Application Software Design Essay Example | Topics and Well Written Essays - 500 words

Application Software Design - Essay Example Word processors can be used as a standalone application as it is not compulsory to have it dependant on other applications software. But, they are basically general purpose software and most of the times used simultaneously for different types of application. It can be merged with other related products that perform different functions on the same data, like a spreadsheet, database manager etc. In its main purpose, it is considered as general purpose application software. Since this software is platform independent and has the compatibility to be integrated with other software, it is up to the technical team to identify the different types of software that can be integrated with the current product. The support teams have to get hands-on with this software in order to find any difficulties in using this software. Also, their specific requirements have to be questioned and the answers have to be justifiable in the selection of this product. Â  Questions have to be raised to the technicians in such a way that their doubts regarding the migration from old technology to new technology have to be clarified. In a Computer Science major, there is no specific kind of data that is given higher priority. Since the field is basically about the handling of data, any software developed is for the purpose of handling data for several other fields. And as far as data storage is concerned, it entirely depends on what kind of application it is being stored for. Hence most of the application data storage is application centric. Since the software chosen is a general purpose, the data related to this software can be stored in a general repository.

Comparing Ethiopia to Other Countries Essay Example | Topics and Well Written Essays - 750 words

Comparing Ethiopia to Other Countries - Essay Example â€Å"According to the neo classical growth theory, output growth results from one or more of three factors: increases in labor quantity and quality, increases in capital, and improvements in technology† (Todaro & Smith, 2003 p 164). Thus, the concept of neoclassical growth theory states that growth of an economy stops when the technological change ends. A technological change leads to an increase in saving and investment and there by increases the real GDP per capita. In the context of Ethiopia the theory of neoclassical growth theory has relevance in the respect of underdevelopment. The lack technology has pulled back Ethiopian economy from attaining development. In other words technological backwardness has contributed to the lesser growth of Ethiopia. This is clear from the GDP ratios of the country. Ethiopia’s GDP remained at â€Å"$1000 in 2010† (Human Development Report 2009: M Economy and Inequality, 2009). The Human Development Index indicates that the H DI of Ethiopia were just 0.328 in 2010. In HDI ranking Ethiopia had171st rank† (Human Development Report 2009: M Economy and Inequality, 2009). ... This will increase income, savings and investments, which, in turn, can lead to economic development. â€Å"The role of Lewis theory in Ethiopia is also showing a negative trend. The relevance of the theory in a country is highlighted when there occur a shift in the employment rate from agriculture to industry sector. The data regarding the employment in agriculture and industry of Ethiopia shows that the role of the Lewis theory in the development of a country is more relevant. The employment rate of Ethiopia in the agriculture sector during 2009 was 85% while that of industry was just 5%† (Intelligence Throughout History: Birth of Overhead Reconnaissance, 1861). The Big Push Theory: The Big Push Theory by Paul N. Rosenstein Rodan calls for a big investment from the government’s side, for attaining economic growth in an underdeveloped country. â€Å"The Big Push is a model of how the presence of market failures can lead to a need for a concerted economy wide and proba bly public policy- led effort to get the long process of economic development underway, or to accelerate it† (Todaro & Smith, 2003 p 162). A big investment by the government encourages more growth in that sector, which ultimately leads to the development of that particular sector and, therefore, attracts more investment by individuals and firms. The relevance of big push theory in Ethiopia is seen from the aid given by the government and the UN in various situations including the natural calamities. This big push has helped the Ethiopian economy in improving their HDI rank during past years. Market friendly approach: Market friendly approach was first put forward by World Bank, which gave a much

