Why I Want to Go to SVA free essay sample

In the beginning, when I first came to SVA open house, I didn’t know what to expect. I didn’t really know much about the school was it had the Cartooning major I desperately want. As the presentation for the Cartooning and Illustration majors began†¦oh man, immediately, I felt connected. My eyes sparkled and I grinned big and wide! I loved every minute of the presentations. I got a feeling I had not felt in a long time: the feeling of motivation and desire. I first felt it when I entered my high school, School of the Arts, because I was ready to improve my art skills and learn extensively about art. Now, when I think about SVA, I get that feeling again—it sends chills down my back because I am so excited to at the thought of exploring cartooning at SVA. I truly love graphic novels. As a child, I went to different libraries every week to check out as many graphic novels I could. We will write a custom essay sample on Why I Want to Go to SVA or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page Lugging bags and bags of graphic novels up the stairs in my house, I would read all of them. I would organize them by volumes, put them in separate piles, and read them at late night, much to my mother’s dismay. I looked up to (and still do!) to many graphic novelists and wanting to draw my own comics. That was the inspiration for me—I started to draw and create my own art because of the graphic novels. This is what has led me to want to apply for Cartooning major and possibly minor in Illustration major at SVA—I want a good foundation in cartooning so I can prepare for the industry and professional jobs. Lastly, when I have my life settled in, I can get a start in my dream: to publish a graphic novel that is inclusive of all people of different races, genders, and sexualities. I feel that SVA is a perfect for me. It has an excellent cartooning and illustration programs, which I love, and an honors program to deepen students’ perspective of art, which I want. SVA also has teachers who are working artists. I consider this very valuable to me because of their work experience and advice can help me in my goals to become a professional artist. SVA is also in the best urban location—NYC! Everything I wanted and could ever dare to dream is in SVA, and this is the perfect start for me to finally accomplish my dream of becoming a graphic novelist.

Opposing Genetically Modified Organisms essays

Opposing Genetically Modified Organisms essays As a result of biotechnology and its wake of controversy that follows, a number or organizations have voiced their concerns toward the corporate driven discipline. As a product of biotechnologies carelessness, or motives, activist groups have risen throughout the world opposing the novelty of genetically modified organisms. The intent of biotech companies is to market and eventually sell these innovations, eventually increasing their profits and stock prices so new products can be funded while the shareholders line their pockets. Opposing organizations which see biotechnologies incentives as a danger to society and the many other life forms that exist on our planet interrupts such a process. Greenpeace is perhaps the biggest organization in opposition to genetically modified organisms. Greenpeace is an international environmental organization which fights to help protect and restore the environment. It is currently involved in a number of areas including; climate, toxics, nuclear, oceans, ocean dumping, forests and the somewhat novel area of genetic engineering. According to Greenpeace, genetically modified organisms must not be released in the environment, as the consequences for the environment and evolution are unpredictable and irreversible (Greenpeace, 2000). Once released, the new living organisms made by genetic engineering are able to interact with other forms of life, reproduce, transfer their characteristics and mutate in response to environmental influences. In most cases they can never be recalled or contained. Any mistakes or undesirable consequences could be passed on to all future generations of life. Greenpeace addresses facts like these on their website, adding that the introduction of foreign species is a major cause of ecological disruption and erosion of biodiversity. For example, in the United States alone, 42% of the species on the threatened or endangered species list are at risk primarily because of...

Law, Ethics, and Corporate Governance Assignment

Law, Ethics, and Corporate Governance - Assignment Example aler to make good on any offer made through an advertisement exclusively based on the fact that the customer had to travel a distance in the heat to get to the destination of sale. However, on an ethical standpoint, it would seem inappropriate to disengage a customer, especially one who has made such extensive efforts to avail the offer. When Tony quoted the price of â€Å"$3,000 firm†, he indeed made an offer to the customer that he was willing to purchase the truck for the said amount. By adding the word â€Å"firm† to the sentence, he further validated this price. In financial markets, the word â€Å"firm† is used to indicate that a price is readily available and can be taken up on. Thus it is safe to assume that Tony made a valid offer to the customer. However, the issue arises as to whether a contract is in effect. In legal terms, a contractual obligation can arise on a verbal commitment, but there is no way to substantiate the claim in case either party backs down. Thus it is safe to say that a contractual agreement has not taken place between the dealer and the customer. Therefore it is not a binding offer on the part of the dealer. However, sales’ ethics implies that if a verbal offer is communicated to a customer, it should be honored. The whole premise of marketing and sales revolves around ethical communication, and on those grounds, the dealer should stick to his word. Again, its not compulsory in the eyes of law, but business ethics dictate that the deal should be honored. Employees of the advertiser cannot take advantage of any special promotion offers that are taking place. This clause also extends to the immediate family of the employee. Mr Daniel Myers states that â€Å"Companies often disqualify their employees from special offers and specials in order to avoid the appearance of inside dealing or impropriety.† The reason behind this is that employees may have access to information which may pertain to that particular promotion. Using this

