Rhetorical Analysis Of Obamas Speech - 742 Words

In his speech, â€Å"Remarks by the President in a National Address to America’s Schoolchildren,† Obama effectively argues his claim, that kids should go to school and try very hard to succeed to schoolchildren around the U.S. He effectively argues his claim because he uses supporting details and stories of students that have undergone tough situations, but still overcame those obstacles to succeed and school. Also, he is trying to tell kids that they should do well in school to get a good job and make a difference. He also uses rhetorical appeals to help with the supporting details. One of supporting evidence that he brought up was that if someone wants to become something such as a doctor, or lawyer you will need a good education to do†¦show more content†¦This is effective because this type of supporting evidence uses pathos which causes emotions in the reader to be determined and make them believe that they can change and help the future. There are also so me reason not to go to college or get an education and Obama also addresses these and has something to say about it. Obama also addressed his counterclaim which states that some kids might have not have the advantages or opportunities that he or other kids had or maybe you do not have the support from others . Another way you situation can affect your education is if you live in a neighborhood that is not safe. His refutation stated that those types of situations and environments should not affect your choices in your future and your education and also he provided examples of students that did not let their environment affect them and he was also an example. He wants all schoolchildren to take action and do something to help their future and he uses rhetorical appeals to help his case. In Obamas speech he wanted all schoolchildren to try to work hard, so they can have a good future. His call of action stated that, â€Å"So I expect all of you to get serious this year. I expect you to put your best effort into everything you do. I expect great things for each of you. So don’t let us down,† (Obama 35). Obama want als schoolchildren to succeed and he does not want anything to affect them so they can help their future and other peoples future. Obama use ofShow MoreRelatedRhetorical Analysis Of Michelle Obamas Speech900 Words   |  4 Pages A Rhetorical Analysis of Michelle Obama’s 2016 DNC Speech At the 2016 Democratic National Convention in Philadelphia, Michelle Obama the first lady at the time, was endorsing the democratic candidate, Hillary Clinton. Using her personal connection with the president and Hillary Clinton, Michelle Obama creates a more personal speech. With her credibility as first lady, use of her family and her platform she lead as first lady, she persuades the audience to spread Hillary Clinton’s campaign messageRead MoreRhetorical Analysis Of Obamas Speech1249 Words   |  5 Pagesof presidential candidates to go through. As part of his strategy to win over voters and soothe the skepticism of whites who may have had any doubting questions, Obama gave this speech on race; a speech which still remains true for this generation and shall remain true for many generations to come. Obama begins the speech by explaining key principles the United States holds for all its citizens: freedom, democracy, equality, justice, and more. The irony of these principles stems from the originalRead MoreRhetorical Analysis of Obamas Speech on Race906 Words   |  4 Pagesthe people, in order to form a more perfect union†1 - On March the 18th 2008 Barack Obama opened his speech on race, in Philadelphia, with this sentence. From the open sentence you can see that this speech isn’t any speech, perform by any orator. It’s a speech with a main message, performed for the people, to creates a brighter future for all the American people and to change history. Obama’s speech on race was a part of his campaign while he was running for the presidential election in 2009. He speaksRead MoreThe Rhetorical Analysis Of Barack Obamas Speech1227 Words   |  5 PagesThis speech was presented in 2004 at the Democratic National Convention by a politician running for the United States Senate at the time, also known as Barack Obama. In this speech while Obama was still running for his campaign for the United States Senate he also supported John Kerry as he was the party’s presidential nominee for that years election. This is one of Obama’s most historical speeches he has ever given and he did this by using several language deceptive devices such as euphemismsRead MorePresident Obama’s Inaugural Speech: Rhetorical Analysis Essay890 Words   |  4 PagesPresident Obama’s Inaugural Speech: Rhetorical Analysis Barrack Obama’s inauguration speech successfully accomplished his goal by using rhetoric to ensure our nation that we will be under safe hands. The speech is similar from ideas obtained from the founding documents and Martin Luther King’s speech to establish ‘our’ goal to get together and take some action on the problems our country is now facing. As President Barrack Obama starts his speech, he keeps himself from using ‘me’, ‘myself’, andRead MoreThe Rhetorical Analysis Of President Barack Obamas Speech912 Words   |  4 Pagesconcern during the campaign was immigration reform. In his speech, President Barack Obama establishes the need for comprehensive immigration reform pertaining illegal immigration as well as legal immigration in the U.S. to propose necessary actions to achieve his objectives. President Obama begins his speech by defining the obstacles in the U.S. immigration system and establishing the need for reform. Anaphora is one of the first rhetorical devices that the president exhibits when emphasizing theRead MoreRhetorical Analysis of President Obamas Inauguration Speech1410 Words   |  6 Pagesthe president to give a speech about the goals they want to reach during their presidency. The president must make a speech that appeals to the audience while being professional. Rhetoric is a useful strategy to utilize in speech making. Obama uses rhetoric to achieve presenting his message of creating hope and change together in America while fixing the economic and social challenges and issues left behind from the previous president. Barack Obama uses syntax, the rhetorical triangle, and dictionRead MoreThe Rhetorical Analysis Of Barack Obamas Inauguration Speech851 Words   |  4 PagesBarack Obama’s inauguration speech successfully executed ethical rhetori c to prove to our nation will be under safe hands during the next four years. His speech draws ideas from the Founding Fathers, the constitution, and Martin Luther King’s speeches to establish ‘our’ overall goal to join together and take action on all of problems our country is facing. When President Barack Obama begins his speech, he refrains from using ‘me’, ‘myself’, and ‘I’ but instead ‘‘we’’, ‘‘us’’, and ‘‘together’’ toRead MoreRhetorical Analysis Of Obama s Victory Speech1245 Words   |  5 PagesRhetorical Analysis of Obama’s Victory Speech This speech was given by Barack Obama who won 2012 election as the president. I’m going to analysis his voice, audience, speaker’s message and occasion for the speech. Different angle, different view can show all the Obama’s rhetorical words in his victory speech. In 2012, this is Barack Obama’s second inaugural. He had greatest way to put all the rhetorical words in his speech. It was one of the best of his speech so far. Rhetoric was made in fifthRead MoreRhetorical Analysis Of Barack Obama s Election National Convention Address1518 Words   |  7 PagesSpeech 1315-302 Rhetorical Analysis of Barack Obama 2004 Democratic National Convention Address In this paper, I choose the speech of the previous President, Barack Obama; Illinois state senator, his speech address to the 2004 Democratic National Convention marked an important moment in the trajectory of African American rhetoric. I am really impressive his speech because it was strong to affect to our emotion, our realizations and our passion for a strong America. The general theme of Barack Obama

Nonverbal Cues Of Computer Mediated Communication

Omar Radwan In her article â€Å"Type me How You Feel: Quasi-Nonverbal Cues in Computer-Mediated Communication,† Carter explores the implications associated with nonverbal perceptions in type written communication. In today’s age, interaction comes in many forms; as societies progress technologically, so does the exchange of language through text based messages also referred to as Computer-Mediated Communication (CMC). Non-verbal communication is interpersonal communication through visual, body gestures, and facial expressions. Carter highlights that CMC is limited in regards to nonverbal cues. Typewritten messages, compared to face-to-face interaction (FtF), create a lack of trust, remove spontaneity in interaction, generate ambiguity, and cause a time barrier between the individuals communicating. Although Carter pinpointed some key implications to the proliferation of CMC, she failed to identify the key advantages found in typewritten communication. Social Information Proces sing Theory (SIP), founded by Joseph Walther in 1992, offers an understanding of how people communicating through text develop their interpersonal relationships, given that the parties constantly communicate. By applying SIP to Carter’s points of analysis, Carter’s concerns with CMC are answered and a more clear understanding of the potential to create interpersonal relationships via CMC emerges, regardless of the limitations associated with the lack of non-verbal cues. Carter notes that nonverbalShow MoreRelatedNonverbal Cues in Computer-Mediated Communication Essay example2365 Words   |  10 PagesComputer-mediated communication is a ubiquitous feature of modern life. Whether the communication is through Facebook, Twitter, email, instant messaging (IM), or such media as massive multiplayer online role-playing games (MMORPGs,) the ability for human beings to communicate across time and culture is unprecedented in history. 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Furthermore, can one develop actual emotions and feelings by utilizing computer mediated communications or CMC? In today’s

Responsibility Internal Employee Motivation -Myassignmenthelp.Com

