Business Ethics (grapes Essay Example For Students

Business Ethics (grapes Essay Business Ethics Essay Business morals are an ethical code that individuals leading any kind of business should feel respectably committed to follow. Individuals are certainly ethically mindful to follow a code of morals and ought to never swindle one another. Portions of this code of morals ought to be trustworthiness, respectability, devotion, good cause, duty, and self-restraint. Those morals ought to apply both to an individual purchasing something, and an individual selling something. I dont accept that an individual ought to be compelled to follow the admonition emptor strategy, on the premise that it is out of line and out of line both to the purchaser and dealer. In the event that you are a moral individual, you ought not need to caution individuals to be careful. An individual selling something is ethically committed to educate the buyer regarding a few things: the estimation of the vehicle at cost, dependability to the customer, and have the option to address any inquiries truly, with no hold-backs. In The Grapes of Wrath, clearly the vehicle vendor was not moral by any means. For instance, they used to pressure ladies into enjoying explicit vehicles, so the spouse would need to feel compelled to purchase the vehicle to dazzle their lady friends/wives. Another model is the way the vehicle seller used to place lousy parts into the vehicles and sell them, realizing that the vehicle would stall 5 miles not far off. He exploited the people groups need to escape Oklahoma for his very own benefit. Additionally, the purchaser has a specific duty as well. They have to make a point to not totally trust the dealer, in light of the fact that not every person is moral. They ought to analyze the products cautiously, pose instructed inquiries, and set out to find out about the point before feeling free to purchase something. For instance, in The Grapes of Wrath, the vehicle vendor had the option to exploit the individuals since he can see the crude need on their appearances, and how they didnt truly request that anything make him give them a superior arrangement. Subsequently, the individuals didnt do their piece of being moral purchasers to get the best and most genuine arrangement. The publicist additionally has a major obligation as well, to be straightforward in the advertisements. For instance, in The Grapes of Wrath, the vehicle sales center publicized a decent vehicle at an exceptionally modest cost, however they never sold that vehicle. They misled the individuals who needed to purchase that vehicle, saying that it had recently been sold. They exploited the people groups naivete, and that is exceptionally off-base. Those vehicle vendors were certainly exploitative, exploiting individuals in light of the fact that the interest was more prominent than the flexibly, they took advantage of the chance to remove individuals from their well deserved cash. .

Health Education and Promotion Models Assignment

Wellbeing Education and Promotion Models - Assignment Example In actuality, the participatory plan is planned for making effective network wellbeing advancement intercessions. Likewise, the Precede wellbeing advancement program arranging model has eight stages as talked about. The main stage includes characterizing a definitive result. It centers around what the network needs and needs. It might appear to be random to the issues of stage one. Stage two is for recognizing the issue. In this stage, one searches for the issues and factors that may cause or impact the result recognized in stage one. Stage three includes looking at the variables that influence conduct, way of life and reactions to nature. In this period, factors that will make the conduct and ecological changes in stage two are. Stage four recognizes best practices and different wellsprings of direction for mediation configuration, just as managerial, guideline and arrangement gives that impact the usage of the program or intercession. Stage five is about implantation. This progress ion includes doing only that setting up and actualizing the intercessions that have been gotten ready for. Stage six is for process assessment. This stage is about the method however not results. Effect Evaluation is for stage 7. One starts by assessing the underlying accomplishment of the endeavors. Stage 8 is for Outcome Evaluation. The mediations must be attempting to realize the results the network recognized in sync 1.Proceed wellbeing advancement arranging model has four presumptions. In this model, it’s accepted that wellbeing and different issues are basically personal satisfaction issues. It that wellbeing and different issues must be taken a gander at with regards to the network. Wellbeing is likewise a heavenly body of variables that signify a sound life for people and networks. It that conduct change is all things considered willful, wellbeing advancement, is bound to be powerful if it’s participatory (Green and Kreuter2005). Wellbeing conviction model is likewise a

What Is Self-Concept and How Does It Form

What Is Self-Concept and How Does It Form History and Biographies Print What Is Self-Concept? The Psychological Exploration of Who Am I? By Kendra Cherry facebook twitter Kendra Cherry, MS, is an author, educational consultant, and speaker focused on helping students learn about psychology. Learn about our editorial policy Kendra Cherry Medically reviewed by Medically reviewed by Steven Gans, MD on May 22, 2017 Steven Gans, MD is board-certified in psychiatry and is an active supervisor, teacher, and mentor at Massachusetts General Hospital. Learn about our Medical Review Board Steven Gans, MD Updated on January 08, 2020 Verywell / Cindy Chung More in Psychology History and Biographies Psychotherapy Basics Student Resources Theories Phobias Emotions Sleep and Dreaming Self-concept is the image that we have of ourselves. How exactly does this self-image form and change over time? This image develops in a number of ways but is particularly influenced by our interactions with important people in our lives. Defining Self-Concept Self-concept is generally thought of as our individual perceptions of our behavior, abilities, and unique characteristicsâ€"a mental picture of who you are as a person.?? For example, beliefs such as I am a good friend or I am a kind person are part of an overall self-concept. Self-concept tends to be more malleable when people are younger and still going through the process of self-discovery and identity formation. As people age, self-perceptions become much more detailed and organized as people form a better idea of who they are and what is important to them. According to the book Essential Social Psychology by Richard Crisp and Rhiannon Turner: The individual self consists of attributes and personality traits that differentiate us from other individuals. Examples include introversion or extroversion.The relational self is defined by our relationships with significant others. Examples include siblings, friends, and spouses.The collective self reflects our membership in social groups. Examples include British, Republican, African-American, or gay.?? At its most basic, self-concept is a collection of beliefs one holds about oneself and the responses of others. It embodies the answer to the question Who am I? Theories of Self-Concept Like many topics within psychology, a number of theorists have proposed different ways of thinking about self-concept. According to a theory known as social identity theory, self-concept is composed of two key parts: personal identity and social identity. Personal identity includes the traits and other characteristics that make each person unique. Social identity refers to how we identify with a collective, such as a community, religion, or political movement. Psychologist Dr. Bruce A. Bracken suggested in 1992 that there are six specific domains related to self-concept: Social: the ability to interact with othersCompetence: the ability to meet basic needsAffect: the awareness of emotional statesPhysical: feelings about looks, health, physical condition, and overall appearanceAcademic: success or failure in schoolFamily: how well one functions within the family unit?? Humanist psychologist,  Carl Rogers believed that there were three different parts of self-concept: Self-image, or how you see yourself. Each individuals self-image is a mixture of different attributes including our physical characteristics, personality traits, and social roles. Self-image doesnt necessarily coincide with reality. Some people might have an inflated self-image of themselves, while others may perceive or exaggerate the flaws and weaknesses that others dont see.Self-esteem, or how much you value yourself. A number of factors can impact self-esteem, including how we compare ourselves to others and how others respond to us. When people respond positively to our behavior, we are more likely to develop positive self-esteem. When we compare ourselves to others and find ourselves lacking, it can have a negative impact on our self-esteem.Ideal self, or how you wish you could be. In many cases, the way we see ourselves and how we would like to see ourselves do not quite match up.?? Congruence and Incongruence As mentioned earlier, our self-concepts are not always perfectly aligned with reality. Some students might believe that they are great at academics, but their school transcripts might tell a different story. According to Carl Rogers, the degree to which a persons self-concept matches up to reality is known as congruence and incongruence.?? While we all tend to distort reality to a certain degree, congruence occurs when self-concept is fairly well aligned with reality. Incongruence happens when reality does not match up to our self-concept. Rogers believed that incongruence has its earliest roots in childhood. When parents place conditions on their affection for their children (only expressing love if children earn it through certain behaviors and living up to the parents expectations), children begin to distort the memories of experiences that leave them feeling unworthy of their parents love.?? Unconditional love, on the other hand, helps to foster congruence. Children who experience such love feel no need to continually distort their memories in order to believe that other people will love and accept them as they are. Defining Personality in Psychology

