The Scarlet Letter Creative Assignment Paper

Various Hester Prynne Diary Entries June 14th, 1641 This morning I awake in the prison, waiting for guards to take me to the market place. Pearl and my fate will be decided very soon and I am shaking with anxiety. What will become of us? Will it be that the people see the need of the death punishment? Perhaps they will take dear Pearl away from me! Oh I am trembling with fear. Pearl is sleeping in the corner and she is the most beautiful sight I've seen. Here comes the guards†¦ I pray to the father that Pearl and I can live through tonight. Hester PrynneJune 16th, 1641 I have been sentenced to 3 hours on the scaffold while the whole town gawked and spoke gossip about me. I also must wear the mark of the Scarlet Letter upon my breast for the rest of my life. The day of the sentence, I saw Roger in the crowd†¦ Oh the poor man, what have I done! He visited me yesterday in the prison as well. I was wary that he was going to hurt Pearl or myself. He sure is itching for some reve nge from the father. I didn't disclose who it was but he seemed pretty intent on finding out himself. Oh I pray he never finds out.In the meanwhile, I will be living on the edge of the forest doing various needlework jobs for people in order to keep my head above water. Hester Prynne August 3rd, 1641 Pearl becomes more brilliant each day. Often times I think about her name and how much it means to me. â€Å"Pearl†, as in bought with a great price – my only treasure. With such a sin that I committed, I was given such a lovely child whom I adore with every ounce of my heart. I make sure that I dress Pearl in majestic and ornamented clothing. She radiates love and beauty wherever she is. Once of the first things Pearl really noticed in this world, was the dreaded letter.Why must she be so intrigued by this symbol of pain that I must bear? Hester Prynne March 25th, 1642 Today Pearl and I took a trip to the Governor's Hall. The mansion was furnished so fancy and ornately. C olorful tapestries hung on the walls as well as portraits and armor and mirrors. The governor questioned whether I was capable of raising a child with all that I have done. I told him I would teach Pearl everything I have learned by wearing the Scarlet Letter and that it would be sufficient. When Pearl told them that I plucked her off of a rose-bush, it did not help their consciousness.I pleaded my case over and over and finally Mr. Dimmesdale came to my rescue. I knew he would stick up for me considering the circumstances†¦ All that matters is I'm back home tonight with Pearl. Hester Prynne June 7th, 1648 I cannot bear to stand what Roger is doing to Dimmesdale. He is mentally and emotionally destroying the man. Oh the guilt, and sorrow that must plague him. I have escaped this easily. I have been forward about the sin on my part. Whereas he must pretend nothing has ever happened and let it eat away at his consciousness. Oh the poor man. I wish I could do something to help! He ster PrynneJuly 18th, 1648 Dimmesdale is looking worse and worse. I ran into him in the woods today by the brook. We've concluded that we should run away. We could start a new life back in London and wash away all remnants of this life. We could change our names, and I could dispose of this letter. I will start to make plans. I really hope Pearl warms up to him. The girl knows nothing but her mother and the letter. She was mighty apprehensive when I took the letter off today. It's such a shame she finds comfort in that, for it felt like a huge weight was lifted off my shoulder. She will warm up to him and me, I know it. Hester Prynne

Depreciation Methods

Depreciation Methods Depreciation is the accounting process of allocating the cost of tangible assets to expense in a systematic and rational manner to those periods expected to benefit from the use of the asset. Factors Involved in the Depreciation Process 1. What depreciable base is to be used for the asset? 2. What is the asset’s useful life? 3. What method of cost apportionment is best for the asset? Depreciable Base for the Asset The base established for depreciation is a function of two factors: the original cost, and the salvage or disposal value.Salvage value is the estimated amount that the company will receive when it sell the asset or removes it from service. It is the amount to which the company writes down or depreciates the asset during its useful life. Example: An asset is purchased for $10,000. The company believes that it has a salvage value of $1,000. Original cost $10,000 Less: Salvage value 1,000 Depreciation base$ 9,000 Methods of Depreciation The accounti ng profession requires that the depreciation method employed be â€Å"systematic and rational. † The following are examples of depreciation methods: 1. Activity method (units of use or production) . Straight-line method 3. Decreasing charge methods (accelerated): a. Sum-of-the-years’ digits b. Declining-balance method The following information will be used to illustrate each of the above methods: Stanley Coal Mines recently purchased an additional crane for digging purposes. Cost of crane$500,000 Estimated useful life5 years Estimated salvage value$50,000 Productive life in hours30,000 hours Activity Method The activity method (also called the variable-charge or units-of-production approach) assumes that depreciation is a function of use or productivity, instead of the passage of time.A company considers the life of the asset in terms of either the output if provides (units it produces), or an input measure such as number of hours it works. The crane Stanley purchased poses no particular depreciation problem. Stanley can measure the usage (hours) relatively easily. If Stanley uses the crane for 4,000 hours the first year, the depreciation charge is: (Cost less salvage value) X hours this year Total estimated hours ($500,000 – $50,000) X 4,000 30,000 = $60,000 Straight-Line MethodThe straight-line method considers depreciation a function of time rather than a function of usage. Companies widely use this method because of its simplicity. The straight-line procedure is often the most conceptually appropriate, too. Stanley computes the depreciation charge for the crane as follows: Cost less salvage Estimated service life $500,000-$50,000 5 =$90,000 Sum-of-the-Years’-Digits The sum-of-the-years’-digits method results in a decreasing depreciation charge based on a decreasing fraction of depreciable cost (original cost less salvage value).Each fraction uses the sum of the years as a denominator (5+4+3+2+1=15). The numerator is the n umber of years of estimated life remaining as of the beginning of the year. In this method, the numerator decreases year by year, and the denominator remains constant. At the end of the useful life, the balance remaining should equal the salvage value. YearDepreciation BaseRemaining life in yearsDepreciation FractionDepreciation ExpenseBook Value, End of Year 1$450,00055/15$150,000$350,000 2$450,00044/15$120,000$230,000 3$450,00033/15$90,000$140,000 4$450,00022/15$60,000$80,000 $450,00011/15$30,000$50,000 Totals:1515/15$450,000 For assets that have a long life span, the following formula can be used to determine the denominator: n(n+1) 2 For example, if an asset has a useful life of 51 years, you would calculate the denominator: 51(51+1) 2 =1,326 YearDepreciation BaseRemaining life in yearsDepreciation FractionDepreciation ExpenseBook Value, End of Year 1$450,0005151/1,326$17,308$482,692 2$450,0005050/1,326$16,968$465,724 3$450,0004949/1,326$16,629$449,095 4$450,0004848/1,326$16,290 $432,805 5$450,0004747/1,326$15,950$416,855 Etc†¦Declining-Balance Method The declining-balance method utilizes a depreciation rate (expressed as a percentage) that is some multiple of the straight-line method. For example, the double-declining rate for a 10-year asset is 20 percent (double the straight-line rate, which is 1/10 or 10 percent). Unlike other methods, the declining-balance method does not deduct the salvage value in computing the depreciation base. For example, if Stanley chose to use the double-declining-balance method, the crane would depreciate at twice the rate of the straight-line rate.See below: YearBook Value of Asset First YearRate on Declining Balance (a)Depreciation ExpenseBalance Accumulated DepreciationBook Value, End of Year 1$500,00040%$200,000$200,000$300,000 2$300,00040%$120,000$320,000$180,000 3$180,00040%$72,000$392,000$108,000 4$108,00040%$43,200$435,000$64,800 5$64,80040%$14,800 (b)$450,000$50,000 (a)Based on twice the straight-line rate of 20% ($90,000/$450,000 = 20%; 20% X 2 = 40%) (b)Limited to $14,800 because the book value should not be less than the salvage value.

Audit Client Considerations

With this particular case study I will discuss several questions and facts regarding audit client considerations. 1) A brief summary of the case. 2) Identify key behaviors, attitudes and ethical dilemmas (if any) faced by the auditors. 3) Assess the philosophical and practical alternatives summarized in the case questions and evaluations of those solutions. 4) Briefly summarize what I would do faced with this situation in real life. The case is that of a CPA firm, Cardinal Coyote, located in Phoenix, Arizona and centers around three personnel members. Yancy Corliss is a new partner with the firm that is summoned into the managing partner’s office, Sharon Rules. Rules indicates that Jost Furniture is looking for a new auditing and she has been approached to submit a bid. Before committing to a bid Rules would like Corliss to conduct a background check to assess the potential risk of obtaining Jost as a client. The contract could prove to be quite lucrative for the firm as the company will need advice on international expansion. Since the bid is due to close fairly quickly she gives Corliss three days to report back to her. Corliss assembles his team which includes Lanny Beaudean who worked for the IRS for two years before joining the firm. Beaudean hopes to gain international experience with the firm so as to further his dream of becoming a CEO. The other two members of the team are Vinnie Gabelli and Jacki Oloff both of whom are not Arizona natives. After discussing their respective duties the team met at the end of the day to discuss their findings. After following a checklist of risk assessment they followed all except for the Verify the circumstances of any prior auditor’s dismissal1. The team felt that Yancy Corliss would be better suited to obtain this information. After non response from the firm’s attorney and sidestep answer of personality conflicts from Jost the team did receive permission to speak with previous auditors. They discovered that since there had been a modified opinion of the 2006 financial statements, where the auditors raised questions of going concern. The company had suffered persistent losses and the lack of cash flow was impairing their ability to secure financing. They also learned that subsequent auditors had been dismissed also for apparently coming to the same conclusion as the predecessor firm. Upon further investigation the team found that a million dollar loan covenant had been violated by neglect to keep a minimum balance due to the fact that the owner had withdrawn $500,000. 00 out of the company account to place a down payment on his home. The next time the covenant was broken the bank started foreclosure on the loan. The behaviors and attitudes of the auditor’s was very professional in exercising due diligence and proper training in the following manners. Oloff tried to contact the attorney several times by phone, left five messages and when she inquired about voice mail and email received a no answer to both types of technology. She also tried to set an appointment but was fended off of this type of communication as well. Corliss was put off about speaking with the previous auditors by the owner citing that there were personality conflicts and his concern was they would speak ill of the company. Corliss reminded him that it is required part of the procedure to accept them as a client. Gabelli investigated the going concern aspect, in doing so he found out that a loan to Phoenix Second Bank had begun foreclosure proceedings and the reasons behind this. He also found that by the time the foreclosure process had been completed the loan had been paid off. Finally Beaudean expressed his and the team’s concerns about taking on Jost as a client. All of these actions are in accordance with GAAS requirements on due diligence and appropriate training2. However had the situation arisen that is stated in question 2 of the case study there would be a serious issue that would be faced by Rules and Beaudean both. Question 2 asks what if Corliss had recommended that Jost be taken on as a client which surprises Beaudean and he asks what other factors did he consider and his response is â€Å"I am a new partner in the firm. I have to bring in new business. This client is a slam dunk. If we make a reasonably competitive bid, we will get the account. † â€Å". This presents a problem for Rules and Beaudean. It is abundantly clear that in this scenario Corliss is placing his needs above that of the society (in this case the firm). This as we have learned places him at Stage 2 of Kohlberg’s Model and violates all of the Six Pillars of Character. If Beaudean decides to follow the ethical choice of reporting his team’s findings to Rules the trust that was given to Corliss by assigning him the task of doing a thorough investigation. Due diligence and professional care are two of the core foundations upon with not only GAAP is founded upon but GAAS as well. Every accountant whether he/she is a Certified Auditor, CPA or CMA is required not only by law but by Ethical Standards to practice in our profession2,34. If the decision were to go ahead and submit a bid it would violate the standards by which we practice and are ethically bound to abide. In conclusion I would have done exactly as the auditor’s did. I would strongly recommend against taking on Jost as a client not only due to the going concern but also because of the red flags that appeared during a background investigation. Who knows what would further show up that was either unethical or illegal or both. In my personal opinion no contract is worth tainting my professional integrity and reputation. If Corliss were to recommend taking Jost on as a client I would raise my concerns with Rules and outline all that we had learned as well as strongly recommend against taking on Jost as a client.

