further more, the company's management needs to evaluate individual employee performance and decide on the means by which this can be improved, as well as the motivation instruments that can be used."
Abstract The paper discusses how John Locke's theory of reward and punishment is founded on the link not between the child and society but between the father and society. The paper further discusses how "the child" actually refers to the son, and the training is intended to prepare the son for his future active role in the society. The paper analyzes how Locke is opposed to corporal punishment, but the alternative which he proposes amounts to psychological abuse. The worst aspect of the theory is that society then continues the training in a pattern of praise and condemnation.
Abstract This paper examines how an appropriate rewards system can only be undertaken if the values, expectations and proclivities of employees are borne in mind. More specifically, the paper looks at personality types and how they influence the sorts of incentives and inducements an organization proffers its employees. The paper especially focuses upon the fact that ISTP personality types those most commonly found in organizations which are research intensive are people who cannot be effectively mobilized through performance incentives because the nature of their job does not really allow for that.
From the Paper "There can be little question that devising an effective and forward-thinking reward system is essential to achieving organizational success. This process, however, can only succeed if employee values and expectations are taken into account. Therefore, a successful human resources department must ask three questions: what are the values and expectations of your employees? How do those values and expectations fit within your organization's reward system? And how were the aforementioned conclusions arrived at? If an organization is able to successfully answer these questions, it will not only create an effective rewards system, but will create an environment which spurs employees to greater efforts and which cuts down on turn-over and poor productivity. For the purposes of emphasis and illustration, this paper will propose a desirable rewards system for a hypothetical organization specializing in industrial research and development. As should become apparent, devising a forward-thinking rewards system ..."
Abstract This paper presents a rewards and recognition system for First Bank. It explains that this system will allow First Bank to, not only survive in the new electronic age, but also thrive in that environment. Specifically the paper looks at the present situation confronting the financial organization as well as the present state of the organization itself.
From the Paper "There can be little question that adequate organizational change can only occur in situations wherein adequate reward and recognition systems are in place; without these systems, changing attitudes and behavior becomes extremely difficult - if not impossible. With this in mind, the following paper will include six key components: it will discuss the organizational background of the business entity being examined; it will provide analysis of the organization and its environment and what rewards system will best allow it to facilitate healthy organizational change; it will unveil a reward system proposal which is simultaneously feasible and necessary; it will present a metrics system which will permit comprehensive evaluation and assessment of employee performance; it will disclose an implementation strategy which should be both straight-forward and expeditious; finally, the paper will briefly review the lessons learned from the project. As should become apparent, the key to any organization is to ..."
Abstract The paper discusses that understanding what motivates people to accomplish organizational goals has been the focus of researchers for a number of years. The paper states that a number of psychological and management theories have been advanced over the years to explain why humans behave the way they do, and what motivates them in positive and negative ways. The paper states that one of the theories that emerged in the early 20th century to help account for positive and negative motivation in organizational settings, is classical behaviorism, which the paper discusses in detail.
Outline:
Review and Discussion
Background and Overview
Employee Motivation and Reward Conclusion
From the Paper " While behaviorism may appear to be a cold-blooded approach to understanding human behavior, there are some harsh realities that must be taken into account when trying to manage large groups of people and behaviorism recognizes these human frailties. In fact, it is reasonable to assume that because people are just people, they will try to get away with whatever they can for as long as they can absent any stimulus to persuade them otherwise. Managers who understand this will be using the tenets of behaviorism whether they know it or not to achieve improved performance from their employees."
Abstract In this article, the writer notes that bioterrorism is potentially one of the deadlier forms of terrorism because it can be silently introduced amidst large populations to cause untold health problems or large numbers of fatalities as well as create a world-wide panic. The writer maintains that the key to effectively managing and coordinating a biological incident would be early detection and a timely response. The writer then reviews the various detection methods and devices used in biological agent detection and sensing and notes that much progress has been made in the development of these devices however, there is much progress to be made in the future. The writer concludes that enabling health care workers and emergency responders to test the biological agent exposure early in the process of a crisis holds great promise for early detection and eradication of biological agent exposure for the public-at-large in an event or crisis involving biological warfare agents.
Outline:
Abstract
Introduction
Biological Detection Equipment
Bio-Detection Process: A Four-Step Process
Sampler/Collector Types
Two Types of Triggers in Bio-Sensing Technologies
Flow Cytometry
Crisis Management
Summary and Conclusion
From the Paper "The devices are becoming increasingly less expensive and simple to use however, initiatives underway for development of newer devices that are less expensive hold promise in the near future for biological sensing and detection. While the Department of Defense has set out guidelines for Emergency Responders, it is likely that many of the smaller fire departments throughout the country have not yet prepared for this type of crisis. Enabling health care workers and Emergency Responders in testing the biological agent exposure early in the process of a crisis holds great promise for early detection and eradication of biological agent exposure for the public-at-large in an event or crisis involving biological warfare agents."
Abstract This paper takes a look at biology. According to the paper, biology covers the entirety of human history as well as the study of all life on the planet Earth. This paper focuses on what and how resources within biology are actually used. The paper assesses their validity based upon their credibility and support within the specific fields.
From the Paper "There are several types of journals about biology. The two most prominent types are peer-reviewed journals and main-stream journals. In the first case, peer reviewed journals are very scientific in nature and not suited for laymen. They are usually published by professional associations of scientists such as the American Biology Society, and the Public Library of Science. Such literature is usually published on an annual, bi-annual or monthly basis and contains articles that are written by professionals within the field that detail their research. All articles within such journals are peer-reviewed and thus have credibility because they are reviewed for accuracy. Peer reviewed journals take on two particular forms, the first are ones that discipline specific, these journals are usually published through professional associations that specialize in such arenas. For instance, the American Ecology Society publishes a monthly peer-reviewed journal on topics that have to do with ecology. Another type of peer-reviewed journals is national level journals that look at the compilation of research across a spectrum of biological disciplines. Such journals such as the one published by the Public Library of Science, tend to be a panoramic view of the biology discipline, with articles that have to do with the complete breath of research within biology in general. The PLOS Biology journal is published three times a year and is a collection of the most important research within the national trimester. "
Abstract This paper explains that Richard Lewontin in his book "Biology as Ideology: The Doctrine of DNA" presents a view of science that challenges the popular conception of science as a methodical quest for objective knowledge, which exists outside of the political and social structures of human society. The author points out that the book, which is based on Lewontin's lectures for the 1990 Massey Lectures, focuses on Lewontin's area of scientific specialty biology with a particular emphasis on genetics. The paper relates that the book's component chapters each address and subvert popular myths of science that, for many people, render its practices and practitioners beyond the realm of social and political thought.
From the Paper "Richard Lewontin, in his book Biology as Ideology: The Doctrine of DNA, presents a view of science that challenges the popular conception of science as an methodical quest for objective knowledge that exists outside of the political and social structures of human society. This book, based on Lewontin's lectures for the 1990 Massey Lectures, focuses on Lewontin's area of scientific specialty: biology, with a particular emphasis on genetics. The book's component chapters each address, and subvert, popular myths of science that - for many people - render its practices and practitioners beyond the realm of social and political thought."