My Experience At Temple Tots Preschool - 975 Words

I was lucky enough to get to observe two of my children through this observation assignment. My three year old daughter who attends preschool at Temple Tots, here in Portsmouth. Also my youngest son, who is in second grade at Portsmouth West Elementary School. I really enjoyed the observations, and not just because my children were there. Reading and trying to imagine what a classroom is really like is more difficult than it would seem. Actually getting to be present during school and feeling the atmosphere created is a completely different experience. For my first observation I was at Temple Tots Preschool. I was supposed to observe my daughters teacher, but she was absent due to illness. They combined two classes for the day and allowed me to observe the other teacher. This teacher has been a teacher for over twenty years. She easily made accommodations for the extra students. She had a total for the day of fourteen students. During the students morning free time she ga thered up extra material she needed for the extra students. The program here has some day care like qualities. There is no attendance policy. Children are dropped off at any time and can be picked up at any time. This is convenient to the parent but would be frustrating as the teacher. The school just keeps to their schedule for lessons and if a child is not present for worksheet time than it is sent home with the student. The room is divided up into areas. A piano and a large carpet

The Pax Romana Era Was A Time Of Peace And Prosperity...

The Pax Romana era was a time of peace and prosperity throughout the Roman empire. This era benefitted Rome in varying aspects of everyday life, including architecture, establishing social structures, both political and in home life, uniting the nation through religion and Christian teachings, expanding borders, creating places for worship and entertainment, and establishing a successful subsistence strategy led by agriculture. When looking at the Pax Romana era and how it was the most beneficial time in the success of the Roman Empire, these important factors contributed to the well-known growth and stability of this time-period. The Roman civilization benefited from the Pax Romana Era because during this time solid social structure in†¦show more content†¦The reasoning for this concrete mixture being so popular is that it prevented cracks from spreading, thus being able to be used in different shapes for building, and it also provided an alternative resource other than stone, brick or wood. Dome and half oval shapes, pillars and symmetrical buildings were very popular within Roman architecture. Though many structures made are still standing today due to the Roman concrete, when that concrete was not invented yet many of the structures were easily damaged, therefor the Roman people built structures on top of the old structures, often reusing materials. The creation of very large buildings was common in this Era, such as the creation of the Colosseum. The colosseum was one of the most innovative and complex buildings in this time-period, not only was it massive and could hold around 50,000 people, the re was also an underground labyrinth, hiding the gladiators and wild animals, only to be seen when pulled up, into the main arena on an early version of an elevator, consisting of a platform and ropes. The excitement with the colosseum does not end there, it could even be flooded to hold fake naval battles for entertainment purposes when necessary. Bathhouses were also an addition to Ancient Rome during the Pax Romana era, they were very common and were not only for cleaning oneself, but for socialization, exercise and entertainmentShow MoreRelatedPax Roman A Time Of Peace And Learning1459 Words   |  6 PagesResearch paper: Pax Romana Rome’s Golden Age, often called the â€Å"Pax Romana†, was a time of peace and learning after the ongoing wars with neighboring barbarians, and civil wars. During this time of peace, the Romans greatly expanded their commerce and also refine their art. With peace, the romans spent less time focusing on war and more time focusing on the arts. History remembers the legendary Roman legions as the one of the most deadly and successful fighting forces in the ancient world. EvenRead MoreAncient Roman Civilization And Modern Times936 Words   |  4 PagesThe ancient Roman civilization had many enduring contributions to modern times. Many of the ancient structures survived the ravages of time. This leads the modern tourist to experience the ancient civilization through much of what Ancient Rome’s engineers enduring achievements, namely, temples, baths, aqueducts and roads (Temin, The economy of the early Roman Empire, 2006). Beyond the physical structures that survi ved the millennia, there are numerous modern cultural influences that are readilyRead MoreReview Of Gaius Plinius Caecilius Secundus 1462 Words   |  6 PagesCaecilius Secundus or Pliny the Younger was a roman aristocrat at the height of the Pax Romana. The Pax Romana was a time of stability and peace throughout the roman empire. There was very minimal military activity. His letters give us a view into the perspective of the roman aristocrat as well as an insight into roman society. The letters also give a perspective of the lives of roman women during this time. Roman society was a very patriarchal during the Pax Romana and women were considered much lessRead MoreAugustan Art and Propaganda Essay1964 Words   |  8 PagesJulius Caesars reign was an unfavorable and chaotic period for Rome, and after his death, a large portion of the empire was handed down to his adopted son, Gaius Octavian. From the ashes of his father, Octavian was able to build an Empire unparalleled. Later, t he name Augustus was given to him by Senate. Augustus ostensibly maintained the form of the Roman Republic while in actuality creating the Roman Empire. He introduced the administrative reforms that led to the Pax Romana with its flourishingRead MoreThe Fullness of Time1279 Words   |  6 Pagesintellectual, and religious contributions of the historical era that preceded the incarnation of Christ call attention to the words spoken by Paul in Galatians, â€Å"When the fullness of time had come, God sent forth his Son.† The religious preparations for the advent of the Messiah and the subsequent rapid emergence of Christianity were brought about politically by the Romans and intellectually by the Greeks, while the religious contribution of the Jews was more intimate because of heredity. â€Å"In the period ofRead MoreReflecting on Why the Roman Empire was Great Essay838 Words   |  4 Pagesthis greatness, was it the leaders, its location on earth, its military or was it the ability to change. It could be assumed that is the leadership that passed through Roman history that made it great but a greater question is are these leaders great through pedigree and lineage or was it by accountability. Rome was a land that started with kings moved to a senate and ended with emperors. Emperors could gain power through war or money and family legacy. This was seen throughout Roman history, howeverRead MoreThe Roman And Roman History1542 Words   |  7 PagesEmperor Augustus ruled over a period that is known as the Roman Peace (Pax Romana), from his reign in 27 B.C to his death in 14 A.D. In Virgil’s character Anchises (As seen above), Augustus is portrayed to have brought to fruition a golden age in Roman history. His ability to turn Rome from the ravages of civil war into a prosperous empire was accomplished through the harnessing of his exceptional administrative powers. Emphasis placed on religious reinvigoration and social reform helped forge aRead MoreAugustus s Life During The Civil War1741 Words   |  7 PagesAugustus had a discouraging childhood as he was unhealthy and did not have many connections with the government. Augustus was born on 23, September 63 BC. He was the son of a man from Velitrae who was in the position of praetorship and died unexpectedly when Augustus was 4. At this same time, Rome was dangerous because of extensive civil war. Augustus’ great uncle, Julius Caesar, was involved in this war. Augustus’ father was married to Atia, who was the daughter of Julia, Caesar’s sister. LaterRead MoreRoman Military Essay1595 Words   |  7 Pagessoldiers. This military was not an armed mob with clubs and spear; they were a high skilled set of professional soldiers. Over the vast Roman Empire the military executed the will of the emperor. The distinct similarities of the Roman Military to that of modern militaries, the history of their conquest and duties, and their influence on Christianity are the attributes that influenced the entire world. Ancient civilization at its core was a very brutal time. Hollywood at times portrays military battlesRead MoreThe Achaemenid Era Of The Persian Empire1652 Words   |  7 Pages The Achaemenid Era of The Persian Empire was founded in 550 BCE. At its height of power it the empire â€Å"encompassed approximately 3 million square miles, spanning three continents: Asia, Africa and Europe.† (Persian) The true rise to power of the Persian Empire can be attributed back to one man, Cyrus the Great. Cyrus was born to Camyses I, the King Ansan, and his wife, Mandane. (Religion p. 3) When Cyrus became King his Kingdom was still forced to recognize the Median Lordship of Astyages

