Avenged Sevenfold free essay sample

At 7:30, on a cold December night, my friend and I found ourselves outside of the Roseland Theater in downtown Portland. Looking through the windows, I could see the usual smog inside, and when we opened the door, we were bulldozed by a cloud of cigarette smoke, and an explosion of music. The air was uncomfortably humid, scented with beer, and we were completely stoked to see Avenged Sevenfold in concert. That night there were three bands opening up for Avenged Sevenfold: Black Tide, The Confession, and Operator. We climbed the stairs and walked into the concert hall just as Black Tide was finishing their second song. I admit I had never even heard of them before that night. Each member of the band had long dark hair that fell far below their shoulders and were head banging excessively. Their music was cluttered, the lead’s voice seemed off key, and I think their hair might have gotten tangled in the guitar strings. We will write a custom essay sample on Avenged Sevenfold or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page It sounded almost like a car crash. Overall, Black Tide’s music was great, that is, if you like cat food. Travis and I slowly pushed ourselves forward through the crowd, and as The Confession started to play, we were about halfway to the stage, right in the middle of a huge mosh pit. Most of the guys left me moderately alone, but I was pulled in more then a few times. Being a 5 ft 5† girl, with absolutely no upper body strength, surrounded by huge sweaty men, I was tossed around quite a bit. The Confession’s lead singer was wearing a plaid, button up shirt, and had shaggy hair that covered his eyes. He ran around the stage the whole time, jumping, posing, and a few times, it looked like he was going to lunge off of the stage. But his voice was incomparable, and he had a way of capturing the whole audience with his alluring tones. The Confession had a great set, and their lyrics were incredible. The whole crowd loved them, and you could really tell that the band was having a lot of fun. But I suppose that any band would sound that good after enduring Black Tide’s eye gauging performance. Everyone took a long break before Operator came on, so Travis and I got about half way to the stage, found some other friends from school, and took a bit of a break from pushing our way any further. When Operator finally started up, we were recharged, and ready for them. Operator’s lead singer was the main event for this band. He stood a good eight feet in front of them, shirtless, muscular, and coated in sweat. Seriously, it looked like he had been rubbing vegetable oil all over his chest back stage†¦ Oh boy. Their sound was immense, they had a lot of power behind their guitars, and the whole concert hall was reverberating with their music. It was very much like the ocean pounding against the sand, flooding all of Roseland with its weight. The only thing I could think of the whole time (other than how great the lead singer looked) was how hypnotically the crowd seemed to flow to their songs. Sometime near the end of Operator’s performance, I got separated from my friends, and shoved my way up into the second row to the stage. When the band had finished, there was a good 15 minutes where no one was playing, and everyone was biting each other’s heads off to get closer to the stage, where Avenged Sevenfold would soon be appearing. Being as close to the stage as I was, felt a lot like being shoved through a small, plastic tube. Every time I took a breathe, I could feel my carbon dioxide bouncing off the person next to me, and I was forced to breathe it in again. Also, it really didn’t help that I was compressed in between two half naked, extremely obese men, drenched in sweat. If someone was to have picked them up, and shaken them, enough sweat would have fallen off of their gigantic bodies to fill a swimming pool. It was the closest to suffocation and drowning that I ever want to get. But then, it was as if a light from heaven had broken through ceiling, and descended upon me, because entering the stage at last, was M Shadows, followed by the rest of Avenged Sevenfold! The audience erupted with shrieks and cheers. And I was so close to the stage, that I could practically see the stitching on M Shadow’s jeans! They started their set, and immediately, the throng of people began jolting back and forth, and up and down to the beat. The Confession and Operator looked like preschoolers compared to these guys! Synyster Gates took charge, and executed some out of this world guitar solos, that I could feel thrust through me in a big wave, and hit the person behind me. M Shadows’ tremendous voice seemed to break through the sound barrier, raising everyone’s heart rate by 50 beats. He sang so passionately, that every muscle in my body turned with the music, and it was absolutely impossible not to jump around, vigorously with the crowd. Avenged Sevenfold’s fanatical performance was beyond words. I was sick for two and a half weeks after this concert, that’s how good it was.

