"What are the impacts of video games and how do they affect Essay

"What are the impacts of video games and how do they affect contemporary society" - Essay Example The history of video gaming can be traced back to 1940 when Edward U. Condon designed a computer that played a traditional game known as Nim in which players try to avoid picking up the last matchstick (Kent 2001). Many people play the game, but the computer wins most of the time. In 1947, Thomas T. Goldsmith and Estle Ray Mann made a cathode ray amusement tube hooked to an oscilloscope. It challenged players to fir a gun at a certain target. In 1950, Claude Shannon together with other Englishmen created chess programs. The breakthrough came in 1952 when A. S. Douglass created OXO. This game was known as Noughta and Crosses in the UK and tic-to in the USA. Douglass created the game as part of research on human-computer interactions for his doctoral dissertation. In 1958, Engineer William A. Higginbotham who had previously helped build the first atomic bomb invented an interactive computer game, Tennis for two to entertain visitors at the Brookhaven National Laboratory. This led to the anticipation of later video games such as Pong. In 1959, students at MIT created mouse in the maze. In this game, users drew a maze with a light pen and then a mouse navigates the labyrinth in search of cheese (Kent, 2001). In 1962, Steven Russell in MIT created Space war. This was the first computer based video game. In this, game two spaceships battled to the death in space. This game spread quickly to other universities and research centers. In 1963, the US department of defense completed a game showing their victory in the battle field (Bower 2014).This was followed by a creed by Dartmouth â€Å"everyone is a programmer† by creating a computer time-share system and basic programming language. The program made it easy for students to experiment and create their games. As a result, many other video games were developed. In 1965, a Dartmouth student created the first computer football game. In 1966, Ralph conceived the idea of playing a

Management and Organisational Behaviour Assignment

Management and Organisational Behaviour - Assignment Example A myriad of factors which contribute to chaos in an organisational setup and tarnish OB will also be identified. High absenteeism rate and rotten work attitudes are among the basic factors for polluting an organisation’s environment and stem from negative OB. On the other hand, involvement of staff in the change process amidst other steps can foster a culture that has a high rate of workers’ satisfaction and will to achieve big feats. For this purpose, this report will stress a deep understanding of OB in relevance to job satisfaction, motivation and work attitudes by taking example of Apple Inc.2.0 How Influential Are Motivation and Job Satisfaction in Directing OB?It is an undeniable reality that a motivated and satisfied workforce is a critical asset for any organisation (Chen 2010, p. 66). Such a workforce helps in sustaining the richness of OB yielding multiple benefits for a business. Numerous grave repercussions in reference to OB start dominating the scene when nonchalant managers do not make wise investments in inculcating a sense of organisational commitment in the employees (Perry 2010). In contrast, motivated employees are more satisfied with their jobs, are happier personally, and show a staggering tendency to improve their organisation’s productivity. It is because of the highly deterministic role played by job satisfaction and motivation that leaders and managers should invest more time in implementing various valuable theories of OB to steer the workforce in the right direction. The type of attitudes employees have towards work and how content they are speaks a lot about how likely are any infringements on OB. 3.0 How Successful Is Apple Inc. in Terms of Workers’ Attitudes and Job Satisfaction? Apple Inc. is a well-reputed and widely popular example of OB management done right because this large business organisation has made significant contributions to making employees feel included and valued at the workplace. Foun ded in 1976 by Steve Jobs and Steve Wozniak, this company originally only specialised in personal computers (Harrigan 2003, p. 258) but due to constant hard work and never undermining emotional and psychological needs of its employees, it soon became a symbol of sophistication and one of the most influential names on the face of Earth. A good

