Personality Traits Of Hamlet :: essays research papers

In the play Hamlet, Hamlet has various character qualities. Three of these qualities are that Hamlet is discouraged, shrewd, and reluctant. All through the play you can see these qualities in Hamlet commonly.      It is clear that Hamlet is discouraged in this play. His downturn can be found in Act I scene II lines 129-132, when Hamlet says: "O! this too strong tissue would dissolve, Defrost and resolve itself into a dew; Or then again that the Everlasting had not fix'd His gun 'gainst self-butcher! O God! God!" In these lines Hamlet says that he might want to end it all, yet can't in light of the manner in which self destruction is viewed in god's eyes. A greater amount of Hamlet's downturn can be found in Act III scene I lines 56-61 when Hamlet says: "To be, or not to be: that is the issue: Regardless of whether 'tis nobler in the brain to endure The slings and bolts of over the top fortune, Or on the other hand to take arms against an ocean of difficulties, Also, by restricting end them? To bite the dust: to rest; No more;" In this speech Hamlet by and by discusses self destruction. He says he might want to dispose of his unlimited difficulties by murdering himself, in light of the fact that in death he can rest and have no concerns.      Hamlet additionally shows that he is shrewd in this play. One way that Hamlet's cunning is appeared in this play is the way that he responds after he sees his dad's phantom just because. He makes Horatio and Marcellus swear that they didn't see the apparition and to likewise swear that they won't uncover that Hamlet is just claiming to be crazy. You can likewise perceive how Hamlet is sharp in his arrangement to uncover Claudius as his dad's killer. In his arrangement the players that are visiting the stronghold will reenact the homicide of Hamlet's dad in the lines that Hamlet has composed for them. This arrangement works since when Claudius sees the reenactment he comes up short on the room in trepidation, uncovering to Hamlet and every other person that Claudius did in fact murder Hamlet I.      Hamlet is likewise reluctant in this play. This is seen when Hamlet is going to murder Claudius. Hamlet needs to slaughter Claudius, yet chooses not to when he sees Claudius atoning his transgressions. This can be found in Act III scene III lines 74-79 when Hamlet says: "Now may I do it pat, presently he is imploring;

Australian Aboriginal peoples and evidence - Myassignmenthelp.Com

Question: Talk about the Australian Aboriginal people groups and proof. Answer: In the current human services situation in Australia, there is no mystery that Aboriginal individuals experience more unfortunate wellbeing when contrasted with non-indigenous individuals. Wellbeing differences as far as access to social insurance administrations and treatment for significant ailment are disturbing in a wealthy nation like Australia. This dissimilarity in social insurance among the Aboriginals is infiltrating the core of nation announcing that they are to be overlooked individuals as the issue should be launch to the bleeding edge of the countrys medicinal services framework. According to the cursing article by The Sydney Morning Herald, Australia, there is progressing bigotry in the current social insurance framework that is worsening the yawning hole among Aboriginals and non-indigenous wellbeing (Humanrights.gov.au, 2017). This unmistakable finding is an update for nursing practice that being human services experts, at each level need to have social affectability while working with indigenous networks for the conservation of regular great. There is an inability to draw in the Aboriginals viably in the human services framework that is bringing about unexpected weakness results among them. An across the board and upsetting uncertainty is identified with distress, social quiet and refusal portrays the standard Australian populace. The issue of bigotry tension at all wellbeing framework levels neglect to recognize their medical issue, social needs and character that go about as hindrances to their entrance to human services administrations. Nursing is the calling that can assist with building up wellbeing balance in the medicinal services framework being at the bleeding edge in the arrangement of care. The components of social affectability, concern and care components ingrained in nursing practice help in the advancement of normal great in the general public locally and internationally (Schoo, Lawn Carson, 2016). The above conversation appears to be disturbing understanding that contending needs contend that whether the standard of regular great is advancing wellbeing equities among the Aboriginal and non-indigenous populace. From the nursing point of view, there is requirement for acknowledgment of prejudice that is going about as solid obstruction to the accomplishment of wellbeing equity and socially safe human services framework for the Aboriginals. The state and government need to work in a joint effort with co-ordinated associations considering the social and social determinants of wellbeing. Nursing calling is at the prime position and can comprehensively address this wellbeing imbalance establishing from social determinants, stemming and diverging. Medical attendants progress in the direction of wellbeing advancement in an immediate and backhanded way for the anticipation and treatment of ailment alongside support in the arrangement of care (Phillips Malone, 2014). They are set in suc h a position where the unexpected frailty results of Aboriginals can be improved through reducing the most noticeably terrible impacts of bigotry and neediness. The past treatment of Aboriginals in Australia is an immediate disappointment in shutting the hole that is profoundly unsatisfactory. The Australian Human Rights Commission alongside the United Nations depicted that social inconvenience Aboriginals are looking in Australia today. Shutting the Gap is the primary objective to expand openness to social insurance for the Aboriginals. There is absence of social ineptitude and that goes about as a critical hindrance in looking for medicinal services benefits as there is no conscious compatibility or relationship framed between the human services proficient and an Aboriginal patient (Doyle, 2015). Medical attendants can assist with shutting the unmistakable distinction among Aboriginals and non-indigenous populace by focusing on social equity and heath value fundamental to nursing. For the advancement of regular great, there is necessity of medical attendants consideration towards wellbeing variations among Aboriginals that is profoundly implanted in their calling in having cultural effect. In the nursing calling, heath value is the primary need where each individual ought to have equivalent access to social insurance administrations achieving reasonableness being the an integral part of their instructing, exploration and practice. Under the Standards of Practice for enlisted nurture in Nursing and Midwifery Board of Australia (NMBA), attendants ought to perceive the significance of culture to wellbeing and prosperity understanding the effect of colonization on social, social and profound existences of Aboriginals that has added to noteworthy wellbeing abberations in Australia (Nursing and Midwifery Board of Australia, 2017). Shutting the Gap is one activity with respect to wellbeing value and accessibility mirroring the exploration being done to diminish wellbeing hole. The satisfaction and acknowledgment of their social and human rights is one approach to annihilate the wellbeing dissimilarity among Aboriginals. As medical attendants invest most extreme measure of energy with patients, future nursing calling can help to address the regulated bigotry, intergenerational injury and social pre-distinction against Aboriginal wellbeing disparity (Taylor, 2016). Indigenous nursing is a beam of expectation that can make contrast and close the hole in the wellbeing divergence among Aboriginals guaranteeing uniformity in medicinal services. Social affectability and wellbeing balance among Aboriginals can ensure their human rights and advance normal great where medical attendants resolve to see positive wellbeing results shutting the hole later on. References Doyle, K. E. (2015). Australian Aboriginal people groups and proof based approaches: Closing the hole in social interventions.Journal of proof educated social work,12(2), 166-174. Humanrights.gov.au, (2017), Close the Gap: Indigenous Health Campaign | Australian Human Rights Commission. (2017). Recovered from https://www.humanrights.gov.au/our-work/native and-torres-waterway islander-social-equity/ventures/close-hole indigenous-wellbeing Nursing and Midwifery Board of Australia, (2017), Nursing and Midwifery Board of Australia - Professional guidelines. Recovered from https://www.nursingmidwiferyboard.gov.au/Codes-Guidelines-Statements/Professional-standards.aspx Phillips, J. M., Malone, B. (2014). Expanding racial/ethnic assorted variety in nursing to diminish wellbeing abberations and accomplish wellbeing equity.Public Health Reports,129(1_suppl2), 45-50. Schoo, A., Lawn, S., Carson, D. (2016). Towards value and maintainability of country and remote wellbeing administrations get to: supporting social capital and incorporated authoritative and expert development.BMC wellbeing administrations research,16(1), 111. Taylor, G. (2016). Shutting the hole: 10 years on.Newsmonth,36(2), 2.

Research the development of endoxaban as well as the target and Essay

Research the advancement of endoxaban just as the objective and system of activity. Outline parts of the disclosure and advancement process that are pertinent to endoxaban - Essay Example , anyway jus most as of late in the January of 2015.1 In the USA, the medication has been affirmed both for the counteraction of the efficient development of blood clump in the nonâ€central-sensory system, just as for the avoidance of stroke1. The medication is as of now endorsed for clinical use in the treatment of the apoplexy of profound veins, just as in the treatment of pneumonic embolism, after a time of 5 to 10 days treatment including the utilization of a parenteral-based coagulant.3 The improvement of the Endoxaban oral medication began quite a while back, yet the principal official solicitation for examination and endorsement by the Daiichi Sankyo organization was made to the Ministry of Health in Japan in 6 April 2010.2 The examination of the medication started and the endorsement of its business creation and deal was affirmed in Japan by the Ministry of Health on 22 April 2011, making the medication a completely affirmed medicine for the counteraction of venous thromboembolisms (VTE).4 At the universal level, the medication has experienced fruitful examinations, with the primary clinical examination being started towards the finish of 2009, where a clinical report was attempted usinig 21,000 patients in the USA, Europe and Japan.3 The second clinical preliminary was consequently embraced in Japan, trailed by the third clinical examinations, all of which have exhibited the viability and wellbeing profile of oral Endoxaban when practically identical to that of warfarin, which is the most widely recognized utilized anticoagulant in the USA.4 The principal clinical examinations of the medication, since the medication was first exposed to clinical examinations in quite a while, demonstrated that the medication has the worthy profile of both security and adequacy of utilization for medication.5 The second and the third periods of the clinical examinations have certified the wellbeing and viability profiles of the oral Endoxaban, bringing about its endorsement for the clinical use in the anticipation of both venous thickening and stroke. In spite of the way that the Endoxaban