Critical Review Assignment Example | Topics and Well Written Essays - 1250 words

Critical Review - Assignment Example In many cases, the performance or social situation is not used though sometimes it is considered with horror. For individuals who have not attained 18 years of age, there is persistence of the disorder for six or more months before its diagnosis. This disorder must trigger clinical distress that is vital in the occupational, social, or other significant functioning areas. Social phobia is not due to abuse of substance, medication, or medical condition. The disorder also involves excessive worry, or self-consciousness on what others think of the victim (Turner et al., 2002). The victim of the disorder is always afraid of being judged, shamed, or ridiculed by others, hence absence of oneself in social situations, incidence or prevalence, nature or course of social phobia, as well as the related social and economic burden from a local and global perspective. Studies based on communities have made it clear in their reports that social phobia can be a lifetime issue. The prevalence ranges from 3% to 13%. Many individuals who suffer from the disorder fear speaking in public. A few of those suffering from the ailment also fear relating to strangers and meeting new people (Rutz, 2006). In outpatient hospitals, social phobia ranges from 10% to 20% of patients suffering from anxiety disorders. This disorder does not arise in situations of inpatient admissions. Social phobia starts in teenagers, which sometimes emerges from the history of childhood shyness, or social inhibition. Nevertheless, children experience its start in early stages of their childhood. Onset may at times follow a humiliating and stressful experience. Although other people do recover or improve from this disorder, it is always prolonged, and the course fluctuates with stressors of life. For instance, social phobia may decrease when a person with the disorder marries. Individuals suffering from social phobia may arise with issues, negative evaluation, and rejection or anti-criticism. Victims find it di fficult to be assertive, and feel inferior or lowly placed in the society. These victims possess inadequate social skills that are always anxious. The victims may also underperform at school because of participation in class or avoiding classes. People suffering from the disorder do not perform at work because of being anxious. They also fear speaking in public to colleagues and authorities. These people have few relations; hence, they do not marry (Long, 2005). In the worst instances, the victims leave school, work, hang with unfulfilling friends and totally stay away from dating or refrain from their original family. B) Psychosocial and contextual factors that increase the likelihood of admission to an acute mental health setting (Hint: Consider case examples from your clinical placements and what the research literature informs about precipitating, and maintaining factors for any given individual with the mental health issue chosen). Although psychosocial and particularly behavio ural interventions appear to be effective in the reduction of mental disorders, they do have negative effects. These include the following: they may be insufficient because their effects vary in different children, the cost is high in terms of time and resources, and there is minimal evidence on generalization, maintenance, implementing across domain and settings simultaneously to arrive at optimal effects (Fabiano & Pelham, 2002). As behavioural strategies need persistent and

Caretakers' Emotional Responses to Providing Care to Elderly Loved Essay

Caretakers' Emotional Responses to Providing Care to Elderly Loved Ones in Assisted Living Facilities - Essay Example ructured interviews allows for responses such as 'I started feeling a little resentful' (p10), an emotion which may not be typically associated with ailing relatives. There are fewer assumptions being placed on the data being collected, which leaves more room for hypothesis generation. Weaknesses of the Research by Sanderson & Meyers (2008) There are strengths, outlined above, of qualitative data that are applicable to this study. Correspondingly, there are weaknesses. Firstly, it can be hard to generate data and representations of this data for use in the published paper (Thorne, Kirkham & MacDonald-Emes, 1997). This can make it difficult for both readers and researchers to visualize the topic in a meaningful way (Carr, 1994). This lack of data also makes comparisons with other studies and individuals within the study more difficult, as the qualitative data collected is more difficult to graph. There are ways around this. One way to generate a more numeric version of the qualitative data is to use a technique called coding, which relies on giving mentioned words certain values and evaluating them in this way (Holloway & Wheeler, 2009). In the context of nursing, many heath bodies want results that can be applied in a meaningful way to the healthcare industry, and this can often be a challenge for qualitative data (Carr, 1994). Another issue with qualitative research that applies to this essay is that because of the complex nature of collecting data via interview or analysing long-answer responses to a questionnaire. This means that the sample size of qualitative studies is often far smaller than those in quantitative studies, making it harder to generalize the results to the population (Kuper et al, 2008). Sanderson & Meyers (2008) recognize this, and suggest that... This paper has primarily focused on the weaknesses of the study thus far. There are, however, many strengths as would be expected from a paper published in a peer-reviewed journal. The paper clearly explains the aims of the research, and this is reflected in the succinct title and abstract. Generally, the paper achieves what it sets out to do, which is give detailed responses from those with relatives in assisted-living facilities to illustrates the difficulties of putting the elderly in care. The research design was appropriate for this, because they wished to get detailed responses, which could not have been gathered using a quantitative study. Sanderson & Mayer clearly understand the limitations of their study and incorporate this into their discussion, whilst forewarning about generalizability and making assumptions. The research also performs well ethically. The researchers recruited people from an event, and therefore the participants were well-versed on how the study would proceed and what their responses would be used for. In this sense, the paper succeeds in achieving its aims whilst behaving in an ethical manner. There is no clear indication of the relationship between the researcher and the participant but it can be assumed that this was anonymous, confidential and private from the description of the interview location

Geology Research paper Example | Topics and Well Written Essays - 1250 words

Geology - Research Paper Example An environmental geologist, to my mind, has an important role to play in keeping the planet Earth clean, green, and safe. I choose this degree for the reason that I love the Mother Earth -- this is the only place I love to live. The environmental geology might be a new science; yet, its key function provides a much brighter world for the future inhabitants of this pale-blue-dot planet. This paper will discuss the brief story, specialized field, responsibilities, and prospects of the profession called environmental geology. Brief Story Erickson remarks that the technical profession called environmental geology is a â€Å"relatively new science† (ix). Perhaps by relative he means the emergence of environmental geology as a separate discipline of geology science in the late 20th century. The rising concern of the Earth’s environmental degradation, depletion, and near destruction significantly occurred since the late-20th-century. As such, people had made important ways to prevent the utter extinction of the green planet and the human race as well. The science of geology, as it has been seen, greatly contributed and continues to contribute to the better understanding of the changing physical world. It has been argued that the Earth’s fundamental changes (e.g., change of land formation and of temperature) were the results of human miscalculated activities. Erickson notes that people are called â€Å"human volcano† for the reason that they have the power to destroy the physical environment in an instant (ix). The human-induced damages, either conscious or not, to the natural world are comparable to the long-time geologic processes (Erickson ix). But like a volcano, humans have the capacity, if there is a will, to recreate, relive, and re-empower the world in which they live. And the environmental geologist plays a vital role in transforming the natural world into something worth residing and living. Specialized Field In the field of geolog y -- as well as other natural sciences -- such area of human knowledge is becoming more specialized in the contemporary epoch. Unlike other geologists, environmental geologists have specific work activities or programs to perform. Camenson provides a list of things to do for the environmental geologists: conduct research, analyze and report, understand the issues involved, among other works (94). Camenson says that an environmental geologist has to conduct research in order to â€Å"identify, reduce, and eliminate sources of pollutants and hazards† (94). What the environmental geologist does, among others, is to study and determine certain causes of a particular environmental phenomenon. Equipped with the knowledge of the Earth, this geologist explores the sources that created a problem to the natural world -- including man’s built environment. Analysis and reportage are other job activities of an environmental geologist. The environmental geologist does the analysis f rom his or her gathered measurements and observations. Moreover, this geologist fully knows and understands the environmental issues in promoting, protecting, and enhancing the environment. Curriculum It is true to say that most geology is environmental geology in reality (Ransom and Wainwright 2), nevertheless, environmental geology as a work profession is much more focused and highly concentrated in contrast to other disciplines of geology (e.g., forensic geology). Probably the variations between the environmental

MUS 306 Introduction to Jazz Essay Example | Topics and Well Written Essays - 500 words - 2

MUS 306 Introduction to Jazz - Essay Example After school my friends and I bordered a bus, our stop was no any other place but scullars jazz club. How thrilling was it to set eyes on this big entertainment scenario, in our hands were tickets for the entry fee. On the stage there was colorful arrangement of instruments, their was a tall man with a complete apparel holding a golden shinning trumpet, on his immediate right was this slender man with a white shirt touching his saxophone repeatedly staring at the crowd which was almost going wild due to the thrills from the band. The description is not yet over if we leave behind this short blonde with a piano spread before him then there was this wooden gadget which I could identify as the clarinet. The clarinet is one of the prominent gadgets used in the jazz music stage. On the middle was this tall stand with a silvery microphone As was routine with these jazz band music it was played from Wednesday to Saturday every week. Our timing was pretty good we were at the club by 10.00 pm. The stage floor was covered in black soft velvet. As the revelers that night we took a sit on the sofas with our tables full of well lit candles with some wine on our glasses. Yes this is how the place should be, I whispered to myself. The people I saw to be following the sound from their seats. The song was summertime by Gershwin, in most of the occasions people could stand with their spouses dancing salsas kind of dance In its performance the music involved diversified styles of communicative aspects ranging from the tonal variation in which there was difference in the way the sound flow was. The content of the music involved the various life issues it was a blend of many music features in which the voice of the singer was well accompanied by the sound from the instruments. In addition, there is expression of emotions and feelings by the singer the case be. This actually involved the love