Communist Russia essays

Communist Russia essays In the past Russia has been a communist society. After the collapse of the Soviet Union, the society strived to become more advanced and more Western. After the collapse, the people had optimistic expectations. They believed that there would be a short transition period, a rise of a normal/civil society and that Russia would replace the Soviet Union as a great power. This did not happen. In fact, there were many difficulties that they are slowly overcoming. An event that, in my opinion, has encouraged a step in the right direction is the 1996 presidential election. This election was similar to a democracy but not exactly. There are certain elements of a democracy that Russia has not fully embraced. In the 1996 elections, Russia was still in the shadows on how to make the democracy work for them. Before jumping right into the election, I would like to discuss the collapse and the path that led to the democracy style elections. After the fall of the Soviet Union, the people expected a short, difficult transition period. This period turned out to be long and lasted until the end of the decade. The people were also looking forward to a rise of a normal/civil society with the addition of a middle class. In fact, they developed an hourglass society. This meaning that there was a small amount of middle class people and a large number of lower class people. The concentration of the wealth was in the possession of a small number of people. Russia also expected to take the place of the Soviet as a great power. They have not, as of yet, retained their status. Socialists believed that this would lead to a rebound of a normal democratic society. This didnt happen. Some reasons were that no one remembered the pre-Soviet past and that the totalitarian way had become a way of life. Russia is still making steps to become a normal democratic society. With the 1996 presidential electio...

Horror movie review Example | Topics and Well Written Essays - 250 words

Horror - Movie Review Example When the family moved in, they experienced horrible experiences such as having falling picture frames, a clapping hand that is really scary. Such circumstances that sciences often do not accept as existent; make the story intriguing. Moreover, the characters express fears and other emotions common to viewers which make them relate to what is happening in the story. Such features of the aforementioned movie make the storytelling very effective, influencing the viewers as intended. Movies are often more powerful in their effects than written stories because the producers and actors help bring to life the characters and images described by the storyteller. When one is simply reading a story, he has to have an active imagination to really bring to life the written text. Although reading allows the reader boundless horrible images, experiences and knowledge tend to limit the imagination. On the other hand, watching movies is more powerful because one does not simply see the scenes but he also hears the sounds that help viewers imagine themselves witnessing the scenes as they happen in real

1.Critically evaluate if the National Minimum Wage (NMW) have an Essay

1.Critically evaluate if the National Minimum Wage (NMW) have an effect on business performance and increase reward grades - Essay Example They continue to argue that with the introduction of this wage, a great percentage of human labor has been replaced by machinery since the employers attest to the fact that inclusion of the employees in the workplace has become extremely expensive due to the costs that come from reinstatement of wages to the employees. However, other analysts differ with this argument arguing that the wage has increased employee performance in the workplace. In the research carried out by Dickens & Manning (pp.95), the National minimum wage (NMW) has acted as a foundation in which employers can offer proper pay to their employees. This works by virtue of the wage being in a position to manage the increases in wages and controlling all aspects that may lead to cutting down of costs. The National minimum wage (NMW), on the other hand also attempts to be at par with the changes that take place in relation to employees and the wage rates. Nevertheless, other analysts argue that it is extremely tasking for employers to deal with the task of adjusting to the tough economic conditions and dealing with demands of the National Minimum Wage (NMW) as imposed by the government. This essay shall attempt to analyze the National Minimum Wage (NMW) and the effect on business performance and increase reward grades. The major aim of the National Minimum Wage (NMW) is to reduce poverty rates in UK. This is according to research conducted by Dickens & Manning (pp.95), who indicate that with the National Minimum Wage (NMW) the employees have no option but to work in their workplaces or risk being unemployed. In this case, therefore, employees do not want to risk getting into the labor market that does not allow for easy entry into the market; thus, give the best that they can manage whilst in their current jobs. With proper distribution of income in the market, Arrowsmith et al, (pp.435) indicate that there are high chances that individuals will be

