Organizational Behaviour And Employee Development Business Essay

Organizational Behaviour And Employee Development Business Essay Can managers create employee motivation? Discuss with reference to the theoretical material outlined in the module. Motivation is the driving force in which human being achieve their goals. Motivation is the power that strengthens behavior, gives the route to the behavior and it triggers the tendency to continue. Motivation is a course that is concerned with a kind of strength that boosts the performance and directs one towards accomplishing some definite target. Motivation is a force that helps individual to achieve their desires. It is a strength that helps individual to stay focus and determined. Over the years many authors have defined motivation but up till date there is no single definition for motivation. According to Goddard et al (2006) it is an accumulation of diverse routes which put across and manipulates our activities to attaining some particular ambitions. However, despite different definition of motivation there are some common concerns expressed such as the individua lity phenomenon. Individual can be motivated differently due to their behavior, attitudes, goals and values. Employee behaviors can be change toward achieving success in an organization by applying a sort of motivation. Employee motivation is one of the policies that managers use to increase the effectual job management among the employees in the organization. An employee who is motivated is responsive of the goals and objectives that she or he must achieve and she therefore directs her efforts towards that direction. Motivation usually formulates an organization more successfully because the provoked employees are constantly looking for the improved practices to do the work. It is therefore important for organization to persuade employees motivation. One key factor in employee motivation is the opportunity that the employees want to continue to develop and grow the job and career enhancing skills. According to Goddard et al (2006) training is the planned intervention which is designed to enhance the determinants of an individuals job performance. Managers are individuals that are responsible for heading organizations. Managers are also accountable for overseeing of the various departments within an organization. In any organization, the management of employees should be the first priority of all managers. How employees functions within the organization is highly dependent on the relationship that they have with the management. Managers thus play a vital role in motivating employees. A motivated employee will be more productive and effective in his work station than an employee with strained relations with the manager. Managers should strive to maintain a positive relationship as such productive relationships enable managers to accomplish the organizational goals and objectives. Effective management allows managers to capitalize on the strengths of individuals employees. A manager can motivate his employees to use their strengths to see a business venture succeed. The success of a manager in encouraging his employees to be pro ductive translates to success in the organizational operations as the company is able to attain its set goals and objectives. Managers who have a vision for their organization can create employee motivation that will see an organization soar and become successful. According to McGregory (1960), the management should strive to organize the element of productive enterprise which includes the finances, raw materials, resources and the people within the organization. It is only through the proper management of these elements of productive enterprise that a manager can effectively lead an organization towards reaching its economic ends. The people within an organization refer to employees. The management is responsible for the direction, motivation and control of the actions of its employees  [i]  . The behavior of employees within an organization is reflective of the kind of leadership and management that persists within the organization. The active intervention of the management in the functioning of employees within an organization reduces the risks of resistance among employees. According to McGregory (1960) employees need to be persuaded, rewarded, directed, punished and controlled by the management. Managers need to establish the ideal approach to use so as to motivate employees to work harder and efficiently within the organization. The hard approach of management involves the use of coercion, threats and extreme control to get functions of the organization operational. The hard approach to management of employees may bear result, but it breeds negativity such as demoralization of employee, high employee turn out and sabotage of organization objectives. Alternatively, employees can choose to select the soft approach of managing employees. The soft approach of management involves satisfying employee demands, and emphasizing on harmony. The soft approach may be the ideal strategy, though it can also lead to abdication of management and indifferent performance. Managers should thus strive to establish a firm but fair approach that adopts bits of the hard and the soft approach of management of employees. Managers can also motivate its employees by considering the diverse needs of employees as presented in Maslows theory of human motivation. Managers should ensure that employees