Oedipus the King Fate and Free Will Essay example

â€Å"‘Tragedy is an imitation, not of men, but of action and life, of happiness and misery’† (Milch 12). This statement by Aristotle reflects the ideas portrayed in the play Oedipus Rex. Written by Sophocles, Oedipus Rex is a play which combines tragedy with irony to tell a story of a noble king who falls short of his greatness. The play was written around 430 BC and originally intended for an Athenian audience. They considered Sophocles their most successful playwright and consequently, his works continued to be valued highly throughout the Greek world long after his death. A closer examination of this play is needed to see just why it has been regarded as Sophocles’ masterpiece and the greatest of all Greek tragedies (Milch 16, 36).†¦show more content†¦Oedipus is also informed that Laios and his servants were murdered by a band of highwaymen, but that there was one servant who escaped (Sophocles 426). Oedipus says, It is most fitting tha t Apollo shows, as you do, this compunction for the dead. You shall see how I stand by you, as I should, avenging this country and the god as well, and not as though it were for some distant friend, but for my own sake, to be rid of evil. Whoever killed King Laios might--who knows?--Lay violent hands even on me--and soon. I act for the murdered king in my own interest. (Prologue.135) Oedipus, motivated by a genuine desire to help the community, vows to locate the murderer and take vengeance upon him. Oedipus’ statement shows that he is concerned with his own sense of himself; his own demands for justice on his own terms. He also shows a little pride here as he seems far less concerned about his own survival in the community than he is about finding the murderer (Princeton Univ.). Following the Prologue is the Parados. It acts as a transition in time from one scene to the next (Milch 10), and is later called an Ode. In the Parados, a chorus chants cries of mercy for the gods to end the plague on Thebes. They also pray about the fright among the citizens over what will be revealed by Oedipus’s man hunt (Sophocles 428-429). As Scene 1 opens, Oedipus speaks to the citizens. He insists that theShow MoreRelatedFate And Free Will : Oedipus The King1136 Words   |  5 PagesClearly depicted, in Oedipus the King, is the Greek s popular belief that fate will control a man s life in spite of man s free will. Throughout the story, the concept of fate and free will plays an integral part in Oedipus destruction and ultimately the death of his family. Destined to marry his mother and murder his father, Oedipus was guided by fate. When Oedipus learns of his fate he immediately tries to prevent it, as did his mother and father. This prophecy, as warned by the Oracle ofRead MoreEssay on Oedipus the King: Oedipus Struggle with Fate and Free Will771 Words   |  4 PagesIn our world today, fate and free will remains the biggest mystery of all; is eve rything we do controlled or do we have the freedom of choice? In the story Oedipus the King by Sophocles, the author uses the idea of fate and free will to explain the struggle of Oedipuss life. Fate and free will is explained as; fate is controlled by an outside supernatural force, and there is no way of controlling it. Free will is when each of us is responsible and controls all aspects of our own life. The authorRead More Destiny, Fate, Free Will and Free Choice in Oedipus the King - Defining Fate1000 Words   |  4 PagesFate in Oedipus Rex      Ã‚  Ã‚   During ancient times, the Greeks believed very strongly in a concept called fate.   What is fate?   Fate can be defined as a cause beyond human control that determines events.   It can also be defined as the outcome or end of some sort.   In Oedipus Rex, King Oedipus is a character that lived by fate and died by fate.   This element of fate truly impacted the storyline and the plot, while allowing for some interesting developments that may have been unforeseen byRead MoreDestiny, Fate, Free Will and Free Choice in Oedipus the King - Role of Fate635 Words   |  3 PagesThe Role of Fate in Oedipus the King In Oedipus the King, one can easily see the tragedy that comes when Oedipus lives out fate, although not of his own intentions. Oedipus did everything in his own power in order to keep the prophecies from being fulfilled. One might even say that Oedipus ran from fate. Webster defines tragedy as a medieval narrative poem or tale typically describing the downfall of a great man. Oedipus the King is certainly a tragedy, and as Dr. Lucas states in his blogRead More Destiny, Fate, Free Will and Free Choice in Oedipus the King - The Fate of Oedipus1239 Words   |  5 PagesThe Fate of Oedipus in Oedipus the King    In Oedipus the King there comes a point in the play where Oedipus learns something that plays an important role throughout the play.  Ã‚   He learns from a   oracle that he will eventually kill his own Father and sleep with his own mother.   As one could imagine this is a shock to Oedipus, and he does not believe the oracle.   However, he cannot prevent any of this from happening because it is his fate.   Oedipus is a victim of circumstancesRead More Destiny, Fate, Free Will and Free Choice in Oedipus the King - Driven by Fate1105 Words   |  5 PagesThe Role of Fate in Oedipus Rex Before we approach this complex question inductively, we are at first obliged to contemplate what definitions and assumptions are being made. This essay, perhaps more so than others, requires a more extensive look at this aspect of the question, because of the sheer variety of possible responses. However, I now have reduced them to three possibilities. Firstly, we could make the assumption that perhaps as destiny controls all fates, then Oedipus character wasRead More Destiny, Fate, Free Will and Free Choice in Oedipus the King3894 Words   |  16 PagesThe Concept of Fate in Oedipus Rex  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚        Ã‚  Ã‚  Ã‚   To the first-time reader of Sophocles’ tragedy, Oedipus Rex, it seems that the gods are in complete domination of mankind. This essay will seek to show that this is not the case because the presence of a tragic flaw within the protagonist is shown to be the cause of his downfall.    In the opening scene of the tragedy the priest of Zeus itemizes for the king what the gods have done to the inhabitants of Thebes:    A blight isRead MoreOedipus the King: Fate Vs Free Will Essay639 Words   |  3 Pages Oedipus the King, was written by Sophocles between C.A.496-406B.C. In this play, Oedipus is a great example of Sophocles’ belief that fate will control a man’s life no matter how much free will exists. Oedipus is a man of unflagging determination and perseverance, but one who must learn through the working out of a terrible prophecy that there are forces beyond any man’s conceptualization or control. Oedipus’ actions were determined before his birth, yet Oedipus’ actions are entirely determinedRead More Destiny, Fate, Free Will and Free Choice in Oedipus the King - Victim of Fate3445 Words   |  14 PagesThe Victim of Fate in Oedipus Rex The question has been raised as to whether Oedipus was a victim of fate or of his own actions.   This essay will show that Oedipus was a victim of fate, but he was no puppet because he freely and actively sought his doom, although he was warned many times of the inevitable repercussions of his actions. When first considering this topic, I speculated that maybe it was the destiny of Oedipus to suffer, but a friend asked me to explain why Oedipus, in the actRead More Boundaries of Destiny, Fate, Free Will and Free Choice in Oedipus the King1282 Words   |  6 PagesBoundaries of Fate and Free Will in Oedipus the King    The ancient Greeks firmly believed that the universe was guided strictly by order and fate. In Oedipus the King, Sophocles has examined the relationship between free will and fate, suggesting that free will paradoxically exists inside the boundaries of fate. It may be concluded, however, that man has free will and is ultimately held responsible for his own actions.    Oedipus destruction was brought about by a combination of fate and free

