Womens Suffrage and the Seneca Falls Convention

The Seneca Falls Convention was held in Seneca Falls, New York in 1848. Many individuals cite this convention as  the beginning of the womens movement in America. However, the idea for the convention came about at another protest meeting: the 1840 World Anti-Slavery Convention  held in London. At that convention, the female delegates were not allowed to participate in the debates. Lucretia Mott wrote in her diary that even though the convention was titled a World convention, that was mere poetical license. She had accompanied her husband to London, but had to sit behind a partition with other ladies such as Elizabeth Cady Stanton. They took a dim view of their treatment, or rather mistreatment, and the idea of a womens convention was born. The Declaration of Sentiments In the interim between the 1840 World Anti-Slavery Convention and the 1848 Seneca Falls Convention, Elizabeth Cady Stanton composed the Declaration of Sentiments, a document declaring the rights of women modeled on the Declaration of Independence. It is worth noting that upon showing her Declaration to her husband, Mr. Stanton was less than pleased. He stated that if she read the Declaration at the Seneca Falls Convention, he would leave town. The Declaration of Sentiments contained several resolutions including ones that stated a man should not withhold a womans rights, take her property, or refuse to allow her to vote. The 300 participants spent July 19th and 20th arguing, refining and voting on the Declaration. Most of the resolutions received unanimous support. However, the right to vote had many dissenters including one very prominent figure, Lucretia Mott. Reaction to the Convention The convention was treated with scorn from all corners. The press and religious leaders denounced the happenings at Seneca Falls. However, a positive report was printed at the office of The North Star, Frederick Douglass newspaper. As the article in that newspaper stated, [T]here can be no reason in the world for denying to woman the exercise of the elective franchise....   Many leaders of the Womens Movement were also leaders in the Abolitionist Movement and vice-versa. However, the two movements while occurring at approximately the same time were in fact very different. While the abolitionist movement was fighting a tradition of tyranny against the African-American, the womens movement was fighting a tradition of protection. Many men and women felt that each sex had its own place in the world. Women were to be protected from such things as voting and politics. The difference between the two movements is emphasized by the fact that it took women 50 more years to achieve suffrage than it did African-American men.

The, Where Am Calling From `` And What We Talk About Love

Raymond Carver was one of the most dominant American authors of short stories. Carver was born in the state of Oregon on May 25, 1938. In an interview Carver recalled himself as a boy telling stories. At a time in Carver’s life he suffered from alcoholism and tried very hard to let go of his addiction. However, alcohol plays a contradictory role in Raymond Carver’s short stories. The characters use alcohol to form social bonds, as a social lubricant which allows them to interact with other characters and also the apprehension of death experienced by some characters. In the following stories which will be discussed are as follow: â€Å"Cathedral†, â€Å"Where Am Calling From† And â€Å"What We Talk about When We Talk about Love†. The concept of impermanence of life and love are discussed in these stories. However, in some of the stories alcohol allows these characters to truly express themselves and to speak and perform activities they would have never been able to do. The contrasts and perspectives of using alcohol, can have negative impacts on the characters’ lives and also define their moral values. While, alcohol acts as a socializing figure it allows the characters to unite with one another through stories, tends to create anxiety, stress and between dear ones and furthermore, separate them by breaking up the social bonds. Furthermore, Cathedral denotes alcohol not as a negative force but as a positive way. In the means of uniting the strangers and in the eventsShow MoreRelatedThe Passage From Revelations 21 : 1-7 Talks About A New Earth And How The Old Will Pass Away1231 Words   |  5 PagesIntroduction The passage from Revelations 21:1-7 talks about a new heaven and a new earth and how the old will pass away. The author of the Book of Revelations is describing a voice that says, â€Å"Behold, God’s dwelling is with the human race. He will dwell with them and he will be his people and God himself will always be with them. 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Twitter Case Analysis Free Essays

