The Atlanta Exposition Address Essays - Booker T. Washington

The Atlanta Exposition Address The Atlanta Exposition Address The Atlanta Exposition Address is the fortieth part of Booker T. Washington's personal history. This collection of memoirs was called Up From Slavery and it was written in 1901. The part starts by telling the peruser that Booker T. Washington, the creator, was in the Atlanta Exposition speaking to the Negro endeavor and Negro human progress. He at that point depicts how he gave a short discourse to the white and dark network, and afterward proceeds by expounding on some close to home encounters and his perspective on some specific issues. A portion of these encounters and issues incorporate the result of his discourse, how he meets and ponders the President of the United States, the encouragement to be an adjudicator in an instructive challenge, the Negro service, and casting a ballot. In this part, Booker T. Washington's primary topic is the way two distinct races can live respectively so as to accomplish progress. In his powerful discourse, he attempts to persuade highly contrasting individuals that they should give their best for the thriving of the South. He likewise attempts to convince individuals to make companions, regardless of what their skin shading or spot of birth is. He stresses that if two unique races can arrive at where they can confide in one another, at that point they will be encircled by the most patient, loyal, honest, and unresentful individuals that the world has ever observed. The way that Up From Slavery is a self-portrayal plainly shows that the book's perspective is in first individual. The peruser can ensure this by seeing that Booker T. Washington, the writer, is the person who mentions to the peruser what is happening, his opinion of life, what his emotions are, and his opinion of others. In this part the peruser can experience a few bits of knowledge that will bring out emotions. At the end of the day, a lot of feeling is included. A case of these bits of knowledge would be when Booker T. Washington, the following day of the Atlanta Exposition, was astounded to end up called attention to and encompassed by a horde of men who whished to shake his hand. All together for the peruser to feel something, he needs to comprehend that the creator was dark, and in that time, dark individuals used to be slaves. The peruser has to realize the creator had never felt something to that effect in his life. By being dark, no one thought about him before until that second. I believe that in this section there are some extremely fascinating and splendid thoughts. I really believed that dark individuals were unskilled, yet now I realize I'm off-base. I believed that they were unskilled on the grounds that, similarly as the creator portrayed the Negro service, a race with a couple of years out of subjugation had no time or chance to teach themselves. I truly imagine that Booker T. Washington was a legitimate, earnest, and very savvy individual. So as to consider life they way he did, that requires knowledge and not every person has it. English Essays

Definition and Examples of Active Vocabulary

Definition and Examples of Active Vocabulary A functioning jargon is comprised of the words promptly utilized and unmistakably comprehended by a person when talking and composing. Appear differently in relation to aloof jargon. Martin Manser takes note of that a functioning jargon consistsâ of the words that [people] use as often as possible and unhesitatingly. In the event that somebody requests that they make up a sentence containing such and such a word-and they can do it-then that word is a piece of their dynamic jargon. Conversely, Manser says, a people uninvolved jargon comprises of the words whose implications they know-so they don't need to turn the words upward in a word reference however which they would not really use in standard discussion or composing  (The Penguin Writers Manual, 2004). Models and Observations A functioning jargon covers each one of those words individuals need to utilize and have no misgivings about utilizing to speak with others on an ordinary premise. The scope of people groups dynamic jargon is an exceptional impression of their sociocultural position and the scope of rambling practices occupied with. As such, it relies upon the scope of relations individuals contract as a piece of ordinary presence, over a lifetime. Aside from individuals who as often as possible reach the authority meaning frameworks of callings or of other uncommon information classifications, most people groups dynamic words are high recurrence words in the language and need little upgrade to actuate them in the psychological dictionary. They are prepared for use in approaching and active messages, with no recognizable effort.(David Corson, Using English Words. Kluwer Academic Publishers, 1995)Developing an Active Vocabulary-When educators instruct you not to utilize the word get or to locate a sup erior descriptor to supplant decent, they are attempting to urge you to move words from your latent jargon into your dynamic vocabulary.(Laurie Bauer, Vocabulary. Routledge, 1998)- As an essayist, attempt to transform a lot of your acknowledgment jargon into dynamic jargon. So as to do the switch, you should be sure to watch the specific situation, undertone, and meaning of each word you expect to transfer.(Adrienne Robins, The Analytical Writer: A College Rhetoric. University Press, 1996)- Educationists accept that utilizing jargon in informative errands is progressively helpful to developingâ active vocabularyâ than expecting students to retain detached words, or leaving them to their own devices.(Batia Laufer, Quantitative Evaluation of Vocabulary. Experimenting with Uncertainty: Essays in Honor of Alan Davies,â ed. by C. Senior et al. Cambridge University Press, 2001)- While considers concur that information on jargon is significant for creating understanding abilities, t hey additionally show it is typically broad perusing that builds up a wide vocabulary.(Irene Schwab and Nora Hughes, Language Variety. Showing Adult Literacy: Principles and Practice, ed. by Nora Hughes and Irene Schwab. Open University Press, 2010) Evaluated Knowledge of WordsThe dynamic jargon clearly comprises of words that we know superior to those that establish our detached jargon. A similar differentiation holds for local speakers, who additionally effectively utilize just a subset of the words they know about. Another occasion of reviewed information on words is the way that, even as local speakers, we frequently just realize that we have heard or perused a specific word previously, however don't have a clue what it means.(Ingo Plag, Word-Formation in English. Cambridge University. Press, 2003) Likewise observe: LexiconVocabularyVocabulary Acquisition

