Why Do You Want to Be a Lawyer

The definition of a law state’s that ‘a lawyer is a person who practiced law and delivered justice. The role of the lawyer varies significantly across legal jurisdiction. So, as relation to the topic above, I want to become a lawyer because, it is my ambition to become a lawyer since when I was in class five know that it is not so easy to become a lawyer. Because the subject law is not very easy to study, because the study material are so huge. There is so many constitution and act to study. And established as an honorable lawyer is not so easy, it takes a lot of time to establish in the society as a good lawyer.But also I have choose to become a lawyer because, in my point of view, the population of our country is about sixteen core and the number of lawyer in our country is about 42000 and number of judges is about 1800. So it is very less in number in relation to the number of people in our country. And because of crisis of people in the judicial department it takes a lot of time for judgment in our country. And I can see no one care about all this problem, everyone wants to be doctor, engineer or wants to complete MBA or BBA and look for comfortable jobs.It’s a profession which is to serve for the people, it is honorable profession, and it gives relief to people similar to medical hospital. A hospital heal the physical parts of the people where as a lawyer heal the people both physically and mentally. In our country we can see many poor people often engaged different kind of crimes, and they do not get right judgment because they do not have the capacity to haired a good experience lawyer, because the demand of money of a good lawyer is more, so I have decided to established myself as a good lawyer, I’ll give right judgments to the people.And I think to practice as a lawyer in the court is not so easy, because it need a great courage to fight against different civil and criminal cases. Because sometimes the lawyer gets different t hreats from different persons and political sites, and I think that I had that courage to face all this problems. And also practice as a lawyer is very interesting because every day we will deal with some new cases and also we will discover some new things by sought out problems.By becoming a lawyer as I can practice both in courts as well as work for a company, because now day’s high ranking company needs lawyer to sought out their problems. By becoming lawyer I can practice in the supreme courts also. And we know that Supreme Court is the highest courts in our country, and it is not so easy to practice as a lawyer in the Supreme Court, and it very honorable. Working as a lawyer I can handle the constitution affairs also, the position of a lawyer doesn’t ends here, after practicing as a lawyer in the district courts for ten years I can work as a judges also.It is clearly visible that the demand of a lawyer is increasing day by day, because now days in every matter the re is a need of a lawyer, like if we buy a house or sell a house there is a need of a lawyer even for a marriage here is a need of a lawyer. So, as a conclusion I would like to tell that it is common that law related persons are often respected by the society, and it is a very respected job in a society. Nowadays a lawyer is a most important person in our society, they are the middle person who solves specific individualized problems, and the role of a lawyer varies significantly across legal jurisdictions.

Gun Ban in America Essay

In 2012, the most serious topics that people always talking about is Gun ban. Most of people voted for ban guns after the Connecticut’s shooting incident. There are lots of children died in the elementary school, and Americans realized the bad effects about selling guns legally in many states. There are at least four shooting incidents each year. People may think it is the time to ban America’s guns now, but in fact it is not the gun’s fault. For my part, guns should not be banned, and people have the right to have gun’s ownership. Most people know that guns are one of America’s culture, just like the marijuana. People know what are illegal things, but they will still find a way to obtain them. So, banned guns can’t prevent criminals. If the guns banned, criminal can still use other weapons to kill people. For example, in 1976, Washington DC is illegal to own any handguns or to keep any type of guns in home unlocked. However, Washington DC has the most criminal rates in united states. Whenever the guns is illegally, criminals can make any weapons, such as bombs, criminals can make bombs by themselves. Most of time, it’s the personal’s problems, criminals who caught by police always have mental ill or they dissatisfying about this country. Therefore, Government need strength the gun education and some safety classes about using guns. Ban guns is not a good solution, because the problem is not about guns. In addition, ban guns means remove the right to someone. In America, people are highly regard human rights. Giving up rights to bear arms would open up a world of control and unnecessary chaos. Some people have guns just for hunting, and they think guns are useful. Some of gun owner using guns in shooting range, they think it is their entertainment. Although, some cities made the announcement of gun ban, people were still reluctant to hand over their guns to Government. If the states that they live have banned guns, they can still go to another states to obtain another one. As part of American’s culture and freedom, it is impossible to ban guns exhaustive because of the different constitutions between states. Finally, the last reason that guns should not be banned, because guns can protect people. Except this criminals, most of people know how to use handguns, and they are using guns to protect their families. What if someone invade their house and pointing a gun at them, they can not wait until the police come. If that happens, no one will be safe. If a person wants to kill people, he will think all the way to hurt people even he did not have guns. However, what if the normal people does not have the guns to protect them when they meet some incidents. Guns always give people a sense of security, even they just locked them at their house. In conclusion, ban guns is not a big deal in America. According to Washington DC’s criminal rates, it did not decrease the criminal rates at all. In some cities of America, restricted legislation could not restraint people to crime. Gun ban is only for temporary and it is not a permanent solution to this problem.

The Ultimate Guide to Applying to Emory

One of the 50 oldest private universities in the United States, Emory University was founded in 1836 in Oxford, Georgia, originally as Emory College. Today its main campus is located in historic Atlanta. A liberal arts research university, Emory offers more than 70 majors and 50 minors . One distinctive feature of its academic program is the First-Year Seminar requirement, in which freshman participate in small classes run by faculty members to discuss meaningful topics, fostering interaction, critical thinking, and communication skills. The undergraduate program consists of four schools: Emory College of Arts and Sciences, Oxford College, Goizueta Business School, and Nell Hodgson Woodruff School of Nursing. Students begin their studies at either Emory College or Oxford and may complete Bachelor’s degrees at Emory or apply to finish their undergraduate studies at the Business or Nursing Schools after completing at least one and more commonly two years. Students may apply to Emory, Oxford, or both. Oxford is a two-year college located on the original campus in Oxford, Georgia, specializing in liberal arts education for freshmen and sophomores. Oxford has a much smaller campus, and offers early opportunities for leadership. After their sophomore years, Oxford students automatically enter Emory College, or may apply to complete their studies at the Business School or School of Nursing. Emory is a competitive school, with an acceptance rate of 25.2%. 3,809 students were offered a spot on the waitlist, and of these, 45 students were offered admission. After accepting a position on the waitlist, these candidates with be notified of their final decisions by June 1 st . Emory offers two Early Decision plans, both of which are binding, meaning students must matriculate at Emory and withdraw applications from other schools if accepted. For both plans, applicants may apply to Emory College, Oxford College, or both. If accepted to one of the campuses but not the other, you will pay your deposit to that school; if you are accepted to both campuses, you will have until the enrollment deposit date to choose. The application deadline for Early Decision I is November 1 st , and you will receive your admissions decision by December 15 th . If accepted, your enrollment deposit is due by January 15 th . Students who are not admitted may be deferred to the Regular Decision pool of candidates or denied admission. The application deadline for Early Decision II is January 1 st , and you will be notified by February 15 th . If accepted under this plan, your enrollment deposit is due March 15 th . As with Regular Decision, students applying under this plan may be d enied admission or waitlisted. The Regular Decision application deadline is January 1 st , and you will be notified of your admissions decision by April 1 st . Your enrollment deposit is due May 1 st . Emory offers an Early Admission plan for academically exceptional high school juniors. These students may apply by the above deadlines in their eleventh grade year, as long as they have exhausted their high schools’ most advanced course offerings. Tuition costs $47,300, with a total cost of $65,080 (including food, housing, and other expenses) at Emory College, and $42,600, with a total cost of $58,900, at Oxford annually. Emory offers both merit and need-based aid. Financial aid forms are due December 5 th for Early Decision I and February 15 th for Early Decision II and Regular Decision. Visit the Net Price Calculator   available through Emory’s website to estimate your cost of tuition. Merit-based scholarships include the Emory University Scholars Programs in conjunction with Emory College, Oxford, and the Business School. Candidates must complete application materials for the programs by November 15 th , and finalist will be notified, along with their admissions acceptances, by February 15 th . Roughly 175-200 finalists are chosen, and scholarships are awarded in mid-April. Students may apply to be Emory, Oxford, or Goizueta Scholars, and those chosen as Goizueta Scholars are automatically admitted to the Business School in their junior year of college. Emory accepts either the Common Application or the Coalition Application . You must also complete the Emory supplement. There is an application fee of $75. The Emory supplement has five sections: General, Academic, Contacts, Family, and Writing. In this section, you will indicate whether you are applying to Emory College, Oxford, or both. You will also indicate under what plan you are applying: Early Decision I, Early Decision II, or Regular Decision. Additionally, you will be asked if you are applying for financial aid, if you have been given an application fee waiver, and if you are a QuestBridge applicant. The academic section is intended to give the admissions committee an idea of your future academic pursuits. First, you will indicate your primary area of interest from the following options: Business; Humanities, Arts, and Performance; Natural Sciences and Engineering; Nursing; and Social Sciences. Next, you will select your preferred major or program within that field. You will also indicate your secondary area of interest and preferred major or program within that field, if applicable. You may select undecided for any of these if you are not sure what you want to study yet. Keep in mind that you are not declaring a major here; Emory simply wants to know more about your current interests. You will also indicate whether or not your school or school district adjusts grades for AP, IB, or Honors courses. Some schools adjust grades for courses at these levels to compensate for their rigor. Check with your guidance counselor if you aren’t sure what your high school’s policy is. Finally, you will indicate if you plan on applying for one of the Emory Scholars programs. There are additional application requirements if you do intend to be considered. In this section, you will indicate whether or not you have previously applied to Emory. If you answer yes, you will be prompted for the month and year you applied. Here, you will list any parents, siblings, or other relatives who have attended or are currently attending Emory. You will list their relationship to you, names, degrees (if awarded), and year of graduation. You will also be asked if you have any parents or other relatives who are currently employed by Emory University or Emory Healthcare, and indicate their names, relationship to you, affiliations or departments, and whether or not they are still employed by Emory. In addition to the Common Application’s Personal Statement, please choose two (2) of the short answer prompts below. Be thoughtful in your responses, but don’t stress about what the right answer might be — we just want to get to know you a bit better. Each response should be no more than 150 words. There are five prompts. For a more detailed look at how to write each of these prompts, check out out   Emory University Essay Breakdown . -In your opinion, what is an important challenge facing your generation in the next 50 years? -What are you most excited about or looking forward to in your college experience? -What is your favorite fiction or non-fiction work (film / book / television show / album / poem / play)? Why? -Please describe your ideal college campus/academic environment and what you hope to gain from it. These questions are meant to give the admissions committee of who you are as a person. They are not necessarily related to your academic achievements or intellectual pursuits; instead, you should discuss what drives you and what your personality is like. Some of the questions, particularly the final two, do relate to your academic motivations, but they focus more on your particular drives, rather than past achievements. Even though some of these questions may seem less intellectual than other college essays, remember that it is as much a part of your application as any other requirement, and be sure to come across as professional and mature. Still, make sure your personality comes through, as this will allow you to differentiate yourself from other applicants. Given the limited amount of space, use plenty of examples and be as specific as possible.    Students must submit scores from either the SAT or ACT. SAT II subject tests are encouraged, but not required. Some applicants may be invited to interview   with an Emory alum off-campus. Whether or not a candidate receives an invitation depends on location and timing, and does not have any bearing on the likelihood of acceptance to Emory. Students who do receive invitations are encouraged to accept them, however, since this provides the admissions committee with an opportunity to learn more about the student, and the student with a chance to learn more about the school. Applicants and prospective students may not request interviews. Applicants should also send two teacher recommendations, as well as a guidance counselor recommendation and school report. Need help applying to Emory and other colleges on your list? Contact us to learn more about our College Application Guidance Program today!  

