The Evidence for Evolution

Psychology - 2912 Words

PSYCOLOGY EXAM Differentiate between Freud and Eriksons approach to psychoanalytic theory in this lesson. You will examine and compare developmental stages side by side and have the opportunity to test your knowledge with a quiz at the end. Example for Comparison Mary has a 3-month-old daughter. Mary bottle feeds her child and follows a strict schedule for feeding times. The child is not allowed to have a pacifier. Mary is an affectionate parent, and all of her childs needs are met. How could the actions that occur in the childs life now affect her later development? Similarities of Freud and Erikson Sigmund Freuds psychosexual theory and Erik Eriksons psychosocial theory are two important psychoanalytic theories on human development†¦show more content†¦The psychosexual stages have three main parts. Each of Freuds five stages has a physical focal point where the childs energy is strongest and where their pleasure is obtained. The stages also have a psychological theme and an adult character type. The oral stage is associated with the mouth area as the infant gains pleasure from sucking, swallowing, biting and chewing. The psychological theme to the oral stage is dependency as a baby can do little for itself. Too much or too little fulfilment can result in Oral Fixation. This fixation will be carried onto later life, where this type of personality may have a stronger tendency to smoke, drink, over eat and bite their nails. The anal stage is associated with the anal cavity and sphincter muscles of the bowel, which are now the main sources of pleasure. The child learns to control anal stimulation. Anal fixation can result in obsession with cleanliness and perfection. On the opposite side they may become disorganised and/or untidy. The phallic stage is associated with the genital area where this becomes the primary area pleasure. The child at this stage becomes aware of the sex differences; both boys and girls experience emotional feelings in relation to the opposite sex parent. The latency stage is theShow MoreRelatedPsychology : Psychology And Psychology1627 Words   |  7 Pagescovers the many questions we may have about psychology. It starts with the history and how it has changed throughout the years. It covers some of the many subfields and jobs you can have as a psychologist. It also covers the four big ideas that are associated with psychology. There are many more topics and sub-topics that will be covered within this paper on chapter 1. Section 1-1 Psychological Science is born: This section shows how the heart of psychology changes over time. In 1879, at a germanRead MorePsychology : Psychology And Psychology1519 Words   |  7 PagesPsychology has been defined by many as the study of mental disorder or behavioral problems but discoveries and developments, points to psychology as the study of human mind and its functionality which includes the way we think, act, perceive things and be able to make decisions; all these makes man a complex being. Psychology isn’t just a phenomenon; it is a scientific study. Psychology as a science answers the question â€Å"why†, proposes a theory and sets experiment to test the hypothesis. The researchRead MorePsychology : Psychology And Psychology889 Words   |  4 PagesOne: Psychology Defined Psychology is an exceptionally multifaceted field of study, regardless, it can be commonly defined as the study of mental processes and human behavior. The goals of psychology are to describe, explain, predict and control the behavior of others. Psychology incorporates an extensive range of different perspectives into its general principles as well as focuses on securing them with applied research, case studies, evaluations, etc. I first became interested in psychology whenRead MorePsychology : Psychology And Psychology1018 Words   |  5 Pagesof psychology is common to talk about the psychological schools, as these are defined as groups of psychologists who shared a theoretical view and focused psychological problems with a common orientation; these have evolved over time. Psychology was first established as a separate science of biology and philosophy, that s when the real debate over how to describe and explain the human mind and behavior began start, different psychological schools represent the major theories of psychology. TheRead MorePsychology : Psychology And Psychology892 Words   |  4 PagesWhen you first think of the word psychology, what is the first thing that comes to your mind? Well, some people might say they don’t know or some would say it’s something that has to do with the mind and/or human behavior. Psychology which comes from the Greek term â€Å"psyche† is the study of mental processes and behavior; especially those affecting behavior in a given context. There are several schools of thought in psychology. These schools include: structuralism (Wundt), functionalism (James), gestaltRead MorePsychology : Psychology And Psychology1267 Words   |  6 PagesPaper What is psychology? What impact does psychology have on the world? What does it mean to be a psychologist? These are three important questions that will be investigated throughout this paper. Psychology is the scientific study of the human mind and behavior. Psychology influences many behaviors in the world without anyone noticing. Watson is interested in behaviorism. This means he was interested in the behavior of people and how they act and react. Through his article, Psychology as the BehavioristRead MorePsychology : Psychology And Psychology850 Words   |  4 PagesPsychology to me is meant to help people understand the complexity of other human beings. We have established the existence of many disorders which are mainly beyond the control of people because of chemical imbalances in the brain. Although with these reasons, we still have attached negative and positive connotations to many disorders. We have created this concept of psychology in order to help us try to find some sense of order in our lives. This can allow us to try rank ourselves next to anotherRead MorePsychology : Psychology And Psychology1703 Words   |  7 PagesPsychology has a lot of jobs to choose from.Any job in psychology is going to be involved helping people. Trying to find out why people do the things they do and trying to predi ct the behavior of people, their emotions, and mental processes. Making sure your child or any person you care about is okay mentally, is important and is the job of people who work in a major in psychology. For this paper, the roles of a psychiatrist, a counselor, and a psychologist will be discussed. The audience will learnRead MorePsychology : Psychology And Psychology1300 Words   |  6 PagesIn Psychology There are six modern psychological perspectives. These perspectives are behavioral, psychodynamic, humanistic, cognitive, social, cultural, and biological. Each perspective has its own unique way of explaining human behavior. I think that really explains the complex mental processes and behavior, and each prospective study should not be limited to just one. The following is my explanation of the terms and comparisons between the psychodynamic and behavioral aspects relating to the OctoberRead MorePsychology : Psychology And Psychology Essay2200 Words   |  9 PagesHow is ps ychology defined today? How did psychology start out being defined originally? Humans have always been interested in understanding their own body, especially the brain itself. Some of the first people to explore psychology were Aristotle and Socrates, (even though some of the things they thought were wrong) of course at the time they did not know what exactly they were studying. https://www.boundless.com/psychology/textbooks/boundless-psychology-textbook/introduction-to-psychology-1/intr

