Critical Analysis of The Yellow Wallpaper by Charlotte Perkins

Critical Analysis of The Yellow Wallpaper by Charlotte Perkins Charlotte Perkins Gilman’s â€Å"The Yellow Wallpaper† is a detailed account of the author’s battle with depression and mental illness. Gilman’s state of mental illness and delusion is portrayed in this narrative essay. Through her account of this debilitating illness, the reader is able to relate her behavior and thoughts to that of an insane patient in an asylum. She exhibits the same type of thought processes and behaviors that are characteristic of this kind of person. In addition, she is constantly treated by those surrounding her as if she were actually in some form of mental hospital. Charlotte Perkins Gilman’s state of depression began after she gave birth to her one and only daughter. She was diagnosed and given a prescription of â€Å"rest† in order to cure her disease (Kennedy 469). Gilman was taken away to a secluded home by her husband in order to obtain such â€Å"rest†. However, as it becomes evident to the reader, this â€Å"rest† actually plays a role in furthering Gilman’s mental state. The reader watches as Gilman’s condition worsens as a result of this treatment. It is through her writing and documenting that the reader is able to relate her to a mentally insane being (Kennedy 469). As is evident to the reader, Gilman is suffering from some sort of mental disorder and/or illness. As is defined by one doctor, disease of the mind is â€Å"any medically recognized disorder that may render a defendant incapable of understanding the nature and quality of his or her actions or knowing that those actions were wrong†(Rogers 221). It is obvious through her actions and thoughts that Gilman does suffer from a disease of... ...t she does in fact resemble an institutionalized human being. Gilman obviously does not know how to make mature judgments for herself. She is not in a stable frame of mind, and thus portrays someone in an insane asylum. Works Cited Gilman, Charlotte Perkins. â€Å"The Yellow Wallpaper.† Literature: an Introduction to Fiction, Poetry, and Drama. Ed. X. J. Kennedy. New York: Longman, 1999. 469-481. Goldberg, Richard, M.D. Diagnosing Disorders of Mood, Thought and Behavior. Medical Examination Publishing: New York, 1981. Kosson, David S. â€Å"A New Method for Assessing the Interpersonal Behavior of Psychopathic Individuals: Preliminary Validation Studies.† Psychological Assessment. 9.1 (1997): 89 pp. 3 May 1997. Pinel, Philippe. A Treatise on Insanity. Hafner: New York, 1962. Rogers, Richard. Conducting Insanity Evaluations. Van Nostrand: New York, 1986.

Business Management Motivation

Motivation is the willingness to exert high levels of effort toward organizational goals, conditioned by the effort's ability to satisfy some individual needs (Robbins, 168). For some business analysts, employee motivation is a good way to increase productivity in an organization. When people get motivated, they will have a reason to put more efforts on what they are doing. Motivation is a crucial management tool in lifting the organization's work force's ability. There are many different ways to motivate employees. Employers can motivate their workers as individuals, groups, teams, or the organization as a whole. Motivation takes forms like offering rewards, improving working conditions, or employee recognition. However, which approach should employers try? Team-based reward systems have been raised as an issue in work management areas. Many people prefer team-based reward systems to an individual approach. San Diego Business Journal, issued on Oct. 6, 1997, published an article titled â€Å"Team-Based Productivity Incentive System.† This article summarized the ideas that supported the team-based approach. The author, Bob Harrington, opposed the individual reward system. As he stated, individual reward systems create unnecessary competition and reduce cooperation between employees. It also reduces creativity because employees will only do what is necessary to get rewarded. Moreover, Harrington said team-based incentives influence individuals to work well together and cooperate with one another. No longer are employees and management measured purely against financial information. Instead, outstanding performance is based on a combination of items that measure the strategic objectives of the corporation. This paper will see if the team-based incentive systems are the best approach for business environments as Harrington discussed. Medical insurance and educational opportunities, among others are all common benefits in compensation programs for many manufacturers. Many people argued that these benefits attract and retain employees, but have little to do with work performance. Some also believe that if these benefits are spread out among workers in general, these kinds of work incentives will not guarantee good performance. Well Pay vs. Sick Pay is an example of how an incentive program reinforces wrong behavior and reduces productivity. Manufacturers with incentive systems that reward employees for achievements and growth can increase their competitiveness and profitability in today's global market. Yes, it is true that organizations need to have incentive systems to satisfy their work force. Team-based incentive systems such as gain sharing, profit sharing, etc., become increasingly popular in work environments. People now are required to work as a team, and altogether help each other to achieve an objective. Your work is my work, and your responsibility is mine. People will become more cohesive as working in a group or a team. Team-based incentives offer several advantages. However, I do not totally agree with Harrington that individual incentive systems do not have any good influence over workers' performance. Some people are extremely successful when they work on their own. People, who are raised in an individualistic culture, might not benefit from working in a group. So, individual incentive systems do play an important role in increasing a work force's productivity as long as the employers know how to use this reinforcement system properly. If organizations set a standard to measure individual achievement and reward that individual on what he (she) perform, then, the individual incentive system might work as well as the team-based one. Moreover, managers need to realize that team-based incentive systems might cause Social Loafing effect in the work force – the tendency for individuals to expend less effort when working collectively than when working individually (Robbins, 260). Motivations are necessary in a working environment to increase the productivity of the work force. Reward systems must create a win-win situation for employees and employers. Team-based incentive systems might work very well and are a preferred process for many organizations in today's work market; however, managers should adopt individual incentive systems in many cases, when employees are more skillful, efficient, and effective as working individually. The major purpose of the incentive system is to motivate and organize employees.