The Artwork Soft Calendar for the Month of August, 1962. Metropolitan Assignment

The Artwork Soft Calendar for the Month of August, 1962. Metropolitan Museum of Art in New York City - Assignment Example One must wonder why the artist uses the particular medium that he does—especially since it is quite strange. â€Å"Soft Calendar for the Month of August, 1962† is basically canvas filled with shredded foam rubber; it’s painted with Liquitex and enamel. Now, Liquitex, as one understands it, is primarily a plastic paint—which we now know as acrylic gesso. Gesso is what artists usually put on their canvases in order to prime the piece of artwork with paint. So, it seems rational that Claes used Liquitex, perhaps for a first coat. Then, he most likely next applied enamel, which leaves a decorative and glassy coating. It’s a type of paint used for modeling (such as miniature toy plane replicas, etc.). One must ask why the artist uses this particular medium besides why he actually uses the types of paints—and rather, why does he feel this is the best way to represent his art? Perhaps this was the easiest way to paint shredded foam rubber. It must h ave taken some masterful skill to form the rubber just the way he wanted it, because the rubber numbers on the calendar look like dough. The advantages of working with acrylic gesso would be that the first coat would dry easily. The limitations of working with enamel include the fact that enamel takes a longer time to dry. III. Style Elements of the composition work to constitute the artist’s style, much in the way that putting a bunch of puzzle pieces together creates a whole picture. As for what movement within which Oldenburg was working, he was clearly in the realm of various possible categorizations: Modernist, Abstract Expressionism, and Pop Art. It’s possible it might have even been more than one style blended together. At any rate, â€Å"Claes Oldenburg's highly individual figurations make him one of the leading protagonists of Pop Art† (Osterwold 193). Pop art, short for popular art, was at its heyday in the ‘60s, along with the likes of Roy Licht enstein and others. Unmistakably, as one can see below, the calendar for the month of August of 1962 starts with the number â€Å"29,† as that was the day of the week from the previous month of July in that particular year. One also may note that the August calendar of 1962 ends with the number â€Å"1,† because the last day in the calendar was September 1st of 1962—according to the painting. The numbers and letters almost look like baked bread dough rising. More is forthcoming about why this painting looks like it does, in the next section regarding the context of the painting. IV. Context One should examine also, the context of the work. This was painted in the 60s by Claes Oldenburg. He was born in Sweden in 1929, but is an American citizen. It’s uncertain exactly where he painted it, nor with what other works it would be in conversation with unless one talks about this painting being a type of conversation piece in the context of Pop Art. All of the f irst days of the week on the calendar are painted red, while the other days are white. One is unsure whether the colors or this particular month held any kind of cultural or historical events or issues which the piece is addressing. To be sure, Soft Calendar for the Month of August, 1962 is definitely riveting. It makes you ask why a thousand times. Why are the first days of the week painted red, and the rest white? Why do these numbers look like rising bread dough? And so forth and so on. It is a discussion that must be had. V. Conclusion

Anthopologist Term Paper Example | Topics and Well Written Essays - 1000 words

Anthopologist - Term Paper Example Migration is the movement of people from one country to another for causes that are either for greener pasture or opportunities; desire to enjoy democratic freedom from conflict situations or for education, retirement or pleasure for new climate; and for a taste of better political hegemony. In United States, the pattern of migration developed anent with geopolitical expansion of United States of America in other major regions of the world. This is reflected to the kind of nationals US have these days who came from different poles of the world with distinct cultural structures, historical roots, political affiliations, economic characters and social contexts. A typology of immigrants showed that they came from Europe, Asia, Latin America and other areas of the world. They all leave their families, properties and the culture which molded them to wander into larger communities that require major adjustments in lifestyles despite uncertainties, of new laws, norms and social structures t hat could either assimilate them or marginalize them. Immigration therefore poses a challenge on how social relationship and interactions are accommodated in the mainstream of American society with comforting sense of belongingness. Many stories depict sad and great tales about issues on racial and identity that may relate to white’s colonial expansion and economic exploitation or to racial discrimination of African blacks which took a Hegelian success toward tribal unification and struggle for independence. This proved that migrants passed historic prejudicial processes which segregated them from the white in an ideation that their skin and identities are stamped with inferiority. This prejudice is a position made by dominant race with an imposing feeling and thought of disliking another person due too their native social characters. If such is actually manifested in behaviors by disqualifying or mistreating other people on the basis of membership, this becomes discriminatio n. The latter evolves into an institutional discrimination if prejudice and marginalization are done systematically as a state policy. A classic example of this case is the ironclad separation of black and white due to Apartheid policy—a law that socially segregate people by custom and laws and from black and white. This created problems on integration, organizational affiliation, access to the use of social facilities, and therefor cause disparities, inequalities or inequities in economy, politics or decision-makings, stature of very lives, distrust in social relations and, ergo, causing ethnocentrism and interracial conflicts in various forms. The situation inspired on US administrators to dialogue about migration, race and ethnicity in search for common ground and to recognize common values such as freedom, rights, fairness, security and justice in response to growing demands of immigrants for the state to look seriously into. The series of national dialogues also situate perspectives whether race is a significant issue in America and about the deep impact of ethnicity in the process of integrating and mainstreaming new people into American fold. Such meant a discursive discussion about accessing and providing equal opportunity and equal protection, education, jobs, health care and in availing for justice under the law. It also motivated America to enhance their understanding of migrant’s history by highlighting in dialogues the experiences of Natives, Afro-Americans, Latinos,

Business Decision Making Assignment Example | Topics and Well Written Essays - 3000 words - 2

Business Decision Making - Assignment Example In order to study the topic, a research is conducted on the coffee market of London to analyze the emerging market trends. This would help in presenting a report to the senior management for the introduction of a new coffee-based drink for coffee shop customers. As the product development coordinator of the coffee packaging company it is important that I should conduct primary research. This would help in determining the consumer profile, their preferences, attitudes and buying behaviors related to coffee. This information would be collected through survey questionnaires. The survey would be conducted on a random sample and not systemic one. Random sampling will allow the marketer to thoroughly analyze the consumer preference and behavior as everyone will have an equal chance of being selected (Winston, Stevens, Sherwood, & Dunn, 2013). On the contrary, random sampling might also generates some errors such as the sample might not be best suitable for the product, etc. Moreover there is no control in random sampling technique. It should be noted that all the data for the consumer profile, preference and buying behavior will be gathered with the help of primary research i.e. through survey questionnaires. After gathering the primary data and analyzing the consumer preferences etc. the data related to market will be collected and analyzed through secondary research. In the secondary research the data will be gathered with the help of studying market reports related to coffee drinks (Giovannucci & Koekoek, 2003). Furthermore, the secondary research will also identify and analyze some basic elements of coffee industry such as market competitiveness, which are the main competitors, what the market structure is, and how the shares of the coffee market are divided into the key players. All this will be studied with the help

