The Sung Dynastys Rise and Fall free essay sample

An analysis of the Sung era in China and those who experienced it. This paper discusses the Sung Dynasty and a famous poem that attacks the people of the era for hiding their head in the sand and pretending that everything was okay. The writer of this paper uses two sources to develop the argument that the false happiness of that era was a display of weakness in the people. As we go through history we can document various attitudes that have been felt by people who lived in that history. Chinas history is long and colorful with many changes over the years, and each change brought with it attitudes and opinions of the people who lived it. The Sung Dynasty in China is one of the most discussed eras for several reasons. It affected both the north and the south enough that it was divided into two separate eras. We will write a custom essay sample on The Sung Dynastys Rise and Fall or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page In addition there was a forced cheerfulness that was not felt by many but displayed by all. A famous poem that was written on a wall in China is now reproduced in many Chinese history textbooks. The poem serves not only as a reminder of what happened during the dynasty and how people felt about it but also to remind the people never to fake happiness again or they may find themselves taken over by a government or dynasty that does not please them.

Feeling Like a Fraud

Feeling Like a Fraud Every time I begin a new book, I doubt my skills to make it happen. Just last week I told my husband as we cooked dinner: I keep wondering if my first books were chance, luck, my best ideas used up. He shook his head, marveling at my silliness, telling me as always that I think too hard. But invariably when I write, I wonder, Am I pretending to be a writer or am I really a writer, and how do I know the difference? Any writer who thinks they have arrived are not writers to read. Ive learned that much in this crazy business. The biggest names in the business continue to improve on their craft, their brand, their storytelling ability. We start as novices, then we advance to mid-level where weve learned a few things, but we arent masters. We make some money, but not enough to crow about. Many of us quit along the way, because that doubt takes hold and wins. Others weather through that insecurity over and over, dying at a higher rung on the ladder or choosing to climb higher. But nobody is immune to the feeling that they are trying to be something they are not. Just like were supposed to turn off our internal editor as we write, we should invest ourselves in a story for the sake of storytelling, not for the dream of fame and wealth. Its those who continue writing, those who write because they simply enjoy the experience, those who fight to be better without putting a dollars and cents measurement on the investment, who wake up one day after writing day after day and realize theyve actually done something decent and earned a degree of respect. Its not a flash in the pan. It sneaks up on you . . . assuming youre still around. The legitimate reward of writing is the writing itself. Your job is to write and make it a part of your being. Of course you want people to appreciate your work, but thats the gravy, people. Improve, improve, improve. Then after years of daily diligence, someone just might recognize you as an overnight wonder. But if not, no big deal. Writing is what you would do with your life anyway.

Motivation at Work Essay Example | Topics and Well Written Essays - 1500 words

Motivation at Work - Essay Example The first motivational theory that will be considered is Maslow's hierarchy of needs theory. This is a content theory that states that there are five levels of needs that an individual moves through. The first level is physiological needs, which refers to the basic need for food and shelter. The second level is safety needs, which includes having job security. The third level is belongingness needs, which refers to an individual's need to feel like they are part of something and to feel that their contribution is important. The fourth level is esteem, which refers to an individual's need to feel good about themselves, including feeling that their work is appreciated. The fifth and final level is self-actualisation, which refers to the individual feeling that they are realising their potential. This final level represents the individual being at their most motivated. At this point, the employee works to be the best that they can be, while feeling maximum satisfaction and while also fe eling that their contribution is valued. The important thing about the hierarchy is that individuals cannot achieve any stage without first progressing through the earlier stages (Daft 1997, p. 529). Therefore, an employee cannot reach the self-actualisation stage if their physiological, safety, belongingness and esteem needs have not first been met. This means that a manager must ensure that every level of need is provided for if they want employees to be highly motivated. The first level is physiological needs, which is the need for food. To provide for this need, the manager needs to ensure that employees are adequately compensated. The next stage is safety needs. Safety needs have been provided for when employees feel that they have job security and that they are physically safe within the workplace. The third stage is belongingness needs, which refers to an employee's need to feel that they are part of something. This means ensuring that employees know their role in the organis ation and how they fit into the organisation as a whole. The fourth stage is esteem needs, which is the employee's need to feel good about themselves. To achieve this, employees need to be praised for their actions. This praise could be in the form of a monetary reward, an award for their efforts, or a simple thank you. This can also be achieved by giving the employee an opportunity to achieve that they feel like they are contributing. The final stage is self-actualisation. This stage occurs when all other needs have been met. At this stage, employees work for themselves, as much as for the company, where they desire to achieve goals because it matters to them. This is the maximum motivation achievable based on the fact that all individuals will ultimately value themselves more than anyone else. This theory can be applied by managers by recognising the level that employees are at and taking actions to help them progress through the stages until they reach the maximum level of motiva tion. The next theory that will be considered is ERG theory. It is another content theory and is quite similar to Maslow's theory. ERG theory describes three levels of motivation: existence needs, relatedness needs, and growth needs. The first level of existence needs is similar to Maslow