Impact Of Motivational Rewards on Employees Essay Example for Free

Impact Of Motivational Rewards on Employees Essay MOTIVATION: Internal and external factors that stimulate desire and energy in people to be continually interested and committed to a job, role or subject, or to make an effort to attain a goal. Motivation results from the interaction of both conscious and unconscious factors such as the (1) intensity of desire or need, (2) incentive or reward value of the goal, and (3) expectations of the individual and of his or her peers. These factors are the reasons one has for behaving a certain way. An example is a student that spends extra time studying for a test because he or she wants a better grade in the class. MOTIVATION IN BUSINESS: Companies can motivate employees to do a better job than they otherwise would. Incentives that can be offered to staff include increased pay or improved working conditions. Motivational theories suggest ways to encourage employees to work harder. A motivated workforce results in: Increased output caused by extra effort from workers. Improved quality as staff take a greater pride in their work. A higher level of staff retention. Workers are keen to stay with the firm and also reluctant to take unnecessary days off work. Managers can influence employee motivation in a variety of ways: Monetary factors: some staff work harder if offered higher pay. Non monetary factors: other staff respond to incentives that have nothing to do with pay, eg improved working conditions or the chance to win promotion. BACKGROUND OF THE STUDY Reward Systems is a vital aspect of any organization. They can actively engage and renew the overall sense of community and mission of an organization Reward systems according to Sziligyi [1981], are outcomes or events in the organization that satisfy work related needs. Rewards systems are much more than just bonus plans and stock options but while they often include intrinsic incentives, they also include extrinsic. A well-organized reward system will motivate and energize employees because it recognizes the achievements of employees . Reward system implemented by organization will  influence employees’ behavior and attitude towards their job if the rewards satisfy their needs and help them to reach their personal goals. When employees desire to get the rewards, they will change their behavior in order to achieve the minimum level of performance required by organization. Organizations often design and implement the reward system without linking it with the ultimate improvement of organization’s performance .Therefore, the reward system is unable to contribute significantly to the performance of an organization Motivation is such a factor that exerts a driving force on our actions and work. According to Baron (1983) motivation is an accumulation of different processes which influence and direct our behavior to achieve some specific goal. Motivation depends on certain intrinsic, as well as, extrinsic factors which in collaboration results in fully committed employees. Incentives, rewards and recognitions are the prime factors that impact on employee motivation. The factors like incentives and rewards are the most preferred factors for employee motivation programs Rewards is one of the important elements to motivate employees for contributing their best effort to generate innovation ideas that lead to better business functionality and further improvise company performance both financial and non-financially. Today an organizations result is highly dependent on the employees work motivation. It is therefore important for a company to find out what motivates its employees so that it can plan a suitable reward system and gain better results. The right combination of intrinsic and extrinsic rewards can boost up the employees work motivation and enhance their commitment to the company. COMPANY PROFILES: KASBIT: KASBIT Private Limited is the parent body of KASBIT that was established in September 1999, through Registration with Securities Exchange Commission of Pakistan, Government of Pakistan. It is the first Private Sector Institute of Higher Education that was registered as a Corporate body. Since its inception, KASBIT has achieved many a mile-stones that advocate its high standard, excellence and quality recognition. KASBIT is Chartered by the Government of Sindh and recognized by the Higher Education Commission of Pakistan, which has also awarded the highest category W(4) rating to KASBIT in recognition of the high educational standards that it maintains KASBIT is  recognized by the Higher Education Commission of Pakistan and has been awarded the highest ranking of W(A) under whom the standards of educational institutions are scrutinized and evaluated in Pakistan. KASBIT became a member of the Association to Advance Collegiate Schools of Business (AACSB), which is based in the US to ensure the quality and continuous improvements in collegiate management education. KASBIT was certified by ISO in January 2002 in recognition of the high quality control system that it has in place. By this virtue, KASBIT became the first ISO-9001 Certified Degree Awarding Institute in the Private Sector of Pakistan. BAHARIA UNIVERSITY: Pakistan Navy established Bahria Institute at Islamabad and Karachi in the late eighties. These Institutes were aimed at providing quality and uninterrupted education up to Intermediate level, to the children of naval personnel on their transfer from one station to another and in turn to contribute to the cause of promotion of education at the national level. Over the years these Institutes grew in size and facilities, leading to the starting of BBA and B.Sc(CS) classes in 1995. These programs have since been upgraded to BBA (Hons), BCS (Hons) and MBA, MCS Program which were introduced in Fall 1997 as evening programs run under the management of two independent Institutes one each at Karachi and Islamabad respectively. The institutes are known as Bahria Institute of Management and Computer Science short title BIMCS suffixed with the location i.e. Karachi or Islamabad. Objectives: Bahria University, though very young, has the will and determination to develop and attain the objectives set forth below: Ensure academic excellence through quality education in disciplined and peaceful learning environments. Establish Campuses, Research Institutes, Schools and Colleges across the length and breadth of Pakistan to turn population explosion into knowledge based force. Prepare the younger generation to become future leaders and managers for a prosperous and educated Pakistan, through development of their mental, moral and professional strengths. Ensure academic excellence through quality education in disciplined and peaceful learning environments. Constantly monitor and upgrade facilities and update  the curricula to keep pace with the emerging trends and technologies. Coordinate and provide facilities for exchange of knowledge and applied research in the newly emerging fields in collaboration with national and international Universities and research institutes. RES EARCH AREA: Human resource (HR) OBJECTIVE: Find out to what extend does employees performance influenced by motivation PROBLEM STATEMENT: Decreasing Employees performance satisfaction due to lack of motivational factors that drives employee’s productivity level at its best in educational sector. KEY RESEARCH QUESTIONS: 1. What Is the Relationship between Employees Performance and motivation? 2. How many types of motivation that drives employee’s productivity? 3. What Is the Effect of Intrinsic motivation On Employee’s Performance? 4. What is the Effect of Extrinsic motivation On Employee’s Performance? 5. What measures can be taken to increase employee’s motivation level? 6. What are the factors behind the low productivity of employee? 7. What should be the behavior of employer towards the employee’s job satisfaction? INDEPENDENT VARIABLES: Intrinsic Motivation 1. Recognition 2. Learning opportunity 3. Career advancement Extrinsic Motivation 1. Basic Pay 2. Performance Bonus DEPENDENT VARIABLES: EMPLOYEES PERFORMANCE LIMITATION: Insufficient Funds Small sample size Time barrier Hardly possibility that organization will provide authentic information regarding their employees Research can take place only within the city Being a student’s it’s hard to get perfect information regarding their whole scenario of problem DE-LIMITATIONS: Respondents will not provide appropriate response Employees will feel insecure while sharing their organizations’ point of view. Time conscious City situations SCOPE OF THE STUDY: This study will provide a better understanding to employers who have been facing employees low productivity level they can get a better understanding of how motivational factors can influence an employee’s performance level that ultimately helps in growth of organization. This study will helps organization to increase employees performance through a perfect combination of intrinsic or extrinsic motivational factors. And it can be use in different dimension of business where employers are facing low productivity of employees. HYPOTHESIS: H1: Recognition has an impact on Employees Performance. Ho: Recognition has not impact on Employees Performance. H1: learning opportunity has an impact on Employees Performance. Ho: learning opportunity has not impact on Employees Performance. H1: Career advancements have an impact on Employees Performance. Ho: Career advancements have not impact on Employees Performance. H1: Basic Pay has an impact on Employees Performance. Ho: Basic pay has not impact on Employees Performance. H1: Performance bonus has an impact on Employees Performance. Ho: Performance bonus has not impact on Employees Performance.