IMPORTANT TO HAVE TWO GUARDS PER SHIFT AT KINDER MORGAN Essay

IMPORTANT TO HAVE TWO GUARDS PER SHIFT AT KINDER MORGAN - Essay Example rmation (2012), â€Å"Kinder Morgan monitors and inspects its pipeline system 24-hours a day from its state-of-the-art System Control Center† (Kinder Morgan: Pipeline, 2012, p. 3). Likewise, the organization enjoined the public to assist in ensuring safety and security of the noted assets through reliance on â€Å"neighbors, contractors and government and safety officials to help local field personnel protect the pipeline and identify possible damage or suspicious activity† (Kinder Morgan: Request, 2012, par. 1). It is therefore justifiable that more than one security guard per shift, particularly two security guards per shift, would man identified organization’s physical assets and perimeter due to the following reasons: (1) assets and resources to be guarded are highly volalite and flammable; very costly and any disruption due to theft, pilferage or damage would be detrimental to the organization and to the community it serves; (2) security personnel should be strategically located in diverse sites to ensure that critical risk areas are covered at all times; (3) as noted in the company’s Code of Business Conduct and Ethics, specifically under the provision of Protection of Assets, it was noted that â€Å"company property or equipment may not be removed from the premises without advance authorization from the employees supervisor. Personal use of Company tools or equipment is prohibited except in case of prior supervisory approval† (Kinder Morgan: Code, 2012, p. 17); th erefore checking and verifying approval protocols necessitate the assistance of an additional security personnel, if and when, immediately required; (4) if one guard needs to be excused at one point in time due to any valid reason (for personal hygiene or to eat, drink or take a quick and much needed snack), there is another one who could fully assume the position which was temporarily left. An organization such as KM, which reportedly discloses that safety, environmental protection, and the

Comparison and constrast of the crime control model and the due Research Paper

Comparison and constrast of the crime control model and the due process model - Research Paper Example in their beliefs about criminal justice, the proponents of both sides must work together within the established criminal justice system, following laws and the legal process and procedures of the United States. The two models of criminal justice serve no legal purpose other than to give names and definitions to the most common perspectives towards criminal justice. The models serve as a way to talk about criminal justice and can serve as an aid to determine how a person might approach a criminal justice issue based on which theory they subscribe to. The two models can also compare to political viewpoints in terms of being considered either conservative or liberal. The crime control model is considered conservative in nature while the due process model is more liberal (Perron). Those believing that criminals should be treated as such and that there should be aggressive measure taken towards crime, are most often proponents of the crime control model, while those who feel people should not be beleaguered, that there are processes in place that should be followed and that law enforcement agencies are not the be all and end all of the criminal justice system are typically followers of the due process model. According to U.S. Legal Definitions, the crime control model, â€Å"refers to a theory of criminal justice which places emphasis on reducing the crime in society through increased police and prosecutorial powers†. This model is based on the notion that police, detectives and forensic workers are at the forefront of the criminal justice system and that their findings are almost always valid and reliable. Alleged offenders are considered to be guilty because those working in the criminal justice system have already conducted the research necessary to arrest the correct person (http://www.sociologyindex.com/crime_control_model.htm). The crime control theory focuses on keeping the public safe. Protecting the rights of individuals is less important than keeping

Cineplex Entertainment - The Loyalty Program Case Study

Cineplex Entertainment - The Loyalty Program - Case Study Example The essay aims to outline the recommendations of Sarah Lewthwaite, the market director for the Cineplex Entertainment, to the committee of senior executives. The presentation contains persuasive arguments regarding loyalty program development campaign, considering the movie industry, which is having inconsistent revenues each year. Cineplex entertainment was founded in 1979 as a small chain of movie theaters. In 2005 Cineplex acquired its largest supplier and become the Canada’s largest film exhibiter. The market share of Cineplex after that acquisition jumped up to 40 million visits of customer per day. Cineplex also started giving value added services to its customer like food at branded concession counters, arcade games, etc. In the same year they also expanded their strategies and entered into new markets which generated customer traffic and boosted their revenue per day. Although the revenue appreciated a lot in the year 2005 compared to the previous years but cost of operation got high as well which shrined the net income of the company. Cineplex Entertainment had issued Elite cards to the customer which offered them rewards like free movie viewing after they accumulate a certain number of points. Cineplex had no CRM capabilities which could help them in driving customer traffic. According to the survey in 2005, 95% respondents wanted to have movie reward offer back. Considering that option for further investment Sarah Lewthwaite gave option of starting a loyalty program to the committee. Cineplex needed a loyalty partner because creating their own data system it would have cost them about $5.5 million in the first year. So they looked went on to look for a partner. Flight Miles, having 72 percent of Canadian active members, had the top loyalty program in Canada. Flight Miles can give Cineplex an opportunity to get access to their data bank of seven million customers which would certainly help them in targeting their market. Flight Miles program would cost yearly about $5 million and $0.09 on every point issued to the customer. Flight Miles executives offered Cineplex $250,000 to make the deal more attractive. Scotiabank approached to Cineplex as a potential partner for the loyalty program. It is amongst the top five bank of Canada having 6.8 million customers and 950 branches in Canada. The Scotiabank proposed a 50-50 cost sharing and expected naming rights on three theatres. They offered a three card reward strategy as well. The estimated cost portion of Cineplex w as about $3 million in the first year and $1.7 million and $1.9 million in the later years. Sarah Lewthwaite has now three options to look for loyalty program and had to work on them to finally get the best option. She will have to see the benefits as well as the constraints of the three options. She also restructured the reward program. Sarah performed a sensitivity analysis in the concession revenue per guest which might increase by 5 to 15 per cent and also thought of having a nominal one time or annual membership fee of $2 to $5. Sarah Lewthwaite also knew the fact that only 40 per cent of the points earned by the customer in the loyalty program would be redeemed annually. Lewthwaite then drafted reward structure that contained a preliminary list of four options but she was not sure that which option will click in the customer mind. Loyalty program required a data base vendor who could manage the

What do you consider are the essential attributes of an interviewer Essay

What do you consider are the essential attributes of an interviewer and why - Essay Example Hence, the organizations are now trying to authenticate the research by applying the new techniques. There are studies related to mental health, socio-economic and personnel factors. Organizations conducting the researches, involved in planning of interviews and designing of the questionnaires. With an effective discussion, limitations of interviews are confined to avoid any unfairness; as the interview is a vital instrument behind any research or investigation. Therefore an interviewer requires endowing himself with all the attributes necessary to get the proper information. An interviewer needs a proper study of the subject of research, its background and proper understanding of the objective of interview, in a proper way. There are several techniques applied to conduct an authentic interview. The case may vary from a crime to patient in a mental hospital. The body language, way of communication and approach applied matters a lot in the quality of the interview. (Ritchie, Lewis 200 3). An interviewer should always keep in mind, the importance of qualitative value of the research which can be achieved only through primary data collection method; which is totally based on the interview of the native. More exact information you derive from the interviewee, more the research will be authentic. The subject of the study requires a particular kind of approach to make the research fruitful, avoiding any bias. The design of questions planned may have socio-economical, natural, physical and psychological approaches, depending on the objective of the research. Selection of the field for the research, making a team, and a good fieldwork with historical, social and psychological analysis is necessary, before designing the questions for the interview. The interview should be able to reach in depth of an individual, acquiring all the required information from him. Selection of the place of interview and the kind of questions, affects the psychology of the individual which ma y influence in the spontaneity of the information he is giving. Therefore, to get the same in a proper way, the individual should be provided with a contented environment, which encourages him to narrate his story or the incident he has witnessed. As soon as the process of data collection through an authentic interview is completed; a qualitative analysis of collected information is required, to give a proper shape to final research report. Among several approaches of interviewing and researching, the most successful one is a psychological approach. As the information is acquired from a human beings, who are psychological in nature; treating them psychologically, would certainly help gain more factual information than any other approaches. Here we will discuss about the methods of psychological approach of interview. This technique of interview consists of a non-accusatory interview combining both investigative and behavior-provoking questions. This technique of interview has three elements: Factual analysis, interviewing, and investigation. Besides being distinct in their process these elements have a common objective to help the innocent and identify the offender. Interrogating that individual becomes an important task to find out the reality. This technique is useful in extracting information from reluctant suspects. Interviews and investigation both are supported by investigative findings; therefore, a proper analysis of facts can help the interviewer in following ways: Recognize appropriate questioning planning. Increase the possibility to recognize the offender through the interview. unlikely suspects Develop probable