Global Management Concepts and Adaptations †MyAssignmenthelp.com

Question: Discuss about the Global Management Concepts and Adaptations. Answer: Introduction: It is evident that there is an implicit connection in between the organization the people. The organization structure is highly dependent on the people hired while the people, need salaries, career development and work opportunities (Bcker, 2010). The role of the human resource is to develop a good fit in between the organization requirement and of the individual aspirations. The individuals find the advantage of gaining a satisfying work; the organization gets human talent energy. It is imperial for an organization to achieve its objectives which can only be attained with the help of the hired people. The advantages of the team-based organizational structures are; while the management can demonstrate an interest in the individual behaviour to drive productivity, for the individual they derive monetary satisfactions career development. The other advantages are less management, improved relationships along with the balanced approach and increase in productivity. The organization ne eds to support the development of the people. In order to cope up with the rapidly changing market conditions, it is imperative for the organization to reorganize itself into segregated dedicated teams. The team based organizational are structured into groups which can dedicate the set of the team towards a designated tasks. It requires technical qualification while hiring specific individuals that can perform a specific function. As per the global settings of the multi organization, it requires cross cultural hiring which can contribute to the organization requirements at their respective time zones. In managing the cross cultural, it has a significant impact on the business and people. Culture is attributed to the values ethics of individuals. It is a set of guiding principles and actions upon which information is assigned to a group of people. By assembling different cultures under the organization set up, it can better utilize the key resources along with the exchange of views, expertise and technical skill-set. It is an integration of resources, time and effort by involving people from different time zones. The other benefits of the cross cultural set up are increased profits due to the increased business operations. Cross cultural boundaries can work as an advantage towards the industry rankings, along with the coverage of more market share. The challenges to the organization while dealing with the cross cultural people are culture disharmony, barriers in the communication and coordination along with the confusion in the delegation of authorities and responsibilities. For the team based structured organization, the challenges are an implementation of it, as the team based performance is more recognized than the individual based performance. It may result in lack of focus, as participants within the team based set up wou ld look out for other factors related to individual motivational factors. The team based organisation becomes more decentralized than hierarchical. In the Sun Microsystem, the advantages which can be noticed are the global coverage during the breakdown points. The people working within the global dimension framework were able to connect, communicate problems along with the working on the quick resolution. The team based structured organization was able to better connect with each other, over the problems defined such as the breakdown of programming. But, the challenges which can be seen due to the cross cultural team based structured are the lack of coordination barriers in the communication. This resulted in technical defaults lapses. While the company is competing globally, it has utilized expanded its key resources to new business dimensions. But, there was a lack of coordination, time lags miscommunication due to the emails and phones. It resulted in the series of lapses, delays total failure of the setup (Druskat, 2001). The problem can also be found in the lack of assigned responsibilities allocation of the work. In the Sun Microsystems, it is quite evident that the challenge is implementation of the cross cultural, team based structure set up within the global dimension. As the company was trying to sustain itself during the global turbulences by cutting costs, but at th e same time, it invested heavily in the research development, to keep itself abreast with the latest technology sustainability. But due to the high input prices competitors competing with the same market, it resulted in the low profits. It resulted in the outsourcing of the units within the various regions such as Asia, Europe Latin America. Through expanding globally, it was able to connect with the customers was able to maintain a pool of key talents. As it was about to launch a new product of the market, it looked out for support for the talented professionals which could lead the project from the diverse countries. It has divided its pool of talents for the team size of 11 that report to one manager. This resulted in the smooth flow of coordination work in flow, within the department. With the cross cultural team, the Sun Microsystem was able to integrate the technologies, tools, key resources along with the support process that would connect with the global team in a better manner. The other challenges which can be found was the; compensation mismatch' in comparison with the global counterparts such as French team getting lower pay them the American team. While for the American team, they believe their work is more valued. The French people enjoyed job security due to the stricter labor laws (Goleman, 2003). Also the issues such as vacation or time off due to the regulatory laws in the French kept the American staff loaded wit h more work. Due to cross cultural opinions, work was certainly inequitable along with the equal-opportunity disagreements. Due to the global collaborations, the issues dealing with incompetencies as team working as sub group for other countries along with the perceived thoughts of missing deadlines as per the country paces company pace. With the cross cultural team based structural organization, the main issues which the Sun Microsystem was trying to deal were to overcome the issues of time sensitive deadlines execution of the work. Greg James a star performer working as a global account manager at Sun Micro Systems company. As per the SLA, Greg James requires to constantly resolve the customer system outage. In order to handle crises, he approaches the team by meeting them in-person. The team is working within the customer implementation department. The problems identified By Greg James was distribution of work, various interpersonal conflicts and issues pertaining to the management working within the global collaboration. Though, Greg James tries to resolve the problem, by creating team cohesions which as per him, would function in an effective manner. While the company Sun MicrosSytems controlled all the dimensions pertaining to the technology, services and products. Globally the talents are hired by the HR team based on the experience, education and other qualities. The company operates in US, UAE, India, and France and works in different time zones. If I was a consultant to Greg James, I would advise him to pay attention to each every dimension which includes listening to the whistleblowers, applying creative deviants along with managing the conflicts and contradictions within the company framework. Greg James needs to have a protected leadership by listening to the fresh perspectives. He needs to equally guide his hired managers to understand conflicts and avoid divisive. They need to be more supportive of the conflict resolution rather than applying strategies such as scapegoat, being hostile or constantly denying it. Also, Greg needs to spot the emerging issues such as adjusting to the power struggles or staff applying tactics for work avoidance'. As a part of the higher hierarchy, he needs to have an in-depth perspective, in terms of identifying ideal resources which can be used for the work. He also needs to manage the issues related to the superficial conflicts along with the unlocking the polarized and formulate conduciv e strategies which would help in resolving problems, issues, grievances or any other concerned areas. For the Sun MicroSystems, it needs to focus on the various parameters within the global collaboration which includes interpersonal conflicts along with managing management issues. For example, the US team, is termed as favourites of the management. The US has conflicts related to adjusting to the unfair work load during the off time season. For the France, the issues related to compensation mismatches in relation to the US counterparts, the advantage of job security and vacation benefits due to the France Law is perceived as conflicting issues (Goffee, 2001). For the India team, they would like to integrate more issues pertaining to the customer technology, customization along with the inclusion of the innovation than the maintenance and also differences in between the Rahul and Ahmed team due to the cultural background needs to be resolved (Heifetz, 2007). For the UAE country, issues related to being viewed as a sub group of India, feeling disconnected as there is limited face to fa ce communication and has a strong cultural influence are some of the issues which need to be regulated (Kettl, 2006). As a consultant, I would recommend handling conflicts constructively such as issues related to the shortage of staff during the vacation time, one can take steps to call them and let them know their requirement within the business in managing the work load (Lane, 2009). For resolving the cultural differences between the whole group, it can be resolved by creating structures through which group can express their emotions, encouraging a proactive conflict resolution and combining an affirmative environment. The company also needs to attain a cross boundary relationships, identifying and supporting the team's expectations along with appreciating them (Neely, 2008). The HRM requires a radical overhaul, rather than taking necessary actions as instructed. As the company is operating globally and it needs to have a better supervision, co-ordinations and parallel working (O'Brien, 2005). Within the cross boundaries, it needs to strengthen the opportunities for networking and interaction. It also needs to inculcate an affirmative environment, by supporting team goals, individuals aspirations and taking necessary steps during the conflict areas (Pauwels, 2001). The leadership strategies adopted by the various countries are also different, which Greg James needs to be thoughtful while applying it. For the US team, the leadership style applied needs to be delegating style which has an advantage of high motivation and competence (Pies, 2010). For the countries like India and France, the leadership style applied should be the consulting style which has an advantage of high competence but a disadvantage of low motivation. For the UAE the propagated leadership style should be supportive style as the UAE team members are already experiencing low motivation and low competence. Hence Greg James needs to adapt situational based leadership styles (Stevenson, 2007). The other steps, which the Greg James and Sun Microsystem can implement, are the constant seeking and providing feedback and understanding organizational culture and politics. It needs to also build a better platform to amalgamate the employee satisfactions along with providing fair HR practices. It needs to collaborate global offices effectively within the real time business workings (Stephen, 2003). Strategies adopted to satisfy employees within the Asia-Pacific region which includes, open space work environment for the field employees along with the work from options provided for office employees showed better results of coordination and work task accomplishments. Such types of strategies can be adopted globally to bring better results (Woywode, 2002). The structured teams need to be well coordinated as per the tasks assigned rather than dividing on the basis of the locations. It needs to enhance cross boundaries communications and interpersonal relationship by encouraging them more face-to-face interactions (Wu, 2007). All the conflicts should be resolved empathetically to lead a quick resolution. A phase of disagreement or hostility in between the people should be avoided (Zaleznik, 2004). The people need to be more mobilized towards the accomplishment of work assigned along with encouraging an affirmative environment. References Bcker, J., Poutsma, E. (2010). Global management competencies: a theoretical foundation.Journal of Managerial Psychology,25(8), 829-844. Druskat, V. U., Wolff, S. B. (2001). Building the emotional intelligence of groups.Harvard business review,79(3), 80-91. Goleman, D. (2003). What makes a leader.Organizational influence processes, 229-241. Goffee, R., Jones, G. (2001). Why Should Anyone Be Led by You?.IEEE Engineering Management Review,29(1), 94-100. Heifetz, R. A., Laurie, D. L. (2007). The work of leadership.Harvard business review,75, 124-134. Kettl, D. F. (2006).The global public management revolution. Brookings Institution Press. Lane, H. W., Maznevski, M. L., Mendenhall, M. E., McNett, J. (Eds.). (2009).The Blackwell handbook of global management: A guide to managing complexity. John Wiley Sons. Neely, T. DeLong, T.J., 2008, Managing a global team: Greg James at Sun Microsystems, inc. (a),Harvard Business School, O'Brien, J. A., Marakas, G. (2005).Introduction to information systems. McGraw-Hill, Inc. Pauwels, R. A., Buist, A. S., Calverley, P. M., Jenkins, C. R., Hurd, S. S. (2001). Global strategy for the diagnosis, management, and prevention of chronic obstructive pulmonary disease: NHLBI/WHO Global Initiative for Chronic Obstructive Lung Disease (GOLD) Workshop summary.American journal of respiratory and critical care medicine,163(5), 1256-1276. Pies, I., Beckmann, M., Hielscher, S. (2010). Value creation, management competencies, and global corporate citizenship: An ordonomic approach to business ethics in the age of globalization.Journal of Business Ethics,94(2), 265-278. Stevenson, W. J., Hojati, M. (2007).Operations management(Vol. 8). Boston: McGraw-Hill/Irwin. Stephen H. Rhinesmith. (2003).A manager's guide to globalization: Six keys to success in a changing world. American Society for Training Development. Woywode, M. (2002). Global management concepts and local adaptations: Working groups in the French and German car manufacturing industry.Organization Studies,23(4), 497-524. Wu, W. W., Lee, Y. T. (2007). Developing global managers competencies using the fuzzy DEMATEL method.Expert systems with applications,32(2), 499-507. Zaleznik, A. (2004). Managers and leaders: are they different?.Clinical leadership management review: the journal of CLMA,18(3), 171-177.

