Essay about In Defense of Direct Perception - 2954 Words

In Defense of Direct Perception ABSTRACT: My goal in this paper is to defend the claim that one can directly perceive an object without possessing any descriptive beliefs about this object. My strategy in defending this claim is to rebut three arguments that attack my view of direct perception. According to these arguments, the notion of direct perception as I construe it is objectionable since: (1) it is epistemically worthless since it leaves perceived objects uninterpreted; (2) it cannot explain how perceived objects are identified; and (3) it is ill-prepared to assign objective content to perceptual states. What is involved in the claim that one directly perceives an object? The notion of direct perception that I propose to†¦show more content†¦Clearly, this is a form of what many people would call indirect perception. It includes such cases as perceiving something on the basis of, or by means of, perceiving something else. And, I submit, if this is what it means for a belief to mediate ones perception of an object, it follows that there are, in fact, such things as direct perceptions, and that the object of a direct perception is an undescribed object. For, to begin with, any chain of inferences has to start somewhere; and, eventually, there has to be a belief, state of mind, or state of the world, of which one is aware, without ones having been aware of some other belief, state of mind, or state of the world beforehand. Such a belief, state of mind, or state of the world is directly, that is, noninferentially, perceived. Furthermore, suppose that the object of a direct (noninferential) perception is a described object. Since, once again, any description of an object is expressed as a belief, and since we are assuming here that the way for a belief to mediate ones perception of an object is by means of an inference, this means that the belief expressing the description is playing an inferential role in perceiving the object—which contradicts our assumption that the object of perception is uninferred. And so, by reductio, the object of a directShow MoreRelatedEdward Luttwak s Analysis On Military Force, Military Power, Policy, And Deterrence Essay1355 Words   |  6 Pagesdescribes military power as the perception of a state’s capability to impose unacceptable consequences on other actors, enabling the state to gain compliance without the actual use of force. This definition recognizes that the ability to use force is essential to create the perception of power. However, since power allows a state to gain compliance without using force, it does not consume resources the way direct military action would. Furthermore, the perception of power may be greater than theRead MoreShould The Employer Escape Liability For Disability Discrimination Based On Its Irrational Assumption? Essay1466 Words   |  6 Pagessafely perform the essential job functions. The employer’s physician concluded that the employee with a disability could not safe ly return to work because she posed a risk of a direct threat to herself. However, the employee’s treating physician concluded that she could safely perform the job without posing a risk of a direct threat. Despite these competing medical evaluations, the employer disregarded the employee’s medical evaluation and the individual. Should the employer escape liability forRead MoreA Just Man Should Fear No Death in the Apology by Plato Essay825 Words   |  4 PagesPlato’s Apology The Apology was written by Plato, and relates Socrates’ defense at his trial on charges of corrupting the youth and impiety. Socrates argues that he is innocent of both charges. 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From the facts, Arnett claims to have observed a mess of scrambling arms and legs, realizing a beat later that Nolan had been struck. The defense will assert Arnett’s delayed realization resulted from a lack of perceptual clarity from witnessing the accident under water. In response, Arnett will cite a California court decision where the plaintiff, while seated in a parked car, did not visuallyRead MoreDefense Mechanisms Have A Negative Effect On Personality Development1352 Words   |  6 PagesHypothesis: Defense mechanisms have a negative effect on personality development. My Initial Hypothesis In life, we encounter situations that we put ourselves in and then need a way to not place the blame where it should be. Like, failing a test and blaming the teacher when you know you didn’t study. Or, something happens to us that we aren’t quite ready to accept. For example, not getting a passing grade then ignoring it and not taking the proper steps like retaking it. By behaving as if youRead MoreThe Security And Foreign Policy1302 Words   |  6 Pagesimportant to intercept terrorist and their resources before they have the opportunity to attack. Combining law enforcement and intelligence is the principal method of accomplishing this (Hughbank Githens, 2010). Intelligence is vital to homeland defense and security. The U.S. intelligence community (IC) has the responsibility of conducting intelligence activities that are necessary for conducting foreign relations and for the national security of the United States (â€Å"Intelligence Community†, n.d.)