Whistleblowers. The Process and Risks Assignment

Whistleblowers. The Process and Risks - Assignment Example Some of the recent examples of whistleblowers are Sherron Watkins of Enron, and Cyntha Cooper of WorldCom. They exposed or provided firsthand information on financial scandals. The case of Coleen Rowley of the FBI as a whistleblower was unique in the sense that the reporting incident was regarding lapses in the intelligence field a few weeks before September 11, 2001 terrorists attack. The Process of Whistle Blowing An employee who has some information about illegal activities of any nature pertaining to his or her organization and he or she chooses to bring that in public is known as a whistle blower. Whistle blowing is encouraged to bring honesty, equality, justice, and freedom of speech in society at large. It has many advantages such as it can protect health of consumers and employees. During 1920s, the harmful effects of asbestos in the manufacturing units were suppressed by company managment thus jeopardizing the health of employees. Employees feel more comfortable if they find it easy to raise their concerns within the organization. Risks Associated with the Whistleblower Whistleblowers carry certain risks such as alienation, face reprisals, or victimization at their workplace and likely to be more intensely supervised for their acts. They may be considered less loyal to their organization or employer for their act of blowing the whistle against the organization. Luque (2007) reports about one of the study of whistle-blowers in which 90% reported about emotional stress, anxiety and depression after their acts of whistle blowing. Around 54% of them reported harassment at their workplace and 10% were the cases of attempted suicide. Case Studies Sherron Watkins – Whistleblower of Enron The case of Sherron Watkins, the former corporate vice-president of Enron, is worth enumerating for the psychological trauma that she faced after her act of whistle blowing. In the month of August 2001, Sherron Watkins wrote a memo to the CEO of Enron that explained ho w the accounts of Enron present a distorted accounting numbers. On this, the CEO directed for an investigation through Enron's own law firm that did not do an honest job. Soon, the New York Times published a story about Enron's accounting jugglery. Thereafter, a congressional committee delved into the issue and started investigating the matter. Overnight, Watkins came into limelight and became a celebrated whistleblower that exposed Enron's accounting misreporting. This had a catastrophic effect on the company. Not only Enron was compelled to sack 4000 employees from its payroll but the very next day they filed Bankruptcy Code protection under chapter 11. Enron shares plummeted like a big log from the high of $90.75/share in August 2000 to the dismal $0.067/share recorded on Jan 13, 2002 (Luque, 2007). Watkins suffered more of a psychological pressure when she first acted as a whistle blower. She was isolated and made unnecessary for the company. Most of her partners began hating he r as because of her 4000 employees lost their jobs (Luque, 2007). Cynthia Cooper – Whistleblower of WorldCom Cynthia Cooper was working as vice president of internal audit at WorldCom. On her routine investigations, she found that certain expenses were being capitalized thus inflating the yearly earnings by several billions of dollars. More she investigated, the stranger the reactions she confronted with from some of her colleagues. She sought an explanation from the Chief Financial Officer of the company. On this, she was asked to stop the audit until the next quarter -- a date to begin her normal audit as per routine. However, she did not stop on this and organized a meeting with the company's auditor KPMG. Finally, it was found that earnings

Sports and Entertainment Management Case Study Example | Topics and Well Written Essays - 750 words

Sports and Entertainment Management - Case Study Example Both companies had huge fixed costs to cover and working in their own capacities was proving insufficient to cover those costs. The decision to merge was brilliant as far as the financial performance is concerned. However, there were a myriad of issues to be dealt in this concern which were not easy to negotiate. Firstly, this was an undeniable fact that the two companies had been in a bitter competition over the past few years. There had been a feeling of animosity and it was not easy to get rid of it. Further, their policies and philosophies revolved around the same competition and their efforts had, so far, been largely oriented towards outdoing one another. Therefore, not only is there a need to merge their philosophies, there is also a need to create new philosophies according to which the amalgamated company was to work. However, the key personnel of both companies is mature enough to keep their eyes on the bigger picture. If the merger was the best solution to satisfy their pr ofit motive, they were prepared to go to the full distance. Secondly, Mark Redmond, the president and CEO of the new organization, has to make some big decisions regarding the staff. Redundant staff from both companies is to let go. At the same time, it is to be made sure that some of the staff, which is too essential to lose, is to be retained. It is natural in a merger that some employees prefer not to continue in the merged organization. It is probably because as soon as the news of a merger starts floating around, employees start a job search with more diligence than they normally do. Some of them even succeed in getting better job offers. There are certain employees that groom within a particular company and come to know about the operations of the company inside out. The element of acclimatization is too important to disregard. Such employees are too valuable to lose because new employees may come at the cost of valuable time. Further, it might take some additional cost to tra in the new employees. The merger in question is facing similar issues. They have to retain and integrate the personnel from the different companies. Integration is, of course, not an easy task either. The staffs had traditionally worked against each other and now they have to be harmonized. In this process, there is a great chance of losing momentum and having inconsistent standards. This in turn could have more adverse affects on the relationships with clients and the employees. Further complications arise when it comes to remunerations. While the remunerations at both companies for the respective staff were almost identical, XM Canada also had provisions for share ownership, options and change of control. This difference in the two companies was probably due to the fact that XM Canada was established as an independent company unlike SIRIUS Canada. This means that the remuneration scenario requires some serious decisions to create such a system in which all employees are remunerate d equally. Therefore, it can be seen that there are a lot of difficult things to manage during mergers. The companies in question belong to the field of radio broadcasting in Canada. They had significant differences in how they did their work. Their individual efforts had proved insufficient in the past and this is the primary reason of this merger. For instance, at XM Canada, the communication system was capable to develop the Canadian content for broadcast. On the other hand, SIRIUS Canada depended partly on Slaight Communications, who were also their investors, and partly on Canadian Broadcast Corporation for Canadian content. Further, XM Canada had developed and maintained its own communication and

The Reasons Behind the Volatility of Agricultural Product Prices and Essay

The Reasons Behind the Volatility of Agricultural Product Prices and Other Questions - Essay Example The prices of agricultural products tend to be unstable because the supply of agricultural products changes from time to time, and this mainly depends on the variable weather conditions that affect the size of the harvest. According to a study carried out by Riley, he makes the conclusion that when the agricultural output falls short of planned output, for a given level of demand then the prices of products are bound to rise. On the other hand, Riley says that when the actual output is in excess of the planned output, for a given level of demand then the market price does fall (2006, p. 3). More often, the demand of a product has the effect making the value of the product higher when the supply for the products is low. Toepfer international carried out studies to determine the reasons for the price volatility of agricultural products. The study shows that there are three key market fundamentals. These fundamentals are responsible for the greater price variations of agricultural produ cts. The report states that agricultural output does vary from season to season due to the natural shocks such as weather and pests. They also state production in the agricultural sector does take time, so the aspect of supply cannot respond much to price changes in the short term and lastly, the supply and demand elasticity is small when compared to the issue of price. The agency explain that, during a supply shock, the variation between supply and demand need to be strong so as to enable the regaining of the balance of supply and demand this is fundamental when dealing with a case of low stocks (2011, p.5). The supply and demand shocks are a vital part when it comes to the determination of the prices of agricultural commodities. A clear example is the massive drought that hit Russia in the year 2010; this was accompanied by the restriction of the exportation of grains out of the black sea region. These circumstances massively affected the prices of commodities; there was a reporte d increase in the prices of agricultural commodities. In such times of high and volatile prices, most countries decrease their exports and increase on their imports. The end results of such measures is a destabilizing effect, for instance, the restriction of the exportation of rice by leading exporters in the year 2007 saw the tripling of prices despite the stable demand and harvest (2011, p. 5). The issue of price volatility in agricultural products has been of serious concern to most of the governments. In June 2011, the Agricultural ministers of the G20 gathered their ideas on how this issue could be addressed. Among the many suggestions, they focused on the launching of the Agricultural Market Information system this would enable the providence of timely accurate reliable and transparent information that would be of help in addressing the issue of price volatility. The Agricultural ministries of the G20 also suggests the strengthening of the international governance of agricultu ral trade in favour of an open, rule based and well functioning global market for agricultural products. The main reason for this is that the international trade contributes in the improvement of food security and in addressing the issue of price volatility. Many governments also have invested in the boosting of agricultural production by strengthening agricultural research and innovation. The establishment of well and functioning markets is also a strategy that focuses on the encouragement of the public and private sector t invest in agriculture (Toepfer International, 2011, p.6). A group of researchers observed that the instability of financial markets and the strong variations in the exchange rates are among

