Knowledge Throughout History The Ptolemaic Theory

As humans, our drive for acquiring knowledge can be seen as a reward to humanity. We constantly learn new things everyday which adds on to our initial knowledge, thus knowledge is indefinite. New information being acquired can cause us to reevaluate our initial views about the world we live in. In the context of this question, knowledge can be defined as the process of gaining information from past experiences. The collection of scraps and fragments is the facts, opinions, or just information we gain from knowledge. The pleasant design that our brain stores with information sticks until new information is introduced. One the new information is retrieved, we are able to alter, change, or reassess the information which can ultimately lead to†¦show more content†¦Instead, he created a completely different system that combined physics with cosmology. This was called the Copernican system with the idea that the sun is located at the center of the universe. This example shows how one piece of new information introduced can change the entire perspective. Ptolemaic trigonometric methods were the new piece of information and it caused an astronomer to reassess and reconstruct a system to help explain the stipulations of astronomy. Many astronomers agreed with Copernicus because technological advancement enabled them to reconsider the theories. The Copernican system became popularly accepted because it analyzed many observations conducted by the Greeks. However, although they accepted the Copernican system and disregarded the Ptolemaic system, both systems are not necessarily correct. Both models contradict Albert Einstein’s Theory of Relativity; the idea that changed astronomy and physics during that time period. This implies that either system is valid despite their distinct observations and beliefs. Now, many astronomers use these theories to further astronomic research and potential discoveries. The paradigm shift ultimately changed how people viewe d the world and what it contains. Language, like perception, gives us the opportunity to gain knowledge. We use language to share different ideas in detail. However, it doesShow MoreRelated Scientific Method Essay888 Words   |  4 Pagesto their theories regarding the nature of the basic constituents of matter, they illustrate the process of refining previous theories in light of new information or modes of thought. This is the way of scientific advancement throughout the history of science. Each generation of scientists takes the knowledge, theories and cosmologies of the generations of scientists who came before, building and expanding on them in light of new developments and knowledge. Does the fact that a theory of our scientificRead MoreEver since the beginning of time there have been stars. Not only stars in the sky, but moons,1700 Words   |  7 Pagesonly stars in the sky, but moons, planets, and even galaxies! Astronomy is defined as the branch of science that deals with celestial objects, space, and the physical universe as a whole. In other words it is the study of space, planets, and stars. Throughout the ages, many people have used astronomy to help them learn about the universe, our own planet, and even make predictions about life itself. Understanding astronomy means understanding where it originated, the different groups/cultures that usedRead MoreHistory and Its Effects on the Future2143 Words   |  9 PagesHistory and Its Effects on The Future According to definition, History is a narrative of events in the order in which they happened with their causes and effects, a record of past events. Throughout history many events have further evolved the human race, providing different ideas, policies, political laws and ways, and even scientific advances that further pushed the boundaries of human life to where they are today. The future is very much affected by the past and this is clearly present throughoutRead More was there a Scientific Revolution In The Early Modern Era?2170 Words   |  9 Pageswith the question about God, human propensity and the possibilities of understanding the world. The insinuations of the innovative Scientific findings were beginning to affect the way people thought and behaved throughout Europe. Society began to question the authority of customary knowledge about the universe. This in doubt allowed them to question the long-established traditional views of the state and social order. The beliefs th at many people had held for centuries had been proved false. Many EuropeansRead MoreJohn Hick and Pluralism1762 Words   |  8 Pagesthe  Friends Ambulance Unit. After the war, he returned to Edinburgh and became attracted to the philosophy of  Immanuel Kant, and began to question his fundamentalism. In 1948, he completed his MA dissertation, which formed the basis of his book  Faith and Knowledge (Peters).  He went on to earn a Doctorate in Philosophy from  Oxford University  in 1950 and a Doctorate in Literature from Edinburgh in 1975.  In 1953, he married Joan Hazel Bowers, and the couple had three children. After many years as a member ofRead MoreThe Renaissance Era Essay866 Words   |  4 Pagescreative and passionate about their loves in life; whether it be painting or sculpting of theatre or music or any other thing in life. In the renaissance many inventions and discoveries were made. A few examples would be the exploring of continents, Ptolemaic astronomy, the decline of feudal system, paper, printing, the compass, and of course, the use of gunpowder. The renaissance began in the 1400’s although some historians believe it originated with Frederick the second (1215-1250). If the renaissanceRead MoreEssay on The Scientific Revolution1263 Words   |  6 PagesThroughout the sixteenth and seventeenth centuries, radical and controversial ideas were created in what would become a time period of great advances. The Scientific Revolution began with a spark of inspiration that spread a wild fire of ideas through Europe and America. The new radical ideas affected everything that had been established and proven through religious views. The scientific revolution was more radical and innovative than any of the political revolutions of the seventeenth century.1Read MoreThe Period Of Rome And Greece1467 Words   |  6 Pagesdiscovery and exploration of new continents, the replacement of the Copernican for the Ptolemaic system of astronomy, the decay of the feudal system and the development of commercialism, and the invention or applic ation of such potentially powerful innovations as paper, printing, the mariner s compass, and powder. To the scholars and thinkers of the day, however, it was primarily a time of the revival of classical knowledge and wisdom after a long period of cultural decline and stagnation. The RenaissanceRead MoreTycho Brahe Essay2637 Words   |  11 PagesTycho Brahe is remembered for many things: his golden nose, his ignominious death, and his famous last words. All of these things have gone down in history. However, Tycho Brahe was well-known in his time as a respected and well-paid astronomer. His observations were second to none. He was unsatisfiable and meticulous in his profession, building two of the finest observatories of his time, the second because the first was not up to his own high standards. He is still regarded as one of the best naked-eyeRead MoreEssay on Ancient Greek Medicine1530 Words   |  7 Pagesdisease rather than the symptoms. Hippocrates saw that diseases came from natural causes; he discovered that thought came from the brain and not from the heart, and he saw that the body needed to be treated as a whole and not just a series of parts. The theory of the four humours originated from the works of Aristotle. The idea of Humours is usually credited to Claudius Galen, a Greek physician of the second century A.D. But although he organized the idea more accessibly, he was probably not its creator

Heritage Assessment - 1246 Words

Every culture is different and perceives the world differently. Cultures are inherited and a learned behavior. Everyone has a cultural heritage. This heritage assessment tool is helpful in understanding the different practices, distinctness and traditions of each individual. I am from the United States and the United States is home for diverse culture. My native language is English which I use in my everyday life. I’ve had some classes in Spanish and I know a few words but I’m not fluent in it. My parents are from the United States as well as the same city. My grandparents on my maternal side are from the United States as well, I’m not sure about my fraternal side because I don’t know much about their upcoming because my dad died†¦show more content†¦This helps them to live with less stress and worry which improves health. They feel obligated to help family members so whatever it takes for their family to be happy and stable they will do. For exa mple, they will help their family find employment or finance a house or other large purchase. They are extremely traditionally with the father as the head, decision maker and authority and mothers are considered secondary to the husband. Hispanics respect authority and look to those above them for guidance and decision making. They delay getting health checkup and may show up late or not at all. They practice the Catholic religion and birth control. Mexican tends to prepare Mexican food and traditional recipes are passed through generations. Overall, Mexicans typically place great importance on family values, religion, hierarchical society and strong masculinity. They are very sociable and friendly culture with a remarkable zest of life. The Asian person explained to me that she was born in the United States and her mother migrated to the United stated and her from Vietnam and her father was born and raised in Louisiana. Her mother is Asian and her father is African American. The ma ternal grandparents were born in Vietnamese and fraternal in the United States. She has 1 brother and they both grew up in an urban area in the United States where both parents currently live. She stated that being that her parents were from different cultures; theyShow MoreRelatedHeritage Notation Assessment4283 Words   |  18 PagesThe affects of Heritage notation orders Detailed analysis 23rd April 2012 Contents Abstract Introduction What is Heritage Significance? What is a Heritage notation order? What are the benefits of heritage listing? What does a heritage listing entail? How is the community affected? What are the disadvantages of heritage listing? The role of local government planning. The role of the Commonwealth. The positive impact of heritage listing on value. The negative impact of heritage listing on valueRead MoreHeritage Assessment1510 Words   |  7 Pagesï » ¿ Heritage Assessment: Comparing Cultural Health Traditions Monica V. Poehner Grand Canyon University: Family Centered Health Promotion November 16, 2013 Heritage Assessment: Comparing Cultural Health Traditions Culture and heritage are the properties that make up a way of life for a specific population. As referenced by South African History Online (n.d.), â€Å"Culture should be regarded as the set of distinctive spiritual, material, intellectual and emotional features of societyRead MoreHeritage Assessment1503 Words   |  7 Pageshead: THE HERITAGE ASSESSMENT OF HISPANIC, ASIAN AND The Heritage Assessment of Hispanic, Asian and African American Families B.Cohran Grand Canyon University The Heritage Assessment of Hispanic, Asian and African American Families The Heritage Assessment Tool (HST) is used to â€Å"investigate a given patient’s or your own ethnic, cultural, and religious heritage†¦it can help determine how deeply a given person identifies with a particular tradition†. (prenhall.com). This assessment of 29 questionsRead MoreHeritage Assessment1246 Words   |  5 PagesHeritage assessment Danielle Sumner Grand Canyon University Heritage assessment Introduction The Heritage Assessment Tool can be adopted as a dependable tool to gauge, health maintenance, restoration and safeguard of personal, cultural beliefs. The adoption of health assessment tool helps meet the prerequisites of diverse patient populations to offer quality all-inclusive care. The following paper reviews the assessment of three culturally dissimilar families, and demonstrate how a nurse wouldRead MoreHeritage Assessment1064 Words   |  5 PagesHeritage Assessment By, Genethia Guerrero Grand Canyon University: NRS-429V Family Health Promotion 04/17/2011 Jose Alejandro Every individual has a cultural heritage. Each culture views the world differently. Culture is an inherited characteristic and includes knowledge, beliefs, customs, skills, likes and dislikes. The fundamental role of cultural heritage is uniting, respecting the diversities and brings people together to face the future by informing, perceiving and give importance toRead MoreHeritage Assessment1611 Words   |  7 PagesThe Influence of Heritage on Current Culture Evaluation of how family subscribes to these traditions and practices is offered in detail, while offering insight and/or reflection.It is essential for nurses to provide culturally sensitive care to each and every patient in order to establish repor and maintain a safe working relationship with each individual. To provide culturally sensitive care to a nurses patient’s he or she must first assess their own beliefs, values, and culture at large. TheRead MoreHeritage Assessment1366 Words   |  6 PagesAs a measurement tool, heritage assessment helps a person appreciate further his cultural background, find strengths in his personality (based from his specific cultural background), and work on weaknesses that he has. Unlike other assessment tools, this is a quantitative-based approach aimed at threshing out a person’s family, religious and ethnic background that Influences the healthcare delivered to that person or to their culture The greater the number of the positiv e responses shows the person’sRead MoreHeritage Assessment963 Words   |  4 PagesHeritage Assessment Tracie Bigelow Grand Canyon University: 429V Melinda Darling September 29, 2013 Heritage Assessment Culture is defined as the beliefs, customs, arts, etc., of a particular society group place of time (Culture, 2013). The heritage assessment tool is a great method used to assess health maintenance, protection, and restoration of each individual’s cultural beliefs. The heritage assessment tool is often used by healthcare providers to help determine different culturalRead MoreHeritage Assessment1104 Words   |  5 PagesHeritage Assessment NRS-429V | Culture and Cultural Competency in Health Promotion John Thomas 3/24/13 The Heritage Assessment tool is primarily used as a device to evaluate health maintenance, health protection, and health restoration of a person’s cultural beliefs and values (Spector, 2006). This assessment helps aid in providing quality patient care in that it helps to meet and respect the needs of different types of people and their respective backgrounds (Spector, 2002). This particularRead MoreHeritage Assessment968 Words   |  4 PagesHeritage Assessment Angel S. Winnie Grand Canyon University: NRS429V May 17, 2013 Heritage Assessment The heritage assessment tool is a checklist used by professionals to gain knowledge of patient’s culture and beliefs prior to initiating care. (Spector, 2000). There are many different cultures in this country, brining different beliefs in health, illness, recovery, death, and life. The heritage assessment tool is an important measure towards better understanding of cultural competency,