Brick and Mortar Business to an E-Business Essay Example for Free

Brick and Mortar Business to an E-Business Essay Company Background Sam Walton, who was convinced that the American consumers wanted something more than retail shops, opened his own discount and retail shop in Rogers, Arkansas. Walton realized he could do better by passing on the savings to his customers and earning his profits through volume. This insight would form a cornerstone of Waltons business strategy when he launched Wal-Mart in 1962. Cost-cutting was an obsession in the Wal-Mart culture, and Walton understood that a major requirement for keeping costs down was controlling the payroll. In 2012, Wal-Mart celebrated 50 years of helping people save money so they can live better. The company employs 2. 2 million associates worldwide and serves 200 million customers each week at more than 10,000 stores in 27 countries. Among the many business enterprises and organizations that changed the world, Wal-Mart holds a very important position. As compared to other genuine companies that changed a lot in the world of entrepreneurs, Wal-Mart has a short, yet highly-acclaimed story of success that is backed by brute force of efforts put in by many members and employees. Wal-Mart adopt E-business What business processes were changed? Possibly the single greatest success story of e-business and B2B implementation is that of the rise to dominance by Wal-Mart in the North American retail market. Wal-Mart has impressive growth in such a short time span and the single most important factor in this rise was their harnessing of the power of e-business. Wal-Mart built an inventory and supply chain management system that changed the face of business making it very competitive as an e-business. Like many companies, Wal-Mart started down the road to total integration by first linking its internal systems. Then the focus shifted toward an emphasis on integrating Wal-Mart’s systems with those of its suppliers. More recently, Wal-Mart has initiated efforts to bring processes and systems from the customer side of its business into the loop. What’s left is a customer-to-supplier architecture that allows Wal-Mart to follow its customer’s shopping habits so closely as to know their likes and dislikes and to parlay that information into pinpoint promotions. (Robinson ;amp; Kalakota, 2004) Wal-Mart has revolutionized supply chain management by using a pull model where customer demands drive the suppliers. Inventory control is finely honed and purchasing trends are available to suppliers, whom now must be able to quickly respond to the needs of millions of customers. The business decision to decentralize the procurement process means that front-line staff in every store can immediately order the appropriate stock electronically, which will in turn require rapid turnout of product from the suppliers. This rapid replenishment system, coupled with accurate purchasing forecasting, helps Wal-Mart reduce overall costs. While not always good for suppliers in general, Wal-Mart’s power as a giant in business has helped in establishing new standards for B2B e-commerce. Wal-Mart’s mindset of cutting costs at all costs resulted in them deploying EDI over the Internet to eliminate the costly VAN altogether. EDI over the Internet (EDI-INT) uses a new standard called AS2, a communication protocol that attempts to make EDI communications over the Internet both secure and reliable. By mandating their suppliers to use AS2, Wal-Mart leads the way in creating a demand for a new generation of EDI, and in turn drives the whole world of e-business forward. Early on, Wal-Mart saw the value of sharing that data with suppliers, and it eventually moved that information online on its Retail Link Web site. Opening its sales and inventory databases to suppliers is what made Wal-Mart the powerhouse it is today. Would the company survive without the E-Business aspect? Why or why not? Wal-Mart has so many great strengths to leverage throughout the global market, and Wal-Mart will survive without E-business. Some of those strengths are that Wal-Mart best-positioned global retail, and it has a strong price leadership. There is no doubt that Wal-Mart is the best-positioned global retailer to address the needs of customers around the world. Wal-Mart’s growth through new stores remains a priority, with supercenters the primary driver because they continue to offer the greatest returns and allow customers a one-stop shopping experience through more than 3,800 stores and over 617 million square feet of selling space. Wal-Mart reinvigorated their fundamental price promise of provide low prices day-in and day-out on the broadest assortment. Their price message, backed by the strongest ad match policy in the industry, ensures that we are driving price separation with competitors. The certainty of great values throughout the store such as best-positioned global retail and a strong price leadership has been fundamental to Wal-Mart for 50 years, and this company will to survive. Would the company survive without the Brick-and-Mortar aspect? Why or why not? Wal-Mart e-commerce websites is not going to replace bricks-and Mortar stores, because the key to Wal-Mart’s emerging e-commerce strategy is integrating store and online marketing. This strategy is product of ideas such as pick up at store. â€Å"Wal-Mart launched on Tuesday its Site to Store program, in which Walmart. com customers can opt for free shippingprovided they are willing to pick up their order at a Wal-Mart store instead of having it sent to their home. The items ordered are shipped within 7 to 10 business days to a Wal-Mart store, and then an e-mail is sent to the buyer that alerts him or her to pick up the order. † (McCarthy , 2007) Retailers say that tying online and in-store inventory together lets them sell more products to more customers. Nordstrom recently combined its inventory so that if the online stockroom is out of a jacket, a store that has it can ship it to the Web customer. Encouraging customers to retrieve items they have ordered online in a store increases visits to the stores, which usually increases sales. What were the unique advantages of this IT solution? Any noticeable drawbacks? Wal-Mart is strengthening their Global e-Commerce business by investing in new talent and technology such as Wal-Mart new iPhone application that allows

Critical Legal Thinking Essay Example for Free

Critical Legal Thinking Essay A state doctrine is â€Å"a doctrine which states that judges of one country cannot question the validity of an act committed by another country within that other country’s borders. It is based on the principle that a country has absolute authority over what transpires within its own territory† (Cheeseman, 2013). In the case of Glen v. Club Mediteranee, S.A. this means that because the incident of Cuba’s expropriating the Glen’s beachfront property to Club Mediteranee, S. A. to build their facility and then not paying the Glen’s for the property cannot be brought to a U. S. court to be judged because the incident originated in Cuba and state doctrine states that another country cannot â€Å"question the validity of an act committed by another country† (Cheeseman, 2013, p. 543). The U.S.A. cannot just step in and tell Cuba that their standards and beliefs are wrong. Ethics No, the Cuban government and Club Mediteranee by ethical, societal, or U.S. standards act morally in the joint venture of building their facilities on the Glen’s beachfront property without establishing a contract or making payment to the Glen’s for their beachfront property. By our society standards and beliefs, in the U.S.A. this would be considered stealing. Although we might see this as immoral and illegal Cuba may not, because their country may have no compunction to take what is not theirs and use it as they see fit does not give another country the right to sit in judgment because each culture and civilization has their own ethical standards and we cannot place our standards on other countries because that would be unethical. Contemporary Business References Cheeseman, H. R. (2013). The Legal Environment of Business and Online Commerce: Business Ethics, E-Commerce, Regulatory, and International Issues. Upper Saddle River, N.J: Pearson/Prentice Hall. Investment policy OECD. (2014.). Retrieved from http://www.oecd.org/investment/toolkit/policyareas/investmentpolicy/expropriationlawsandreviewprocesses.htm