Academic debate Essay Example for Free

Academic debate Essay There has been considerable academic debate concerning the emergence and meaning of globalization with differing views ranging from those who believe that there has been no change to what already existed with previous trade and movement across nation states to those who believe that the consequences of globalization can be felt everywhere and that the sovereignty of nation states has been greatly diminished. It is argued by those such as Modelski that the world society today is global in direct contrast to all other historical societies and for David Held (1) globalization is about a significant transformation resulting in local communities linked to global actions (1). This paper does not delve into the debate about the theory of globalization, rather it focuses upon the infrastructure of the UN in terms of governance of world affairs. During his leadership as UN Secretary-General Kofi Annan sought to define a new role for the United Nations at the centre of ‘global governance’ (Held and McGrew 1). In response to the onset of globalization there are those, including Rosenau (8) who believe that a new complex multilateralism is evolving as a system of global governance. In the absence of a world government Rosenau (8) believes that the concept of global governance is the most apt description of the system that decides who rules and governs across the international community. This evolution has been made possible following a number of significant events over the past two decades. Firstly the end of the cold war opened up opportunities for new ways of governing at the global level. Secondly there was a massive increase in global issues such as the environment (for example climate change), health (for example the HIV / Aids epidemic) and consumerism that was affecting the way that world affairs were being run. These changes to global affairs has convinced the advocates of global governance that the traditional geopolitical management of global affairs with its hierarchical forms of management is unsuited to the challenges and tasks that are now emergent and that new forms of global governance need to be introduced. The common arguments against global governance include the inequalities of power between states, the structural privileging of the interests and agenda of global capital and the technocratic nature of the global policy process (Held and McGrew 13). In general there are three principle explanatory accounts of global governance: liberal institutionalist, realist and neo-Gramsic. Each attempt to explain how governance works beyond the national state but there are considerable differences in their epistemological frameworks which are a reflection of their interpretations of the social world as well as difference assumptions about world politics. Liberal institutionalism argues that governance beyond the state is endemic (Held and McGrew 12) because of the important benefits that global institutions can bring to individual nations, for example the functional benefits of a global health organization. Liberal institutionalists believe that international institutions ‘empower governments rather than shackle them’ (Keohane 13) . Realism finds that governance beyond the nation state depends upon the policy interests of the most powerful states, which means that the global institutions can have little autonomy or power as their function is primarily to advance the interests of those more powerful states (Held and McGrew 12) and thus the inequalities of power between the states is highlighted. Neo-gramsican theories share the bases of the realism theory however they consider the structural imperatives of globalizing capitalism as the key component. This theory states that the conduct of global governance is underpinned by the expansion of globalizing capital through the dominant forces, i. e. the US and therefore the global institutions are merely instruments to obtain this objective at the expense of the welfare and environment of the global communities. There is concern that the there is an insurmountable deficit within the current capacity of global governance to address the pressing global issues of poverty, health, environment, security and welfare. In practice this can imply a criticism of how the United Nations is structured and functionally operates, and essentially makes the presumption that the UN is ineffective (Luard 1). The United Nations Organization (UN) is an international organization that brings together 191 states in a voluntary forum to consider all affairs – such as security, living conditions, affecting the global population. The structure consists of the General Assembly, the Security Council, The Economic and Security Council, the Trusteeship Council, the International Court of Justice, the Secretariat and the UN System (www. un. org) . This paper focuses on the operations of the UN System. The United Nations has a number of organizations formally within its system as ‘specialized agencies’ – although in reality they are largely autonomous from the central UN, for example the World Health Organization (WHO), the International Labour Organization (ILO) and UNESCO. These specialized agencies are linked to the UN through cooperative agreements have wide-ranging international responsibilities in the economic, social, cultural, educational, health and related fields. Some of them, like the International Labour Organization and the Universal Postal Union, are older than the UN itself (www. un. org) . All these organizations have their own governing bodies, budgets and secretariats. Together with the United Nations, they are known as the UN family, or the UN system. Together, they provide technical assistance and other forms of practical help in virtually all economic and social areas. The reform of the UN is an issue of constant debate, although only the member states have the power to implement any changes so it must be driven through them. It can be argued then that the UN is not a global organization, rather it remains an inter-governmental organization as it can only develop so far as the member states will allow and they will always weigh development against their own self interest. However this reality is in comparison with the global expectation placed upon the UN and Bernhard (213) believes it is this contradiction in reality and expectation that causes the UN to over stretch itself. Bernhard (213) presents three scenarios for the future of the UN. Firstly that the UN system will weaken, and ultimately fail in the members states withdrew participation and secondly that the UN could develop as a sort of world government with the institutions forming a central coordinating role of the global governance process and ultimately leading to the loss of nation state autonomy. The third scenario seems more plausible, that the UN will remain as an imperfect instrument in need of reform but also an important global organization. This itself requires examination of a number of issues, namely whether it takes on a role as actor in its own right or continues to be held to member state autonomy. The leadership of Koffi Annan as the Secretary General has had some impact on the pace of UN reforms. At the Millennium Summit in 2000 he called for members states to reorganize the UN so that it could be better equipped to meet the challenges that globalization brings . However in practice the extent of the UN reform appears modest and Bernhard (214) makes the distinction between internal reforms of the UN’s by-laws which are easier to achieve than constitutional changes, which would require changes to the Charter. The complexity of the UN system doesn’t allow for reforms to be made easily. Every amendment needs a two-thirds majority in the General Assembly and the ratification of two thirds of the member states, including the five permanent members. Therefore the permanent members have a high level of strength and can block any reforms, although to be fair they would need the agreement of more than 120 UN members for their own projects to succeed (Bernhard 242). Koffi Annan (Bernhard 243) drew attention to the institutions of the UN being unfit for the present day purpose as they had been created for an inter-national rather than global world. The UN system has resulted in a tradition of decentralization, along with a steady growth of new agencies. It is this situation that draws critics to argue that there are overlaps and duplication of effort and irrational allocation of resources (Ziring 464). There is no world budget to deal with economic and social affairs and each UN agency are responsible for their own budgets and programmes, subject to the limitations of the collective will of their members. Ziring (464) argues that the Economic and Social Council has not fulfilled its central coordinating function, being mainly consigned to discussion and liaison and he makes the important statement that the most formidable barriers to improved functional co-operation between the agencies are in fact political and budgetary, not organizational. This would then mean that the UN reforms should be focused on gaining the collective political and economic will of member states rather than introducing organizational changes alone.

A Theme Analysis Essay Example for Free

A Theme Analysis Essay Poet Robert Lee Frost powerfully depicts a boy’s transition from adolescence to early adulthood in his poem, Birches. The poem begins in the first person point of view, luring the reader to take a close glimpse at nature, specifically birch trees bent from ice-storms and the passage of the years. After a few lines, though, Frost shifts to the second person point of view, stating , for example, â€Å"You may see their trunks arching in the woods† (Frost line17). Here, he directly addresses the reader, making the latter part of the experience of witnessing something simple and majestic like nature. It is clear that the author is making an attempt to immerse that reader’s consciousness in his musings about a part of nature, which is actually a metaphor for something more profound. In the poem, birch trees serve as a metaphor for life itself. Most literary selections discuss the weariness or relentless toiling that adults experience as they journey through life. From the outset, it may seem like the birch tree is used to symbolize a person who is advancing in years and weary from years of toiling and withstanding the elements. Upon reading the rest of the poem, however, the reader gleans that the hardships of life being depicted are that of a young boy who, in grappling with the pains and difficulties he encounters in his childhood, both as part of the natural course of events – or sexual awakening – and as wrought by external factors and events, he gains a semblance of maturity. In the poem, the boy’s sexual awakening is depicted in the line that likens the falling leaves of the birch trees to â€Å"girls on hands and knees that throw their hair†¦Ã¢â‚¬  (Frost line19). The other symbolisms, like the boy who climbs the top branches of the tree and makes his way back to the ground, signifies how a youth develops his own distinct identity and molds his character by exploring all that life has to offer, whether they are part of the natural order of things, or challenges inflicted by unfortunate circumstances. The discerning reader is able to sense from the masterfully written poem that the main character – a boy – is entwined between trying to discover intimacy and enjoying isolation. All the pieces of the poem may be tied together after reading it in its entirety. The poet’s musings about how hard life can get, as symbolized by birches all bent but not broken, easily strikes a chord in the heart of a reader who has known the joys of a carefree childhood but is thrust into the challenges and vicissitudes of life. Frost alludes to the possibility that â€Å"some boy’s swinging them† (Frost line3) but immediately detracts, ascertaining that this could not have been the cause on why the trees have become permanently bent. It is midway through the poem, from the author’s own revelation, which states, â€Å"So was I once myself a swinger of birches† (Frost line42) that the reader gathers that the author was recalling his own boyhood. This was not immediately discernible, as the reader may have conjectured that the author may be relating his observation of some other boy or childhood friend. The average reader is also bound to be taken in or entranced more by the imagery depicted by the poem than to ascertaining if the author was talking from experience. In any case, some knowledge about Frost’s life proves that he was, in fact, making references to his own childhood years. Learning about Frost’s family background and upbringing sheds greater light on the many sentiments he expressed in his poem. â€Å"Frost’s parents were poor†¦ Robert was only eleven years old when his father died, leaving the family virtually penniless† (Nikita par. 3). Knowing this, the reader is ale to understand better Frost’s use of birches as a metaphor for life. The reader is able to surmise that Frost has had little time to enjoy his childhood, as life dealt a heavy blow with the death of a parent and foisted a man’s responsibilities on him. In the poem, this is expressed in the line â€Å"One by one he subdued his father’s trees† (Frost 29). Frost expresses his angst and sentiments about finding solace in nature and the countryside in the lines: â€Å"I’d like to get away from earth awhile / And then come back to it and begin over† (Frost lines49-50). This is one of the most stirring lines in the poem which a reader can easily identify with. When the author underscores birch trees as a metaphor for life which has seen ups and downs and now appears to have been weighed down by the onslaught of the years and of external elements, he presents a universal subject matter in a highly creative way. Frost employs literary devices like figures of speech, notably similes, personification to lend visual impact to his key message, successfully bringing to the reader’s consciousness all the important sentiments he wishes to convey. Frost’s brilliant poetic style is also thought-provoking. The reader is led to make inferences or interpretations when Frost, for instance, sprinkles his poem with similes, like â€Å"life is too much like a pathless wood† (Frost line45), or when he expands the idea by using personification in the lines â€Å"When your face burns and tickles with the cobwebs / Broken across it, and one eye is weeping†¦Ã¢â‚¬  (Frost lines46-47). Frost’s trademark style of moving â€Å"in a smooth uninterrupted flow from an event or object, through a metaphor, to an idea† (Roberts Jacobs 1103) is indeed impeccable. Overall, Birches is a beautiful poem that offers a soothing balm to world-weary individuals who yearn to go back to their roots, especially if these roots bring them back to places and experiences that in some ways renew the spirit. Nature, a favorite subject matter of Frost, is used to present in full impact how an individual grapples with life’s difficulties that weigh him down at some point, and make him yearn to take a respite. The main character reminisces about his boyhood and carefree romp with nature, but realizes in the end that he must continue to face the responsibilities and the realities of life as any adult should. Work Cited Nikita, Rochelle. The Life and Poetry of Robert Frost. † Associated Content. 25 November 2008. 28 May 2009. http://www. oxfordtoday. ox. ac. uk/2007-08/v20n1/08. shtml. Roberts, E. , and Henry Jacobs. Literature – An Introduction to Reading and Writing. 6th ed. New Jersey: Prentice-Hall, Inc.. , 2001.