Discourse Communities Free Essays

DC Essay, Draft 1 Discourse Communities Essay There is a very large variety of academic discourse communities available at the universities today. Deciding to go to college is deciding to enter an academic discourse community all on its own but deciding to choose a major is entering a more specified discourse community. There are many similarities and differences between every separate community which makes it difficult for some people to choose. We will write a custom essay sample on Discourse Communities or any similar topic only for you Order Now Understanding a community must be done before involving oneself. Comparing and contrasting majors can make it easier for someone to choose which academic discourse community they decide to involve themselves in. Comparing and contrasting majors can be much simpler than it seems. Taking the time to describe a rhetorical purpose, audience, and values can be a good outline for to understand the community. An example of this would be comparing the discourse communities of a nursing major and an education major. According to the Sacramento State Course Catalog, â€Å"Nursing is a caring discipline with a foundation of nursing science guided by the application of moral and ethical principles of care and responsibility† and â€Å"The professional educator brings together subject matter knowledge, appropriate strategies, and interpersonal skills essential to providing successful learning experiences for children. † Preparing to work first-hand with people, possibly even very young children, is the main similarity between the two majors. Although the two prepare to help the community, they plan to help in different ways. The two majors are in a sense the same in their future purpose caring the same values, but different in the actual action it will entail. Both Nursing and Education carry the social value of an equal opportunity. The majors do not discriminate between the sexes or age of a person unlike athletics major possibly would. A woman at a very elderly age most likely wouldn’t be able to run a triathlon and be successful at the same time. Nursing provides health and well-being for the community also providing safety. By treating someone of a contagious and deadly disease a nurse could possibly prevented a whole community from contact of this disease. Education provides common and even uncommon knowledge also building a future for the community. Teaching a young community to read and write makes them literate allowing them to seek high-end careers in the future. Rhetorically, an audience or a nurse could be doctors, parents, or the elderly while the audience of an educator would most likely be parents, their students directly, or the community no longer directly tied to the education environment. A typical purpose a nurse might have would be to provide health and safety to the community in order to keep a community alive. On the other hand a purpose for an educator would be to educate the community of the importance of a health and safety so they are aware of the seriousness of the matter. Personas in both fields would most likely be informative and professional. Comparing and contrasting the similarities between two separate majors can ease the decision of joining a discourse community. Values of the community can be very similar which may be what draws a person to both but the purpose of them can be completely different. Understanding the communities is done by exploring these aspects and applying rhetorical cases to them. Works Cited â€Å"Sacramento State University Catalog† (2012-2014) How to cite Discourse Communities, Essay examples

Communication and Positive Working Relationship-Free-Samples

Question: Discuss about the Communication and Positive Working Relationship. Answer: Evaluation of advantages and disadvantages of Synchronous and Asynchronous communication The company has proposed some innovative changes for their marketing enhancement. They have good opportunities in building their marketing teams by the effective implementation of the virtual meeting. The marketing director of the company wants to present an idea to all the employees and team members thus a communicating of the interacting process is needed for that reason. Synchronous transmission of communication is a live interaction where the communication process is taken place at a same time or space. The interaction process has taken place in a defined room and all the members are delivering their views (Jalalkamali et al. 2016). This is the formation of the synchronous communication process and instant answers, views, and expressions are there to know the state of the meeting and to consider the right path of the meeting. There are several advantages in this kind of communication process. This is very easy to organize and the outcome of the meeting has come to up an immediate effect (Dutton and Ragins 2017). The responses are immediate and vocal, which is important to understand the inner feeling of the speaker. In that case, if any adverse situation has come, that can be controlled in the meeting and a suitable action has taken at last for the fulfillment of that meeting. The reports are real time so there are some argumentations in that situation and that enhances the opportunities for better results. There are some other disadvantages also persisted in that communication process. The first disadvantage is the revealing factor of argumentation where most of the people are not willing to do confront in the face so this is a problem for the employees. The service is up and ready without proper resources. There is a need for a connection-oriented protocol for the formation of this communication process . Asynchronous transmission of communication is a kind of process where the individual point of view of a person waits for the approval of another person; this is not live where instant results can be drawn (Block 2016). This is an interrupt process where the sender of a particular idea has to wait till the receiver has received the message and deliver a suitable response to the message. Email is this kind of communication process where one has to wait for another person's response. There are some advantages of this communication process. The server request can be sent from any server. There are no specific servers allocated for this kind of the communication process. There are numerous resources and there is no blocking in that case (Dutton and Ragins 2017). The communication can be implemented through the connectionless protocol and this is a big advantage in this communication process (Kramer 2014). There are certain disadvantages also like the unpredictable response time, the time is actually not known by the sender so this is a big problem for the urgent situation. This is also more complex situation and the entire communication mostly depended on the connection-oriented protocol. Recommendation of those communication tools and the development of working condition In case of the synchronous tools conferencing system is the major tool where the communication process can take place. Video or web conferencing is another process that can be implemented in that situation. Software, hardware, and bandwidth all these are an essential tool for this communication process (Derks et al. 2015). Sometimes verbal interaction is enough for the development of the working condition. The working condition can be developed by the effective use of the virtual discussion and the development of marketing structure framework. As the immediate feedback can get in this communication process so the increased level of engagement is there in this communication process. There is less documentation happened in this communication process as verbal interaction is the key issue in this prospect, however, a minimum documentation is needed in that communication process for the further verifications. On the other hand, the Asynchronous communication system can be accessed by any internal portals. That may be any social network sites, emails, blogs, and the different boards as all these are tools for the communication process (Dutton and Ragins 2017). As the process does not deliver in an immediate way thus the formation of technology is a bit faster where an indicator will be there to notify the person about the important message (Koprowska 2014). This is a kind of recommendation that can be implemented in that communication process for the better results. References Block, P., 2016.The empowered manager: Positive political skills at work. John Wiley Sons. Derks, D., Duin, D., Tims, M. and Bakker, A.B., 2015. Smartphone use and workhome interference: The moderating role of social norms and employee work engagement.Journal of Occupational and Organizational Psychology,88(1), pp.155-177. Dutton, J.E. and Ragins, B.R. eds., 2017.Exploring positive relationships at work: Building a theoretical and research foundation. Psychology Press. Jalalkamali, M., Ali, A.J., Hyun, S.S. and Nikbin, D., 2016. Relationships between work values, communication satisfaction, and employee job performance: The case of international joint ventures in Iran. Management Decision,54(4), pp.796-814. Koprowska, J., 2014.Communication and interpersonal skills in social work. Learning Matters. Kramer, M.W., 2014.Managing uncertainty in organizational communication. Routledge.

Jimi Hendrix - Voodoo Child free essay sample

Explodingonto the music scene in 1967, Jimi Hendrixs talents were instantlyapparent. At age 24, he was producing some of the most ferocious andinnovative riffs of all time. Not only a great musician but an evenbetter showman, Jimi had all the tools to become the most dominantrock-and-roll musician of all time. Unfortunately, the life of the bestelectric guitarist to ever plug into an amp was cut short in 1970. The Voodoo Child collection is a masterfully puttogether shrine to Hendrix that allows generations to come together andshare his gifts. When I purchased the two-disc set, I alreadyowned Are You Experienced? and First Rays of the NewRising Sun. I wanted to find out more about the life andinfluences of Hendrix. This is possibly one of the best greatesthits collections of any rock performer. The set offers the best ofHendrix both in the studio and live. Disc one is Jimis greateststudio hits. Tracks include masterpieces like The Wind CriesMary and Hey Joe, plus all his other big hits. We will write a custom essay sample on Jimi Hendrix Voodoo Child or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page Disc two completes the collection perfectly with an array ofJimis most famous live performances, such as the magic of TheStar Spangled Banner at Woodstock and his remake of JohnnyB. Goode. These two CDs are perfect for anyones music library,and are the best way to fully experience Hendrix. VoodooChild The Jimi Hendrix Collection has something for everyone.Whether the great riffs and musical attributes, or just the greatlanguage Hendrix used to write beautiful poems, Voodoo Childis a must-have for any music lover. You wont regret buying it.

Explain the sequence and rate of each aspect of development from birth -19 years Essays