Child obesity in the US and Saudi Arabia

Chapter by chapter list Causes of stoutness among kids How youngster corpulence influence children’s public activity Prevention of weight in kids Reference List Previous examinations on kid heftiness have uncovered genuine commonness of overweight just as stoutness among kids in the two nations. National Health and Nutrition Examination 2007-2008 information demonstrates that 16.9% of kids in the US matured 2-19 years experience the ill effects of weight. The information additionally shows that there was an expansion of 6.5%-19.6% among youngsters matured 6-11 years and an expansion of 5.0%-18.1% of kids matured 12-19 years during a similar period (Carroll, Curtin, Flegal, Lamb, Ogden 2010, 243).Advertising We will compose a custom research paper test on Child weight in the US and Saudi Arabia explicitly for you for just $16.05 $11/page Learn More The information uncovered noteworthy sex and racial differences of stoutness in kids with a more prominent level of non-Hispanic bl acks bound to experience the ill effects of corpulence. Then again, an examination done by International Obesity Task Force in the time of 1990-2007 demonstrated that youngsters in Saudi Arabia have had a normal stoutness predominance of 6.7% among young men and 6.0% among young ladies matured 1-18 years (Aziz, Jalali-Farahani, Mirmiran, Sherafat-Kazemzadeh 2010, 247). Study aftereffects of the National Center for Health Statistics done in 2000, demonstrated that kid weight in Saudi Arabia midpoints at about 15.8% for a similar age. It is evaluated that 14% of kids in Saudi Arabia who are underneath age 6 are fat (Madani 2000, 1). The kid corpulence information among all the age bunches in the US show that there has been a year-on-year increments in the paces of predominance (Barnes 2011). The information introduced shows a higher pervasiveness in the US than in Saudi Arabia. There were specific high increments in 1999-2000 and 2003-2004 in the US demonstrating critical and abrupt c hanges in way of life. The two nations experience more elevated levels of predominance on young men than young ladies. The patterns in the two nations are exceptionally connected with financial status. Nonetheless, instead of the US where offspring of lower financial and urban classes appear to be bound to be influenced, offspring of high financial status in Saudi Arabia are the most helpless against youngster corpulence. Information that was gathered from clinical and social insurance organizations additionally indicated that kid weight predominance is higher among US youngsters than the Saudi Arabian kids. It uncovered that around 15-17% of kids matured 6-11 years and 12-19 years in the US experienced corpulence while about 10.7% of kids matured 5-18 years in Saudi Arabia experienced the equivalent. The overview information uncovered that about 18% of youngsters in the US are stout with higher commonness among young men. Then again, a similar study information uncovered that Saudi Arabian kids had a commonness pace of about 11.8%. The young men were bound to be influenced by weight when contrasted with young ladies. This infers there is a high kid corpulence pervasiveness rate particularly among the youngsters in the US. Furthermore, the information demonstrated that weight rate doesn't diminish with increment in age.Advertising Looking for explore paper on wellbeing medication? We should check whether we can support you! Get your first paper with 15% OFF Learn More Causes of heftiness among kids Statistics show that corpulence in kids in the US is increasingly predominant among low-salary kids particularly those matured 2-4 years with about 5%-20% of this gathering being influenced. Past investigations additionally show that the greater part of kid heftiness is the aftereffect of caloric unevenness as kids will in general eat nourishments containing in excess of 1000 calories. In addition, these kids live in situations which don't support physical movement. This implies calories are not consumed off. Youth idleness is profoundly connected with heftiness. Preschool study did in 2009 indicated that 89% of preschoolers in the US lead an inactive way of life ((Dietz Stern 1999, 23). Youth weight results from a communication among hereditary and different variables. 80% of youngsters conceived from both large guardians are likewise bound to be fat when contrasted with 10% of kids conceived from non-hefty guardians (Kopelman 2005, 82). Mental issues, for example, low confidence can impact dietary patterns of those influenced. Early acquaintance of strong food with babies is the significant reason for stoutness among youngsters beneath the age of five years. As indicated by Ferry (2011) kids are acquainted with high-fat bites just as sweet lousy nourishment which results to high calories utilization. Also, most kids particularly those in urban towns are not prepared to create sound exercise propensities. They invest a lot of energy sitting i n front of the TV or playing computer games. As indicated by (Centers for Disease Control and Prevention (2011), only 33% of school going kids in the US get day by day physical instruction. Low financial status could prompt poor nourishment as most families will in general eat unhealthy food sources to cook for their high movement level. Hereditary components could likewise cause heftiness despite the fact that the odds are negligible except if the kid eats more food. The review completed demonstrated that poor sustenance causes about 34% of the youngster heftiness. 38% of kids revealed less utilization of vegetables and natural products. Low financial status profoundly added to poor nourishment among corpulent kids. It likewise indicated that kids who sit in front of the TV or play computer games for over four hours daily are 22% bound to experience the ill effects of stoutness. At the point when gotten some information about how regularly they exercised, most kids reacted contrari ly. Notwithstanding, about 36% said they experienced stoutness in light of the fact that their folks were additionally hefty. How youngster weight influence children’s public activity Previous investigations have found that corpulence is profoundly connected with low confidence. Diminished confidence causes trouble in about 19% of youngsters experiencing weight. Low confidence additionally makes 21% of them feel apprehensive (Strauss 2000, 15). Low confidence makes youngsters less certain and accordingly they can't communicate with their companions. They are in this manner sentenced to dejection. Sentiments of discouragement could make a kid to indulge (Goodman Whitaker 2002, 498).Advertising We will compose a custom research paper test on Child weight in the US and Saudi Arabia explicitly for you for just $16.05 $11/page Learn More Childhood stoutness makes a few social issues the influenced kids. Stoutness could prompt psychosocial issues, for example, low confidence just a s diminished long range informal communication (Gardner 2009). Such youngsters may likewise experience the ill effects of gloom because of segregation and badgering from their companions and relatives (Ferry 2011). This could conceivable reason forlornness in kids who are large. They are accordingly prone to create poor social aptitudes. About 8.2% of stout young people said they were feeling discouraged. 31% said that they were prodded by their companions while 19% said that they were acknowledged by their friends. Larger part of the youngsters said that they experienced forlornness. It is expected that they can't do most physical exercises. This has prompted low confidence among fat kids. Somewhere in the range of 24% and 38% said that they experienced low confidence. Avoidance of corpulence in youngsters Exclusive bosom taking care of babies is energetically suggested for wholesome advantages (Dietz Stern 1999, 12). It is probably going to help ensure the youngster against heftin ess that could happen in later life. Significant need ought to be given to showing youngsters and guardians nourishment and solid eating routine. Youngsters ought to likewise be given solid food decisions. They ought to be given bites that contain low sodium, fat just as sugar content (Shield Mullen 2002, 123). Kids ought to likewise be educated on the need to keep up a wellbeing movement level. Stationary way of life ought to be debilitated and TV seeing time ought to be constrained. Physical training in schools ought to likewise be upgraded. Reference List Aziz, F., Jalali-Farahani, S., Mirmiran, p., Sherafat-Kazemzadeh, R., 2010, Childhood stoutness in the Middle East: An audit. Eastern Mediterranean Health Journal, 16(9). Nasr City, Regional Office for the Eastern Mediterranean: World Health Organization. Barnes, J., 2011, Childhood corpulence: Statistics and patterns. Web. Carroll, M., D., Curtin, L., R., Flegal, K., M., Lamb, M., M., Ogden, C., L., 2010, Prevalence of high wei ght record in U.S: kids and teenagers, 2007-2008. JAMA 303(3):242-9. Atlanta: Centers for Disease Control and Prevention.Advertising Searching for inquire about paper on wellbeing medication? How about we check whether we can support you! Get your first paper with 15% OFF Find out More Communities for Disease Control and Prevention, 2011, Overweight and heftiness. Web. Dietz, W., H., Stern, L., 1999,â The authority complete home reference manual for your child’s nutrition.â Elk Grove Village, IL: American Academy of Pediatrics.â pp.12, 23. Ship, R., J., 2011, Obesity in youngsters. Web. Gardner, T., 2009, The 5 issues brought about by youth heftiness. Web. Goodman, E., Whitaker, R., C., 2002,. An imminent investigation of the job of discouragement in the turn of events and ingenuity of immature stoutness. Pediatrics 110 (3): 497â€504. San Diego: US American Psychological Association. Kopelman, P., G., 2005, Clinical stoutness in grown-ups and youngsters: In Adults and Children. Blackwell Publishing. P. 82. Madani, K., A., 2000, Obesity in Saudi Arabia. Bahrain Medical Buletin, 22(3): 1-9. Bahrain: Bahrain Medical Association. Shield, J., Mullen, M. C. (2002).â The American Dietetic Association manual for good dieting for kids: How your kids can eat keen from five to twelve.â New York: Wiley. p. 123. Strauss, R., S., 2000, Childhood stoutness and confidence. Pediatrics 105 (1). San Diego: US American Psychological Association. P. 15. This exploration dad

Getting More: How You Can Negotiate to Succeed in Work and Life Essay

As I previously entered the class of Negotiation: Theory and Practice, I understood that this class would be something that I would recollect. The course has started my brain to staggered thinking while at the same time arranging. When perusing the book â€Å"Getting More† by Diamond (2010), I truly could relate with a large number of his instances of arranging. Drawing in with the writing and having study hall encounters started my enthusiasm for the subject of exchange. The one model with the high rise and the mouse issue is relatable since I am managing the circumstance with my high rise. I glance back at the techniques I have attempted to get the mouse issue understood however none have been effective for more than two months. Utilizing the strategy for painting an unmistakable picture to the next gathering made an image in the different person’s mind. The strategy really worked by social affair data and teaching my high rise on illnesses conveyed by mice. Individua ls arrange regular with respect to things in various circumstances. As opposed to the study hall writing, Diamond (2010) propose not to connections, intrigue, win-win results in light of the fact that an individual thinks it’s a viable apparatus. His instructing and writing centers around coming to and meeting your objectives in dealings. Assessing the twelve significant systems it gave an alternate point of view on how I saw arrangements. The model disclosed how to get the best out of your objectives and goals. Kolb and Williams (2001) recommend that exchange is a science made to permit all victors a methodology of arrangement making. Connections Jewel (2010) additionally evaluates connection between two gatherings and placing yourself in the different person’s shoes. By doing this it lets you feel what the other individual may feel previously... ...s significant of help get a vibe of the suitable signals to use in dealings. Precious stone not just gives knowledge into a portion of his student’s most prominent triumphs, however does in a modest, human, and relatable way that shows noteworthy self reflections and comprehension of arrangements. Works Cited Fisher, R., Ury, W., and Patton, P. (2011). Getting to yes Negotiation understanding without giving in third. New York: Penguin Books. Dawson, R. (2007). Insider facts of Power Negotiating. Arrangement: Readings, Exercises, and Cases. 5. In Lewicki, R. et. al. New York: McGraw-Hill, Irwin. 98-108. Precious stone, R. (2010). Getting More: How You Can Negotiate to Succeed in Work and Life. New York: Crown Business. Kolb, D. and Williams, J. (2007). Advancement Bargaining. Arrangement: Readings, Exercises, and Cases. 5, In Lewicki, R. et. al. New York: McGraw-Hill, Irwin. 206-214.