Auditing for Organizational Research Methods-myassignmenthelp

Question: Discuss about theAuditing for Organizational Research Methods. Answer: The fundamental principles which every auditor and accountant should comply are integrity, honesty, objectivity, professional competence, confidentiality and due care and the professional behavior. The two threats to compliance are intimidation threats and familiarity threats. Intimidation threats are the result of deterring the professional accountant or the auditor from acting independently, objectively and with professional behavior by the organizations management or the other stakeholders of the company. In the above-mentioned case the chief executive officer of the bolts ltd. Is asking the audit to focus more on the areas of profitability and sales in place of cash flow reporting which is a case of directly affecting the objectivity of the auditor. The CFO is trying to influence the auditor in the auditing process and as he is on the top among the officials, he can create a significant influence on the decisions of the auditor regarding their audit plans. Limiting the work of th e auditor to only profitability and sales are considered as directly limiting the scope of work of auditor (Quick, et. al., 2007). As the auditor of the bolts ltd., I should not accept any advice from the CFO and other management authorities which directly influences the audit exercise or the scope of audit exercise. On the other hand, familiarity threats are those threats which occurred because of the direct or indirect interest of the auditor with the companys management. Familiarity threats arise because of the close relationship of the auditor with the client company. In the above case, the CFO is asking for the sympathetic treatment which can favor the management of the company as a whole. He is asking the auditor to focus on some specific areas of treatments while ignoring others. Requesting the auditor to focus on some specific areas of sales and profitability, while leaving out the cash flow statement is the direct indication that the chief financial officer does not want the auditor to conduct the audit of the cash flows as it may reveal the fraud and error which is committed in that statement. One of the fundamental principles of the audit is that the auditor should collect the necessary and helpful evidence from the audit investigation and it has been breached because the chief financial officer is giving the directives as to what should be used by the auditor as the audit evidence. The American accounting association decision-making model provides the framework within which the individual and the organization can make an ethical decision while preserving the workplace professional integrity. As per the American association ethical decision-making model, there are seven stages which help in determining the decision regarding the concerned assignment. Given below are the seven stages which should be concerned with the Luke regarding his ethical dilemma. Establishment of the case facts This is the first stage in the decision-making model. The case facts are stated without any ambiguity and by considering what is supposed to be put. The facts of the above case are including the following: Both zane and luke are on the same level of employment with the similar experience and skills Zane is single, however, Luke is married which means he has more responsibilities in comparison to zane. Both zane and Luke are in consideration for the promotion to the audit supervisor position. On a particular job, zane is replaced by Luke. And Luke has realized that zane has done the recommendable job on the assigned project. Identification of the ethical issues in the case In the second the examination and inspection of the facts of the case have been done and those ethical issues which have been arising from this matter have been determined. We have identified that Luke has comparatively more responsibility than Zane as he is married and Luke is clearly aware of the zane good performance in the past work. The dilemma in front of Luke is that whether he should information the manager about this information or not. This is the major question which arises in the above matter as keeping quite can help Luke in getting a promotion to the post of the audit supervisor. identification of norms, principles, and values which are related to the case In this stage, the social expectation and the professional ethics code are translated into the norms, values, and principles and the case is categorized into the professional behavior, ethical framework or social framework. In this situation, the case lies in the ethical context of the professionalism. Integrity and objectivity are the major code of conduct which is required to be considered by the professionals. It is important that he should be honest in their field of work and should reveal the truth among the stakeholders of the company. In the above case, Luke knows the truth regarding the project situation, thus he should reveal the truth. Identification of every alternative course of action The fourth stage is the identification of every alternative course of action. There are two major alternatives which are in front of Luke which is revealing the truth about the relationship of client and zane and the effective work done by zane or just ignoring the above facts and does not mention about it to anyone. In case, luke reveal the truth then the auditing manager can take required and appropriate actions for investigating the matter which also involves determining the reason of bad relationship of zane with the client. He can even end the contract with the client if it has been revealed that client lied to the manager. At the same time if it has been revealed that zane made mistakes then auditor can decide the appropriate punishment for him. Matching the principles, norms, and values of options In this stage, the norms and values which are identified in the third stage are matched with the alternative options identified in stage four. In this stage, one can identify the options which match or do not match with the norms. Consideration of the consequences of the outcome The possible consequences of revealing the truth are that it will tighten the friendship of him and zane and audit manager will be able to find out the cause of conflict among the client and zane (Nerandzic, et. al., 2012). Zane will further be punished in case he found guilty or the manager could end the contract with the client. On the other hand, a possible consequence of staying quiet is getting a promotion. However, if manager later come to know that Luke intentionally does not provide this information then it could have negative consequences for him taking a decision Luke should inform the manager regarding the conflict between the client and zane. In the Mary guy decision-making model, the guy identifies the values of the honesty, responsible citizenship and excellence as valid for the societal setting. As per our case, this model will not change the decision (Rossouw, et. al., 2010). The major assertions in relation to the accounts payable are; completeness and existence. Completeness assertion involves that the accounts books balances contain all the transaction and information of the period. The actions which can be taken by the auditor to check completeness includes purchase cutoff test, analytical procedures, tracking of subsequent payment to the recorded payables, cash disbursement cutoff test and reconciliation of account of control with the payable ledger. There are several reasons for variation in the control ledger and the ledger account records which includes the pricing differences, settlement of discount allowed and amount requested for credits. Purchase cutoff test is the method of evaluating whether the goods whose title has passed and did not pass are properly accounted in books for and the cash disbursement cut off test inspects the last cheque written and also trace it to the accounts payable subsidiary ledger. In addition to this to the complete ness of transactions, the auditor also searches for those payables which have not been included in the vouchers. With the above-mentioned assertion, the major evaluation is whether the account payable which is recorded represents the valid liability of the financial statement position of the company. The audit can achieve this through confirmation, where the small balances are sampled alongside the large samples (Arens, et. al., 2009). At the time of placing the order with the vendors, the in-charge officer should send the confirmation about it to the companys vendor without considering the yearend balance amount into consideration. For example, in the above case, the auditor used the large supplier of the company in order to make the conclusion on the reasons behind holding the invoice. In such case, the auditor can possibly make a wrong decision which can further influence the audit report type which might be written by him. The account payable is significant for the auditor as it provides the evidence for the important items of the company. Accounts payable which is also known as trade payable arises out of the resale or acquisition of manufacturing goods. The purchases which made out of the accounts payable can further be reported as the gross method or the net method. While auditing the accounts payable, the assertions regarding the purchases and the cost of goods sold are taken into the consideration (Ghose Koliadis, 2007). The organization clients undergo the audit procedures confirms the assertions which are made in the accounts payable data. In the occurrence test, the third party customer can confirm the order of sale which is recorded correctly in the financial statement of the company and that they actually did occur. The provided invoices can further support the audit evidence which is needed while carrying out the audit procedure. Substantive test of detail to obtain sufficient appropriate audit evidence The purchase cycle examination is among the substantive test which can be used by the auditor in order to keep up with the existence assertion. The purchase cycle further involves authorizing and initiating the purchases and paying and recording accounts payable and ordering the services and goods. In order to initiate the effective internal control system over the purchase cycle, the management of the organization is required to set different departments for the accounting, receiving and purchasing of the transaction (Louwers, et. al., 2008). These will easier the process of recording the purchases which are received for the accountant. The major substantive test for the completeness assertion is the documents inspection which includes the determination of appropriate valuation of the accounts payable which can be carried out by the auditor during the audit procedures. The substantive test also involves the determination that the disclosure and the presentation of the purchases are done in the right manner (Lance, et. al., 2010). References Arens, A. A., Best, P., Shailer, G., Fiedler, B. (2009).Essentials of auditing, assurance services and ethics in Australia: an integrated approach. Pearson Education Australia. Ghose, A., Koliadis, G. (2007, September). Auditing business process compliance. InInternational Conference on Service-Oriented Computing(pp. 169-180). Springer, Berlin, Heidelberg. Lance, C. E., Dawson, B., Birkelbach, D., Hoffman, B. J. (2010). Method effects, measurement error, and substantive conclusions.Organizational Research Methods,13(3), 435-455. Louwers, T. J., Ramsay, R. J., Sinason, D. H., Strawser, J. R., Thibodeau, J. C. (2008). Auditing assurance services. Nerandzic, B., Perovicy, V., Zivkov, E. (2012). Personality and moral character traits and acknowledging the principles of management ethics, auditing and accounting ethics.Economic research-Ekonomska istraÃ… ¾ivanja,25(sup1), 288-312. Quick, R., Turley, S., Willekens, M. (Eds.). (2007).Auditing, trust and governance: Developing regulation in Europe. Routledge. Rossouw, D., Prozesky, M., du Plessis, C., Prinsloo, F. (2010). Ethics for Accountants Auditors.OUP Catalogue.

Effects of Popular Music on Memorization Tasks free essay sample

Popular Music on Memorization Tasks The purpose of this study was to find whether popular music would have a positive or negative effect on memory tasks. There are many different perspectives on how background music and noise affects performance. The current body of research reports mixed results with some studies reporting positive effects and some reporting negative effects of music on performance. Numerous studies have been conducted to test the Mozart effect. The Mozart effect is a term used to explain the claim that people perform better on tasks when listening to music composed by Mozart.Earaches, Shaw, and Ky (1993) indicated that subjects performance on spatial tasks was better while listening to music compared to the silence condition. Due to this study, many people questioned whether listening to music increases intellectual ability. Other researchers stated that It Is possible that the Mozart effect has very little to do with music. They postulated that enhanced performance Is due to arousal or mood (Thompson, Challengers, Hussein, 2001). Those researchers proposed that musical stimuli that may be enjoyable to that Individual might produce a small improvement in performance on a variety of tasks.Many studies have emerged from the concept of the Mozart effect. The results of these studies have been mixed. Arranged Giggly (2001 ) indicated that background music significantly disrupted writing fluency while using a computer. The participants in that study showed signs of slower writing and a decreased writing quality when their writing was accompanied by background music. An earlier study found that when students frequently studied to music, a specific type of music was less likely to impair their performance on reading comprehension tests (Tough Michaels, 1975).Hillary and Tolling (1975) Indicated that If the background music was familiar to the subject, they performed better on the given task than when unfamiliar music was present. Another study argued that the differences were due mainly to Individual differences In music preference (Dossals Mackerel, 1986). Tucker and Bushman (1991) found that rock and roll music had a detrimental effect on tasks involving mathematical and verbal skills, but it did not have an effect on reading compr ehension tasks. In another study, the researchers found that music that contained speech had significant active effects on the participants ability to perform tasks (Martin, Waggoner Forlorn, 1988). It has also been found that males and females perform differently in the presence of music when performing various types of tasks (Miller Scabby, 1989). Although these studies found different results for gender and the frequency of listening to the type of music presented in the study, the results still indicated that music helped their performance. Broadband (1958) tested the effects of noise on tasks that required complex mental processing.He showed that noise produces deterioration In performance over time. He also proposed that noise has a negative effect on later performing of the same activity in silence. This suggests that there are task. The irrelevant speech effect indicates that the presentation of speech based irrelevant sound that is to be ignored by subjects actually impairs their task performance (Locomotive, 1995). The irrelevant speech effect results in performance deficits on many cognitive tasks such as serial recall, free recall, cued recall, and recognition.Irrelevant speech can cause poor performance in many everyday situations such as offices, dorm rooms, and other situations where concentration on asks is important. One study found words to be more disruptive than tones and nonsense syllables. The researchers suggested that this was due to the semantic meaningfulness of words (Locomotive, Newly, Wilson, 1997). The irrelevant speech effect breaks down the persons ability to focus attention on a particular task. This is thought to be due to the irrelevant speech gaining access to the phonological loop. He phonological loop is a short-term memory store for speech-based material. This effect is not controllable by the individuals experiencing it. Short-term memory is dependent on attention paid to to-be-learned items. Even though a person may be focusing on to-be-learned information, sounds from the environment are registered and organized in the phonological store Cones, 1999). Salaam and Biddable (1987) showed that short-term memory is detrimentally affected by unattended speech but is not disrupted by unattended sound.This suggests that the speech based sounds disrupt the phonological loop. Irrelevant sound disrupts attention and has detrimental effects on performance of cognitive tasks. Even relatively quiet sound shows this effect. Acoustic change has been shown to have negative effects on reference where repeated sounds have not been shown to be disruptive. Non- speech sounds can be disruptive when there is acoustic variation. Irrelevant sounds produce these effects when stimuli is presented and when it is present during retention. Habituation has not been shown to occur in the case of irrelevant sound.Memory is highly vulnerable to the negative effects of irrelevant sound. Irrelevant sound that holds semantic meaning has been found to disrupt comprehension tasks :Binary, Mackey, Trembler, , 2001). Total and Ethan (2002) conducted a study involving irrelevant speech effects on the immediate cued recall of stimuli. They found that irrelevant speech had adverse effects on cued recall. They also found that steady-state irrelevant speech had the same detrimental effect on recall as did changing-state irrelevant speech.This contradicts other literature in the field that shows that changing-state speech should decrease performance more than that of steady-state speech. When speech based sound is masked by noise, it becomes less disruptive. This is thought to be due to the added noise, masking the speech to make it unrecognizable as such (Leerier Hellebore, 1998). Many college students study while listening to music. Earlier research has not provided a clear and consistent picture of the effect of listening to music on learning. The present study attempted to determine if studying to popular music would have a detrimental effect on memory.If music does hinder a students ability to study, it would be beneficial for them to have that information available. It is possible that earlier research did not indicate an accurate picture of the effect that music has on learning because previous researchers had not taken into consideration the music people frequently listen to while performing cognitive tasks. The present study tested the effects of music often contains lyrics, it would have a detrimental effect on performance, as the irrelevant speech effect would predict.Methods Participants The participants were all volunteers who received credit for their participation from their lab course taken with psychology 3650. All participants were undergraduates, ranging in age from 17 to 33. Forty-seven participants were female and thirty were male. The students were told that the purpose of the study was to look at memory distortion. Materials/Design The application that we used for study was Microsoft power point (2001). The experiment slide shows consist of an assortment of geometric shapes that had no significant connection other than they were shapes.The music used in the experiment was popular music. The music and slide show was shown and projected over the labs VA system. The experiment took place in the University of North Texas Gateway building computer lab. The participants were divided into two groups: a control (no music) and experimental group (music). Assignment to the groups was through systematic sampling, with the first group of student assigned to the control group, the second to the experimental group, and so forth through the four groups of dents we were assigned to run our experiment on.This was to ensure that the groups were as evenly distributed as possible in case of low participation in the study. Procedure Upon arrival, the students were seated in front of one of the computers and asked to provide the information requested at the top of their recall-testing sheet to determine sex, age. It was explained that they would move through the test stack by clicking once with the mouse on each button that read next. In addition, they were told that they would view a short set of instructions after the introduction page, Inch would remind them once again what their task would be.They were also told that after they would have 10 minutes to view the pictures on the screen, after the 10 minutes were up they would have 5 minutes to recall shapes in the order that they saw them on the slide. The slide show began with a brief set of instructions to remind the participants of the task at hand. After the set of instructions was Introduced, the program began by hitting the designated button. Upon pressing this button, the experimental groups heard a melody, respectively, while viewing the slide how of pictures that was to be recalled at the end of the experiment.