Explain the sequence and rate of each aspect of development from birth -19 years Essays Explain the sequence and rate of each aspect of development from birth -19 years Essay Explain the sequence and rate of each aspect of development from birth -19 years Essay Essay Topic: 12 Angry Men The Birth Mark Explain the sequence and rate of each aspect of development from birth -19 1. 1 years Childrens development for each age can be divided into fiver different aspects: Physical; Communication and Language; Intellectual and Cognitive; Social, Emotional and Behavioural and, from the age of 3 years Moral Development. Birth 3 weeks Full term babies are born at around 40 weeks; if they are born more than 3 weeks before the due date they are classed as premature and will then be expected to take a little longer to meet the early development milestones. Newborn babies need to bond with their primary carers from birth. Babies will spend more time sleeping than they will awake. Physical Development: At birth babies depend on reflexes such as rooting, grasping and suckling to enable them to feed or grasp. Physical development at this stage is usually very rapid. Communication and Language Development: They will cry to communicate hunger, tiredness and distress Intellectual/Cognitive Development: They can recognise their mothers or primary carers voice Social, Emotional and Behavioural Development: They begin to bond with their primary carers, they need close physical contact with them to feel secure. They are totally dependent on others. 1 Month frequently and may be settling into a feeding and sleeping routine. They might begin to communicate with sounds as well as crying and may be beginning to smile. When sitting the head falls forwards (head lag) and the back curves. Reflexes persist but the startle reflex is seen less frequently. They will gaze attentively at faces especially when fed and talked to. Although still communicating needs by crying will begin to use other sounds and to coo and gurgle in response. They may be soothed by familiar voices or music and are beginning to use their senses for exploration They begin to smile, respond to sounds and to be engaged by peoples faces. 3 Months Babies will usually by now be far more alert and some may have settled into a routine that includes sleeping through the night. Physical Development: By 3 months they can usually turn from side to back, lift their head in the prone position arms and legs can wave and kick and hold objects such as a rattle for short periods of time. They can usually recognise and link familiar sounds, respond to conversation with sounds and return smiles By using their senses babys are becoming aware that they are a separate person. They also begin to notice objects in their vicinity. understand that the person will come back. They react positively when a carer is caring kind and soothing but may stop trying to interact if the carer does not react to him or her. 6 Months Rapid development will have continued. Babies are physically stronger and very alert. They can now express enjoyment and excitement though noises and facial expressions. They can also reach out for objects they are interested in At 6 months they can usually turn from front to back, sit unsupported with the head controlled while sitting; bear weight when held in the standing position, and will use palmar grasp to pick up objects which they can then pass from hand to hand.. Sounds are used intentionally to attract a carers attention. They can babble and enjoy the sounds they make as well as music and rhymes They are very alert and interested in bright, shiny objects which they will put in their mouths to explore They are able to express a wider range of feelings more clearly and vocally, they can laugh with delight but cry at the sight of a stranger. They can clearly tell people apart and express a preference for those they are familiar with. They reach out to be eld and may stop crying when talked to, They like to look at themselves in the mirror. Months Babies are much more mobile at this stage and can explore their environment. Their increased strength means they can sit for longer. They begin to understand some familiar words and that carers who leave the room will return (object permanence) be crawling, pull themselves to standing and take steps with support and uses an inferior pincer grasp to pick up objects. They can use a wider range of sounds and recognise familiar words such as no and their own name. T hey enjoy conversations and respond with longer strings or abbling sounds and can vary the volume of those sounds intentionally. They enjoy exploring their environment and begin to look for fallen objects (object permanence) They enjoy playing games such as peek-a-boff, they will offer objects but not let go. They can begin to feed themselves, with support 12 Months Babies have much increased mobility and are beginning to walk. Fine motor skills such as the pincer grasp are developing. Babbling will gradually turn into their first recognisable words. By age one; they have much more control over their bodies. They may be crawling or tarting to walk. They can usually throw objects, clap hands together use a sophisticated pincer grasp and begin to feed themselves. They will have a greater understanding of the basic messages communicated by others and can respond to basic instructions. Babbling increasingly sounds like speech and leads to the first single words being spoken They look for objects that fall out of sight, understanding that they still exists. Their memory develops and the memory of events past will lead to the anticipation of Their sense of self identity increases and self-esteem and self-confidence develop. They wave goodbye when prompted initially then eventually will do it spontaneously. They are happy to play alone or with other children for increasing amounts of time. 5 Months Language is really developing and children understand and use an increasing number of single words. At 15 months they can usually walk independently, crawl up and down (feet first) stairs, turn the pages of a book, make a tower of 2 blocks and hold a beaker when drinking. rto crawl, shuffle, pulling or pushing on things to stand etc. They will have a gr eater understanding of the concept of labels such as you me mine yours. Vocabulary of single words is increasing They will put away and look for familiar objects in the right place. They will play with toys correctly e. g. put a doll in a cot and are becoming more interested in the activities of other children. They are becoming more curious and want to explore more as long as carers are close by. They may show signs of separation anxiety e. g. become upset when left at nursery. They may show off to entertain carers. They may become possessive of toys or carers and can become Jealous if attention is given to other children. They can be very changeable emotionally and alternate between wanting to be ndependent and wanting carers around. They may have tantrums. They can be distracted from inappropriate behaviour 18 Months Children are becoming increasingly independent and become easily frustrated if become defiant and resistant to adults. They are not yet able to control their emotions and can become overwhelmed by their emotions. By 18 months they are usually walking confidently, walking up and down stairs with assistance, propelling themselves on ride-on toys, rolling and throwing balls, using a delicate pincer grasp, making large scribbles with crayons and can use door handles. They will understand a lot of what is said and are using more words themselves including peoples names They will use trial and error in exploration. They have a better understanding of what it means to be an individual. They are very curious and eager to explore. They can become quickly frustrated if unable to do what they want. They like to follow carers and Join in with their activities. They play alongside their peers for longer (parallel play)and may imitate them. They can be emotionally volatile but start to show sympathy for others. Years Childrens individuality is emerging. They are using short sentences. They are still struggling with their overwhelming emotions but are beginning to understand that actions have consequences. By the age of 2 children will usually be running confidently, climbing, walking up and down stairs alone, kicking balls, building towers with more blocks, Joining and separating interlocking toys and mark making on paper will progress to scribbles and the n recognisable shapes. They will often name objects and use short sentences although some words may be used incorrectly e. g. l goed out They can complete simple Jigsaw puzzles and can understand that actions have consequences. They are beginning to understand their own emotions and can identify happy and sad faces. They are still experiencing a wide range of very changeable emotions which is expressed in their behaviour; they can become angry with other children and lash out, pushing or biting them. They are becoming more aware and responsive to other peoples emotions. They respond to carers lovingly and may initiate loving gestures such as cuddles. 3 Years As children are able to express themselves more verbally tantrums will decrease. Many children will be starting pre-school and they are becoming more interested in he activities of others and playing with their peers as they are more able to understand taking turns and sharing. At 3 years children begin to gain more independence. Their mobility and climbing skills will be advancing as they run, Jump, catch, walk up and down stairs. Dexterity increases with small objects like puzzles, threading beads. Dressing and undressing will be assisted but more cooperative. They will have more pencil control and will begin to copy letters and shapes, and draw people. Ball games will develop more structure as they begin to kick with aim. They will begin to learn to hop on one foot, hen the other and also to skip. They enjoy stories and rhymes. Their vocabulary develops and they will use plurals, pronouns, adjectives, possessives and tenses. can name colours and sort items into simple sets. They can count 3 or 4 objects and may be able to count to ten by rote. They begin to recognise their own written name. They play imaginatively and creatively. They can tell carers how they are feeling and empathise with the feelings of others. They can use the toilet and wash their hands. They can dress and undress. They enjoy imaginary and creative play. They enjoy the company of peers and make friends. They want adult approval and will be affected by the mood of carers. They are usually less rebellious and less likely to physically express anger. Moral Development: They are increasingly able to understand the consequences of behaviour and also to understand the concept of saying sorry. 4 years Many children will start school during this year. By now they are usually fluent talkers, confident movers and adept socially. Their concentration span will be increasing and many children will be familiar with planned learning activities. They can change direction while running, walk in a straight line, hop safely and onfidently climb and slide on apparatus. They can bounce and catch balls and take aim. They can build a tower of 10 blocks. They are learning to fasten most buttons and zips, to use scissors to cut basic shapes, draw people with basic heads, bodies and limbs and write names and letters. They can usually speak fluently and can be understood by people who do not know the child. As language is understood more deeply so the enjoyment of stories and rhymes increases. They can usually complete puzzles of up to 12 pieces. As memory increases children will remember more stories and songs. Concentration span increases. Fantasy and making skills. Objects and items can be sorted into more complex group and their understanding of number concepts increases. They may be aware of gender roles, if exposed to them. Friendship with peers is increasingly valued, and they enjoy playing with other children. Their control over their emotions increases and they can wait to have their needs met by their carers. As the childs imagination increases they may become more fearful of abstract/ imaginary concepts such as the dark or monsters. They are learning to negotiate and get along with others through experimenting with behaviour. Distraction works less often but the child increasingly understands reasoning and they respond well to praise for behaviour, encouragement and responsibility. They experience being blamed and blaming; have a good understanding of familiar basic rules and if they are exposed to swearing are likely to use these words in their own language. Years Children will now be in formal education many will enjoy the stimulation and challenges but some may find it a negative experience especially if they do not enjoy reading and writing. Friends are very important to them. Physical development slows down but coordination increases. Their balance is usually good, they can control a ball well and ride a bike with stabilisers. As their sense of rhythm increases they enjoy dance and movement activities. Writing becomes more legible, they can usually write short, familiar words. They are learning to read and their vocabulary is increasing, generally most children will know over 2000 words. as they learn to read their enjoyment of books increases. Their thinking skills and memory increase as vocabulary grows. Learning style preferences may become apparent. For some children the school transition may be unsettling. They enjoy group play nd co-operative activities and they increasingly understand the rules of social conduct and rules of games although they may have difficulty accepting losing. They have an increasing sense of their own personality and gender. They are keen to fit- in with others and look for approval from adults and peers and time out methods of behaviour management may be effective . They are far more independent and can mostly look after their own physical care needs. They may seek attention showing off in front of adults and peers. They will feel shame/guilt when an adult disapproves of their behaviour. They are keen to win and to be right. -7 years Children are strongly influenced by what they learn at school and can increasingly compare this with what they learn at home. Development slows down now but confidence and learning usually increase. They can usually hop on either leg, ride a bicycle without stabilisers, catch a ball in 1 hand and may be able to tie shoelaces. Language is more refined and they enjoy Jokes and word play. Imagination skills are developed; they may play complex, dramatic fantasy games. Some children will be reading and writing basic text. They are able to predict and plan ahead. Their numeracy skills develop they can usually understand simple

International Operations and Risk Management of Brewin Dolphin Plc Essay

International Operations and Risk Management of Brewin Dolphin Plc - Essay Example This paper illustrates that Brewin Dolphin Plc has over 35 offices in the U.K and the Eire region. The company remains committed to providing expert financial services. Earning the trust of the client through efficient services has remained an important aspect of the company. However, increasing regulatory policies and changing demands and nature of financial services requires Brewin Dolphin to continuously innovate. Brewin Dolphin charges clients on the basis of the value of their services. Following fair and ethical practices in terms of charging prices has remained important for the organization. A personal approach is adopted by the company in providing financial services to the clients. Brewin Dolphin‘s clients also include a number of charitable trusts and non-profit seeking institutions. Brewin Dolphin manages  £ 28 billion worth investments of clients in the U.K and Eire. Since its inception in the British financial sector, the company has been successful at growing r apidly. Moreover, since the market in which the company operates is growth-oriented, it is expected that the firm will be able to grow sufficiently even in the future. Investment management firm in the U.K is seen to grow in size and revenue even though recession had considerably weakened the economy. Post-recession, many firms, and individuals began becoming aware of the fact that securing financial advice and expert management advice was necessary to safeguard wealth. Moreover, the recession had triggered more regulatory practices to be introduced within the industry. Almost 10 to 15 percent of the industry segment is occupied by the portfolio management and investment firms. The major revenue, however, is received from the banking firms which operate in this sector. The investment management firms of the U.K account for earning almost  £ 12 billion on an annual basis. Apart from the steady flow of income, the investment management sector of the U.K also accounts for a significa nt number of job opportunities. The government of the U.K ensures that the investment management sector remains stable. The failure or fall in revenues in this sector directly impacts the overall economy of the nation. Overall, the investment management sector accounts for 1 percent in the overall economy of the U.K.