Hoosiers Essay Example for Free

Hoosiers Essay ‘Hoosiers’ was a film released in 1986 and is one of very rare hits in the series of sports films. The film is set in the year 1952 in a small town in Indiana and this was the time when in Indiana each high school has the goal of winning one or the other states championship. It is based on a true story but with strong characterization, a story with its own logic and aspects of motivation and inspirational scenes as well along with characters having specific and distinguished qualities. 1. On his first night in Hickory, Coach Dale was provided with lots of suggestions by the town’s men but he was very sure that all these suggestions were not going to work. He had his goals and decisions firm and assertive and on the very first day of practice, he tells the temporary coach that his days of coaching were over and also dismisses Buddy. 2. Jimmy Chipwood is considered as the star player with experience and the team members too needed him but Coach Dale tried to ignore him initially and focused on the whole team because he believed that the team that plays collectively preventing selfish play, only has a chance to succeed. But he unintentionally convinces Jimmy to play and it seemed he persuaded him to play for him alone, which encourages the team and they finally win the state championship. 3. At the first prep rally, Coach Dale exhibits the authoritative style of leadership and dismisses a player because he doesn’t follow his instructions word by word. He believes that games when played on fundamentals could win and the most important thing was discipline. 4. During the first game, Coach Dale felt that his team was not able to make a shoot and he decided to make a speech in half time and tried to calm down his players as also give them hints so that they play accordingly after half time. He also makes Ray stay out of the game. 5.â€Å"Shooter† in the movie, ‘Hoosiers’ has the real passion for the game, basketball and of course knows about the game very well. The only thing lacking in him is self-esteem because he had missed an important shot during his playing days and is also the victim of ostracism. Treating these kind of people in the way Coach Dale does is very important because the real thing is how important one is for the purpose i.e., the basketball game here. Promoting the Shooter reveals that personal drawback can be overcome by the knowledge. 6. During sectionals, Coach Dale keeps himself cool and firm and applies the authoritative style of leadership because the team still believed that they could not do without Jimmy. Coach Dale wanted each and every player to perform their best and remember the fundamentals of the game. 7. Coach Dale tries to moderate the pressure of the game of the State Championship among the players but he himself is under pressure because winning this championship meant a lot for him. The pressure is because he was put out of this game for more than a  decade and that guilt stayed in his mind and had made his soul cover with a thick skin of wisdom. The reminder of this incident every now and then makes Coach Dale cynical and of course his arrogance can also be related to the same thing. At the back of the mind he is nervous and wants his players to not to face any such kind of situation, which would make them have regrets throughout their lives. This is what is made clear by Ronald Heffeitz when his work depicts that leading with an open heart needs a lot of courage and writes that it is first and foremost important for ones own identity and spirit. And this Coach dale does during the state championship game and encourages each player to perform his best.

Homicide Trends, Prevention, Intervention in Atlanta Essay -- Social

Introduction Homicide has been in existence since the beginning of time. People kill each other daily. In the United States, you are ten-times more likely to be murdered on the day you’re born than any other time in your life (CDC, 2002). For that reason, today’s research suggest that homicide events should not be considered single incidents but as underlying indicators of changes in social and economic conditions including: race, poverty, and social isolation (Parker 2004) and the distribution of handguns (Ludwig & Cook, 2003). Yet, a vast majority of criminal homicides offer very little understandings. In 2010 there was 12,996 homicides in the United States (Federal Bureau of Investigation, 2010). Ninety-three of those homicides occurred in the Atlanta area (Federal Bureau of Investigation, 2010). For that reason, the heightened incidence of criminal and violent behavior in recent years has become a major concern across the Atlanta area. Several things are thought to be factors of homicide. Some factors include race, demographic, poverty, and the social organization of people. According to the Bureau of Justice Statistics (2009), â€Å"blacks are disproportionately represented as both homicide victims and offenders. In 2010, blacks in Atlanta represented 54% percentage of the population (U.S. Census Bureau, 2010) but 86% percent of the homicide victims (Atlanta Police Department Uniform Crime Report, 2010). Hence, one of the most consistent findings reported in the criminology literature is that African Americans in the United States are involved in criminal homicide both as offenders and victims at a rate that significantly exceeds their numbers in the general population (Bartol & Bartol, 2007). Nevertheless, in many case... ...rected patrols, and the guns for tickets within high crime areas of The City of Atlanta, homicide rates will decrease Summary This paper has demonstrated how the analysis of homicide patterns in Atlanta could be use to develop and recommend interventions for communities impacted by increase homicides. However, the success of any of the recommended interventions depends upon the good relations between the police and citizens of Atlanta. Also, since most homicides are impulsive not forethought, it is unlikely that the strategies impose would mitigate the homicide rates. It is possible, although difficult to envision, that all strategies against homicide would alter behavior of offenders and thereby reduce violent situations. Conversely, by reducing the number of persons carrying firearms on the streets of Atlanta homicide will coincide be reduced as well.

