We Must Enforce Title IX Essays -- Intercollegiate Athletics

The Civil right Acts of 1964 was originally written to end discrimination based on race, color, national origin, and along the way came Title IX. Title IX as we all know gave equal opportunity for women to participate in sports starting in Elementary schools to colleges or the universities level and almost all schools and colleges receive federal funding. The original intention was never focused on sports. It wasn’t until 1969 when an emerging activist by the name of Bernice Sandler complained to the University of Maryland and many more other universities that women are being treated unfairly, and the inequalities in pay, rank, admissions, and much more. In 1970, â€Å"Sandler joined Representative Edith Green’s Subcommittee on Higher Education and sat in on the congressional hearings where women’s rights were discussed†. It wasn’t in congressional hearing that Green and Sandler proposed Title IX and again, there was very limited mention of sports. The focal point was aiming toward equalities at employment and federally financed institutions. Although, Title IX was officially passed into law on June 23, 1972, many people didn’t fully understand what Title IX and that there were also other people who was against Title IX. President Nixon â€Å"President Nixon directed the now-defunct Department of Health, Education and Welfare (HEW) to carry out this important task.† In wasn’t until 1972 when the HEW published their finalized copy of Title IX and that’s when people had a good understanding of what it truthfully means. This was the step that people have finally have a clear understanding of Title IX and that it would applies to college athletics. Universities were given three years to implements Title IX. Many universities weren’t too happy a... ...men are still being treated unfairly in the school system and are getting the dead end of the deal. Works Cited Priest, Laurie. "The Whole IX Yards: the impact of Title IX: the Good, the Bad and the Ugly. " Women in Sport & Physical Activity Journal. 12.2 (Fall 2003) Yiamouyiannis, Athena. "The future of Title IX: ensuring success through proactive approaches." Women in Sport & Physical Activity Journal 12.2 (Fall 2003) Claussen, Cathryn L. "Female sport participation in America: the effectiveness of Title IX after 35 years." The International Sports Law Journal 3-4 (July-Oct 2007) Reynolds, Gerald. "Further Clarification of Intercollegiate Athletics Policy Guidance Regarding Title IX Compliance." (2003) "FIFA/Coca-Cola Women's World Ranking." n. pag. Web. 28 Mar 2011. .