To the average technologically advanced American, Twitter is one of the most visited social media sites. From a popularity contest standpoint, Twitter would be amongst the top winners; however, when evaluating Twitter from a business analytical aspect it might not be a lucrative business venture. The attractive attribute to Twitter Inc. We will write a custom essay sample on Twitter Case Analysis or any similar topic only for you Order Now is the fact the sites does not make any of its users pay. Twitter is designed to allow users to voice multiple thoughts, ideas, or share different information amongst the site’s visitor. Unlike Facebook, Twitters does not have multi-million dollar corporations using the site on a regular basis to market more potential users. Therefore, with a low revenue base and poor strategic development implementation plan it’s going to be hard for Twitter Inc. to grow into a lucrative corporate investment. From a consultant standpoint, many business analyses would characterize Twitter Inc. as a â€Å"dog†. A dog is considered to be a man’s best friend, however form a business outlook it could be the indication that a business is in their final stages of existence. When a product is evaluated as being a dog most business experts would describe the company as have a low or staggered growth rate and yielding no profits. Twitter has documented that it does not have enough money many times to meet the site’s operation cost. Many experts believe that Twitter needs to expand the company in order to see some financial gain. The only problem with expanding the company is most investors need some form of a positive indicator that they are going to get their money back along with interest. From an explicit view, why should money be invested in Twitter? Read also Twitter Case Study Nearly every expert has come to the same conclusion that a social media site is a risky investment. Primarily, this investment is risky because consumer taste change, and social media sites has a previous trend of not being in existence more than five to seven years. Twitter consumer base is narrow, and the differentiation of the market sector would just add the list of difficulties the company is currently trying to solve. Twitter has been segmented since the creation of the company; they tend to have a consumer base in the age group of 13 to 35 years of age. The age group of 13 to 35 tend to spend the most money, owever this consumer base taste tend to be very inconsistent. Twitter is experiencing a maturity phase. In the maturity phase, there is little growth and the profit margin has reached its highest peak. If present circumstances are any forecast of the future, Twitter Inc. is in the early portion of the declining stage. In the declining stage there is no growth and the compa ny spread sheet starts to show the company in operating in the red or negative. My recommendation for Twitter is quite simple. Twitter Inc. needs to restructure their company and marketing scheme. They need to market the site for corporations to think it is worth the investment to advertise. Twitter need to find sponsors to give financial support to a new site design, better advertisement, and also creating partnerships. Twitter Inc. needs to reposition itself to look more like a corporate media site and not a site for teens to release trash gossip. In the segmentation of the market, Twitter should segment the market for mature users and teens. In the segmentation they may have one side that focus on corporate sponsors and the other side should focus on alternative financial support. Additionally, it would be interesting to experiment with the merging of Twitter, Facebook, and Instagram. All of these social media sites would cover the different segmentation of the market, which would give them the advantages of reaching from the youngest to oldest of users. These social media sites would allow users to upload thoughts, ideas, statements, and pictures to a single site. From a financial standpoint, there would be a large revenue base because of advertisement and sponsors trying to penetrate this lucrative market. Contrastingly, the only set back is the division of power and how would the profits be allocated in the new company corporate structure. Twitter has the fundamental basis of being an enjoyable, yet profitable company to own. However, Twitter needs to start making decisions that promotes growth and look to attract corporations to advertise on their site. Its time for Twitter to move on the matrix from a â€Å"dog† to a â€Å"cash cow†, and they will find there balance sheets doing more than breaking even. The segmentation and differentiation of markets will also help them find various area of potential success. How to cite Twitter Case Analysis, Papers

Common Source Bias Spurious Relationships â€Myassignmenthelp.Com

