Sunday, December 29, 2019

The Matrix Is Highly Action Packed - 1220 Words

When the film The Matrix debuted in 1999, it was an instant box office success that captivated many viewers. However throughout the featured famed actors, costumes, special effects and fight scenes, many viewers failed to notice the philosophical issues. Plato and Descartes, just like the characters in the movie are faced and driven to extreme measures to understand the world around them. They are compelled to seek knowledge in understanding what is real, evaluating the mind-body problem, and are left wondering if there is any good. These philosophical features of the movie have raised questions and have made it an interesting film to watch. While many viewers can agree that The Matrix is highly action packed, not all can truly appreciate†¦show more content†¦We are blinded, only see shadows, hear echoes, and the world around us is a mere shadow of what truly exists â€Å"Hence, the only way to believe oneself to have knowledge is to be simpleminded; those sophisticated e nough to see the relativity of everything, but still not wise enough to turn their faces toward the light, can only despair, or delight, in the lack of real knowledge† (BS). In relation to his beliefs are the ideas of the famous Rene Descartes. He doubted the certainty of the external world and came to the conclusion that our senses can’t be trusted. Additionally, Descartes stated that you can’t trust your senses because there has been times when you are dreaming or imagining what you have experienced rather than it being real. Certainly it becomes questionable whether in fact we can believe if any of our principles are true. In The Matrix, Neo finds out the truth and answer to his question. The Matrix is just an illusion of the world around and the humans are plugged in by a computer program. Those who are plugged in have never truly saw the world for what is. Similar to Plato’s Allegory of the Cave, the humans are prisoners forced to see shadows which a re copies of things in the real world. When Neo is finally confronted with the truth he can’t imagine the thought of ever going back. Instead he plans on exposing the truth by revealing how the world they live in truly looks. The mind-problem is by far one of

Saturday, December 21, 2019

Taking a Look at the Tesla Roadster - 2237 Words

The Tesla Roadster Marketing an electric-powered sports car Introduction Tesla Motors, Inc. is a startup automotive manufacturer of electric powered automobiles based in Silicon Valley, California. Named after the famous Russian inventor and visionary, Nikola Tesla, the company was started by Martin Eberhard in 2003 with the objective to manufacture and market electric cars that would be powered by Lithium-ion (Li-ion) batteries – the same kind of batteries that power notebook computers and cell phones. Funding for this venture was initially largely provided by Elon Musk, who was one of the founders of PayPal. After making roughly $180 million from the online payment service, he helped get Tesla off the ground in 2004 with an initial investment of $6.3 million. Later a number of wealthy individuals and private equity firms provided additional funding to the company. The initial—and currently only—Tesla product is a two-seat, high performance sportscar, assembled in the U.K, by Lotus Cars, Ltd. The design of the overall product and Tesla-specific components of the vehicle took place in San Carlos. The Roadster Tesla Motors’ first production vehicle, the Roadster, is an all-electric battery-operated sports car. It has a range of 394 km per charge, and can be fully charged in around 4 hours. Estimated cost of powering a Roadster is $0.02 per mile, compared with about $0.25 per mile for other comparable sports cars. In 2009, a Roadster driven by Simon Hackett drove the entireShow MoreRelatedTesla s Model Of Technology2012 Words   |  9 Pagesbelieved that current technology was not advanced enough to produce a lithium-ion battery powered car. That technology was still years away from developing a functional and cost efficient car that could be used regularly in a person’s everyday life. 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(Johnston, 2014) His initial rise to Global success was due to his company PayPal which generated huge revenue providing secure monetary transactions online. PayPal was sold to eBay for 1.5 billion dollars in the year 2000. (Bellis, 2014) History Tesla Motor’s was started in 2003 by American entrepreneurs Martin EberhardRead MoreResearch of Electric Car Batteries Satisfaction Rate4324 Words   |  18 PagesThe 21st Century Electric Car By Martin Eberhard and Marc Tarpenning Tesla Motors The electric car, once the â€Å"zero-emissions† darling of environmentalists, is sometimes maligned as an â€Å"emissions-elsewhere† vehicle, since the electricity to charge its batteries must be generated in electrical generation plants that produce emissions. This is a reasonable point, but we must then ask how much pollution an electric car produces per mile – accounting for all emissions, starting from the gasRead MoreElectric Car and Tesla2734 Words   |  11 Pagesï » ¿ Tesla Motors 1. 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Tesla’s fundamentalRead MoreTesla Motors15249 Words   |  61 PagesTesla Motors Table of Contents Executive Summary 3 1. Introduction Chapter 4 2. Motivation 4 3. Research question and Sub questions 4 4. Interpretation 4 5. Scope/Delimitation 5 6. Methodology 6 6.1 Project type 6 6.2 Method 7 6.3 Theories and models used 7 6.4 Data collection 10 6.5 Structure 11 6.6 Critisium sources 11 7. Analysis 12 Part 1 12 7.1 Sub question 1 12 7.2 Sub questionRead MoreTesla Motors15249 Words   |  61 PagesTesla Motors Table of Contents Executive Summary 3 1. Introduction Chapter 4 2. Motivation 4 3. Research question and Sub questions 4 4. Interpretation 4 5. Scope/Delimitation 5 6. Methodology 6 6.1 Project type 6 6.2 Method 7 6.3 Theories and models used 7 6.4 Data collection 10 6.5 Structure 11 6.6 Critisium sources 11 7. Analysis 12 Part 1 12 7.1 Sub question 1 12 7.2 Sub question 2 17