Manage Human resources free essay sample

1. Outline the difference between strategic plans and operational plans Strategic plans are the long term plans and goals of an organisation, whereas operational plans are shorter term; more about detailing the day to day operations of the organisation. Operational plans need to keep the strategic goals in mind so that the organisation will reach their longer term goals. HR requirements are necessary both in strategic and operational plans. Within operational plans, the HR strategies are important to enable the employees and human sector of the organisation to function appropriately. The human element of an organisation must be aware of their roles, adequately trained and treated fairly to ensure they carry out operational tasks. This, is turn, enables the strategic plans to work. 2. Explain how performance management works Performance management is successful when the expectations and obligations of employees align with the strategic plan of the organisation. Performance management should ensure that employees’ behaviour and outputs are consistent with the long term goals of the organisation and that the two complement each other. We will write a custom essay sample on Manage Human resources or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page If an employee is not meeting the objectives set out by the strategic and operational plans, then it is up to the HR manager to performance manage the employee to fit into these plans or seek employment elsewhere. Therefore, performance management is not only a way to ensure that employees are supporting the organisation towards its strategic goals, but also a way in which an employee can develop skills and learn more about their own career goals. 3. Why do HR personnel need to be aware of relevant legislation? There is a lot of legislation which HR personnel need to be aware of and it is important that it is enforced and taken into account when making HR decisions. Employees need to be treated fairly and have confidence in the organisation that they work for. This can be ensured if the relevant employment and workplace legislation is followed. If this legislation is not followed, it can also be costly for the organisation in the form of fines and compensation. The legislation which applies to human resource operations are: Fairwork Act 2009 National Employment standards Long service leave act Superannuation legislation Taxation legislation and fringe benefits Workplace Health and Safety Anti-discrimination legislation Workers compensation The Fair Work Act 2009 establishes a safety net of employee entitlements with the National Employment Standards (NES) and modern awards. In some cases, an employee’s entitlements change to meet the minimum entitlements under the NES, which prevail over any instrument (including former State awards and State agreements) that is less beneficial than the entitlements under the NES. This means that if an employee is covered by an award, agreement, former State award or State agreement or contract of employment, it cannot provide less than the NES entitlements. Rules relating to other employment matters governed by the Fair Work Act 2009 also apply to those employers and employees new to the national system from 1 January 2010. This includes (but is not limited to): 1 termination of employment 2 enterprise bargaining 3 industrial action 4 right of entry 5 general protections 6 record-keeping requirements. 4. What is the aim of WHS legislation and what responsibilities does it place on employers? The Occupational Health and Safety Act 2004 is the legislative and administrative measures to improve occupational health and safety in Victoria. The Act sets out the key principles, duties and rights in relation to occupational health and safety. The general nature of the duties imposed by the Act means that they cover a very wide variety of circumstances, do not quickly become outdated and provide flexibility to determine what needs to be done to comply. As an employer you must provide a safe and healthy workplace for your workers and contractors. This includes: providing and maintaining safe plant(such as machinery and equipment) and safe systems of work (such as controlling entry to high risk areas, controlling work pace and frequency and providing systems to prevent falls from heights) implementing arrangements for the safe use, handling, storage and transport of chemicals (such as dangerous goods and other harmful materials) maintaining the workplace in a safe condition (such as ensuring fire exits are not blocked, emergency equipment is serviceable, and the worksite is generally tidy) providing workers and contractors with adequate facilities (such as clean toilets, cool and clean drinking water, and hygienic eating areas) making sure workers have adequate information, instruction, training and supervision to work in a safe and healthy manner. An employer must also: adequately monitor your workers health (such as providing hearing tests for workers exposed to high noise levels, providing blood tests for workers exposed to lead and monitoring fatigue levels of transport and other workers) keep information and records relevant to your workers health and safety (such as records of biological monitoring, asbestos assessments, first aid records and relevant medical information) employ or engage people with the necessary qualifications or expertise to advise you on health and safety issues affecting your workers Consult with employees on matters that may directly affect their health, safety or welfare. Where the employees are represented by a health and safety representative (HSR), the HSR must also be involved in the consultation nominate a senior management representative (or yourself) to deal with workers and their health and safety representatives in resolving health and safety issues at the workplace provide your workers with information in the appropriate languages about your workplace health and safety arrangements, including the names of those to whom the workers can make an inquiry or complaint. When hiring new employees you should inform them, in writing, of the nature of the work and ask if they have any pre-existing injury or illness that may be affected by the work. You should also inform them, in writing, that failing to notify or hiding a pre-existing injury or illness which might be affected by the nature of the proposed employment, could result in that injury or illness being ineligible for future compensation claims. Employers must ensure that other people (such as their customers, visitors and the general public) are not endangered by the conduct of your business (for example, by providing protection from falling debris around construction sites, controlling traffic access to your workplace and limiting public access within the workplace). Employers have additional specific obligations if their business involves the: manufacture, importation, transportation, supply, storage, handling or use of dangerous goods design, manufacture, importation, supply, erection or installation of plant manufacture, importation, or supply of substances. Employers also have obligations to: meet particular licensing, registration and certification requirements immediately notify WorkSafe of certain dangerous incidents co-operate with WorkSafe Inspectors  omply with Inspectors Notices and Written Directions issued by Worksafe inspectors Relevant legislation must be included in induction processes for new staff and H R must provide training within the specific areas. Employees should be made aware of their legal rights and responsibilities, as well as their employers. Policies and procedures must ensure to be in line with all relevant legislations, referring to the specific legislative requirements when needed. Policies and procedures must also take into account both emotional and physical health aspects when it comes to WHS legislation. Assessment 3 Project 1 1. I have chosen to undertake delivery of recruitment services for Cooinda Hill. The services which will be provided are: Development of position descriptions Advertising of vacant positions Interviewing process Induction process The aim of my services will be to recruit professionals as required to Cooinda Hill who fit the needs of the organisation and who can assist Cooinda Hill to reach its strategic goals. Client needs assessment form Client name: Services required (please tick): Development of position descriptions Advertising vacant positions Interview process Induction process Performance reviews Performance management Please answer the questions below relevant to your services required. Do you currently have position descriptions for all positions within the organisation? I will be creative in the advertising medium used to try to attract relevant possible appointees and promote the less tangible attributes of the positions, such as â€Å"tree change† or excellent community facilities and support for the organisation. Timelines Within the first two months all Position Descriptions will be reviewed and a gap analysis done on the current workforce. Succession plans will also be reviewed and considered in the process. A vacant position will be advertised within two weeks of the vacancy being identified. Closing date for applications will be three weeks from advertising date. First round interviews will be held within one week from closing date of applications. Applicants will be informed of outcome within one week. The second round interviews and reference checks will occur within one week of this. Successful applicants will be informed within one week of last interview. An appointment will be made approximately 4 weeks after closing date of applications. This may dependent on availability of applicant. If the process is to take longer than 4 weeks, this will be only considered in conjunction with Cooinda Hill. KPIs Adherence to the above timelines Consultation with Cooinda Hill at times indicated Successful appointment of people into vacant positions Adherence to legislative requirements Provision of services for 12 months Provision of services as outlined in this proposal