Walking Across Egypt :: Walking Across Egypt Essays

Walking Across Egypt Mattie Rigsbee is the main character in Clyde Edgerton's southern style novel, Walking Across Egypt. Mattie is a seventy-eight year old widow with two middle-aged children. Living alone in a small house, she makes sure that everything is taken care of. Although begins to display some signs of aging, and her family is trying to convince her to slow down her lifestyle, Mattie's character and mind setting prohibits her from becoming the stereotypical elder. She must make a decision in which direction to turn.       "I'm too old to keep a dog," she says to the dogcatcher as he is leaving with a brown fice that showed up on her doorstep. "Besides, I'm slowing down," she says to her son during lunch. The stereotypes of the elderly are influencing Mattie's life. She is telling herself not to do things because of her age whether or not she is physically able to do them, simply because people associate age with inability and dependence upon others. Her family and friends are expecting and encouraging this dependence.Elaine and Robert, Mattie's two unmarried children, along with other family and friends, are encouraging her to be what they expect a seventy-eight year old woman to be. They talk about how she needs to get rest because she is slowing down and can't keep going as steady as she seems to think. When she decided to try and help a young juvenile, Wesley Benfield, become a better person by taking him to church and offering him to stay the night with her, Robert thought that Mattie was sick.         Ã‚   Pearl Turnage, Mattie's older sister, has given in to the stereotypes that are now plaguing Mattie, and insists that she do the same. In fact, she invites Mattie to accompany her to the funeral home where they will each pick out a casket that they are to be buried in. Pearl pushes the subject, as if to force Mattie into realizing that she doesn't have much time left to live. Pearl also begins talking to Mattie about the past and the fun that they once had, as if to tell Mattie that those days are over and that it is time for her to begin a new chapter in her life. The future that Pearl has planned for herself,however, is totally contrary to the lifestyle that Mattie has chosen to pursue.