660 questions 11 and 12 Assignment Example | Topics and Well Written Essays - 500 words

660 questions 11 and 12 - Assignment Example s in exchange to the things of value, such as rewards, praise, resources or avoidance of disciplinary action; so that they move towards achieving the goals of both the leader and followers (Sashkin and Sashkin, 2003). The difficulties and complications associated with the present state of affairs are explained to the followers. Then, the leaders urge the followers’ value system for bringing about the change. Thus, an emotional bond between the two is formed in transformational leadership. Such bondage ensures long term success to the leader. However, transactional leaders do not address such emotional or personal issues of followers, but motivate them to achieve the required goals in return to a reward or in order to avoid punishment. The emotional bondage is missing and is based on the positional power and influence of leader. The efforts of leaders only gain short term benefits (Hughes and Curphy, 2012). Transformational leaders are visionary and are skilled in creating lasting impressions, thus, exhibit certain leadership capabilities. This clear expression or possession of leadership skills is not found in transactional leaders. Transformational leaders also help the followers draw up a link between the solutions to their individual setbacks and the organizational goals. In the course of leadership, the followers are encouraged to actively participate in the transformational processes and empowered to grow into leaders in future. In contrast, though the benefits accorded to followers motivate the latter to improve their performance, the resultant positive energy is not completely employed towards organization in the upcoming period, as the leaders are not skillful and visionary enough to make such an attempt (Hughes and Curphy, 2012). Both transactional and transformational leaders focus on leader and member exchange, be it the things of value in the former case or emotional exchanges in the latter form. Both the forms of leaders appeal to the needs of the

THE APPLICATION OF THEORETICAL MODELS RELATING TO TEAM BUILDING AND Essay

THE APPLICATION OF THEORETICAL MODELS RELATING TO TEAM BUILDING AND MOTIVATIONAL FACTORS TO THE PROCESS OF EVENT MANAGEMENT - Essay Example In the study, effectiveness measures include team performance by multiple evaluations of key stakeholders. Team effectiveness is found to be a result of the interactions among design, process, and contextual support factors. It was suggested that as teams work under interdependent conditions, the positive relationship between team job motivation and team autonomy was reduced (Janz et al. 2006). It is also stressed that teams that have developmental maturity have a more positive demonstration of the relationship between job motivation and team process behaviors such as sharing and innovating, than those that do not. There is a positive relationship between process behaviours and effectiveness, a more positive relationship is recorded in the presence of certain contextual factors such as high-quality goals and efficient information transmission. The presence of other contextual factors, such as feedback and time pressure allows process behaviours and effectiveness for a less positive r esult (Janz et al. 2006). In order for an organisation to achieve maximum returns on investment, teams and leaders need to achieve peak performances - team process skills, leadership, and management development, mind mapping techniques, stress management, and personal and team coaching. Teamwork is important in carrying out a task and spells the difference between group efficiency and lack of it. Teamwork is enhanced in team building activities as it pertains to people working together cooperatively as a tam in pursuit for accomplishing the same goals/objectives. A team building-based approach is fundamental to many organisations, which is proved by reliance upon project teams in driving change and innovation. A so-called 'teamship skills' that are on par with employees' and workers' functional and technical skill sets is what is required of people in order to work in a team dimension. Upon achieving the fundamental outcomes of team building, the team's journey will be accelerated by the second phase of team development toward peak performance. A team development program provided by the organisation will give way for teamship skills and operational framework in order for teams and individuals achieve their full potential (Bowdin et al. 2001). The first step in achieving teamwork and high performance team building is by building strong interpersonal relationships and alignment to team goals, which must be undertaken in the initial building of the team. Trust and rapport can be easily established by a shared experience that involves working together on tasks that are unfamiliar and require a high degree of interdependence. Improved and measurable team building outcomes are sought by modern organisations, in which a team-based approach is fundamental. A clear example of this is the reliance upon project teams in order to drive change and innovation. There is now a necessity for people to possess teamship skills, which are aligned to their functional and technical skills sets. There is also a growing trend of using project teams to drive organisational improvement, which is one consideration in the fast-paced dimension of business. An employee

Produsage and Participatory Culture

Produsage and Participatory Culture M024610021 – Grà ©goire Lesene Second Response Essay for The Audience in Media and Communications course Produsage: Towards a Broader Framework for User-Led Content Creation – Axel Bruns Summary: In Produsage: Towards a Broader Framework for User-Led Content Creation, Dr. Axel Bruns defines the concept of produsage, coined by the scholar himself after the terms â€Å"production† and â€Å"usage† (Wikipedia), so as to characterize today’s user led content environments. According to Bruns, produsage is â€Å"the collaborative and continuous building and extending of existing content in pursuit of further improvement.† (Bruns 2). This notion is linked with the emergence of the so-called â€Å"social software† and â€Å"Web 2.0† environments, and illustrates the phenomenon of users or consumers playing the roles of producers in various virtual settings such as social networking (with sites such as Facebook, Myspace or LinkedIn), knowledge management (Wikipedia or Google Earth), creative practice (Flickr, YouTube or ccMixter), multi-user online gaming (as gamers are being more and more involved in the development of games, with the example of The Sims, where 90% of the game’s content being made by consumers rather than the developer Maxis), citizen journalism (Indymedia or Slashdot, having an impact on political processes in several countries (Bruns 3)), collaborative filtering (Amazon’s recommendations or Google’s PageRank) and open source software development (Linux or LibreOffice). The author informs us the phenomenon of users being involved in content creation is far from being new, as the term â€Å"prosumer† was already coined four decades ago by American writer and futurist Alvin Toffler so as to describe â€Å"more informed, more involved consumer of goods who would need to be addressed by allowing for a greater customisability and individualisability of products† (Bruns 3). The concept of â€Å"pro-am† was also approached by Charles Leadbeater to describe a â€Å"joint effort of producers and consumers in developing new and improved commercial goods.† (Bruns 3). It is mentioned by the author that the above-mentioned models sustain however a traditional industrial production chain, as the split into three parts is still present (producer, distributor and consumer). Author Alex Bruns states the concept of produsage can be defined following four characteristics, which are: 1) shifts from producers to wide communities of participants, 2) flowing movement between produsers’ roles, 3) unfinished products that are subjects to constant evolutions and modifications, 4) produsers recognize and value authorship and merit while forbidding unauthorized commercial usage so as to promote constant improvement of products. Detailing commercial approaches of the produsage (i.e.: crowdsourcing), scholar Bruns points out the possible issues of this model, among which the problem of legal concept of copyright which needs to be reconsidered (Bruns 7), and states that if such a trend keeps on working, it should be considered as a fundamental paradigm change with deep involvements. Evaluation: Based on â€Å"the affordances of the technosocial framework of the networked environments† (Snurb 1), produsage allows amateurs and professionals alike to work hand in hand in order to create and share information or products with the rest of the world. This collaboration brings several benefits, among which the sharing of knowledge, such as website Wikipedia.org, which allows anyone free access and content to an Internet encyclopedia. In this era of â€Å"participatory culture†, time and money are less of an obstacle than it used to be. For instance number one’s global crowdfunding platform Kickstarter enables individuals to bring a project to life, using public fundraising to bring projects such as video games, music albums, inventions, movies etc. to completion if minimum funding goals are attained. Using the example of the video game industry, where traditionally large publishing companies have an impact on the original ideas and visions of video game developers, rendering at times a piece of work unfinished or oftentimes bugged that necessitates patching afterwards (with for instance the example of computer game Fallout 2, which was rendered fully playable due to an unofficial patching by fans), crowdfunding platforms such as Kickstarter nowadays allow developers to fully conceive their work of art the way they want it to be without any boundaries. Therefore in such cases, the intervention of the public, the involvement of consumers in the production of contents is seen as beneficial, as constraints of the past are now overcome. Although produsage appear to have a positive impact in certain areas, the concept has its limitations in some fields, among which in the domain of education. As media expert and MIT Professor Henry Jenkins states, there is â€Å"a huge gap between what you can do when you’ve got unlimited access to broadband in your home and what you can do when your only access is through the public library, where there are often time limits on how long you can work, when there are already federally mandated filters blocking access to certain sites, when there are limits on your ability to store and upload material, and so forth.† (Jenkins 1). Two other deficiencies of the concept of participatory culture are also pointed out by Henry Jenkins, what he calls the â€Å"transparency problem† and the â€Å"ethics challenge†. For Jenkins, the â€Å"transparency problem† is the issue young people are confronted with while learning as media change perceptions of the world. As a matter of fact, we cannot deny that our ability to elucidate the veracity of certain information is at times challenged due to the tremendous amount of information available. The other issue named the â€Å"ethics challenge† is defined as â€Å"the breakdown of traditional forms of professional training and socialization that might prepare young people for their increasingly public roles as media makers and community participants.† (Norris 1). Taking the rise of citizen journalism to illustrate this point, almost everyone can pretend to be a journalist to date, while this career is traditionally tied with a certain education, rules and techniques. Elaboration: Following the reading of this journal along with various articles linked with the concepts of produsage and participatory culture, we have learnt the involvement of produsers is beneficial and detrimental at the same time. The goal of produsers is to provide freely to individuals without any form of rewards. However the risk might occurs that companies may take advantage of such contents to benefit themselves. Subsequently we cannot help but wonder about the continuity on the long-term of such practices, as eventually contributors might be tempted to earn something in return for their hardwork. Produsage content is nowadays undeniably part of our daily lives and it is somewhat difficult to imagine how we would be able to do without this amount of accessible knowledge to us. Because of produsage, we can have access to unlimited forms of learning such as YouTube tutorials for instance, and Wikipedia has become a student’s staple for dealing with assignment or as a decent if not reliable source of knowledge for plenty of individuals (despite the fact we fundamentally know such affirmations on this website should be treated with caution). Therefore did produsage and participatory culture help us broaden our criticism, view and understanding of our daily surroundings or did they simply worsen these skills? As online communities seem to favor more and more virtual realities such as the game The Sims, does produsage create loneliness and antisocial, reclusive living habits, far away from real human contact? References: Bruns, A., (2007). Produsage: Towards a Broader Framework for User-Led Content Creation.Proceedings Creativity Cognition. 6 (1), pp.1-7 Bruns, A., (2008). The Future Is User-Led: The Path towards Widespread Produsage. Fibreculture Journal. 11 (1), pp.1-10 Wikipedia (n.d.). Produsage. [ONLINE] Available at: http://en.wikipedia.org/wiki/Produsage. [Last Accessed 28 November 2014]. Open Source (n.d.). What is open source?. [ONLINE] Available at: http://opensource.com/resources/what-open-source. [Last Accessed 28 November 2014]. Snurb (2007). Produsage: A Working Definition. [ONLINE] Available at: http://produsage.org/produsage. [Last Accessed 28 November 2014]. Jenkins, H. (2006). MySpace and the Participation Gap. [ONLINE] Available at: http://henryjenkins.org/2006/06/myspace_and_the_participation.html. [Last Accessed 28 November 2014]. Norris, A (2012). Review of Jenkins work on Participatory Cultures. [ONLINE] Available at: http://www.hastac.org/blogs/aaminahm/2012/08/11/review-jenkins-work-participatory-cultures. [Last Accessed 28 November 2014].