Launching in the U.S. Advice from 7 European Startups

Launching in the U.S. Advice from 7 European Startups For many European startups, cracking the U.S. market is an exciting chance for dramatic growth and increased credibility. Expanding into the U.S. takes a lot of research, support and careful planning, but companies that succeed enjoy major opportunities. Here are four key tips from European startups whove made the leap across the pond, successfully launching in the U.S. market. What You Should Consider I talked to startups who have successfully moved into the U.S. market, as well as companies that help startups expand into the U.S., to get their advice on the factors you should consider. These were their top tips: 1. Do your homework Many companies try to make the move without doing proper research. “A lot of companies say ‘I know my product, I know what I’m doing, I’ve sold in Europe.’ It’s not the same as in the U.S. though,” says Christophe Garnier, managing director of Spark Labs, a U.S. expansion platform for tech and media companies.     Garnier says many companies who try to make the move fail for three main reasons: “One, they don’t do homework. Two, they don’t understand their market and their competitors. And three, they don’t know have a good market strategy and know how to sell to American customers,” he says. Garnier recommends you do extensive research to vet things like market size, competition, who is in their industry, how much money they’ve raised, who the customers are and pricing strategy. “It’s really like founding another company and not as much like moving everything over,” says Karsten Beyer, COO for DataVirtuality, a data warehousing solution. If you were starting a company, you’d do plenty of research, so treat this move similarly. 2. Timing is crucial Timing is a big factor when you’re considering making your move. “A lot of companies start thinking very early on about moving into the U.S., but I would recommend they wait to start thinking about it when they have a model that’s validated in their home country,” Garnier says. Beyer agrees that some startups jump the gun. “Many companies are way too early,” he says. “As a startup, you have such scarce resources,” he says. “You should focus all you have on one market first and be the leader there. Then you have the resources to spend a couple million to do a proper market entry in the U.S. When you do decide to make the move, Oliver Huebler, COO at MeisterLabs, recommends you time it with important events that could help boost your recognition. “Especially when you’re in a specific area, like human resources, for example, line up your move with important conferences in that industry,” Huebler says. “You don’t want to miss those opportunities to present your product because you made the move in August and all the important industry conferences were in July.” Remote team management made simple. Sign up for MeisterTask Its free! Sign up for MeisterTask 3. Seek out support Don’t try to do it alone. The startups I talked to stressed that there are many great resources you can take advantage of. Look to European accelerator programs, which allow you to spend a few months in the U.S. and help you decide if you’re all in. “Most European countries have incubators in Silicon Valley,” says Bernhard Kerres, founder and CEO of HelloStage, an independent online platform for the classical music community. “Touch base with them immediately because they’ll help provide you with things like a network, a desk and some money.” For example, the German accelerator program helped to shape HoloBuilder, software that allows construction professionals to create and share 360-degree views of buildings, into the successful company it is today. “With the German Accelerator program, we incorporated our U.S. office and had 6 months access to great mentorship and built great connections to important construction firms wanting to work with us,” says Mostafa Akbari, CEO of HoloBuilder Inc. Kerres recommends having an American adviser or board member to help with things like opening a bank account. And, he says, don’t isolate yourself. “Silicon Valley is very open,” he says. “Shared office space is really useful, and there are also a ton of meet-ups.” 4. Build your network Building your network is crucial to successfully conquering the U.S. market. Huebler was surprised at how generous companies in Silicon Valley were with advice and information. “In Germany if you have a great idea or if you want to partner with a bigger company, it would probably take you five months to meet the right person,” Huebler says. “In Germany, talking to a CEO is almost impossible unless you know five people who went to kindergarten with them. Here it’s easier to get a meeting with a CEO. People know if they don’t take this chance, someone else will.” Accelerator programs can be the key to quickly building your network, Beyer says. “With the German accelerator, if you’re in the program and the mentors feel like you’re ready and you have potential, they’ll introduce you to that network,” he says. “You get into the community within six months, nine months instead of trying for years.” Why Make the Move? If you decide moving into the U.S. market is right for your company and you put in the work, research and planning, you stand to reap a ton of potential benefits, including: Access to a unified market There are a lot of frictions in European commerce, from shipping flows to international taxes, explains Charles-Albert Gorra, co-founder and CEO for Rebagg. “You can become a big player in one country, but you can hardly become a leader in multiple countries, he says. “In comparison, the U.S. is a unified market that probably equals the size of â€" or even bigger than â€" many European countries aggregated.” Turn plans into action. Sign up for MeisterTask Its free! Sign up for MeisterTask Being seen as a global player Increasing your global footprint can automatically boost your reputation in a big way. “Having the Silicon Valley office on our website, it helps a lot for our reputation to show we’re not just a little startup from Leipzig” says Beyer. “It shows that we’re a global player and that we can serve customers globally.” Access and proximity to important people One of the advantages of opening a U.S. office is, of course, being closer to American investors. “Investors want to see your face 4 or 5 times to understand and trust you” rather than just acting as what he calls “innovation tourists,” says Jos Scheffelaar, CEO and co-founder of Launch in US Alliance. Being able to have those face-to-face interactions makes it much easier to build those relationships. Huebler says informal, face-to-face interactions like grabbing drinks make it so much easier to establish meaningful connections with important people. “Meeting people in person, you get more out of the meeting,” he says. “In such a quick and fast virtual world, people are coming back to personal connections.” You also have easier access to your U.S. customers. “You have to be close to your customers, be able to visit them at their workplace, get involved personally, find out what their problems are and what they’re dealing with every day, to really understand them and be able to sell a solution that they honestly benefit from,” Akbari says. An innovative environment The startups I talked to all mentioned the innovative attitude they feel in Silicon Valley and the U.S. and how the rhythm of innovation feels different from Europe’s. “We want to be there where the smartest minds are, where the technology epicenter is and where we can feel all the trends, Beyer says. We feel them earlier [in the U.S.] than in Germany.” The speed at which progress happens is a plus, too. “You can create things much faster here,” says Huebler. “You can meet on a Monday and get stuff done by the end of the week. In Europe, it’d probably take you four weeks. I’m not necessarily saying the quality is better, but people try things fast here.” There’s also a willingness to experiment more, says Akbari. “The U.S market is faster with the adoption of new technologies than Germany. In the U.S. people are more willing to try something new and to see if it really brings you the promised benefit.” Is this move right for you? It could be. Do your homework. Find support and resources to help you make the move. Stand on the shoulders of giants who have done this before. If you do, you can tap into significant opportunities and dramatically grow the future of your company. Discover collaborative task management. Sign up for MeisterTask Its free! Sign up for MeisterTask Launching in the U.S. Advice from 7 European Startups For many European startups, cracking the U.S. market is an exciting chance for dramatic growth and increased credibility. Expanding into the U.S. takes a lot of research, support and careful planning, but companies that succeed enjoy major opportunities. Here are four key tips from European startups whove made the leap across the pond, successfully launching in the U.S. market. What You Should Consider I talked to startups who have successfully moved into the U.S. market, as well as companies that help startups expand into the U.S., to get their advice on the factors you should consider. These were their top tips: 1. Do your homework Many companies try to make the move without doing proper research. “A lot of companies say ‘I know my product, I know what I’m doing, I’ve sold in Europe.’ It’s not the same as in the U.S. though,” says Christophe Garnier, managing director of Spark Labs, a U.S. expansion platform for tech and media companies.     Garnier says many companies who try to make the move fail for three main reasons: “One, they don’t do homework. Two, they don’t understand their market and their competitors. And three, they don’t know have a good market strategy and know how to sell to American customers,” he says. Garnier recommends you do extensive research to vet things like market size, competition, who is in their industry, how much money they’ve raised, who the customers are and pricing strategy. “It’s really like founding another company and not as much like moving everything over,” says Karsten Beyer, COO for DataVirtuality, a data warehousing solution. If you were starting a company, you’d do plenty of research, so treat this move similarly. 2. Timing is crucial Timing is a big factor when you’re considering making your move. “A lot of companies start thinking very early on about moving into the U.S., but I would recommend they wait to start thinking about it when they have a model that’s validated in their home country,” Garnier says. Beyer agrees that some startups jump the gun. “Many companies are way too early,” he says. “As a startup, you have such scarce resources,” he says. “You should focus all you have on one market first and be the leader there. Then you have the resources to spend a couple million to do a proper market entry in the U.S. When you do decide to make the move, Oliver Huebler, COO at MeisterLabs, recommends you time it with important events that could help boost your recognition. “Especially when you’re in a specific area, like human resources, for example, line up your move with important conferences in that industry,” Huebler says. “You don’t want to miss those opportunities to present your product because you made the move in August and all the important industry conferences were in July.” Remote team management made simple. Sign up for MeisterTask Its free! Sign up for MeisterTask 3. Seek out support Don’t try to do it alone. The startups I talked to stressed that there are many great resources you can take advantage of. Look to European accelerator programs, which allow you to spend a few months in the U.S. and help you decide if you’re all in. “Most European countries have incubators in Silicon Valley,” says Bernhard Kerres, founder and CEO of HelloStage, an independent online platform for the classical music community. “Touch base with them immediately because they’ll help provide you with things like a network, a desk and some money.” For example, the German accelerator program helped to shape HoloBuilder, software that allows construction professionals to create and share 360-degree views of buildings, into the successful company it is today. “With the German Accelerator program, we incorporated our U.S. office and had 6 months access to great mentorship and built great connections to important construction firms wanting to work with us,” says Mostafa Akbari, CEO of HoloBuilder Inc. Kerres recommends having an American adviser or board member to help with things like opening a bank account. And, he says, don’t isolate yourself. “Silicon Valley is very open,” he says. “Shared office space is really useful, and there are also a ton of meet-ups.” 4. Build your network Building your network is crucial to successfully conquering the U.S. market. Huebler was surprised at how generous companies in Silicon Valley were with advice and information. “In Germany if you have a great idea or if you want to partner with a bigger company, it would probably take you five months to meet the right person,” Huebler says. “In Germany, talking to a CEO is almost impossible unless you know five people who went to kindergarten with them. Here it’s easier to get a meeting with a CEO. People know if they don’t take this chance, someone else will.” Accelerator programs can be the key to quickly building your network, Beyer says. “With the German accelerator, if you’re in the program and the mentors feel like you’re ready and you have potential, they’ll introduce you to that network,” he says. “You get into the community within six months, nine months instead of trying for years.” Why Make the Move? If you decide moving into the U.S. market is right for your company and you put in the work, research and planning, you stand to reap a ton of potential benefits, including: Access to a unified market There are a lot of frictions in European commerce, from shipping flows to international taxes, explains Charles-Albert Gorra, co-founder and CEO for Rebagg. “You can become a big player in one country, but you can hardly become a leader in multiple countries, he says. “In comparison, the U.S. is a unified market that probably equals the size of â€" or even bigger than â€" many European countries aggregated.” Turn plans into action. Sign up for MeisterTask Its free! Sign up for MeisterTask Being seen as a global player Increasing your global footprint can automatically boost your reputation in a big way. “Having the Silicon Valley office on our website, it helps a lot for our reputation to show we’re not just a little startup from Leipzig” says Beyer. “It shows that we’re a global player and that we can serve customers globally.” Access and proximity to important people One of the advantages of opening a U.S. office is, of course, being closer to American investors. “Investors want to see your face 4 or 5 times to understand and trust you” rather than just acting as what he calls “innovation tourists,” says Jos Scheffelaar, CEO and co-founder of Launch in US Alliance. Being able to have those face-to-face interactions makes it much easier to build those relationships. Huebler says informal, face-to-face interactions like grabbing drinks make it so much easier to establish meaningful connections with important people. “Meeting people in person, you get more out of the meeting,” he says. “In such a quick and fast virtual world, people are coming back to personal connections.” You also have easier access to your U.S. customers. “You have to be close to your customers, be able to visit them at their workplace, get involved personally, find out what their problems are and what they’re dealing with every day, to really understand them and be able to sell a solution that they honestly benefit from,” Akbari says. An innovative environment The startups I talked to all mentioned the innovative attitude they feel in Silicon Valley and the U.S. and how the rhythm of innovation feels different from Europe’s. “We want to be there where the smartest minds are, where the technology epicenter is and where we can feel all the trends, Beyer says. We feel them earlier [in the U.S.] than in Germany.” The speed at which progress happens is a plus, too. “You can create things much faster here,” says Huebler. “You can meet on a Monday and get stuff done by the end of the week. In Europe, it’d probably take you four weeks. I’m not necessarily saying the quality is better, but people try things fast here.” There’s also a willingness to experiment more, says Akbari. “The U.S market is faster with the adoption of new technologies than Germany. In the U.S. people are more willing to try something new and to see if it really brings you the promised benefit.” Is this move right for you? It could be. Do your homework. Find support and resources to help you make the move. Stand on the shoulders of giants who have done this before. If you do, you can tap into significant opportunities and dramatically grow the future of your company. Discover collaborative task management. Sign up for MeisterTask Its free! Sign up for MeisterTask