Litriture Essay Example | Topics and Well Written Essays - 750 words

Litriture - Essay Example He was persistent in his belief that they should not surrender to Xerxes and that the Spartan army will endure the faith that awaits them for the glory of Greece. He believed enough in his strategy that though he was defeated in the end it marked an awakening among the Grecians to fight the Persians and eventually yield to the same belief that Leonidas figured early on. The same courage was also apparent to Achilles who remained unfazed even to his death. Achilles holds a diverse type of courage which is almost borderline arrogance but it is not without precedence as he is close to an immortal and he is aware of it. Though he knew of the prophecy of his death in the Trojan War he still joined the war that brought him to his end. Charisma is also important. It is almost impossible to concretely define what charisma is but it is a characteristic that is common among heroes. They are able to influence and move their followers into action not because of fear but because of the charisma that they have over people. Looking upon it, why would 300 men join Leonidas even though they are aware that it will cause their families mourning? It is because of charisma. Not because they are afraid but because they believed in his abilities and they are inclined to his persona. The mere fact that one can be associated with Achilles is a sign of his own charisma. These heroes exude something that transcends confidence and draws in followers. Love, that all encompassing emotion manifests itself despite and because of heroic films. It holds many variations and it is not limited to the romantic type or the ideal that we so often see. It endears us to the characters of the stories and it humanizes the heroes that even as they come to their tragic ends, we are instilled with the grief that we feel due to the love that they have revealed through the course of their stories. The movie 300

Business Strategy Essay Example | Topics and Well Written Essays - 3500 words - 6

Business Strategy - Essay Example There could be positive or negative effect on stakeholders of any changes in strategy e.g. employee layoffs will have negative effect on employees. On the other hand an increase in revenue and profits of an organization will have positive effects on stakeholders. According to Mitchell (2009), it is oftentimes helpful to seek to model the organization in order to analyze the specific activities through which an organization can create a competitive advantage. Michael Porter sought to define such activities known by the handle â€Å"the value chain† and described it as follows: Outbound logistics refer to whatever activities might be necessary to ensure that the finished products reach the consumer. This can include but is not limited to storage, order fulfilment, and a litany of other factors. Marketing & Sales may be defined as those activities which are associated with encouraging buyers to purchase the product/service which is being offered. It includes advertising, pricing, branding etc. Within such a dynamic, the reader can and should engage with a simple SWOT analysis of the firm in question; Electrolux. As such, a brief discussion and analysis of strengths, weaknesses, opportunities, and threats will be presented. The firm displays more than a few strengths; the first of which is necessarily the fact that it has a long and storied past of offering consumer products to key markets since 1918. Moreover, the firm enjoys a very good reputation with consumers as presenting an extraordinarily high quality and offering expert customer support and service post sale. Additionally, key acquisitions and mergers have worked together to make the firm into a resilient one that encompasses the strengths of other companies such as â€Å"ElektroHelios, Finnish Slev, Flymo, Danish Atlas, and Norwegian Elektrag (Lorenz, 1989). One of the greatest weaknesses is the fact that the firm is a