Elements that make up Winning Teams Essay -- essays research papers

Every person within any team wants to feel they are part of a winning team, and that they are contributing to its success and the success of the company. For teams to able to do this, personnel must be able to work together, be committed to the team's goal, to encourage formal and informal interactions and instill that winning attitude. For teams to be able to achieve this, certain attributes must be instilled within any team. As defined in the Oxford Dictionary loyalty is, ?steadfast in ones allegiance to a person.? This can come in many forms, whether it?s loyalty to your partner, your favourite sporting team or as in this case the Company. Managers must be able to trust their employees. Giving responsibilities and passing on relevant information pertinent to any goal can instil trust and confidence and commitment from your employees. Without the fundamental tools, they will possibly feel that they are not contributing to the success of the team or company. If this happens then they may feel the Manager is not dependable and therefore loyalty will be eroded. The manager should never feel challenged about his authority, but should openly answer relevant questions regarding the Teams goal. Discussion should be encouraged, as by working through or discussing the situation in hand as it leads to the development of the person and an increase in their loyalty, as opposed to a person who keeps quiet an d does not question anything. Being honest and upfront to your workforce will help build up any trust. Being forthright with any news pertinent to the workforce can only bolster your loyalty from them. They would rather have the bad news from you, than hear it from an unknown senior manager who just sees them as a number... ...ed, the two Complete Finisher are on hand to ensure deadlines are met. The weakness of this team is:  · Lack of a team worker.  · Insufficient specialists (Minimum of two required)  · Insufficient Implementers  · If the Resource Investigator or Plant are away who will bring in ideas and make contacts from outside the team. The strength of this team is:  · Strong personalities  · Discipline  · Respect  · Commitment  · Loyalty to fellow team members In conclusion every person within the team has an additional role as indicated within the table. With these additional roles and the combination of experience developed with long careers, combined with a wealth of knowledge and completion of successful management courses, this team has a successful and winning formula, which can only lead to a better performance thus giving better customer satisfaction.

Office Management – Assessment 1

Levels of Decision Making Overview Strategic decision making is when decisions are made to determine the long term direction of an organisation at the highest level within the organisation. According to Gregory Hamel (Hamel, G. 2008) (Small business, 2012) Strategic decision making is an on-going process that involves creating strategies to achieve goals and altering strategies based on observed outcomes. Operational decision making is a short term decision made within an organisation which involves the day to day running of the organisation. These short term decisions are usually made by the office manager.According to Npower (Business Case Studies) Often these decisions are administrative in nature and can be implemented quickly and tend to carry a little risk and are smaller scale, but are never the less important choices that people have to make to fulfil their role. Strategic Decision Implementing that laptops are to be used by partners while out of the office would be a strateg ic decision. There are lots of problems with the partners being out of the office and with the use of laptops as communication tools this will provide a direct link between the office staff and the partners.I believe that this is a strategic decision as with the right planning and overseeing the development this could really be a step forward for Classic Interiors because work can be exchanged between partners and the office and messages can be passed on effectively meaning that there won’t be a build-up of work or office staff with no work and communication between everyone will be made a lot easier. Operational Decision Stipulating a lunch time for each staff member would be an organisational decision. The current system for lunch time is not convenient as the employees get to decide when they go as long as one of them is in the office.I believe this is an operational decision because if affects the day to day running of the organisation. If the administrators were set a lu nch hour each they would have to stick to it and get used to working alongside the time set. Role of Office Manager Operational Planning Process As the office manager my role in establishing a new routine for lunch hour would be to organise a meeting to communicate the proposed changes with administrators and gain their views. Then I would create a plan to put forward to the administrators and partners.When a decision has been reached and the new plan is put into action I would have to oversee the progress of the plan gathering feedback at every opportunity. Issues There is increased frustration between partners and administrators due to the partners carrying out task they believe the administrators could be doing which would free up more time for the partners. The solution to this would be to for all administrators to be trained how to use the specialist interior design software, this would enable them to alleviate the work load from the partners and feel more involved in the desig n side of their work.This would likely be time consuming to train the administrators but the overall outcome would be beneficial to the company. The relationship between partners and the administrators is suffering due to the partners being out of the office as communication is often via short telephone messages and emails which has led to information being mis-communicated. The solution would be to introduce the use of PDA’s (Personal digital Assistants) for partners to be able to communicate with administrators.This would enable the administrators to contact the partners if a problem arises while carrying out work so that no mistakes are made and also they would be able to check their diaries to make appointments without the chance of double booking. Instant messaging could also help with communication as they are received instantly and can be replied to in seconds. Financial Planning and Budgetary Control Financial Planning According to Jim Priebe (ehow) A financial plan i s like a blue print. It is a description of what you want to achieve and the tools you need to achieve it.Financial planning is the process of asking questions to ensure that you manage your risk against unexpected events. Managers need to be able to exercise control over the organisation that they manage to make sure that financial plans are being achieved both for the long term and the short term. Benefits of financial planning are: 1 Reducing the risk of a financial crisis. 2 Allows you to understand how each financial decision made affects other areas of finance. Barriers of financial planning are: 1 It can be time consuming 2 Can be costly as will involve accountants. Budgetary ControlBudgetary control is precise control of an organisations operations through establishment of standards and targets concerning income and expenditure. Continuous monitoring is required to be effective. Benefits of budgetary control are: 1 Coordinates activities across departments. 2 Provides a reco rd of organisational activities. Barriers of budgetary control are: 1 Budgets can demotivate staff. 2 May cause competition for resources. Effective Delegation Delegation is the distribution of tasks by the office manager. Giving responsibilities to employees to carry out the work but the work will remain liable to the office manager.When delegation is carried out properly very good results and high productivity can be achieved. The Process of Delegation Delegation can be very difficult. The process of delegation is: 1 Define the task 2 Select the Individual 3 Explain what must be achieved (clear instructions) 4 Discuss requirement to completion 5 Agree a deadline 6 Be there for support 7 Always give feedback Benefits Time management would be a benefit of delegation as this would allow partners to delegate work so that they have a more manageable work load.Delegating tasks will motivate staff and increase productivity. Barriers Forcing someone to do a task that they don’t wan t to or are not capable of would be a barrier, this can be seen in the case study when Izzy asked one of the administrators to just follow what had been done before. This lead to the administrator getting upset and Izzy feeling unable to approach anyone else. This could have been avoided by management setting out a procedure for staff to follow and allocating the task to someone suitable.Confusion about who is ultimately responsible for tasks is a barrier to effective delegation, this can be seen in the case study as partners are frustrated because they believe that administration is responsible for some of their tasks. This can be corrected by training administrators to make the delegation process easier. Leadership Models I think Tomi uses democratic leadership. As Tomi involves the staff in the decision making process of meeting times and encouraged staff to offer their opinions which made the administrators feel like what they said mattered.I believe Izzi uses Autocratic Leaders hip. When Izzi was in charge she would decide the times of meetings even when it was inconvenient to the others meaning work started to suffer which she then thought they could not manage and devised a new procedure which is hopeless but Izzi cannot see this. Staff find it difficult to communicate with her. Autocratic Leadership works where there is no need for input on the decisions and Democratic leadership works when a leader seeks help and guidance from staff to make decisions.Democratic leadership The impact of this leadership style is that it gives staff a voice and they are able to communicate better with management. Democratic leadership style encourages better cooperation and motivates staff because they feel well informed in everything that affects their work. Autocratic Leadership The impact of this leadership style is that it fails to motivate staff and they feel forced to do things managements way although It is not always the best way and staff become stressed being pu shed.Autocratic leadership style encourages no communication between staff and management as management make all the decisions based on what they feel is best for the organisation. References Hamel, G. (2008) ‘What is strategic Decision Making’ http://smallbusiness. chron. com/strategic-decision-making-23782. html Npower. ‘Developing people through decision making’ http://businesscasestudies. co. uk/npower/developing-people-through-decision-making/tactical-decisions. html Priebe, J. ‘What is the purpose of Financial Planning’ http://www. ehow. com/info_7755005_purpose-financial-plan. html

Josh Hamilton Book

Justin Michael CabanEnglish 10 Mrs. MeyerBook Report For my 1st quarter book report I read â€Å"Beyond Belief† which is written by Josh Hamilton. Hamilton is a Major league baseball player who now plays for the Texas Rangers and was named MVP two short season’s ago. Josh is a premier center fielder and the captain of his team, for the average person you may think Mr. Hamiliton lives the ordinary life of a sports star , the pretty women , fancy cars , huge house’s and the six figure pay checks.Even though this may be true, living an everyday lifestyle was extremely difficult for Josh throughout his whole life , you would think someone who is so well respected and idolized by many fans throughout the world would try to live up to his expectations, but that was not the case for Josh , he was addicted to cocaine and struggled with many other addictions such as alcoholism and having anger issues with his loved ones. Josh wrote this book to express his feelings and gi ve readers a point of view on how thing’s may not also be the same as it seems.So next time you judge someone just by their appearance, financial situation or even idolizing someone just by the way they perform a certain thing, you might want to think that over. Josh Hamilton of the Texas Rangers who made last year’s all-star team and hit a record 28 home runs in one round of the Home Run Derby has a lot more than All Star memories to be thankful for. He is alive, reunited with his family and back in baseball, which only a few years ago seemed impossible since he was in the middle of dealing with a cocaine addiction.Josh was drafted in 1999 by the Tampa Bay Devil Rays , as a young kid , Josh stunned all different kinds of people with his skill for the game of baseball , reaching nearly 80 mph on a pitching gun at age 12 meant he was destined to play in the MLB at one point or another. When Josh was drafted in 1999 he as well as others expected him to be an automatic fi rst round pick , which he was but instead of going right to work with his new team , Josh was sidelined, not by his coach , but by his devastating addiction to cocaine. The MLB has a very strict drug policy and there players are constantly found =. are serve a suspension of 50 games.

An Analysis of the Final Scenes of Death of a Salesman by Arthur Miller Essay Example