Friday, December 13, 2019

Psychology and Motivation Free Essays

This essay examines the topic on ‘psychology and motivation’, where money has long been considered the most effective motivator of staff. Therefore, three specific management theories would be used in this paper to evaluate the use of monetary incentives in employee motivation. Motivation is purely a simple active process of leadership behavior. We will write a custom essay sample on Psychology and Motivation or any similar topic only for you Order Now It creates conditions which drives an individual to do things right. Motivation is a built-in response in an individual and it appears within an individual instead of establishing from the outside (Baldoni, 2005). Motivation is the key to performance improvement. Unfortunately, in today’s working society, the traditional approach of monetary incentives tempts individuals only to a certain extent. Though monetary incentives are able to fulfill the basic needs (hunger, thirst and daily necessities) of an individual, it cannot ‘buy happiness’ like work satisfaction or help people attain power. Money makes people feel self-sufficient. Human beings are thus more likely to put forth effort to attain personal goals (Buchanan, 2009). Instead of using the traditional approach, employers can consider adopting another method of motivating their staff – Maslow’s theory of motivation – Hierarchy of needs. Maslow’s motivation theory shows that individuals are being motivated by unfulfilled needs (Clifford Thorpe, 2007). According to Maslow, there are five types of needs. These needs are illustrated in the figure below. Maslow Theory of Motivation – Hierarchy of Needs (tutor2u) Maslow identified these five needs which are considered the â€Å"deficiency needs. † When one is motivated to satisfy these needs, one will work hard to achieve it. Therefore, these needs must be satisfied in order for work productivity to be improved. When these needs are satisfied, naturally, employees would want to remain in the company. Thus, employers can motivate individuals by satisfying these five types of needs mentioned by Maslow differently. For physiological motivation, employers can provide sufficient meal breaks for employees. This is done in the hope that employees can not only have sufficient time to eat a proper meal, but also time for them to rest and to be re-energized. This time can also be used for the employees to run their errands, since most shops are often closed for the day when these employees knock off. To meet the employees’ safety needs, employers can provide a safe working environment that is generally free of threats to the employees. In this way, employees would feel at ease during work as their safety is being well taken care off. If the employees have job security, it also enhances their satisfaction. For social needs, employers have to ensure that employees do feel a sense of belonging with the company. In order to do so, employers can maintain traditions and working characteristics to create a sense of belonging and of shared values and objectives. By using all means of communications, employers can create a relaxed and collaborative mood between all workers, and also to encourage a team game and a sense of responsibility in the employees. However, this would also mean transferring some of the control from the employers to the employees. For esteem motivators, employers can recognize employees’ achievements by appreciating their work in forms of incentive pay systems. Other than monetary forms, employers can also recognize their efforts in the company’s annual dinners by showing their appreciation with medals or trophies that enhance the rewarded employee’s status, allowing them to feel valued and appreciated for their hard work. Lastly, for self-actualization, employers can offer more challenging and meaningful work assignments which would require employees to be creative and innovate, so that they can progress with accordance to their long-term goals. However, not every individual is motivated by the exact same needs. Employers have to recognize such needs that each employee is pursuing and try to fulfill these needs with reasonable solutions that would benefit both parties. Thus, with employers trying their best to satisfy these five needs as mentioned by Maslow constantly, employees would be more motivated to continue working with the company as they feel valued and appreciated by employers. Thus, this shows that not only monetary incentives are able to motivate employees, the basic needs of an individual are equally essential for employees to fulfill as well. According to Frederick Herzberg’s two factory motivation theory, individuals are affected by two factors; motivation factors which include personal satisfaction and psychological growth and hygiene factors like dissatisfaction. Some typical hygiene factors that Herzberg discovered during his investigation in the U. S. A. would be working conditions, feelings of security, job, interpersonal relation and status (Management. net, 2009). Therefore, if these hygiene factors are not sufficient to the