Motivating Employees And Job Satisfaction

Motivating Employees And Job Satisfaction The work in the modern economies has made an understanding of the psychology of motivation and job satisfaction as a key component of business and management syllabuses. The aim of the study is two-fold: Firstly, literature reviews for the motivation theories and Theories on job satisfaction. Secondly, the relationships between employee motivation and job satisfaction. Motivation theories clarifying the importance of addressing employees needs at work, the attitude of workers towards their jobs, the basis for studying the motivational implications of perceived unfairness and injustice in the workplace, how rewards lead to behavior and relations between reinforcement and behavior. Theories on job satisfaction clarifying the aspects that impact directly on levels of job satisfaction, how people are influenced by how satisfied they believe other workers are with the same job, satisfaction is determined by a discrepancy between what one wants in a job and what one has in a job, the innate for dispositions that cause them to have tendencies toward a certain level of satisfaction. The relationship between employee motivation and job satisfaction has indicated that numerous variables of a personal, job and organizational nature influence the level of motivation and job satisfaction that employees experience in the workplace. This includes peoples needs with regard to their work and the work environment, as well as the nature and content of their jobs, and the working conditions under which they perform their daily tasks. List of Acronyms List of Figures Maslows hierarchy of needs Figure 2.1 P4 List of Tables Table of Contents Acknowledgement Ñ- Abstract Ñ-Ñ- List of Acronyms Ñ-Ñ-Ñ- List of Figures 6 List of Tables 6 Table of Content 6 1. Chapter 1: Introduction 1 1.1 Research problem 1 1.2 Importance of study 1 1.3 Research questions 1 2. Chapter 2: Motivation and theoretical background x 2.1 Motivation overview x 2.2 Definitions of employee motivation x 2.3 Theories of motivation x 2.3.1 Needs-based theories x 2.3.2 Two-factor theory x 2.3.3Cognitive theories x 2.3.3.1 Equity theory x 2.3.3.2 Expectancy theory x 2.3.3.3 Goal-setting theory x 2.3.4 Reinforcement theories x 2.4 Motivation : Composite summary x 3. Chapter 3: Job satisfaction x 3.1 Job satisfaction overview x 3.2 Definitions of job satisfaction x 3.3Theories on job satisfaction x 3.3.1 Two-factor theory x 3.3.2 Social influence theory x 3.3.3 Affect theory x 3.3.4 Equity theory x 3.3.5 Dispositional theory x 3.3.6 Job characteristics model x 3.4 Creating job satisfaction x 3.4.1 Work environment x 3.4.2 Career development programs x 3.4.3 Employee motivation x 3.5 Measuring job satisfaction x 3.6 Job satisfaction : Composite summary x 4. Chapter 4: The Relationship between Motivating Employees and Job satisfaction x 4.1 The effect of motivating employees on Job satisfaction x 4.2 How can mangers increase employee Job Satisfaction x 5. Chapter 5: Conclusion and Recommendation x 5.1. Conclusion x 5.2. Recommendation x References 2 Chapter 1: Introduction Research Problem A variety of factors motivate people at work, some of which are tangible, such as money, and some of which are intangible, such as a sense of achievement. Although employees derive satisfaction from their work, or places of work, for different reasons, this study was concerned specifically with the investigation of the relationship between levels of satisfaction and the motivation of employees at work. The primary point of departure is that the success of any organization is heavily dependent on the inputs of its workforce, and that such inputs are determined to a large extent by personal characteristics, and by those facets of peoples work environments that motivate them to invest more physical and mental energy into their work. In this way the organizations objectives are pursued and met. Motivation and job satisfaction are therefore regarded as key determinants of organizational success. Importance of study This study demonstrated the importance of employee motivation and job satisfaction in organizational capability and effectiveness. Business has come to realize that a motivated and satisfied workforce can deliver powerfully to the bottom line. It is crucial for any organization, and particularly for those in developing countries with limited skills resources, such as Egypt, to ensure that it develops and retains a loyal, dedicated, committed and able workforce on a consistent basis. Loyal employees who are satisfied with the work that they do and with the culture of the organization they are employed by, and who are consequently motivated to continue their relationship with that organization. Finck, Timmers and Mennes (1998) emphasized that only when employees are excited and motivated by what they do, will business excellence be achieved. 1.3. Research questions What is employees motivation? Why employees need motivation? What is job satisfaction? How to create job satisfaction? How to measure employees job satisfaction? What is the relationship between employee motivation and job satisfaction? Chapter 2: Motivation and theoretical background 2.1 Motivation overview In the current business environment, organizations in all industries are experiencing rapid change, which is accelerating at enormous speed. To be successful in a borderless, competitive global environment, companies must be sure to work hard on especially the people side of their business (Khan, 1997). This view is supported by Finck et al. (1998), who stated that companies must recognize that the human factor is becoming much more important for organizational survival, and that business excellence will only be achieved when employees are excited and motivated by their work. In addition, difficult circumstances, such as violence, tragedy, and fear and job insecurity create severe stress in employees and result in reduced workplace performance. The issue of what motivates employees has set a practical and theoretical agenda for organizational psychologists since the start of the 20th century. Baron (1991, p.9) described motivation as one of the most pivotal concerns of modern organizational research. Van Niekerk (1987) emphasized this point by stating that productivity is a function of both the motivation and the ability of an employee. Therefore, if motivation equals zero, so does productivity. Since employee performance is a joint function of ability and motivation, one of managements primary tasks, therefore, is to motivate employees to perform to the best of their ability. In the field of organizational psychology, work motivation is approached from several angles. For example, some researchers feel work motivation study should start with an examination of the values of employees, since their values determine their needs, and their needs ultimately determine their behavior. A crucial problem for others in contemporary organization theory and research is how best to conceptualize and assess individual differences in motivational tendencies (Kanfer Ackerman, 2000). Sempane et al. (2002) noted that organizations represent highly complex social structures because of their dynamic nature. Employees, who are role players in them, render them competitive through their involvement and commitment. The relationship between organization and employee is characterized by a high level of mutual interdependence, as both parties impact on the others potential for success. Employee motivation and job satisfaction become crucial elements in this relationship. Extensive research has shown that employee motivation and job satisfaction are not brought about in isolation, but rather respond to organizational variables such as structure and working conditions (Schneider Snyder, 1975). 2.2 Definitions of employee motivation Walker (1980) stated that studies over the years have shown little relationship between measures of job satisfaction and performance outputs. Highly satisfied workers may be poor performers, whereas highly dissatisfied workers may be good performers. Several variables influence the relationship between job satisfaction and job performance; although no direct causal relationships between these have been identified as yet. However, it appears that motivation might account for much of the link between an employees job satisfaction and job performance. Motivation, therefore, closes the satisfaction-performance loop, and has to do with a set of interrelated factors that explain an individuals behavior, holding constant the variables controlled or influenced by management, as well as by individual skills, abilities and knowledge. The term motivation is derived from the Latin term movere, which means to move. A great many definitions of the motivation construct have been postulated over the several decades during which this multi-faceted concept has been researched. The rich variety in perspectives on the topic of motivation is illustrated below. Beach (1980) saw motivation as a willingness to expend energy to achieve a goal or reward. This author took somewhat of a behaviorist approach in stating that behavior that is perceived to be rewarding will be repeated, whereas behavior that goes unrewarded or is punished, tends to be extinguished. Beach (1980) did, however, recognize intrinsic motivation as related to the job content and as that which occurs when people perform an activity from which they derive satisfaction from simply engaging in the activity itself. Van Niekerk (1987) saw work motivation as the creation of work circumstances that influence workers to perform a certain activity or task of their own free will, in order to reach the goals of the organization, and simultaneously satisfy their own needs. Du Toit (1990) added that three groups of variables influence work motivation, namely individual characteristics, such as peoples own interests, values and needs, work characteristics, such as task variety and responsibility, and organizational characteristics, such as its policies, procedures and customs. It is interesting to note that the concept of organizational commitment has come to partly replace that of motivation within the field of organizational behavior (Lewicki, 1981). While the concept of motivation is linked to individualistic and task-centered reward systems, commitment seems to be linked to the identification of employees with a collective, that is, in terms of corporate values and norms. As such, management is concerned with cultivating motivation towards realizing the mission and goals of the organization, which are far above the ambitions and goals of any individual in it. 2.3 Theories of motivation Motivation research draws on a large number of theoretical perspectives. Although some of these appear to be less influential than when they were originally postulated, such as Maslows hierarchy of needs theory (Wicker Wiehe, 1999), their contributions as foundation layers and inspirations for subsequent theories are still evident and acknowledged. According to Petri (1996) the vast array of motivation theories are based, in essence, on differing approaches to the origins or sources of motivation, e.g. energy, heredity, learning, social interaction, cognitive processes, activation of motivation, homeostasis, hedonism or growth motivation. Depending on the particular approach adopted, motivation theories are generally classified into three categories, namely needs-based, cognitive, and drive and reinforcement theories (Baron et al., 2002). 2.3.1 Needs-based theories One of the most often-quoted motivation theories is that of Abraham Maslow, which he introduced in 1943 (Van Niekerk, 1987). The basic tenet of the theory is that people are motivated by their quest to satisfy their needs, or deficiencies, which may be grouped in five categories, and that these needs occur in a specific hierarchy, where lower order needs have to be satisfied before those of a higher order nature (Gouws, 1995). Maslow (1968, p.153) asserted that gratification of one basic need opens consciousness to domination by another. Maslows need hierarchy is portrayed in Figure 2.1. maslows-hierarchy-of-needs.jpg Figure 2.1: Maslows hierarchy of needs Needs hierarchy theory has had a positive impact on organizations, as it has focused attention on the importance of addressing employees needs at work (Spector, 2003). In addition, one of its main constructs, the self-actualization concept, has become very popular with especially managers and executives who have accepted this high-level need as a potent motivator (Schultz Schultz, 1998). 2.3.2 Two factor theory Frederick Herzbergs well-known and controversial theory of motivation was postulated in 1954, and developed from his work to determine the attitude of workers towards their jobs (Gouws, 1995). As such, it was originally intended to be a job satisfaction theory, but over time it was its motivational aspects that attracted most attention (Baron et al., 2002). Beach (1980) was of the opinion that this theory constitutes more of a work motivation than general human motivation theory. The basic assumption of Herzbergs theory is that motivation originates from the job itself, and not from other external characteristics, and that those factors leading to job satisfaction (motivators) are separate and distinct from those leading to job dissatisfaction (hygiene/maintenance factors) (Herzberg, 1966). The hygiene factors, which may be equated with Maslows lower order needs, are placed along a continuum, from a state of dissatisfaction, to no dissatisfaction. These factors involve circumstances surrounding the task which do not lead to job satisfaction, but prevent dissatisfaction, if maintained adequately. Examples of these maintenance factors include the level of supervision, job status, work circumstances, service conditions, remuneration and interpersonal relationships (Herzberg, 1966). Motivators, on the other hand, have a direct positive effect on the work situation, and lead to improved productivity. They may be equated with Maslows higher order needs, and are also placed along a continuum from a highly motivated to a highly unmotivated state. Aspects of the job itself, e.g. level of recognition, pleasure of performance, increased responsibility, and opportunities for advancement and promotion, serve as motivators (Herzberg, 1966). 