How to Write an Informative Speech

How to Write an Informative Speech Often students will need to learn how to write an informative speech sometime in the last couple of years of high school or first couple of years in college. Writing an informative speech has two primary considerations – length of the speech and flow. When first learning how to write an informative speech, students make the following two errors – length of speech is too short/too long or the wording selected is difficult to give due to the words being unnatural to the speaker. You may want to write your speech quickly and using the higher language and sentence structure that gets you the best grades in your writing classes; however, how to write an informative speech is completely different from how to write a professional paper. You will need the words on the page to flow naturally, and your question is: you may write that way, but do you speak that way. Read your paragraphs aloud slowly while you work on your paper. Single paragraphs where you will evaluate the sentences, structure, and terminology along the way using a criteria that finds a common ground between your normal speech patterns and the need to sound educated during your speech – do you normally speak in long sentences, or short sentences, can you pronounce all the words in the paragraph or are a few taking a little longer to come out correctly, and will you be able to maintain a strong flow or beat through the talking. Finally, check the time of your speech by reading through your paper quickly, because barring interruptions, if this is your first time giving a speech you may find yourself either stumbling or reading too quickly while in front of an audience. All the practice in the world will not make up the 30 seconds of silence while you wait for your time at the podium to end. You can also order a custom informative speech at our professional speech writing service which is committed to provide customers with high-quality custom written speeches.

The Stone Angel Hagars objective moment Essay Example | Topics and Well Written Essays - 250 words

The Stone Angel Hagars objective moment - Essay Example On the one hand, her fighting spirit is a great attribute in her life, and on the other hand, her pride in her early years has been a problem for her while managing the changes that take place in course of a life time. Looking at the life of Hagar Shipley in this book, the most objective moment in her life was the one when a stubborn and proud Hagar is broken at the hands of poverty. The moment where she realizes that she is no more the all important wealthy person but just another woman who does not have any money, is the most objective moment. In this moment, Hagar who has been stubborn all her life and whose heart has been full of pride, has gone back to the â€Å"Curries† General store. This was the store once opened by her father and thus she was confident she can get a credit from this store. However, by the time she meets the manager, instead of requesting a credit, she just begs for a loaf, to feed her kids and herself. She was dressed poorly as she could not afford an ything fancier. The proud stubborn Hagar Shipley realizes her life has changed; she’s not the same fancy wealthy person she once was with her family. She finally sees herself for the lower class old lady she has become. References: Laurence, Margaret.

Labor Economics Research Paper Example | Topics and Well Written Essays - 750 words

Labor Economics - Research Paper Example No matter how effective the human resource managers are in the selection and recruitment process, it appears that they still have to invest in employee training to optimize employee productivity. The essence of this article is to carry out an analysis of the two sources of employee knowledge and to provide a fact-based reaction on the same. Employee training refers to the provision of extra education to employees after the recruitment process as a way of enhancing their productivity by equipping them with knowledge that is relevant to the organizational activities. On the other hand, on-school training refers to the kind of knowledge that potential employees gain in school depending on the subjects and the topics they pursue in part of their career specialization. Most economists have failed to reach a concession on which of the two is more effective or which would be more beneficial to the organization in terms of profit turnover. Dostie (2008) is one of the researchers who have eng aged in an empirical research to investigate the effectiveness of the two sources of employee knowledge. The findings of her research indicate that there is a particular advantage in obtaining employees with proper school training rather than investing on on-job-training. It is indisputable to appreciate that each of the two types of training has its pros and cons and as it seems both are important to the firm. In supporting school training, Dostie (2008) points out that the subjects provided in school are optimized and are best suited for diversified for job opportunities. Consequently, employees will have a good background that will enhance their productivity while in the employment sector. In addition, employees who have adequate training will require little adapting to various work environments much quicker and hence reach the expected production rate almost after they are assimilated in the company. However, the major weakness in school trained employees is that they have littl e diversified knowledge while companies have specific operational activities that may be unique from one organization to the other. In short, although school training outputs an effective labor force, they may have shortfalls in terms of specialization and work orientation. On the other hand, the on-job-training is efficient in orienting new employees to the specific tasks that they are supposed to undertake in an organization. The strength of worker training lies in its ability to model the employees to fit their job description more efficiently and quickly whose cumulative effect is to improve their productivity. However, Dostie (2008) points out that employee training consume a lot of company capital that cannot be recovered by the impact of the process on employee productivity. From this point of view, on-job-training may have a negative impact on the turnover value of the company, which is contrary to the company’s aim of effecting this strategy (Goux & Maurin 12). In es sence, employee productivity can only be measured from their net contribution to the revenue turnover of the firm at the end of the fiscal year rather than their gross production rate. The main goal of any organization is to achieve maximum profits by optimizing employee productivity and minimizing the expenditure in terms of either salary or other priced business operations. The graph below

Functional Magnetic Resonance Imaging Essay Example | Topics and Well Written Essays - 3000 words

Functional Magnetic Resonance Imaging - Essay Example fMRI measures brain activity indirectly, namely by measuring change in oxygen content; this is called the Blood Oxygenation Level Dependent (BOLD) contrast mechanism. However, fMRI has certain limitations. For instance, the fMRI signal reflects changes in oxygen content with high but insufficient spatial-time resolution. Hemodynamics in response to neuronal activity is revealed on a spatial-temporal scale far longer than the neuronal activity itself. Here, so-called temporal "blurring" of the fMRI signal is caused by both inertance and residual effects. In spite of such obstacles, changes in neural activity associated with individual trials or components of a trial in a task can be observed. Moreover, it is possible to capture brain activity associated with a single momentary cognitive act of mentally rotating a stimulus, without recourse to averaging over events (Buckner & Logan 2001, p. 31). Special fMRI experimental designs such as event-related fMRI designs are required in these cases. There are numerous difficulties in separating the processing roles of specific brain areas. Usually such separation is provided either by well matched task comparisons or through convergence across multiple studies. However, brain activity changes can be relative changes between pairs of tasks, gradual or even nonlinear changes across a series of tasks, or correlations between different tasks. How can tasks and trials within a task be constructed to separate brain cognitive operations This is a key problem of fMRI experimental design. There are several approaches for its solving. The basic approach is to have subjects engage in a target behavioural task for a period of time and then contrast that task period with periods where subjects perform a reference task. Here, the subject might perform a target task, and the measurement obtained during the performance of that task would be contrasted with a measurement obtained when the subject performed a matched reference task. How to substantiate this approach It is obvious that brain activity will change between the two task states and therefore will correlate selectively with the manipulated task demands. When using fMRI, images are taken of the brain repeatedly and in sequence. Brain areas of activation are identified by examining which specific regions change signal intensity as the task state changes from the reference condition to the target task. Then, statistical procedures ranging from direct comparisons between task states to more sophisticated estimations of correlations among task states can be employed to identify those regions whose activity change is unlikely to occur by chance. Unfortunately, tasks designed by such approach may cause differences in the processing strategies adopted by subjects during task performance by means of the blocking of trials, which may result in differential patterns of neural activity that do not have to do with the item-specific processes elicited by the individual trials. This issue can appear in delicate forms in cognitive paradigms where subject strategies may be