are able to meet their physiological needs by working in the organization. The job description that an individual undertake should be satisfactory enough in terms of financial benefits. An employee would be motivated to perform if his job enables him to meet his basic needs. Other needs such as safety needs, love needs and esteem needs. The management can motivate employees by reviewing the esteem needs of employees. This can be done by giving recognition to employees for their efforts. Managers should also hold each of employees with equal importance so as to motivate each to work in their respective work stations. Employees must be able to work in organizations that allow self actualization. Employees need to have a sense of growth and development as they work in their organizations. Managers can achieve thi s by engaging employees in strategies such as training and development programs. Employees will be motivated to work for institutions that give them a chance to grow. Managers must strive to see their employees receive training and educational opportunities as they work in the organization. The ability of an employee to shift from one job description to another motivates them to remain productive and efficient. Managers should motivate employees to perform by creating career growth opportunities. Training program within the organization are indicators that a manager desires to retain its employees. It is also an indicator that the management desires to take its employees to greater levels of achievement. Managers should ensure that the organization embraces an elaborate training system from the time an employee is hired. How the organization orientate a new employee is critical on the success of the organization. An orientation activity can drive or destroy employee relationships, which in turn affect their motivation and performance within the organization. Alderfer (1972) presents an alternative look of the human needs rather than the one provided by Maslow in his hierarchy of needs. Alderfers theory is known as the Existence, Relatedness and Growth (ERG) theory. The existence category as provided by Alderfer refers to the basic needs that human begins desire for so as to survive. These are basic needs such as food and shelter as provided in Maslows physiological and safety needs. Just like in Maslows an individual will be motivated to work for an organization that enable him to satisfy these needs. With this in mind manager should ensure that they adopt a pay system that guarantees reasonable payment to employees. The second category refers to needs associated, with relatedness and ability to form personal relationships. Managers should be able to create an environment that fosters unity and a sense of belonging among employees. A sense of belonging leads to productivity and performance as employees considers themselves a unit. The em ployees, as a unit, strive to achieve the organizations goals as well as set targets. An employee will be motivated to operate in an environment with warmth rather than hostility and conflict. Vroom (1964) the expectancy theory looked at how individual perceived the attractiveness of reward and how to achieve it. Individuals work in an organization with the intention of benefiting in one way. The reward system covers the drive to acquire among employees within an organization. Managers should strive to establish an elaborate reward scheme that note high performers and low performance. Rewards in the form of commissions and compensation packages to high performing employees motivate the winners to keep up the exemplary work. Similarly, those identified as average or low performers will strive to work harder. Subsequently, the organization ends up with a highly motivated team that strives to achieve the overall goals of the organization. Rewards for performance motivate employees to achieve the target that managers set for the organization. It is the incentives that the managers offer to the employees that determines their levels of motivation to see the company achieve its targets. Some individual may also think that the target is unattainable therefore affecting their expectations of meeting the set target It is the responsibility of managers to ensure that they create a healthy relationship with the employees. Employees must be able to function where they can demonstrate their potential without barriers. Creating an environment where employees work at their level best means that there is minimal conflict. Conflict interferes with the work environment; managers should thus strive to ensure that all employees understand the need to avoid all forms of conflict and focus on working in unison. Employees must function in a scenario where they trust each other; where employees are comfortable working with each other. It is the presence of such environments that employees feel motivated to work and become fully committed to the responsibilities assigned to them. The manager plays a vital role in ensuring that employees have healthy relations at the workplace. The manger must take the role of the team leaders. As a team leader, he should strive to understand and know his employees well. It through understanding their employees well that the manager will understand the interests and specialization of each employees. He will then assign task and responsibilities based on the employees specialization. A motivated employee is one who is given an opportunity to demonstrate his