Treatment Of Schizophrenia With Antipsychotic Drugs Essay

As we have seen, treatment of schizophrenia with antipsychotic drugs can have impressive results in terms of decreasing active symptoms, although it does nothing to alleviate negative symptoms or to improve cognitive functioning. Unfortunately, this kind of treatment has the drawback of extremely serious and even fatal side-effects. Newer generation atypical antipsychotics offer more hope, as they can treat both active and negative symptoms, and also improve cognitive functioning. Moreover, they have fewer side-effects. However, treatment is complicated by the fact that results are unpredictable; and in addition the side-effects that they do have can be very serious, such as diabetes, which in itself is life-threatening. However, as the potential side-effects are known, the physician has leeway to choose a drug which is a good match for the patient’s clinical profile. Then, once the patient’s symptoms have been much alleviated with an appropriate newer generation atypic al antipsychotic, the patient should be able to also benefit from a range of psychotherapeutic interventions. It is argued that this is the best treatment regime to choose, as it is likely to result in the greatest improvement in quality of life, coupled with the lowest risk of potentially devastating side-effects, or of death. This is likely to be better than utilizing cognitive behavioral therapy, the results of which are not reliably known – although research has certainly shown that it is less efficaciousShow MoreRelatedSeizures and the Brain1084 Words   |  4 Pagesparadigm for treatment of schizophrenia. At this early stage of understanding schizophrenia’s pathology, it was believed these chemicals were imbalanced and shocking the brain would force a rebalance of these vital chemicals. Once rebalanced, it was hypothesized the patient would no longer suffer from schizophrenia (Tharyan, 2005). The insight into treating neurotransmitter imbalances in patients diag nosed with schizophrenia began the treatment path to present day antipsychotic pharmaceutical drug therapyRead MoreTreatments For Schizophrenia And Its Effects On Society1028 Words   |  5 Pages Treatments for Schizophrenia M. Arah Enoh Southwestern Oklahoma State University Schizophrenia is a chronic, severe brain disorder which causes people to have odd thoughts, disturbed emotions and motor abnormalities (Carpenter, 2015). It is usually followed by psychosis, disconnecting from reality. People sometimes hear thoughts; some may think others are plotting against them. Even though individuals with schizophrenia have split personalities, it does not mean they are violent orRead MoreSchizophreni A Serious And Chronic Illness1401 Words   |  6 PagesSchizophrenia is a serious and chronic illness, typically characterized by symptoms of auditory hallucinations and delusions causing immense impairment to all functions of an individual’s life. The disease is a multifactor risk disorder, with genes and family history posing a significant risk to development of the disorder (Picchioni amp; Murray, 2008). Picchioni amp; Murray (2008) note, â€Å"despite its relatively low incidence (15.2/100 000), the prevalence of schizophrenia (7.2/ 1000) is relativelyRead MoreSubstance Abuse And Its Effects1575 Words   |  7 Pagesindividuals diagnosed with schizophrenia in the United States also self-medicate with alcohol and other drugs (Elements Behavioral Health, 2014). This is suggested due to individuals attempting to lessen the symptoms of their disorder. 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TheRead MoreDrugs Are The Primary Use Of Treatment For Schizophrenic Disorders1129 Words   |  5 PagesSchizophrenia is a mental disorder characterized with severe, chronic, and potentially disabling thought disorder (American Psychiatric Association, 2013). Antipsychotic drugs are the primary use of treatment for schizophrenic disorders (Kane, 1987). Some of the common used psychotropic medications used to treat schizophrenia are: haloperidol, risperidone, aripiprazole, olanzapine, trifluoperazine, perphenazine, quetiapine, thioridazine, chlorpromazine, and clozapine. Antipsychotics like FGAs andRead MoreSymptoms And Delusions Of Schizophrenia1738 Words   |  7 PagesSchizophrenia is described by the National Institute of Mental Health as â€Å"a chronic, severe, and disabling brain disor der that has affected people throughout history† (n.d.). The most recognizable symptoms of schizophrenia are hallucinations and delusions. Hallucinations involve experiencing sensory stimulation (hearing, seeing, feeling, etc.) when there is no stimulus present. Delusions are false beliefs. Common types of delusions experienced by people with schizophrenia are delusions of persecutionRead MoreTreatment Options For Schizophreni Symptoms And Symptoms Of Schizophrenia1479 Words   |  6 PagesTreatment Through time, scientists and doctors have created various treatment options for schizophrenia based off scientific theories in their time. At one point physicians would perform brain surgery to remove a portion of brain from an individual suffering with schizophrenia that was responsible for the hallucinations and delusions the individual would experience. Although the surgery might have decreased the amount of hallucinations and delusions experienced by the individual, it led to cognitiveRead MoreIs Schizophrenia A Class Of Mental Disorders?1119 Words   |  5 PagesSchizophrenia is a class of mental disorders often symptomatic of a broad spectrum of behaviours which ultimately fail to determine what is real. Some of the symptoms that make up the spectrum of schizophrenia include hallucinations, invalid or illogical beliefs or thought processes, and abnormal social expression. It is worth noting that schizophrenia does not mean multiple personality disorder but rather a separatin g of mental function and is also rarely diagnosed separately but along with otherRead MoreDrug Therapy And Cognitive Behavioral Therapy935 Words   |  4 PagesAmanda Bynes, an American actress, was diagnosed with both schizophrenia and bipolar disorder in 2013. Treatment of these disorders can be approached in medical, biological and psychological ways, including the use of family therapy and cognitive behavioural therapy. However, a popular method of treating many mental disorders is antipsychotics or antipsychotic drugs. Antipsychotic drugs are drugs that are used to treat schizophrenia and related psychotic disorders. Medications have undergone significant

Job Satisfaction At Walden Sport - 1406 Words

Job Attitude Is defined as the way an individual behaves and perceives things and the output he delivers in the job he/she is assigned. This affects his/her production which ultimately determines the organization s success (Brooke, Russell, Price, 1988). According to the success of an individual, attitude is directly proportional to his/her effectiveness. The attitude and perception employees approach their work with is the same determinant of their maximum output. Attitude can also be manipulated by the belief, self-values, and attachment towards the specified task assigned (Brooke, Russell Price, 1988). As the consultant of Walden Sport, the job attitude that needs to be changed is less productivity, turnover, and absenteeism,†¦show more content†¦It usually uses the questionnaire to evaluate nine dimensions: salary benefits, colleague’s interaction, career growth and development, workloads, the mode of communication, the working schedules and procedures which represents genera l view of satisfaction (Kirby Richard, 2000). For each segment or item there are two option choices which are â€Å"strongly agree† and† strongly disagree† or four by additional â€Å"Agree,† or â€Å"somewhat agree† by which the respondent is required to the answer. This data is recorded in the research process to ensure future reference. It is used as a tool to determine the burning issue among the employee that could be a hindrance to their performance (Knopp, 1995). It scores as one of the best job satisfaction evaluation too. For instance, a sample of Job satisfaction survey (JSS) is shown below. 1) Strongly Agree 2) Disagree 3) Vaguely Disagree 4) Agree Strongly, 5) Agree, 6) Vaguely Agree Sample questions: a) My supervisor is harsh (1,2,3,4,5,6) b) We always get promotions (1,2,3,4,5,6) c) I’m happy and contented with my pay (1,2,3,4,5,6) d) I feel I matter in this organization (Walden sports) (1,2,3,4,5,6) Job involvement scale (JIS)-this instrument is known for measuring the employee’s involvement in their specified duties. It is also referred to as Lodahl, and Kejner’s, job involvement scale (Lodahl, Kejner, 1965). It mainly has five methodologies in the scaling level. TheyShow MoreRelatedWalden Sports Case Study1126 Words   |  5 Pagesemployees’ job altitude in Walden Sports, this company wants to make changes to benefit the employees. The main area of concern in this study is performance management and appraisal, work engagement and method of recruitment. 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The most active chamber members in her group are described below: Walden s Leather is part of a regional chain of stores that sells leather goods - mostly men s and women s clothing - with the upscale Walden s brand name. Walden s primarily relies on its own stores where knowledgeable salespeople offer great service. Walden products are also sold, on a limited basis, in some fine department stores. Publisher s Helper is a small businessRead MoreTraining and Job Performance8934 Words   |  36 Pagesimprove the person’s knowledge, ability and skills. According to Raymond (2010) â€Å"Planned effort by a company to facilitate to employees’ learning of job competencies. These competencies include knowledge, skills or behaviors that are critical for successful job performance†. This means that any organizations or institutions which want to improve job performance must provide trainings to their employees. 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This advantage (or inducement) may be in the form of dividends to shareholders, wages to employees, continued business to suppliers of goods and services, satisfaction on the part of consumers, legal compliance from the viewpoint of government, responsible behaviour towards society and the environment from the perspective of pressure groups, and so on. Figure 1.6 illustrates the way in which a range of interest