Expectancy Theory

The expectancy theory by Victor Bloom is based on the believe that organizational employees act in a certain way based on the strength of an outcome and how attractive the outcome is to the individual. The theory contains three main relationships and when all three are maintained the desired behavior from the employee will be achieved. These three relationships are effort-performance (Expectant probability), performance-reward (Instrumentality probability) and rewards-personal goals (Valence).In the effort-performance relationship or expectancy the employee must believe that if they perform in a certain manner that they will indeed increase their performance and thus make goals obtainable. In order for the employee to actually believe that increase effort will lead to increase performance they must believe that the process is valid, that they have the tools and resources to achieve the goal and that the goal is meaningful. The goal can’t be without merit based on their knowled ge of the job and their past experiences.The performance-reward relationship or instrumentality hinges of the belief that if the employee does work harder and does meet the performance goal that they will receive a reward or a greater reward compared to others. The employee again needs to have trust in the reward system and the people who manage the processes and reward systems. The reward process should be transparent and fair. The rewards-personal relationship or valence is the value that the employee sees in obtaining the goals. This will be variable because different things motivate people.Paid time off motivate some, bonuses and or pay raises motivate others. Some employees simply are satisfied with being recognized and others seek promotion. The key element to the rewards-personal relationship is not that the employee is satisfied but the satisfactions meet their expectant level of satisfaction. (Expectancy Theory of Motivation, 2012) In the task’s given scenario there is plenty of evidence that the employees have little confidence in the thought of working hard and producing more has any positive affect on them. This is an excellent scenario to apply the expectancy theory.Based on the interviews of supervisor A’s employee by supervisor B’s supervisor there is lack of trust that work is rewarded at all, fairly, and the current reward system is not worth the trouble. The statement that the bonuses are not enough to make a difference in their pay after deductions and the statements that you have to be way underperforming to have a negative effect on your pay and over performance has no positive effect on pay confirm this. These opinions are obviously based on past experience of working with the audio product company.Supervisor A obviously must have the same attitudes as the people he supervises being that his group is underperforming and supervisor B is the person concerned and asking the questions on how to better the situation. There is also a statement that some employees believed they did not have the dexterity to perform the new process undermining the confidence in the new program. The company needs to do several things utilizing the expectancy theory. First there needs to be confidence in the new program that it is meaningful and the goals are obtainable.First for the employees with the issue of dexterity, there needs to be some education and assistance provided to those employees to evaluate what they can do to make it easier to perform the job. Maybe additional tools or resources are necessary. This education and assistance could even be provided by the employees that are doing well and excelling in the new process. The company should set common individual and team goals. The individual goals would motivate the employees and the team goals should motivate the supervisors. These goals need to be obtainable and enough of a challenge that the employee feels accomplishment when they meet them.There also shou ld be regular feedback about their performance. This addresses the expectancy part of the theory that if they work harder that it will increase their performance. Then to gain interest in the rewards, there needs to be an overhaul of the reward system itself. There needs to be variety in the rewards. A poll could be taken of the employees and ask them what would be fair rewards for met goals. The employer could take the majority opinion of the poll and offer the result as a reward or offer options of rewards either by individuals or by group.The rewards must be of value to the employee that is the bottom line. The company needs to have transparency in the new goal and reward program. That will make sure there is confidence and fairness in the reward program. Employees must see that the achievers are being rewarded while the underachievers are not. This tangible difference must be known and visible to reinforce that things are now different and effort is awarded. This aspect addresse s the instrumentality relationship aspect of the expectancy theory.To accommodate those employees that are motivated by recognition, individual rewards that include company wide recognition should be established in addition to the monetary or benefit rewards. Team recognition awards could also be established. This would create a little friendly competition while providing openly displayed performance numbers which in turn provides positive feedback for increased performance. By making sure that the reward system has value and makes the employee desire to make the goal