Job Satisfaction in Organizational Psychology Free Essays

Job Satisfaction in Organizational Psychology Job satisfaction can be known to some people as an important element in their lives. If an individual is unhappy with their occupation it may affect other parts of their life. Job satisfaction can be seen in what one wants in a job as to what one has in their current job. We will write a custom essay sample on Job Satisfaction in Organizational Psychology or any similar topic only for you Order Now Definition of Job Satisfaction Job satisfaction can be defined as an attitude or feeling one can have toward ones job. Job satisfaction is â€Å"the extent to which people like (satisfaction) or dislike (dissatisfaction) in their jobs. Spector 1997) One of the biggest studies in job satisfaction was the Hawthorne studies which were credited to Elton Mayo in the year’s nineteen twenty-four to nineteen fifty-three. Elton Mayo was from Harvard Business School who sought to find the effects of various conditions focusing on workers’ productivity. His study showed that changes in work conditions temporarily increased productivity which is also known as the Hawthorne Effect. Some individuals may form an attitude towards their jobs by taking into account their feelings, beliefs and behavior. All these different factors can affect ones job satisfaction Example of Organizational Socialization and Job Satisfaction A great example of how organizational socialization goes a long way in ensuring job satisfaction is in the United States military. When a person decides to join any branch of the military there is a process in becoming a soldier. The organizational socialization that the military subjects the future soldiers to may be different than what goes on in the civilian world or any standard organization. Boot camp is the training that all soldiers must partake in and pass in order to become a soldier. Boot camp is where the United States will teach the individual civilians the behaviors, skills, functions, values, culture, and roles that must be learned before one can be considered a soldier (McKittrick, 1984). Once boot camp has been completed and the soldier has passed both the physical and mental requirements, then this will have a major influence on the performance of the soldier (McKittrick, 1984). Completion of the formal socialization or boot camp will increase productivity, increases self assurance, self worth, self esteem, oyalty, and job satisfaction (McKittrick, 1984). The better and faster that a soldier or any new hire is socialized then in turn will have a trickledown effect and the higher level of organizational socialization will lead to higher levels of job satisfaction. Higher job satisfaction will then lead to higher retention by the company, thus saving the company or in this case the government money by decreasing turnover (McKittrick, 1984). For this reason t he government normally offers cash bonuses to soldiers who wish to re-enlist in the military for. Explain the impact that organizational socialization has on job satisfaction? The impact of organizational socialization has on job satisfaction is factored on job performance. If an individual is not satisfied with the organizations core role, the individual will rebel when not given the proper answers to the demand. Organizations base performance results on individual workload. Workload is commonly known as the work given to an individual at a certain time frame. Workload can also be defined as a stress carrier and if the quantitative workload is not distribute properly. Organizational socialization is in charge of complying properly with the individuals needs to avoid issues as occupational stress (Jex, 2008). Motivation is the key to understanding and fulfilling the individual’s necessitations. Job satisfaction is impacted personal issues when in time can accumulate and develop stress. The individual’s performance includes well being, motivation, and encouragement. Each organization hires different ethnicities, different cultures, and unique individuals. The organizational socializations goal is to find the key to each individual and promote job satisfaction. A goal setting atmosphere is preserved to the gravity of job satisfaction. When the individual has no motivation for success and looses interest in the commitment to the organization; results of failure in organization socialization (Jex, 2008). Job satisfaction comes from understanding the importance in commitment of the organization. Organizational socialization impacts the satisfaction and well being of the individual. The impact the individual leaves on the company’s success is the result of the job satisfaction of the organizations member. Commitment is the key of the organization. Motivation is what drives the individual to keep the company growing. The job satisfaction of the individual is the result of organizational socialization. Relationship between Organizational Commitment and Job Satisfaction The relationship between organizational commitment and job satisfaction is significant. Job satisfaction can be defined as the extent to which people like or dislike their jobs and organization commitment is a psychological state that determines the employees relationship with the organization and can determine how long an employee will stay with an organization. Researchers have determined there are three types of focuses that determine types of organizational commitment; affective, continuous, and normative. Affective commitment is the employee’s perception of how they feel about their organization and how they identify with their organization. Continuous commitment is the cost that employee feels that will be made is they stay or leave an organization. Normative commitment is the level of commitment an employee feels towards their organization. Job satisfaction is one of the most frequently measured organization variables. Organizations use these measurements to determine how satisfied their employees are and researchers use this information to determine if the job satisfaction or the lack of job satisfaction is a situational perspective or interactional perspective. Organizational commitment is critical to organizations due to the desire to retain a strong workforce. Organizations want to know why employees stay or leave their organizations so if correction is needed they have some tools to proceed with the correction. High turnover of employees in an organization can determine if an organization is successful or not. While turnover is related to all three areas of commitment researchers have determined that Affective commitment is one most associated with absenteeism and organizational citizenship (Williams J. 2004). Example on Organizational Commitment to Positively Impact Job Satisfaction At times employees go to work each day knowing they have to complete the daily task of doing so. Some individuals may not like their current job or what occupation they currently hold for one reason or another. At times, it may not be the fact they may not like their job, but the working conditions, policies or even the people they make work with. Job satisfaction and organizational commitment are two of the most important roles people live with each and every day. Both may and can impact and individual’s relationship whether it may be at work and dealing with family issues and may affect them with work depending the outcome of work situations and/or issues. In order for an employee to be able to be content and provide and excel in excellence in their daily job duties, some employers may suggest incentives. They may provide bonuses or time off for some employees doing well. This may help the employee keep doing better by working hard so they may receive the incentive. Some employers may offer alternate work schedules. This can help employees complete daily task and balance work with personal life so one may not interfere with the other. â€Å"Organizational commitment is a psychological state that (a) characterizes the employee’s relationships with the organization and (b) has implications for the decisions to continue membership in the organizations. † (Meyer and Allen 1994) This basically states if employees are happy working with the organization they will do well and if the employee is not happy with the organization it can affect the way they perform their daily duties for the organization. Some employers provided assistance with counseling in case an employee is having trouble or personal issues they may be dealing with that maybe affecting their job duties. This may help the employee resolve or take care of personal issues so they may feel up to par to continue with their work. The way on organization deals with policies and or rules and enforces them may also affect the way there employees are working. Employers may also have frequent meetings or mediation gatherings to ask employees opinions on what may be working or what may need to change to better employee’s production. They may also provide different types of training to ensure all employees are taught the same and may be on the same page as everyone else and upper management. Job satisfaction is an important factor to think about since work is one of the main functions people all around the world experience each and every day. If one is satisfied performing their job duties each and every day they will work well and even improve some regular job functions. References Williams J. 2004), Job Satisfaction and Organizational Commitment, Sloan Work and Family, Research Network, Boston College, ttp://wfnetwork. bc. edu/encyclopedia_entry. php? id=244 Source: Jex, S. M, Britt, T. W. (2008) Organizational Psychology. A Scientist-Practitioner Approach. Second Edition. Retrieved from uop McKittrick, R. B. (1984). An Analysis of Organizational Socialization in the Marine Corps. Retrieved from http://www. globalsecurity. org/military/library/report/1984/MRB. htm Herzberg, F. (1968). One more time: How do you motivate employees? Harvard Busines How to cite Job Satisfaction in Organizational Psychology, Papers