Job Satisfaction At Walden Sport - 1406 Words

Job Attitude Is defined as the way an individual behaves and perceives things and the output he delivers in the job he/she is assigned. This affects his/her production which ultimately determines the organization s success (Brooke, Russell, Price, 1988). According to the success of an individual, attitude is directly proportional to his/her effectiveness. The attitude and perception employees approach their work with is the same determinant of their maximum output. Attitude can also be manipulated by the belief, self-values, and attachment towards the specified task assigned (Brooke, Russell Price, 1988). As the consultant of Walden Sport, the job attitude that needs to be changed is less productivity, turnover, and absenteeism,†¦show more content†¦It usually uses the questionnaire to evaluate nine dimensions: salary benefits, colleague’s interaction, career growth and development, workloads, the mode of communication, the working schedules and procedures which represents genera l view of satisfaction (Kirby Richard, 2000). For each segment or item there are two option choices which are â€Å"strongly agree† and† strongly disagree† or four by additional â€Å"Agree,† or â€Å"somewhat agree† by which the respondent is required to the answer. This data is recorded in the research process to ensure future reference. It is used as a tool to determine the burning issue among the employee that could be a hindrance to their performance (Knopp, 1995). It scores as one of the best job satisfaction evaluation too. For instance, a sample of Job satisfaction survey (JSS) is shown below. 1) Strongly Agree 2) Disagree 3) Vaguely Disagree 4) Agree Strongly, 5) Agree, 6) Vaguely Agree Sample questions: a) My supervisor is harsh (1,2,3,4,5,6) b) We always get promotions (1,2,3,4,5,6) c) I’m happy and contented with my pay (1,2,3,4,5,6) d) I feel I matter in this organization (Walden sports) (1,2,3,4,5,6) Job involvement scale (JIS)-this instrument is known for measuring the employee’s involvement in their specified duties. It is also referred to as Lodahl, and Kejner’s, job involvement scale (Lodahl, Kejner, 1965). It mainly has five methodologies in the scaling level. TheyShow MoreRelatedWalden Sports Case Study1126 Words   |  5 Pagesemployees’ job altitude in Walden Sports, this company wants to make changes to benefit the employees. The main area of concern in this study is performance management and appraisal, work engagement and method of recruitment. Performance management entails identification, measurement, oversight, and development of employee performance, which is necessary to evaluate the employee’s performance in this company. Job satisfaction is a representation of an individual’s attitude towards the job. The overallRead MoreJob Satisfaction, Organizational Commitment, And Job Involvement1017 Words   |  5 Pagesbest predict jo b attitudes at Walden Sports are job satisfaction, organizational commitment, and job involvement. Reasons for selecting the variables and relationship between the variables and job attitude These variables were selected because they have a direct impact on job attitude. Job satisfaction, organizational commitment, and job involvement are the determinants of how an individual perceives, feels and believes about a certain job; however, there is a relationship between job attitude andRead MoreThe Problem Associated With The Walden Sports Inc.942 Words   |  4 Pages The participants in this study are the employees affiliated with the Walden Sports Inc. The participants will be randomly selected to prevent any biases regardless of sex or gender; for example, the organization having a gender balance of at least 30% will be considered a representative sample of the female population. The participants will also be chosen with no specificity placed on ethnicity, social groups in the company and the socioeconomic status of the individuals to prevent any biases. Read MoreVariable Cost and Correct Answer23992 Words   |  96 PagesWholesaler Group of the Centerville Chamber of Commerce. The most active chamber members in her group are described below: Walden s Leather is part of a regional chain of stores that sells leather goods - mostly men s and women s clothing - with the upscale Walden s brand name. Walden s primarily relies on its own stores where knowledgeable salespeople offer great service. Walden products are also sold, on a limited basis, in some fine department stores. Publisher s Helper is a small businessRead MoreTraining and Job Performance8934 Words   |  36 Pagesimprove the person’s knowledge, ability and skills. According to Raymond (2010) â€Å"Planned effort by a company to facilitate to employees’ learning of job competencies. These competencies include knowledge, skills or behaviors that are critical for successful job performance†. This means that any organizations or institutions which want to improve job performance must provide trainings to their employees. Globalizations have forced organizations to own competitive advantages which will enhance theirRead MoreA Study on Customer Preference in Retail Store- Adani Store28361 Words   |  114 Pagesthe fact that most of the world’s successful retail stories in the developed as well as developing countries have shaped up in small towns and villages. Retailing is a green pasture not just for individuals or companies but also comes with job opportunities in all aspects of the operations. Professionalisms in retail while still in its infancy does show some promising future for those keen to make a career in this fascinating world. Talking about our project, the title of the projectRead MoreStrategic Marketing Management337596 Words   |  1351 Pagesinterest groups, each of which participates in the coalition in order to secure some advantage. This advantage (or inducement) may be in the form of dividends to shareholders, wages to employees, continued business to suppliers of goods and services, satisfaction on the part of consumers, legal compliance from the viewpoint of government, responsible behaviour towards society and the environment from the perspective of pressure groups, and so on. Figure 1.6 illustrates the way in which a range of interest

Job Satisfaction At Walden Sport - 1406 Words

Job Attitude Is defined as the way an individual behaves and perceives things and the output he delivers in the job he/she is assigned. This affects his/her production which ultimately determines the organization s success (Brooke, Russell, Price, 1988). According to the success of an individual, attitude is directly proportional to his/her effectiveness. The attitude and perception employees approach their work with is the same determinant of their maximum output. Attitude can also be manipulated by the belief, self-values, and attachment towards the specified task assigned (Brooke, Russell Price, 1988). As the consultant of Walden Sport, the job attitude that needs to be changed is less productivity, turnover, and absenteeism,†¦show more content†¦It usually uses the questionnaire to evaluate nine dimensions: salary benefits, colleague’s interaction, career growth and development, workloads, the mode of communication, the working schedules and procedures which represents genera l view of satisfaction (Kirby Richard, 2000). For each segment or item there are two option choices which are â€Å"strongly agree† and† strongly disagree† or four by additional â€Å"Agree,† or â€Å"somewhat agree† by which the respondent is required to the answer. This data is recorded in the research process to ensure future reference. It is used as a tool to determine the burning issue among the employee that could be a hindrance to their performance (Knopp, 1995). It scores as one of the best job satisfaction evaluation too. For instance, a sample of Job satisfaction survey (JSS) is shown below. 1) Strongly Agree 2) Disagree 3) Vaguely Disagree 4) Agree Strongly, 5) Agree, 6) Vaguely Agree Sample questions: a) My supervisor is harsh (1,2,3,4,5,6) b) We always get promotions (1,2,3,4,5,6) c) I’m happy and contented with my pay (1,2,3,4,5,6) d) I feel I matter in this organization (Walden sports) (1,2,3,4,5,6) Job involvement scale (JIS)-this instrument is known for measuring the employee’s involvement in their specified duties. It is also referred to as Lodahl, and Kejner’s, job involvement scale (Lodahl, Kejner, 1965). It mainly has five methodologies in the scaling level. TheyShow MoreRelatedWalden Sports Case Study1126 Words   |  5 Pagesemployees’ job altitude in Walden Sports, this company wants to make changes to benefit the employees. The main area of concern in this study is performance management and appraisal, work engagement and method of recruitment. Performance management entails identification, measurement, oversight, and development of employee performance, which is necessary to evaluate the employee’s performance in this company. Job satisfaction is a representation of an individual’s attitude towards the job. The overallRead MoreJob Satisfaction, Organizational Commitment, And Job Involvement1017 Words   |  5 Pagesbest predict jo b attitudes at Walden Sports are job satisfaction, organizational commitment, and job involvement. Reasons for selecting the variables and relationship between the variables and job attitude These variables were selected because they have a direct impact on job attitude. Job satisfaction, organizational commitment, and job involvement are the determinants of how an individual perceives, feels and believes about a certain job; however, there is a relationship between job attitude andRead MoreThe Problem Associated With The Walden Sports Inc.942 Words   |  4 Pages The participants in this study are the employees affiliated with the Walden Sports Inc. The participants will be randomly selected to prevent any biases regardless of sex or gender; for example, the organization having a gender balance of at least 30% will be considered a representative sample of the female population. The participants will also be chosen with no specificity placed on ethnicity, social groups in the company and the socioeconomic status of the individuals to prevent any biases. Read MoreVariable Cost and Correct Answer23992 Words   |  96 PagesWholesaler Group of the Centerville Chamber of Commerce. The most active chamber members in her group are described below: Walden s Leather is part of a regional chain of stores that sells leather goods - mostly men s and women s clothing - with the upscale Walden s brand name. Walden s primarily relies on its own stores where knowledgeable salespeople offer great service. Walden products are also sold, on a limited basis, in some fine department stores. Publisher s Helper is a small businessRead MoreTraining and Job Performance8934 Words   |  36 Pagesimprove the person’s knowledge, ability and skills. According to Raymond (2010) â€Å"Planned effort by a company to facilitate to employees’ learning of job competencies. These competencies include knowledge, skills or behaviors that are critical for successful job performance†. This means that any organizations or institutions which want to improve job performance must provide trainings to their employees. Globalizations have forced organizations to own competitive advantages which will enhance theirRead MoreA Study on Customer Preference in Retail Store- Adani Store28361 Words   |  114 Pagesthe fact that most of the world’s successful retail stories in the developed as well as developing countries have shaped up in small towns and villages. Retailing is a green pasture not just for individuals or companies but also comes with job opportunities in all aspects of the operations. Professionalisms in retail while still in its infancy does show some promising future for those keen to make a career in this fascinating world. Talking about our project, the title of the projectRead MoreStrategic Marketing Management337596 Words   |  1351 Pagesinterest groups, each of which participates in the coalition in order to secure some advantage. This advantage (or inducement) may be in the form of dividends to shareholders, wages to employees, continued business to suppliers of goods and services, satisfaction on the part of consumers, legal compliance from the viewpoint of government, responsible behaviour towards society and the environment from the perspective of pressure groups, and so on. Figure 1.6 illustrates the way in which a range of interest