potential, managers can encourage this by allowing employees to select task and responsibilities they believe they can perform best. Managers should also motivate their employees by being good role models. Manager should encourage team work and working towards one goal. He should also avoid negative subjectivism as well as partialities that strain relationships in the workplace. Acts of favoritism of some employees over others should be avoided. Managers should also strive to compliment employees when they perform exceptionally. Similarly, he should correct them when they fail to perform as expected. The model job characteristics which consist of five core dimension help to describes motivation in the context of job satisfaction. ( Hackman and Oldhams 1975). The five core dimensions that can be associated with job satisfaction levels of employees within an organization. The skill variety the extent to which an employee is required to used multiple or different level of skills. The core dimension is task identity this is where an individual is identifiable in completing a piece of work from start to finish. The third core dimension is task significance whether an individual job affect other people work which relate to the importance of the work. The fourth core dimension is autonomy the freedom or discretion for people to perform and organized work. The fifth core dimension the task feedback this is the feedback that employee receive after completion of task. It could also be feedback receive on job performance. The element of bonding within an organization determines the ability of employees to work together and achieve set goals. The sense of belonging that employees achieve within an organization determines their level of motivation. Managers can strive to enhance the motivation levels of employees by formulating an organization culture that promotes positive aspects of work such as team work, collaboration and friendship. Managers should strive to foster mutual reliance and friendship among employees. Employees must be able to recognize each other as not only co-workers, but also friends who they can entrust with their personal stories. The ability of implementing a strong culture that emphasizes on oneness encourages best practices within the organization. The third drive is the drive to comprehend events and situations that occur around human beings. It is by understanding different aspects of events that individuals are able to establish reasonable actions and responses. In the workplace, the drive to comprehend means that employees must be capable of making viable contributions. Manager should be able to create job descriptions that pose a challenge to the employees. Challenging job descriptions give employees an opportunity to learn and grow. It also eliminates the risk of monotony which discourages employees as they feel trapped and without any prospects of growth  [ii]  . Managers should also strive to give employees job designs that are distinct and give important roles for employees within the organization. The job designs must be meaningful so that employees get a sense of purpose within the organization. Employees must be able to see that there are integral parts of the organization due to the specific role they are under taking within the organization. Creating a feeling of security and confidence Manager should ensure that they participate in transparent performance management and resource allocation process. Employees who are certain of their job security regardless of business actions such as mergers and acquisitions are motivated to perform rather than employees that are unsure of their future within the organization. Managers should ensure that they engage in fair organizational process. If the management intends to engage in a retrenchment exercise for instance, they should strive to ensure all employees comprehend the need of the restricting exercise and the effects of the process  [iii]  . Manager should also be just and transparent in processes such as rewarding and recognizing employees for their efforts within the organization. According to Gitman, McDaniel, (2008) managers who desire to motivate their employees to perform exemplary must be able to detect talent among employees. A manager can detect positive traits among a few employees. Instead of picking out the exemplary employees from the rest, an ideal manager will formulate a strategy to capitalize on these unique traits. The manager must determine an effective strategy to capture a talent and turn it into performance. In any organization, it is impossible to find employees that function the same way. Employees exhibit different skills and talents that a manager must be able to tap and use to realize the company success. A manager that focuses on employee strength is able to lead the employee to success. The manager is also able to encourage employees to embrace the spirit of team work that they can rely on so as to achieve organizational objectives. Conclusion Employees are valuable assets of any institution; it is the responsibility of management, to ensure that he employees have the morale to work and see the organization soar to success. Managers should take a hand-on approach in their management efforts. Employees need to see their managers putting as much effort in seeing the company succeeds. Manager should be the role models of their employees by guiding them through hardships of employment. Managers can also select