Bulk and Nanomaterials Synthesis Experiment

Bulk and Nanomaterials Synthesis Experiment Introduction In recent years, bulk and nano materials in several areas of pure and applied sciences have captivated a great interest amongst the researchers. Because of their fascinating and tremendous properties with great potential in many applications such as solid state lasers, lamp industry, colour displays, etc (Senthil et al, 2001; Tamrakar et al, 2013â€Å"a†; Tamrakar et al, 2013â€Å"b†; Tamrakar et al, 2014â€Å"a†; Tamrakar et al, 2014â€Å"b†) these bulk and nano materials having great interests of research. Experimental Section 2.1. Materials and Synthesis Samarium oxide (Sm2O3) and samarium nitrate (Sm(NO3)3.6H2O) were used as the rare earth sources of K3Gd(PO4)2:Sm3+ in the following synthesis methods. Urea (NH2CONH2) and citric acid monohydrate (C6H8O7.H2O) were used as fuels in combustion and citrate gel combustion methods. The raw materials in carbonate form were used in solid state method whereas in case of combustion and citrate gel method it could be used in nitrate form. 2.1.1. Synthesis of undoped K3Gd(PO4)2 and Sm3+ doped K3Gd(PO4)2 by solid state method The raw materials potassium carbonate (K2CO3), gadolinium oxide (Gd2O3), ammonium dihydrogen orthophosphate (NH4H2PO4) and samarium oxide (Sm2O3) of high purity were mixed and grounded together with the smallest possible amount of ethanol in an agate mortar for an hour to obtain a homogeneous mixture. The stoichometric amount of starting materials was weighed according to the balanced chemical reactions for the undoped K3Gd(PO4)2 (equation (1)) and Sm3+ doped K3Gd(PO4)2 (equation (2)) and are given as follows: The mixed powder was transferred to the alumina crucible and placed into the muffle furnace at 850  °C for 7 hours. The prepared phosphors were cooled to room temperature and grounded to obtain fine powder. 2.1.2. Synthesis of undoped K3Gd(PO4)2 and Sm3+ doped K3Gd(PO4)2 by combustion method with urea (NH2CONH2) Urea (NH2CONH2) as a fuel used for the preparation of the undoped K3Gd(PO4)2 and Sm3+ doped K3Gd(PO4)2 by combustion method. The reagents used were potassium nitrate (KNO3), gadolinium oxide (Gd2O3), ammonium dihydrogen orthophosphate (NH4H2 PO4), urea (NH2CONH2) and samarium nitrate (Sm(NO3)3.6H2O) of high purity. The materials were weighed according to the balanced chemical reactions (equations (3 4)) given below: The stoichometric ratio of reagents was kept at unity, so that the heat liberated during combustion be maximized for complete combustion. The weighed reagents were dissolved in a small amount of distilled water and thoroughly mixed in an agate mortar to obtain a paste. The obtained paste was transferred to the alumina crucible and inserted into the pre-heated muffle furnace sustained at 600. The combustion process occurs with the evolution of the large amount of gasses. The whole reaction takes 3-5 minutes to complete. The final white foamy product was cooled to room temperature and ground to obtain fine powder. The fine powder then further annealed at 850 for 3 h to get complete crystallanity. 2.1.3. Synthesis of undoped K3Gd(PO4)2 and Sm3+ doped K3Gd(PO4)2 by citrate-gel combustion method with citric acid (C6H8O7.H2O) Potassium nitrate (KNO3), gadolinium oxide (Gd2O3), ammonium dihydrogen orthophosphate (NH4H2 PO4), samarium nitrate (Sm (NO3)3.6H2O), citric acid monohydrate (C6H8O7.H2O) of high purity was used as the starting materials for the preparation of the undoped K3Gd(PO4)2 and Sm3+ doped K3Gd(PO4)2. The citrate gel was prepared according to the following chemical reactions: The reactants in stoichometric amounts were weighed according to equations (5 6) and dissolved together in 10 ml distilled water. The mixed solution was heated to 85 °C on a hot plate with continuous stirring for 2 hours to obtain a viscous gel. The obtained gel was placed into the pre-heated muffle furnace maintained at 600. After several minutes, the gel boiled followed by evolution of huge amounts of gases. Eventually, spontaneous ignition occurred and the gel underwent combustion. The whole process ended within a few minutes. The final products were cooled to room temperature and grounded to obtain fine powder. The fine powder, then further annealed at 850 for 3 h to ensure that all the unwanted impurities were evaporated and only the higher temperature pure monoclinic phase of K3Gd(PO4)2 remains as the final product. 2.2. Characterization The X-ray powder diffraction patterns of the synthesized powders were recorded by using Philips X’pert MPD system with Cu KÃŽ ± radiation (1.5406 Ã…) operated at 40 kV and 30 mA. The 2ÃŽ ¸ was varied in the range of 10 ° ≠¤ 2ÃŽ ¸ ≠¤ 60 ° with step size of 0.01 ° (2ÃŽ ¸) and count time of 18s /step. The lattice parameters were calculated using unit cell program [ †¦]. The diffuse reflectance spectra were recorded using a Shimadzu UV-VIS-2600 double beam spectrophotometer coupled with an ISR (integrating sphere assembly). The photoluminescence (PL) (excitation and emission spectra) and the lifetime measurements of the synthesized phosphors were recorded using a Cary-Eclipse Spectrofluorometer equipped with a 150W Xenon lamp as an excitation source with slit width 5 nm and 2.5 nm for excitation and emission monochromator. All the measurements were performed at room temperature. 3. Results and discussion 3.1. Phase formation The powder XRD patterns of the Sm3+ doped K3Gd(PO4)2 samples synthesized by solid state, combustion and citrate gel combustion methods were measured. The patterns are shown in figure 1 and compared with that of the JCPDS card 049-1085 (K3Gd(PO4)2). The XRD patterns of Sm3+ doped K3Gd(PO4)2 phosphor indicates a pure phase of the standard K3Gd(PO4)2 and all the peaks were in good agreement which belongs to the monoclinic phase with space group P21/m [20]. Also the XRD shows that the formed materials are in crystalline and homogeneous forms. The particle size of the prepared samples have been calculated from the full width half maximum (FWHM) of the intense peaks using Debye Scherer formula. Here, D is particle size, k is the Scherrer’s constant (0.89), ÃŽ ² is FWHM (full width half maximum), ÃŽ » = 1.54 A ° is the wavelength of X-ray source (Cu (KÃŽ ±) radiation), ÃŽ ¸ is Bragg angle of the X-ray diffraction peak. The average particle size of the Sm3+ doped K3Gd(PO4)2 phosphor prepared by solid state method was found approximately 39 nm, while those prepared by combustion and citrate gel methods were found to be 23 nm and 27 nm. The decrease in the particle size is due to increase in the FWHM of the XRD peaks for the phosphor synthesized by combustion method and citrate gel combustion method. The variation of particle size with FWHM is also tabulated in table {}. References

Personal values and the market Essay -- business ethics research paper

Business is a game, which requires and demands both special strategy and an understanding special ethics. It gives main part to the profit but in the same way the ethics also plays a very important role in business because without ladder we cannot reach the high building like that without ethical thinking business cannot be done. Private morality is a respect for truth and that the closer a businessman comes to the truth he deserves more respect. According to Henry Taylor’s Statement he says that Ethics of a business are game ethics, different from the ethics of religion so he means that ethics related to business are like games and they are different from religion. Ethics means dealing with moral and in that truth plays the important role so he quoted and pointed that â€Å"Falsehood ceases to be falsehood when it is understood on all sides that the truth is not expected to be spoken†. In a business many businessman feel forced every day to say yes to their bosses whe n they furtively believe no and that this is generally accepted as permissible strategy when the alternative might be of losing the job. Entering into a business may be like forced into a game situation because business is a game in which there are many problems and many solutions. It is fair to say that if the individual refuses to bluff from time to time and if he feels forced to tell the truth the whole truth is nothing but it is one type of heavy weakness to the business opportunities in his business dealings. It is very difficult for each and every businessman to reconcile to the trick in which he plays a part. Before any individual can make a profitable use to strategy he should understand that in this bluffing he will not lose his self-respect and will not be emotionally disturbed. If he wants to reconcile his personal identity and high standards of honesty in business he must be ethically justified by his feeling of bluff. Business is a game that is played at all levels of corporate life, from the highest to the lowest. No one should think worse of business because its standards of right and wrong differ from the current traditions of morality in our society. Now a days there are many competitors that if we do business with morality i.e. like always telling the truth and do which is good for business because sometimes which is good for business is not right for us but then also we have t... ...f justice are structurally identical distributions are equally just. The very good example of the time slice principle is the welfare of economics. Example: if some persons are in prison for the murder or war crimes, we do not say that to assess the justice of the distribution in the society we must look only at what this person has, and that person has, and that person has†¦. at the current time. Justice is historical and the historical principles of justice hold that past situation or actions of the people can create differential entitlements or different deserts to things. Another very good example is given by Nozick is of the basketball teams of chamberlain. He tells us that people go on crazy and has given their twenty five cents to the Chamberlain instead of using that money for their own like watching movies and many more. This happens because they care about things other than needs. The general point is any favored pattern would be transformed into one unfavored by the principle, by people choosing to act in various ways like people exchanging goods and services with other people. And to stop this one should stop people by transferring resources as they wish to.