Specifiers That Occur in Bipolar Disorder

Specifiers That Occur in Bipolar Disorder Bipolar Disorder Diagnosis Print Specifiers That Occur in Bipolar Disorder By Marcia Purse Marcia Purse is a mental health writer and bipolar disorder advocate who brings strong research skills and personal experiences to her writing. Learn about our editorial policy Marcia Purse Medically reviewed by Medically reviewed by Steven Gans, MD on April 05, 2017 Steven Gans, MD is board-certified in psychiatry and is an active supervisor, teacher, and mentor at Massachusetts General Hospital. Learn about our Medical Review Board Steven Gans, MD Updated on June 27, 2019 Bipolar Disorder Overview Symptoms & Diagnosis Causes Treatment Living With In Children Your Rights Tara Moore / Getty Images Specifiers are extensions to a diagnosis that further clarify the course, severity, or special features of a disorder or illness. Specifiers for Mood Disorders The Diagnostic Statistical Manual of Mental Disorders (DSM-5) uses specifiers extensively in the diagnosis of mood disorders. Any number of applicable specifiers can be used for the same episode. For bipolar disorder, there are two categories of specifiers: those for defining the current or most recent mood episode, and those concerning the course of recurrent, or repeating, mood episodes. The first category, defining current or recent episodes, includes mixed features, anxious distress, melancholic features, atypical features, psychotic features, and catatonic features. The second category, defining recurrent episodes, includes rapid cycling, peripartum onset, and seasonal pattern. Mixed Features Specifier Bipolar disorder with mixed features means that you have both manic/hypomanic symptoms and depressive symptoms in the same mood episode, rather than one or the other. To be diagnosed with this specifier, your mood episodes (whether defined as manic, hypomanic or depressive) must meet all the criteria for that particular episode and have at least three symptoms that belong to the opposite type. So, for instance, if you have a mood episode that meets all the criteria for a manic/hypomanic episode, yet also have at least three symptoms of a depressive episode, this specifier would fit you. Anxious Distress Specifier Bipolar disorder with anxious distress means your mood episode includes at least two symptoms of anxiety. These symptoms can be restlessness, lack of concentration, worry, feeling tense, and fear of losing control. Melancholic Features Specifier Bipolar with melancholic features usually happens if you have severe depressive symptoms. Its defined as severe depression that includes symptoms like feeling significantly worse in the morning, weight loss and/or not wanting to eat, losing pleasure in activities you used to enjoy, waking up early, and excessive guilt.   Atypical Features Specifier Bipolar disorder with atypical features means you have the atypical symptoms of sleeping too much, increased appetite, feeling like your arms and legs are heavy, being overly sensitive to rejection and the ability to feel at least somewhat better when you experience something positive. Psychotic Features Specifier Bipolar disorder with psychotic features can include mood-congruent or mood-incongruent features. Psychotic features involve hallucinations and/or delusions. Catatonic Features Specifier Bipolar with catatonic features is diagnosed if you experience catatonia along with your mood episodes. Catatonia symptoms can include not responding to anything, not being able and/or willing to talk, rigid muscles, repeating what someone just said, grimacing, moving around with no purpose, and resisting movement. Rapid Cycling Specifier The rapid cycling specifier means that your mood episodes have occurred a minimum of four times in the past year. In between mood episodes, you must have had a stable mood or switched completely to the opposite kind of mood episodes (for example, from hypomanic to depressive mood). Seasonal Pattern Specifier The seasonal pattern specifier is indicated if your mood episodes only occur at certain times of the year, usually fall and/or winter. This can happen because of light deprivation. Peripartum Onset Specifier Peripartum onset can be diagnosed if your mood episode, usually depressive, occurs during your pregnancy or up to four weeks after you give birth. These episodes can be accompanied by anxiety or panic attacks.

Strategic Management Assignment Business Utopia Or Reality - 3025 Words

Critical Review To What Extent This Viewpoint Challenge Conventional Models Of Strategy (Research Paper Sample) Content: Strategic Management AssignmentStudents NameCourseLecturerInstitutionDateTABLE OF CONTENTS TOC \o "1-3" \h \z \u Introduction PAGEREF _Toc475647242 \h 3Critical review to What Extent this Viewpoint Challenge Conventional Models of Strategy PAGEREF _Toc475647243 \h 4Is This A State of Business Utopia or Reality? PAGEREF _Toc475647244 \h 8Review of Blue and Red Ocean Concepts PAGEREF _Toc475647245 \h 10Conclusion PAGEREF _Toc475647246 \h 14REFERENCES PAGEREF _Toc475647247 \h 16STRATEGIC MANAGEMENTIntroductionConversion of business models by an organisation plays an important role in creating value as well as in pushing organisations to gain significant increase in sales. It is an aspect that most organisations are willing to take into consideration. By using focused guideline in employing new strategies, an organisation can defend itself from the competitive environment. Further, by providing most animated technique in assessing how flourishing organisations are capable of creating an ideal business environment, alterations that trigger creation of extremely new values through recruitment of new strategy, both blue ocean strategy and competitive strategy draw attention to the significance of avoiding strong competition (Ilham Mawardi 2016). Basically, strong competition is also known as red oceans. To evade such competitive strategy, there is need to implement some limitation in order to decrease simulations as well as be able to create sustainable competitive advantage in the market. This is only achieved through blue ocean strategy. This report aims to critically evaluate blue ocean strategy and to ascertain the extent to which the notion that BOS provide systematic approach in making competition irrelevant challenges the conventional models of the strategy. Furthermore, the report also aims to ascertain whether the state of the business under BOS is a reality or utopia.To start with, Blue Ocean Strategy provides a systematic approach to making the competition irrelevant (Kim Mauborgne, 2006). This is mainly supported by the fact that Kim and Mauborgne (2004) shared the market into two; that is, blue and red oceans. In their strategy, those firms that cultivate the BOS mainly analyse the markets as well as generate new requirement, service and products well-reformed to their customers request. On the contrary, red oceans strategy was mainly over-saturated and the solution was to look for such strategy by accommodating blue ocean encounter (Kim Mauborgne 2004). In this contest, firms would create new market, where competition is said to be non-existence and then irrelevant. In this essence, there is need to critically analyse to what extent this viewpoint challenge the conventional models of strategy.Critical review to What Extent this Viewpoint Challenge Conventional Models of StrategyBasically, Kim and Mauborgne (2006) view that BOS provides a systematic approach to making the competition irrelevant challenges conventi onal models to a greater extent since it seeks to restructure the niche which is currently served by the available products. Therefore, it could be said that the BOS fails to create some new demands, but instead modifies the outline of current demand by apprehending the consumers from diverse openings ((Kim Mauborgne 2015). For instance, a wine maker could produce wine which looks like cocktails and beer while an airline organisation could devise services which could look the same as a train or car. Thus, a buyer migrating from original offers is mainly captured like the one who derived from unexplored offer. As a result, the chief feature of Blue Ocean is de-segmentation which highly varies from conventional models. In addition, BOS viewpoint challenges conventional models in that its target market is mainly reconstructed by the current affinity on attributes of the value and the value gaps that are identified while targeting particular markets (Malhotra Seth 2014). Here, the BOS mainly enquiries the established structure and then redefine its scope as the means for creating some differentiation attributes. This could result in emergence of unexplored market. Nonetheless, there is no evidence to support such inference but what is apparent is that value gap usually takes place in practice whenever there is disruption between demand and supply instead of creating an offer. For instance, Subway, a fast food producer utilises emotional appeal in trading up its products which are usually more functional appeal as compared to emotional. Thus, the industry is mainly driven by waiting time and price which are functional not emotional.Figure 1: Segmentation and De-segmentation of conventional approach and blue ocean approach.46253404616450036728403454400013284205549900017081503359150030543503359150022688555187950025603205187950028517855187950022688551078865002560320107886500256032016827500028517851078865001168400900430004384675488950046755053492500491426532385005951 22097790001352550324485Target Market0Target MarketSource: Eskandari, Miri Allahyary (2015).Further, Blue Ocean Strategy challenges everything including the conventional models of the strategy by providing a systematic approach to make competition irrelevant. This is based on the fact that during establishment of Blue Ocean, the authors observed that organisations incline to participate in a head-to-head rivalry while looking for unrelenting profitable development (Scherer 2007). As a result they end up in Bloody Red Ocean struggling over the lessening profit base as they compete in the current overcrowded industries. In essence, they realise that to get a lasting success, it does not mean battling with competitors but it comes by creating a blue ocean strategy of the untapped new markets ripe for growth. The notion of making competition irrelevant challenges conventional models to a greater extent in that uncontested market has to be developed first before competition is made irrel evant (Srinivasan 2006).Furthermore, under Blue Ocean, demand is created but not fought for; hence, creating an ample opportunity for growth both rapid and profitable (Becker 2013). For instance, Southwest Airlines is a good example of a fruitful blue ocean strategy implementation whereby Southwest tapped into the client base that in turn preferred or considered driving to the air travel as a result of lower costs. Ideally, instead of rivalling with the other air companies, Southwest placed itself as the alternative to vehicles and provided reduced prices increased flight frequency as well as improved check-in time. This new combination produced an offering which enable clients to benefit from high travelling speeds of the airplane at relatively lower prices combined with flexibility customers travelling by vehicles.Basically, the viewpoint that BOS makes competition irrelevant via systematic approach challenges conventional models of the strategy to some extent in that competition is made irrelevant as the rules are mainly waiting to be rearranged. Ideally, it challenges conventional models since it mainly describes the deeper and wider potential of the market which is yet to be explored. In addition, Blue Ocean viewpoint challenges conventional models in that the Blue Ocean core objective is to create value by breaking low cost and differentiation trade-off and to align profit proposition and product value (Eskandari, Miri Allahyary 2015). Further, BOS recognises that the market boundaries only occur in the managers viewpoint and thus do not allow the prevailing market place bound their thought (Shukla 2012). Here, Blue Ocean believes that extra demand is largely untapped out there. Nonetheless, the major problem in this case is how to create demand which is largely untapped. This result in a shift of the organisations responsiveness from the supply to demand, as well as from rivalry to generating innovation in order to unlock the new demand for their prod ucts which is achieved via continuous pursuit of low cost and differentiation.Generally, under BOS, there is narrowly an unattractive or attractive sector since the stage of appeal could be transformed via the organisations meticulous determinations (Nicolas 2011). Furthermore, as the market structure is mainly altered by contravening cost/value trade-off, the rule of the game has also be changed making competition in the older market irrelevant. Therefore, by expanding demand, new wealth is got and such strategy permits organisations to mostly play the non-zero-sum market with high remuneration likelihoods. In essence, by making competition irrelevant a company need to reconstruct its market boundary which is the foremost and first principle in creating BOS. This is achieved via six basic approaches also referred to as the Six Path Framework which challenges conventional model of organisation in the strategy formulation in working within its key boundaries, but break out the known boundaries (Wenzel Frster 2013). This indeed assists them in moving from Red Ocean to Blue Ocean.In essence, Blue Ocean is created only by exploring outside the industry boundaries and by breaking out traditional boundaries of the sector in order to unlock the value as shown in Figure 2 below. Generally, Blue Ocean Strategy challenges the conventional model to a greater extent since it entails moving the business from competing within to creating value across new market place. For instance, Subway, a fast food producer utilises emotional appeal in trading up its products which are usually more functional appeal as compared to emotional. Thus, the industry is mainly driven by waiting time and price which are functional not emotional.Figure 2: Six Path frameworksSource: Becker (2014).Is This A State of Business Utopia or Reality?The state...