An Analysis of the Final Scenes of Death of a Salesman by Arthur Miller Essay Example An Analysis of the Final Scenes of Death of a Salesman by Arthur Miller Paper An Analysis of the Final Scenes of Death of a Salesman by Arthur Miller Paper Essay Topic: Death Of a Salesman In this scene, Linda also talks about the house being empty now, without Willy, and with the boys finally growing up and making something of themselves. Earlier in the play Willy and Linda are reminiscing about paying off their mortgage and bringing up their children, and Linda says well, it served its purpose, referring to the boys childhoods. However, Willy is dismissive of this, questioning this achievement and wishing if only Biff would take this house, and raise a family At this point, Willy is still unhappy that his sons, and especially Biff, have never really been successful in their lives or careers, having had such promising starts. So, the house has gone from a home for the children and the family, to an empty home with only Linda. In my opinion, the most important part of this scene is the discussion of Willys dreams. Linda is a little excluded from this, partly due to the fact that she is still completely unaware of Willys affair, but there is enormous value in the comments of Charley and Biff. Happy is fierce in his determination to fight for his fathers legacy for the first time in the play. Biff believes that his father was a man of the soil, and was following the wrong dreams. In my opinion, Willy was following the wrong dreams, as I believe that he was following the stereotype of the American Dream, a successful businessman, a large house in suburbia, a big car and a perfect family. He seemed to feel that it was the dream that he had to follow, there was no other. I believe that what he really wanted was to live a simple life with his family, and to be respected and loved by all for what he was. However, Charley makes some very interesting arguments as well. He says that no man only needs a small salary, indicating Willys stubborn pride, which is slowly diminishing as he begs Howard for his job. Also, he does agree in part with Biff, saying that Willy was a happy man with a batch of cement in reference to Willys simple and honest soul, that desired nothing more than an easy life. The most important point that Charley makes, however, is when he talks about the life that Willy has to lead. For a salesman, he explains there is no rock bottom to the life. He dont put a bolt to a nut, he dont tell you the law or give you medicine. Hes a man way out there in the blue, riding on a smile and a shoeshine. And when they start not smiling back- thats an earthquake. And then you get yourself a couple of spots on your hat, and youre finished. Nobody dast blame this man. A salesman is got to dream boy, it comes with the territory. In my opinion, this is one of the most stirring and revealing speeches in the play, and shows a lot about the pressures that Willy was under. Charley is basically reiterating his point that this was the only dream that was available to Willy, and so he had to follow it. Also, when Charley talks about spots on a hat, I believe that links can be seen to the change in Willys personality after Biffs discovery of the affair. Willy becomes irritable, withdrawn and paranoid, and when a salesman has to sell himself to make a living, the consequences are bound to be disastrous. There are also some very strong links to earlier moments in the play in this scene. Just before his death, Willy became very concerned with planting seeds, or as I see it, forming a legacy to leave behind. He seemed to realise that he was never as respected as he believed, and was so desperate to be remembered that he had to lay the foundations for life after Willy Loman. The seeds also have another aspect to them, in my opinion. To me, they represent the dream of a simple life. Earlier, in the play, we are told that nothing will grow in the dusty back yard because of the hard apartment blocks that crowd the house. These apartments represent to me what might be called The American Reality, where this sense of adventure beyond the constraints of urban, restricted and repetitive life, is drowned out. As I mentioned before, this sense of adventure is personified by the character Ben, who had been restrained while Willy had his job and was settled in his lifestyle. However, towards the end of his life, Ben re-emerges in a last desperate attempt to break through the barriers and restraints that have been set. On the stage at the end of the play, the scene is one of darkness and of false hope in my opinion. It basically sums up the harsh reality of Willys life. This is done using the flute, which is present throughout the play, and to me represents the hiding of reality behind a false dream, such as when Willy returns to previous memories, when all was good, or so he could pretend. This flute appears in harsh contrast to the cold, hard reality of the daunting apartment blocks. These blocks represent the oppressive uniformity which has spelt the end for men like Willy Loman, men with character and spirit, not men who wanted to follow the same, stereotyped dream. Ironically, however, this is exactly what he had found himself doing for so many years.

British legal system Case Study Example | Topics and Well Written Essays - 2250 words

British legal system - Case Study Example This reflective report will provide an analysis of some of the most famous historical cases within the Old Bailey Courthouse, and choose a key issue based upon what I have witnessed and provide an analysis of discrimination and diversity in the criminal court as it pertains to my visit. London's Central Criminal Court is responsible for handling the most important criminal cases from the Greater London area as well as sensational legal matters which warrant special attention from other parts of Britain. The Old Bailey presently occupies the site of the Main Roman West Gate in the ancient city of London. Dating back to the 12th century, the present location initially housed both a court and a prison and was destroyed in the 1666 Great London Fire. The present structure was largely built at the end of the Victorian era and replayed the unpopular Newgate prison during the reign of his majesty King Edward VII. In 2007, London's Central Criminal Court celebrated its 100 year anniversary. The immense Old Bailey has 18 courtrooms and tries approximately 1,500 cases per year making it one of the most active and prolific courthouses in the country. Trying serious murderers, accused terrorists and a plethora of high-profile defendants, the Old Bailey's Senior Judge, His Hono ur Judge Peter Beaumont QC is the Recorder of London ands highest authority at the Court (City of London, 2007; Murphy, 1999). What are the roles and functions of the court Old Bailey within the UK system' The Old Bailey Courthouse is an iconic structure which plays an important role in the British system. Accordingly, most prominent cases in the London area make their way to the Old Bailey and this is the place in which UK justice is meted out. Criminals, violent offenders, embezzlers and a whole host of other presumed offenders have faced justice at the Old Bailey and this building remains an important and often publicized institution of the British justice system. Accordingly, in media and tabloid reports, when a case is in front of the judges at the Old Bailey there is increased media attention and publicity since the trial is likely of a great magnitude and importance. Historically speaking, a variety of high-profile cases have been judged at the Old Bailey including the case against Oscar Wilde in which he made his famous 'Love that dare not speak its name" speech while in the dock at the Old Bailey; t he Lord Haw Haw treason case after World War II; the trial of the Kray Brothers were tried at the Old Bailey as well as that of the Yorkshire Ripper. Recent prominent cases include the case of Fatima Miah, who was acquitted of violently shaking her newborn causing death and the shocking case of Baby P in which a two-year old boy was raped and killed. These are just some of the most sensational cases to land in the dock at the Old Bailey. The Old Bailey is the personification of the strength and importance of Her Majesty's Courts Services (HMCS), the judiciary, the police forces and the City of London. It is the representation of the British Justice System and an important building for the people of the United Kingdom. We now turn to an exploration of an important issue in our analysis, discrimination and racism within the UK Justice System (Murphy, 1999. Issue Analysis The promotion of equality and inclusion as well as the value of diversity in practice are at the helm of

Millennials group Essay Example | Topics and Well Written Essays - 1250 words

Millennials group - Essay Example For this essay, the main focus is on the Millennials group. This Millennials key identifying feature is that it is brought up in a digital world. The Millennials are referred to as the Generation Y group, who are between the adolescent age and 30yrs old (13-30yrs). This is the newest group of generation. There are different types of generations: 1) â€Å"the great generation† born in 1925-1942; 2) baby boomers born in 1945-1964; 3) generation Xers born in 1965-1976, and 4) generation Y, born in 1977-2000. All these generations have a considerable impact on the workforce but with the rising numbers of Millennials in the workforce, more changes may yet to come on how organizations operate. Notably, the majority of the top executive positions in various organizations are occupied by the Great generation or baby boomers than the Generation Xers and lastly the lower positions by the Millennials (Smith 1). Millennials â€Å"are the most ethnically and racially diverse cohort of you th† in history. They are an emerging group of all time in U.S. history to be more politically active, for example, during the 2008 elections 66% of them endorsed Obama as they preferred candidate as compared to 32% who voted for McCain. These figures show a huge gap as compared to other generations voting figures which were closely equal. They are also the generation with good familiarity with recent technology as parts of their daily lives â€Å"like tweeting and texting, facebook, YouTube†¦Ã¢â‚¬  They are also not religious as compared to the other generations. The Millennials always have a tendency of desiring regular promotions in their jobs and for them to climb the ladder quickly to the top managerial positions. They rely on mentoring and have strong personalities of achieving more each day.

Review of asian art performance Movie Example | Topics and Well Written Essays - 1000 words

Of asian art performance - Movie Review Example Immediately the background vocalists finish singing BhÄ «ma comes and starts destroying the kadili groves. BhÄ «ma finally see Hanuman lying on the way. BhÄ «ma starts wondering who was blocking his way. To BhÄ «ma the person lying on the way looks like an old monkey.BhÄ «matries all he can,including threatening Hanuman but he is eventually unable to get Hanuman out of his way. This performance makes good use of dramaturgy and dance. This is a common characteristic of Indian classical dance forms. It can be seen that in most parts of the performance.The performers make good use of dancing and acting to bring forward the message that intended. It is only during the few occasions that the background singers can be heard coming into the performance with songs that are aimed at giving more details to the performance (Vatsyayan 78). It is through dancing and acting that you can actually get to know that Hanuman tries to imitate an old monkey and that that BhÄ «ma is highly offended by the fact that â€Å" an old fat monkey† lies on his way and refuses to heed to his orders despite that fact that he is royalty. The kind of performance seen in this video really show that the actors use physical stamina, skills, and concentration. It can also be noted that there is extensive use of finger gestures to communicate messages in this performance. Another notable thing about this performance is the choice of costume. Both actors receive different costumes so that their nature can be communicated. Hanuman wears a costume that is hairy at the arms so that there is the ease in associating him with a monkey. Another thing is that BhÄ «ma has attire that has been able to show his royalty.On his head he is wearing a crown and his gown has some golden accessories at the neck. These golden accessories can be said to have been purposely included in the costumes so that audience should be able to associate BhÄ «ma to affluence or royalty. Looking at the makeup used on both actors you

Admission Essay Example for Free

Admission Essay The various choices that we make in our lives greatly affect the way we dictate our future. These decisions catapult us towards our own individual vision and mission in life. The education that we get is only one aspect to attain success. Knowledge without hard work and dedication is only a half-hearted gesture. Equipped with these reasons, I would like to present myself to my classmates in graduate school. I know that each one in this class has their own unique reasons why they are pursuing such degree. Personally, I took this course because I wanted to use all the skills and objectives towards my development and use it as a tool towards the stepladder of my career. During this time of increasing challenges and high competitiveness when it comes to the work environment, each one must have the adequate skills to have an advantage over my fellow counterparts. By doing this, I can be dynamic in my professional career and also feel a sense of fulfillment in everything that I do. Looking at my previous experience, I can say that I have had my fair share of success and trials in my career as an accountant. See more: Social process essay My previous educational achievements date back in 2003 wherein I finished my Bachelor’s degree in Economics at Northeast (Dongbei) University of Finance and Economics. My interest in mathematics then brought me towards the field of Accounting wherein I finished my Becker CPA Review Scholarship in 2006 at University of Missouri with a GPA of 3. 82. These educational attainments provided me with the firm theoretical background that I can use as I engage as a professional in various work environments. The next big challenge for me is the taking up the licensure examinations for it tested my ability of analysis, retention and other related skills. After months of hard work and perseverance, I passed my CPA exams at Missouri in February 2007 and garnering an average of 90. 7. Also, the next year, I took and passed my Actuarial examination that happened last May 2008. This event gave me the opportunity and privilege to practice my profession and get a stable job that can help me further my career. After the grueling examinations at my licensure exams, I had now to tackle the real challenges brought about by the workplace. Last 2007, I was a staff accountant at Glen Martin Engineering in Boonville. I was designated towards auditing, reviewing, analyzing and preparing reports that mattered to the company. Moreover, I effectively monitored the inflow and outflow of goods and capital inside as I try to account various orders. Currently, I am affiliated with G4S International in New York. My job description is relatively the same with my previous employment; however the new one also focuses on issues such as revenue forecast, bank reconciliation, and monthly and annual task reports. This is how I want my classmates to know who I am. I continuously strive for betterment and have the adage that â€Å"to be the best among the rest, one must never stop learning and believing in possibilities†. By knowing your own weaknesses, you can be able to exert extra effort to provide the best of your capabilities. Due to this, I also aspire that the course can be able to do the same for students. It must be able to provide the necessary avenues to enhance our skills and provide an efficient strategy to realize this. In the end, I urge my fellow classmates to give their best in everything that is being given to them. They must constantly strive towards not only on their individual development but also on others. By doing this, not only can they uplift their individual capabilities, but also foster an effective and effective classroom environment. My name is Xue Bai and I deem to have a good semester with each one of you.