Five essays on introduction to leadership essays

Five essays on introduction to leadership essays Introduction to Leadership Essays This assignment is comprised of five essays based on the completion of self-assessments on (1) Self-Confidence, (2) Leader-Member Exchange, (3) Trust in Leadership, (4) Job Affect, and (5) Motivation to Lead. Self Confidence The purpose of this assessment is to assess a leaders generalized self-efficacy. A leaders job is a very complicated one and leaders need to have self-confidence to overcome this. To accomplish this, leaders should avoid thinking in terms of perfection and imperfection to overcome their fears. The leadership self-assessment was done to determine leadership styles and effectiveness. Many factors were taken into consideration in this self-assessment that allowed for positive and realistic perception regarding leadership abilities. The self-assessment was characterized by many factors, such as, how disciplined and effective a leader feels at completing their work on time; how well they handle difficult situations, and how secure they feel about their ability to perform. The score on this self-assessment ranged from a scale of one through seven, with one indicating that the statement is strongly disagreed upon, and seven indicating that the statement is in strong agreement. This assessment required that a score of six or greater must be achieved to be an effective leader. The highest score on this assessment was a seven. There were seventeen questions on this self-assessment. On the question of making plans work, I achieved a score of seven out of a total score of seven. When faced with difficult situations, a score of four was achieved out of a total of seven. On this self-assessment my overall score was a 5.3. According to the criteria set for this assessment and in interpreting the scores, it was identified that the one area that I need to improve upon is when handling difficult situations. This can be gained by having confidence in the skills required for the job, and achieving set goals related to the job. The score further shows that when I am faced with difficult situations that I need to overcome my fears. By overcoming my fears, it will help me to persist in times of crisis. Leaders must also have self-esteem to boost their morale and this comes from a feeling of being accepted and approved by team members and co-workers. As a leader, I need to display a positive image by being happy, and competent. Displaying these traits will make those around us approve and accept us as being a virtuous leader. These traits were among the seventeen questions in the self-assessment to identify whether leaders have strong generalized self-efficacy. The action plan that I have set to address needed growth and to improve on this situation, is to take stock of the present, address and focus on the future. I must make a commitment to starting this action plan and staying with it so that the needed growth can be realized. In preparing for this journey, I will take a look at what I have already achieved and make a list of all the things was accomplished successfully. Among some of the things I will list will be whether I was instrumental in getting a major project done; whether I was able to increase the sales level for the company in a given period; and whether a project deadline was accomplished. I will then review this list often and spend time each week enjoying the success that was achieved, so that improvements can be built to further the growth of this success. Another technique that I will use to address needed growth is to use the Strengths, Weaknesses, Opportunities, and Threats (SWOT) analysis. I will use this to analyze the opportunities and threats that I am being faced with. This will lead to think about what is important, and what direction to take. Once I have accomplished this, I will then set objectives to achieve the goals that I have set. By hitting on the targeted goals, and coupled building on my self-confidence, key factors in enhancing growth areas will eventually be achieved. The leadership self-assessment was very helpful in identifying areas that I to needed to improve upon since these areas directly relate to the role I play as a leader. Since every leader must know and trust their value, the interpretation of the scores on the self-assessment provides me with an awareness of my worth as a leader. This has helped me to become more aware and confident about the skills that are important when carrying out the function of my job as a leader for instead of speculating. The findings from the self-assessment will further help me in recognizing areas that need improvement to enhance leadership ability. Enhancing on my leadership abilities will help in sound planning, and decision making which will ultimately result in attaining strong leadership qualities. . Leader-Member Exchange The Leader-Member Exchange self-assessment is to determine leadership as a relationship between leader and follower. The purpose of this assessment was to determine a leaders fairness, trust, and ethical behavior, and to determine whether leadership mediates the relationship between past and future team performance. There were seven statements that were rated on a scale from one to seven with one indicating that the statement is strongly disagreed upon and seven indicating that it is in strong agreement. Pierce and Newstrom state: A high score of (6 and greater) suggests that you have a high-quality leader-member exchange relationship with your leader. A low score of (2 or less) suggests that you have a low-quality leader-member exchange relationship with your leader. (p. 31) On this assessment my overall score was a 6.5 on each of the seven statements. According to the criteria set for this assessment, the interpretation of my score of 6.5 shows that I have a high-quality leader-member relationship. This score has connected to key concepts that are presented in the text. For example, according to Wayne, Shore, and Liden (1997), Recent evidence suggests that followers who experience a high-quality leader-member exchange relationship may help their leader by carrying out their required role activities and by engaging in good citizenship behaviors (p. 92). I agree with this statement because due to the confidence and trust I have with my leader, when ask to go extra mile, it is accepted without hesitation. The action plan that I have set to address needed growth areas is to search for answers as to what makes me a unique employee in the organization, and identify any accomplishments that was achieved that I will be proud of. Reflecting on the most important work-related values, and figuring out values that are met, and those that are not, will help me improve on areas that need improvement. When building growth areas, by reflecting and finding answers to questions such as whether I am comfortable working with people, or alone, working with data, or technology will help me identify which mixture would be most satisfying to me and why. Taking a look a look at my performance review will also help in identifying and improving on areas that need to be strengthened. This will help enhance my growth areas because an employees performance is connected to a supervisors view on that person. To further enhance on my growth areas, asking good probing questions, and avoiding ones that give only yes, or no answers will assist, and allow the best way to gain a deeper understanding of what really matters to an employer. The findings on this self assessment, and based on the scores that were achieved, shows that I have a high quality leader-member exchange relationship. The lesson learned from this self-assessment show that part of leadership is observational learning done by the subordinates. Further findings show that it is important for leaders to demonstrate ethical values and conduct at all times. If given a leadership role, I will definitely use this self-assessment to help identify areas that I need to improve upon. One of the advantages of being a good a leader is display confidence, and this can be achieved by having experience in the role you play. Applying the action plan that is set above for the improvement of leadership growth areas seems realistic based on the interpretation of the scores that were achieved on this self-assessment, and based on the findings. As part of my job responsibilities, I have to liaison with staff members on a daily basis by giving them instructions. The action plan that is outlined here will help address needed growth areas, and the findings will be used in a constructive way to improve on my leadership skills. Trust in Leadership: This self-assessment was created for the purpose of evaluating trust in leadership and team performance. This assessment consisted of nine questions that were based on the evaluation of the team leader. The questions were graded on a scale from one through seven with one reflecting that there is strong disagreement with the statement and seven indicating strong agreement. Achieving a score of six and above on this assessment reflects a high level of trust in leadership and team performance. Achieving a sore of two or less indicates a very low level of trust. On this assessment I achieved a score of eight. The interpretation of this score shows that there is a high level of trust in the leader. This score further shows that when it comes to acceptance of the leaders activities, goals, and decisions, that I will support and accept them without uncertainty. The specific plan of action that needs to be addressed to improve on my growth areas will be to become and more effective employee by gaining the trust of those around me. Since effectfive work groups are based on trust, I will work toward strengthening on this area. To accomplish this, I will first identify, and enhance on the responsibilities of my present position. Once this is clearly identified, I will use focus groups, interviews, etc., and then set short-term and long-term goals in achieving my objectives. These objectives will be set for, and focused on the improvement of trust, and team performance. The enhancement of growth areas based on the interpretation of the scores will be used to further improve on my leadership skills. The findings on this self-assessment will also help in making things happen. As a leader, one must be confident, know the job, be a role model to your team and most of all get the job done. Knowing my strengths and weaknesses, and being a team player, are important attributes to building trust, and having the best team. Job Affect This self-assessment measures an employees mood at work. The purpose of this self-assessment is to determine how employees felt during the past week while on the job. Pierce and Newstrom state: Mood at work, as assessed here is a state-based condition. As a state-based condition, people can express different moods, depending upon the state to which they are exposed. Mood can, however, be relatively stable across emotional states (situations) and across time. (p. 71) This self-assessment was graded on a scale from one to five with five indicating agreement with the statement and one signifying not in agreement. On this self- assessment, I achieved a score of four. Achieving a score of four and above on this assessment shows a high level of affect. A score of 2 and under indicates a low level of affect. The score that was achieved and its interpretation have given me an indication about my mood at work. This assessment also shows the various type of mood an employee display at their place of employment, and at the same time taking into consideration the environment to which they are exposed. Pierce and Newstrom state: It has been noted that some people have a sunny disposition seeing the glass as almost full as opposed to almost empty. Others nearly always appear gloomy. Affectively (to be distinguished from affect as measure by this instrument) especially reflects an individuals pervasive mood. Negative affectivity and high negative affectivity reflect negative emotionality. Those people are distressed, scornful, hostile, fearful, nervous, and jittery. Positive affectivity and high positive affectivity reflect positive emotionality. These individuals tend to feel active, excited, enthusiastic, peppy, and strong. (p. 71) These scores have helped me in figuring out why I act the way I do at work. Being a positive person, always excited to take on new responsibilities, and a team player, this self-assessment has proven to me that I have the qualities that are needed to becoming good leader. The action plan that I have set for addressing needed growth areas will be centered on becoming more assertive and compliant. Since these traits are important when making decisions, improvement in these areas will enhance my ability to perform more productively as a leader. To enhance growth areas, action needs to be taken to gain a thorough knowledge about the company and other technical matters to create suitable strategies. Once these strategies are identified, correct decisions can then be made when solving problems. This can be developed through training and experience. As a leader having confidence, being optimistic, and competent in what you do, shows that you have the drive and energy to motivate others resulting in a productive work group. This will change your employees mood so they will feel active, excited, and show enthusiasm when carrying out their duties. The job affect self-assessment will help and can be used to improve my leadership growth in such areas as traits, skills, and behavior. It was identified when interpreting and evaluating my scores that the needed traits corresponding to my leadership role must be implemented and nurtured to be a successful leader. We live in an environment that is constantly changing, and being a good leader is essential to keep up with todays competitive environment. The findings on the job affect self-assessment will be used to strengthen my skills, and behavior. This will help me to better understand how they work together to benefit the companys needs and to inspire team members. Specific training and development is needed to enhance my leadership ability to effectively deal with the challenges being faced, both competitively and economically. This will ultimately lead to the enhancement of overall business performance because I will have the ability to inspire and engage team members. Motivation to Lead This self-assessment is centered on a Leaders motivation to lead. There were 27 statements that focused on whether a leader is influential, and has the ability, and motivation to become a good leader. According to Kirpatick and Locke (1991): Leadership motivation involves the desire to influence and lead others, and is often equated with the need for power. People with high leadership motivation think a lot about influencing other people, winning an argument, or being the greater authority. They prefer to be in a leadership rather than subordinate roleà ¢Ã¢â€š ¬Ã‚ ¦. (p. 48) On this assessment, achieving a score of six and above on each of the three motivations to lead dimensions, shows that the leader has strong motivation. Achieving a score of two or less shows weakness in leadership ability based on the specified factor. The highest score is a 7 and the lowest a one. I scored a 4.6 on the affective identify-based motivation. On the non-calculative-based motivation, a score of 4 was achieved, and a score of 4.8 was obtained on social normative based motivation. An average score of 4.5 was achieved on this assessment indicating that I have the traits necessary to become a leader. According to Kirkpatrick and Locke (1991), à ¢Ã¢â€š ¬Ã‚ ¦traits do matter. Six traits on which leaders differ from non-leaders include drive, the desire to lead, honesty/integrity, self-confidence, cognitive ability and knowledge of the business. (p. 48) The interpretation of the scores shows that having these traits are important preconditions and the potential to be an effective leader. Although these traits are accounted for a small portion of the criterion variance, they are an important part of the whole picture. These traits must fit the leaders situation. Specific action plan that are needed to address growth areas in motivating a leader, and key traits that need strengthening were identified in this self-evaluation. For example, it was identified that having a desire to lead, and having a good knowledge of the business are important traits that need to be strengthened. Other possible characteristics that should be considered for improvement will be creativity, originality, flexibility, and adaptiveness. Knowledge of the industry, and aspects of self-confidence can be developed through experience and training. While honesty is important, it does not require skill-building because it is a virtue that one achieves or rejects by choice. A leaders trait is important and it must fit the situation. For instance, a strong relationship between intelligence and leadership exists because a person does not emerge as a leader simply by possessing key leadership traits. Being proactive is essential for a leader because they must make choices and take action that will lead to change instead of reacting to events or waiting for things to happen. Leaders must show a high level of initiative. In conclusion, the five assessments discussed in this paper were very helpful to me, and I believe should be used as a measure to determine whether a person has the right personality, and qualities to fit the required leadership role. to becoming a good leader. .