Macbeth and Shakespeare Essay Example for Free

Macbeth and Shakespeare Essay This quote â€Å"god defend me from my friends but ; from my enemies I can defend myself† means â€Å"gods help me from my friends but, I have the ability to defend myselfâ€Å". Two stories that I’ve read that support this quote are Macbeth by William Shakespeare and â€Å"The Cask Of Amontillado† by Edgar Allen Poe. I definitely agree with this quote because Macbeths friends thought they were really his friends but, they were wrong. Macbeth by William Shakespeare shows literary devices and they support my opinion of this quote. One is dramatic irony and it proves this quote true for many reasons. It is true because Lady Macbeth shows betrayal against Duncan, the king of Scotland and Macbeth shows betrayal against all his friend, he was really using them and in the end he killed some of his â€Å"friends†. Macbeth and Lady Macbeth wanted to both kill Duncan all along, so they Planned it all out. Betrayal is what happened here, big time. The other literary device from the story that supports my opinion and makes this quote true is, Tradgeic Hero. Macbeth started out as a tradgeic hero and then throughout the story he also â€Å"betrays† all his friends, pretty much the same reason for the dramatic irony. He is just a great example of a tradgeic hero. The other story that supports my opinion is â€Å"The Cask Of Amontillado† by Edgar Allen Poe and the quote â€Å"God defend me from my friends but, from my enemies I can defend myself†. The two literary devices used are symbol and mood. Symbol makes this quote true in this story. This is true because montresor’s coat of arms which is the snake biting the foot that is crushing it. This represents montresor getting revenge on fortunato for his supposed insult. When they both walked through the catacombs , montresor describes his coat of arms in a descriptive way. The other literary device that is used in this short story is, mood. The mood is very important in the story. It has a lot of terror and fear in the setting which connects to the mood. This mood is created because of the setting which is the cave with the bones, dampness and darkness. This set a mood that is not so inviting. These two stories both concluded the meaning of the quote. They both had friends and enemies and betrayal against one another. The setting in â€Å"The Cask Of Amontillado† defiantly showed how they defended themselves. This is why I agree with this quote.

Role of Job Satisfaction on Employee Behavior

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

The Conflict and Struggles in Iraq Essay -- Iraq Iraqi Politics Politi

The Conflict and Struggles in Iraq Throughout history, the United States has attempted to overthrow corrupt government in other areas of the world and instating democracies such as ours. What the United States fails to realize is that reforms in a country’s political structure do not occur overnight, but rather to enforce these new changes, money and time is required. Sometimes the money and time seem to be more than we as a country bargain for, but I am a firm believer that you finish what you start. Right now the conflict is in Iraq, where many Americans are angry at the amount of money and time that we are dedicating to installing a democratic government after the overthrow of their dictatorship. As a country, we should be behind our military and our government in supporting their war efforts and attempts to provide freedom and equality for the people of Iraq. The main problem in Iraq is that their culture is centered around religion. Unfortunately, it is not just one main religion, but rather nineteen provinces and three separate forms of religion. The majority of the population is Islamic, and then broken into three sects of Islam: the Kurds, Shiites, and the Sunnis. To have a true democracy, the culture of Iraq must be adapted to separate religious beliefs from governmental policies. Since the melting pot of religions in America do not infiltrate the government, we as a society do not understand the difficulty of diffusing religion out of Iraqi government. To contribute to this setback, each group has different beliefs within their organization which cause continuing difficulty. As Hubert Locke states in his editorial to the Seattle Post Intelligence, â€Å"Yet at some point, we will ha... ...or we cannot think that Iraq will become a truly independent state until we rebuild their economy and get their government standing on its own two feet. We cannot just be a country that invades and then leaves, the remaining citizens becoming lost. If this happens, of course there will be American resentment in the Middle East! We removed their political stability and now it is our job to restore their country with the benefits of freedom and hopefully more opportunity. Works Cited Lewis, Bernard. The Crisis of Islam. New York: Modern Library Education, 2003. â€Å"Rebuilding Iraq.† Editorial. Patriot News 15 July 2003 A15. â€Å"Iraqi War.† Editorial. Chicago Sun-Times 9 November 2003, pg. 32. â€Å"Bush’s Reconstruction.† Editorial. Seattle Post Intelligence 20 October 2003, A8. â€Å"Post-War Efforts.† Editorial. Orlando Sentinel 23 September 2003 pg. 9.