Factors affecting employee commitment

Factors affecting employee commitment Over the last ten years, the study of commitment has advanced in many different directions. A variety of disciplines have adopted the topic as a theme in their research and these have offered fresh and significant insights. These recent advances include new approaches to both the conceptualization of employee commitment and the particular human resource practices intended to increase it. Current research concerning employee commitment highlights the pitfalls of viewing commitment as a one-dimensional construct that can be enhanced by a particular human resource policy. This assumes that a particular practice, for example offering flexible working arrangements or more training, will have a significant and beneficial effect on employee commitment. Unfortunately, in practice it is not that simple because there is no single solution. All employees wants and needs cannot be addressed by a single policy. The effective functioning of an organization highly depends on the commitment of its employees. In fact, the commitment of employees may be a key factor that determines the success of a company in the modern world since, in the situation of the growing competition and the constant implementation of new technologies a company needs to have well-qualified and reliable personnel to maintain its position in the market. At the same time, the effectiveness and productivity of work of employees still remain the major factors that can contribute to the progress of the company. On the other hand, nowadays it is obvious that financial stimuli solely can hardly motivate employees to work more effectively and productively. In such a situation, employees commitment turns to be of a paramount importance since it is due to the high commitment of employees they can perform positive results of their work, increase its effectiveness and productivity, while low commitment leads, as a rule, to poor results of the functioning of the entire organization. DEFINATION OF TERMS. COMMITMENT Meyer Allen 2001 define commitment as is a stabilizing force that acts to maintain behavioural direction when expectancy/equity conditions are not met and do not function. An obliging force which requires that the person honor the commitment even in the face of fluctuating attitudes and whims. (Brown 1996) The relative strength of an individuals identification with and involvement in a particular organization (Mowday et al 1979) According to Salancik (1977) commitment is a state of being in which an individual becomes bound by his action to beliefs that sustain his activities and his own involvement Allen meyer,1990, commitment is a psychological state that binds the individual to the organization. EMPLOYEE COMMITMENT It is the psychological bond of an employee to an organization, the strength of which depends on the degree of employee involvement, employee loyalty and belief in the values of the organization. As defined by Poter (1974) Employee commitment is the relative strength of the individuals identification with and involvement in a particular organization. It consists of three factors:A strong desire to remain a member of the organization; A strong belief in, and acceptance of, the values and goals of the organization A readiness to exert considerable effort on behalf of the organization MODELS OF COMMITMENT A THREE MODEL CONCEPTUALIZATION OF ORGANIZATION COMMITMENT. This model of organizational commitment model was developed by Meyer and Allen. According to the model, organizational commitment reflects at least three general themes. 1.Affective commitment to the organization 2.Continuance Commitment The perceived cost associated with leaving it 3.Normative Commitment- The obligation to remain with it. Affective Commitment Its the employees emotional attachment to, identification with and involvement in the organization. Employees with a strong affective commitment continue employment with the organization because they want to. Continuance Commitment The individual commits to the organization because he/she perceives high costs of losing organizational membership including economic costs (such as pension accruals) and social costs (friendship ties with co-workers) that could be incurred. The employee remains with the organization because he/she has to. I t refers to an awareness of the costs associated with leaving the organization. The potential cost of leaving an organization include the threat of wasting the time and effort spent acquiring non transferable skills, losing attractive benefits, giving up seniority based privileges or having to uproot family and disrupt personal relationships. It also develops as a result of lack of alternative employment opportunities. Employees in this category remain because they need to. NORTMATIVE COMMITMENTS Refers to a feeling of obligation to continue employment . Employees in this category remain in the organization because they feel they ought to. Organization can develop normative commitment by providing reward in advance e.g. paying college tuition. Normative pressures may also make an individual feel that they ought to remain within the organization. Acknowledging these investments makes employees feel a sense of obligation to reciprocate by committing themselves to the organization until the debt has been paid . One important point is that not all forms of employee commitment are positively associated with superior performance (Meyer Allen, 1997). For example, an employee who has low affective and normative commitment, but who has high continuance commitment is unlikely to yield performance benefits. The main reason such an employee remains with an organisation is for the negative reason that the costs associated with leaving are too great. THE HIGH COMMITMENT MODEL. ( IN STRATEGIC HRM.) This model embraces workforce commitment and identification with the organizations values and goals. The main features of high commitment model are 1. Development of career ladders and emphasis on trainability and commitment as highly characteristic of employees at all levels in the organization. 2. A high level of functional flexibility with the abandonment of potentially rigid job descriptions. 3. The reduction of hierarchies and the ending of status differentials. 4. Heavy reliance on the team structure for dissemination of information (team building) structure work and problem solving. 5. Job design as something management consciously does in order to provide jobs which have a considerable level of intrinsic motivation. 6. A policy of no compulsory layoff or redundancies and use of permanent employee with possible use of temporary workers to cushion fluctuation in the demand for labour. 