Question: Discuss About The Common Source Bias Spurious Relationships? Answer: Introduction Merit pay is recognized as one of the most frequently used ways for paying to the organisational employees in respect with their individual performance level. The key objective of a merit pay plan is to have an interconnection to the employees performances in such a way that it is consistent with the organisational goal and mission. There are two specific conditions that are mandatory for merit pay plan i.e. some sort of variations in the performances of the employees which measurable in nature and must also be measured. Secondly, the organisational managers must offer with adequate tools for determining the appropriate recognition and rewards (Gerhart and Fang, 2014). The paper will highlight the various perceptual problems and biases associated with the merit pay plan and the ways in which the performance evaluation and success of the merit pay plan can be improved. Merit Pay Plan: Perceptual problems and biases and ways to improve performance evaluation The merit pay is a specific approach to compensation that is used for the purpose of rewarding the higher performing employees with incentive pay and additional pay. There are both several advantages as well as disadvantages associated with implementing merit pay plan in the organisations. The best use of these merit pay plans is for improving the retention rate of the employees as well as to motivate them to work harder and retain in the organisation for a longer period of time (Nyberg, Pieper and Trevor, 2016). There are number of perceptual problems as well as bias related issued which are associated with the merit pay plans that results in negative implications for the organisations of taking use of these merit pay plans. There are several perceptual problems such as stereotype, halo effect, selective perception and contrast effects. In the merit pay plan, there is a key role of these perceptual problems such as in the stereotype factor, the managers used to analyse and evaluate the performance of the employees by having a perception of the group in which that individual belongs. Thus, there are extreme chances that the merit pays of the employees can diverse and they might be offered an incorrect pay as they are not analysed in an adequate manner (Den Ouden, Kok and De Lange, 2012). The employees who are might be hard working and have performed well are not offered incentives because of the perception the managers have developed for them because of their group belongingness and thus it results in de-motivation of the employees (Meier and OToole, 2012). The second perceptual problem is the halo effect as per which the managers develop an impression or perception of an individual just on the grounds of a unique or single characteristic. The most negative aspect of this perceptual factor which gives rise to number of issues is that the managers tend to avoid all other factor and good characteristics of the employees and evaluate their performance only on the basis of that single aspect. This can be explained as when the managers evaluate the performance of an individual from the way the person communicate and if he is not found to be confident then there develops a perception that the performance of the employee is not good. Thus, such halo effect is one of the major perceptual errors which take place while rewarding the employees (Johnson, et al., 2013). Other perceptual errors include selective perception and contrast effects. On the basis of selective perception, the organisational managers used to evaluate the performance of the i ndividuals on the basis of their own interest, attitude, experience and background rather than evaluating the performance on organisational standards. Thus, it develops a strong negative impact on the employees as they tend to loose faith in the organisation as well as in the reward and merit pays (Hilbert, 2012). The next is contrast effect where the managers evaluate performances of the employees in comparison with the performances that have been recently analysed as lower performers or higher performers. This is also a problem as it is not adequate to compare an individual performance on those characteristics as it can give a diverse result and may also reward a less competent person with higher incentives and pays (Deco, et al., 2013). There are certain biases also which have a direct influence on the merit pay plan of the organisation. At the time of decision making by the managers regarding the rewards and incentives to be offered to the employees such biasness occurred and influence the decisions of the managers. The biases are called as cognitive biasness that are of majorly six types i.e. memory based biases, statistical based biases, confidence based biases, adjustment, presentation and situation abased biases. On the basis of these biases there are various which the employees also tend to influence the managers for getting higher incentives and rewards (Rolls, Grabenhorst and Deco, 2010). The presence of biasness in the decisions of the managers impact the employees in the most de-motivating way which increases the workplace place disturbance and influence the employees to leave the organisation due to inequitable behaviour and distribution of incentives and merit pays. Thus, because of presence of all these perceptual errors and biases there is ineffective and less competent merit pay plan in the organisations (Hensher, 2010). To improve