employees, they can be turned into the sources of dissatisfaction with work. For employees’ personal growth, motivation factors like recognition for achievement, responsibility of tasks and advancement to higher level tasks are needed as they are able to create job satisfaction. These factors can help to motivate an individual to perform and achieve above-average performance and effort. However, all hygiene factors must be met first in order for motivation factors to be fulfilling. The different combination of hygiene factors and motivation factors results in four scenarios. A high hygiene but low motivation factor results in an environment where employees have few complaints but are not highly motivated because they merely work for a living. If employees are motivated and yet still have complaints, this shows that the job is full of excitement and challenging, but the wages and working conditions does not meet the minimal individual requirements. The worst situation is the combination of low hygiene and low motivation where unmotivated employees have lots of complaints. Of course, the perfect situation is the combination of high hygiene and high motivation where employees are highly motivated and have fewer complaints (Tutor2u. net, 2010). Herzberg suggested that employers should focus on the people-oriented approach which emphasizes on job satisfaction through job rotation, an arrangement where employees are able to engage in a variety of jobs in the same organization to increase interest and motivation, and also to discover which is the most suitable job for them. In addition, job enrichment is yet another method where employers can enhance individual jobs, allocating more responsibilities to individuals with the aim of rewarding and inspiring the staff. A combination of the previous two methods is likely to result in the best result (Fisher, Schoenfeldt, Shaw, 2003). In today’s work and other contexts, motivation does not necessary mean using the traditional approach of monetary incentives. Other incentives, for instance, free travel packages, movie tickets or other impromptu recognition rewards are also able to motivate employees to high performance work levels, often without the usage of large monetary incentives (Tan CH, D Torrington, 2004). In â€Å"The Human Side of Enterprise†, Douglas McGregor examined theories of individual behaviors at work, thus formulating two theories which can be categorized as Theory X and Theory Y (Accel-Team, 2010). According to McGregor, Theory X assumes workers work mainly for money and security, and dislike work and would avoid it if possible. Thus, in order for Theory X workers to achieve organizational objectives, various kinds of rewards offered by employees would be the most popular and appropriate motivator to such employees. However, on the other hand, Theory Y assumes there are workers who enjoy challenges in their work and would want more from their jobs than just mere monetary incentives. Therefore, for Theory Y workers, employers have to create a creative working environment or culture in order for employees to show and develop their creativity (Tutor2u. net, 2010). Under Theory X, employers must be careful to maintain a delicate balance between the two extremes – hard and soft approach towards employees. The hard approach refers to management using coercion, micromanagement, and reining a tight control over the employees, while a soft approach relies on taking a permissive and harmonious approach towards them, in the hope that they will cooperate when required. However, McGregor asserts that using such approaches are not the most efficient because it might result in hostility from employees if the former approach is used, or cause repeated requests for various benefits when a soft approach is used to entice the employees. On the other hand, under the Theory Y, employees’ personal goals can be aligned with organizational goals by using the employee’s own quest for fulfillment as the motivator (NetMBA. com, 2007). McGregor stressed that the soft management approach does not apply to Theory Y management and it is also recognized that some individuals may not be able to reached the level of maturity assumed by Theory Y and therefore, tighter controls can be gradually reduced as employees develops their independence. The discussion thus far leads to the conclusion that people with more money tend to be happier than those with less – but only up to a certain extent. Money’s impact on happiness suffers from diminishing returns: once an individual have sufficient food and shelter, more cash does not bring much extra joy (Buchanan, 2009). Researchers believe that extra capital leave people less worried about their financial health, and are thus less stressed. However, ‘experimental experiences’ such as trips to the theatre or travel trips sponsored by employers brings more happiness and joy to employees rather than just monetary incentives. Though monetary incentive seems more appealing, a good experience is still able to wield its power to bring pleasure to employees. How to cite Psychology and Motivation, Essay examples