artist throughout history that essays

artist throughout history that essays Artists throughout History That Have Self-Destructed The most successful or famous artists are not always as happy as successful people are portrayed- living a life of fame, fortune, and glamour. The following examples will show some of the problems that four different artists have suffered in the past century.Vincent van Gogh was a Dutch painter who lived from March 30, 1853 to July 29, 1890. He is now one of the most famous painters in modern art (World Book 306). He only sold one painting in his living days, but now his paintings are considered priceless.Some of his paintings and drawings include: The Bedroom at Arles 1888 Self-Portrait 1888 Vase with 12 Sunflowers 1888 Langlois Bridge with Women Washing 1888 (Sweetman 378)Those are just a few of his accomplishments, though he has created many, many more works of art.In 1888, artist Paul Gaugin moved into Vincent's house with him. At first everything worked out fine, but within the year, their personalities started to clash , and big problems arose. Then, on December 23, 1888, Paul Gaugin was taking a walk in the nearby public garden, when, according to his memoir "Avant et Apres," Vincent chased after Gaugin with an open razor blade. But, when Gaugin turned around, Vincent turned and ran home. Gaugin decided that this threat was too much for him to take, so he checked into a hotel room for the night. When Paul Gaugin arrived at home the next morning, he saw a crowd of police officers and citizens surrounding the house. When he went in the house he saw that there was blood everywhere- on towels and blankets, then a trail leading up the stairs. When he got to Vincent's bedroom, he found him curled up on his bed covered in sheets pink with blood. Gaugin thought Vincent was dead, but when he went to touch his friend's hand, it radiat! ed warmth from his friend's body (Sweetman 290). Gaugin found out later that Vincent had cut off almost his whole left ear, wrapped it in newspape...

Wake Up, Little Suzy!

Wake Up, Little Suzy! Wake Up, Little Suzy! Wake Up, Little Suzy! By Maeve Maddox Jan Bringmann writes: I have seen many use the word woken instead of awakened. Is this correct? English speakers enjoy a large selection of acceptable verb forms that express the action of leaving the state of sleep: Present forms: wake, waken, awake, awaken Past forms: waked, woke, awoke Past participle forms: woken, wakened, awakened, awoken Fowler made a manly effort to categorize the various forms as to transitive or intransitive use, but in the real world, I dont think many speakers think about such a distinction. The forms wake/waked/woke/(have)waked/woken are probably the most common: Hush! Youll wake the baby! Blast! You woke the baby! Wake up, little Suzy! Has the baby woken yet? The forms with the a- tend to sound more poetic or formal: Sleeper, awake! I awoke from my dream. Wake always goes with up. A much quoted comment from the American Heritage Dictionary suggests that Northern dialect speakers seem to favor forms that change the internal vowel in the verb, hence dove for the past tense of dive, and woke for wake while Southern speakers tend to prefer forms that add an –ed to form the past tense and the past participle of these same verbs: The children dived into the swimming hole. The baby waked up early. I suppose that this regional note may be based on some sort of study, but I grew up in the U.S. state of Arkansas where my cousins and I woke on summer mornings and dove into the swimming hole. Likewise an informal spot check of native Southern speakers in my current circle produced more doves and wokes than diveds or wakeds. Here are some web gleanings: wakened Ethics roundtable debate: should a sedated dying patient be wakened to say goodbye to family? awakened SAYS GAMBLERS ARE IN PANIC.; Jerome Believes They Have Awakened to the Significance of His Bill. In the story that goes with this headline, Jerome is quoted as saying The gambling fraternity is getting excited over this bill, now that they have wakened up to the truth about its full significance. woken If They Hadnt Woken (headline for an article about suicide attempts) I have finally woken up to the fact that I have not got much to feel sorry for myself about. awoken Fawley was awoken by a sentry calling a challenge. He had put it from his mind and rolled over again when a musket blast ripped the night. Finally an MRI of both brain and spinal cord revealed to all of us that the trauma of the surgery had awoken a dormant condition in my body that carried the label â€Å"MS†. Want to improve your English in five minutes a day? Get a subscription and start receiving our writing tips and exercises daily! Keep learning! Browse the Vocabulary category, check our popular posts, or choose a related post below:Direct and Indirect ObjectsWriting the CenturyNominalized Verbs

Argument about SONY organizational charts Essay

Argument about SONY organizational charts - Essay Example Company’s CEO, taking into consideration the financial situation of Sony, the problems with its electronics department ex-profit-generator that appeared to show ‘a lackluster performance’ (Certo & Certo, 245), came to the conclusion to conduct major organizational changes. The company was divided in 4 divisions with a vice-president (VP) responsible for each of them. Now on the top of organizational structure of Sony stand the CEO, who had 4 VP (each responsible for one division) in submission. Despite the fact that this organizational structure has its advantages, some better results might be achieved in case two more executive VPs would be put between CEO and VPs of departments. Although, lots of variations links between divisions, executive VPs and CEO available, in this case we will stick to the idea that these two executive VPs had an authority over VPs of the particular divisions and that CEO had only them two in submission (see illustration in appendix). Less sources of information. Because of this organizational change the CEO now needs to focus only on tracking two people, but not four. By doing this he can spend less time on getting reports, analyzing them and making significant observations to make future decisions, but can delegate his executive VPs to be responsible for analyzing all the data and reporting him only the most valuable information. This will give him more free time to focus on general strategic planning in organization. As now the CEO has executive VPs in submission that might be responsible for filtering and analyzing information, he might make more well-thought decision and an overall performance of the company might go up. More balanced organizational strategy. For this proposed organizational structure, the executive VPs could be in charge of particular divisions grouped, so they might have more well-balanced organizational strategy. For example, VP with a background in marketing and sales can be focused on promotion of