Hume And Descartes On The Theory Of Ideas Essay - 619 Words

Hume and Descartes on The Theory of Ideas nbsp;nbsp;nbsp;nbsp;nbsp;David Hume and Rene Descartes are philosophers with opposing views about the origination of ideas. Descartes believed there were three types of ideas which are, innate, adventitious and those from imagination. He stated since he exists and his idea of what a perfect being is, such as God, then God exists. Hume, on the other had, believed ideas came only from one thing, impressions. Both theories have their strengths and weaknesses but I like Humes theory better than Descartes. nbsp;nbsp;nbsp;nbsp;nbsp;Descartes believed imagination could not help humans. Descartes definition of ideas was, only things which exist in the mind and represent other things are†¦show more content†¦Descartes position on innate ideas is open to criticism; innate ideas should be predicted not thought of. There is no certainty that the nature in which the idea is explained should be innate. If Descartes theory of innateness has no temporary connections between the ideas, then there is nothing innate about his innate ideas. nbsp;nbsp;nbsp;nbsp;nbsp;Hume believed that ideas came from impressions. He stated that every simple idea has a simple impression and vice versa. He divided impressions into two groups, sensation, which comes about from causes unknown to us and reflection which comes about from our ideas. He said any impressions are followed by an idea which resembles the impression and only varies in force and vivacity. Whereas Descartes did not believe in imagination, Hume did. This is a weakness of his because one cannot logically prove something from imagination. One cannot logically have an idea of a cause from their imagination; they can just picture their ideas. Hume did not believe in Descartes concept of innate ideas. He states that ideas are gained through our senses and to prove ideas are not innate, one must realize that they have already had experience of these ideas. Humes strength is his belief that all ideas came from impressions. Even stronger is the impression of reflection. People who feel the effects of an idea thought of, do not see somethingShow MoreRelatedDavid Hume And Renee Descartes s Theories Of Knowledge And Ideas1356 Words   |  6 PagesPhilosophers David Hume and Renee Descartes have opposing views about the origination of ideas. Hume claims that all ideas are copies of impressions, which come from sensation. Descartes disagrees with this, arguing that in order to obtain knowledge, there must be a rational method for obtaining it, and that the senses are not a reliable source. This essay will present both philosopher’s arguments and compare and contrast each perspective regarding matters of knowledge and ideas. I will then argueRead MoreDescartes v Hume Essay1542 Words   |  7 Pagesis the theory that truth can be derived through use of reason alone. Empiricism, a rival theory, asserts that truth must be established by sensual experience: touch, taste, smell, et al. Rene Descartes, a philosopher and rationalist concluded that one self was merely a continuous awareness of one’s own existence; one’s substance was one’s ability to think. On the other hand, David Hume, an empiricist refuted Descartes conclusion and claimed that the concept of self was nonsense, the idea could notRead MoreWilliam Descartes s The Domino Effect On The Existence Of God1371 Words   |  6 PagesTake Home Exam #2 Part One: Descartes was a famous French philosopher in the mid 1500’s. He had a very particular argument that still confuses and or makes sense to many people today. His argument is basically in regards to the existence of God. The way he describes this argument is by breaking it down by two principles. Those two principles are the â€Å"Principle of Sufficient Reason† and the â€Å"Principle of Adequate Reality.† In the Principle of sufficient Reason, Descartes points out that there is aRead MoreDavid Hume s Bundle 1041 Words   |  5 PagesHume’s ‘bundle’ (written as a reply to Descartes) The silhouette of a subject was drawn by a council of moments and David Hume named it an illusion, humanity named it the self. In the modern ages of philosophy while Rene Descartes’ affect still remains eminent, David Hume comes with an argument which kills the I Descartes created and lets it fly as a ghost in human perception. Not only in the case of the subject, the contrast between Hume’s and Descartes’ ideas can be seen in their search for a prioriRead MoreEssay about Rationalism and Empiricism1486 Words   |  6 Pagesphilosophers of epistemology are Rene Descartes and David Hume, the former being a rationalist, and the latter an empiricist. In this paper I will attempt to give an understanding of both rationalism and empiricism, show the ideas and contributions each of the men made to their respective schools, and hopefully give my personal reasoning why one is more true than the other. Rationalism was developed by several important philosophers all around the 17th century. Descartes, Spinoza, and Leibnitz are allRead MoreWhat Does Locke Mean By Returning1013 Words   |  5 Pagesdoes Hume think about impressions? And how do both Locke and Hume correlate with one and another? In locke’s writing he argues over common sense and of impressions while also focusing on countering Descartes’ Writing. While Hume goes more in depth about impressions and ideas and how they relate to one and another, while also explaining about how they both function. Readers will know Locke s thoughts towards innate ideas, Hume s view towards cause and effect, and on how both Locke and Hume are relatableRead MoreDavid Hume Essay1210 Words   |  5 PagesDavid Hume Hume, David, 1711-76, Scottish philosopher and historian. Hume carried the empiricism of John Locke and George Berkeley to the logical extreme of radical skepticism. He repudiated the possibility of certain knowledge, finding in the mind nothing but a series of sensations, and held that cause-and-effect in the natural world derives solely from the conjunction ofRead MoreInternational Relations ( Ir )983 Words   |  4 PagesWhen reading for David Hume or Renà © Descartes, I have found many ideas that could be applicable to global politics and the relations between states. Even though these ideas might not be aligned with Hume or Descartes’s individual political philosophies, they are worth applying to the current global political system. The first idea is Descartes’s doubting of everything and anything around us except for the â€Å"I†, or what he also referred to as the â€Å"ego.† Second, is Hume’s idea of relying solely on ourRead MoreRene Descartes And Kant1013 Words   |  5 Pageswith many philosophers worth studying, a common theme present amongst Renà © Descartes, David Hume, and Immanuel Kant is the fact that all three philosophers challenged the traditional ways of thinking about philosophy respective to their eras. In certain aspects, all three of the se philosophers also grappled with understanding, discovering, and logically explaining the power of the mind to shape whole truths. From Descartes’ foundational work with methodological doubt to Kant’s contribution to previousRead MoreEthics and Morality in Philosophy Essay908 Words   |  4 Pagesknowledge. The history of our world is not only a succession of events, but also a chain of ideas. It is impossible to know the true sense of the present and the aims of the future unless we take a look at the past. There many great minds whose philosophies had a profound effect on western political thought. However, in a discussion of epistemology that informs ethics, it would be wise to consider Humes, Descartes’, and Camuss theoretical approaches that give us the basic understanding of epistemology

The Effect Of Organizational Culture And Leadership Style...

THE EFFECT OF ORGANIZATIONAL CULTURE AND LEADERSHIP STYLE ON STAFF COMMITMENT WITHIN SME’S IN GHANA WITH JOB SATISFACTION AS A MEDIATOR. CHAPTER ONE GENERAL INTRODUCTION 1.1 Introduction The outline of this chapter is as follows: the background of this study is first explained; the justification for and relevance of this study to SME’s in Ghana follows; the underlying key concepts of the research conducted study are presented as the research problems; the research objectives, research questions and the research limitations are all elaborated on; and then, the structure of the thesis is outlined. 1.2 Background In recent years, greater emphasis is placed on the human capital i.e. employees of an organization since it is this â€Å"people component† of an organization that gives an organization its distinction from others and enhances its competitive edge (Cohen, 2005; Holland Sheelan and de Cieri, 2007). The employees of an organization are its driving force and according to Sempane, Rieger and Roodt (2002), the organization can be competitive when the employees are committed to and involved in the organization Commitment of employees to an organization cannot be overstated. Raju and Srivastava (1994) see it as the key factor in an employee-organization relationship. Both Saal and Knight (1987) and Williams and Anderson (1991) agree that an employee who is committed to an organization will exceed expectations of the job requirements, dedicate more of their time toShow MoreRelatedPrincipals Leadership Style Indirect Influence Studentssuccess1365 Words   |  6 PagesResearch Paper Does principal’s leadership style indirect influence students’ success in elementary schools? Introduction The leadership style of school’s principals in U.S. elementary schools plays an indirect role in the academic success of students when is implicit a transformational approach in the principal’s behavior. I mentioned indirect impact, because the truly direct impact is toward the teachers, which, as a transitivity effect, impact as well the academic achievement of their studentsRead MoreThe Role Of Servant Leadership And Organizational Commitment Essay796 Words   |  4 Pagesservant leadership. In my heart, I believe that leaders who don’t rule with an iron-fist will gain more respect and receive higher results. I honestly believe that I treat my staff fairly. I would never ask them to do something that I am not willing to do myself. As a servant leader, I am daily developing future leaders amongst my staff. I have employees that have felt comfortable assuming leadership roles under my leadership. Often, I write about the positive effects of servant leadership, and howRead MoreHealth Care Outcome Factors1532 Words   |  6 Pagesfactors both internal and external to health care organizations. External factors include individual lifestyle choices and community environments, while internal factors include the care provided at all organizational levels. This care is provided both indirectly and directly to patients through organizational units, departments, and multidisciplinary care teams. Research studies provide the opportunity for assessing both internal and external factors and creating an evidence base to improve health careRead MoreEssay on Assessment of a Study of Transformational Leadership1521 Words   |  7 Pagesrelationship between transformational leadership, empowerment and organizational commitment Introduction and Purpose of Study The implications of transformational leadership on a firm’s employees and the success of the firm overall are areas of ongoing research according to Ismail, Mohamed, Sulaiman, Mohamad, and Yusuf (2011). The authors make the case that in a changing global environment transformational leadership styles, rather than transactional styles, are a means organizations are usingRead MoreLeadership in Healthcare Management Essay1335 Words   |  6 PagesAccording to McConell (2012), the difference in a leader and a follower determines the success of a person regarding leadership. This chapter helps explain the content of qualities and proficiency for healthcare managers to be effective. Once again, effective management skills or certain qualifications enhance a healthcare organization environment. Healthcare managers and supervisors must have the capacity to handle challenges while the organization objectives and regulations may change over a periodRead MoreThe Armored Brigade Combat Team Essay1674 Words   |  7 Pagesreach its full potential. Amongst several leadership problems, there is a major one. There is not an organizational vision in the brigade, and if there is, it is unclear and poorly evident. The critical leadership problem the 4th ABCT faces are consequences of the continued past brigade change of command without an organizational vision to address it, and different Commanders leadership styles that have affected the effectiveness, organizational culture, and climate within the 4th ABCT. This caseRead MoreOrganizational Culture and National Culture in Multinational Companies1745 Words   |  7 Pagescultural shock among leaderships and employees. Organizational culture and national culture are significantly important in current marketing environment. Organizational culture mainly shows the value and the roles inside the organization. However, national culture is the directing of organizational culture and influence both leadership and employees deeply from their personal values. Furthermore, the relationship between organizational culture and national culture has impacts on leaderships, employees, jobRead MoreThe Progression Of Social Development1628 Words   |  7 Pa gesThe progression of social development is the culture of an organization; and as the culture changes, the people within the organization also change. Leaders can operate as change agents to bring about transformation and success in an organization by creating and implementing a vision for the future. This paper will endeavor to discuss the following: the challenges of transformation of complex systems; the writer’s chosen organization’s mission, values, and overall goals; how the organization isRead MoreWhat Is Leading A Continuously Change Organization1367 Words   |  6 PagesLeading a Continuously Changing Organization Organizational readiness for change is subject to theoretical development and can be extensive. Strategies for creating change come in a various types and promising approaches to deliver forms of change that affect decision making, work flow, staffing, communication and collective behaviors (Metcalf and Benn, 2013). According to Metcalf and Benn (2013) when readiness for change is high, employees show persistence, give more effort and are cooperativeRead MoreOrganizational Culture : An Organization870 Words   |  4 Pagesdefine it. A company culture determines how employees and customers perceive the company, client treatment and how the company should react to various changes in the environment. An organizational culture is a mirror of the company leadership. Different styles of leadership ensure maintenance of various corporation cultures. The climate within an organization determines a company’s financial performance. To ensure their propositions are deemed important, a quality company culture integrates each employee