7. New forms of assessment and pay system and more specifically merit pay profit sharing 8. A high involvement of employees in the management of quality. CONCEPTUALISATION OF COMMITMENT: MODEL DEVELOPED BY OREILLY AND CHATMAN. (1986) OReilly and Chatman(1986) developed their multidimensional framework on the basis of the assumption that commitment represents an attitude towards the organization. For them, commitment takes on three distinct forms, which they labeled 1. Compliance 2. Identification 3. Internalization Compliance occurs when attitudes and corresponding behaviors are adopted in order to gain specific rewards. E.g being very considerate towards people so that you get that promotion Identification occurs when an individual accepts influence to establish or maintain a satisfying relationship Relationship / Internalization occurs when influence is accepted because the attitudes and behaviors one is being encouraged to adopt are congruent with existing values. Employees thus become committed to organizations which they share value e.g. an organization that encourages integrity is likely to win the commitment of an individual who believes in integrity. TYPES OF COMMITMENT . OMalley (2000) contends that a review of the commitment literature produces five general factors which relate to the development of employee commitment: Affiliative Commitment: An organizations interests and values are compatible with those of the employee, and the employee feels accepted by the social environment of the organization. Associative Commitment: Organizational membership increases employees self-esteem and status. The employee feels privileged to be associated with the organisation. Moral Commitment: Employees perceive the organization to be on their side and the organization evokes a sense of mutual obligation in which both the organization and the employee feel a sense of responsibility to each other. This type of commitment is also frequently referred to in the literature as Normative Commitment. Affective commitment: Employees derive satisfaction from their work and their colleagues, and their work environment is supportive of that satisfaction. Some researchers (eg Allen Meyer, 1991) suggest that this is the most important form of commitment as it has the most potential benefits for organizations. Employees who have high affective commitment are those who will go beyond the call of duty for the good of the organization. In recent literature this form of commitment has also been referred to as engagement and is the form of commitment that is most usually measured by organizations. Structural commitment: Employees believe they are involved in a fair economic exchange in which they benefit from the relationship in material ways. There are enticements to enter and remain in the organization and there are barriers to leaving. This type of commitment is also frequently referred to in the literature as Continuance Commitment. FACTORS AFFECTING EMPLOYEE COMMITMENT. The workplace is a dynamic field and to remain competitive, employee commitment is important..The following factors affect employee comittemnt: Workplace values. If employees believe that their organization values quality products they will engage in behaviors that will contribute to high quality. If employees are convinced that their organization values participation they will be more likely to feel as though their participation will make a difference. They will thus be motivated and be more willing to seek solutions and make suggestions to contribute to the organization success. Subordinate supervisor interpersonal relationship. Supervisors behavior include sharing appropriate information, allowing mutuality of influence, recognizing and rewarding good performance and not abusing the vulnerability of others . The extent to which the supervisor displays these behaviors will thus largely determine subordinate commitment level Job characteristics. The extent that a job is structured to provide regular feedback and autonomy as well as a sense of task completion An increase in perceived control strengthens emotional bonds with an organization. A heightened sense of personal control has a positive consequence for employees attitudes and behaviors at work. When tasks are Intrinsically satisfying, employees tend to be more committed. Commitment is low when employees are given repetitive routine tasks to complete. A job that allows a high degree of autonomy and the absence of close supervision increases commitment. Demographics AGE. A range of demographic variables have been found to be related to employee commitment (Mathieu Zajac, 1990). For a variety of reasons, age has been found to be a positive predictor of employee commitment. As Mathieu Zajac (1990) suggest, the older employees become, the less alternative employment options are available. As a result, older employees may view their current employment more favourably. Dunham et al. (1994) suggest older employees may be more committed because they have a stronger investment and greater history with their organization. GENDER: With regard to gender, a number of studies (eg Mathieu Zajac, 1990) have reported women as being more committed than men. This is typically explained by women having to overcome more barriers than men to get to their position in the organization. MARITAL STATUS Marital status has also been shown to relate to commitment, with married employees usually showing more commitment (Mathieu Zajac, 1990). However, it is suggested that the reason for this is because married employees will typically have greater financial and family responsibilities, which increases their need to remain with the organization. Note, however, that this refers to structural commitment (or continuance commitment) in that the cost associated with leaving the organization increases commitment to the organization. As mentioned previously, structural commitment does not necessarily relate to increased performance. Recruitment Procedures OMalley (2000) suggests that organizations need to pay more attention to addressing employees social need to affiliate and belong, in order to create commitment, the organization must have the right sort of employees in the first instance. Employees feelings of belonging start to develop long before employees join the organization. The following information should be shared with employee to enhance commitment à ¢Ã¢â€š ¬Ã‚ ¢ share details about the organization à ¢Ã¢â€š ¬Ã‚ ¢ provide employees with help and support throughout the recruitment and selection process à ¢Ã¢â€š ¬Ã‚ ¢ convey the interests and values that the organization shares with employees. Organizations need to be attractive to the right sort of people; thus the initial contact between the organization and the prospective candidate is very important. DEVELOPING AN EMPLOYER BRAND. As Troy (1998) points out, increasingly organizations are attempting to communicate with prospective employees in a coherent manner by developing an employer brand The brand should condense the basic nature of the organization, what its values are and what it would be like to work there. The principal purpose of the brand is to efficiently bring employers and employees together in order to establish a relationship. Thus, a good brand should convey both the unique benefits of the organizational environment and the type of person who is likely to do well in that setting. The organization must then ensure that it delivers these promises to its employees, or its efforts will have been wasted. Employers should, therefore, devote a portion of the selection process to assessing cultural fit. Met Expectations Employees will be more committed if there is a good match between what the person is looking for in a job, and what the job provides . Commitment will be greater when employees experiences on the job match their expectations. Unmet expectations are a source of low morale and dissatisfaction. Such expectations usually relate to the type of work employees are given to do and the opportunities they receive for training and development. Factors affecting commitment. By Kochan and dyan as cited by Armstrong 2005. 