Question: Discuss About The Responsibility Internal Employee Motivation? Answer: Introduction In todays competitive business world, corporations are facing fierce competition in industries, and they focus on implementing effective Human Resource Management (HRM) policies to increase their performance. Human Resource Management is referred to organisational policies, activities, and system that are implemented by an organisation to positively influence their employee behaviour, attitude, and satisfaction (Guest, 2011). Strategic Human Resource Management (SHRM) policies focus on strategically planning different human capital management in a corporation to direct them towards achieving organisational goals. This report will focus on analysing the issue of performance and rewards faced by Samsung as provided in the news story that was posted by Android Authority. Corporations use bonus and rewards in order to encourage their employees to increase their productive performance. It also assists in increasing employees job satisfaction which provides a competitive advantage to compa nies by increasing their profitability and performance (Kehoe Wright, 2013). The thesis statement of this report provides that organisations have to maintain equity in their reward program to avoid any dispute between employees and effectively motive them to improve their performance. The structure of this report will include analysis of the issue, evaluation of relevant theories and recommendation for Samsung. The purpose of this report is to link performance and rewards issues face by corporations with HR practices and analyse how SHRM policies can assist companies in addressing these issues. Further, the report will provide various recommendations that can assist Samsung in addressing the issue of performance and rewards. Identification of the Issue In January 2016, Android Authority posted a news story on Samsung which provides that the company distributed bonus to its employees even after performing relatively poorly in the financial year (Carlon, 2016). Samsung is one of the worlds largest conglomerate organisation which operations in a number of industries such as consumer electronics, software, computer hardware, defence machines and others. The corporation operates in 79 countries and it has employed more than 308,745 workers (Samsung, 2016). Generally, the company did not provide large annual bonuses to its employees, and they award such bonuses when each division exceed their internal profit targets. Despite their relatively poor performance in 2015, the firm awarded maximum bonuses to its employees for keeping the division running even after facing multiple challenges. The issue with this case is that the corporation has failed to implement effective bonus and rewards strategies for encouraging their employees. Providin g maximum bonuses to employees did not satisfy their demands; the employees have different needs, and HR department is requiring analysing and fulfilling such requirements to improve employees productivity (Cadwallader, Jarvis, Bitner Ostrom, 2010). Another issue, in this case, is that Samsungs HR department did not distribute bonus based on employees performance. The companys bonus structure did not distribute rewards based on the performance of each employee which might result in increasing conflicts between employees. Firstly, the statement made by the corporation provided that they distributed bonuses to employees for keeping the divisions running which did not encourage its employees. Through, Samsung reported 15 percent increase in its profits, but it is a relatively poor performance by the corporation (Triggs, 2016). The company distributes bonuses to encourage its employees even after the poor financial performance of the corporation, but the structure of bonus distribution was not effective. The distribution of 50 percent bonus to divisions that performed poorly might have discouraged employees of other divisions which may lead to increase in organisational disputes. For example, both mobile and battery division perform ed poorly, but mobile division employees receive 50 percent bonus whereas battery division received 3 percent. As per a statement of Samsungs official, the corporation distributed bonus even after a poor performance to motivate its employees (Carlon, 2016). But, the decision for distributing just 3 percent bonus to battery division can discourage employees and reduce their performance. Analysis of the Situation The Equity theory provides that people compare their situation with others to evaluate its fairness; they compare the ratio of perceived inputs and perceived outcomes with others. The theory provides that people are motivated by the level of fairness (The Economic Times, 2018). After recognising inequalities in input and output ratio between others and their own, they seek to adjust their inputs in order to reach their perceived outputs (Skudiene Auruskeviciene, 2012). John Stacey Adams gave the theory in 1963; it assists companies in maintaining equity between their employees which leads to a more productive and positive relationship between management