Baseball And Its Impact On America s National Pastime Essay

Introduction Since its grand entry in the 19th century, baseball has evolved to be one of the most popular sport nationally and to be known as America’s national pastime. This multibillion dollar industry attracts millions of fans worldwide throughout different regions. The origin of baseball is believed to have evolved from a ball-and-bat game called Seker-Hemant played by ancient Egyptians dating as far back as 2,500 BCE. Fast-forwarding time, modern day baseball began with the formation of the Cincinnati Red Socks in 1869 following with the establishment of the National League in 1876 and later the American Association in 1901. It wasn’t until 1903 the Major League Baseball (MLB) was born. Baseball was seen as a recreational activity that differentiated between cities due to different versions and rules of the game, baseball did not strike its popularity until the Civil war, documentation shows high interest in this particular sport during this time period. Baseball began with the formation of the Cincinnati Red Socks in 1869 following with the establishment of the National League in 1876 and later the American Association in 1901. It wasn’t until 1903 the Major League Baseball (MLB) was born. The Major League Baseball (MLB) today consists of 30 teams that represent cities throughout the United States and Canada. The early years of MLB is most known for its baseball wars, legal disputes, bidding of players, threats between leagues and broken contracts. Throughout theShow MoreRelatedBaseball is the National Pastime1051 Words   |  5 PagesFor most sports fans there is nothing like opening day and a baseball field. In recent years I have over heard several people say Baseball is not the National Pastime or National Game any longer. When I query these people the typical response is Football is our new National pastime/game. Frank Deford (Nov 7, 2012) a writer for Sports Illustrated said, Baseball is what we used to be. 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Games that resemble baseball have been aroundRead MoreJackie Robinson Is Not The Best African American Baseball Player Of His Time1545 Words   |  7 PagesAlthough Jackie Robinson was not the best African-American baseball player of his time, his attitude and ability to handle racist harassment led the way for the rest of his race to play Major League Baseball, amongst other sports. Being accepted into professional sports also helped African-Americans become more easily accepted into other aspects of life. Jackie s impact i n the world for the black population is enormous. According to Jessie Jackson, A champion wins a World Series or an OlympicRead MoreThe Gilded Age Still Effect American Life Today1370 Words   |  6 Pagescentury came to an end, how did the explosion of civilization contradictorily make Americans more similar and more diverse simultaneously? It is hard to imagine in the twenty first century the level of filth that was experienced in the 1830’s on a daily basis. 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The article also entails that black players had won the National League MVP award quite often from 1949-1970

Incremental Dynamic Analyses Of Steel Moment Resisting...

Incremental Dynamic Analyses of Steel Moment Resisting Frames with Superelastic Viscous Dampers Baikuntha Silwal1, Osman E. Ozbulut1, Robert J. Michael2 1Department of Civil and Environmental Engineering, University of Virginia, Charlottesville, Virginia, USA 2Department of Mechanical Engineering, Gannon University, Erie, Pennsylvania, USA ABSTRACT This study aims to evaluate the seismic performance of steel moment resisting frames upgraded with shape memory alloy (SMA)-based self-centering viscous dampers. The superelastic viscous damper (SVD) relies on SMA cables for re-centering capability and employs viscoelastic (VE) damper that consists of two layers of a high damped (HD) blended butyl elastomer compound to augment its energy†¦show more content†¦In another study, Erochko et al. [3] examined the residual drift response of special moment-resisting frames (SMRFs) and buckling-restrained braced frames (BRBFs). It was found that both types of building systems experience significant residual drifts, with values between 0.8-1.5% for the SMRFs and 0.8-2.0% for the BRBFs under design-based excitations. By reducing residual drifts of a structure subjected to a seismic event, structural engineers can maximize post-event functionality, reduce the cost to repair the structures, and increase the public safety. A number of studies have been carried out to develop new structural systems that can provide stable energy dissipation with full re-centering capabilities. Often referred to as self-centering or re-centering, these systems provide a restoring force which is either independent from or acts in addition to energy dissipation capabilities. Christopoulos et al. [4] developed a self-centering energy dissipative bracing system, which combines a friction dissipative mechanism and post-tensioning elements. Experimental tests on the proposed full-scale bracing system were conducted to confirm the repeatable flag-shape hysteretic response. Deierlein et al. [5] proposed a new seismic resisting system that includes controlled rocking, elastic post-tensioning, and

Benefits of intership Free Essays

The benefit of Inter-agency partnerships Is working refers to when two or more agencies that deal the same Issues for example health Issues where Hospital can work with the GAP. Some agencies could have some information about a person that another doesn’t or when a person is at an age where they can be cared for better by one agency, this relationship allows them to be transferred. Be treated by different services can benefit the service users because the service users can be sure that he as been checked by two deferent person and can be treated quickly. We will write a custom essay sample on Benefits of intership or any similar topic only for you Order Now This could be a benefit for the service providers as well because the second partnership can get all information about the person without asking the person, they can get all Information about the person from the first partnership. Inter-agency partnerships for Elizabeth This report is based on Inter-agency working together to provide Elizabeth support to deal with her Alchemist’s disease. The reason why Inter-agency are working is to help Elizabeth and help her family with Alchemist’s and to provide support for both of hem. Agencies working together Health Visitor Health visitor for older people is to promote the health and independence of older people living at home with difficulties. Elizabeth would need the support off Health visitor because of her family that doesn’t understand her and that they are no longer interested In her well-being. The main role of health visitor Is to provide a supportive health assessment and referral service for old people like Elizabeth. They also work with GAP and health care services. The Health Visiting Service for Older People aims o: Support old people health and well being Help prevent ill health and its consequences Support patients living with long term conditions to facilitate Independence Provide up-to-date Information about help and services available so that patients, their families and careers can make Informed decisions Access health needs and refer to additional services if required Provide careers with advice about the support that is available to them General practice (G. P) G. P are here to work for primary care and are part of a clinical commissioning group which have responsibilities for helping with healthcare from secondary healthcare providers, such as hospital and community and also Alchemist’s society. Elizabeth would need the support of a General practice working with the Health visitor. Alchemist’s society This is an organization that will work and support people with diseases such Dementia. They are all volunteers who are helping old people with Alchemist’s. Elizabeth would need their support and help for her disease. This society will also work with the both General practice and Health visitor to malting Elizabeth health Elizabeth with every aspect and understanding diagnosis and assessment to dealing with the financial challenges that she might be encounter as she no longer lives with her family. Benefits The benefits of inter-agency partnerships working together for Elizabeth are that Alchemist’s society, the G. P and the health visitor are all working for her. This will benefits her and the all three social and care system because they can get information about Elizabeth without her help. This will also benefit Elizabeth because she can get all the support by three different agencies and get treated quickly. Elizabeth will get all the support and help from different health service this will benefit her. Factor that preventing The main factors that prevent inter-agency collaboration relate to Elizabeth Alchemist’s might be communication within and between agencies, professional values and power relationships. Partner agencies in collaborative situations need to be treated as equals. Communication can be one of the factors that could prevent agencies working together, lack of communication, example if the health visitor doesn’t give information and doesn’t communicate with the two other agencies that loud cause issues for Elizabeth, issues like the agencies can’t get enough information and Elizabeth can’t get in a good condition situation because agencies will delay the treatment because of one agency. Agencies might have difficulties in sharing information; particularly confidential information as well as cultural and professional differences between agencies can prevent them working together. Other factors that can prevent agencies working together are that if one agency gives only limited information about Elizabeth that can prevent agencies working together as hey won’t get enough information about Elizabeth. Another reason which can prevent agencies from working together might be the funding which can cause problems, like lack of money and couldn’t help Elizabeth with her needs. If one of the agencies can’t co-operate with other agencies because of any reason and this can prevent them working together example if the General practice doesn’t feel well and can’t come work with the other agencies. How to overcome and consider them Communication needs to be developed at all levels of operation both within each agency working with Elizabeth. Agencies need to find ways to improve face to face and written communication. Procedures and practices should be integrated between agencies and Elizabeth. Discuss about the health improvement of Elizabeth. Be equal and don’t give preferences to one agency than the other. Conclusion Elizabeth had the help of the 3 agencies that worked together to support and help her with Alchemist’s. She had all the benefits of the agencies with her and agencies had benefits between because they have worked together for Elizabeth. They have overcome of what had prevented them working together. How to cite Benefits of intership, Papers

Cask of Amontillado free essay sample

Another occasion where dialogue is used, is when Montresor and Fortunato are talking in the catacombs of the Montresor’s. Fortunato says, â€Å" ‘the cough is a mere nothing; it will not kill me [Fortunato]. I shall not die of a cough’ † (Poe 211). It is ironic because he is not going to die of a cough, he is going to die because Montresor is going to kill him. Dialogue in which irony is prevalent can be found within the various conversations amongst the characters. For exampleâ€Å" ‘And I [drink] to your long life’ † (Poe 211). Fortunato will not have a long life and Montresor said that on purpose to toy with him. It is ironic because Montresor is going to kill him. The setting of the story is described in depth while Montresor and Fortunato walk. In particular, after first walking in through the catacombs Montresor ironically points out the background of the cavern walls. In â€Å"The Fall of the House of Usher† Poe starts by stating that the narrator approaches the house of usher on a â€Å"dull, dark and soundless day† (194) giving the reader hints that the story is going to be somewhat dark and eerie. The narrator states the house seems to have â€Å"Absorbed an evil† (Poe150) and at one point even refers to the house as the â€Å"Mansion of gloom† (Poe150) According to American literary critic and poet, George E. Woodberry, the somber landscape whose hues Poe alone knew the secret of; the subtle yet not overwrought sympathy between the mansion and the race that had reared it; the looks, traits, and pursuits of Usher, its representative of what is to come. This story also has elements of foreshadowing that tell the reader from the very beginning that something, also death in this case as well, is going to occur later on in the story. Although death occurs in both stories, the journey towards death is quite different. In â€Å"The Cask of Amontillado† Fortunado who is slightly drunk, is lured through the catacombs with the promise of wine, by Montressor who is seeking revenge. The reader is never informed of what Fortunado did to deserve this revenge. In a way it is biased because the reader is led to believe that Fortunado deserves the revenge Montressor is plotting, when he may be simply overreacting. According to Cynthia Bily, English professor at Adrian College, The word for Montresor’s behavior is â€Å"duplicitous. It means that he is concealing his true motives and feelings beneath a deceptive exterior, that he is being two-faced in order to lure Fortunado to his death. Montressor eventually handcuffs him to the wall and builds up the bricks around him eventually suffocating him, which results in his death. Fortunado’s death is a direct result of Montressor’s actions. However, in â€Å"The Fall of the House of Usher† death comes about in a much more mysterious, supernatural way. The narrator goes to the mansion in the first place to visit his childhood friend Rodrick, who lives alone with his twin sister Madeline. Rodrick is said to be emotionally and physically unwell, and Madeline suffers from catalepsy, and soon dies. The two men entomb her body in a vault where she escapes from a week later. When she escapes she throws herself on usher, and the two die together as the narrator escapes the house before it cracks in two and sinks into the pond that sits before it. The way the two siblings die is unexplainable, there is really no clear cut reason as to how this has occurred and the reader is left to make their own assumptions as to why the two have died mysteriously at the same time. This differs from Fortunado’s death in â€Å"The Cask of Amontillado† because the reader is certain that Fortonado’s death is a direct result of Montressor’s revenge. In Conclusion, it is clear that the two short stories â€Å"The Cask of Amontillado† and â€Å"The Fall of the House of Usher† are similar stories in regards to the universal theme of death. From the opening of both stories the details foreshadow that there will be a deadly conflict later on in the story. The aspect of death occurs in both stories, and both stories are told from an unnamed narrator’s point of view in the opening of both works. In â€Å"The Cask of Amontillado† it is clear that Montressor killed Fortunado for revenge. But what exactly did Fortunado do that he deserved such a terrible death? Was he really deserving of the punishment he received or had Montressor simply gone mad? The circumstances surrounding both of the deaths in both stories are very troubling. In â€Å"The Fall of the House of Usher,† did Madeline and Roderick simply die from unrelated causes at the same time, or was it something much more mysterious resulting in their simultaneous departure?