Job Enrichment

Organizational Behavior Concept: Job Enrichment Jared Stern Introduction The concept of Job Enrichment is a very broad theory within the field of organizational behavior that is applicable within all sectors of organization. Used synonymously with â€Å"job enlargement†, the term job enrichment refers to different methods that are aimed at increasing employee’s job motivation, satisfaction, self-worth, in an attempt to ultimately increase the overall employee productivity within the organization.Research studies conducted on Job Enrichment and its influence on employee productivity date back to the 1950s and 1960s and throughout those years a wide variety of methods have emerged. Most commonly job enrichment is attributed to the process of job redesign in order to reverse the negative effects monotony of employee tasks, which will include boredom, lack of autonomy and dissatisfaction. Other variances of job enrichment include providing worker incentives by involving the employee in the decision making process, the implementation of quality work groups and team building, and job independence as an incentive to increase productivity.Evolution of the concept of Job Enrichment Beginning in the middle of the 20th century up until present day, the theory of job enrichment has offered many compelling concepts to increase employee productivity while simultaneously enriching the employees work experience, all of which remain applicable today. The early works which established Job enrichment among organizational behavior theorists was Frederick Herzberg’s â€Å"Hygiene Theory† and Hackman and Oldham’s â€Å"Job Characteristic Model†.The Hygiene Theory The central figure in developing the theory of job enrichment within the framework of organizational behavior was Frederick Herzberg who’s pivotal â€Å"Hygiene Theory† has contributed a solid basis and foundation for subsequent generations to expand upon. According to Herzberg, for a worker to be happy and therefore productive the environmental factors of his workplace must not cause him discomfort. Herzberg further asserts that although providing employees with a more comfortable environment may in turn make them more productive, this does not necessarily mean they will be motivated to perform their duties.Simonds & Orife, 1975) Herzberg believed that the process of motivating workers is by enhancing their feeling of responsibility and connection to their work. In this case, Herzberg proclaims that it is the work itself that is rewarding. Managers can help the employees connect to their work by giving them more authority over the job, as well as offering direct and individual feedback. The Job Characteristics Model In 1975 Hackman and Oldham advanced the ideas of Herzberg by introducing what they called â€Å"The Job Characteristics Model†. This model is formulated on the assumption that if five core job characteristics are present, thre e psychological states critical to motivation are produced, resulting in positive outcomes. † (Griffin, Patterson, & West, 2001) The five core job characteristics consist of skill variety, task identity, task significance, autonomy, and feedback. Hackman and Oldham state that the three psychological states that motivation is dependent upon are experienced meaningfulness of work, responsibility for work outcomes, and knowledge of results. Hackman andOldham then proclaim that to the degree that these psychological states are present, high personal employee work motivation will result. Relevance of Job Enrichment in 2007 The early works of Herzberg and Hackman & Oldham have provided a feasible and effective framework for increasing employee productivity through job enrichment that is just as applicable today as it was when their research was first conducted. Within the past half century there have been numerous researches conducted that provides useful empirical evidence to illus trate the rewards and benefits of job enrichment.We will further discuss each method that an organization can implement in an attempt to improve worker productivity through job implementation. Employee autonomy In a study analyzing job independence as an incentive device to increase employee productivity, Kay Mitusch emphasizes that when employee autonomy is present it can compensate for an organization lacking an extrinsic reward program yet still remain productive. â€Å"This is pivotal for explaining why workers in independent, responsible jobs are willing to invest in their jobs even if there is no reliable, formalized system of rewarding them. (Mitusch, 2000) To provide further evidence of the success of employee autonomy as a method of job enrichment Griffin, Patterson, and West explored the relationship between teams and satisfaction using data from a large research project in the U. K. that investigated management practices and employee attitudes in manufacturing companies. The researchers conducted this study by distributing a questionnaire survey which asked them to rank their preferred working conditions in response to hypothetical situations which were designed to relate to their actual work duties.The study showed that â€Å"job enrichment was positively related to job autonomy but was not significantly related to perceptions of supervisory support. † (Griffin, Patterson, and West, 2001) The researchers also concluded that â€Å"while both autonomy and supervisory support were important positive influences on job satisfaction, the positive association of teamwork on job autonomy was explained by job enrichment that accompanied teamwork and could not be attributed to teamwork itself. (Griffin, Patterson, and West, 2001) This data shows that by simply trusting an employee’s expertise at his or her job and allowing them to operate more independently an employee will develop an increased level of job satisfaction and in turn increase t he productive output of that worker. Skill Variety Another technique to enrich an employee’s work experience is to utilize employees with a wide range of skills so they can apply them to their daily work routine.In his article White Collar Job Enrichment: The Pay Board Experience, Tim McNamar explored the Pay Board’s experience with job enrichment. By replacing a traditional method of processing cases with an approach built around work groups performing interrelated tasks, it increased productivity, provided better motivation, and vastly improved opportunities for individual self-actualization and esteem. † (McNamar, 1973) By changing the previous operational procedures and by allowing employees to engage in more of a shared task structure, the Pay Board experienced increased productivity across the spectrum. The decision to adopt a team concept for case management was not due to any of the traditional reasons given for blue collar job enrichment – high ab senteeism, low morale, and the like. Rather, it was instituted in hopes that it would drastically increase productivity. Nevertheless, the approach turned out to provide a variety of benefits, many of which directly related to the question of job enrichment. † (McNamar, 1973) Also, the inclusion of employees in critical decisions that will effect the organization as a whole, shows improvement in the employee’s orale regarding their importance within the organization and in turn increase their motivation.â€Å"In general, research on participative decision making has found that participation improves employees’ attitudes and increases their organizational commitment and job satisfaction. † (DeLancer Julnes, 2001) Job Feedback Another key aspect of job enrichment can be achieved through the simple process of providing employees with useful feedback concerning the work performance along with clearly established expectations. Job enrichment focuses on creating individual tasks that give people feedback, increase their influence how work is done, require them to use a variety of skills, and give them a whole piece of work. † (Mohrman, Lawler, Mohrman, 1992) Task significance and task identity The installation of job enrichment by way of task significance is the extent to which an employee’s work has a meaningful impact on other jobs in the same workplace.This can be accomplished with the installation of teams within the employee work population. Teamwork typically involves groups of interdependent employees who work cooperatively to achieve group outcomes. Effective team implementation can enhance the motivational properties of work and increase job satisfaction. † (Griffin, Patterson, and West, 2001) A direct correlation between task significance and task identity can be seen by the use of teams and specific job duties. The idea of task identity is the measure to which the job requires completion of a number of whole a nd identifiable pieces of work. Theoretically, the choice between teams and individual job enrichment should be made based upon the technology of the workplace. Teams are more complicated to build and to maintain, but may be necessary if the work is such that no one individual can do a whole part of it and get feedback about it. Teams are often appropriate, for example, in process production facilities such as a chemical plants and oil refineries and in complex service organizations such as banks and airlines.Where the technology allows an individual to do a whole task or offer a whole service, individual designs are preferred because they are simpler to install and give the individual more direct feedback. † (Mohrman, Lawler, Mohrman , 1992) The city of Rockville, MD conducted an experiment where managers and line staff collaborated in the decision making process and the result was astonishing, including cost savings, improvement of morale and the appreciation of the need for productivity within the organization increased. The key ingredients in the program’s success was the consultation with supervisors and employees and their involvement in selecting the projects. † (Hobbs, 1976) Counter argument of job enrichment Despite all of the overwhelming evidence of the success that is attributed in implementing job enrichment programs there is a minority of speculators that job enrichment is not always the best option when an organization’s sole objective is to reduce costs. The possible increase in the satisfaction of the employees is probably not a sufficient reason for managers to support job enrichment programs. A survey by Reif and Schoderbek showed that the main objective of top management in companies introducing job enrichment programs was to reduce costs. Hence, management support for a new job design approach has to be gained through a cost-benefit treatment to job design. † (Globerson, 1977) If a company’s sole aim is to reduce costs then investing in your current work force might not be the preferable avenue.However, if an organization or company is interested in fully utilizing its talented workforce and provide increased worker motivation and in turn increase worker productivity, then adopting a job enrichment program is the most effective option. Conclusion Throughout the last few decades, the implementation of a job enrichment program has successfully shown to increase employee’s job motivation, satisfaction, self-worth, in an attempt to ultimately increase the overall employee productivity within the organization.No matter what the function or sector of an organization whether it be a government agency, non-profit organization, or company operating within the private sector, the implementation of job enrichment into your organization will result in the key areas of employee production and worker motivation. It is obvious through years of conducted research that a happy and motivat ed workforce coupled with an effective and flexible management will ultimately result in a highly productive organization.Works Cited Albers Mohrman, Susan, Lawler III, Edward E. , Mohrman, Allan M. 992. â€Å"Applying Employee Involvement in Schools. † Educational Evaluation and Policy Analysis DeLancer Julnes, Patria. 2001. â€Å"Does Participation Increase Perceptions of Usefulness? † Public Performance & Management Review Globerson, Shlomo. 1977. â€Å"The Just Noticeable Difference in Complexity of Jobs. † Management Science Griffin, Mark A. , Patterson, Malcolm G. , and West, Michael A. 2001. â€Å"Job Satisfaction and Teamwork: The Role of Supervisor Support† Journal of Organizational Behavior Hobbs, Daniel D. â€Å"Productivity Through Worker Incentive and Satisfaction. Public Productivity Review King, Albert S. 1974. â€Å"Expectation Effects in Organizational Change. † Administrative Science Quarterly McNamar, Tim. 1973. â€Å"White Col lar Job Enrichment: The Pay Board Experience. † Public Administration Review Mitusch, Kay. 2000. â€Å"Job Independence as an Incentive Device. † Economica Simonds, Rollin H. and Orife, John N. 1975. â€Å"Worker Behavior Versus Enrichment Theory. † Administrative Science Quarterly Staudohar, Paul D. 1975. â€Å"An Experiment in Increasing Productivity of Police Service Employees† Public Administration Review Job Enrichment Based on a major study of High Performance Work Practices (HPWPs) in North America by Appelbaum et al. (2000) found that new forms of job design provided production line employees with the opportunity to contribute increased discretionary effort and to participate in workplace problem-solving. These researchers provided empirical evidence that conscious efforts by employers to increase employee discretion and job autonomy resulted in improved job satisfaction for employees and higher levels of organizational performance (Appelbaum et al. 000). Workforce involvement in decision-making may also be consistent with job enrichment practices (Spence Laschinger et al. 2004). Job enrichment involves providing increased levels of responsibility to lower level employees, including the delegation of work tasks previously undertaken by supervisors, and the provision of increasingly skilled tasks to line employees.The theoretical basis for enrichment efforts is Hackman and Oldham's (1975) ‘ job characteristics' model, which explores how a combination of specific job characteristics such as skill variety and task significance affect the individual's experience of meaningful work and their sense of responsibility for work outcomes. These characteristics have, in turn, been linked to improvements in work motivation, job satisfaction and work quality, reduced absenteeism and lower labour turnover (Ford 1969; Hackman et al. 1975).However, job enrichment has received wide publicity but has not always produced favourable results in the workplace. A great deal of debate exists over the benefits and limitations of job enrichment: it clearly is not for everyone. Ralph Brown (2004) summed it up very nicely: Some people are very resistant to more responsibilities or to opportunities for personal growth. Researchers report that some people they expected to resist seized the opportunity. Enriching jobs is a particularly effective way to develop employees provided the jobs are truly enriched, not just more work for them to do.The disadvantages are that job enrichment may lead to greater work pressure and that employees have to start performing tasks which were not originally required of them. Job design: Job design is the specification of the content of a job, the material and equipment required to do the job, and the relation of the job to other jobs. A well-designed job promotes the achievement of the organization’s strategic business objectives by structuring work so it integrates management requirements for efficiency and employee needs for satisfaction.Thus, effective job design presents a major challenge for the HR manager. And job enrichment is one of the methods of job design. Job enrichment is an attempt to motivate employees by giving them the opportunity to use the range of their abilities. It is an idea that was developed by the American psychologist Frederick Hertzberg in the 1950s. It can be contrasted to job enlargement which simply increa ses the number of tasks without changing the challenge. As such job enrichment has been described as ‘vertical loading' increases the complexity of work to promote interest.Thus, job enrichment builds motivating factors into the job content by: combing tasks, establishing client relationships, creating natural work units, expanding jobs vertically and opening feedback channels. Supporter: Patterson, West and Wail (2004) found that firms providing lower level employees with job enrichment and skill enhancement experienced a significant boost in productivity and profitability. A Sri Lankan study of the impact of introducing self managed teams in a large textile mill reported increased productivity, higher product quality, lower reject rates and higher employee satisfaction.The process of delegating increased decision-making responsibility to workplace teams changed the organization’s structures, decision making processes and job design at workplace level, with increased l evels of empowerment and training being provided to team members (Jayawardana and Fonseka 1996). Nevertheless, the potential for improved performance outcomes to follow the provision of increased employee input into workplace decision-making relies on employee acceptance of the relevance of these practices and on the existence of a climate of involvement.One means of creating this climate is to appoint work group leaders who will model the behaviours valued by the organisation, and who are also able to motivate employees to mirror these behaviours (Richards and Vandenberg 2005). In Sri Lanka's Garment Industry, the manager introduced process controllers into the three production lines from January to April 2002; line employees underwent a series of training programs. The training focused on the company's customers and products, the production process and techniques related to increasing quality and problem-solving.The sessions were conducted by the plant manager, the quality assuran ce manager and the work study manager. Each session was followed by a discussion with production line members. The training programs lasted for two hours after work, with all line employees paid for their participation. At production meetings, held once a week, line employees were given feedback on their performance, in particular in relation to line efficiency and end-line rejects. During the initial training, production line employees were given a briefing on market conditions in the industry and customer requirements.They were also provided with an opportunity to study their line's performance for the previous three months in relation to on-time delivery, total rejects and customer returns. The training provided encouraged employees to take responsibility for performance outcomes such as product reject rates and on-standard efficiency levels. The training manager provided feedback to line employees where the performance of one production line lagged that of the organisation as a whole. The training also addressed skill development, the organisation of work and the use of computer-aided information systems and quality control systems.Each machine was equipped with a computer terminal, which gave details of efficiency standards, losses, stoppages and earnings based on incentive payments. The case explored the impact of a job enrichment initiative to devolve increased responsibility for monitoring workplace productivity, product quality and workforce attendance to line employees. We found that the introduction of process controllers generated substantial improvements in LM Collection's performance over this period.Efficiency levels rose from 41 per cent to 61 per cent and product rejects declined from 10 per cent to 2 per cent, while absenteeism levels declined from almost 10 per cent to 2. 