The Salem Scare Essay -- Literary Analysis, Arthur Miller

On the day of the hangings at Gallows Hill, many watched as friends and family were executed for crimes they had not committed. Arthur Miller wrote about that which preceded this morbid event in The Crucible. The story, which catalogs the witchcraft trials of Salem, was not an unprovoked piece of literature. At the time Miller wrote the play, America was dreadfully close to war with Russia, and many believed that communists were infiltrating the government. Joseph McCarthy was a man who oftentimes would accuse people of being â€Å"Reds.† Arthur Miller was one of the victims of McCarthy's verbal attacks. Although Arthur was in no way a communist, denying the accusation made others think he was guilty. This Catch-22 scenario reminded Arthur of the Salem Witchcraft trials of the late 1600's. Although the two events were hundreds of years apart, the â€Å"Red Scare† and the Salem Witchcraft Trials were very much alike. Frenzy was the main component of each happening, and this frenzy resulted in the unjust prosecution of many individuals. The definition, theme, and how the theme relates to my daily life are crucial to understanding The Crucible. The definition of â€Å"crucible† is â€Å"a test†. Throughout the play, many of Salem's inhabitants are tested in various ways. Of all the characters within The Crucible, there are three who had to make major decisions that would not only affect themselves but also affect the accused. John Proctor, a man who had quite a good reputation in Salem, underwent a test of moral integrity. Throughout the story, he is plagued with the guilt of having had an affair with Abigail, and in order to save his wife, must confess this sin to the court. Before his wife, Elizabeth, is taken to jail, she tells John this... ... By reading about how people within the play responded to their tests, one can reflect upon how they respond to their own tests in day to day life. The theme of how fear and suspicion feed upon themselves and result in the destruction of public order and good sense can show one the serious repercussions that come with not considering all scenarios and letting fear take control. How the theme applies to my daily life provides one with a real world example of how fear can break down reason and create unnecessary turmoil. Fear is a recurring emotion within Salem, and one that many in the village did not keep under control. This fear became a monster that consumed the town and unjustly killed many. In modern society, controlling our fear can save innocent lives and reputations and prevent occurrences such as the Salem Witchcraft Trials from ever happening again.