and employees (Skiba Rosenberg, 2011). The theory provides that in order to motivate employees, corporations should give rewards to employees based on the inputs that they put in their work. An individual satisfaction level is directly linked to the efforts that he/she is putting in his/her work and what exactly are the outputs is h e/she is getting out of it. A persons inputs in the organisational setting mean hard work, motivation, enthusiasm, technical know-how, and skill set. The outputs define salary package, bonus, perks, incentives, and recognition from top-level management in terms of rewards (Parker, Bindl Strauss, 2010). An employee thinks that he/she is treated in a fair manner if the ratio of input and output is similar to his fellow workers. However, if employees think that they are getting fewer rewards and recognition than compare to other co-workers or employees from another division who are putting a similar amount of affords as him, it would lead to imbalance (Harell Daim, 2010). The dissatisfaction caused due to imbalance of rewards can demotivate employees that result in reducing his productivity and performance and in some cases attrition or absenteeism. The equity theory also based on comparison with peer group other than input-to-output ratio. Organisations use this theory to understand why employees are happy one day and another they are giving a considerably low performance (Tang, 2014). In the case of Samsung, the corporation distributed bonuses without considering the theory of equity. The corporation distributed bonus in a poor performance to motivate its employees but distributing 50 percent, and 3 percent to mobile and battery division respectively can increase disputes between employees. Based on equity theory, the employees in battery division will think that they put similar effort as mobile division but receive lower bonuses which will result in reducing their productivity and performance. Samsungs HR department has failed to implement an effective performance management program in the organisation to ensure that employee activities and outputs are corresponding with its corporate objectives. The corporation is required to implement an effective performance appraisal program that helps the corporation in assessing whether it is progressing towards achieving its operations goals and overall performance standards (Leroy, Palanski Simons, 2012). The corporations also required providing performance feedback to their employees regarding their performance effectiveness. Employees behaviour has a substantial impact on the achievement of short and long-term objectives in an organisation and it also directly influences their performance. Organisations use motivation theories for increasing the performance of their employees which encourage them to increase their productive performance. The corporations are requiring assessing their employees needs and requirements in order to provide intrinsic or extrinsic rewards (Cherian Jacob, 2013). Organisations can implement different motivation theories to increase their employees performance such as Maslow Hierarchy of Needs, Herzberg Motivator-Hygiene theory, Expectancy theory, Reinforcement theory and others. Recommendations for Samsung Following are various recommendations for Samsung that can be used by the corporation as practical solutions for effectively managing their staff. The company should follow Equity theory while distributing bonuses. The firm should distribute bonus based on the performance of employees to ensure that employees increase their productivity to receive higher bonuses. The corporation should introduce Pay-policy line which describes the relationship between an employees salary and its job evaluation points. A pay grade should be introduced by the company which provides that jobs with similar content or worth grouped together for reward It should also define a range which provides the distance between maximum and minimum amounts in an employees pay grade (Geren, 2011). The enterprise should increase employee participation in compensation decision-making which assists recommending and designing of a pay program. Effective communication is necessary for the corporation; the manager must explain the pay structure to employees and resolve their quarries. HR managers should also clearly identify and communicate what good performance is like which assists employees in understanding the level of expected and actual performance (Zhang Bartol, 2010). Acknowledgement of employees good performance is also essential since it assists them in recognising that they are performing better. HR managers should also demonstrate clearly that the senior executives are continuously addressing the performance of employees. Samsung can introduce the concept of Skill-based pay in their manufacturing process which will motive employees since bonus will be distributed based on skills of employees which result in maintaining equity in the firm. Samsung is a multinational corporation and its market pay structure can be different across countries both in terms of the relative worth of jobs and their level. Global events, political