It/205 Week 8 Checkpoint Free Essays

The U. S. Census Bureau attempted to employ a Field Data Collection Automation (FDCA) program to expedite the collection of information. We will write a custom essay sample on It/205 Week 8 Checkpoint or any similar topic only for you Order Now The FDCA project is important to the Census Bureau for many reasons. The first reason is the reduction of costs associated with the collection of information. Going door to door with paper forms is costly. The actual forms that are used cost the government mass amounts of money to produce. These forms are then peddled door to door by people who are paid wages and completed in ink by residents. The forms then need to be submitted to a local office where another worker who also needs to be paid for their time then keys the information in manually. These numbers and data are influential in allocating federal monies to certain areas of each state and county. Additionally, senate district lines are drawn based on population. If these figures are inaccurate, due to human error, funds that are generally allotted for a certain area could be reduced. This reduction could affect many programs in the area. Road upkeep, social services and emergency response are just a few of the areas that could be impacted. Simply put, accurate data collection is needed to ensure that everyone in all parts of the country get their fair share. The failed implementation of the wireless handheld devices was plagued with issues from every level and department. On the federal level, lack of oversight posed the largest issue. The federal sector suffers from lack of oversight because in the private sector incentives are offered for the successful, timely and cost effective rollout of similar programs. Because no one was to receive bonuses or other incentives on the federal level a lack of oversight was easily achieved. The Harris Corporation was contracted to build and test the handheld devices including the software. The federal government did not effectively convey information about the census program to Harris. This poor communication made the development of the handheld devices extremely difficult. Harris was also at fault for not providing updates on progress. The program was also plagued with technology issues caused by miscommunication. Risk management was not adequately studied to show potential issues with the handheld devices. The devices were plagued with slow speeds while transmitting information to a central office. Once the information was received other bugs and flaws within the system made the information inaccurate. The government and Harris both share the blame for the conundrum that ended up costing taxpayers billions of dollars. The risks involved with this project were easily visible from the beginning. With so much federal money on the line simple steps could have been taken to ensure that taxpayer burden would be minimized. The first step that should have been taken was to set up a committee or group of people that including congressmen, technology consultants and financial advisors. When undertaking such a large and costly undertaking with taxpayer money at stake it is necessary to be accountable. Members of the staff on the federal and private end should have been in constant contact with each other to ensure that problems and issues were resolved. I would have set up a liaison at each end so they could effectively relay the needs of the government to Harris and Harris could relay known issues with the government. Testing and risk assessment should have been a priority and as such should have properly researched and monitored throughout the entire process. All technical specifications should have been clearly communicated between both entities and having a liaison on both ends would have facilitated proper development. I would have ensured that wireless networks were available at certain areas and that proper software was written that was bug free long before actual rollout. How to cite It/205 Week 8 Checkpoint, Essay examples It/205 Week 8 Checkpoint Free Essays The U. S. Census Bureau attempted to employ a Field Data Collection Automation (FDCA) program to expedite the collection of information. We will write a custom essay sample on It/205 Week 8 Checkpoint or any similar topic only for you Order Now The FDCA project is important to the Census Bureau for many reasons. The first reason is the reduction of costs associated with the collection of information. Going door to door with paper forms is costly. The actual forms that are used cost the government mass amounts of money to produce. These forms are then peddled door to door by people who are paid wages and completed in ink by residents. The forms then need to be submitted to a local office where another worker who also needs to be paid for their time then keys the information in manually. These numbers and data are influential in allocating federal monies to certain areas of each state and county. Additionally, senate district lines are drawn based on population. If these figures are inaccurate, due to human error, funds that are generally allotted for a certain area could be reduced. This reduction could affect many programs in the area. Road upkeep, social services and emergency response are just a few of the areas that could be impacted. Simply put, accurate data collection is needed to ensure that everyone in all parts of the country get their fair share. The failed implementation of the wireless handheld devices was plagued with issues from every level and department. On the federal level, lack of oversight posed the largest issue. The federal sector suffers from lack of oversight because in the private sector incentives are offered for the successful, timely and cost effective rollout of similar programs. Because no one was to receive bonuses or other incentives on the federal level a lack of oversight was easily achieved. The Harris Corporation was contracted to build and test the handheld devices including the software. The federal government did not effectively convey information about the census program to Harris. This poor communication made the development of the handheld devices extremely difficult. Harris was also at fault for not providing updates on progress. The program was also plagued with technology issues caused by miscommunication. Risk management was not adequately studied to show potential issues with the handheld devices. The devices were plagued with slow speeds while transmitting information to a central office. Once the information was received other bugs and flaws within the system made the information inaccurate. The government and Harris both share the blame for the conundrum that ended up costing taxpayers billions of dollars. The risks involved with this project were easily visible from the beginning. With so much federal money on the line simple steps could have been taken to ensure that taxpayer burden would be minimized. The first step that should have been taken was to set up a committee or group of people that including congressmen, technology consultants and financial advisors. When undertaking such a large and costly undertaking with taxpayer money at stake it is necessary to be accountable. Members of the staff on the federal and private end should have been in constant contact with each other to ensure that problems and issues were resolved. I would have set up a liaison at each end so they could effectively relay the needs of the government to Harris and Harris could relay known issues with the government. Testing and risk assessment should have been a priority and as such should have properly researched and monitored throughout the entire process. All technical specifications should have been clearly communicated between both entities and having a liaison on both ends would have facilitated proper development. I would have ensured that wireless networks were available at certain areas and that proper software was written that was bug free long before actual rollout. How to cite It/205 Week 8 Checkpoint, Papers