Thursday, December 5, 2019

Movie Overview Collateral Essay Example For Students

Movie Overview Collateral Essay The movie Collateral, written by Stuart Beattie, is about a taxi driver named Max who finds himself trapped in his vehicle with a contract killer named Vincent. Max is forced into difficult situations and eventually stands up for himself and the last name on Vincent’s hit list. There are many points that the writer makes throughout the film however, one stands out more than others. You need to take risks to get what you want. In the movie, Max is a taxi driver who picks up a woman named Annie. She tells him to drive in a certain direction, however, Max knows there will be traffic there so he bets her a free ride if he is wrong about the traffic. At the end of the ride, Annie gives Max her business card and max puts it in the visor of the car. Later Max picks up Vincent in his taxi and Vincent pays Max six hundred dollars to drive him around for the night. Throughout the night Vincent and Max go around the city. Vincent turns out to be a contract killer and forces max to stay with him and finish the job. Vincent has a bag that contains the names of the people that he needs to kill. Later in the movie, you find out that Max visits his mother in the hospital every night so in order to not raise suspicion Vincent and Max take a trip to visit Max’s mother. During the visit Max decides he has had enough of Vincent so he grabs Vincent’s bag and runs off with it. There is a huge chase seen and Max ends up throwing the bag over a fence on to a highway. I believe that this is the turning point it the movie because you see from this point on that Max is changing, risking more, and is making progress in stopping Vincent. Max starts taking charge of the bad situation he is in. The next time in the movie you see Max taking risks was when he is forced into going in to the club to get the last two names from the man paying Vincent. Max is nervous in the beginning but takes charge of the situation by telling the man behind him to put his gun away. This shows the man in charge that Max is not messing around and Max pulls off becoming Vincent. Also it shows the viewers that Max is willing to do anything to be rid of Vincent. Another part of the movie that had this theme was the ending when Max and Vincent are on their way to kill Annie, the last person on Vincent’s list. Max tries to throw off Vincent by flipping the taxi. However, Vincent is only slightly injured after the taxi rolls over. Vincent leaves Max in the flipped taxi while Vincent walks to the last target’s office building. Police show up to the scene and find the dead body in the trunk so the police officer goes to arrest Max. Max takes a huge risk and handcuffs the officer to the flipped taxi and runs after Vincent. After many attempts to warn Annie, Max goes up in to the office building to save Annie. Max took many risks to save Annie. The risks Max took throughout the movie lead to getting the girl he wanted. Before meeting Vincent, Max would not have ever even thought about handcuffing a police officer to his flipped taxi. Taking risks and getting what you want is not only one of the main themes but is a good lesson to take from the movie as well.