Human motivation in the professional setting Essay

Consider these two findings of a classical management experiment by David McClelland on developing achievement motivation (1965): 1) Not all management programs automatically lead to improved performance. This was important to know. There is a viewpoint in psychology which states that the positive effects of such courses are largely due to suggestion, or to the â€Å"power of positive thinking†; and according to this view it would not be achievement motivation training as such that produced the effect we secured; any training promoted as convincingly would work as well. Yet the participants in the company course did not do as well, despite the fact that, if anything, it had a more solid company support – all of which argued against this viewpoint. 2) Our experiment showed its effects only in comparison with a course that seemed to slow people down. This strongly suggested that we ought to be trying it in a less achievement-oriented environment if we wanted to find more dramatic effects. To a certain extent we were only â€Å"gilding the lily† in trying to make the executives of this high-pressure firm more achievement-oriented. Citing psychology as basis, let me leave McClelland’s assertions and get to that field of social science. We know that motivation directs behavior towards a particular incentive that produces pleasure or alleviates an unpleasant state. In other words, incentive motivation is characterized by affect, the production of pleasure or displeasure. Early psychologists argued that almost every sensation we have contains some degree of reward or displeasure. This might explain why the new participants in the McClelland experiments fared well and better than those who were originally from the company. The second point of conclusion explains that the original company participants were already used to the environment and the rigors of the experiment provided an additional push to the already rigorous environment. Human Motivation in the Human Setting Page 2 In addition to this, it will be worthwhile to take another answer to the perennial question: How do you install a generator in an employee? A brief review of Herzberg’s Motivation-Hygiene theory of job attitudes is required before theoretical and practical suggestions can be offered. The findings of those experiments and studies, along with the corroboration from many other investigations using different procedures, suggest that the factors involved in producing job satisfaction (and motivation) are separate and distinct from the factors that lead to job dissatisfaction. Since separate factors need to be considered, depending on whether job satisfaction or job dissatisfaction is being examined, it follows that these two feelings are not opposites of each other. The opposite of job satisfaction is not job dissatisfaction, but rather no job satisfaction; and similarly, the opposite of job dissatisfaction is not job satisfaction, but no job dissatisfaction. Two sets of different needs of man are involved here. One set of needs can be thought as stemming from his animal nature – the built-in drive to avoid pain from the environment, plus all the learned drives which become conditioned to the basic biological needs. For example, hunger, a basic biological drive, makes it necessary to earn money, and then money becomes a specific drive. The other set of needs relates to that unique human characteristic, the ability to achieve and, through achievement, to experience psychological growth. The stimuli for the growth needs are tasks that induce growth; in the industrial setting, they are the job content. Contrariwise, the stimuli inducing pain-avoidance behavior are found in the job environment. To illustrate, a typical response involving achievement that had a negative effect for the employee was, â€Å"I was unhappy because I didn’t do the job successfully. † A typical response in the positive side, on the other hand was, â€Å"I was happy because the company reorganized the section so that I didn’t report any longer to the guy I didn’t go along with. † Human Motivation in the Human Setting Page 3 What then should the manager do? To answer this question, let me get back to the thesis of McClelland (1965). He outlines four major techniques: 1. Goal Setting – McClelland stresses the involvement of considerable goal setting. In an organization, employees get motivated as they come to embrace the same goals set in the organization. Aside from the function of motivation, it also keeps the people intact and together. Goals can then be developed from the general to the specific. 2. Language of achievement – the point here is to develop the â€Å"achievement syndrome. † â€Å"This part,† says McClelland â€Å"deals specifically with having the individual learn to think, talk, act, and perceive others like a person with a high achievement motive†¦In short, the participant learns to use the language of achievement so that it colors his experience in every day life. † 3. Cognitive Supports – In brief, the employee needs to have a logical environment, a good self-image, and a thing that he/she will value for life. These will motivate a person to perform better. 4.and lastly, Group Supports – the people around the person must provide emotional stability and support for the growth of a person. Respect and acceptability is the key for this last facet. Human Motivation in the Human Setting. BIBLIOGRAPHY Baldwin, C. (1966). The Functions of the Executive. Cambridge, Harvard University Press. Maslow, A. H. (1943). â€Å"A Preface to Motivation Theory† Psychosomat. Med. Vol. 5 McClelland, D. C. (1965). â€Å"Achievement Motivation can be Developed† Harvard Business Review. Harvard College.

The Future of Book Production

The onset of information technologies in the last several decades considerably changed and continues to change our everyday lives, our habits, our economy. New industries appear, old ones disappear or change beyond recognition, and one of the industries that simply cannot ignore the technological progress is, of course, book production. E-Books vs. Printed Paper A lot of people believe that printed books will turn into an anachronism in a matter of years – e-books are just too convenient. In order for a printed book to reach its final user one has to create its layout, get a printing press, procure expendable materials, print it, bind it, put it into a cover and physically transport to every single person that is going to use it. While in case of an e-book one has to prepare it once for every separate format, after which the final user will be capable to download it and use it with his or her reading device. No need to line your walls with bookshelves that gather dust and smell of mold. No need to carry a bagful of books with you if you want to read during a long journey. If you have your reading device with you, you can have any number of books you need or like at any given moment. But of course there are still naysayers. They base their disbelief in the possibility that e-books will ever become completely dominant on different premises. Some say that e-books just don’t have the feel of ‘real’ books and there will always be a percentage of nostalgic readers who will choose to use time-honored technology. Others think that e-books are bad for the eyes. Still others – and it is the most interesting idea of all – believe that e-books are very far from being such an ideal medium as it is often portrayed. Technological Difficulties In fact, some publishers find dealing with e-books even more difficult, taxing and full of setbacks than traditional printing. The problem is based on the fact that there are different devices which use different formats, and the producers of these devices are ready to go out of their way to promote their own formats and make it impossible to use on all other devices, fighting for their share of the market. There are, for example, the following formats: PDF document. EPUB format, used in most e-book hardware and software. MOBI, proprietary Amazon’s format which is a simplified version of EPUB. KF8. FB2. And it is just to name a few. Remaking of a book for each and every of these formats is a long and arduous task, entailing many technological difficulties. It may turn out that it is quicker and easier to publish a book the old-fashioned way than to try and deal with all this chaos. However, one shouldn’t forget that the art of book printing existed for centuries and was perfected by generations of experts, while e-books have been in more or less active use for several decades. They will achieve the same level of perfection – in time.