1. Strategic level -supportive business strategies -Top management value of commitment -Effective voice of HR in strategy making Supportive business strategies may include activities that increase employee involvement thus reinforcing commitment. When top management is commited to its employees the employees too become commited. Fair human resource policies e.g a policy of promotion based on merit will also increase commitment 2. Hr policy level -staffing based on employment stabilization investing on training and development -continent compensation that reinforces cooperation Training increases employees efficiency making them more commited because they enjoy what they do.(Affective commitment) 3. Workplace level Selection based on high standards -Job design and team work -employee involvement in problem solving -climate of cooperation and trust. Selecting people with the right skills for a job will ensure that the employee remains commited as they will be efficient in their duties. Efficiency increases commitment. Designinh jobs e.g allowing flexi time,job enlargement,job enrichment and job rotation ensures that monotony is kept at bay and commitment is enhanced Other factors that affect employee commitment by Purcell et al (2003 in Armstrong ,2005) include i. Received training last year ii. Are satisfied with career opportunities iii. Are satisfied with performance appraisal system Think managers are good in people management (Leadership) v. Find work challenging vi. Think their form helps them achieve a work-life balance vii. Are satisfied with communication or company performance Benefits of employee commitment High level of employee commitments means that employees are really enthusiastic about their job and, their performance will be better as well as the effectiveness and productivity of their work higher. Employee commitment also evokes a profound interest of an employee to his/her work. This means that he/she enjoys the job he/she does. Consequently, the level of employees satisfaction will be high if they are really committed to their work. Employee commitment may be also cost saving since committed employees are highly motivated that means that they do not need increasing financial rewards for their work, though it does not necessarily mean that employees should not receive financial rewards at all, but the expenses of the organization at this point may decrease. The performance benefits accrued from increased employee commitment have been widely demonstrated in the literature. To list but a few, these include: i. increased job satisfaction (Armstrong 2005) ii. increased job performance (Mathieu Zajac, 1990) iii. increased total return to shareholders . iv. increased sales (Barber et al., 1999) v. decreased employee turnover (Cohen, 1991) decreased intention to leave decreased intention to search for alternative employers (Cohen, 1993) vii. decreased absenteeism (Cohen, 1993, Barber et al. 1999) Employee commitment should be viewed as a business necessity. Organizations who have difficulty in retaining and replacing competent employees will find it hard to optimize performance. There are not only the immediate expenses of the recruitment process, but other hidden costs such as management time and lost productivity as new employees take time to become effective in their roles. Commitment also has the following effects: 1. I t results in self directed( self initiave) application to do the job 2. regular attendance, 3. nominal supervision 4. a high level of effort 5. it increases the intention to stay- loyalty NEGATIVE EFFECTS OF LOW EMPLOYEE COMMITMENT. Low commitment of employees may lead to negative results and undermine the normal functioning of an organization or, at any rate, decrease the effectiveness of work of employees considerably. The low employee commitment has a number of disadvantages which deteriorate the work of each employee and the entire organization (OMalley 2000). Low commitment leads to the low level of interest of employees in their work. Consequently, if employees are not sufficiently interested in their work they will naturally work worse than they can. In other words, the low commitment decreases the effectiveness and productivity of work for employees are not really interested in their work and its outcomes. Naturally, in such a situation, they can hardly be interested in a positive performance of the organization they work for. MEASURING EMPLOYEE COMMITMENT . This can be done through an attitude survey, employee satisfaction survey, employee commitment survey and performance appraisals. Questioners are usually administered to collect relevant data that management later uses when deciding ways of increasing employee commitment. Sample of a questioner attached(Annex 1) WAYS OF ENHANCING EMPLOYEE COMMITMENT Organizations can use various strategies to increase employee commitment. This strategies include: Induction and Training The induction programme should be the final step of the recruitment and selection process. A good induction programme will make new employees more familiar with and more at ease within the organization. Employees enter the organization with an assumption of compatibility and should be welcomed. Relationships with Managers This refers to how the quality of the relationship between managers and their employees relates to the development of commitment. Employees commitment reflects their day to day contacts with their line managers about their job, and the way in which objective targets are set. Effective communication on job-related issues is a key ingredient in securing individual performance. To a great extent, individual line managers are responsible for ensuring that these maintenance behaviours occur. With poor management, the most well developed organizational programme can break down at the point of transmission. Relationships with Colleagues Emotional attachment to colleagues in the workplace is an important element of commitment, though It is not enough on its own. Unless there is occasion for frequent and rewarding interaction, stronger feelings of belonging that can bind employees to the organization are unlikely to emerge. Organizations that want to build high levels of commitment should look for ways to build this through group activities both in and out of work Group Membership To build commitment, being a member of a particular organization must not only satisfy employees social need to affiliate and belong, but must also create a sense of collective identity that differentiates the group from other organizations. There are many situational features that contribute to a sense of group membership. The more exposure that employees have to these features, the more likely they will be to feel like a part of the group and to incorporate that membership into their concept of who they are. Organizational Justice and Trust It is also argued that employees evaluate their