NTUC Fair Price Enterprises- PESTEL and Porter’s five force analysis

Question: Describe the PESTEL and Porters five force analysis of the Fair Price enterprises or organization? Answer: Introduction This paper described the PESTEL and Porters five force analysis of the Fair Price enterprises or organization. Indeed, NTUC Fair Price is the social organization of Singapore National Trades Union Congress (SNTUC). It was established in 1973 and Bobby Chin is the chairman of Fair Price organization. Fair Price is the one of the biggest supermarket chain in Singapore. The main nature of the Fair Price is that it moderates the cost of living and it produces several kinds of products such as clothing, bakery, general grocery, pharmacy, alcoholic beverage, snacks and dairy. This group has 100 supermarkets all over island with 50 outlets of stores in the island. (Mukhopadhaya, Shantakumar, Rao, 2013) Further, in the 1983, NTUC merged to a larger co-operative which called as NTUC Fair Price Co-Operative Limited. The firm began a central distribution system to alter the way goods were distributed to stores to expand efficiency. In the 2009, Fair Price organization committed that they are l aunching first environment friendly supermarket at City Square Mall. In the 2003, the organization started new 13000 square fresh food distribution centers. (Pradhan, 2009) This is first supermarket in Singapore which build and operates own fresh food distribution centre. PESTEL analysis of NTUC Fair Price Nowadays, the communication between business environment and organization become closer. So, we would discuss pestel analysis. These are elements of pestel analysis that are described below: Political: This factor ensures the government plan such as percent of the trouble in the economy. This indicates that which kinds of product or services government wanted to offer their public. However, Singapore is the best nation as well as open country perspective. Singapore politician provides business friendly environment not only local level, but also international business and organization. Further, Fair Price retail organization is getting full help from Singapore government as well as retail sector policy perspective. Although, you should register with Singapore Companies Registrar (ACRA) before start the retail business. ACRA is a fast and simple process which involve in business and they can complete registration process within 24 hours. Lemon law is also beneficial for consumer which bought defective goods from retail outlets. (StaffReporter, 2012) Economic: This is a significant element of pestel analysis. The good economy environment explains viability of business operation, especially in the tax rule, exchange rate, tariffs and economic recession. It doesnt affect only on the customers needs, but create the change in the concord with suppliers and other kind people in the retail sector. Moreover, retail sales in Singapore raised 6.50 percent in the November quarter at 2014. Retail annual sales reported by the Statistics Singapore. A good economic environment increased the Fair Price growth in the retail sector in the worldwide market. Social culture: Generally, social trends can express opportunity and threat for the several variety of retail sector organization. People opinion, lifestyle, belief, attitudes and values are one of the important things to gain the customers assurance and create strong image in the retail sector market. Although, Singapore is a multi-culture country where Chinese culture, Malaysian and Indian cultures are living together with the brand image and business plans as well. Singapore is becoming central point for worldwide tourist concern due to their culture specialty. (Brooks, 2013) Technology: Technology plays significant role in the pestel perspective. The technology development will create a significant change in service quality of product and customer satisfaction. In fact, quick acceptances of specific technologies offer rights to develop competitive advantages for Fair Price. Singapore Deputy Prime Minister Tharman said that retail sector has become more productive over the last three years so retail sector leaders need to push tapping on technology to win customers and improve efficiency. (Jianyue, 2013) Environment: Nowadays, global warming becomes a significant problem for people, industry and countries in the worldwide. Therefore, the green sector industry is the first concern which needs to their retail organization because there lot of garbage so they need to destroy the garbage without pollution. Singapore is the open nation in the worldwide as well as environment concern so it is helpful to make new policy which will be healthy for Fair Price environment perspective. Legal: Singapore legal environment has been healthy for the abroad investment and create the good environment for the economic growth and development. (Brooks, 2013) In the regard of retail sector, Singapore has a apparent legal system to protect responsibility and benefit of both customer and the firms. Therefore, it is essential for Singapore retail sector to keep continuous change in the policy of the Fair Price organization. Porters analysis of NTUC Fair Price Michael E Porter is the professor at Harvard Business School which created a framework for determine the organization competitiveness in the specific market. This framework is not only good for initial stages of retail sector Fair Price organization, but also evaluate the attractiveness of the whole market condition. It focuses on business competencies which provide benefit over the competition. Competition is the essential part of every sector of organization. It provides a technique for business planner to help him to refocus and strong field where organization may have express their potential weakness and exploit those field where they have strength in the competitive market. These are Porters analysis which depicted the competitive environment: Intensity of rivalry among competitors: It is most significant elements in this porters analysis which affects on the Fair Price operation. Fair Price organization faced strong competition from other retail organization such as Giant Singapore, Sheng Siong and Cold Storage. However, it is facing competition not only Asian countries, but also all over the world retail sector organization. It is facing competition from growth rates, economics of scale and information complexity concern. Economic of scale mean reduction of per unit price by increase in production volume. Fair Price retail organization main nature is to produce low price product or service with high quality. (Lim, 2009) Threats of new entrants: Fair Price organization is the famous outlets for not only visitors, but also the entrepreneurs in the retail sector. Therefore, it is essential for Fair Price that produces quality service because there was high competition in the retail sector, especially in the global competitive market. Their competitive organization is providing very attractive facilities such online shopping with discount and home delivery services. So, it is necessary for Fair Price organization to change their policy and connect with consumer that what is their needs or desire. Threats of substitute: Threats of substitutes means the availability of a product or services which consumer can buy instead of the industrys product. A substitute product means a specific product which offers by the other firms in the future. (Hines, 2013) In the regard of future perspective of the product competition, if any other company generates same produce which already existing in the Fair Price Company. Then, how Fair Price will handle from their competitors so they need to maintain quality with low price so it will be very difficult in the future organization to produce same kinds of product with quality and low cost because any initial company have to spend many money in the advertising and promotion so it is difficult to produce quality product with low price. Bargaining power of suppliers: Suppliers mean who supply the firm needed product such as equipment and material. Indeed, most of firms have several suppliers, especially in Fair Price firm where the bargaining power of suppliers is affected competitive position. Thus, Fair Price firm should maintain good relationship with their suppliers those provides raw material, equipment and labor power because if supplier provides raw material and labor in high cost then Fair Price cost will increase then it will be difficult for Fair Price organization to compete with their closest competitors. (Mukhopadhaya, Shantakumar, Rao, 2013) Bargaining power of customers or buyers: Buyers are the king of any organization. But sometimes, we can say that buyers have high bargaining power. Thus, it is difficult for supplier that gets profit from them. Moreover, the bargaining powers of the retail customers are very high in the Fair Price organization due to lot of variety available for customer in the market. So, we need to evaluate the variety of customer such as age groups, interest and social status. (Lim, 2009) Conclusion recommendation From the above discussion, it can be concluded that clear policy, pestel analysis and porters five forces as well as high ability to adopt the technology in Fair Price organization supports it to maintain its competition position in the all over the world market. Further, based on external analysis (finding the trends of market, strategic doubtfulness and strategic choice, opportunity and threats) of the NTUC Fair Price organization, our recommendation would be followed below: NTUC Fair Price Company needs to maintain its high quality and stay on the competitive market in the worldwide, despite of recession time in the world economy. Fair Price Company should dominant the international field which will create a foreign investment. (Lim, 2009) Fair Price organization should maintain competitive market by providing good service as compared to its closest competitors such as Sheng Siong and Giant Singapore. Fair Price should expand their global networks. They should increase their decision making model which provides speed in their growth concern. It is essential to give a license to middle management and employee that react quick to business threats and to efforts new areas of opportunities to move the business growth. (Mukhopadhaya, Shantakumar, Rao, 2013) Fair Price must constantly improve their organization growth and development. (Lim, 2009) References Brooks, C., (2013). PEST Analysis: Definition, Example Templates. Retrieved from: https://www.businessnewsdaily.com/5512-pest-analysis-definition-examples-templates.html CPDD, (2008). Elements Business Skills. Singapore: Pearson Education South Asia. Gwee, J., (2013). Case Studies in Public Governance: Building Institutions in Singapore. USA: Routledge. Hines, J., (2013). Threat Of Substitutes (One Of Porters Five Forces). Retrieved from: https://strategiccfo.com/wikicfo/threat-of-substitutes-one-of-porters-five-forces/ Jianyue, X., (2013). Technology The Key To Raising Productivity In Retail Industry. Retrieved from: https://www.todayonline.com/singapore/technology-key-raising-productivity-retail-industry Lim, P., (2009). Chronicle of Singapore, 1959-2009: Fifty Years of Headline News. Singapore: Editions Didier Millet. Mukhopadhaya, P., Shantakumar, G., Rao, B., (2013). Economic Growth and Income Inequality in China, India and Singapore: Trends and Policy Implications. USA: Routledge. Oon, H., (2008). Singapore. UK: New Holland Publishers. Pradhan, (2009). Retailing Management: Text and Cases. USA: Tata McGraw-Hill Inc. Spulber, D., F., (2007). Global Competitive Strategy. USA: Cambridge University Press. StaffReporter, (2012). What You Need To Know About Singapores Lemon Law. Retrieved from: https://sbr.com.sg/retail/news/what-you-need-know-about-singapore%E2%80%99s-%E2%80%9Clemon-law%E2%80%9D

Social problem facing the contemporary US

Views Of Marx And Keynes Essays - Keynesian Economics, Free Essays

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Gender Roles in advertising Research Paper Example | Topics and Well Written Essays - 1500 words

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Role of Job Satisfaction on Employee Behavior