4 per cent by March 2003. On the whole, productivity levels improved, product quality increased and workforce absence and turnover episodes declined over the period of this study. Critiques: In the other hand, there are drawbacks of job enrichment when the HR managers do not think about the matters from employees, and no one seems to mention the costs.In some employees eyes, the job enrichment is merely an enforce change to jobs in order for the organisation to obtain higher productivity from its workers. With the pressure of more responsibilities and tasks, the employees may not have enough time to give the feedback of performance. Either actually the workers do not want enriched their jobs or the job is not that easy to enrich. . Job enrichment is a type of job redesign intended to reverse the effects of tasks that are repetitive requiring little autonomy.Some of these effects are boredom, lack of flexibility, and employee dissatisfaction (Leach & Wall, 2004). The underlying principle is to expand the scope of the job with a greater variety of tasks, vertical in nature, that require self-sufficiency. Since the goal is to give the individual exposure to tasks normally reserved for differently focused or higher positions, merely adding more of the same responsibilities related to an employee's current position are not considered job enrichment.Job enrichment can only be truly successful if planning includes support for all phases of the initiative. Ohio State University Extension began a job enrichment program in 1992 and surveyed the participants five years later. The results, broken down into 3 sub-buckets of data beyond the main grouping of advantages/disadvantages as shown in Table 1, indicate the University had not fully considered the planning and administrative aspects of the program (Fourman and Jones, 1997).While the benefits are seemingly obvious, programs fail not because of a lack of benefits, but rather due to implementation problems. These problems can include a perception of too great a cost, lack of long-term commitment of resources, and potential job classification changes (Cunningham and Eberle, 1990). In order for a job enrichment program to produce positive results, worker needs and organizational needs must be analyzed and acted upon. According to Cunningham and Eberle (1990), before an enrichment program is begun, the following questions should be asked: 1.Do employees need jobs that involve responsibility, variety, feedback, challenge, accountability, significance, and opportunities to learn? 2. What techniques can be implemented without changing the job classification plan? 3. What techniques would require changes in the job classification plan? A job enrichment program can be a very effective intervention in some situations where a Performance Technician is faced with a request for motivational training. Conclusion:In my opinion, job enrichment can bring about improvement in both job performance and job satisfaction. A survey of almost 100 research studies found job enrichment resulted in greater productivity, improved product quality, fewer employee grievances, improved worker att itudes; reduce absenteeism and labour turnover, and lower costs. Therefore, improved quality of working life brought about by job enrichment has not only social benefits but also bottom-line benefits to the organization. Job Enrichment Organizational Behavior Concept: Job Enrichment Jared Stern Introduction The concept of Job Enrichment is a very broad theory within the field of organizational behavior that is applicable within all sectors of organization. Used synonymously with â€Å"job enlargement†, the term job enrichment refers to different methods that are aimed at increasing employee’s job motivation, satisfaction, self-worth, in an attempt to ultimately increase the overall employee productivity within the organization.Research studies conducted on Job Enrichment and its influence on employee productivity date back to the 1950s and 1960s and throughout those years a wide variety of methods have emerged. Most commonly job enrichment is attributed to the process of job redesign in order to reverse the negative effects monotony of employee tasks, which will include boredom, lack of autonomy and dissatisfaction. Other variances of job enrichment include providing worker incentives by involving the employee in the decision making process, the implementation of quality work groups and team building, and job independence as an incentive to increase productivity.Evolution of the concept of Job Enrichment Beginning in the middle of the 20th century up until present day, the theory of job enrichment has offered many compelling concepts to increase employee productivity while simultaneously enriching the employees work experience, all of which remain applicable today. The early works which established Job enrichment among organizational behavior theorists was Frederick Herzberg’s â€Å"Hygiene Theory† and Hackman and Oldham’s â€Å"Job Characteristic Model†.The Hygiene Theory The central figure in developing the theory of job enrichment within the framework of organizational behavior was Frederick Herzberg who’s pivotal â€Å"Hygiene Theory† has contributed a solid basis and foundation for subsequent generations to expand upon. According to Herzberg, for a worker to be happy and therefore productive the environmental factors of his workplace must not cause him discomfort. Herzberg further asserts that although providing employees with a more comfortable environment may in turn make them more productive, this does not necessarily mean they will be motivated to perform their duties.Simonds & Orife, 1975) Herzberg believed that the process of motivating workers is by enhancing their feeling of responsibility and connection to their work. In this case, Herzberg proclaims that it is the work itself that is rewarding. Managers can help the employees connect to their work by giving them more authority over the job, as well as offering direct and individual feedback. The Job Characteristics Model In 1975 Hackman and Oldham advanced the ideas of Herzberg by introducing what they called â€Å"The Job Characteristics Model†. This model is formulated on the assumption that if five core job characteristics are present, thre e psychological states critical to motivation are produced, resulting in positive outcomes. † (Griffin, Patterson, & West, 2001) The five core job characteristics consist of skill variety, task identity, task significance, autonomy, and feedback. Hackman and Oldham state that the three psychological states that motivation is dependent upon are experienced meaningfulness of work, responsibility for work outcomes, and knowledge of results. Hackman andOldham then proclaim that to the degree that these psychological states are present, high personal employee work motivation will result. Relevance of Job Enrichment in 2007 The early works of Herzberg and Hackman & Oldham have provided a feasible and effective framework for increasing employee productivity through job enrichment that is just as applicable today as it was when their research was first conducted. Within the past half century there have been numerous researches conducted that provides useful empirical evidence to illus trate the rewards and benefits of job enrichment.We will further discuss each method that an organization can implement in an attempt to improve worker productivity through job implementation. Employee autonomy In a study analyzing job independence as an incentive device to increase employee productivity, Kay Mitusch emphasizes that when employee autonomy is present it can compensate for an organization lacking an extrinsic reward program yet still remain productive. â€Å"This is pivotal for explaining why workers in independent, responsible jobs are willing to invest in their jobs even if there is no reliable, formalized system of rewarding them. (Mitusch, 2000) To provide further evidence of the success of employee autonomy as a method of job enrichment Griffin, Patterson, and West explored the relationship between teams and satisfaction using data from a large research project in the U. K. that investigated management practices and employee attitudes in manufacturing companies. The researchers conducted this study by distributing a questionnaire survey which asked them to rank their preferred working conditions in response to hypothetical situations which were designed to relate to their actual work duties.The study showed that â€Å"job enrichment was positively related to job autonomy but was not significantly related to perceptions of supervisory support. † (Griffin, Patterson, and West, 2001) The researchers also concluded that â€Å"while both autonomy and supervisory support were important positive influences on job satisfaction, the positive association of teamwork on job autonomy was explained by job enrichment that accompanied teamwork and could not be attributed to teamwork itself. (Griffin, Patterson, and West, 2001) This data shows that by simply trusting an employee’s expertise at his or her job and allowing them to operate more independently an employee will develop an increased level of job satisfaction and in turn increase t he productive output of that worker. Skill Variety Another technique to enrich an employee’s work experience is to utilize employees with a wide range of skills so they can apply them to their daily work routine.In his article White Collar Job Enrichment: The Pay Board Experience, Tim McNamar explored the Pay Board’s experience with job enrichment. By replacing a traditional method of processing cases with an approach built around work groups performing interrelated tasks, it increased productivity, provided better motivation, and vastly improved opportunities for individual self-actualization and esteem. † (McNamar, 1973) By changing the previous operational procedures and by allowing employees to engage in more of a shared task structure, the Pay Board experienced increased productivity across the spectrum. The decision to adopt a team concept for case management was not due to any of the traditional reasons given for blue collar job enrichment – high ab senteeism, low morale, and the like. Rather, it was instituted in hopes that it would drastically increase productivity. Nevertheless, the approach turned out to provide a variety of benefits, many of which directly related to the question of job enrichment. † (McNamar, 1973) Also, the inclusion of employees in critical decisions that will effect the organization as a whole, shows improvement in the employee’s orale regarding their importance within the organization and in turn increase their motivation.â€Å"In general, research on participative decision making has found that participation improves employees’ attitudes and increases their organizational commitment and job satisfaction. † (DeLancer Julnes, 2001) Job Feedback Another key aspect of job enrichment can be achieved through the simple process of providing employees with useful feedback concerning the work performance along with clearly established expectations. Job enrichment focuses on creating individual tasks that give people feedback, increase their influence how work is done, require them to use a variety of skills, and give them a whole piece of work. † (Mohrman, Lawler, Mohrman, 1992) Task significance and task identity The installation of job enrichment by way of task significance is the extent to which an employee’s work has a meaningful impact on other jobs in the same workplace.This can be accomplished with the installation of teams within the employee work population. Teamwork typically involves groups of interdependent employees who work cooperatively to achieve group outcomes. Effective team implementation can enhance the motivational properties of work and increase job satisfaction. † (Griffin, Patterson, and West, 2001) A direct correlation between task significance and task identity can be seen by the use of teams and specific job duties. The idea of task identity is the measure to which the job requires completion of a number of whole a nd identifiable pieces of work. Theoretically, the choice between teams and individual job enrichment should be made based upon the technology of the workplace. Teams are more complicated to build and to maintain, but may be necessary if the work is such that no one individual can do a whole part of it and get feedback about it. Teams are often appropriate, for example, in process production facilities such as a chemical plants and oil refineries and in complex service organizations such as banks and airlines.Where the technology allows an individual to do a whole task or offer a whole service, individual designs are preferred because they are simpler to install and give the individual more direct feedback. † (Mohrman, Lawler, Mohrman , 1992) The city of Rockville, MD conducted an experiment where managers and line staff collaborated in the decision making process and the result was astonishing, including cost savings, improvement of morale and the appreciation of the need for productivity within the organization increased. The key ingredients in the program’s success was the consultation with supervisors and employees and their involvement in selecting the projects. † (Hobbs, 1976) Counter argument of job enrichment Despite all of the overwhelming evidence of the success that is attributed in implementing job enrichment programs there is a minority of speculators that job enrichment is not always the best option when an organization’s sole objective is to reduce costs. The possible increase in the satisfaction of the employees is probably not a sufficient reason for managers to support job enrichment programs. A survey by Reif and Schoderbek showed that the main objective of top management in companies introducing job enrichment programs was to reduce costs. Hence, management support for a new job design approach has to be gained through a cost-benefit treatment to job design. † (Globerson, 1977) If a company’s sole aim is to reduce costs then investing in your current work force might not be the preferable avenue.However, if an organization or company is interested in fully utilizing its talented workforce and provide increased worker motivation and in turn increase worker productivity, then adopting a job enrichment program is the most effective option. Conclusion Throughout the last few decades, the implementation of a job enrichment program has successfully shown to increase employee’s job motivation, satisfaction, self-worth, in an attempt to ultimately increase the overall employee productivity within the organization.No matter what the function or sector of an organization whether it be a government agency, non-profit organization, or company operating within the private sector, the implementation of job enrichment into your organization will result in the key areas of employee production and worker motivation. It is obvious through years of conducted research that a happy and motivat ed workforce coupled with an effective and flexible management will ultimately result in a highly productive organization.Works Cited Albers Mohrman, Susan, Lawler III, Edward E. , Mohrman, Allan M. 992. â€Å"Applying Employee Involvement in Schools. † Educational Evaluation and Policy Analysis DeLancer Julnes, Patria. 2001. â€Å"Does Participation Increase Perceptions of Usefulness? † Public Performance & Management Review Globerson, Shlomo. 1977. â€Å"The Just Noticeable Difference in Complexity of Jobs. † Management Science Griffin, Mark A. , Patterson, Malcolm G. , and West, Michael A. 2001. â€Å"Job Satisfaction and Teamwork: The Role of Supervisor Support† Journal of Organizational Behavior Hobbs, Daniel D. â€Å"Productivity Through Worker Incentive and Satisfaction. Public Productivity Review King, Albert S. 1974. â€Å"Expectation Effects in Organizational Change. † Administrative Science Quarterly McNamar, Tim. 1973. â€Å"White Col lar Job Enrichment: The Pay Board Experience. † Public Administration Review Mitusch, Kay. 2000. â€Å"Job Independence as an Incentive Device. † Economica Simonds, Rollin H. and Orife, John N. 1975. â€Å"Worker Behavior Versus Enrichment Theory. † Administrative Science Quarterly Staudohar, Paul D. 1975. â€Å"An Experiment in Increasing Productivity of Police Service Employees† Public Administration Review