Analysis of Sam Spade Essay -- sexual maturity, masculinity, film

There a many definitions of masculinity and those definitions are heavily influenced by culture, environment, media, and the child’s parents. When young men start to reach their sexual maturity, they have to create their own definition of what it is to be a man. The idea of masculinity creates a lot of questions, because there is no resource that will give a young male the answer. Due to this, young males learn what it is to be a man from a grab bag of possibilities. Eventually, the young male will have accumulated traits, appearances, behavior, and so on that defines what it is to be a man. With a new sense of self, the young male transforms into his idea of masculinity. In the Maltase Flacon, masculinity is defined through the actions of Sam Spade whom demonstrates the masculine principals of making his achievement of alpha male status a top priority, aggressive behavior, avoiding being feminine, homophobic, and restriction of his emotions (Meek) through his interaction with several characters throughout the film. Through out the film, Sam Spade has a constant need to prove to himself and other people around him that he is an alpha male. This need is triggered when Sam Spade feels intimidated or challenge by another male. Sam Spade’s alpha male status is challenged when he is taken at gunpoint by Wilmer Cook to see Kasper Gutman. Sam quickly rises to the challenge and manages to take Wilmer’s guns away from him (Falcon). Considering that the gun is a phallic symbol, one could interpret that when Sam took away Wilmer’s guns he symbolically took away Wilmer’s masculinity as punishment for challenging his alpha male status. Sam’s action of emasculating Wilmer inflates his ego and reinforces his masculinity though his achievem... ...ith several characters throughout the film. This particular definition of what it is to be a man is presented to the public in the form of media. It is possible that this film could serve as a guide for how young men of the past, present, or even future should behave in order to be considered a man. In this film, the femme fatale sexuality is censored, but the ideals that acting violently towards people who are homosexual, constantly fulfilling a need to achieve dominance through aggressive and violence behavior is the cultural norm of what it is to be a man. This film demonstrates people acceptance of this behavior and acts as propaganda. Works Cited Meek, Dr. Will. Psychology of Men. Ed. Dr. Will Meek. N.p., n.d. Web. 10 Dec. 2013. . The Maltese Falcon. Dir. John Huston. 1941. Warner Bros., 2000. DVD-ROM.

Essay -- essays research papers

INTRODUCTION- Sally Dingo the author of Ernie Dingo the King of the Kids, positions us as we read through the book for us to feel almost we had known him all through his life, and that we are like mates toward him. we may feel sympathy for one of their beloved family member dies or admiration for Ernie’s sporting talents in basketball, he was usually called ‘show pony’. SADNESS- Many people that Ullie, Bessie and Ernie loved passed away in the story. Many of them were close family relatives; friends and people help them out. The feeling of the sadness comes out of the book and makes you feel like you are in the scene watching it all happen and crying for them. Women who are widowed in the family usually don’t have a shoulder to lean on or comfort them, and that was the case of Bessie when her mother Ullie died on her 7th stroke. Bessie did not have anyone to comfort her, and she was depressed about her husband Nobby, not treating the children right. As in not supporting them to go to school, and holds boxing tournaments against the sons etc. ADMIRE- We admire many people for their different types of talents. Well Sally Dingo has written in the book some qualities of people whom we admire like having a kind and caring personality. Dingo Jim, Bessie’s father, had many powers. Among the Yamatji, he was known as a Clever Man. Dingo Jim could even have visions of what if going on at home take for example when Bessie fell into the fire. Dingo Jim knew there was something wron...

Racial Prejudice in French and British Immigration Policy Essay example

Racial Prejudice in French and British Immigration Policy FRANCE AND BRITAIN TODAY ARE SHADOWS OF THE GREAT COLONIAL EMPIRES they once dominated, yet the consequences of their imperial acquisitions continue to linger as both countries seek to moderate the immigration of persons from countries once part of vast imperial collections.   In general, there is little public concern when an immigrant hails from Canada or Australia or another ‘white’ dominion.   It’s a different reaction, however, when it’s a low-skilled black immigrant from Algeria or the Caribbean.   This ‘reaction’ by both the general public and policy-makers results in immigration legislation that unduly discriminates on the basis of race, ethnicity, and national origin. It is recognized that countries cannot have full open-door immigration policies as the effects on national well-being would be staggering.   There is, however, a great deal of latitude for countries to shape policies that provide equal-opportunity for migrants without regard for race, ethnicity, or national origin, or, on the contrary, to enact legislation that discriminates on the basis of these attributes.   In the case of Britain and France during the past 40 years, immigration policies have drifted from the latter to the former, without fully characterizing either of these two extremes. During the latter half of the twentieth century, strong anti-black and anti-minority sentiment has been veiled in the form of anti-immigration stances by leading political parties in both France and Britain.   These positions were regulated in both countries by public sentiment, party power, and the economic well-being of the country.   In the case of France, however, the emergence of the prominent French nat... ..., is not foreseeable. It is lamentable that the immigration policies of France and Britain have become so restrictive during the past 40 years, but one can only hope that the next 40, whether as individual states or in unison as EU members, bring a gradual decline in the racially prejudicial nature of French and British immigration policy.    Works Cited ‘Background to British National Law.’   Britain in the USA.   British Information Services.   19 July 1998.   . Hargreaves, Alec G.   Immigration, ‘Race’ and Ethnicity in Contemporary France.   London:   Routledge, 1995. Miles, Robert.   ‘The Articulation of Racism & Nationalism.’   Racism & Migration in Western Europe.   Ed. John Solomos and John Wrench.   Oxford:   Berg, 1993. Solomos, John.   Race & Racism in Britain.   New York:   St. Martin’s Press, 1993.