and want the reward addresses the valence relationship of the theory.By giving the employees the skills and tools necessary to obtain goals and to have the employees’ confidence that there is an open and fair reward mechanism is vital for successful motivation of the workforce. It is of utmost importance that the employee feels that their increased effort will increase performance and the increased performance w ill result in meaningful expected rewards for them. Bibliography Expectancy Theory of Motivation. (2012, 11 4). Retrieved from Management Study Guide: http://www. managementstudyguide. com/expectancy-theory-motivation. htm Expectancy Theory Expectancy theory proposes that a person will decide to behave or act in a certain way because they are motivated to select a specific behavior over other behaviors due to what they expect the result of that selected behavior will be. [1] In essence, the motivation of the behavior selection is determined by the desirability of the outcome. However, at the core of the theory is the cognitive process of how an individual processes the different motivational elements. This is done before making the ultimate choice.The outcome is not the sole determining factor in making the decision of how to behave. [1] Expectancy theory is about the mental processes regarding choice, or choosing. It explains the processes that an individual undergoes to make choices. In the study of organizational behavior, expectancy theory is a motivation theory first proposed by Victor Vroom of the Yale School of Management. â€Å"This theory emphasizes the needs for organizations to relate rewards directly to per formance and to ensure that the rewards provided are those rewards deserved and wanted by the recipients. † [2] Victor H.Vroom (1964) defines motivation as a process governing choices among alternative forms of voluntary activities, a process controlled by the individual. The individual makes choices based on estimates of how well the expected results of a given behavior are going to match up with or eventually lead to the desired results. Motivation is a product of the individual’s expectancy that a certain effort will lead to the intended performance, the instrumentality of this performance to achieving a certain result, and the desirability of this result for the individual, known as valence. [3] Contents hide] 1 Author 2 Key elements 2. 1 Expectancy: Effort > Performance (E>P) 2. 2 Instrumentality: Performance > Outcome (P>O) 2. 3 Valence- V(R) 3 Current Research 3. 1 Management 3. 2 Computer Users 3. 3 Models of Teacher Expectancy Effects 4 Criticisms 5 Related The ories 6 Notes 7 Further reading [edit] Author In 1964, Vroom developed the Expectancy theory through his study of the motivations behind decision making. His theory is relevant to the study of management. Currently, Vroom is a John G. Searle Professor of Organization and Management at the Yale University School of Management. 4] [edit] Key elements The Expectancy Theory of Motivation explains the behavioral process of why individuals choose one behavioral option over another. It also explains how they make decisions to achieve the end they value. Vroom introduces three variables within the expectancy theory which are valence (V), expectancy (E) and instrumentality (I). The three elements are important behind choosing one element over another because they are clearly defined: effort-performance expectancy (E>P expectancy), performance-outcome expectancy (P>O expectancy). 5] Three components of Expectancy theory: Expectancy, Instrumentality, and Valence 1. Expectancy: Effort > Perform ance (E>P) 2. Instrumentality: Performance > Outcome (P>O) 3. Valence- V(R) [edit] Expectancy: Effort > Performance (E>P) Expectancy is the belief that one's effort (E) will result in attainment of desired performance (P) goals. Usually based on an individual's past experience, self-confidence (self efficacy), and the perceived difficulty of the performance standard or goal.Factors associated with the individual's Expectancy perception are self efficacy, goal difficulty, and control. Self efficacy is the person’s belief about their ability to successfully perform a particular behavior. Goal difficulty happens when goals are set too high or performance expectations that are made too difficult are most likely to lead to low expectancy perceptions. Control is one's perceived control over performance. In order for expectancy to be high, individuals must believe that they have some degree of control over the expected outcome. edit] Instrumentality: Performance > Outcome (P>O) Inst rumentality is the belief that a person will receive a reward if the performance expectation is met. This reward may come in the form of a pay increase, promotion, recognition or sense of accomplishment. Instrumentality is low when the reward is the same for all performances given. Factors associated with the individual's instrumentality for outcomes are trust, control and policies. If individuals trust their superiors, they are more likely to believe their leaders promises.When there is a lack of trust in leadership, people often attempt to control the reward system. When individuals believe they have some kind of control over how, when, and why rewards are distributed, Instrumentality tends to increase. Formalized written policies impact the individuals' instrumentality perceptions. Instrumentality is increased when formalized policies associates rewards to performance. [edit] Valence- V(R) Valence:[6] the value