Ethics of Human Cloning Essay

In 1971 James D. Watson claimed that one day human cloning would be workable and noted that â€Å"as many people as possible be informed about the new ways for human reproduction and their potential consequences, both good and bad†(Burley and Harris 2001, p. 69). Watson’s statement was given little attention. In 1997, the birth of Dolly, today the world’s most famous sheep, caused widespread public excitement. Dolly became artificially produced clone and proof that cloning large animals like sheep or humans would be possible. More importantly perhaps, Dolly raises many different sorts of important questions for human beings. Human cloning has been met with widespread unease all over the world and generated a series of ethical issues that will be discussed in this paper. Main Body In opposition to productive cloning it is asserted that the method would be causing danger to human beings. For example, Dr Harry Griffin, the director of the Roslin Institute, Scotland, that successfully cloned Dolly the sheep indicates that: It would be irresponsible to try and clone a human being, given the present state of the technology†¦. The chances of success are so low it would be irresponsible to encourage people to think there’s a real prospect. The risks are too great for the woman, and of course for the child (Griffin, 2001). However, while the possible success regarding human cloning may be low and there may be risks of undeveloped embryos, against this it could be claimed that similar arguments could have been directed against the potential efficiency of in vitro fertilization techniques (IVF). IVF was once considered unsuccessful but today is a well-developed and valued treatment for infertility. IVF would never have developed if negative reasons such as this were successfully used to oppose it. A second concern on the subject of human cloning is about the motivation of those who would want to clone themselves and others. On the one hand, it might be accepted that human cloning would make possible for infertile couples to produce genetically related children. On the other hand, there seems to be a worry that people may use human cloning not in order to found a family but with purpose to make a ‘copy’ of themselves. In addition, there may be people who hope to produce ‘copies’ of other living or dead individuals. For example, it was this motivation for cloning that was the theme of the fictional film The Boys from Brazil. In the film Hitler’s genotype was cloned to produce a Fuehrer for the future (Harris 1998, p. 169). However, any clone of an existing person will not be a ‘copy’ of that person. Having the same genotype as another individual does not make a clone the same individual and it is probable that effects from the egg and from the environment would make any clone considerably different from their genetic ‘twin’. While this may be so, it could be likely that those who employ human cloning with purpose to produce a copy of themselves or others will not be proper parents. As a result, the welfare of any produced child will suffer. The motivation of many parents to produce a child may also not withstand close examination. What would be a ‘good’ motivation for wishing to have a sun or daughter? It could be claimed that all motivations to bring to birth a child are based, at least to some degree, on the selfish feelings of future parents. A third main concern on the regard of human cloning involves these kinds of worries about the well-being of the produced child. It may be possible that any child born as a result of nuclear somatic transfer cloning will experience disadvantage either because he/she is ‘robbed’ of his/her genetic identity or because he/ she will not have an ‘open future’ (Harris 1998, p. 169). To what extent is a cloned person robbed of his/her genetic identity? While most human beings are genetically unique, there seems to be no indication that permitting the birth of genetically identical twins derived from a single fertilized ovum robs anyone of their ‘genetic identity’ or even that the fact that twins of this kind share a genetic identity is causing harm to these individuals. It could be stated, therefore, that it thus seems not clear why this factor should make human cloning unethical. It has been indicated (Holm, 1998) that clones created by means of nuclear somatic transfer cloning will live their lives in the shadow of their older genetic ‘twin. As a result, the clones will not have the ‘open future’ that most of ordinary people have and, it might be argued, human beings have a right to. Soren Holm, for example, argues that: Usually when a child is born we ask hypothetical questions like ‘How will it develop? ‘ or ‘What kind of person will it become? ‘ and we often answer them with reference to various psychological traits we can identify in the biological mother or father or in their families†¦In the case of the clone we are, however, likely to give much more specific answers to such questions. Answers that will then go on to affect the way the child is reared (Holm, 1998, pp. 160-161). Holm’s point of view is that producing a clone that lives life in the shadow of an older genetic twin is unethical as: It diminishes the clone’s possibility of living a life that is in a full sense of that word his or her life. The clone is forced to be involved in an attempt to perform a complicated partial re-enactment of the life of somebody else (the original) (Holm, 1998, p. 162). This means that while people usually claim for the importance of the moral principles of respect for individual autonomy or the power to make a decision for oneself without influence from outside, people are violating these principles by robbing clones this opportunity to live their lives in the way they want. The way the clones were produced will putt them in a position where they are living in a shadow. However, even if this claim is true that clones would ‘live in the shadow’ of their genetic ‘originals’, it is not obvious that this fact should compel people to prohibit human cloning. Arguments that compel people to consider the well-being of a resulting child are questionable. It has been claimed that a person is only wronged by being brought to birth if he/she has a life ‘so bad that it would be a cruelty rather than a kindness to bring it into existence’ (Bennett and Harris, 2002, p. 323). This kind of unfortunate existence is sometimes characterized as an ‘unworthwhile life’. An ‘unworthwhile’ life would be a life of extremely negative experience and worsening. Other lives that may be not perfect, but not so worthless as to deprive that individual of an amazing experience of living, are termed ‘worthwhile lives’. In this regard, the statement is that as long as a person is likely to have a ‘worthwhile life’ he/she is not disadvantaged by being brought to birth. Thus, even if a human clone is likely to have a life that is somehow less than ideal, his or her suffering is unlikely to be such that it makes life ‘unworthwhile’. It could therefore be claimed that while being born a clone may not be the ideal way of coming into the world, it is the only opportunity of existing in this world and to have a life that is likely to be worth living. If this position was considered, it would establish human cloning as ethically acceptable at least on the grounds of giving the child a right to exist. Conclusion The topic human cloning has a number of ethically puzzling if not problematic features. Cloning will be one of the most hotly debated and least well-understood phenomena in near future. Today human cloning meets with overwhelming opposition. However, it is clear that human cloning turns out to be the perfect embodiment of the ruling possibilities for new age.

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