J.R.R.Tolkien and the Concept of Medievalism Essay

J.R.R.Tolkien and the Concept of Medievalism - Essay Example Both Bilbo and Gandalf are perfect examples of knights inserted into the context of Tolkien’s tales. They function as the bringers of salvation, the hint of light amidst the darkness. Their skills and their strong devotion and compassion for those who need them make them the â€Å"knight in shining armour† as what most fairytales depict. Chivalry is the main concept which makes The Hobbit a medieval piece. Adventurism is another key concept why The Hobbit is medieval in its traits. The primary setting of the story is based upon the elvish and the dwarvish realms of Middle Earth. The characters embark on a journey based on the geographical settings of Tolkien’s imagined world thus, their quest causes the build-up of the story’s adrenaline which creates an exciting pace where the protagonists combat mythical creatures and monsters, especially in their hurdle with Smaug – the dragon in the Misty Mountains. Along the way, Gandalf the Grey discovers his sword, Glamdring, and Bilbo finds the One Ring in an accidental skirmish with the goblins. From what is shown above, the setting of the story gives way to the medieval aspect of The Hobbit. Like most medieval stories, heroes embark on tiresome quests and encounter hurdles of unfathomable danger which, in the end, the hero gives justice to his own skill and reputation. The notion of adventure and the setting of the story are partners which make a good medieval story. Indeed, The Hobbit clearly lives up to medievalism because the characters exhibit chivalry in their quest amongst the dangerous mountains of Middle Earth. Amongst all of Tolkien’s fantasy works, it is the Lord of the Rings trilogy that solidifies the medieval influence in his fiction. The clarity if chivalry is dominant within every character of the trilogy. One perfect example of a chivalrous character is Aragorn, the king of Gondor.