the performance evaluations as well as the success of the various merit pay plans in the organizations, there are certain ways and recommendations which the organisations are required to effectively follow and implement. The first and the foremost step is to develop a more clear goal and vision statement of the merit pay plan which should be motivating for the employees to have improved outcome and enhanced efficiency could be seen in their work (Shields, et al., 2015). The second step is that the managers must adequately measure the competencies and the results. The results can be measured through analysing the profit and sales seek by the organisation by the efforts of the employee and the competencies can be evaluating factor such as communication, initiative and teamwork (Prowse and Prowse, 2010). The next way to improve the performance evaluation is to enhance the level of transparency as the decisions and the grounds of decisions regarding pay and incentives must be clear in front of all the employees. The merit pay plan is also required to be simple rather than complicated so that the employees can easily understand their individuals results and performances. It is also recommended atht there must be involvement of the teams which developing a framework or metrics for analysing the performances of the individuals (Bowman, 2010). It is also essential that there must be a self-appraisal program where the employees themselves can judge and evaluate their performances as well as the associate positive and negative points so that they can agree on the pays offered to them. All these ways will improve the performance evaluation of the employees as well as also increase the success of the merit pay plans in the organisations (Boachie-Mensah and Dogbe, 2011). Conclusion The paper concludes that there is a vital role of merit pay plans in increasing the motivation and retention of the employees as they offer incentives and additional pays to the employees in respect with their higher performances which boost their morale to work harder and with utmost efficiency. But there are several perceptual errors and biases which negatively impacts these merit pay plans and develops a negative thought process for the employees which force them to leave the organisation. Thus, there is an essential that the merit pays must be completely free from these perceptual errors and biases so atht there can be an equitable workplace environment where all the employees are treated and rewarded in an adequate manner. Thus, to improve the performance evaluation as well as to attain success of the merit pay plan is it is necessary that the organisational managers must follow and implement the ways and recommendations offered in the paper. References Boachie-Mensah, F., Dogbe, O. D. (2011). Performance-Based pay as a motivational tool for achieving organisational performance: an exploratory case study.International Journal of Business and Management,6(12), 270. Bowman, J. S. (2010). The success of failure: the paradox of performance pay.Review of Public Personnel Administration,30(1), 70-88. Deco, G., Rolls, E. T., Albantakis, L., Romo, R. (2013). Brain mechanisms for perceptual and reward-related decision-making.Progress in Neurobiology,103, 194-213. Den Ouden, H. E., Kok, P., De Lange, F. P. (2012). How prediction errors shape perception, attention, and motivation.Frontiers in psychology,3. Gerhart, B., Fang, M. (2014). Pay for (individual) performance: Issues, claims, evidence and the role of sorting effects.Human Resource Management Review,24(1), 41-52. Hensher, D. A. (2010). Hypothetical bias, choice experiments and willingness to pay.Transportation Research Part B: Methodological,44(6), 735-752. Hilbert, M. (2012). Toward a synthesis of cognitive biases: how noisy information processing can bias human decision making.Psychological bulletin,138(2), 211. Johnson, D. D., Blumstein, D. T., Fowler, J. H., Haselton, M. G. (2013). The evolution of error: Error management, cognitive constraints, and adaptive decision-making biases.Trends in ecology evolution,28(8), 474-481. Meier, K. J., OToole, L. J. (2012). Subjective organizational performance and measurement error: Common source bias and spurious relationships.Journal of Public Administration Research and Theory,23(2), 429-456. Nyberg, A. J., Pieper, J. R., Trevor, C. O. (2016). Pay-for-performances effect on future employee performance: Integrating psychological and economic principles toward a contingency perspective.Journal of Management,42(7), 1753-1783. Prowse, P., Prowse, J. (2010). The dilemma of performance appraisal. InBusiness Performance Measurement and Management(pp. 195-206). Springer Berlin Heidelberg. Rolls, E. T., Grabenhorst, F., Deco, G. (2010). Decision-making, errors, and confidence in the brain.Journal of neurophysiology,104(5), 2359-2374. Shields, J., Brown, M., Kaine, S., Dolle-Samuel, C., North-Samardzic, A., McLean, P., ... Plimmer, G. (2015).Managing Employee Performance Reward: Concepts, Practices, Strategies. Cambridge University Press.