Common Courtesy in Our Society free essay sample

In every society, there are norms established that are used as laws, with no consequences if you decide to break them (Schaefer 48). I decided to break a social norm to see other peoples reactions to my out of the ordinary behavior. One type of social norm is an informal norm, which is a generally understood behavior that is not written down as a law (Schaefer 49). An example of an informal norm in the United States is asking someone how they are doing as a form of courtesy to others. However, the usual response is good or fine, to avoid overwhelming others in casual conversations, when sometimes they dont even care. We have learned behaviors of being courteous and considerate of others, without actually needing to have the concern. Cultural vales are collective conceptions of what is acceptable and unacceptable in a society, and influences the behaviors of those people (Schaefer 51). We will write a custom essay sample on Common Courtesy in Our Society or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page Our cultural values are kindness, helping others, dependency and politeness. Those values, are related to our behaviors, such as, asking people how they are doing. With that being said, I decided to experiment with this social norm. Instead of responding to â€Å"how are you doing†, I decided to tell my whole life story and reveal my actual problems to a stranger. I said, â€Å"Im not okay, my mother just died, I do not know where I am going to live, because I do not have a job and cannot pay the bills for the house we lived in, I do not want to be homeless, Im all alone, can you help me†. The subject replied in shock with my response, he said, â€Å"um, I dont know what to tell you, but I dont know how I can help you† The subject wondered why I told him my problems looking for help, I said, â€Å" Well you asked me how I was doing, and I just simply responded†. I knew the response he was looking for, but I did not give it to him because I wondered what the reaction would be to a different response to that question. I was given a negative sanction to my behavior, which is a penalty for conduct concerning a social norm (Schaefer 50). The sanction was the negative response to my behavior, the look the subject gave me and the words he said to me that were not helpful or the lack of encouragement to do it again. I tried this experiment with another person, whom I knew this time. I ran into one of my friends, and we asked each other how we have been; she responded â€Å"great† and I responded with, â€Å"life has not been treating me well, my fiance and I broke up right before the wedding, after me and my family already went bankrupt because of it, and now I dont even have a husband or a job†. The response of the subject was a little different this time, because she actually was my friend, so she replied with concern and willingness to help me through my struggles in life. The difference in this trial was that we actually did care for each other, so we meant it when we wanted to know how each other was. When a stranger asks how you are, they dont mean it, it is simply a form of courtesy to seem like a nice and caring person, because another cultural value we have is the way we look to others. I did many other trials, and some people asked the question without waiting for a response, or if I gave one kept walking, to show they didnt care at all in the first place. Our concern of our reputation is more important than others in our eyes, our society is very selfish because of many forms of competition that exist for survival in our nation and the modern world. Competition also influences our behavior because we want to seem better than everyone else, to get more out of life than others. I was not surprised of the responses I got, because I am aware of this social norm, however I do not ask people how they are doing when I do not mean it. I think that you should not pretend to have a concern when you do not, just so you can look better or feel like a good person. â€Å"How are you? † is not a greeting that should be given to everyone, it is something you ask seldom, when you really would like to know. Afterward, I told some of the subjects about my experiment, and asked if they were aware that â€Å"How are you? † became a greeting, with a non expectant of a response. The subjects agreed and told me that they hadnt realized it, or were aware and thought that no one would ever break the norm. I would like to experiment with all of the social norms, to see how everyone would react, because every society has standards to follow. In my opinion, norms are allowed to be broken because they are not documented as laws, and have no consequences if being broken. There are only negative sanctions as consequences, as long as you do not harm others or break any formal laws. A formal norm is, a law that has been written down, and has a strict punishment of its violators.