experiences at work in terms of whether they are fair and reflect a concern on the part of the organization for the well- being of the employees (Meyer, 1997). Treating employees fairly, communicates the message that management is commitment to the employees. This suggests that organizations wanting to foster greater commitment from their employees must first provide evidence of their commitment to their employees. When there is trust, employees are willing to suspend judgement and defer to the authority of others. In addition, trust permits organizational flexibility because a payback need be neither immediate nor of equivalent value. OMalley (2000) identifies four areas in which employees sense of trust in the employer can be increased: i. Growth: As most employees want to be more proficient in their job, a good way to instil trust is to attend to employees development needs. ii. Work-Life balance: Most employees would like organizations to allow greater personal time when needed. iii. Individual accommodation: Acts of organizational flexibility or benevolence toward employees. iv. Health and Safety: Organizations that are committed to protecting employees health and safety are more likely to be trusted Promotion Policies and practices concerning promotion can also affect commitment. . Among those who are considered for promotion, the outcome of the decision is likely to have an effect on commitment. But, for some, the perception of fairness in the decision-making process might be even more important. This suggests that organizations should communicate clearly how their decisions were made and why those who did not succeed were not suitable. Work-Life Balance A key issue emphasized by research, especially in recent years, is the extent to which employees perceive they are able to achieve the right balance between home and work. Organizations are beginning to recognize this, and are making more concerted efforts to introduce a host of programmes intended to ease employees burdens. These include initiative such as: flexible work arrangements; child care; time off policies; elderly care; healthcare; information and counseling; and convenience services to name but a few. Job Satisfaction How happy an employee is in a job has profound effects on behaviour and commitment. In relation to commitment, job satisfaction and work-life satisfaction are very important. Job satisfaction is an enormous area; however, to be concise a satisfying job typically has three properties: i. It has intrinsically enjoyable features: Mathieu Zajac (1990) found that the strongest correlation with commitment were obtained for job characteristics, particularly job scope (enrichment). ii. It provides an opportunity for growth and development. iii. It makes employees feel effective in their roles (that they can positively influence organizational outcomes). Pay and Reward As mentioned previously, employees may remain with an organization because there are constraints against leaving and incentives for staying. It is important for organizations to structure the economics of the relationship in a way that will not obstruct commitment. One of the reasons to stay in a relationship is because it makes sense economically. Pay makes continuation of the employment relationship worthwhile because there is mutual dependence. PSYCHOLOGICAL CONTRACT Schein cited by (Armstrong 2005) defines commitment as attachment and loyalty Psychological contract is the degree people are committed to the organization (Schein 1965). It depends on 1. The degree to which their own expectations of what the organization will provide to them and what they owe the organization in return matches what the organization expectations are of what it will give and get in return The nature of what is actually to be exchanged e.g. money in exchange for time at work , social need satisfaction and security in exchange for hard work and loyalty Armstrong (2004) defines psychological contract as a system of beliefs which encompasses on one hand the actions employees belief are expected of them and what response they expect in return from their employer and on the other hand the behavior employers expect from their employees. It is implicit and dynamic ROLE OF PSYCHOLOGICAL CONTRACT IN DEVELOPING EMPLOYEE COMMITMENT, (ARMSTRONG) 2005 1. During recruitment interviews present the unfavorable as well as the favorable aspects of a job in a realistic job preview.- This will enable the candidate have a clear and achievable expectation of the organization and thus avoid setting very high expectations that the organization is unable to meet,leading to low / decreased commitment 2. In induction programmes communicate to new starters the organizations personnel policies and procedures and its core values indicating to them the standards of performance expected this enables them to remain committed in achieving the expected performance 3. Issue and update employee hand books and intranet entries which reinforce the message delivered in induction programmes. 4. Develop performance management process plans which spell out how continued improvement of performance can be achieved mainly by self managed learning 5. Use training and management development programmes to underpin values that define performance expectations. 6. Ensure thorough manager and team leader training that managers and team leaders understand their role in managing the employment relationship through such processes as performance management and team leadership managers should be very committed so as to pass the same message of commitment to employees. 7. Encourage a maximum amount of contact between managers and team leaders and their team members to achieve mutual understanding. 8. Adopt a general policy of transparency ensuring that on all matters which affect them employees know what is happening and the impact it will make on their employment 9. Develop personal procedures covering grievance handling, discipline , promotion and redundancy. Ensure they are implemented fairly and consistently. 10. Develop and communicate personnel policies covering the major areas of employment, development, reward and employee relations DEVELOPING HR PRACTICES THAT ENHANCE COMMITMENT. According to Armstrong 2005 the following ten (10) practice contribute to increase of employee commitment. 1.Advise in methods of communicating the values and aims of management and achievements of the organization, so that employees are more likely to identify with it as one they are proud to work for. 2.Emphasize to management that commitment is a two way process employees cannot be expected to be committed to the organization unless management demonstrates that it is committed to them. 3.Impress on the management the need to develop a climate of trust by being honest with people, treating them fairly justly and consistently, keeping its word and showing willingness to listen to the comments and suggestions made by employees 4.Develop a positive psychological contract by treating people as stakeholders rely on consensus and cooperation rather than control and coercion and provision of opportunities for learning and career progression. 5.Advise on and assist in the establishment of partnership agreements with trade unions which emphasiz