Journal of Consumer Behavior Essay

Consumer complaints and recovery through guaranteeing self-service technology NICHOLA ROBERTSON1*, LISA MCQUILKEN1 and JAY KANDAMPULLY2 1 Deakin University, 221 Burwood Highway, Burwood, Victoria 3125, Australia 2 Ohio State University, 266 Campbell Hall, 1787 Neil Avenue, Columbus, OH 43210, USA ABSTRACT Self-service technologies are shaping the future of consumer behaviour, yet consumers often experience service failure in this context. This conceptual paper focuses on self-service technology failure and recovery. A consumer perspective is taken. Recovering from self-service technology failure is fraught with difficulty, mainly because of the absence of service personnel. The aim of this paper is to present a theoretical framework and associated research propositions in respect to the positive role that service guarantees can play in the context of self-service technology failure and recovery. It contributes to the consumer behaviour domain by unifying the theory pertaining to consumer complaint behaviour, service recovery, specifically consumers’ perceptions of justice, and service guarantees, which are set in a distinctive self-service technology context. It is advanced that service guarantees, specifically multiple attribute-specific guarantees, are associated with consumer voice complaints following self-service technology failure, which is contingent on the attribution of blame in the light of consumers’ production role. Service guarantees are argued to be associated with consumers’ perceptions of just recovery in the selfservice technology context when they promise to fix the problem, compensate only when the problem cannot be remedied, offer a choice of compensation that is contingent on failure severity, afford ease of invocation and collection, and provide a personalised response to failures. Previous classifications of SSTs are used to highlight the applicability of guarantees for different types of SSTs. Managerial implications based on the theoretical framework are presented, along with future research directions. Copyright  © 2011 John Wiley & Sons, Ltd. INTRODUCTION The growing application of technology in services has  transformed the way that organisations interact with consumers (Liljander et al., 2006). Self-service technologies (SSTs) are technological interfaces that enable consumers to generate benefits for themselves, without the presence of the organisation’s personnel (Meuter et al., 2000). They enable consumers to take an active role in the production of their service experience. As SSTs are a major force shaping consumer behaviour (Beatson et al., 2006), the implications for both consumers and organisations need to be considered. The failure of SSTs is commonplace (Forbes, 2008; Robertson and Shaw, 2009). SST failure, or consumers’ perception that one or more aspects of SST delivery have not met their expectations, is attributed to poor service and failing technology (Meuter et al., 2000). Failures are inevitable with all services, especially SSTs that introduce new types of failures, such as consumer failures (Forbes, 2008; Meuter et al., 2000). However, SST recovery, e.g., fixing the problem and providing compensation, is generally reported to be poor (Forbes, 2008). While consumers demand a superior response to SST failure, complaints are largely ineffectively handled in this context (Collier and Bienstock, 2006). This is despite the fact that SST failure intensifies the need for recovery because consumers are often remote from service personnel (Collier and Bienstock, 2006). SST providers have ignored consumers, denied responsibility for failure, blamed consumers for the problem, *Correspondence to: Nichola Robertson, Deakin University, 221 Burwood Highway, Burwood, Victoria 3125, Australia. E-mail: nichola.robertson@deakin.edu.au  and provided a generic complaint response (Forbes, 2008; Holloway and Beatty, 2003). Unsurprisingly, consumers might not bother voicing because they believe that it will be useless (Holloway and Beatty, 2003; Snellman and Vihtkari, 2003). If consumers are dissatisfied with an SST encounter and service recovery is perceived to be inept, they will switch and/or spread negative word of mouth and/or mouse (Collier and Bienstock, 2006; Dong et al., 2008; Harris et al., 2006a). In the interpersonal service context, it has been argued, albeit rarely, that service guarantees, or explicit promises made by organisations to deliver a certain level of service to satisfy consumers and to remunerate them if the service fails (Hogreve and Gremler, 2009), are an effective recovery tool (Bjà ¶rlin-Lidà ©n and Skà ¥là ©n,  2003; Kashyap, 2001; McColl et al., 2005). In a recovery encounter, service guarantees have been found to provide benefits, such as reducing consumer dissatisfaction, negative word of mouth, and switching (Wirtz, 1998). We argue that in the context of SST failure, service guarantees could act as a surrogate for service personnel who, in the interpersonal service context, encourage consumer complaints and facilitate recovery. Following our extensive review of service guarantees employed in the SST context, it was revealed that guarantees are uncommon in practice for non-Internet SSTs, such as kiosks and interactive voice response (IVR). However, in the Internet context, they appear to be more widespread. For example, guarantees are often used in the context of online banking, where online security, in particular, is guaranteed. They are also prevalent in the hotel context, typically in the form of online price matching guarantees. Therefore, the ‘real-life’ examples of SST guarantees provided throughout this paper are skewed toward Internet SSTs. However, in  N. Robertson et al. guarantees also have the ability to enhance consumers’ perceptions of fairness following failure. SST guarantees indicate justice in a context that is mostly devoid of interpersonal and other external cues, thereby encouraging consumer voice, facilitating service recovery, and, ultimately, retaining the organ isation’s reputation and its consumers. Our paper contributes to the consumer behaviour domain by adding to the underdeveloped literature on consumer complaints, consumer recovery perceptions, and service guarantees in the SST context, in addition to bringing these independent streams of literature together. As SST recovery in practice is reported to be deficient from the consumer perspective, further exploration of this topic is warranted. The remainder of this paper justifies a conceptual framework that describes how guarantees applied to different types of SSTs can encourage consumers to voice following failure and enable organisations to provide just recovery for consumers. We close with theoretical contributions, managerial implications, and an agenda for  future research. developing our propositions, we apply the SST classification schemes developed by Dabholkar (1994) and Meuter et al. (2000) in respect to technology type, purpose, and location. These schemes will be used to highlight the SST contexts that best fit the application of guarantees, which is beyond Internet SSTs. There are two key types of guarantees commonly offered in interpersonal services, unconditional and attributespecific, that also appear to be relevant in the SST setting. An unconditional guarantee covers the core service offering, and consumers are free to invoke it whenever they are dissatisfied (Wirtz et al., 2000). The attribute-specific guarantee is narrower in breadth, covering either a single or multiple service attributes (Van Looy et al., 2003). It is directed to areas within an organisation where consumers perceive that the guarantee adds value (Hart et al., 1992). The attribute-specific guarantee is the type most common in interpersonal services (Van Looy et al., 2003 ). Our review revealed that this also applies to SSTs. For example, Hertz car rental offers its consumers online check-in for rentals. It guarantees that online check-in enables consumers to pick up a rental vehicle within 10 minutes or less. If it fails to fulfil this specific promise, consumers are credited $50. In another example, match.com, an online dating service, guarantees via its ‘Make Love Happen Guarantee’, that if consumers do not find someone special in six months of using its site, it will provide them with six months free service. In the interpersonal service context, consumers have been found to prefer attribute-specific guarantees when they consider invoking the guarantee, ‘. . . probably for their clarity and manifest nature’ (McDougall et al., 1998: 289). We further argue that in the SST context, generally devoid of service personnel and, therefore, with reduced opportunities for consumer monitoring, the clarity of an attribute-specific guara ntee is less likely to attract consumer abuse (McCollough and Gremler, 2004). Therefore, we advocate and assume for the remainder of this paper an attribute-specific guarantee. This can cover multiple SST attributes, which is referred to as a multiple attribute-specific guarantee. For example, BestPrintingOnline.com, an online printing service, guarantees both the quality of its product and on-time  delivery. This type of guarantee provides consumers with the opportunity to complain about several SST problems via guarantee invocation (Bjà ¶rlin-Lidà ©n and Skà ¥là ©n, 2003). In the context of service recovery, the examination of service guarantees has been scarce, and the use of service guarantees in the SST context has not been examined before. This is confirmed by Hogreve and Gremler (2009) in their review of the past 20years of service guarantee research. To begin to address these gaps, our paper conceptualises the role of service guarantees in the SST failure and recovery context from the consumer perspective. We consider different types of SSTs in developing our propositions. We argue that SST guarantees encourage consumers to voice their complaints via guarantee invocation in the absence of service personnel. In line with the call for research examining the justice dimensions (i.e., distributive, procedural, and interactional justice) of service recovery in the SST context (Forbes et al., 2005), we propose that SST Copyright  © 2011 John Wiley & Sons, Ltd. CONCEPTUAL FRAMEWORK The conceptual framework proposed (see Figure 1) is grounded in the theory pertaining to service guarantees, consumer voice, attribution theory, and justice theory. In justifying the framework, the distinctive characteristics of the SST context were considered, including the requirement of consumer co-production that is independent of service personnel, a lack of interpersonal interaction with service personnel, and consumers being obliged to interface and interact with technology (Robertson and Shaw, 2009). When studying SSTs, it is important to distinguish meaningfully between their types (Meuter et al., 2000). In terms of categorising SSTs, two key classification schemes can be drawn. The most cited classification scheme is that proposed by Dabholkar (1994). Her classification scheme considers the following variables: (i) who delivers the service (degree and level of consumer participation); (ii) where the service is delivered (location of the SST, i.e. remote, such as IVR or onsite, such as kiosks); and (iii) how the service is delivered (technology type, i.e. Internet and non-Internet, such as kiosks and IVR). More recently, Meuter et al. (2000) proposed a similar classification of SSTs. As per Dabholkar’s (1994) scheme, they included the different types of technologies that organisations use to interface with consumers (i.e.,  Internet and non-Internet) and the purpose of the technology from the viewpoint of consumers, that is, what consumers accomplish from using the technology (i.e., transactions and/or customer service).