2.3.3 Cognitive theories 2.3.2.1 Equity theory Equity theory was first introduced by Stacy Adams in 1965. Its basic tenet is that people are motivated to achieve a condition of equity / fairness in their dealings with other people, and with the organizations they work for. People make judgments or comparisons between their own inputs at work, e.g. their qualifications, experience and effort, and the outcomes they receive, e.g. pay and fringe benefits, status and working conditions. They then assign weights to these inputs and outputs according to their relevance and importance to themselves. The summed total produces an output / input ratio, which is the key issue in terms of motivation. If a persons output / input ratio is equal to that of another person, equity exists. A state of inequity leads to tension, which the individual tries to reduce by changing one or more elements of the ratio, e.g. increase or reduce his effort. Perceived inequity by the person is therefore the basis for motivation (Baron et al., 2002). This theory helped to provide the basis for studying the motivational implications of perceived unfairness and injustice in the workplace. It also laid the foundation for more recent theories on distributive (how much is allocated to each person) and procedural justice (how rewards and job requirements are determined) (Cropanzano Folger, 1996). In a meta-analysis of many of these theories, 2.3.3.2 Expectancy theory The original thinking behind what has come to be known as expectancy theory, or Vrooms Expectancy-Valence-Instrumentality (VIE) theory, can be traced back to the theorizing of Tolman and Levin in 1932 and 1938 respectively (Petri, 1996). Vroom was, however, the first scholar to elaborate on this thinking in a motivational context in 1964 (Gouws, 1995). Since its origins in the psychological theorizing of some 60 years ago, the expectancy theory has been presented in many variations. Common to all versions is the basic tenet that people base their behavior on their beliefs and expectations regarding future events, namely those maximally advantageous to them (Baron et al., 2002). Essentially, the theory explains how rewards lead to behavior, through focusing on internal cognitive states that lead to motivation. In other words, people are motivated to action if they believe those behaviors will lead to the outcomes they want. The said cognitive states are termed expectancy, valence and instrumentality (Spector, 2003). 2.3.3.3 Goal-setting theory Goal-setting theory was first proposed by Edwin Locke in 1968. Spector (2003) described this perspective on motivation as the assumption that peoples behavior is motivated by their internal intentions, objectives or goals; in other words, by what people consciously want to achieve. According to Locke and Henne (1986) goals affect behavior in four ways: They direct attention and action to those behaviors which a person believes will achieve a particular goal; They mobilize effort towards reaching the goal; They increase the persons persistence, which results in more time spent on the behaviors necessary to attain the desired goal; They motivate the persons search for effective strategies for goal attainment. This theory has an intuitive appeal because of its clear relevance to the workplace (Schultz Schultz, 1998). It is currently one of the most popular theories informing organizational approaches to employee motivation (Spector, 2003). 2.3.4 Reinforcement theories Reinforcement theories, which assume that peoples behavior is determined by its perceived positive or negative consequences (Baron et al., 2002) are based on the Law of Effect Hulls drive theory elaborated on this idea and suggested that effort was the mathematical product of drive, multiplied by habit, and that habit were derived from behavior reinforcement. The consequences of behavior may be tangible, such as money, or intangible, such as praise (Spector, 2003). In this regard, reinforcement theory was highly influential in firmly establishing the ideas relating to incentive and reward systems that are applied in most organizations today. As such, it provided the basis for the notion that rewards should be contingent with individual units of productivity (Schultz Schultz, 1998). As a motivation theory, reinforcement theory has fallen somewhat out of favor, as it merely describes relations between reinforcement and behavior, but gives little insight into motivational processes, e.g. whether or not a person wanted a specific reward, or why. Nevertheless, its relative popularity in the workplace is maintained by research that has shown that rewards can be highly effective in the enhancement of job performance (Spector, 2003). 2.4 Motivation: Composite summary Each of the theories covered has contributed substantially towards current perspectives on and understanding of the concept of motivation in the workplace. The needs theories, for example, are largely responsible for organizations recognition that peoples behavior at work is motivated by highly individualized innate needs and desires (Van Niekerk, 1987). Achievement-orientated people are, for example, driven by a much stronger need for power, affiliation and achievement than most other people (Schultz Schultz, 1998). For this reason, employers need to ensure that they invest the necessary time and effort to assess the personal needs of individual employees, and customize their jobs and working environments accordingly (Walker, 1980). Due to their innate need to produce good work and develop themselves, most employees do not need constant supervision and direction and may, in fact, find such actions very demotivating. In addition, people need to experience their work as meaningful an d challenging, and therefore require considerable input on the part of management to ensure a high degree of job enrichment on a continual basis (Beach, 1980). The cognitive theories of motivation have helped employers to understand that, apart from their motivation being driven by innate needs, employees also apply deliberate conscious thought to their behavior at work. Organizations are aware that people evaluate their inputs on the job against what they receive in return, and that they should therefore pay attention to the equitability between employee delivery and reward (Cropanzano Folger, 1996). It is also prudent for organizations to offer a range of benefits, which may be acquired through different levels of performance, to allow employees to set themselves challenging goals that they may attain via differing means they may perceive as instrumental towards those goals (Spector, 2003). Once employees have met the requirements of their own jobs, and attained certain goals, they expect certain rewards to follow. In this regard, reinforcement theories have contributed much towards the establishment of a wide array of reward and performance incentives systems applied in organizations all over the world today (Beach, 1980). Clearly, the theorizing of many an author and researcher over the years has resulted in the increased ability of organizations to transform these theories into practical and effective measures to address a highly complicated aspect of organizational psychology, namely the motivation of human behavior at work, and to ensure organizational success and profitability in the process. Chapter 3: Job satisfaction 3.1 Job satisfaction overview The concept of job satisfaction enjoys increasing attention from organizations these days, since its importance and pervasiveness in terms of organizational effectiveness has been firmly established quite some time ago. Managers now feel morally responsible for maintaining high levels of job satisfaction among their staff, most probably primarily for its impact on productivity, absenteeism and staff turnover, as well as on union activity (Arnold Feldman, 1986). Organizations recognize that having a workforce that derives satisfaction from their work contributes hugely towards organizational effectiveness and ultimate survival. Job satisfaction is regarded as related to important employee and organizational outcomes, ranging from job performance to health and longevity (Spector, 2003). The importance of job satisfaction in the workplace is underscored by its inextricable connection to a persons entire life. Since a persons job is an all-important part of his life, it follows that job satisfaction is part of life satisfaction. The nature of the environment outside of the job directly influences a persons feelings and behavior on the job . Schultz and Schultz (1998) emphasized that people spend one third to one half of their waking hours at work, for a period of 40 to 45 years, and that this is a very long time to be frustrated, dissatisfied and unhappy, especially since these feelings carry over to family and social life, and affect physical and emotional health. A concept with such tremendous effect on personal and organizational life clearly deserves a corresponding amount of attention. 3.2 Definitions of job satisfaction A great many definitions of the concept of job satisfaction have been formulated over time. Arnold and Feldman (1986) described job satisfaction as the amount of overall affect that individuals have toward their job. Since a job has many characteristics, job satisfaction is necessarily a summation of worker attitudes regarding all these. The good features are balanced against the bad, so that the overall job satisfaction is perceived as high or low. It appears that job satisfaction may be studied from two slightly different perspectives. Firstly, job satisfaction may be treated as a single, overall feeling towards a persons job. Alternatively, researchers may focus on the different aspects that impact upon a job, e.g. its rewards and social environment, and even characteristics of the job itself, such as its content. It is believed that this latter view permits a more comprehensive picture of job satisfaction, as an individual typically experiences different levels of satisfaction ac ross different job aspects (Spector, 2003). 3.3 Theories on job satisfaction 3.3.1 Two-factor theory Two-factor theory relates to job satisfaction as well as it does to motivation, and posits that the things that provide employees with satisfaction at work are not the same as those that bring about dissatisfaction. This is Herzbergs theory of satisfiers and dissatisfiers, or the positive and negative aspects of the job. Dissatisfiers do not lead to job satisfaction, but prevent dissatisfaction if properly maintained, for example, acceptable service conditions. Satisfiers, on the other hand, impact directly on job satisfaction, for example, positive promotion aspects elevate levels of job satisfaction (Gouws, 1995). 3.3.2 Social influence theory Social influence theory holds that people are influenced by how satisfied they believe other workers are with the same job (Van Vuuren, 1990). New employees may, for example, change their initial misgivings about their job when they discover that others performing the same tasks are satisfied with their work. In this sense social influence theory may share certain common features with equity theory. 3.3.3 Affect theory Edwin A. Lockes Range of Affect Theory (1976) is arguably the most famous job satisfaction model. The main premise of this theory is that satisfaction is determined by a discrepancy between what one wants in a job and what one has in a job. Further, the theory states that how much one values a given facet of work (e.g. the degree of autonomy in a position) moderates how satisfied/dissatisfied one becomes when expectations are/arent met. When a person values a particular facet of a job, his satisfaction is more greatly impacted both positively (when expectations are met) and negatively (when expectations are not met), compared to one who doesnt value that facet. To illustrate, if Employee A values autonomy in the workplace and Employee B is indifferent about autonomy, then Employee A would be more satisfied in a position that offers a high degree of autonomy and less satisfied in a position with little or no autonomy compared to Employee B. 3.3.4 Equity theory Equity theory stipulates that people generally want to receive what they consider a fair or equitable return for their efforts at work. Greater satisfaction is experienced if they perceive the return or reward they receive as equitable. These perceptions may be based on previous or vicarious experience, or on peoples observations of other employees, for example (Van Vuuren, 1990). Job satisfaction in this regard is related to the motivation to achieve a condition of equity or fairness in peoples dealings with others. 3.3.5 Dispositional theory Another well-known job satisfaction theory is the Dispositional Theory. It is a very general theory that suggests that people have innate dispositions that cause them to have tendencies toward a certain level of satisfaction, regardless of ones job. This approach became a notable explanation of job satisfaction in light of evidence that job satisfaction tends to be stable over time and across careers and jobs. Research also indicates that identical twins have similar levels of job satisfaction. A significant model that narrowed the scope of the Dispositional Theory was the Core Self-evaluations Model, proposed by Timothy A. Judge, Edwin A. Locke, and Cathy C. Durham in 1997. Judge et al. argued that there are four Core Self-evaluations that determine ones disposition towards job satisfaction: self-esteem, general self-efficacy, locus of control, and neuroticism. This model states that higher levels of self-esteem (the value one places on his/her self) and general self-efficacy (the b elief in ones own competence) lead to higher work satisfaction. Having an internal locus of control (believing one has control over herhis own life, as opposed to outside forces having control) leads to higher job satisfaction. Finally, lower levels of neuroticism lead to higher job satisfaction (T.A, E.A C.C, 1997). 3.3.6 Job characteristics model Hackman Oldham proposed the Job Characteristics Model, which is widely used as a framework to study how particular job characteristics impact on job outcomes, including job satisfaction. The model states that there are five core job characteristics (skill variety, task identity, task significance, autonomy, and feedback) which impact three critical psychological states (experienced meaningfulness, experienced responsibility for outcomes, and knowledge of the actual results), in turn influencing work outcomes (job satisfaction, absenteeism, work motivation, etc.). The five core job characteristics can be combined to form a motivating potential score (MPS) for a job, which can be used as an index of how likely a job is to affect an employees attitudes and behaviors. A meta-analysis of studies that assess the framework of the model provides some support for the validity of the JCM ( J.R G,R, 1976). 3.4 Creating job satisfaction 3.4.1 Work environment A positive work environment is not only important for our physical, mental and emotional health, but is also important for the results that we produce for the company. The better we feel at work, the more likely we will take pride in our job activities and be loyal towards our place of employment Ways to create a positive working environment: Accept the right position Be a positive person Take responsibility Communicate with your manager Be social 3.4.2 Career development programs In organizational development (or OD), the study of career development looks at: How individuals manage their careers within and between organizations and, how organizations structure the career progress of their members, it can also be tied into succession planning within some organizations. the lifelong psychological and behavioral processes as well as contextual influences shaping ones career over the life span. As such, career development involves the persons creation of a career pattern, decision-making st