We Must Support Our Troops in Iraq Essay -- Argumentative Persuasive W

We Must Support Our Troops in Iraq Most Americans haven't really changed all that much over the past three years. Going to class, work or keeping up with our own personal lives is what mostly preoccupies our daily existence. The majority of us simply don't have time to contemplate the actions currently being taken on the other side of the world. That's not to say that we haven't been inundated with news, pictures and videos of the bloodshed in Iraq. We know what goes on, but as most of us aren't directly involved in the war, our reactions to the news of the violence have, over time, become indifferent. While the news of free, democratic elections lift our hopes, daily reports of the cost, in lives and dollars, restore our pessimism. The constant shifts in outlook have created near-apathy among Americans. Most are tired of the prolonged war, and are seeking a just solution. The death toll is now at roughly 2,200, and total casualties are estimated to be well over 16,000. Many politicians have tried to capitalize on the war in Iraq in an effort to change our opinion. I don't ...

Analysis of the Poem the Red Hat Essay

Rachel Hadas’ poem â€Å"The Red Hat† is told from the viewpoint of the parents of a young boy who begins to walk to school by himself. The poem reveals the actions and emotions of the parents who struggle with allowing their son to become more independent. However, this poem is not simply a story of a boy starting to walk to school on his own. The underlying theme is about a boy leaving the protection and safety of his parents to enter the world by himself. In the middle of the first stanza the lines, â€Å"these parallel paths part† interrupt the flow of the poem. Here, at Straus Park, the boy must really separate from his parents. When Hadas write, â€Å"The watcher’s heart stretches, elastic in its love and fear, toward him as we see him disappear, striding briskly†, she introduces the reader to one of the most significant parts of the poem. His parents, the watchers, extend their â€Å"elastic† hearts to their son out of love and fear as well. They look back two weeks, remembering when they held their son’s hand as they walked to school. The parents will not let their son go on alone until they feel satisfied that he can handle the responsibility. Even though the son proves his capability of walking to school, the parents still worry. When they finally let their son continue on his own, they worry about the potential dangers in the world. The parents will always worry, because their boy can never be completely safe. The author uses vivid description to allow the reader to develop a mental picture of what takes place. The boy walks up the east side of West End, while his parents follow behind on the west side. An understanding between the boy and his parent’s permits extended glances across the street, but not eye contact. This unsaid agreement allows the parents the opportunity to look over at their son to check on him, and it gives the boy a chance to occasionally look back and know that his parents are still there for him. The remaining lines of the poem follow in a sequential AA, BB rhyming pattern. When taken literally, this poem is merely a tale of a young boy learning to walk to school on his own and his parents’ concern over letting him go. In order for parents to let their child go off into the world, they must be sure that their child will look both ways before he crosses the street, and that he does not talk to strangers.

Facts and Claims essays

Facts and Claims essays According to the Toledo Blades article on Remote-Control Surgery by Luke Shockman, A doctor would have sliced a patient open just a few years ago. Physicians say a patient would have a slow and painful recovery. Now with the new age of Robotic surgery, all that can be changed. Using a remote controlled camera, incisions will be much smaller, just a few pin holes. Surgeries once thought to be off-limits are now being tried with robots. Using these new techniques could reduce a patients time in recovery and also prevent infections. Recovery time that once took 4 to 6 weeks recovery time for surgery could now only take a couple of days says one doctor at the Ohio State University Medical Center. A surgeon looks at a patients insides with the use of a remote controlled camera. This camera will display any problems on a computer screen as well as many other things. The technology is called robotic, because humans are still in charge of all the movements according to Dr. W. Randolp h Chitwood, Jr. Surgeons use voice-controlled arms are used in complex cutting and sewing arms are controlled through a computer. Surgeons have been using a similar procedure called laparoscopic. This surgery is commonly used with knee replacement surgery as well as other procedures. A patient at St. Vincent Mercy Medical Center was having bypass surgery to unclog an artery supplying blood to her legs. The surgery lasted 7 hours. According to the patient when she awoke from surgery she was feeling no pain at all. She had to argue with the medical staff because she thought that she did not have the surgery done yet. She only needed to take pain medications for one night. Before her surgery she had a hard time getting around because of her leg. Now after the surgery she says she cam move around better they she could years ago. Many surgeons are still unsure about the use of robotic surgery. As the t ...

Sabah Issue Essay Example

Sabah Issue Essay Example Sabah Issue Essay Sabah Issue Essay The armed intrusion into Sabah by Sulu terrorists is a blow to the progress of the BIMP-EAGA (Brunei, Indonesia, Malaysia, Philippines-East Asean Growth Area (BIMP-EAGA), says BIMP-EAGA Malaysia Business Council chairman Datuk Roselan Johar Mohamed. Expressing profound dismay over the incident, he called on BIMP-EAGA member countries to go back to the original status quo, focusing more on accelerating economic development in the four countries in a safe and conducive manner. Quoting the age-old saying we cannot negotiate if you are pointing a gun at me, Roselan said that it was true in the context of the sub-regional grouping, which was launched in 1994. We must all retract and go back to the drawing board, rethink and revisit our strategy and go back to the negotiating table, he told Bernama. Roselan was commenting on the recent statement by Former Philippines’ President Fidel Ramos with regard to the standoff in Lahad Datu in the east coast of Sabah, that the BIMP-EAGA should be revived by the countries concerned as the grouping was the key to improve the people’s conditions in south Philippines, Borneo Island and adjacent areas. The BIMP-EAGA is the win-win strategy if we are looking from the perspective of a better, more prosperous, more peaceful, more harmonious and more sustainable future for all peoples, Ramos was quoted as saying. Ramos said the potentials of the BIMP-EAGA were so great that even foreign local governments such as Australia’s Northern Territory and Western Australia states had joined the grouping as associates. Ramos said that during his administration, he tried to set up a corporation that would develop the BIMP-EAGA sub-region. The company is to be jointly run by Malaysia, the Sulu Sultanate’s heirs and private sector partners. The company’s revenue can substitute the annual RM5,300 as the rent to the sultanate’s heirs, Ramos said. In this respect, Roselan acknowledged Ramos’ role in the establisment of BIMP-EAGA, saying that the Former Philippines’ President was both vocal and wise when he initiated the BIMP-EAGA concept together with Malaysia’s former Prime Minister Tun Dr Mahathir Mohamad.