How to Write a Definition Essay on Material Culture

How to Write a Definition Essay on Material Culture Your professor has asked you to write a definition essay on material culture and you think you are ready to write because you are armed with the 10 facts on material culture for a definition essay and 20 definition essay topics on material culture. Though you do have a lot of information through our guides, it is important to note that writing a definition essay can sometimes be technical. Contrary to writing a common, garden-variety essay, a definition essay requires you to understand the term perfectly so you can explain it to others. Because we know that you are short on time and need instant answers, we have composed a short guide which will help you write a definition essay on material culture. So without further delay, here are a couple of things you need to keep note of when writing the essay on material culture. Understand What a Definition Essay Is The feature which sets a definition essay apart from other essays is that instead of talking about a broad topic, you will be explaining the meaning of a term. The definition essay you are preparing for will explain what a term means and how it can be used in different instances. For example, while words like glass, concrete or book have a set meaning, terms like honesty, lie, and love are abstract in nature. These words don’t have one right meaning and their interpretation depends on the person’s outlook. These are also the words which will have different meaning at different times and it is your responsibility to discuss their vastness during the definition essay. Choose a Definition You Understand When you are writing a definition essay on material culture, it is imperative that you understand what the term means. Before you can even begin to explain it to others, you need to make sure that you know it yourself through and through. Understanding or defining the term doesn’t necessarily mean copying from the dictionary because unless you understand perfectly, you won’t be able to deliver the message forward. Moreover, when you are writing about a term which has more than one meaning, it is best to stick to and limit the term so everything can be covered. So if you are talking about material culture, stick to its features but don’t go into anthropology because that is a different area. Create a Thesis Statement When you are writing a definition essay, it is important that you write a thesis statement which talks about the term which is being defined briefly. This will help the reader understand what your main goal is and if he really can find information on material culture in your essay. Writing a Definition Essay When you are writing a definition essay, your main objective should be to present information in a clear and understandable manner so nothing can be confused. Here is a pattern which you can follow to write an effective essay. Begin writing your essay on material culture by creating the term’s definition by its function, structure or analysis. Next, tell the readers about what the term doesn’t mean. This difference can sometimes help clarify the definition and will help the reader in understanding. The best definition essays are those which use facts, examples and real life stories to explain. Examples and stories help the reader connect with the characters and this in turn will assist them in understanding the term’s meaning. When writing a definition essay on material culture, it is important that you write in a clear and concise manner. As long as you are fully aware of the term and its meaning yourself, you will also be able to explain it to others.