Organizational Psychology Productive and Counterproductive Behaviors

Organizational Psychology Organizational psychology is vital in understanding psychological principles which form the links between research methods and human behavior in an organization. Basically, organizational psychology focuses on how individuals think about themselves and activities that affect these thoughts and feelings in an organizational environment especially during selection, perfection, and persuasion procedures.Advertising We will write a custom report sample on Organizational Psychology: Productive and Counterproductive Behaviors specifically for you for only $16.05 $11/page Learn More Application of organizational psychology in members of an organization facilitates advanced stages of maladaptive behaviors studies (Bass, 1990). To be able to carry out organizational psychology assessment, research and statistics are needed to understand the various behavioral patterns that exist within the scope of an organization. Consequently, organiza tional psychology theorists overtly argue that cognition alters behavior. Moreover, it is important to note that the outcomes of organizational psychology vary hugely from one organization to the other. Therefore, research and statistics will facilitate understanding of group thoughts since according to this perspective; emotional distress is assumed to result from maladaptive thoughts expressed in specific behavior patterns. Through research, it is possible to stipulate the different behaviors often associated with different thoughts patterns. Therefore, comprehensive statistics will establish the sources of such thoughts and help the assessor to understand how to tackle them through a guided self approach. The aim of statistics will be to replace the presumed distorted thoughts of life events with more adaptive and realistic appraisals in an organization (Prosci, 2007). This self guided approach is based on collaborative procedures that involve designing specific learning experien ces to teach organization on how to monitor automatic behavior; recognize the relationship between these behaviors and cognition, ways to test the validity of the relationships, and measures to apply to substitute the distorted thoughts with more realistic cognitions (Weick Quinn, 1999). Since research methods focus on the development of a range of skills that is designed to help the organization cope with a variety of life situations, it remains indispensable to the learning process of the organization in order to develop a proactive balance and to make certain that newly acquired behaviors are available when needed.Advertising Looking for report on psychology? Let's see if we can help you! Get your first paper with 15% OFF Learn More Organizational psychology studies group behavior within an organization. Therefore, it will emphasize behavioral rehearsal by use of wide-ranging, practical case examples to improve generalization to real life settings. In practice, esp ecially during the assessment periods, organizational psychology will identify signs that might indicate high-risk situations, and seek to employ its newly learned coping skills to address the situation at hand (Britt Jex, 2008). The same outlined procedures will be applied to both the contemplators and group membership from the indicated signs of maladaptive behavior in the organization. For individuals in the advanced stages, the procedures might also include measures to prevent relapse to the same state after assessing the psychology of the organization. These may include skills training and replace prevention approaches. Furthermore, organizational psychology employs the problem-solving therapies in practice on the groups appropriately. The approach is necessary in situations where the organization has been unable to cope with the problematic situations facing them. Considering the social and personal consequences associated with the inability to cope with the challenges, organ izational psychology carry out an assessment that can offer the most effective response if not a permanent solution. This approach may be described as a combination of both coping skills, training procedures and cognitive restructuring techniques (Britt Jex, 2008). In using the problem-solving therapy, the emphasis of organizational psychology develops broad approaches for dealing with a wide range of organizational behavior patterns. Thus, organizational psychology is the most practical tool for profiling role success and evaluation of employees through combination of personality, cognitive, and fitness skills. In addition, it endeavors to perfect the organization through leadership, coaching, and training of the talent studded pool of employees. Therefore, organizational psychology is important in persuasion in an organization. From this perspective, it is important to note that change does not just occur because it seems to be a good idea, but it occurs the moment responsible pe ople are satisfied to justify the difficulties of incorporating change. As a result, professionals are obligated to ensure change in an organization should be able to come up with strategies that will ensure that there in a need for such a change to take place instead of simplifying on the benefits expected from such changes.Advertising We will write a custom report sample on Organizational Psychology: Productive and Counterproductive Behaviors specifically for you for only $16.05 $11/page Learn More Productive and Counterproductive Behaviors Irrespective of the size of an organization, productive and counterproductive behaviors influence productivity of that organization. Besides, they form the basic building units of organizational psychology. Thus, comprehensive understanding of these opposite behavior orientation is vital towards maximizing productive behavior while minimizing counterproductive one. Productive behavior is â€Å"defined as employee behavior that contributes positively to the goals and objectives of the organization† (Britt Jex, 2008, Ch. 4). Therefore, it is factual that productive behavior is directly and positively proportional to productivity level exhibited in an organization. Generally, it promotes and encourages goal achievement within an organization. On the other hand, counterproductive behavior is â€Å"a behavior that explicitly runs counter to the goals of an organization† (Britt Jex, 2008, Ch. 6). Thus, this type of behavior limits productivity within an organization. In most cases, this unwanted behavior adopts the form of drug abuse, sexual harassment, alcoholism, employee absenteeism among other vices that are oppositely skewed towards company goals. Generally, this unwelcomed behavior is often associated with ineffective performance. In order to understand the impacts of productive and counterproductive behaviors on performance and productivity, it is necessary to establish the s cope and characteristic of each behavior module. As indicated in the above definition, productive behavior is desired in an organization since it promotes optimal productivity and is in line with the goals and set targets of the organization. It takes the form of professionalism, organization, respect, optimal performance, and discipline. Therefore, productive behavior stresses to the employee the need for an active cooperation between them and the roles assigned in the planning and execution of the set targets for the assigned roles. Specifically, productive behavior identifies a range of problem situations facing the organization in their social environment, and generates multiple alternative solutions to those problems and lays a series of procedures that are necessary to achieve desired results (Britt Jex, 2008).Advertising Looking for report on psychology? Let's see if we can help you! Get your first paper with 15% OFF Learn More This will be achieved through discussions and structured activities that involve hypothetical and real interpersonal problem situations designed to help teach the employees problem solving skills. In this scenario, the junior employees and those in advanced stages will require the same set of procedures to help them solve the problems. Besides, productive behavior puts emphasis on advanced maladaptive behaviors because they provide perfect scenario for understanding the situation and offer comprehensive solutions. In an organization environment, productive behavior will give the employees an opportunity to benefit from the feedback and experiences from their peers and learn anticipated obstacles in implementing the acquired skills that promote productivity (Oliver, 1980). On the other hand, counterproductive behaviors such as alcoholism, sexual harassment, absenteeism hinder productivity in an organization. When these vices are internalized within the employees, conflicts with role allocation and performance will overshadow the organization’s goals. Unlike counterproductive behavior, productive behavior examines the challenges that are posed to individuals by maladaptive thought patterns and where possible, help the individuals establish more realistic and adaptive thought patterns that positively influence productivity (Spector, 2008). To increases productive behavior, it is vital to create healthy work environment and personal growth perspectives that apply to all situations since problems that each individual faces at an interpersonal level ultimately affect the group. In carrying out an in-depth enquiry to each employee’s personal life, organizational psychologists should endeavor to determine which behavioral therapy best suits the individual. Thus, through properly designed training procedures, talent promotion, and motivation, productive behavior internalization will present that individual with the best alternative ways of solving problem s he or she faces in role execution (Feist Feist, 2006). For an organization to succeed in calculating relevant organs, departments, and channels for addressing and promoting productive behavior, there must be an all round objective working relationship with the employees. Since all the working class adults in most organizations use up half and plus of their waking hours in work place, employers are given a very unique opportunity to establish and monitor a desirable culture to improve and maintain a healthy workforce. These may be in the form of psychological, experience, value and beliefs, attitudes, and group common interests (Sinclair, 2010). Unless they take a positive attitude to embrace change and create an environment that motivated change, quantifiable change may just be a dream. Improving Organizational Performance Simulation Improving Organizational Performance Simulation Summary I was taken aback on how research, reflection, and data influence the choice of modification , adoption, and even augmentation in organizational policies on organizational psychology. In my first attempt to review the simulation procedure for identifying relevant solutions, the results were not very convincing. I believed that the problem was originating from remuneration packages offered by the firm, but this turned out not to be the case. As a matter of fact, Tesco Company has remained very successful over the years but is currently facing series of problems that are associated with management models it uses. Among these issues include redundancy, poor intra and inter personal communication, and monotony. Stated way back in the late 1890s, the company has presented itself as an equal employer with more than 20, 000 employees. However, in the recent past, a good number of disgruntled customers have registered complaint on the quality of services against their money. Besides, some employees complain of monotony and communication breakdown in service delivery. In response, t he CEO has outsourced Quality Insurers Company that specializes in organizational psychology to reverse this worrying trend. In the initial stage of arresting the situation, Quality Insurers hypothesis is that monotony and communication breakdown are the causes of dissatisfaction. As a result, they have settled on support crew, motivation, and training as intervention route. Simulation and Solutions Problem identification Reflectively, â€Å"the simulation process encompasses problem identification, data collection, and solution design† (Feist Feist, 2006, p.46). The initial step aims at quantifying the causal factors for dissatisfaction of employees. In their interactive blog, it is apparent that management is ignoring concerns raised by employees. Reflecting on Lewin’s ‘three step theory’, the unfreezing, transformation, and refreezing determine the level of performance in an organization. According to this theory, the first step involves realization th at a challenge exists in the organization. The second step involves transformation of this challenge into a development goal after which implementation step concludes by developing a solution for the challenge (Feist Feist, 2006). However, the management seems less concerned about the concerns raised by their employees. Intervention for Stunt Performers After establishing the reasons for job dissatisfaction, it is vital to conceptualize intervention modules that are intrinsic of observations and data. The company has a budget of $ 250,000 for designing intervention modules. From the many intervention mechanisms proposed by Quality Insurers, I opted for motivation, training, and self evaluation since they are positively skewed towards the outcome. The cost of these intervention modules were at $230,000 and the rating was above 70% on effectiveness scale. Stunt Consultations From the above results, the CEO has noticed the immediate need for stunt consultation. Quality Insurers have o pted for four stunt performers to pilot this project for its applicability. From the views expressed by colleagues and observation of emotional and skills levels, I opted for Warren, Michael, Nicholas, and James. The four seem mature; they get along, and are skilful. In addition, they exhibit good interpersonal communication. Reflectively, unless there is need for change from the management, such a change cannot take place in any organization. This is because individuals and organizations tend to develop resistance to any possible change. Support Crewmembers This group consists of 30% of the whole Tesco Company workforce. Their morale seems to be very low. From the Quality Insurer’s report, it is apparent that the group lack self esteem, are rigid, and have poor problem solving skills. My choice of intervention was informed by the need for improving skills through training, team work improvement, and establishing a friendly work ethics. These solutions are directly related to the aforementioned problems. Besides, I would have opined that high performers be confirmed as permanent employees as very few would benefit under this arrangement. Theory of Employee Motivation As opined by Maslow, in the hierarchy of needs theory, â€Å"primary needs are basic before tertiary needs and must be addressed in that order† (Spector, 2008, p. 36). Among the needs include safety, physical needs, love, self esteem, and room for actualization. As seen among the stunt performers, the need for actualization is the driving force for resignation. Therefore, the solution for this would be creation of a favorable room for personal development and self actualization in order to retain these talented employees at Tesco Company. Workplace Knowledge Job satisfaction is as a result of a systematic and continuous environmental and personality interaction that fosters the right attitude (Spector, 2008). Thus, allocating the right duty to the right person will help achieve this in short and long term. In Tesco Company, social and highly skilled employees should be allocated the right duties than keeping them in a secluded environment. When assigning duties, personality checks are necessary to promote self satisfaction while the same time, improve performance. In addition, periodic self evaluation and interdepartmental rotation would ensure change of environment. When properly organized, the results would present desirable performance levels. Conclusively, it is apparent that Tesco Company has been enjoying prosperous functionality, but is currently facing serious job dissatisfaction challenges. As matter of fact, the highly skilled stunt performers are performing below their optimal due to monotony and ignorance of their daily concerns. Several intervention modules have been suggested by Quality Insurers to improve on job satisfaction for the stunt performers and support crewmembers. Despite the fact that employees are meeting the first four needs as indic ated in the Maslow’s hierarchy of needs theory, the stringent need for self actualization remains underdeveloped. In order to resolve this stalemate, it is vital for the company to appreciate the need for periodic trainings, change in environment, and motivation. The intervention plan is often influenced by the nature and magnitude of the problem. Among the commonly adopted intervention plans include team building, training, structural, and individual actions assessment. After planning the intervention strategy, the plan is then implemented. The speed at which such changes can take place in an organization can also be described as either continuous or episodic. As the name suggests, continuous change in an organization is one that is ongoing and performed periodically such as offering training skills to employees. To improve on the organizational performance, the management of the organization should adopt strategies that ensure continuous acquisition of knowledge by employee s. Organizational Development The entire process of organizational development encompasses a comprehensive research action model that endeavors to identify the immediate and future requirements for change. Reflectively, â€Å"the process proceeds through assessment, planning of an intervention, implementing the intervention, gathering data to evaluate the intervention, and determining if satisfactory progress has been made or if there is need for further intervention† (Elearn, 2006, p. 89). The process commence with identification of the need to solve a particular problem after which the situation is assessed. After assessment, the problem is clearly defined and an intervention plan is hatched. The process of implementation involves collection of relevant data which is later used in authenticating intervention effectiveness (Sinclair, 2010). Several theories have been presented on organizational development. To begin with, the three step theory proposed by Lewin is vital by s uggesting â€Å"that organizational change has three steps known as unfreezing, transformation, and refreezing† (Britt Jex, 2008). According to this theory, the first step involves realization that a challenge exists in the organization. The second step involves transformation of this challenge into a development goal after which implementation step concludes by developing a solution for the challenge. Besides, the action research model theory also proposed by Lewin summarizes the process of development as involving â€Å"problem identification, hypothesis development, testing, and data analysis† (Britt Jex, 2008, p.69). Moreover, the general system theory opine that â€Å"an organization takes something from the environment and transforms it; it then is given back to the external environment altered† (Britt Jex, 2008, p. 74). In addition, organizational change theory suggested by Burke explains â€Å"how leadership, the external environment, mission and str ategy, organizational culture, and individual and organizational performance work together† (Fishbein, 1967, p.484). The conditions for success of organizational development plan include creation of a healthy working culture, structuring of communication channels, and existence of quantifiable monitoring procedures. As a result, the work environment becomes holistic, soft and socially friendly to the staff. In relation to above argument, organizations have strived to develop good culture by fostering a strong alignment on the monitored path of achieving its goals, missions and vision. References Bass, B. M. (1990). Bass Sogdill’s Handbook of Leadership: Theory, Research and Managerial Applications. New York: The Free Press. Britt, W., Jex, M. (2008). Organizational Psychology: A Scientist-Practitioner Approach (2nd ed.). New York, NY: Wiley. Elearn, K. (2006). Managing Health, Safety and Working Environment. Alabama: Elsevier. Feist, J., Feist, G. (2006). Theories of personality (6th ed.). Boston: McGraw Hill. Fishbein, M. (1967). Attitude and prediction of behavior. In Fishbein, M (Ed), Readings in Attitude Theory and Measurement (pp. 477-492). New York: John Wiley. Oliver, R. (1980). A Cognitive model for the antecedents and consequences of satisfaction. Journal of Marketing Research, 17(1), 460-469. Prosci, M. (2007). Change Management Best Practices Benchmarking Report. Web. Sinclair, M. (2010). Fear and Self-Loathing in the City: A Guide to Keeping Sane in the Square Mile. London: Karnac Books. Spector, P. (2008). Industrial and organizational psychology: Research and practice. New York, NY: John Wiley Sons, Inc. Weick, K., Quinn, R. (1999). Organizational Change and Development. Annual Review Psychology, 50(3), 361-386. This report on Organizational Psychology: Productive and Counterproductive Behaviors was written and submitted by user Mike U. to help you with your own studies. You are free to use it for research and reference purposes in order to write your own paper; however, you must cite it accordingly. You can donate your paper here.