The Business Lifecycle Personal Statement Example | Topics and Well Written Essays - 1000 words - 1

The Business Lifecycle - Personal Statement Example I have been very keen on how businesses are started and what entails the whole startup process and I have found out that one of the most important issues to be tackled is the legal issues. I was thinking like there was no problem provided that the business I’m intending to start is a legal one, but to my surprise, my research has shown me otherwise. Company law, a book by CR, Datta, clearly shows that there are a lot of legal issues to be looked into before a business is allowed to operate. Some of them are the registration of the business name, application for health and sanitary permits and seeking permission for building premises to be used by the business. The business should also adhere to Acts and statutes governing what they practice. A look into the Horizon Electronics business plan also confirmed the same to me since they have clearly documented their adherence to the relevant regulations, registration, and drafting of contracts. In my research and coursework, I have also learned that a business has to undergo various stages before it is termed as mature. Charlie Gilkey in his book the business life-cycle offers an overview of stages of a business life cycle. He names them as the inspirational stage where an entrepreneur has a business idea but has not yet implemented it, the entry stage where then entrepreneur has decided to start a business and is actively building the market, the growth stage where the entrepreneurs have a business plan and are growing their revenue streams with new clients and customers, the crucible stage where the demand for goods and services outstrip the entrepreneurs ability to meet them, and finally the cruise stage where the entrepreneur has found solutions to the problems and is moving ahead (Gilkey, 2010). In my view, business requires a lot of hard work and sacrifice especially in its initial stages of development. This is because I have come to learn that there are many challenges associated with this stage of a b usiness. One of the major challenges is that of finding a market for your output. It is a fact that without a market for the output, the core objective of doing business: making profits will not be attained. Proper market research (an organized effort to gather information about customers) should, therefore, be performed before the business is commenced. I tend to believe that it is very essential for this to be done keenly because it also gives an outline on how to market the product. Market research also provides information about the prevailing market trends in the industry and the current market prices for similar goods.  

Section three of country study Term Paper Example | Topics and Well Written Essays - 750 words

Section three of country study - Term Paper Example With this concern, this paper would primarily deal with the recommendations of the type of optimal international strategy and organizational structure which should adopt by Victory State Bank for its international expansion especially in China. Optimum International Strategy An optimum international strategy implies sound global strategies that answer the possible questions concerning the matter of foreign expansion programs. It is to be stated that international business is much more complicated than domestic business as international business includes the involvement of various countries and each single country has its own culture, rule and policies (Hill, 2012). Specially mentioning, development of optimum international strategy holds great significance in the subject of international business. Strategies made for a global dynamic setting implies mitigating the conditions accustomed within the prevailed global environment. Relating to optimum international strategy, Victory State Bank could establish foreign affiliates in order to avail strong ownership, internationalization and location advantages among others. In this regard, a model of foreign expansion needs to be prepared which will work as a blueprint of the planning procedure. The model relating to foreign expansion represents that Multi National Corporations (MNCs) thoroughly involve in conducting cost-benefit calculations for every probable entry methods like exports, hybrid modes and licensing among others (Spirig, 2011). The aforesaid elements would eventually support Victory State Bank to conduct its international venture effectively. Organizational Structure Organization structure generally comprises certain imperative activities such as allocating, coordinating along with supervising the tasks related to the attainment of organizational goal. Depending upon the aim of the organizations, organizational structure changes in every case. In accordance to this particular study, the primary task of t he Victory State Bank would be to analyze the business market of China where it tends to expand its different services. In this regard, initially the bank needs to allocate funds for making considerable investments in order to build dynamic infrastructures in China. With regard to the organizational research of Victory State Bank, it has been viewed that the bank has international presence especially in Europe along with different states of New York City. The organizational culture as well as the structure of the bank can be viewed as quite a flat one leading by Joseph J. LiBassi as the Chairman of the Board. The supply as well as the distribution channels of the bank are viewed to scatter in the region where it performs different operational functions It is to be stated that the operations of the Victory State Bank are highly affected by the competitive and economic conditions such as government policies, market interest charges and the policies of the regulatory bodies. Ss China i s often regarded as a politically stable country, so there must not lay big concern regarding this particular matter. It is worth mentioning that China is regarded as one of the highest growing countries with an impressive gross domestic product (GDP) growth rate along with enormous