Hamlet: The Theme of Having A Clear Conscience :: Shakespeare Hamlet Essays

Hamlet: The Theme of Having A Clear Conscience The most important line in Hamlet is, "The play's the thing, wherein I'll catch the conscience of the king." (II, ii, 617). In the play, the issue of a clear conscience forms a key motif. When the conscience of the characters appears, it does so as a result of some action; as in the case of the aforementioned line, which follows Hamlet's conversation with the player. This line is of particular significance because it ties action and its effect on the conscience of the characters. The nature of Hamlet is conscience, and action plays an important role in creating the development of the plot. No where is this development seen clearer than with Hamlet. The Prince's development comes as a result of the self-evaluation of the actions that have taken place, and the ensuing actions that he takes are a clear result of this self-evaluation. So, in essence, the actions cause him to think of his conscience and then act upon these feelings. Hamlet's several soliloquies are a testament to this method. His first soliloquy, following a conversation with his recently wed mother and uncle reflect the uneasiness he feels. He feels betrayed. "O, most wicked speed, to post, with such dexterity to incestuous sheets. . . but break my heart, for I must hold my tounge." (I, ii, 156-159). Hamlet's conscience tells him what is wrong-in this case, the hasty marriage-but he is ambivalent as to how to approach it; before he meets the ghost, silence is his method. When Hamlet meets his father's ghost however, he feels sure of himself, and knows what he must do. As a result of the dialogue with the ghost, Hamlet's conscience makes him feel that revenge is the best method to deal with the problems that face him. The consciences of Hamlet, and to a lesser extent, Claudius, affect their decisions in the play. However, both characters only question themselves after they have been prompted by some specific action or dialogue. By self-evaluation, the characters then make the conscious decision to take action with their feelings. An example of this is at the end of act II, following Hamlet's conversation with the player. In the soliloquy to end the act (whereupon the most important line is derived), Hamlet questions his passion for the plot he has planned, and his conversation has clearly affected this ambivlance. However, after mulling over his passion- or lack thereof-towards his plot, Hamlet ends the soliloquy determined to carry out the play. Hamlet is questioning his allegiance to the "pact" he made with his father in Act I, but by the end of the

Cubans Racist Attitudes Towards Blacks :: Race Racial Cuba African Cubans essays

Cubans' Racist Attitudes Towards Blacks Racism played different roles before, and throughout the the Spanish American War when Cuba finally became an independent state. Theories argue that there was very little racism in Cuba, that racism was brought by the Americans; Aline Helg begged to differ in her book, Our Rightful Share, and so will the following argument. When slavery was abolished in 1886 discrimination against blacks did not disappear. Helg argues: Cuban society remained divided along racial lines, when a child was born the first thing they had to state at registration was his or her skin color.? (Helg 25) Many places in Cuba simply refused to serve Afro-Cubans. On the other hand they now received wages for their hard work and certainly did enjoy some independence. Remarkably the Afro-Cubans maintained their pride. Even though they needed to accomplish more than whites in order to be rewarded, the Afro-Cubans did not sit still. Many leaders arose from the African descendants who shared their voices with the rest of Cuba. They created newspapers, La Igualdad, that joined the Liberation forces to ascend themselves, etc. The white Cuban society had a different view of these advancements; society feared that they would rebel like the Haitians, their solution was to repress more and more. Not physically, but as time went by there were less places for Afro-Cubans to inter-mix with the white society. Cubans launched the war for independence on February 24th of 1895. Each region rebelled independently: Matanzas, Camaguey, Oriente all rebelled by the end of 1895. This war of independence brought whites and blacks together. In general, the war against Spain brought men of completely different social backgrounds together. Blacks and whites, poor and rich joined forces to free Cuba. The Liberation army was an integrated body in the sense that there were no distinct black or white battalions. Some claimed that it was color-blind.?(Helg 59) The United States was interested in attaining Cuba for economic purposes and eventually they did. This created chaos between Cuban elites/whites and Americans. Americans brought back the Cubans that had been in exile in .America to rule the country. Their policies discriminated against the Afro-Cubans. In a way all Cubans were discriminated against by the Americans. ?After 1898, Cubans were affected not only by the socioeconomic and political impact of the US occupation but also by the racist contempt many North Americans felt for all Cubans, whether black or not. Cubans' Racist Attitudes Towards Blacks :: Race Racial Cuba African Cubans essays Cubans' Racist Attitudes Towards Blacks Racism played different roles before, and throughout the the Spanish American War when Cuba finally became an independent state. Theories argue that there was very little racism in Cuba, that racism was brought by the Americans; Aline Helg begged to differ in her book, Our Rightful Share, and so will the following argument. When slavery was abolished in 1886 discrimination against blacks did not disappear. Helg argues: Cuban society remained divided along racial lines, when a child was born the first thing they had to state at registration was his or her skin color.? (Helg 25) Many places in Cuba simply refused to serve Afro-Cubans. On the other hand they now received wages for their hard work and certainly did enjoy some independence. Remarkably the Afro-Cubans maintained their pride. Even though they needed to accomplish more than whites in order to be rewarded, the Afro-Cubans did not sit still. Many leaders arose from the African descendants who shared their voices with the rest of Cuba. They created newspapers, La Igualdad, that joined the Liberation forces to ascend themselves, etc. The white Cuban society had a different view of these advancements; society feared that they would rebel like the Haitians, their solution was to repress more and more. Not physically, but as time went by there were less places for Afro-Cubans to inter-mix with the white society. Cubans launched the war for independence on February 24th of 1895. Each region rebelled independently: Matanzas, Camaguey, Oriente all rebelled by the end of 1895. This war of independence brought whites and blacks together. In general, the war against Spain brought men of completely different social backgrounds together. Blacks and whites, poor and rich joined forces to free Cuba. The Liberation army was an integrated body in the sense that there were no distinct black or white battalions. Some claimed that it was color-blind.?(Helg 59) The United States was interested in attaining Cuba for economic purposes and eventually they did. This created chaos between Cuban elites/whites and Americans. Americans brought back the Cubans that had been in exile in .America to rule the country. Their policies discriminated against the Afro-Cubans. In a way all Cubans were discriminated against by the Americans. ?After 1898, Cubans were affected not only by the socioeconomic and political impact of the US occupation but also by the racist contempt many North Americans felt for all Cubans, whether black or not.

Time Management Essay -- Lifestyle Living

'Things that matter most should never be at the mercy of thing that matter least'. We let this happen much too often. Many of us waste our time on things that are neither important nor necessary, instead of using that time for things that are significant. Time management is not only how to get more out of your time, but really how to become a better person. Time is a very hard thing to manage, because we can neither see it or feel it until it has passed. Before we can manage our time we must know exactly what time is. The dictionary describes it as, the duration of one's life; the hours and days which a person has at his disposal. How we dispose of that time is time management. It's the way we spend our time to organize and execute around our priorities. Remember just because time is intangible doesn't mean that it is not valuable. I want to teach you about the background of time management, the different styles and how to use them, and how it will change your life. Background Time management today is not as it was in the past. It has grown with time. Stephen R. Covey places time management into four generations. He feels it has evolved the same way society has. Each generation grows on the one before it. For example, the agriculture revolution was followed by the industrial revolution, which was then followed by the informational revolution. The first wave or generation is basically notes and checklist. Which really only identifies the demands placed on our time and energy. Calendars and appointment books characterize the second generation. This reflects an attempt to look ahead. The third generation is current time management field. It?s the last two generations with the ideas of prioritization, clarifying values, and comparing the worth of activities. It also includes the idea of making a specific plan to accomplish goals and activities that we determined to be of value. Because this all may be too restricting for people they turn to the previous genera tions to preserve relationships, and spontaneity. And the last generation, which is just beginning to emerge, is a different type of time management. The challenge is not to manage time, but to manage ourselves. The generation focuses on relationships and results. Time management is forever changing. We each see it in our own way. It has been used since the start of time and will only improve. Just beca... ...nd this style of time management to be the best. It incorporates the best of time management styles and combines them altogether in a very logical easy to understand manner. How Does It Change Your Life   Ã‚  Ã‚  Ã‚  Ã‚  Learning how to manage your time and successfully applying it to your life will liberate you. Really, time is the freedom and power we need to better ourselves. Once time management has become a way of life you will find your self-living a more relaxed lifestyle. Your whole life will become less stressful. While some stress is useful, it can help in focusing and increasing efficiency; too much stress creates problems. In fact, 70% of medical visits are stress related. Time management may very well improve you health. It may improve your career by helping you to be able to plan the use of your time so that tasks can be completed in timely manner, and so time is available for planning, thinking, and reflection. It will indubitably better your social life by giving you more time to spend with loved one. Also it will give you more personal time to yourselves. Because we are managing such a precious commodity that is time, the way it effects ourselves is endless and pr iceless.