Positive Attitude Towards Job Psychology Essay

Positive Attitude Towards Job Psychology Essay Job satisfaction in regards to ones feeling or state of mind regarding nature of their work. Job can be influenced by variety of factors like quality of ones relationship with their supervisor, quality of physical environment in which they work, degree of fulfillment in their work, etc. Positive attitude towards job are equivalent to job satisfaction where as negative attitude towards job has been defined variously from time to time. In short job satisfaction is a persons attitude towards job. Job satisfaction is an attitude which results from balancing summation of many specific likes and dislikes experienced in connection with the job- their evaluation may rest largely upon ones success or failure in the achievement of personal objective and upon perceived combination of the job and combination towards these ends. According to pestonejee, Job satisfaction can be taken as a summation of employees feelings in four important areas. These are: Job-nature of work (dull, dangerous, interesting), hours of work, fellow workers, opportunities on the job for promotion and advancement (prospects), overtime regulations, interest in work, physical environment, and machines and tools. Management- supervisory treatment, participation, rewards and punishments, praises and blames, leaves policy and favoritism. Social relations- friends and associates, neighbors, attitudes towards people in community, participation in social activity socialibility and caste barrier. Personal adjustment-health and emotionality. Job satisfaction is an important indicator of how employees feel about their job and a predictor of work behavior such as organizational citizenship, Absenteeism, Turnover. Job satisfaction benefits the organization includes reduction in complaints and grievances, absenteeism, turnover, and termination; as well as improved punctuality and worker morale. Job satisfaction is also linked with a healthier work force and has been found to be a good indicator of longevity. Job satisfaction is not synonyms with organizational morale, which the possessions of feeling have being accepted by and belonging to a group of employees through adherence to common goals and confidence in desirability of these goals. Morale is the by-product of the group, while job satisfaction is more an individual state of mind. CHAPTER NO. 2 JOB SATISFACTION DEFINITIONS OF JOB SATISFACTION Different authors give various definitions of job satisfaction. Some of them are taken from the book of D.M. Pestonjee Motivation and Job Satisfaction which are given below: Job satisfaction is defined as a pleasurable, emotional, state resulting from appraisal of ones job. An effective reaction to ones job. Weiss Job satisfaction is general attitude, which is the result of many specific attitudes in three areas namely: Specific job factors Individual characteristics Group relationship outside the job Blum and Naylor Job satisfaction is defined, as it is result of various attitudes the person hold towards the job, towards the related factors and towards the life in general. Glimmer Job satisfaction is defined as any contribution, psychological, physical, and environmental circumstances that cause a person truthfully say, I am satisfied with my job. Job satisfaction is defined, as employees judgment of how well his job on a whole is satisfying his various needs Mr. Smith Job satisfaction is defined as a pleasurable or positive state of mind resulting from appraisal of ones job or job experiences. Locke 2.2 HISTORY OF JOB SATISFACTION The term job satisfaction was brought to lime light by hoppock (1935). He revived 35 studies on job satisfaction conducted prior to 1933 and observes that Job satisfaction is combination of psychological, physiological and environmental circumstances. That causes a person to say. I m satisfied with my job. Such a description indicate the variety of variables that influence the satisfaction of the individual but tell us nothing about the nature of Job satisfaction. Job satisfaction has been most aptly defined by pestonjee (1973) as a job, management, personal adjustment social requirement. Morse (1953) considers Job satisfaction as dependent upon job content, identification with the co., financial job status priding group cohesiveness One of the biggest preludes to the study of job satisfaction was the Hawthorne study. These studies (1924-1933), primarily credited to Elton Mayo of the Harvard Business School, sought to find the effects of various conditions (most notably illumination) on workers productivity. These studies ultimately showed that novel changes in work conditions temporarily increase productivity (called the Hawthorne Effect). It was later found that this increase resulted, not from the new conditions, but from the knowledge of being observed. This finding provided strong evidence that people work for purposes other than pay, which paved the way for researchers to investigate other factors in job satisfaction. Scientific management (aka Taylorism) also had a significant impact on the study of job satisfaction. Frederick Winslow Taylors 1911 book, Principles of Scientific Management, argued that there was a single best way to perform any given work task. This book contributed to a change in industrial production philosophies, causing a shift from skilled labor and piecework towards the more modern approach of assembly lines and hourly wages. The initial use of scientific management by industries greatly increased productivity because workers were forced to work at a faster pace. However, workers became exhausted and dissatisfied, thus leaving researchers with new questions to answer regarding job satisfaction. It should also be noted that the work of W.L. Bryan, Walter Dill Scott, and Hugo Munsterberg set the tone for Taylors work. Some argue that Maslows hierarchy of needs theory, a motivation theory, laid the foundation for job satisfaction theory. This theory explains that people seek to satisfy five specific needs in life physiological needs, safety needs, social needs, self-esteem needs, and self-actualization. This model served as a good basis from which early researchers could develop job satisfaction theories. 2.3 IMPORTANCE OF JOB SATISFACTION Job satisfaction is an important indicator of how employees feel about their job and a predictor of work behavior such as organizational, citizenship, Absenteeism, Turnover. Job satisfaction can partially mediate the relationship of personality variables and deviant work behavior. Common research finding is that job satisfaction is correlated with life style. This correlation is reciprocal meaning the people who are satisfied with the life tends to be satisfied with their jobs and the people who are satisfied their jobs tends to satisfied with their life. This is vital piece of information that is job satisfaction and job performance is directly related to one another. Thus it can be said that, A happy worker is a productive worker. It gives clear evidence that dissatisfied employees skip work more often and more like to resign and satisfied worker likely to work longer with the organization. 2.4 IMPORTANCE TO WORKER AND ORGANIZATION Job satisfaction and occupational success are major factors in personal satisfaction, self-respect, self-esteem, and self-development. To the worker, job satisfaction brings a pleasurable emotional state that can often leads to a positive work attitude. A satisfied worker is more likely to be creative, flexible, innovative, and loyal. For the organization, job satisfaction of its workers means a work force that is motivated and committed to high quality performance. Increased productivity- the quantity and quality of output per hour worked- seems to be a byproduct of improved quality of working life. It is important to note that the literature on the relationship between job satisfaction and productivity is neither conclusive nor consistent. However, studies dating back to Herzbergs (1957) have shown at least low correlation between high morale and high productivity and it does seem logical that more satisfied workers will tend to add more value to an organization. Unhappy employees, who are motivated by fear of loss of job, will not give 100 percent of their effort for very long. Though fear is a powerful motivator, it is also a temporary one, and also as soon as the threat is lifted performance will decline. Job satisfaction benefits the organization includes reduction in complaints and grievances, absenteeism, turnover, and termination; as well as improved punctuality and worker morale. Job satisfaction is also linked with a healthier work force and has been found to be a good indicator of longevity. Although only little correlation has been found between job satisfaction and productivity, Brown (1996) notes that some employers have found that satisfying or delighting employees is a prerequisite to satisfying or delighting customers, thus protecting the bottom line. 2.5 WORKERS ROLE IN JOB SATISFACTION If job satisfaction is a worker benefit, surely the worker must be able to contribute to his or her own satisfaction and well being on the job. The following suggestions can help a worker find personal job satisfaction: Seek opportunities to demonstrate skills and talents. This often leads to more challenging work and greater responsibilities, with attendant increases in pay and other recognition. Develop excellent communication skills. Employers value and rewards excellent reading, listening, writing and speaking skills. Know more. Acquire new job related knowledge that helps you to perform tasks more efficiently and effectively. This will relive boredom and often gets one noticed. Demonstrate creativity and initiative. Qualities like these are valued by most organizations and often results in recognition as well as in increased responsibilities and rewards. Develop teamwork and people skills. A large part of job success is the ability to work well with others to get the job done. Accept the diversity in people. Accept people with their differences and their imperfections and learn how to give and receive criticism constructively. See the value in your work. Appreciating the significance of what one does can lead to satisfaction with the work itself. This help to give meaning to ones existence, thus playing a vital role in job satisfaction. Learn to de-stress. Plan to avoid burn out by developing healthy stress management techniques. 2.6 FACTORS OF JOB SATISFACTION Hoppock, the earliest investigator in this field, in 1935 suggested that there are six major components of job satisfaction. These are as under: The way the individual reacts to unpleasant situations, The facility with which he adjusted himself with other person The relative status in the social and economic group with which he identifies himself The nature of work in relation to abilities, interest and preparation of worker Security Loyalty Herberg, mausaer, Peterson and capwell in 1957 reviewed more than 150 studies and listed various job factors of job satisfaction. These are briefly defined one by one as follows: Intrinsic aspect of job It includes all of the many aspects of the work, which would tend to be constant for the work regardless of where the work was performed. Supervision This aspect of job satisfaction pertains to relationship of worker with his immediate superiors. Supervision, as a factor, generally influences job satisfaction. Working conditions This includes those physical aspects of environment which are not necessary a part of the work. Hours are included this factor because it is primarily a function of organization, affecting the individuals comfort and convenience in much the same way as other physical working conditions. Wage and salaries This factor includes all aspect of job involving present monitory remuneration for work done. Opportunities for advancement It includes all aspect of job which individual sees as potential sources of betterment of economic position, organizational status or professional experience. Security It is defined to include that feature of job situation, which leads to assurance for continued employment, either within the same company or within same type of work profession. Company management It includes the aspect of workers immediate situation, which is a function of organizational administration and policy. It also involves the relationship of employee with all company superiors above level of immediate supervision. Social aspect of job It includes relationship of worker with the employees specially those employees at same or nearly same level within the organization. Communication It includes job situation, which involves spreading the information in any direction within the organization. Terms such as information of employees status, information on new developments, information on company line of authority, suggestion system, etc, are used in literature to represent this factor. Benefits It includes those special phases of company policy, which attempts to prepare the worker for emergencies, illness, old age, also. Company allowances for holidays, leaves and vacations are included within this factor. 2.7 REASONS OF LOW JOB SATISFACTION Reasons why employees may not be completely satisfied with their jobs: Conflict between co-workers. Conflict between supervisors. Not being opportunity paid for what they do. Have little or no say in decision making that affect employees. Fear of loosing their job. 2.8 EFFECTS OF LOW JOB SATISFACTION HIGH ABSENTEEISM Absenteeism means it is a habitual pattern of absence from duty or obligation. If there will be low job satisfaction among the employees the rate of absenteeism will definitely increase and it also affects on productivity of organization. High low low High Job satisfactin Rate of turn over and absences A B Fig.no. 1 Curve showing relationship between job satisfaction and rate of turn over and absenteeism. In the above diagram line AB shows inverse relationship between job satisfaction and rate of turn over and rate of absenteesm. As th job satisfaction is high the rate of both turn over and absentiseesm is low and vise a versa. 2.HIGH TURNOVER In human resource refers to characteristics of a given company or industry relative to the rate at which an employer gains and losses the staff. If the employer is said to be have a high turnover of employees of that company have shorter tenure than those of other companies. 3.TRAINING COST INCREASES As employees leaves organization due to lack of job satisfaction. Then Human resource manager has to recruit new employees. So that the training expenditure will increases. 