the ideal approach to handle the employees. The hard approach may appear too dictatorial, whereas the soft approach may lead to lack of seriousness on the part of the employees. A middle stand enables the managers to be strict, but helpful to employees to achieve their greatest potential. Managers should also consider having a training and development strategy to assist its employees grow. Employees will be motivated to work for an employer who takes the time to see their employees grow and develop in their career paths. Managers must also adopt reasonable pay and compensation packages that will motivate employees to perform. The pay and compensation package must be one that enables employees to meet their basic needs and also secure their future. Reference Alderfer, C. (1972). Existence, relatedness and growth: human needs in organizational settings. London: New York: free press. Bratton (2007) extract from motivation at work, in work and organizational behavior, pp257-269, 272-273 and 487-519. Basingstoke: Palgrave Macmillan. Gitman, L. McDaniel, C. (2008). The future of business. ASTD Publishers Herzberg, F. (1962) work and the nature of man. London: staple press. Cengage learning Maslow, A. (1943) a theory of human motivation, psychology review 50:370-396. McGregor, D. (1960) the human side of enterprise. New York: London: Mcgraw-hill Lauby, S. (2005). Motivating employees. Cengage Learning Vroom, V. (1964) work and motivation, New York: Wiley

HYDROCODONE PLEASE Essay

Hydrocodone is an opioid narcotic â€Å"first synthesized in Germany in 1920 by Carl Mannich and Helen Lowenheim†. (Hydrocodone) Since 1943, hydrocodone use has increased to the point that practically everyone agrees that something needs to change. Hydrocodone is presently a schedule III medication (drugs with an abuse risk less than schedule II). (Controlled drugs) There is currently a petition from the DEA (Drug Enforcement Administration) to reschedule hydrocodone to a schedule II medication (drugs with a high abuse risk but also have safe and accepted medical use in the United States). (Controlled drugs) â€Å"On January 24-25, 2012 the Drug safety and Risk Management Advisory committee (DSaRM) meet and voted 19-10 in favor of the rescheduling of hydrocodone†, (Rescheduling) and at present awaiting the final decision from the FDA if the schedule will change. Rescheduling of hydrocodone was first considered in 1999 when the DEA noted a rise in hydrocodone related abu se and deaths. In 2004, when the Advisory committee first met, they agreed there was not enough information to change the schedule at that time. The DEA continued to collect data. In 2009, they resubmitted a petition for reevaluation, citing continued rise in number of prescriptions and increased misuse and frank abuse of hydrocodone. In a 2009 article, (Emergency Department Visits Involving Non-medical Use of Selected Prescription Drug) the CDC demonstrated a steady rise in opioid abuse and prescription opioid related deaths from 2004-2008. They found a 111% increase in ER visits involving nonmedical use of hydrocodone, from 144,600 visits to 305,900 visits. In 2007-2008 -a single year- the volume increased 29%. (2004-2008) The Drug Abuse Warning network (DAWN) â€Å"a public health information system that tracks the abuse and misuse of opioid type medication such as hydrocodone†, (2004-2008) utilized â€Å"trained reporters to collect data from hospital related Emergency room visits via chart review’. (2004-2008) DAWN’s statistics reveal a steady rise in abuse and deaths related to opioid (hydrocodone) painkillers, and the average patient age is getting younger each year. Medical examiner findings parallel the results  of DAWN’s research. The rescheduling of hydrocodone has become a nation-wide issue. Some feel the rescheduling of hydrocodone will hinder chronic pain patients from receiving their medications. I read several blogs by patients on this subject. They are worried about the cha nge. Many state that without this medication, they cannot live a â€Å"normal life† and be a productive member of society. Patients are not the only group that have concerns. There are several pharmacy groups who oppose the rescheduling of hydrocodone. They feel the rescheduling of hydrocodone will create barriers for patients with chronic pain who need the medication. They also believe that hydrocodone, if rescheduled, will â€Å"go up in cost due to the requirement for secure storage, recordkeeping, and inventory management†. (APhA) Some physicians oppose the rescheduling of hydrocodone, Dr. Fudin, a Chronic Pain Management Physician, has stated that the â€Å"rescheduling of hydrocodone will not solve the abuse problem that the FDA is hoping it will. The patients that are abusing hydrocodone will just move on to something else. Plus rescheduling of hydrocodone will lead to inadequate medications for chronic pain patients†. (Fudin) Dr. Webster voices some of the sam e concerns. In his presentation â€Å"Rescheduling Hydrocodone: Patient and Public health Considerations†, Dr. Webster stated that of those who abuse hydrocodone, 55% of them get their medications from family or friends and rescheduling hydrocodone is not likely to change that. Dr. Webster also stated that the rescheduling of hydrocodone could easily effect the costs of the medication, increase insurance cost and make patient access to the medication difficult. He also voiced concerns that rescheduling would cause a â€Å"balloon effect†: that those abusing the hydrocodone will find another mediation to take its place. Replacements could have worse side effects and increase the risk of illegal drug use and abuse. (Fudin) Dr. Bob Twillman, The Director of Policy and Advocacy for the American Academy of Pain Management, also opposes the rescheduling of hydrocodone. Dr. Twillman was one of the individuals on the 2012 FDA advisory committee. His 2013 article also addresses changes to the official FDA policy which would allow opioid painkillers only be used in â€Å"severe† pain, no dose greater than 100 mg of oral morphine per day, and no more than 90 days’ worth. Although Dr. Twillman never officially stated how he voted, his position is c lear. He feels that the rescheduling of hydrocodone will cause harm to chronic pain  patients and really have little to no effect of the high abuse rate. Dr. Twillman uses an aphorism â€Å"a rising tide lifts all boats† (Twillman) to suggest that the increase in production of hydrocodone has increased both the proper use (to help patients that need it) and the abuse of the medication. Dr. Twillman states that a good solution should be to decrease access to hydrocodone for the ones who abuse it, and increase access for the patients who need it. Dr. Twillman also discusses the â€Å"squeezing the balloon† (Twillman) effect, when you take away one supply of an abused opioid another will just take its place. Although Dr. Fudin and Dr. Twillman make valid points against rescheduling of hydrocodone, there is overwhelming evidence that hydrocodone is the â€Å"#1† abused narcotic in the United States and even those who oppose rescheduling agree that there needs to be a change. The State of New York has already taken steps without waiting on the FDA decision. The state put in effect a â€Å"1 STOP law†, (Mulder) which restricts the number of hydrocodone tablets a patient can receive. Instead of the standard six month prescription, physicians are only allowed to write for a 90 day supply. Furthermore, any time a physician writes a prescription for hydrocodone or any other narcotic, they are required to check a prescription database which shows how many prescriptions each patient has had. This is done to prevent â€Å"doctor shoppers† and drug-seekers from obtaining multiple prescriptions at different physicians and emergency rooms. Dr. Brian Johnson, Addiction Medicine Specialist, is happy about the changes. He feels the new system will bring to light how addictive hydrocodone really is. The article â€Å"Prescription Painkiller Overdoses, A growing epidemic†, shows how dramatically the death rates from prescription painkillers have increased over the past several years – â€Å"an astounding 400% increase among women and 265% among men’. (Prescription) not only has the death rate increased, the ages at death are getting younger. It’s reported that every 3 minutes a women is treated in the emergency room for opioid medication overdose. Historically, women are more likely to have â€Å"chronic pain, abuse painkillers and doctor shop†. As a result, hydrocodone abuse is even affecting the unborn. There has been a â€Å"300% increase in neonatal abstinence syndrome (NAS), a group of problems that can occur in newborns when exposed to prescription painkillers hydrocodone in the womb†. (Prescription) The rescheduling of hydrocodone continues to be a â€Å"hot†Ã‚  topic. It is not only academics and regulatory entities like the FDA who find this topic difficult. In my 20 years as an Emergency room nurse, I have seen many patients who truly need this medication. I have also seen the â€Å"drug seekers†, â€Å"ER hoppers†. I have dealt with patients who call to find out what physician is working , the ones who only come to be seen when Dr. â€Å"X† is working, knowing they will receive their narcotics. I see daily the pressure placed on the physicians to give the patients what they want, so in return the patients will give the facility a good satisfaction rating. Based on my research on this subject, my opinion is, for the rescheduling of hydrocodone. Works Cited â€Å"2004-2008, Emergency Department Visits Involving Nonmedical Use of Selected Prescription Drugs — United State.† 18 June 2010. Center for Disease Control and Prevention. Web. 23 Jan. 2014. . â€Å"APhA, other pharmacy groups oppose rescheduling hydrocodone in letter to HHS.† 12 Nov. 2013. American Pharmacy Association. Web. 9 Feb. 2014. . â€Å"Controlled Drugs.† 2002-2013. Texas State Board of Pharmacy. Web. 23 Jan. 2014. . Fudin, Dr. Jeffrey. â€Å"Effect of Rescheduling Hydrocodone is Unknown.† 26 Jan. 2013. Dr. Jeffrey Fudin. Web. 9 Feb. 2014. . Gunter, Dr. Jen. † New Restrictions on Hydrocodone are unlikely to solve any Problem.† n.d. Dr. Jen Gunter. Web. 23 January 2014. . â€Å"Hydrocodone.† 11 Feb. 2014. Wikipedia. Web. 12 Feb. 2014. . Mulder, James T. â€Å"New restrictions on painkiller prescriptions take effect Saturday.† 18 Feb. 2013. The Post-Standard Central New York. Web. 9 Feb. 2014. . â€Å"Prescripti on Painkiller Overdoses, A growing epidemic, especially among women.† July 2013. Center for Disease Control and Prevention. Web. 23 Jan. 2014. . â€Å"Rescheduling of hydrocodone Proposal.† 24-25 jan. 2013. Drug Safety and Risk Management Advisory committee (DSaRM). Web. 19 Jan. 2014. . Twilliman, Bob, Ph.D., FAPM, Director of Policy and Advocacy for the American Academy of Pain Management (AAPM). â€Å"Rescheduling Hydrocodone.† 05 Feb. 2013: 1-5. Livestrong Foundation. Web. 9 Feb. 2014. .