Marketing Plan for a New Hospital

Abstract This paper is talking about a marketing plan for Amcare hospital. Amcare hospital is a brand new private hospital in Beijing — the capital of China. Nowadays China has more than 1. 3 billion people, in Beijing there are about 20 millions residents, compared with such a large population base, the medical resources are quite limited, which means there are great potential opportunity for a new hospital.In this marketing plan, i demonstrate the mission statement of Amcare hospital, described the target market, analyze the SWOT and STEER of this new hospital, finally there are sales projections about the best and the worst case scenario. 1 Mission statement Amcare Hospital is dedicated to providing professional, comprehensive, tailored healthcare services to our patients. Amcare Hospital will assess the healthcare needs of patients and respond to these needs. 2 Executive Summary Who are we?Amcare hospital is a private hospital operated in an American way, this is the first meaning for Amcare, it is totally different with China’s local hospital, we pay more attention to our service and environment, although family healthcare is a new concept in China, our goal is to be the best family healthcare center. What we do? Provide tailored healthcare service is our mission, we always try to satisfy our patients and their family’s needs. We are not only focus on cure illnesses, we also try to help the community maintain healthy. Expanded Description 3. 1 Service Amcare hospital will provides medical services for routine health matters, on-going health conditions, and well-woman gynecological services. Besides this, we also offer humanization and individuation service to the patients. For example, in our pediatric department we supply American immunization schedule for those family just stay in China for a short time. Except these special medical service, we accept international insurance direct billing.Through our advanced appointment system, pat ient just need a call to to make a appointment which is different with China’s local hospital. 3. 2 Family healthcare Family healthcare is a brand new concept in China. Family Healthcare is a comprehensive, primary care that provides excellent medical and dental care to anyone and everyone who needs it. In simple terms, Amcare hospital is not a specialist hospital, we have medicine, dental, gynecology, obstetrics, pediatric, physical check-up department. 3. 3 EnvironmentIn Amcare hospital, all the wards are single room with bath room inside, according to size and facility, there are three different types for patients:standard room, family room, VIP room. For example,i n family room there is an extra bed for family members. If without those medical equipment, our hospital totally like a hotel. 4 Market description 4. 1 Target market Target market means a specific group of consumers at which a company aims its products and services. Target customers are those who most likely to buy. For Amcare hospital, target customers are three different groups.The first one is foreigners, according to the bureau of statistics of beijing, at the end of 2011, there about 100,000 American and European, 200,000 Koreans and 20. 000 Japanese live in Beijing. The second group is employees in multinational companies and the last group is overseas returnees. 4. 2 Needs of target customers As i mentioned above, our target customers are those kinds who received high education and good income, the characteristics of these groups are they have higher requirement about service and environment and pay less attention to price. 5 CompetitionAccording to target market, those local hospital in Beijing are not our competitors, our mainly competitor is United family hospital, this is the first private hospital in Beijing was opened in 1997, through more than ten years effort, they earn an excellent reputation in beijing’s market, but there is a significant weakness, the price are ex tremely high, the ordinary white-collar cannot afford such a high price. There are some other small international clinics only works on special area, so the competition is not very tough. 6 Distribution Channel 6. 1 MediaFor a brand new hospital, we will use social media such as TV, magazines, internet to promote our hospital, advertising is most effective when customer awareness about a service is minimal. 6. 2 Corporation membership In terms of China’s rapid growth of economic and large population, there are many multinational set up branch company or office in Beijing, so we could cooperate with those corporation, give some discounts to their staff. 6. 3 Insurance membership Membership benefits all the participants, we could work on both domestic and international insurance company. SWOT Analysis 7. 1 Strengths The strengths of Amcare hospital are good and comfortable environment, professional and patient-oriental service, less expensive price. Compared with local hospital , our service are much better, compared with out mainly competitor, our price are more attractive. 7. 2 Weaknesses For a new business, no unified corporate culture is the first weakness we should overcome, corporate culture reflects the core value of that company and is the guideline for what they should do and how to do.All of our staff are hired from different hospital with different background, we need at least one year to forming a stable team with Amcare style. The second weakness is lack of market recognition, people does not know who we are, and weather we do supple a professional medical service, no one wants to take adventure with their health. 7. 3 Opportunities China’s medical market was controlled by government for a long time, until now nearly 95% local hospital are still state-owned.Only recently years foreigner investment and private investment are allowed to come into medical market, at the same time, aging population increased day by day, there is great deman d of medical service. To some extent nowadays we call healthcare industry are sunrise industry which shows the great potential market opportunity. Another opportunity for Amcare hospital is location, we located in the capital, many transnational company and embassy make sure that we donnot need to worry about the resource of target customers. 7. 4 ThreatsNot only in China, many countries confronted with enormous challenges from aging population, there are is great demand of skilled nurse and doctors. Every year, many other countries come to China to hire nurse who can speak English, we called this brain drain, this phenomenon will lead our hospital more difficult to hired quified workers and increased our labor cost. Another threats is black sheep syndrome, there are some private hospital located in southern part of China, there are use false information cheating customers in order to earn more money, after broadcasting by medial, people will lack confidence about private hospital. STEER Analysis 8. 1 Socio-Culture impact In China, especially those old age group donnot trust private hospital, i want through our effort, people turn to have a positive impression about private hospital, we are caring more about our service and our patient’s satisfaction than our profits. 8. 2 Technology Few industries are more greatly affected by technology than health care. Technology refers to the innovations or inventions from applied science and research. As new technology enters the market, the existing products or service are pushed out.For my new hospital, one of the most important is our patients information system, through this system we share the information with front desk, nurse station, doctor office lab and some other support departments, this is an elemental factor that make sure we provide our service effectively. 8. 3 Ecological Requirement When mentioned hospital, people always connect with these words: virous, bacterial, infectious. Amcare hospital will set up a special department to control asepsis, our orientation is to be an environment-friendly hospital. 8. 4 Economic PotentialNowadays in China, because of the aging population and large population base, medical industry considered to be sunrise industry. If a hospital achieve the commitments to their patients, there will be a great economic potential. 8. 5 Regulation factor Regulation consists of the rules or restrictions placed on hospital by central or state governments. Within health care, there is a wide array of regulations pertaining to the delivery of care. In China, there are many detailed regulations about a hospital how to pricing, distribution and promotion. What we can do is just government compliance. 9 Benchmarks 9. 1 New patients ratesThrough diversity marketing tools, attract customers to come to our hospital is not difficult, but how to change the trial purchase to be repeat volume is what we should work on. In the first year, if our new patients rate keep incr easing10% every month can be considered customers accredit what we have done. 9. 2 Satisfaction rates From the very beginning, we will conduct our patient satisfaction survey, the basic requirement of satisfaction rates should above 96%. 9. 3 JCI certification JCI is short for joint commission international, is one of the groups providing international healthcare accreditation services to hospitals round the world and brings income into the U. S. -based parent organization. This not-for-profit private company currently accredits hospitals in Asia, Europe, the Middle East and South America. Joint Commission accreditation and certification is recognized worldwide as a symbol of quality that reflects an organization’s commitment to meeting certain performance standards. Now in China, only 15 hospitals got this certification, until at the end of 2012,untied family hospital is the only private hospital passed JCI accreditation.If my hospital could pass JCI certification, it will b e a milestone in Amcare’s history. 10 Customer service 10. 1 Policy Our customer service policy is treat every customer with equal respect and be flexible to satisfy there needs. 10. 2 Organization Customer service organization composed of three groups: assistant, representative, manager. Assistant will be responsible for paper work and do some basic job, this position will supply for those just graduate from school and do not have much experience about customer service.Representative are mainly responsible for maintain relationship with customers, every customer in Amcare will have their own customer service representative, no matter what kind of problem they meet, their representative will take care of their issues. The highest lever is manager, this position will control the whole department and deal with complain. 11 Sales projections 11. 1 Best case scenario As the above graphic showing, the best case scenario is both the total number of patient and new patients keeps gr owing. The estimate maximum point will come be 360 after one and half year’s effort. 1. 2 Worst case scenario this is the worst case scenario, for a hospital, patient is everything. Without continuous new patients, a hospital is not far from closed. Conclusion Open a new business is not easy, especially my dream is open a hospital provide medical service. this marketing plan includes many things from understanding my target market ,what our target customer needs and my competitive position in that market, to how can i intend to reach that market and differentiate Amcare from our competitor in order to make a sale.Due to China’s rapid economic growth and large population, this market full of opportunities, but as a new one in this market, Amcare hospital still face lots of challenges. Bibliography Actual and projected percentage of people above 65 in China (partial data from Leeder et al. , Columbia University, 2005) http://www. jointcommission. org/about_us/about_the_j oint_commission_main. aspx http://www. zaijiuye. net/html/2011-1/20111231307381. htm Essentials of Health Care Marketing; By Eric N. Berkowitz, Second Edition; Published by Jones & Bartlett Publishers, 2006; ISBN 0763783501, 9780763783501 http://www. famhealthcare. rg/ http://beijing. ufh. com. cn/en/home/about-us/ http://wenku. baidu. com/view/fe4aa24433687e21af45a90d. html â€Å"Healthcare Compliance 360 | HIPAA Compliance | Policy Management | JCAHO Accreditation†. Compliance360. com. Retrieved October 17, 2011. Bureau of Labor Statistics, U. S. Department of Labor, Occupational Outlook Handbook, 2012-13 Edition, Medical Records and Health Information Technicians, on the Internet at http://www. bls. gov/ooh/healthcare/medical-records-and-health-information-technicians. htm Simmons J. Primary Care Needs New Innovations to Meet Growing Demands. HealthLeaders Media, May 27, 2009.