2.9 INFLUENCES ON JOB SATISFACTION There are no. of factors that influence job satisfaction. For example, one recent study even found that if college students majors coinsided with their job , this relationship will predicted subsequent job satisfaction. However, the main influences can be summerised along with the dimentions identified above. The work itself The concept of work itself is a major source of satisfaction. For example, research related to the job charactoristics approach to job design, shows that feedback from job itself and autonomy are two of the major job related motivational factors. Some of the most important ingridents of a satisfying job uncovered by survey include intersting and challenging work, work that is not boring, and the job that provides status. Pay Wages and salaries are recognised to be a significant, but complex, multidimentional factor in job satisfaction. Money not only helps people attain their basic needs butevel need satisfaction. Employees often see pay as a reflection of how managemnet view their conrtibution to the organization. Fringe benefits are also important. If the employees are allowed some flexibility in choosing the type of benefits they prefer within a total package, called a flexible benefit plan, there is a significant increase in both benefit satisfaction and overall job satisfaction. Promotions Promotional opportunities are seem to be have avarying effect on job satisfaction. This is because of promotion take number of different forms. WHAT IS THE IMPACT OF JOB SATISFACTION? Many managers subscribe to the belief that a satisfied worker is necessarily good worker. In other words, if management could keep the entire workers happy, good performance would automatically fallow. There are two propositions concerning the satisfaction performance relation ship. The first proposition, which is based on traditional view, is that satisfaction is the effect rather than the cause of performance. This proposition says that efforts in a job leads to rewards, which results in a certain level of satisfaction .in another proposition, both satisfaction and performance are considered to be functions of rewards. Various research studies indicate that to a certain extent job satisfaction affects employee turn over, and consequently organization can gain from lower turn over in terms of lower hiring and training costs. Also research has shown an inverse relation between job satisfaction and absenteeism. When job satisfaction is high there would be low absenteeism, but when job satisfaction is low, it is more likely to lead a high absenteeism. What job satisfaction people need? Each employee wants: Recognition as an individual Meaningful task An opportunity to do something worthwhile. Job security for himself and his family Good wages Adequate benefits Opportunity to advance No arbitrary action- a voice a matters affecting him Satisfactory working conditions Competence leadership- bosses whom he can admire and respect as persons and as bosses. However, the two concepts are interrelated in that job satisfaction can contribute to morale and morale can contribute to job satisfaction. It must be remembered that satisfaction and motivation are not synonyms. Motivation is a drive to perform, where as satisfaction reflects the individuals attitude towards the situation. The factors that determine whether individual is adequately satisfied with the job differs from those that determine whether he or she is motivated. the level of job satisfaction is largely determined by the comfits offered by the environment and the situation . Motivation, on the other hand is largely determine by value of reward and their dependence on performance. The result of high job satisfaction is increased commitment to the organization, which may or may not result in better performance. A wide range of factors affects an individuals level of satisfaction. While organizational rewards can and do have an impact, job satisfaction is primarily determine by factors that are usually not directly controlled by the organization. a high level of job satisfaction lead to organizational commitment, while a low level, or dissatisfaction, result in a behavior detrimental to the organization. For example, employee who like their jobs, supervisors, and the factors related to the job will probably be loyal and devoted. People will work harder and derive satisfaction if they are given the freedom to make their own decisions. CHAPTER NO. 3 MODELS OF JOB SATISFACTION MODELS OF JOB SATISFACTION There are various methods and theories of measuring job satisfaction level of employees in the orgnization given by different authers. List of all the theorise and methods measuring job satisfaction level is given below: A MODEL OF FACET SATISFACTION Affect theory(Edwin A. Locke 1976) Dispositional Theory( Timothy A. Judge 1988) Two-Factor Theory (Motivator-Hygiene Theory) (Frederick Herzbergs) Job Characteristics Model (Hackman Oldham) Rating scale Personal interviews action tendencies Job enlargement Job rotation Change of pace Scheduled rest periods 3.1 MODEL OF FACET OF JOB SATISFACTION Perceived personal job inputs Skill Experience Training Efforts Age Seniority Education Co loyalty Past performance Perceived amount that should be received (a) Perceived inputs outcomes of referent others a=b satisfaction a>b dissatisfaction a Inequity Discomfort Level Difficulty Time span Amount of responsibility Perceived job characteristics Perceived outcome of referent others Perceived amount received (b) Actual outcome received Fig.no.2 Model of determinant of facet of job satisfaction Edward E.lawler in 1973 propoed a model of facet satisfaction. This model is applicable to understand what determines a persons satisfaction with any facet of job. According to this model actual outcome level plays a key role in a persons perception of what rewards he recieves. His perception influenced by his perception of what his referent others recieves. The higher outcome level of his referent other the lower his outcome level will appear. This model also focus on his perception on reward level. 3.2 AFFECT THEORY Edwin A. Lockes Range of Affect Theory (1976) is arguably the most famous job satisfaction model. The main premise of this theory is that satisfaction is determined by a discrepancy between what one wants in a job and what one has in a job. Further, the theory states that how much one values a given facet of work (e.g. the degree of autonomy in a position) moderates how satisfied/dissatisfied one becomes when expectations are/arent met. When a person values a particular facet of a job, his satisfaction is more greatly impacted both positively (when expectations are met) and negatively (when expectations are not met), compared to one who doesnt value that facet. To illustrate, if Employee A values autonomy in the workplace and Employee B is indifferent about autonomy, then Employee A would be more satisfied in a position that offers a high degree of autonomy and less satisfied in a position with little or no autonomy compared to Employee B. This theory also states that too much of a p articular facet will produce stronger feelings of dissatisfaction the more a worker values that facet. DISPOSITIONAL THEORY Another well-known job satisfaction theory is the Dispositional Theory it is a very general theory that suggests that people have innate dispositions that cause them to have tendencies toward a certain level of satisfaction, regardless of ones job. This approach became a notable explanation of job satisfaction in light of evidence that job satisfaction tends to be stable over time and across careers and jobs. Research also indicates that identical twins have similar levels of job satisfaction. A significant model that narrowed the scope of the Dispositional Theory was the Core Self-evaluations Model, proposed by Timothy A. Judge in 1998. Judge argued that there are four Core Self-evaluations that determine ones disposition towards job satisfaction: self-esteem, general self-efficacy, locus of control, and neuroticism. This model states that higher levels of self-esteem (the value one places on his self) and general self-efficacy (the belief in ones own competence) lead to higher work satisfaction. Having an internal locus of control (believing one has control over herhis own life, as opposed to outside forces having control) leads to higher job satisfaction. Finally, lower levels of neuroticism lead to higher job satisfaction 3.4 TWO-FACTOR THEORY (MOTIVATOR-HYGIENE THEORY) Frederick Hertzbergs Two-factor theory (also known as Motivator Hygiene Theory) attempts to explain satisfaction and motivation in the workplace. This theory states that satisfaction and dissatisfaction are driven by different factors motivation and hygiene factors, respectively. Motivating factors are those aspects of the job that make people want to perform, and provide people with satisfaction. These motivating factors are considered to be intrinsic to the job, or the work carried out.Motivating factors include aspects of the working environment such as pay, company policies, supervisory practices, and other working conditions. While Hertzbergs model has stimulated much research, researchers have been unable to reliably empirically prove the model, with Hackman Oldham suggesting that Hertzbergs original formulation of the model may have been a methodological artifactFurthermore, the theory does not consider individual differences, conversely predicting all employees will react in an identical manner to changes in motivating/hygiene factors.. Finally, the model has been criticised in that it does not specify how motivating/hygiene factors are to be measured] 3.5 JOB CHARACTERISTICS MODEL Hackman Oldham proposed the Job Characteristics Model, which is widely used as a framework to study how particular job characteristics impact on job outcomes, including job satisfaction. The model states that there are five core job characteristics (skill variety, task identity, task significance, autonomy, and feedback) which impact three critical psychological states (experienced meaningfulness, experienced responsibility for outcomes, and knowledge of the actual results), in turn influencing work outcomes (job satisfaction, absenteeism, work motivation, etc.). The five core job characteristics can be combined to form a motivating potential score (MPS) for a job, which can be used as an index of how likely a job is to affect an employees attitudes and behaviors. A meta-analysis of studies that assess the framework of the model provides some support for the validity of the JCM. 3.6 MODERN METHOD OF MEASURING JOB SATISFACTION In this method of measuring job satisfaction the comparision between various orgnizational terms and conditions at managerial level and also the orgnization at a large. SATISFACTION WITH HUMAN RESOURCES MANAGEMENT POLICIES OF THE ORGANIZATION: 1. Management has a clear path for employees advancement 2. Decisions are made keeping in mind the good of the employees 3. Management is extremely fair in personal policies 4. Physical working conditions are supportive in attaining targets 5. I nnovativeness is encouraged to meet business problems. SATISFACTION WITH SUPERVISION 1. I feel I can trust what my supervisor tells me 2. My supervisor treats me fairly and with respect 3. My supervisor handles my work-related issues satisfactorily 4. I get frequent appreciation of work done from supervisors 5. I get enough support from the supervisor 6.Individual initiative is encouraged SATISFACTION WITH COMPENSATION LEVELS 1. Overall I am satisfied with the companys compensation package 2. I am satisfied with the medical benefits 3. I am satisfied with the conveyance allowance 4. I am satisfied with the retirement benefits 5. I am satisfied with the reimbursement of the expenses as per the eligibility 6. I am satisfied with the holiday (vacation) eligibilities SATISFACTION WITH TASK CLARITY 1. Management decisions are Ad Hoc and lack professionalism (reverse scaled) 2. Rules and procedures are followed uncompromisingly 3. My job responsibilities are well defined and clear SATISFACTION WITH CAREER DEVELOPMENT 1. I have adequate opportunities to learn and grow 2. I get opportunities to handle greater responsibilities 3. My skills and abilities are adequately used at work From all above we can conclude level of job satisfaction of our employees. 3.7 RATING SCALE It is one of the most common methods of measuring job satisfaction. The popular rating scale used to measure Job satisfaction is to include: Minnesota Satisfaction Questionnaires: It helps to obtain a clear picture of pertinent satisfactions and dissatisfactions of employees. Job Description Index: it measures Job satisfaction on the dimension identified by Smith, Kendall, Hullin. Porter Need Identification Questionnaires: It is used only for management personnel and revolves around the problems and challenges faced by managers. 3.8 CRITICAL INCIDENTS Fredrick Hertz berg and his Associates popularized this method of measuring Job satisfaction. It involves asking employees to described incidents on job when they were particularly satisfied or dissatisfied. Then the incidents are analyzed in terms of their contents and identifying those related aspects responsible for the positive and negative attitudes. 3.09 PERSONAL INTERVIEWS This method facilitates an in-depth exploration through interviewing of job attitudes. The main advantage in this method is that additional information or clarifications can be obtained promptly. 3.10 ACTION TENDENCIES By this method, Job satisfaction can be measured by asking questions and gathering information on how they feel like behaving with respect to certain aspects of their jobs. This method provides employees more opportunity to express their in-depth feeling. In his study on American employees, hoppock identified six factors that contributed to job satisfaction among them. These are as follows: The way individual reacts to unpleasant situations. The facilities with which he adjust himself to other persons. His relatives status in the social economic group with which he identifies himself. The nature of work in relation to the abilities, interest preparation of the workers. Security. Loyalty. Because human resource manager often serve as intermediaries between employees management in conflct.they are concern with Job satisfaction or general job attitudes with the employees. Philip apple white has listed the five major components of Job satisfaction .as Attitude towards work group. General working conditions. Attitude towards company. Monitory benefits Attitude towards supervision Other components tha