Research Paper on Necrophilia Essay Example

Research Paper on Necrophilia Essay Example Research Paper on Necrophilia Paper Research Paper on Necrophilia Paper Humans are sexual beings. The procreation process is quite pleasurable and therefore the process is widespread and has many different variations tailored to people’s desires. Different people have different preferences. This paper focuses on a taboo that has been around for centuries and is still considered grotesque and detestable now as it was long ago. Necrophilia is a sexual attraction to corpses (Necrophilia). The prefix necro is Greek, meaning â€Å"death†, and philia is Greek for â€Å"love†. I choose this topic because of the interesting debate in class about Faulkers short story, â€Å" A Rose for Miss Emily†, that insinuated that she was a necrophilic. ?Necrophilia isn’t a new phenomenon. It has been going on since ancient times, with humans and even in the animal kingdom. Important Egyptian men kept their wives 7 days after death in attempt to prevent the embalmers from sexually defiling their corpses. Guards would guard tombs to protect corpses from grave robbers who would either rob the corpses or perform sexual acts with it. (Robinson 778). Legend has it that king Herod of Judea had sex with wife for 7 years after she died ( insert citiation). Many species of birds such as the mallard duck, jay bird and swallow who were observed engaging in necrophilia with the mallard duck having a homosexual necrophilic relations. ( insert citation) ? There are three different types of necrophilia. The pseudo, regular and homicidal necrophile, vary in degrees but all involve sexual arousal and gratification from a dead body. The pseudo-necrophile only fantasizes about corpses. They can role-play with a live woman who is told to be completely still and even powdered up. These lesser scale versions of necrophiles also get gratified by just viewing a dead body(insert cition). ?Another type of necrophilia is called regular necrophilia where the only way gratification is received is through actual intercourse with a dead body. Since the way to sexual pleasure is through dead bodies, these people find jobs or careers that place them around the dead. Necrophiles most common access to the dead is through their jobs. These occupations are ambulance driver, morticians, and cemetery employees. ( insert cite) ? The last type and more horrific type of necrophile are called a necro-sadistic offender which is a homicidal necrophile. These necrophiles are felons not because of their sexual acts, but because they obtain their corpses by actually killing people unlike the regular necrophiles who obtain them through their jobs. Some of these necrophiles engage in mutilation the body. The mutilation also stimulates and satisfies the offender sexually. Experts claim this type of necrophilic activity is the rarest. ( cite source) One would think that for someone to actually kill someone, just to carry out a sexual fantasy, would mean that they are mentally deranged. ?Some necrophiles have been diagnosed with personality disorder but surprisingly a high percentage of them have above average intelligence and normal personalities. According to ______ , â€Å"Necrophiles have been identified as insensitive to others, possessing a deep hatred for women, and experience an overwhelming fear of rejection. In the latter instance, the perpetrator compensates for feelings of inadequacy inasmuch as the actual sexual activity with a corpse provides the necrophile with sense of having the victim in complete submission to his authority and will. Rejection does not happen, failure does not occur, and humiliation is impossible.