What Is The Organizational Justice Theory Commerce Essay

What Is The Organizational Justice Theory Commerce Essay Organizational justice theory provides a model through which perceptions of fairness and equity by those affected by change can be explored and understood. OJT combines social psychological theories and psychological contract models to explain fairness judgments. Based on an individuals perception of fairness within their organization, three typologies of OJT have been defined; i) Distributive justice refers to the perceived fairness of decision outcomes and is judged by measuring whether rewards are proportional to costs (Homans, 1961, cited in Colquitt, 2006), whether outcomes stick to expectations (Blau, 1964, cited in Colquitt, 2006), and whether outcome/input ratios match those of a comparison other (Adams, 1965). ii) Procedural justice refers to the perceived fairness of decision-making procedures and is judged by gauging whether procedures are accurate, consistent, unbiased, and correctable (Leventhal, 1980, cited in Colquitt, 2006), and open to employee input (Thibaut Walker , 1975, cited in Colquitt, 2006); iii) Interactional justice refers to the perceived fairness of the performance or implementations of procedures (Bies Moag, 1986, cited in Colquitt, 2006). Implications of negative justice perceptions could be seen in an individuals behavioral response to perceived inequity of rewards. Based on exchange theories of organizational and social behavior, individuals will compare the ratio of their inputs (e.g. education, skills, effort, experiences) to outcomes (e.g. pay, promotion, recognition) with that of a referent other, and will strive to restore their perceived balance of rewards through a behavioral response. An organizations policies often signal what the organization believes to be important and can enhance employees trust and confidence in the organization (Tyler and Lind, 1992, cited in Brown. Et al., 2010). Individuals can look to the fairness of organizational policies in order to gain insight into the type of treatment they can expect to receive from the organization. Fair policies not only establish what the organization considers to be appropriate treatment but policies also build employees expectations that this treatment will occur (Sitkin and Bies, 1994, cited in Brown. Et al., 2010). Unfair policies, in contrast, can signal to employees that they might experience unfairness and/or have difficulty meeting their needs in the organizational environment. Although individuals may consider procedural justice to determine the probability of future mistreat ­ment, we argue that policies provide a more reliable source as policies are relatively stable, enduring, and often provide ex plicit guidelines for future treatment by the same or other managers in the organization. 2.1 Details of cases (Critical thinking questions no.5, pp 109) Several service representatives are upset that the newly hired representative with no previous experience will be paid $3,000 a year above the usual starting salary in the pay range. The department manager explained that the new hire would not accept the entry-level rate, so the company raised the offer by $3,000. All five reps currently earn salaries near the top of the scale ($15,000 higher than the new recruit), although they all started at the minimum starting salary a few years earlier. Use equity theory to explain why the five service representatives feel inequity in this situation. 3. Problem Identification by Niek Ling Keong Equity theory focuses on the concept of how hard a person is willing to work is dependent on their perception of what is fair or just when compared to others (Redmond, 2010).   In the early sixties, John Stacey Adams proposed that employee motivation is impacted by whether or not the employee believes that their employment benefit/rewards (output/outcomes) are at least equal to the amount of the effort they put into their work (input).   If an employee believes their outputs are not equal to or greater than their input, then the employee will become de-motivated.   Employees will often compare their inputs and outputs to a peer within the organization when judging whether or not the outputs that they receive are fair. In this case, five service representatives feel inequity in their company because they did not get high salary ($3,000) compared to those new recruits even though they all started at the minimum level few years earlier. When a person perceives his/her input/outcom e ratio to be unequal with a comparison other, inequity results, they may choose to use cognitive (e.g., adjust perceptions of referent others inputs or outcomes) or behavioral (e.g., increasing or decreasing inputs) approaches to resolve the inequity. However, individuals subjected to the same inequitable situations often respond in different ways, suggesting that there may be individual differences in sensitivity to inequity (Redmond, 2010). Specifically, research suggests that individuals are differentially sensitive to disparities in outcome/input ratios between themselves and their referents, which helps to explain why there are differences in reactions among individuals to the same unfair situations. Equity theory can be broken down into four basic schemes (Huseman, Hatfield, Miles, 1987, cited in Redmond 2010) 1.   Individuals develop their perception of fairness by calculating a ratio of their inputs and outcomes and then comparing this to the ratio of others (Huseman, et. al., 1987). Inputs are the value proposition of individuals, such as their productivity, time, and education. Other examples include the experience, knowledge, ability, qualifications and ambition of the individual (Cory, 2006). Outcomes are the rewards an individual receives. These rewards can be tangible, such as financial compensation, or intangible, such as recognition or job security. The comparable other could be a co-worker, a relative, the industry norm, a friend, or even a group of individuals (Adams, 1963). The comparable other can even be oneself in a past job (Adams, 1963). For example, an individual may not perceive he is being treated fairly when he works 40 hours per week (input) and receives $500 in pay (output) while his co-worker works 30 hours per week and receives $650 in pay. In this critical ques tion, the five representatives think that those new recruits dont have previous experience, same with them who start work at the minimum level few years ago. However, the salary earn by those newly hired representatives are higher than the salary earned by senior representatives. 2.   If the comparative ratios are perceived by the individual to be unequal, then inequity exists (Huseman, et. al., 1987). According to equity theory, an individual needs to perceive that the ratios of their contributions are weighted fairly: determined by equal ratios. Equity is all about balance (Spector 2008). Equity is present when a person feels that they are receiving the appropriate amount of outcomes from their inputs, when compared to their chosen comparison other. Inequity exists when there is a perceived difference in the ratios of inputs and outcomes. Two specific types of inequity exist: underpayment inequity and overpayment inequity. Underpayment inequity occurs when an individual perceives that their ratio is smaller than their comparison other: they are getting less for their inputs. For example, if someone feels they are putting in more effort or working harder than a co-worker, yet they earn equal or less compensation, their perceived ratios will be different an d that person will experience underpayment inequity. In contrast, overpayment inequity tips the scales in the other direction. For example, someone will feel they are being paid too much considering their work, when compared to the work and compensation of a co-worker. This can cause feelings of guilt and the ratios used for comparison are based upon the perception of an individual, and not an objective measure of inputs and outcomes. Additionally, the choice of a comparison other is also the subjective selection of the individual. While in this case, the senior representatives feel inequity of overpayment exists due to the higher salary in comparative ratios to the newly representatives. 3.  As the difference in inequity increases, the tension and distress felt by an individual will increase (Huseman, et. al., 1987). Smaller differences of inequity are more tolerable than significant differences of inequity. Not every person will experience equity or inequity in the same way because people have varying tolerance levels or sensitivity to perceived situations of inequity. Three types of individuals have been identified along an equity sensitivity scale: compassionate, equity sensitives, and entitled (Huseman, et. al.,  1987). Benevolents are more tolerant of underreward (Huseman, et. al., 1987). Equity sensitives follow the norm of equity theory and prefer their ratios to be equal to their comparison other (Huseman, et. al., 1987). Entitleds prefer to be in over-reward situations and want their ratio to exceed that of their comparison other (Huseman, et. al., 1987). Entitleds frequently have the attitude that the world owes them a favor, so they will freely accept and seek out over-reward situations. In this critical study of question, five representatives are perceived as entitleds since they still think the company owes them a good turn although they earn $15,000, which is near the top scale of salary and is higher than the new recruits. 4.  The greater tension an individual feels due to perceived inequity, the harder they will work to decrease their tension and increase perceived levels of equity (Huseman, et. al., 1987). Most individuals will try to achieve equity by adjusting their own inputs and outcomes, or attempting to change the inputs or outcomes of the comparison other. Individuals can use behavioral processes or cognitive processes in order to attempt to restore equity. Examples include decreasing productivity at work, finding a new job, asking for a wage increase, changing the comparative other, or attempting to distort or justify changes in their perceptions of inputs and/or outcomes (Adams, 1963). The means of reducing inequity will vary depending on the situation and will not all be equally satisfying to an individual (Adams, 1963). 4. Source of the problem by Ng Hui Ming a. Explanation Equity theory deals with two questions: (1) What do people think is fair and equitable? And (2) How do they respond when they feel they are getting far more or far less from their relationships than they deserve? How do they react when they see their fellows harvesting undeserved benefits or enduring undeserved suffering? Interestingly, Lind and Van den Bos (2002, cited in Sora, B. et al. 2010) conceptualized the integration of justice with stress through uncertainty management theory. This model can be summarized by the following principle: people use fairness to manage their reactions to uncertainty, finding comfort in related or even unrelated fair experiences and finding additional suffering in unfair experiences (Lind and Van den Bos, 2002: 216, cited in Sora, B. et al. 2010). In other words, work uncertainty is perceived as a threatening situation for employees. In this setting, employees tend to seek certainty and security, and one way to obtain them is through developing fai rness judgements that make the uncertain event more predictable. Organizational justice is an effective tool to reduce the feelings of uncertainty and, therefore, lessen the discom ­fort to a great extent (Elovainio et al., 2005; Judge and Colquitt, 2004; Thau et al., 2007, cited in Sora, B. et al. 2010). In this case, the inequity judgment by those five service representatives that new employees will be getting more pay of salary has caused them to feel unsecure. This is say so because the salaries earn by new recruits now are higher than the time senior representative earned. They worry that those newly hired workers will earn much than them in a very short time since the newly recruits starting salary already higher than them compare to the time they started at minimum level. b. Mind-map In this critical question, the five senior representatives feel they are facing underpayment equity, they feel that the salary they earn when working at the starting minimum level are lower than those newly recruits now. The senior representatives feel very upset and dissatisfy because manager explained that the newly hired would not accept the previous entry level rate. The newly representatives have no previous experience, but why still being paid $ 3,000 yearly above the usual staring salary in the pay range. Comparison between the situations faced by two groups of representatives 5. Learning outcomes by Ng Hui Ming After completing this study of paper, we should be able to: a. Identify what is Equity theory and under payment equity. b. Balance or correct the inequity feelings of employees towards co-workers. c. Know what managers can do to overcome/ reduce the perceptions of inequity by employees. 6. Responses to inequality by Ng Hui Ming Equity theory suggests that when individuals perceive inequality between their own outcome/input ratio and that of the comparison referent, they are motivated to respond. Specifically, equity theory outlined six possible responses that individuals may take to restore equity: a) change their inputs, b) adjust their outcomes, c) distorts their inputs and outcomes cognitively, d) leave the situation, e) act on the comparison referent to influence its inputs or outcomes, and f) compare to a different referent. There is little information, either in Adams (1965), or in subsequent work, that predicts when individuals will choose a particular response option. Equity theory comprises four linking suggestions: SUGGESTION I: Individuals try to maximize their outcomes (where outcomes equal rewards minus costs). SUGGESTION IIA: Groups can maximize collective reward by evolving accepted systems for equitably apportioning resources among members. Thus, groups will develop such systems of equity, and will try to persuade members to accept and stick to these systems. SUGGESTION IIB: Groups will generally reward members who treat other equitably, and generally punish (increase the costs for) members who treat others inequitably. SUGGESTION III: When individuals find themselves participating in inequitable relationships, they will become distressed. The more inequitable the relationship, the more suffering individuals will feel. SUGGESTION IV: Individuals who discover they are in an inequitable relationship will attempt to eliminate their distress by restoring equity. The greater the inequity that exists, the more distress they will feel, and the harder they will try to restore equity. 7. Choose alternatives to solve inequality by Loh Sin Yee One behavioural approach for an individual to balance equity is to either increase or decrease their inputs in order to achieve equity. If they feel underrewarded they will decrease their inputs. For example, an employee who feels underpaid at work compared to his coworkers (underreward) might start taking longer breaks in order to read the entire newspaper which decreases productivity (reduced input). By decreasing inputs, the perception of equity is restored. Underpayment Equity Thus, consistent with uncertainty management theory and with the assumption that job insecurity reflects uncertainty about job loss, we would expect that organizational justice related to organizational aspects such as resource distribution, personal treatment and processes could be related to employees outcomes and moderate the relationship between job insecurity and its outcomes. That is, organizational justice could help employees to deal with the uncertainty of job insecurity, justifying the negative outcomes of job insecurity and, therefore, preventing deterioration of job satisfaction. 8. Team reflection by Loh Sin Yee A concern with fairness or justice is critical to the management of numerous organizational issues (e.g., pay distribution, grievance resolution; Greenberg, 1990, cited in Kilbourne, L.M., OLeary-Kelly, A.M. (1994). In fact, in any distribution of outcomes (positive or negative) across individuals, employee perceptions of fairness are important. Because these perceptions of fairness are related to both organizational functioning and employee satisfaction (Greenberg, 1990; Leventhal, 1980, cited in Kilbourne, L.M., OLeary-Kelly, A.M. (1994), organizational scholars and practitioner equally are interested in understanding them. As a result, managers must try to communicate with their employees frequently to understand their feelings or perceptions towards inequity or any dissatisfaction on work. Adams (1965) equity theory proposes that an individual who believes an exchange is inequitable will be motivated to achieve equity or reduce inequity. According to the theory, individuals determine if exchanges are equitable by computing the ratio of perceived personal outcomes (rewards) to perceived inputs (contributions) and comparing this ratio with the perceived outcome/input ratio of some comparison referent that they have chosen. If inequality is perceived, the individual is expected to experience tension and to be motivated to respond either cognitively or behaviorally to restore equity. By the way, an employer can also prevent consequences from perceptions of inequity. For example, Skarlicki and Folger (1997, cited in Redmond 2010) found that employees that are treated with respect are more likely to tolerate unfair pay. Whether the pay or compensation is actually unfair might be irrelevant. To the employee a perception of unfair compensation is the same as actual unfair compensation. So, if an employee has a perception of inequity in their compensation they might be more willing to tolerate their perception of unfair pay if they are treated with respect by their employer. Then they will be less likely to decrease their inputs or engage in counter-productive work behaviours to compensate for a perception of underpayment inequity. So, in addition to establishing fair distribution and procedures in an organization, employers should always treat their employees with respect. This can help maintain or increase motivation and prevent problems that stem from perceptions o f under reward. Employers also need to remember that employees can value different outcomes. For example, younger employees tend to value more pay (Miles, et. al., 1994, cited in Redmond 2010). Even if an employee receives a higher salary than their co-worker they could still develop a perception of inequity if that co-worker has a flexible schedule, and a flexible schedule is more valuable to them than extra salary. To combat this problem, employers can implement two strategies. First, they could continually request feedback from employees to determine what they value and how they would prefer to be compensated. Another strategy used by employers is to offer a choice in benefits. For example, one employee might want to use a health flexible spending account while another employee might prefer to have a dependent care flexible spending account. Employers can offer choices on health or dental insurance as well as other choices among benefits. This type of plan, called a cafeteria sty le, allows employees to select outcomes that they value most. This can help prevent perceptions of inequity because each employee has the outcomes that they value the highest. This helps increase their ratio of inputs to outcomes when compared to their co-workers. Employers can also utilize intangible rewards such as a pat on the back, a luncheon, or even simple praise in front of co-workers. These simple intangible rewards can help balance a measure of inputs and outcomes. 9. Conclusion by Loh Sin Yee After we have studied the problem and revised on the research done by several researchers, we can now understand about Equity theory and underpayment equity. Additionally, the five senior representatives must know how to balance or correct the inequity feelings towards newly hired representatives. They are encouraged to use the behavioural approaches to change the input or outcome of their comparative other. Furthermore, it is important for managers to understand and prevent consequences from perceptions of inequity by employees. Equity theory of motivation, developed in the early 1960s by Adams (1965), recognizes that motivation can be affected through an individuals perception of fair treatment in social exchanges.  When compared to other people, individuals want to be compensated fairly for their contributions. The organization may need to recognize the different interpretations inherent with such group of employees and devise a strategy for effectively managing their different perceptions. 10. References by Ng Hui Ming Redmond, B.F. (2010).   Lesson 5:   Equity theory:   Is what I get for my work fair compared to others? Work Attitudes and Motivation.  The Pennsylvania State University World Campus. Adams, J.S. (1965). Inequality in social exchange. In L. Berkowitz (Ed.), Advances in experimental social psychology (pp.267-299). New York: Academic Press. Williamson, K., Williams, K.J. (2010). Organizational justice, trust and perceptions of fairness in the implementation of agenda for change. Elsevier Ltd on behalf of The College of Radiographers, United Kingdom. Radiography 17 (2011) 61-66. Retrieved February 23, 2011, from www.elsevier.com/locate/radi. Colquitt, J.A., Scott, B.A., Judge, T.A., Shaw, J.C. (2006). Justice and personality: Using integrative theories to derive moderators of justice effects. Journal of Organizational Behavior and Human Decision Processes 100 (2006) 110-127. Retrieved February 23, 2011, from www.elsevier.com/locate/obhdp. Brown, G., Bemmels, B., Barclay, L.J. (2010). The importance of policy in perceptions of organizational justice. Journal of human relations. 63(10) 1587-1609. Retrieved February 23, 2011, from http://hum.sagepub.com/content/63/10/1587. Sora, B., Caballer, A., Peiro, J.M., Silla, I., Gracia, F.J. (2010). Moderating influence of oganizational justice on the relationship between job insecurity and its outcomes: A multilevel analysis. Journal of Economic and Industrial Democracy. 31(4) 613-637. Retrieved February 23, 2011, from http://eid.sagepub.com/content/31/4/613. Karriker, J.H., Williams, M.L. (2009). Organizational Justice and Organizational Citizenship Behavior: A Mediated Multifoci Model. Journal of Management 2009. 35:112. Retrieved February 23, 2011, from http://jom.sagepub.com/content/35/1/112. Roch, S.G., Shanock, L.R. (2009). Organizational Justice in an Exchange Framework: Clarifying Organizational Justice Distinctions. Journal of Management 2006 32: 299. Retrieved February 23, 2011, from http://jom.sagepub.com/content/32/2/299. Kilbourne, L.M., OLeary-Kelly, A.M. (1994). A Reevaluation of Equity Theory: The Influence of Culture. Journal of Management Inquiry 1994 3: 177. Retrieved February 23, 2011, from http://jmi.sagepub.com/content/3/2/177. Paula W. P. (2006). Procedural justice and voice effects. Journal of Organizational Culture, Communications and Conflict. Retrieved 23 Feb, 2011, from http://findarticles.com/p/articles/mi_m1TOT/is_1_10/ai_n25009730/.