the individual places on the rewards based on their needs, goals, val ues and Sources of Motivation.Factors associated with the individual's valence for outcomes are values, needs, goals, preferences and Sources of Motivation Strength of an individual’s preference for a particular outcome. The valence refers the value the individual personally places on the rewards. -1 >0> +1 -1= avoiding the outcome 0= indifferent to the outcome +1=welcomes the outcome In order for the valence to be positive, the person must prefer attaining the outcome to not attaining it. Expectancy Theory of motivation can help managers understand how individuals make decisions regarding various behavioral alternatives.The model below shows the direction of motivation, when behavior is energized: Motivational Force (MF) = Expectancy x Instrumentality x Valence When deciding among behavioral options, individuals select the option with the greatest amount of motivational force (MF). Expectancy and instrumentality are attitudes (cognitions) that represent an individual's perce ption of the likelihood that effort will lead to performance that will lead to the desired outcomes. These perceptions represent the individual’s subjective reality, and may or may not bear close resemblance to actual probabilities.These perceptions are tempered by the individual's experiences (learning theory), observations of others (social learning theory), and self-perceptions. Valence is rooted in an individual’s value system. One example of how this theory can be applied is related to evaluating an employee’s job performance. One’s performance is a function of the multiplicative relationship between one’s motivation and ability [P=f (M*A)] [1] Motivation can be expressed as [M=f (V*E)],[7] or as a function of valence times expectancy.In layman’s terms, this is how much someone is invested in something along with how probable or achievable the individual believes the goal is. [edit] Current Research [edit] Management Victor Vroomâ€℠¢s expectancy theory is one such management theory focused on motivation. According to Holdford and Lovelace-Elmore (2001, p. 8), Vroom asserts, â€Å"intensity of work effort depends on the perception that an individual’s effort will result in a desired outcome†. Vroom suggests that â€Å"for a person to be motivated, effort, performance and motivation must be linked† (Droar, 2006, p. 2).Three factors direct the intensity of effort put forth by an individual, according to Vroom; expectancy, instrumentality, and preferences (Holdford and Lovelace-Elmore, 2001). In order to enhance the performance-outcome tie, managers should use systems that tie rewards very closely to performance. Managers also need to ensure that the rewards provided are deserved and wanted by the recipients. [8] In order to improve the effort-performance tie, managers should engage in training to improve their capabilities and improve their belief that added effort will in fact lead to better performance. 8] – Emphasizes self-interest in the alignment of rewards with employee's wants. – Emphasizes the connections among expected behaviors, rewards and organizational goals Expectancy Theory, though well known in work motivation literature, is not as familiar to scholars or practitioners outside that field. [edit] Computer Users Lori Baker-Eveleth and Robert Stone, University of Idaho, conducted an empirical study on 154 faculty members’ behavioral intentions/responses to use of new software.The antecedents with previous computer experience ease of the system, and administrator support for they are linked to behavioral intentions to use the software through self-efficacy and outcome expectancy. Self-efficacy and outcome expectancy impacts a person’s effect and behavior separately. Self-efficacy is the belief a person has that they possess the skills and abilities to successfully accomplish something. Outcome expectancy is the belief a person has when they accomplish the task, a desired outcome is attained.Self-efficacy has a direct impact on outcome expectancy and has a larger effect than outcome expectancy. [9] Employees will accept technology if they believe the technology is a benefit to them. If an employee is mandated to use the technology, the employees will use it but may feel it is not useful. On the other hand, when an employee is not mandated, the employee may be influenced by other factors that it should be used. The self-efficacy theory can be applied to predicting and perceiving an employee’s belief for computer use (Bandura, 1986; Bates & Khasawneh, 2007).This theory associates an individual’s cognitive state affective behavioral outcomes (Staples, Hulland, & Higgins, 1998). Motivation, performance, and feelings of failure are examples of self-efficacy theory expectations. The following constructs of the self-efficacy theory that impact attitudes and intentions to perform: past experience or mas tery with the task, vicarious experience performing the task, emotional or physiological arousal regarding the task, and social persuasion to perform the task. edit] Models of Teacher Expectancy Effects Jere Brophy and Thomas Good (1970, 1974) provided a comprehensive model of how teacher expectations could influence children's achievement. Their model posits that teachers' expectations indirectly affect children's achievement: â€Å"teacher expectations could also affect student outcomes indirectly by leading to differential teacher treatment of students that would condition student attitudes, expectations, and