The Facts About Dry Ice

The Facts About Dry Ice Dry ice is the solid form of solid carbon dioxide, CO2. Here are some facts about dry ice that can help keep you safe when working with it- and are just fun to know. Dry Ice Facts Dry ice is solid carbon dioxide. It is sometimes called cardice.Dry ice is extremely cold (-109.3 °F or -78.5 °C). At this temperature, it sublimates from the solid state into the gaseous state or undergoes deposition from gas to solid. In order for dry ice to form liquid carbon dioxide, it needs to be placed in a high-pressure environment.The first published observation of dry ice was in 1835 by French chemist Charles Thilorier. He noted the formation of dry ice when a container of liquid carbon dioxide was opened.Dry ice resembles snow or water ice.  Its usually sold as chunks or pellets, which appear white because water vapor from the air readily freezes onto the surface. While it looks somewhat like ordinary water ice, its called dry because theres no intermediate liquid phase.Dry ice density usually ranges between 1.2 and 1.6 kg/dm3.The molecular weight of dry ice is 44.01 g/mole.Dry ice is nonpolar, with a dipole moment of zero. It has low thermal and electrical conductiv ity. The specific gravity of dry ice is 1.56 (water 1). Dry ice sinks in water and to the bottom of drinks.The white vapor released when dry ice sublimates does contain carbon dioxide, but its mostly water fog produced when the cool gas condenses water from the air.When dry ice is added to food, as when making ice cream or freezing fruit, the carbon dioxide carbonates the liquid and can react with water to form dilute carbonic acid. This adds an acidic or sour flavor.When dry ice sublimates, some of the carbon dioxide gas immediately mixes with air, but some of the cold dense gas sinks. Carbon dioxide concentrations increase near the floor of a room where a lot of dry ice is being used. Dry Ice Safety Contact with dry ice can result in frostbite and cold burns. Avoid allowing contact between dry ice and the skin, eyes, or mouth.Use insulated gloves when handling dry ice.Although dry ice and carbon dioxide are not toxic, the use of dry ice may present a respiratory hazard because it can sink and displace air near the ground. Also, when it mixes with the air, there is more carbon dioxide (less oxygen) in each breath. Use dry ice in a well-ventilated area.Do not eat or swallow dry ice.Do not seal dry ice in glass or other closed containers, since the pressure buildup may result in breakage or bursting.

Industrial Music Essay Example | Topics and Well Written Essays - 500 words - 1

Industrial Music - Essay Example Otherwise, their target audience would not be reached and knowledge, as well as existence of new compositions, musical scores, and songs would not even be able to reach the intended listeners. The uses of various media (television, radio, online sites) are traditional media for promotion and commercialization of popular music. Thus, appropriate funds and resources are invested to do this with the objective of generating profits in the end. Yes, one believes that a group, artist, or singers could be too commercial; and at the same time, not commercial enough. There are contemporary singers who could be considered overexposed as listeners tend to hear their songs in all media at almost all possible times. When hearing a particular song is perceived as way too much that audience perceives that their ears are already aching from hearing the same sounds again and again, then, this could be considered an evident proof of being too commercial. On the other hand, there could be very good musical compositions that are not effectively managed and promoted due to factors such as lack of funds, lack of competencies of the managers or promoters, wrong use of media to promote, and reaching only a limited audience. As such, these are examples of a group or singers whose songs and musical compositions are not commercial enough. If the focus is no longer on the music itself (maybe creating promotional products that promote the singer more than the songs), then somehow, there are possibilities of audience losing their interests and appeal; especially if the songs do not reach the quality expected from the music. It could initially be productive for the promoters for having served their commercial interests; but eventually, not being able to sustain a good quality of music would be detrimental to the singer, manager and promoters in the long run. Rock fans may have rebelled against the popularity

The role of sexuality in Victorian society applied to A. S. Byatts Essay

The role of sexuality in Victorian society applied to A. S. Byatts Possession - Essay Example Byatt’s novel Possession. Although the novel tells a fictional tale of two literary scholars tracking down evidence of a love affair between two Victorian era poets, episodes dedicated to the poets themselves reveal a great deal of information regarding the way of life of women during this period in history. Unlike much of the non-fiction articles that have been written about life in Victorian England and elsewhere, Byatt’s novel provides a glimpse of several different women during this period that held quite opposing views regarding their individual sexualities. By tracing through the novel Possession and comparing it with non-fictional accounts of this period and critical evaluation, one can begin to gain a sense of how women had been severely restricted in their options in Victorian society as well as how they rebelled or worked within it to achieve their own sense of sexuality. There are three principle female characters involved in the Victorian portion of the novel, each with her own strengths and weaknesses demonstrating how she has both conformed to and resisted the definitions placed upon her by the strict nature of Victorian England. Christabel LaMotte is a scholar and minor poetess who is the object of Randolph Henry Ash’s fascinated attention. Blanche Glover is the companion of Christabel, sharing her home and dream of independence but not able to retrieve the same sense of fulfillment as she does not receive recognition for her actions. A fourth woman, Sabine Kercoz, Christabel’s younger cousin, adds her own perspective regarding female sexuality during the Victorian age from the unique oblique of the French countryside.

My Other Self :: essays research papers

In "My Other Self" the essayist takes the reader on a journey through a girl’s torturous emotional problems during a short period of time. The essayist believes that to each person, there is an "other self". This other self is a side of us that no else knows exists. I think it is created by the repression of our strongest emotions. The girl in the essay is at a skating rink with her friends when one of the boys expresses a personal interest in her. When he asks to walk her home, the girl’s "other self" begins to feel trapped and nervous. "...and making my other self very, very nervous. She can not bear to be held or confined." The above sentence from "My Other Self", shows how the character refers to her other self as a completely different person. She does not realize that the emotions building her other self are really just a part of her normal psyche that she has pushed aside. In the sentence, "my other self slips towards hysteria." The essayist also shows that the girls "other self" is far less composed than the self that she shows to acquaintances. Her other self is confused, and anxious to explode. In the events with the young boy eventually the girl feels overpowered by the feelings and thoughts that her "other self" is thrusting into her mind. She flees the scene - leaving the young man quite confused, as he does not know what is bothering her. When the girl flees home she is overcome with emotion, and this her parents do not understand, so she pretends that she is upset about her skates - once again not allowing the honest expression of her other self.

Preparing to Conduct Business Research Essay

The Fitbit Company is always in search of new ideas and products to develop to meet an ever evolving technology market. In order for the company to achieve success, there must be constant research, innovation, and market strategy. The Fitbit product is the flagship of the company and enjoys enormous popularity. However, in order to keep the product relevant, new ideas must be brought to the table. The designer Fitbit will be the newest product in a successful line of devices. In order for the product to be successful, a roadmap will need to be laid out showing how the company will prepare for the production and release of the product. Anytime a new product is planned to be marketed, business research is conducted to allow leadership the opportunity to make sound decisions about the device. The new designer Fitbit will reenergize the Fitbit line creating new buzz about the existing technology. It will also fill a space in the market for consumer who want the utility of the Fitbit with the style of a designer watch. Finally, it will help boost current sales by bringing in a new consumer base that was previously untapped. One of the most important ways by which the company can satisfy these objectives is through the use of strict and professional business research. Reference Cooper, D.R., & Schindler, P.S. (2014). Business Research Methods (12th ed.). New York, NY: McGraw-Hill/Irwin.

Make an Easy and Fun Glow in the Dark Lava Lamp

Use common household ingredients to make a safe lava lamp that glows in the dark. This is a variation on the popular oil and water lava lamp, except instead of coloring water with food coloring, you use a water-based liquid that glows. Glowing Lava Lamp Materials clear plastic bottle (a 20-ounce or 2-liter bottle works great)vegetable oilglowing water (or another glowing liquid)Alka-Seltzer tabletsblack light (may be optional, but even glowing liquids are brighter with one) Whether the lava glows on its own or glows under a black light depends on the materials you choose. If you use glowing paint, expose the lava lamp to bright light, turn out the lights,  and it will truly glow in the dark. However, the easiest and brightest liquid to use is glowing highlighter ink. If you arent sure how to get the ink out of the highlighter, I have instructions. This ink (and your lava lamp) will glow when exposed to black or ultraviolet light. What To Do Fill the bottle most of the way full with vegetable oil.Add a big spoonful of glowing water (or your glowing liquid of choice).Turn on the black light and dim the lights in the room.When you are ready for the lava to flow, break a seltzer tablet into pieces and  add the pieces to the bottle.Cap the bottle and enjoy the magic.You can recharge the lava lamp by adding more seltzer tablet chunks. The Science Behind How It Works The globules form because oil and water (or a water-based liquid) are immiscible. The oil has a nonpolar nature, while water is a polar molecule. No matter how much you shake the bottle, the two components will always separate. The movement of the lava is caused by the reaction between the seltzer tablets and water. Carbon dioxide gas forms bubbles, which rise to the top of the liquid and cause it to circulate. The glow of the lava comes from either phosphorescence or fluorescence, depending on the chemical you used. Fluorescence occurs when a material absorbs energy and almost immediately releases light. A black light is used to make fluorescent materials to keep glowing.  Phosphorescence is a slower process in which energy is absorbed and released as light, so once a phosphorescent material is charged with light, it may continue to glow for several seconds, minutes, or even hours, depending on the specific chemicals.