A Guide to Classical Management Theory Essay

The classical management theory is a school of management thought in which theorists delved into how to find the best possible way for workers to perform their tasks. The classical management theory is divided into two branches, the classical scientific and the classical administrative. The classical scientific branch comes from the scientific mindset of attempting to increase productivity. During the height of the classical scientific theory, theorists would use almost mechanical methods towards labor and organization to achieve goals of productivity and efficiency. Some of the basic techniques of the classical scientific theory include creating standardized methods for a task and dividing work between employees equally. On the other hand, the classical administrative theory focuses on how management can be organized to achieve productivity. Henri Fayol, a leading figure in management theory, devised several management theories geared towards efficiency, such as creating a unified direction among managers, centralization, and discipline. Other management theories focused on building team confidence, such as establishing teamwork, using initiative, and equity. Strengths of Classical Management Theory Current management organization and structure can find much of its roots from the classical management theory. One of the main advantages of the classical management theory was to devise a methodology for how management should operate. Management principles devised during this period can be seen as a foundation for current management behavior today, such as serving as a force of authority and responsibility. In addition, another benefit of the classical management theory is the focus on division of labor. By dividing labor, tasks could be completed more quickly and efficiently, thus allowing productivity to increase. Division of labor can be seen in many applications today, ranging from fast food restaurants to large production facilities. In addition, the classical management theory also gave rise to an autocratic leadership style, allowing employees to take direction and command from their managers. Flaws of Classical Management Theory The main weakness of the classical management theory arose from its tough, rigid structure. One of the main principles of the classical management theory is to increase productivity and efficiency; however, achieving these goals often came at the expense of creativity and human relations. Oftentimes, employers and theorists would focus on scientific, almost mechanical ways of increasing productivity. For example, managers would use assembly line methods and project management theories that focused on efficient division of tasks. However, employers ignored the relational aspect in employees, in the process of trying to predict and control human behavior. In fact, the human relations movement arose in response to the classical management theory, as a way to understand the role of human motivation in productivity. Additional flaws of the classical management theory include a heavy reliance on prior experience. The theorists of this time only tested their assumptions with certain industries, such as manufacturing and other high production companies. However, in today’s environment, the rigid structure of classical management theory would not translate well in most companies. Many businesses realize the importance of improving employee motivation and behavior, and implement departments devoted solely to improving human relations. Advantages and Benefits of the Classical Management Theory by Julianne Russ, Demand Media Classical management theory was introduced in the late 19th century. It became widespread in the first half of the 20th century, as organizations tried to address issues of industrial management, including specialization, efficiency, higher quality, cost reduction and management-worker relationships. While other management theories have evolved since then, classical management approaches are still used today by many small-business owners to build their companies and to succeed. Ads by Google Study in Australia Diploma Courses in TCWA, Perth. Business & Management. Apply Now tcwa.net.au Hierarchical Structure One of the advantages of the classical management structure is a clear organizational hierarchy with three distinct management levels. Each management group has its own objectives and responsibilities. The top management is usually the board of directors or the chief executives who are responsible for the long-term goals of the organization. Middle management oversees the supervisors, setting department goals according to the approved budget. At the lowest level are the supervisors who oversee day-to-day activities, address employee issues and provide employee training. The levels of leadership and responsibilities are clear and well defined. While the three-level structure may not be suitable for all small businesses, it can benefit those that are expanding. Division of Labor One of the advantages of classical management approach is the division of labor. Projects are broken down into smaller tasks that are easy to complete. Employees’ responsibilities and expectations are clearly defined. This approach allows workers to narrow their field of expertise and to specialize in one area. The division of labor approach leads to increased productivity and higher efficiency, as workers are not expected to multitask. Small-businesses owners can benefit from taking this approach if they are looking to increase production with minimal expense. Monetary Incentive According to classical management theory, employees