Role of Job Satisfaction on Employee Behavior In todays complex work environment maintaining satisfied employees that will continue to serve an organization is the ultimate goal of any human resource department of a company. Job satisfaction is the most frequently studied variable in organizational behavior research (Spector, 1997). It has been considered in a variety of ways, and is defined differently in various studies. Thus in order to understand and appreciate the role of job satisfaction on employee behavior this study has been undertaken. The researcher has introduced the concepts of Attitude and Behavior and then moved further into explaining the three main components of major Job Attitude which consists of Job Involvement, Organization Commitment and Job Satisfaction. The Dimensions, Antecedents and Measures of Job Satisfaction have also been touched upon in detail. The researcher has also gathered information on various motivation theories that are applied in organizations by the managers There is enough discussion on the impact of Job Satisfaction and Dissatisfaction on employee behaviors which in turn affects the workings and performance of an organization. To conclude with the researcher has discussed job satisfactions necessity for an employee since it not only affects his/her work life but also his personal life. It is very important for organizations to identify the determinants of job satisfaction in an effort to optimize the productivity of their employees and avoid the costs of employee turnover. Restructuring of activities and jobs in organizations and the human resources to suit the specific demands and needs of such structures is of vital importance to both the employees and managers. The viewpoint of many managers and employees from various articles has been taken into consideration. INTRODUCTION Organization Behavior (OB) is a very important study and application of knowledge about how people as individuals and as groups act within organizations. It studies what people do in an organization and how their behavior affects the organizations performance. It endeavors to identify ways in which people can act more effectively. It is an applied behavioral science that is built on contributions from a number of behavioral disciplines. It provides a useful set of tools at many levels of analysis. For instance it helps managers understand the behavior of individuals working within an organization. It also aids their understanding of the complexities involved in interpersonal relations. People, structure, technology, and the environment in which the organization operates are the key elements in the study of organization behavior (Robbins, Judge and Sanghi, 2008). In todays work environment, organizations focus a lot of their attention towards ensuring job satisfaction for each of their employees. The cost of dissatisfied employees is extremely high for any organization. Satisfied employees are believed to be more productive, perform better and are more likely to perform acts that lead to customer satisfaction. Dissatisfied employees on the other hand, are those that are not satisfied with their working conditions for a variety of reasons and the consequences of having them in an organization are very disastrous in nature (Newstrom and Davis, 1993; George and Jones, 1999; Bennett, 1991). ATTITUDES AND BEHAVIOR Attitudes are the feelings and beliefs that largely influence as to how the employees would perceive their working environment, commit themselves to designated actions and behave as a result. They are evaluative statements in nature which can be either favorable or unfavorable- concerning objects, people or events. They basically reflect as to how an individual feels about something. Attitudes is formed by three main components: cognitive component which talks about the opinion or belief segment of an attitude, affective component stresses on the emotional or the feelings segment of an attitude and finally behavioral component talks about having an intention to behave in a certain way towards some or something. These components, together, help in understanding the complexity and the potential relationship between attitudes and behavior. In organizations, attitudes are important because of their behavioral component. In order to explain the linkage between attitudes and behavior, Leon Festinger proposed the theory of Cognitive Dissonance in the late 1950s. This theory refers to any incompatibility that an individual might perceive between two or more attitudes or between behavior and attitudes. Recent researches have confirmed to Festingers belief by evidencing that attitudes significantly predict future behavior and also that relationships between employees and the organization can be heightened by taking into concern moderating variables. Important Attitudes that reflect fundamental values, self interest, or identification with individuals or other groups that a person values are considered to be very important in nature. Attitudes that the individuals consider important tend to show a stronger relationship to behavior. The link between the two is even stronger when the attitude and the behavior are very specific in nature. For instance asking an employee about their intention to stay with the concerned organization for the next few months is going to help in predicting the turnover for that person as compared to if they were asked about how satisfied they were with their pay. Attitudes that are easily thought of or are often showed by an employee play a key role in predi cting behavior than those attitudes that are not easily accessible in the memory. Variances between attitudes and behavior are quite likely to occur when social structures stress people to behave in certain ways. This tends to qualify behavior in organizations. Also the attitude-behavior relationship is likely to be much stronger if an attitude refers to something with which the individual has direct personal experience. Attitudes are usually used to evaluate and understand after an action has taken place instead of using it before so as to guide an action. Organization Behavior concentrates on only a limited number of work-related attitudes even though a person could have an unlimited number of attitudes. Either may it be positive or negative evaluations that an employee carries about his/her work environment are captured by these work related attitudes. Job Satisfaction, Job Involvement and Organizational Commitment are the three main attitudes that have been studied by a lot of scholars and researchers. MAJOR JOB ATTITUDES JOB INVOLVEMENT JOB SATISFACTION ORGANIZATIONAL COMMITMENT JOB INVOLVEMENT Job involvement helps in measuring the level to which people psychologically relate themselves with their job and conceive their self worth with the perceived level of performance. It has been evidenced that employees who are highly involved with their jobs strongly identify themselves with their work and value its worth in their life. Because of their attachment with their work they highly engross themselves in their jobs, invest valuable time and energy in them and view work as a fundamental part of their overall lives. Higher level of job involvement and psychological empowerment leads to higher to organizational citizenship and job performance by the individual. Holding meaningful jobs and performing them well are important to their own self image which helps to explain the traumatic effects of job loss on their esteem needs. People involved in their jobs participate in following the code of work ethics of their workplace; exhibit high growth needs, and also enjoy their involveme nt in making decisions. Thus, job involvement also helps in lowering the absenteeism rate and turnover rates. Also a managers high involvement in the job leads to higher job satisfaction of his employees thus making it an important factor for an organizations effectiveness in a highly competitive environment. ORGANIZATIONAL COMMITMENT Organizational Commitment is usually defined as the strength of ones identification and involvement with their respective organization (Mowday et al., 1979) as cited by Silva. P (2006). Its the state when an employee identifies himself/herself with a particular organization and its goals and sees he/she working with that organization in the future also. It is a way by which an employees willingness to remain as a member of that organization for the future also is evaluated. It often reflects the employees belief in the mission and goals of the firm, willingness to put in effort in their accomplishment and intentions to continue working there. Under the case of high job involvement an employee identifies with ones specific job, while under high organizational commitment an employee identifies with ones employing organization. It has been identified that a positive relationship exists between organizational commitment and job productivity. Employees who are organizationally committed u sually have low absenteeism rate, low turnover rates and also have a willingness to adhere their concerned companys policies. JOB SATISFACTION Take away my people, but leave my factories, and soon grass will grow on the factory floors. Take away my factories, but leave my people, and soon we will have a new and better factory Andrew Carnegie (as quoted by Brown, 1996) Job satisfaction, in the words of Ivancevich and Matteson, 1990, is an attitude that individuals carry about their jobs. It results from their perception of their jobs. Various aspects of a job such as pay, promotion opportunities and co-workers plays a role in forming the base of job satisfaction. Also factors such as of the work environment such as the supervisors style, policies and procedures etc. affect a persons level of job satisfaction. It details other determinants of job satisfaction such as promotion, co-workers, managerial styles and policies/procedures. Job Satisfaction is a set of favorable or unfavorable feelings and emotions with which employees perceive their work. Job satisfaction is an affective attitude- a feeling of relative likes or dislikes. It can be viewed as an overall attitude or it can apply to the various parts of an individuals job. Job satisfaction is related to the positive feeling an employee perceives about ones job resulting from an evaluation of its characteristics. Jobs require interaction with coworkers and bosses, following organizational rules and policies, meeting performance standards, living with working conditions. It has been identified that a positive relationship exists between a persons job satisfaction level and holding of positive feelings about the same concerned job whereas a person dissatisfied with his job carries negative feelings about the job and organization. Every organization works towards having satisfied employees. There are multiple reasons for the same such as increased employee performance as pointed out by George and Jones (1999), higher motivation levels as found by Bennett (1991) and longevity in tenure with the organization as stated by Robbins (1996). All of the above are essential for any organization especially in case of the hospitality industry where employee performan ce, high levels of motivation and saving costs incurred in replacing employees are vital. Dimensions of Job Satisfaction Job Satisfaction is a complex concept and not easy to measure at the same time. Job satisfaction is different from motivation. It is more of an attitude, an internal state. It could, for example, be associated with a personal feeling of achievement, either quantitative or qualitative whereas motivation is more of a process which may lead to job satisfaction as a result. It is not clear whether job satisfaction consists of a single dimension or a number of separate dimensions. But there surely seems to be a positive correlation between satisfaction and different areas of work. But some workers may be satisfied with certain aspects of their work and dissatisfied with other aspects. Level of job satisfaction gets affected by a wide range of variables related to individual, social, cultural, organizational and environmental factors. These factors all influence job satisfaction of individuals in a given set of circumstances, but not necessarily in others (Mullins. L, 2001). It is important that managers know the tremendous discrepancies that seemed to exist in the past between what they thought workers wanted from their jobs and what workers said they actually wanted. It is also important that they realize what effect an economic or other change has on these priorities. One may generalize at this point that individuals act on the basis of their perceptions or interpretation and not on the basis of reality itself. One of the main reasons behind understanding the study of behavioral sciences is that they help in getting our perceptions to realism. Therefore, by bringing their perceptions closer and closer to reality- what their people really want- managers can often increase their effectiveness in working with employees. Managers just cannot make and act on their own self made assumptions. They have to know and understand the factors that motivate their employees (Hersey. P and Blanchard. K, 1992). ANTECEDENTS OF JOB SATISFACTION A lot of researchers and scholars have carried out studies to determine and understand the variables and factors affecting an employees job satisfaction. A wide range of individual, social, organizational and cultural variables have been identified as factors affecting an employees level of job satisfaction. These factors affecting an employees job satisfaction can be divided into internal and external factors. Internal factors usually refer to the factors that can affect the employees job satisfaction within the organization and are always focused around the environment of the organization, working conditions, relation with other members in the organization, benefits that employees receive as outcomes to their work and many other factors. Factors outside the organization like employees family/social life, the identity and image of the organization in the outside market are categorized under external factors affecting an employees level of job satisfaction. It is not important that the employees may be satisfied with their job but may not have the same feelings about all the aspects of their job (Spector, 1997). George and Jones (1999) found that there are four main factors that affect the level of job satisfaction namely, personality, values, the work situation and social influences. These can also be broadly grouped as non work and work related determinants of job satisfaction. Determinants of Job Satisfaction Source: www.google.com Five main components of job satisfaction, that is, work, supervision, coworkers, pay and promotion play a very key role in affecting an employees job satisfaction levels. Personal factors such as age, health, length of job experience, emotional stability, social status, leisure activities, and family and other social relationships also play a certain role in influencing job satisfaction. Even role ambiguity and role conflict are considered to be vital in influencing an employees job satisfaction. An employers behavior at the workplace in many ways can also to some extent affect an employees job satisfaction. Outcomes such as organizational commitment or intention to leave are some of the end results that come into being because of these factors. Personality also plays an influential role in forming as an antecedent of job satisfaction since it is subjective to individual experience and expectations (Judge, Heller Mount, 2002). An employees personality traits can influence satisfaction or dissatisfaction at work. Employees with