Neoclassicism And Romanticism - 1209 Words

Neoclassicism and romanticism were both heavily influenced in the eighteenth and nineteenth century when it came to the poetry movement. The expression â€Å"Neoclassicism† came from the fact that they were interested in reviving classical forms of art, â€Å"classical† here referring to the art of the ancient Greeks and Romans. The â€Å"Romanticism† in art and literature was a hostile reaction against Neoclassicism, and it emphasizes inspiration, subjectivity, and has an emphasis on emotions and the authority of the individual. They are both in a different era and had different means to them. A particular reading that’s neoclassical is â€Å"On Being Brought from Africa to America† by Phillis Wheatley. It is a short poem about slavery with an African†¦show more content†¦And what I assume you shall assume, For every atom belonging to me as good belongs to you (Whitman 1312)†. The language is the language of a common man, it is the e veryday language nothing too fancy or hard to pronounce and easily understood. The poem was a free verse poem meaning it an open form of poetry it does not contain matter patterns, rhyme and/or musical pattern. It simply flows like he was having a conversation with someone about himself –limited first-person narrative. Romantic poems have a unique individual vision which was the main point in this piece, he is telling the truth about himself and his life. This reading I would consider it Neoclassicism is â€Å"202† by Emily Dickinson. This too is a short poem describes having faith in something and not giving up. She refers to â€Å"faith† as an intervention because people barely have it. I portrayed this as a neoclassical poem because it wasn’t a common man not because of the words but the meaning of the reading is not something you would understand from the first read is has a camouflage meaning to it â€Å"But Microscopes are prudent in an emergencyâ €  (Dickinson 1661). It also had the general truth that is relevant to all people rather than to express their personal point of view when she was referring to truth. Neoclassicism and romanticism were both a fan favorite by the readers. Both of these styles of writing are the complete opposite of each other, one had an unrestricted style ofShow MoreRelatedRomanticism versus Neoclassicism2775 Words   |  12 PagesNeoclassical and Romantic movements cover the period of 1750 to 1850. Neoclassicism showed life to be more rational than it really was. The Romantics favoured an interest in nature, picturesque, violent, sublime. 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How Level of Education Affects Political Party Affiliation

The University of Texas at San Antonio Connecting the Political Dots: How Level of Education Affects Political Party Affiliation Marcos D. Madrigal II Final Draft Pol. 270.003 Professor Effanbee Ayala Introduction The power of America lies within the heart of its people and the ability to have their voices heard. One of the best ways to accomplish this is through an electoral vote. By voting, the people of America or any Democratic country can control the route of the government and the decisions it makes. To decide if those decisions be new and current with society, or kept traditional is why such ability is granted under the 15th amendment. In addition, with voting behaviors determined by Democratic, Republican and†¦show more content†¦As society rapidly changes with an influx of new ideas and issues, studying the college educated and those who are not will help evaluate behaviors and attitudes towards the government, ultimately, clearing the way to adaption into a modern society that perhaps offer remedies of educational and voting discrepancies or even close the gaps between political ideology or identification. Hence, this paper proposes the research question: How does education level influence political party identification. Literature Review While there are many hypotheses and theories as to why education is important for democratic citizens, there is common and consistent agreement within the literature since the 1970s. There is consistency in the belief that education provides both the skills to become politically engaged and the knowledge to understand and accept democratic principles leading to correlative effects on party identification on both individual and aggregate levels (Golebiowska 1995; Galston 2004). Angus Campbell and Philip E. Converse (1972) describe education as the universal solvent, strongly and positively correlated with a host of valued civic attitudes and behaviors such as political party or ideology formation. One literature found that despite the steady increase in the average years of formal education attained by Americans, and the shrinking gap in educationShow MoreRelatedPolitical Socialization And Social Socialization1357 Words   |  6 Pagescues in order to better understand how to integrate with society and, as a result, we take on characteristics of our family, friends, and associates in the hopes of â€Å"fitting in.† One of these social norms includes political affiliation. This concept of forming political ideas through friends, family, and other social constructs such as the education system and the media is called â€Å"political socialization.† Political socialization begins when we first learn of how our government works and can laterRead MoreElectronic Voting System in Punp1668 Words   |  7 Pagescounting is one of the most crucial stages in the election process. 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Nevertheless, America has had a strong two party system for last 150 years, a degree of party stability and endurance that can be found in no other nation (Landy and Milkis, 451). This system of two dominant parties has both its advantages and its drawbacks, the sameRead MoreThe Relationship Between Voter Demographics And Early Voting Turnout3131 Words   |  13 Pageshigher rates than white voters and Republicans. Introduction Voter turnout is a prolific and salient topic in the fields of political science and public administration. Political actors (candidates, strategists, and campaign managers) and administrators (clerks of court, registrars of voters, and other election administrators) desire good information about who, how many, and how often voters are turning out (Leighley and Nagler, 1992). The data analyzed for this research is derived from a 2014 UniversityRead MoreAmerica Is Known For Its Freedom Of Speech1682 Words   |  7 PagesThe dynamics of the American political system gives the American people a voice in what goes on in the government. The right to vote gives all citizens the opportunity to vote on various positions in the government and local areas. Political parties perform a number of functions for the American political system. The functions and components of political parties, interest group activity, electoral politics, public opinion, political participation, and political socialization, all are essentialRead MoreRace and Class in Society Essay1350 Words   |  6 Pagesfew sources focus on the similarities of these issues at a regional or global level. Ideologies of race were used to justify colonialism, conquest and annihilation of non-European peoples, slavery, indentured labor, fascism and Nazism. 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