should be motivated by monetary rewards. In other words, they will work harder and become more productive if they have an incentive to look forward to. This gives management easier control over the workforce. Employees feel appreciated when being rewarded for hard work. A small-business owner can take this approach to motivate the employees to achieve production goals. Autocratic Leadership The autocratic leadership approach is the central part of classical management theory. It states that an organization should have a single leader to make decisions, to organize and direct the employees. All decisions are made at the top level and communicated down. The autocratic leadership approach is beneficial in instances when small-business decisions need to be made quickly by a leader, without having to consult with a large group of people, such a board of directors. Small businesses, especially sole proprietorships, can have an advantage in taking this approach, as they need a strong leader to grow. Sponsored Links Classical Management Theory Early Management Theories Early Theories of Organizations emerged mainly for military and Catholic Church. The metaphor of the machine was dominant, where organizations are viewed as machines. Therefore, the organizational application was, since workers behave predictably (as machines do rarely deviate from the norm), management knows what to expect, and workers operating outside expectations are replaced. Classical Management Theories There are three well-established theories of classical management: Taylor?s Theory of Scientific Management, Fayol?s Administrative Theory, Weber?s Theory of Bureaucracy. Although these schools, or theories, developed historical sequence, later ideas have not replaced earlier ones. Instead, each new school has tended to complement or coexist with previous ones. Taylor?s Theory of Scientific Management, U.S.Aï â‚¬ Frederick Taylor (1856-1915) ?The Father of Scientific Management?. Scientific Management theory arose from the need to increase productivity in the U.S.A. especially, where skilled labor was in short supply at the beginning of the twentieth century. The only way to expand productivity was to raise the efficiency of workers. Taylor devised four principles for scientific management theory, which were: 1. The development of a true science of management, 2. The scientific selection and training of workers, 3. Proper remuneration for fast and high-quality work 1. Small Business > 2. Managing Employees > 3. Managers Advantages and Benefits of the Classical Management Theory by Julianne Russ, Demand Media Classical management theory was introduced in the late 19th century. It became widespread in the first half of the 20th century, as organizations tried to address issues of industrial management, including specialization, efficiency, higher quality, cost reduction and management-worker relationships. While other management theories have evolved since then, classical management approaches are still used today by many small-business owners to build their companies and to succeed. Ads by Google Racing Boats Suppliers Find Quality Products from Verified Suppliers. Get a Live Quote Now! www.Alibaba.com Hierarchical Structure One of the advantages of the classical management structure is a clear organizational hierarchy with three distinct management levels. Each management group has its own objectives and responsibilities. The top management is usually the board of directors or the chief executives who are responsible for the long-term goals of the organization. Middle management oversees the supervisors, setting department goals according to the approved budget. At the lowest level are the supervisors who oversee day-to-day activities, address employee issues and provide employee training. The levels of leadership and responsibilities are clear and well defined. While the three-level structure may not be suitable for all small businesses, it can benefit those that are expanding. Division of Labor One of the advantages of classical management approach is the division of labor. Projects are broken down into smaller tasks that are easy to complete. Employees’ responsibilities and expectations are clearly defined. This approach allows workers to narrow their field of expertise and to specialize in one area. The division of labor approach leads to increased productivity and higher efficiency, as workers are not expected to multitask. Small-businesses owners can benefit from taking this approach if they are looking to increase production with minimal expense. Monetary Incentive According to classical management theory, employees should be motivated by monetary rewards. In other words, they will work harder and become more productive if they have an incentive to look forward to. This gives management easier control over the workforce. Employees feel appreciated when being rewarded for hard work. A small-business owner can take this approach to motivate the employees to achieve production goals. Autocratic Leadership The autocratic leadership approach is the central part of classical management theory. It states that an organization should have a single leader to make decisions, to organize and direct the employees. All decisions are made at the top level and communicated down. The autocratic leadership approach is beneficial in instances when small-business decisions need to be made quickly by a leader, without having to consult with a large group of people, such a board of directors. Small businesses, especially sole proprietorships, can have an advantage in taking this approach, as they need a strong leader to grow. Sponsored Links