behavior† (Brophy, 1983, p. 639). The model includes the following sequence.Teachers form differential expectations for students early in the school year. Based on these expectations, they behave differently toward different students, and as a result of these behaviors the students begin to understand what the teacher expects from them. If students accept the teachers ' expectations and behavior toward them then they will be more likely to act in ways that confirm the teacher's initial expectations. This process will ultimately affect student achievement so that teachers' initial expectancies are confirmed. [10]In discussing work related to this model, Brophy (1983) made several important observations about teacher expectation effects. First and foremost, he argued that most of the beliefs teachers hold about student are accurate, and so their expectations usually reflect students' actual performance levels. As a result, Brophy contended that selffulfilling prophecy effects have relatively weak effects on student achievement, changing achievement 5% to 10%, although he did note that such effects usually are negative expectation effects rather than positive effects.Second, he pointed out that various situational and individual difference factors influence the extent to which teacher expectations will act as self-fulfilling prophecies. For instance , Brophy stated that expectancy effects may be larger in the early elementary grades, because teachers have more one-on-one interactions with students then, as they attempt to socialize children into the student role. In the upper elementary grades more whole-class teaching methods are used, which may minimize expectation effects.Some evidence supports this claim; expectancy effects in Rosenthal and Jacobson's (1968) study were strongest during the earlier grades. Raudenbush's (1984) meta-analysis of findings from different teacher expectancy studies in which expectancies were induced by giving teachers artificial information about children's intelligence showed that expectancy effects were stronger in Grades 1 and 2 than in Grades 3 through Grade 6, especially when the information was given to teachers during the first few weeks of school.These findings are particularly relevant because they show a form of the expectancy theory and how teachers have certain expectations of students and how they treat the students differently because of those expectations. [10] [edit] Criticisms Some of the critics of the expectancy model were Graen (1969) Lawler (1971), Lawler and Porter (1967), and Porter and Lawler (1968). [11] Their criticisms of the theory were based upon the expectancy model being too simplistic in nature; these critics started making adjustments to Vroom’s model.Edward Lawler claims that the simplicity of expectancy theory is deceptive because it assumes that if an employer makes a reward, such as a financial bonus or promotion, enticing enough, employees will increase their productivity to obtain the reward. [12] However, this only works if the employees believe the reward is beneficial to their immediate needs. For example, a $2 increase in salary may not be desirable to an employee if the increase pushes her into a tax bracket in which she believes her net pay is actually reduced, which is actually impossible in the United States with marginal tax brackets.Similarly, a promotion that provides higher status but requires longer hours may be a deterrent to an employee who values evening and weekend time with his children. In addition to that, if anyone in the armed forces or security agencies is promoted, there is a must condition for such promotions, that they he/she will be transferred to other locations. In such cases, if the new place is far from their permanent residence, where their family is residing, they will not be motivated by such promotions, and the results will be other way round.Because, the outcome, which this reward (promotion) will yield, may not be valued by those who are receiving it. Lawler’s new proposal for expectancy theory is not against Vroom’s theory. Lawler argues that since there have been a variety of developments of expectancy theory since its creation in 1964; the expectancy model needs to be updated. Lawler’s new model is based on four claims. [13] First, whenever there are a number of outcomes, individuals will usually have a preference among those outcomes.Two, there is a belief on the part of that individual that their action(s) will achieve the outcome they desire. Three, any desired outcome was generated by the individual’s behavior. Finally, the actions generated by the individual were generated by the preferred outcome and expectation of the individual. Instead of just looking at expectancy and instrumentality, W. F. Maloney and J. M. McFillen [13] found that expectancy theory could explain the motivation of those individuals who were employed by the construction industry. For nstance, they used worker expectancy and worker instrumentality. Worker expectancy is when supervisors create an equal match between the worker and their job. Worker instrumentality is when an employee knows that any increase in their performance leads to achieving their goal. In a chapter entitled â€Å"On the Origins of Expectancy Theory† published in G reat Minds in Management by Ken G. Smith and Michael A. Hitt, Vroom himself agreed with some of these criticisms and stated that he felt that the theory should be expanded to include research conducted since the original publication of his book.