Islam Essay -- essays research papers

The law, defined as the body of rules and principles governing the affairs of a community and enforced by a political authority, is an important facet of any community. It provides guidelines for those in the community to follow so that they may have the most peaceful and problem- free life. Islam takes this notion of peace and obedience and applies to everyday living for the members of its community. Islam law is of great importance to the Muslim community because it provides specific courses of action for living and also supplies mechanisms for considering how to deal with situations that are not discussed in the law. Islam law covers all aspects of life; it has its own personal, moral, civil, ethical, societal, and criminal law. All these laws come from God through revelations that are sent through His angel, Gabriel to the Prophet, Muhammad. The laws have been transmitted over time to the people of Islam in the two forms: the direct word from Allah, namely the Quran and the teac hings of the Prophet, the sunnahs. The primary source of Islamic law which is the foundation of every Muslim’s faith and practice is the Quran. The Quran deals with all subjects that concern humankind, mainly the relationship between God and humankind and how this relationship relates to the guidelines that are required to be followed by all Muslims. Within the Quran are not only instructions of how an individual must conduct his or herself but there are also principles relating to all aspects of...

Monsters Are Real Donnie Darko

In storytelling, monsters are used to express the fears and worries of humans. They allow us to discover our values by questioning our morals through imagination and illusion. In both Donnie Darko and Pan’s Labyrinth illustrating real-life monsters Captain Videl and Jim Cunningham enhances our fear of monsters. These villains symbolize the vulnerability we feel as we identify ourselves with the victims of the attack. We can relate each example of monsters to an evolution of our fears throughout our lives. The fear we have of monsters stems from the idea that our moral imaginations shape the danger inside these beastly beings.As children, our vulnerability came from our fears of losing security. The monsters hiding under our beds taunted us with the threat that we’d be eaten and would never see our parents or that our most valued possession would be taken from us. This juvenile fear is illustrated in Pan’s Labyrinth through Captain Videl. He encompasses the threat s we felt as children by being controlling and dominating, as he manipulates Pan and she loses her innocence. As we mature and the limits of our moral boundaries widen, the term â€Å"monster† evolves into something more complex.As we enter into adolescence, and later into adulthood, our fears become something less to do with security and more to do with a threat to our happiness. Our moral imagination evokes fears of defeat and failure, a fear that we formulate in ourselves. As we grow older, we also fear the world and others that we cannot control. In Donnie Darko, Jim Cunningham, embodies our fears of a predator. He is the real-life monster we fear everyday with his complex, dark and twisted secrets. Ultimately, both Donnie Darko and Pan’s Labyrinth effectively embody our illusions of fear from childhood to adulthood.

The Performance Enhancing Drug Scandal - 1504 Words

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