Type A personalities are usually more aggressive in nature. They believe in setting high standards for themselves and therefore are more prone to job dissatisfaction. Whereas employees who are quite relaxed in their attitude fall under the category of Type B personalities. Their personality shows its effect on their attitude towards work in a very relaxed way. People who find themselves in jobs which fit according to their attitudes and personalities stay more satisfied and committed to their work. The characteristic of the job also influences ones attitude towards it which may include the aesthetics of that workplace. Financial Rewards are viewed as satisfactory only when it is equitable and is in li ne with the expectations of the workers (Khandewal. V, 2008). The use of sound selection methods and having a good match between employee and jobs can ensure right person for the right job which in turn would help in enhancing job satisfaction. Job satisfaction factors for employees keep changing over time. Thus it is the responsibility of the managers and the employers to keep in pace with their changing needs and demands so that they remain committed to the organization. MEASURES OF JOB SATISFACTION To evaluate an employees satisfaction or dissatisfaction at work is a complex process which consists of assessing a number of discrete job elements. One of the popular methods to evaluate the attitudes of employees is by the use of attitude surveys. It helps in drawing out responses from employees through questionnaires as to their feelings about their jobs, work groups, supervisors and the organization. Managers are provided with valuable feedback on how employees perceive their working conditions by using attitude surveys on a regular basis. It helps in revising an organizations policies and procedures so that they work in favor of the employees. In research literature, the two most extensively validated employee attitude survey measures used are the Job Descriptive Index (JDI) which questionnaire widely used to capture job satisfaction data that was created by Smith, Kendall Hulin (1969). It measures ones satisfaction in five facets: pay, promotions and promotion opportunities, coworkers, supervision and the work itself. JDI is a very reliable method. Some more job satisfaction questionnaires include Minnesota Satisfaction Questionnaire (MSQ) created by Weiss, Dawis, England Lofquist (1967), the Job Satisfaction Survey (JSS) And the Faces Scale. The MSQ method has the advantage of skillfulness. All of these measures have led to greater scientific understanding of employee attitudes and it has proven to be very successful for many practioners and researchers (www.wikipedia.org) Many organizations often wish to obtain a more detailed assessment of employee attitudes in order to ensure employee satisfaction as an end result. It is very important to analyze and interpret effectively the data obtained from these employee attitude surveys in order to understand the results and in turn take appropriate actions to improve employee attitudes and job satisfaction. Employee surveys used effectively can act as catalysts for improving employee attitudes and producing organizational change. Survey feedback and action help support and drive organizational change (Ulrich, Brockbank, Yeung, Lake, 1995). IMPACT OF JOB SATISFACTION AND DISSATISFACTION ON EMPLOYEE BEHAVIOR When employees are dissatisfied with their jobs, lack job involvement and are low in their commitment to the organization, a wide variety of consequences follows in. Dissatisfied employees may engage in psychological withdrawal, physical withdrawal or even acts of aggression and retaliation for presumed wrongs. Many researchers and authors like Davis Newstrom (1989), Lawler (1977), Porter Steers (1977), Newcomb, Betts Cano (1987) have attributed job turnover, absenteeism and job burnout to a lack of job satisfaction. Satisfied employees may provide acts of consumer service beyond the call of duty, have sparkling work records, and actively pursue excellence in all areas of their jobs. Some specific outcomes of job satisfaction and dissatisfaction in a workplace are explained as under: Job Satisfaction and Job Performance The relationship between Job satisfaction and Job performance is one of the most researched topic by many scholars (Judge, Thoresen, Bono, and Patton, 2001). According to Landy (1989) their relationship in the field of Industrial psychology was described as the Holy Grail. The satisfaction-performance relationship is more complex that the simple path of satisfaction leads to performance. Thus it is wrong to assume that high satisfaction always leads to high employee performance. Satisfied workers actually may be high, average or even low producers will tend to continue the level of performance that brought them satisfaction before also. The study of the relationship between job satisfaction and job performance has a very controversial history. In 1930s the Hawthorne studies conducted helped the researchers in becoming aware of the effects of employee attitudes on their work performance. According to Newstrom and Davis (1993), one way to view this dimension is in believing the relationship that high performance contributes to high job satisfaction. This sequence states that better performance typically leads to higher economic, sociological and psychological rewards. If these rewards are seen in a fair light then the overall employee satisfaction improves. On the other hand if these rewards are seen inadequate for ones level of performance then dissatisfaction tends to arise. It is important for managers to devote its efforts to aid its employee performance, which will likely produce satisfaction as a by product. In 2001, Judge et al identified seven different models that can be best used to describe the job satisfaction and job performance relationship. Some of these models view the relationship between job satisfaction and job performance to be unidirectional which states that either job satisfaction causes job performance or vice versa. Job Satisfaction and Organizational Citizenship Behavior (OCB) Job satisfaction is considered to be a major determinant of an employees organizational citizenship behavior (OCB). A modest relationship exists between job satisfaction and OCB. Satisfied employees seem more likely to talk positively about the organization, help others, and go beyond the normal expectations in their job. They are also very likely to go beyond the formal requirements of the job just in order to reciprocate their positive experiences. They voluntarily engage in behaviors that work in favor of the organization. Job Satisfaction and Customer Satisfaction Customer satisfaction is a very important requirement for many firms. Their performance gets marked by keeping their customers satisfied and happy. Employees of service based organizations often interact with their customers, thus the satisfaction of these employees is very important in order to keep the customers loyalty to the concerned organization. Satisfied employees increase customer satisfaction and loyalty. Service organizations know that satisfied and loyal customers are highly dependent on how frontline employees deal with their customers. Satisfied employees are more likely to be friendly, upbeat and responsive in nature which the customers appreciate. Since satisfied employees have high retention rate, customers are more likely to encounter familiar faces and receive experienced service. All these qualities build customer satisfaction and loyalty. The dissatisfied customers can increase an employees job dissatisfaction in a similar fashion. Many service based companies like, FedEx, Southwest Airlines, Four Seasons Hotels are American Express very customer oriented companies who go out of their way in order to please their customers. In order to provide that great impeccable service to their customers they focus on building employee satisfaction- recognizing that employee satisfaction will go a long way towards contributing to their goal of having happy customers. These firms seek to hire upbeat and friendly employees, train the employees in the importance of customer service, reward customer service, provide positive work climates and track employee satisfaction on a regular basis through various attitude surveys. Job Satisfaction and Absenteeism/Tardiness A consistent negative relationship exists between satisfaction and absenteeism. Dissatisfied employees are more likely to be absent at their work, other factors have an impact on the relationship and reduce the correlation coefficient. Employees who have less job satisfaction tend to be absent more often. But this connection is not sharp for a couple of reasons. Some absences are caused by legitimate medical reasons and therefore a satisfied employee may have a valid absence at times. Tardiness is another way by which employees may exhibit their dissatisfaction with job conditions. A tardy employee is one who arrives late at work. Tardiness is a type of short period absenteeism ranging froma few minutes to several hours for each event, and it is another way by which employees withdraw from active involvement in the organization. This may impede the timely completion of work and disrupt productive relationships with coworkers. Job Satisfaction and Turnover Satisfaction is also negatively related to turnover, but the correlation is way stronger than that in the case of job satisfaction and absenteeism. Yet there are various factors such as labor-market conditions, expectations about alternative job opportunities, and length of tenure with the organization are important constraints on the actual decision to leave ones current job for some other work. Evidence indicates that an important moderator of the satisfaction-turnover relationship is the employees level of performance i. e, it is said that level of satisfaction is less important in predicting turnover for superior employees as compared to the poor performers. But studies suggest that job satisfaction should be more important in influencing poor performers to stay than the superior performers because regardless of level of satisfaction, the high performers are likely to remain with the organization only on account of receipt of recognition, praise and other rewards. Job Satisfaction and Withdrawal Behaviors Numerous studies have shown and proven that dissatisfied employees are more likely to quit their jobs or be absent than satisfied employees (eg. Hackett Guion, 1985; Hulin, Roznowski Hachiya, 1985; Kohler Mathieu, 1993). Job satisfaction shows correlations with turnover and absenteeism. It also appears to be related to other withdrawal behaviors like lateness, unionization, grievances, drug abuse, theft or decision to retire. Using different methods that statistically measure the financial impact of employee attitudes on organizations, practioners can reveal costs of low job satisfaction and the value of improved employee attitudes on such outcomes as absenteeism and retention (Saari Judge, 2004). Job Satisfaction and Workplace Deviance Job dissatisfaction predicts a lot of specific behavior, including unionization attempts, substance abuse, stealing at work, undue socialization and tardiness. Researchers say that these behaviors are indicators of a broader syndrome that is usually termed as deviant behavior in the workplace. If the employees do not like their work environment then they world respond in some way which could either be in favor or not in favor of the organization. If the employers want to control the undesirable consequences of job dissatisfaction, they have to attack the source of the problem i. e. the dissatisfaction rather than trying to control the different responses. Source: An overall model of the Job Dissatisfaction-Job Withdrawal Process www.geocities.com The consequences of job dissatisfaction are very long term in nature. Mowday (1984) suggested that the negative effects of job turnover on organizations may include increased costs in recruiting, selecting and training new employees, demoralization of remaining employees, negative public image of the organization, disruption of day-to-day activities and decreased organizational opportunities to pursue future growth strategies. Thus it is important to have a thorough understanding of the factors that lead to job satisfaction and dissatisfaction so that it would help in putting a stop on the negative consequences associated with job dissatisfaction (Davis Newstrom, 1989; Mowday, 1984 and Berm, 1989). MOTIVATION THEORIES It has been evidenced to consider Job satisfaction as one aspect of life satisfaction because what a person does on the job reflects while he is off the job. A persons job satisfaction can actually impact his life, a person works to earn a living and therefore his entire personal and professional life depends upon his job therefore a single factor leading to dissatisfaction can cause a great deal of damage to his overall life satisfaction and vice versa (Davis and Newstrom, 1989). Similarly, it is important for managers to monitor the employees attitudes towards their life along with their attitude towards their job and also work environment. Motivating employees so that they work more productively and efficiently is one of the crucial problems facing todays organizations. This in turn helps in increasing their feelings of satisfaction, involvement and commitment. Two Factor Theory (Motivator-Hygiene Theory) The two factor theory, also called as motivation-hygiene theory proposed by psychologist Federick Herzberg was used in order to understand the factors affecting peoples attitudes about their work. This theory states that satisfaction and dissatisfaction are driven by different factors that are intrinsic and extrinsic factors. Intrinsic factors which are also known as satisfiers are related to job content (work itself). It also includes achievement, recognition, work itself and responsibility. It is stated that motivation can be seen as an inner force that drives individuals to attain personal and organizational goals (Hoskinson, Porter Wrench). These motivating factors those aspects of the job that make people want to perform, and provide people with satisfaction. While the extrinsic factors which also know as the hygiene factors are related to the job context (work environment). It involves company policy, administration, supervision, salary, interpersonal relations and working con ditions. According to this theory, the factors leading to job satisfaction are separate and distinct from those that lead to job dissatisfaction. The opposite of job dissatisfaction is, no job dissatisfaction but instead: not satisfaction (Herzberg et al, 1959). Job Characteristics Model (JCM) The Job Characteristics Model was proposed by Hackman Oldham which is widely used in many organizations to study how particular job characteristics impact the 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 impacts three critical psychological states (experienced meaningfulness, experienced responsibility for outcomes and knowledge of the actual results) which in turn influences the work outcomes of the employees (which covers aspects like job satisfaction, absenteeism, work motivation etc). These five core job characteristics can be combined to form a motivating potential score for a job which can be used as an index of how likely a job is going to affect an employees attitudes and behaviors. Attitudes are generally acquired over a long period of time. Similarly, job satisfaction or dissatisfaction emerges as an employee gains more and more information about the workplace. Nevertheless, job satisfaction is dynamic, since it can decline even more quickly than it dev