Negative Impacts

Industry production systems are unsustainable which can also have negative Impacts on environments. In response, there has been a rapid growth aimed at getting industry to â€Å"clean up its act†, because enforcement of the environment is growing up only slowly. In addition, the environmental and social performance of enterprises has Increasingly been used as a factor In deciding whether to do business with them, and this means that environmental demands are being made on enterprises.The methodology to be adopted will basically be with relevant, recognizing that they must adapt to the environmental demands made of heir products or of their manufacturing procedures, and to do this they need companies that can offer specialized services relating to the development of various management systems and products.The response to the problems outlined Lies In enabling output to continue to grow while minimizing growth in inputs of materials and energy, and they can support the establish ment of institutions meeting the standards in monitoring the development of environment related In affecting trade, identify gaps In normative laws and regulations and other policies which promote of Industry especially In the support yester by promoting the establishment of specialized enterprises in the 1 org knowledge and skills in enterprises to public-private partnerships in the environment field.Agile Noreen A. Bossily 2012103039 2 The view to the above mentioned, focuses on the paths to industrial development; efficient use of non-energy raw materials and of recycled industrial and non-industrial wastes; adoption of relevant products and technologies to meet environmental standards; adoption of environmental and related management systems with a view to entry into global value chains; and creation of businesses that an offer services. This concludes some challenges faced by some industries to properly utilize resources, which somehow gives opportunities. 4 Introduction ? Tabl e of Contents Definition of Industrial Development 2 Table of Contents 5 Main Body How Industrial Development Through the Years Affect How Industrial Development Made Life Easier Conclusion 11 References ? 12 4 Introduction The unsustainable patterns of industrial development may not have been appreciated until quite recently, it has been recognized since the start of the industrial revolution that enterprises can have obvious and visible impacts on their local communities and environments.As a response to these manifest health and environmental impacts, the last 40 years have seen an unparalleled growth in environmental matter. There has been a growing determination by different stakeholders in the developed countries to use the environmental and social performance of enterprises as a factor in deciding whether to do business with them. The first to feel this pressure are often the transitional corporations and other large companies, but they in turn are exerting a similar pressure on their suppliers. As a result of the globalization of trade, many of these are now located in developing countries.This paper explores in more detail these challenges and opportunities on how can enterprises in these countries become greener and shrink their environmental footprint, while at the same time continuing to grow and deliver goods, services and Jobs to their populations? What were the advantages and disadvantages of industrialization? Answers to these questions must take into account one overriding imperative: that industries need to grow. Industrial development is the only mechanism that will enable developing countries to reduce he level of poverty and hardship they face.This conclusion offers a strategy for the development aid community, which is designed to help developing countries bridge the gap between the present and the future. 6 Industrial development any development of an industrial nature. The industrial revolution led to the development of factories for la rge-scale production, with consequent changes in society. Originally the factories were steam-powered, but later transitioned to electricity once an electrical grid was developed. The mechanized assembly line was introduced to assemble arts in a repeatable fashion, with individual workers performing specific steps during the process.This led to significant increases in efficiency, lowering the cost of the end process. Later automation was increasingly used to replace human operators. This process has accelerated with the development of the computer and the robot. 7 How Economic Development Through the Years Affect the Environment The economic development through the years affected the environment by the increase in population, industrialization started, and the shortage of nonrenewable energy sources. The increase in population means that ore forest and rain forest will be destroyed to make more room for the people to live.Destroying rain forests are bad because forest alone produce s 40% of the world's oxygen. There are now a lot of industries around the world but even though there are so many, it is a big burden to the environment. The burning of gasoline and coal produces carbon dioxide that, over time, has settled in a layer in the earth's upper atmosphere. This creates a situation know as greenhouse effect. The greenhouse effect is a situation in which an excess of carbon dioxide in the earth's upper atmosphere lets the sun's rays through but traps heat close to the earth's surface. Nonrenewable energy resources might run out.This might occur because of the increase and demand in oil which is the basic necessity we all use. We use oil for multiple proposes. Since industries use oil and coal a lot it will eventually pollute everything and will cause acid rain which pollutes the stream. These were some examples of how economic development can led to disasters for the environment. There might be a smudge of a change that this will not happen, but, it is guara nteed that those things would happen. Especially that global warming is already taking place. 8 How Industrial Development Made Life Easier?It would Just be unbearable to think that life would be better without the Industrial Revolution. All the inventions that were invented back then are used all the time. The inventions have greatly changed society. The light bulb was made to create light that would last for a long time and that could be used anywhere. In today's society, people just makes it easier to see anywhere whenever it's the daytime or night time. â€Å"Edition's eventual achievement was inventing not Just an incandescent electric light, but also an electric lighting system that contained all the elements necessary to make the incandescent light practical, safe, and economical. Before it was created, human beings had to use fire and now you're able to Just turn the light switch on and you automatically have whatever lighted. Louis Daggered invented the first camera Just t o capture things for memory. The camera was invented to capture a picture of anything you wanted to save as a memory. In today's world, people use the camera during many special occasions to remember that specific day. It helps a lot because so many people can enjoy or see what an occasion was like even if they weren't there by looking at the pictures.George Stephenson first attempted to create the first locomotive since others who tried failed. The locomotive was invented to try and succeed in an invention but lead to more better things. In today's society, we use the transportation for many reasons. We use it to haul cargo and 9 transport people to many places. â€Å"It was now that George Stephenson, about twenty years of age, set about the construction of his first locomotive. As we before stated, the want of good and skillful workmen was a great Arabica. Before it was invented, it was more difficult to transport anything to different locations. The period of the Industrial Rev olution greatly contributed to the world. It was a revolution which helped everyone in a positive way no matter what the situation was to them. Society became easier and less hard to live by having many inventions do our hard work for us. 10 Conclusion The Industrial development was a mixed blessing. It has its advantages and disadvantages; through this study I was able to appreciate the efforts of the inventors Just to make our life easier and more comfortable.Throughout those years everything were created and studied well, yet we were not able to see the needs of our environment while we were all happy inventing and making technologies as much as we want. The industries were able to brought countries and people together. There was an international awareness among people because developments in one country influenced the others, there were better transport, communications and mechanized goods made life comfortable for man. Unfortunately cities became crowded, smoky, with problems o f slums, housing, sanitation, accidents and epidemics.