influences, and geographic factors also influence pay structure in the organisation which creates a dilemma in the firm. Therefore, performance-based reward program is suitable for the company since it reduces disputes between employees. The company can use Maslow Hierarchy of Needs theory to assess its employees' requirements and needs. The rewards program of the enterprise can fulfil such needs which result in increasing employees productive performance (Taormina Gao, 2013). HR executives should maintain a positive relationship with employees to understand their issues and requirements which result in increasing the effectiveness of rewards programs. The performance-related pay programs of the enterprise can change based on different aspects such as frequency of pay-out, payment method, and the process of measuring performance. These factors assist HR department in increasing the effectiveness of reward program which improves employees productive performance. Conclusion In conclusion, Samsung distributed bonuses to its employees even after the relatively poor performance of the enterprise in order to motivate and improve their productivity. The company distributed high bonuses to its mobile division, whereas, it distributed only 3 percent to its battery division. Both of the division performance relatively poor but different in percent of bonuses can lead to increase in dispute between organisations. The HR department of the company failed to implement principles of equity theory which can result in increasing disputes between employees and reduce their performance. The company should implement policies for rewarding its employees based on their performance to ensure that they increase their productivity to achieve higher incentives. Organisation should increase employee engagement in compensation and rewards strategies to increase their effectiveness. HR department should clearly communicate with employees to ensure that they clearly understand the policies which result in increasing their performance. The firm can implement theories such as Maslow Hierarchy of Needs which assist them in assessing their employees needs and implement a program which improves their performance. These policies assist HR department of Samsung in increasing the effectiveness of their reward program which results in increasing companys overall performance. References Cadwallader, S., Jarvis, C. B., Bitner, M. J., Ostrom, A. L. (2010). Frontline economics motivation to participate in service innovation implementation.Journal of the Academy of Marketing Science,38(2), 219-239. Carlon, K. (2016). Samsung rewards Mobile division employees despite poor performance in 2015. Retrieved from https://www.androidauthority.com/samsung-rewards-mobile-division-employees-669904/ Cherian, J., Jacob, J. (2013). Impact of self efficacy on motivation and performance of employees.International Journal of Business and Management,8(14), 80. Geren, B. (2011). Motivation: Chinese theoretical perspectives.Journal of Behavioral Studies in Business,3, 1. Guest, D. E. (2011). Human resource management and performance: still searching for some answers.Human resource management journal,21(1), 3-13. Harell, G., Daim, T. U. (2010). HDM modeling as a tool to assist management with employee motivation: The case of silicon forest.Engineering management journal,22(1), 23-33. Kehoe, R. R., Wright, P. M. (2013). The impact of high-performance human resource practices on employees attitudes and behaviors.Journal of management,39(2), 366-391. Leroy, H., Palanski, M. E., Simons, T. (2012). Authentic leadership and behavioral integrity as drivers of follower commitment and performance.Journal of Business Ethics,107(3), 255-264. Parker, S. K., Bindl, U. K., Strauss, K. (2010). Making things happen: A model of proactive motivation.Journal of management,36(4), 827-856. Samsung. (2016). Fast Facts. Retrieved from https://news.samsung.com/global/fast-facts Skiba, M., Rosenberg, S. (2011). The disutility of equity theory in contemporary management practice.The Journal of Business and Economic Studies,17(2), 1. Skudiene, V., Auruskeviciene, V. (2012). The contribution of corporate social responsibility to internal employee motivation.Baltic journal of management,7(1), 49-67. Tang, L. R. (2014). The application of social psychology theories and concepts in hospitality and tourism studies: A review and research agenda.International Journal of Hospitality Management,36, 188-196. Taormina, R. J., Gao, J. H. (2013). Maslow and the motivation hierarchy: Measuring satisfaction of the needs.The American journal of psychology,126(2), 155-177. The Economic Times. (2018). Definition of 'Equity Theory'. Retrieved from https://economictimes.indiatimes.com/definition/equity-theory Triggs, R. (2016). Samsung Q4 2015 earnings shows tenuous recovery. Retrieved from https://www.androidauthority.com/samsung-q4-2015-earnings-guidance-666510/ Zhang, X., Bartol, K. M. (2010). Linking empowering leadership and employee creativity: The influence of psychological empowerment, intrinsic motivation, and creative process engagement.Academy of management journal,53(1), 107-128.