Job Satisfaction Among The Faculty Members Education Essay

It is difficult fact that the quality of instruction in any state depends upon the quality of the instructors. A high quality learning staff is the basis of a successful educational system. Attracting and retaining high quality instructors is a primary necessity for instruction in any state. One measure in developing a high quality module is to understand the factors associated with learning quality and keeping. One of these factors is occupation satisfaction, which has been studied widely by organisational research workers and has been linked to organisational committedness every bit good as to organisational public presentation. Job satisfaction is a complex variable and is influenced by situational factors of the occupation every bit good as the dispositional features of the person. It clearly shows that there are figure of factors which affect occupation satisfaction of module members. Though tonss of surveies has been done on the subject occupation satisfaction but still some work demand to be done, which is completed by this paper. The chief purpose of this paper is as to roll up all the factors impacting occupation satisfaction under one umbrella. This paper helps research bookmans to place some more factors which affect or may impact occupation satisfaction. Cardinal words: Job satisfaction, Recognition and Appreciation, Physical environment, Opportunities for publicity, Leadership manner.IntroductionJob Satisfaction comprises of two words â€Å" Job † and â€Å" Satisfaction † .A Before we define the phrase, it is of import to understand the word â€Å" satisfaction † . Satisfaction is defined as the fulfilment or satisfaction of a desire, demand, or appetite. Gratification is a province of being gratified or satisfied. Therefore, one can reason that â€Å" satisfaction † is an internal feeling and no sum of external pleasances or amenitiess can fulfill you unless you want â€Å" to experience † satisfied.A The term ‘Job Satisfaction ‘ , nevertheless, deficiencies adequate definition ( Herzberg et al. 1957 ) every bit good as a satisfactory theory about its significance. The difference in a wide spectrum of positions seems to be caused foremost by the assorted nature of occupations that persons perform ; secondly the effort to gestate occupation satisfaction in a assortment of ways by different subjects like Psychology, Sociology, Education and Management, etc. , and eventually, the assortment of methods employed by assorted research workers to analyze occupation satisfaction. In simple footings, the realisation of workers ‘ physical and psychological outlooks constitutes occupation satisfaction. An single joins an organisation with certain outlooks and when these outlooks come true the single becomes pleased with his/ her organisation and his/her occupation, and this increases his/her efficiency and public presentation ( Nelson & A ; Quick, 1995 ) . However, when these outlooks do non run into with work conditions, occupation satisfaction does non happen, and as a consequence ; the worker loses public presentation and efficiency and might even undermine the occupation or discontinue it. It is of import to forestall workers from experiencing disappointed and maximise their efficiency and public presentation by placing and modulating the factors that affect occupation satisfaction ( Noe, et Al. 1997 ) . Job satisfaction or dissatisfaction is the consequence of assorted attitudes, the individual holds towards his occupation, towards the related factors and towards life in general. Job satisfaction is reflected in the attitudes people hold towards their occupations, positive attitude towards the occupation connote satisfaction with it and negative attitudes towards it connote dissatisfaction with it. Therefore occupation satisfaction is the terminal province in feeling, attach toing the attainment by an urge of its aim. Job satisfaction is related to human demands and their fulfilment through work. In fact, occupation satisfaction is generated by the person ‘s perceptual experience of how good his occupation on the whole is fulfilling his assorted demands. The demand for satisfaction and satisfaction is a uninterrupted procedure. Job satisfaction at a point of clip depends upon the workers aspiration degree and grade of dissatisfaction he gets from his occupation. If the work state of affairs fulfills the desires of the employees, it is to be expected that their attitude be given to be favourable. In bend defeat ensuing from such desires, tends to bring forth unfavourable attitudes and perchance by a kind of concatenation reaction, ill will, hapless occupation public presentation, attending jobs, high turnover and other unwanted side effects. Harmonizing to Kochan ( 1978 ) , Job Satisfaction is the whole matrix of occupation factors that make a individual like his work state of affairs and is willing to caput for it without antipathy at the beginning of his work twenty-four hours. This means that Job satisfaction includes two facets: Life and basking the occupation and Traveling to one ‘s occupation with caput erect and smilings. Therefore Job satisfaction is a combination of psychological, physiological and environmental fortunes that cause a individual truthfully to state, â€Å" I am satisfied with my occupation † . Thus occupation satisfaction is a favourableness with which employees views their work.Importance of Job SatisfactionJob satisfaction has been the centre of the concentration for research workers over three decennaries. The grounds for such concentration are manifolds:To the worker1. Job satisfaction brings a enjoyable emotional province that can frequently leads to a positive work attitude. 2. A satisfied worker is more likely to be originative, flexible, advanced, and loyal. 3. A satisfied worker is more committed towards his organisation. 4. It improves their quality of life. 5. It improves their physical and mental wellness.For the organisation1. It improves the quality of work. 2. It improves the measure of production. 3. It improves the good will of the organisation. 4. It reduces the enlisting and preparation cost. 5. It creates peaceable working environment. 6. It attracts good endowment from exterior. Therefore, it is really of import for the organisation ‘s to do all the attempts to do their employees satisfied otherwise effects can be really bad. Following header explain the effects of low occupation satisfaction.Effectss of low Job SatisfactionHigh AbsenteeismAbsenteeism means it is a accustomed form of absence from responsibility or duty. When the employees are non satisfied from their work or organisation so they often remain more absent, which indicates non proper use of organisational resources. It is non good for the organisation hereafter and success. High low low High Job satisfact ion Rate of turnover and absences A Bacillus Fig.no. 1 Curve demoing relationship between occupation satisfaction and rate of turnover and absenteeism. In the above diagram line AB shows inverse relationship between occupation satisfaction and rate of turnover and rate of absenteeism. As the occupation satisfaction is high the rates of both turnover and absenteeism is low and vise a versa.2. High Employee turnoverIn human resource, Turnover refers to the rate at which an employer additions and losingss the staff. When the employees are non satisfied so they are more willing to discontinue the occupation and want to fall in another organisation. If the employer is said to be hold a high turnover rate of employees, so that company will hold shorter term of office than those of other companies.3. It increases enlisting and preparation cost additionsAs employees leave organisation due to miss of occupation satisfaction so Human resource director has to enroll new employees which increases the enlisting and preparation outgo of the company.4. Low ProductivenessIf the employee is non satisfied with his/her occupation so his/her productiveness lessenings and vice-versa.5. Poor quality of workIf the employee is non satisfied with his/her occupation so his/her productiveness decreases every bit good as he will non make bring forth merchandises of good quality.6. It ruins the Goodwill of the organisation.Low satisfaction forces the employees to discontinue and fall in new occupation. It ruins organisations good will.7. It ruins physical and mental wellness of people.Dissatisfaction with one time occupation may hold particularly volat ile spillover effects on many other things such as household life, leisure activities etc. Many unsolved personality jobs and maladjustments originate out of individual inability to happen satisfaction in his work. Both scientific survey and insouciant observation provide ample grounds that occupation satisfaction is of import for the psychological accommodation and happy life of single.Factors impacting Job satisfactionAs the clip changes the new factors impacting occupation Satisfaction are besides increasing at a high gait. Following are the factors which affect the occupation satisfaction of module members at changing grade.1. PayOne of the most of import intents to make a occupation is to gain money because it is money merely through which needs, demands can be fulfilled. If one gets a fine-looking wage by which one can afford the life may do occupation satisfaction. But if the wage can non bear 1s expenditure so one can non be satisfied with the wage. Findingss from several su rveies underline wage as one of the most of import factors act uponing one ‘s degree of occupation satisfaction. In a survey conducted by Herzberg ( 1959 ) , employees who are dissatisfied with their wage, is likely that they are besides dissatisfied with their work. Sometimes it has besides been found out that other occupation related factors are non satisfactory but wage is good, in these sort of state of affairss employees are willing to function the organisations merely because of good wage, which does n't accommodate the profession of a instructor.2. AppellationIt means appellation like lector, Senior Lecturer, Asst Professor, etc. Designation besides affects occupation satisfaction. If one is holds a rank harmonizing to his/her making, experience so it gives them satisfaction and vice-versa.3. Recognition & A ; AppreciationIt is human nature whatever we did we want shot for it, which gives us satisfaction. The same thing is applicable for instructors excessively. If they did some good work they want acknowledgment and grasp for the same. In a survey that was carried out in 23 Rumanian organisations, acknowledgment and grasp were found to be actuating factors responsible for increased effectivity of employees at work and their high degrees of occupation satisfaction ( Farhad Analoui, 1999 ) . When people are non recognized and appreciated they lose their willingness, involvement from work which reduces the quality of their work. Therefore, employees should be recognized and appreciated for their good work.4. Opportunity for PromotionPromotion means the opportunities for promotion in hierarchy. Everyone wants to win and wants to travel upwards in his/her calling ladder. Employee perceptual experiences about chance for publicity are besides another determiner that influences occupation satisfaction. When chance for publicity is available than it gives satisfaction to the employees and vice-versa. One study found that a sensed deficiency of publicity chances was the strongest ground why federal employees left authorities service ( U.S. Merit Systems Protection Board 1987 ) .5. Interpersonal RelationshipsMan is a societal animate being. She/he can non populate entirely they want company of others to pass clip, to bask life, to portion feelings. She/he wants good relationship with their supervisor, co-workers, colleagues and with everyone. Some surveies have shown that the better the relationship, between fellow workers and between workers and their immediate foreman, the greater the degree of occupation satisfaction ( Arne L. Kalleberg and Loscocco, 1983 ) .6. Demographic FactorsSurveies have shown that age, gender have of import effects on occupation satisfaction.a ) AgeAge besides play an of import in impacting occupation satisfaction. In the earlier surveies conducted by Kalleberg and Loscocco, ( 1983 ) older workers were more satisfied than younger workers. But in present s cenario it is seen that older employees are less satisfied in comparing to immature employees. It is because with the addition in the age and experience outlooks of senior module members are besides increasing. If they are non met it causes dissatisfaction.B ) GenderThe bulk of surveies that focus on module satisfaction have explored the relationship between satisfaction and gender. Most of these surveies have found that male module members have higher degrees of overall occupation satisfaction than female module members, peculiarly in footings of benefits and salary received ( Bilimoria et al. , 2006 ; Callister, 2006 ; Hult et al. , 2005 ; Olsen et al. , 1995 ; Settles et al. , 2006 ; Tack & A ; Patitu, 1992 ) . On the other manus, Ward and Sloane ( 2000 ) did non happen any important differences between male and female module members in overall degrees of occupation satisfaction. They did detect, nevertheless, that male module members had about three times the satisfaction degrees of female module members when it comes to promotion chances. Okpara et Al. ( 2005 ) and Oshagbemi ( 1997 ) found that female module members in higher academic ranks expressed more satisfaction with their occupations than their male equals.degree Celsius ) Marital Status and ChildrenMarital position and kids can besides impact module satisfaction. The consequences of surveies that explore the relationship between matrimony and module occupation satisfaction have yielded assorted consequences. On the one manus, matrimony has been shown to increase satisfaction degrees for module members ( Cetin, 2006 ; Hagedorn, 2000 ; Leung, Siu, & A ; Spector, 2000 ) . Yet, some surveies have shown that matrimony can hold a negative impact on module occupation satisfaction ( Aisenberg & A ; Harrington, 1988 ; Bryson, Bryson, & A ; Johnson, 1978 ) . Additionally, the presence of kids in the family has been found to impact occupation satisfaction. Carr and Ash ( 1998, p. 536 ) found that â€Å" adult females with kids published less, had slower self-perceived c alling advancement, and were less satisfied with their callings than were work forces with kids. †7. Engagement in determination devisingThe degree of satisfaction besides depends upon the sort of engagement in determination doing procedure of organisation. If determination devising procedure is participative so employees are satisfied and vice-versa.8. Support in research work.A instructor can be successful merely when he carries both undertaking together i.e. Teaching to the pupils and his research work. He can non make his research work successfully until and unless support is given by the college. If support is available from the college so it gives satisfaction to him/her. Furthermore, his research work brings celebrity to the college besides.9. Support in TeachingThe hereafter of the state is in the custodies of instructor. If the proper clip for talk readying, clip to maintain update about the current personal businesss is non given to the instructors so they can non gi ve fruitful talks, which at the same clip botch the clip of both instructor every bit good as pupils. This sort bringing of talks does non give them satisfaction. In order to give good talks proper clip should be given to the instructors which in return give them occupation satisfaction. Therefore, the organisations are required to supply sufficient burden to the instructors which helps them in keeping balance between different plants.10. Support for higher surveies.So many module members want to travel for higher surveies while staying in the occupation. They can accomplish their dream merely when college supports them and motivates them. If support is available from college side it provides satisfaction to employees and vive-versa.11. Equal Opportunities Working EnvironmentOther factors that affect one ‘s degrees of occupation satisfaction appear to be related to ethical issues and single differences. Workers prefer an equal chances environment where they will be respected i n footings of their race, faith, gender, educational background, physical disablement etc. An environment as such encourages workers to experience equal among them and contributes to occupation satisfaction ( Finchham & A ; Rhodes, 1994 ) 12. Opportunity to Use One ‘s Abilities God bestowed everyone with some abilities. At the same clip everyone wants to utilize his/her ability. If one is non given the chance to utilize his/her ability than one can non acquire satisfaction out of his occupation because he is wholly working under the direction of others. In simple words, employees by and large need and wish occupations that make usage of their abilities. ( National Commission on the State and Local Public Service, 1993 )13. Physical EnvironmentPhysical environment covers substructure of the edifice, category suites, furniture and other inside, instructors room, lavatories, specially, female instructors lavatories, computing machine installations, telephone, facsimile, communicating and location of the College, transit installation, etc. Physical environment is straight linked with occupation satisfaction. If one ‘s get favourable physical environment he or she may be satisfied with the occupation. Opposite is true that unfavourable working environment creates dissatisfaction.14. Academic makingAcademic making is the criterion of one ‘s academic background. Such making is asked for using any occupation. Geting occupation as per one ‘s academic making will fulfill him or her, on the other manus if some one ‘s occupation is inferior to his or her academic making brings dissatisfaction to him or her. So there is a direct relationship between occupation satisfaction and academic making.15. Leadership mannerThe sort of leading manner the employee gets besides affects his satisfaction. Head instructors who adopt individualistic manners of leading, for illustration may be considered to exercise really small influence on the college. Bigotry of the caput instructor or torment in the name of supervising by the senior instructors many clip cause dissatisfaction. Participative manner of leading is the best which provides satisfaction to workers.16. Handiness of foliages for go toing Seminars, Conferences and FDPs.In order t o be successful in his/her academic calling one demand to go to figure of seminars, conferences, Faculty Development Programs, Workshops, etc. In order to go to it one needs to take leave from college. If leave is available to go to them than it gives satisfaction to the module members and vice-versa. 17. Policy and Administration The policy and disposal of college besides influence the satisfaction. If policies are just and every bit applicable to all so it gives satisfaction and vice-versa. At the same clip if disposal is active in taking action so it gives satisfaction and vice-versa.18. Handiness of different sorts of leaveIn every organisation different sort of leave are available like insouciant leave, medical leave, survey leave, Maternity leave, etc. If there is transparence in the handiness of leave so it gives satisfaction to faculty members and vice-versa.19. Work itselfIt includes the extent to which the occupation provides the person with interesting undertakings, chances for acquisition, and the opportunity to accept duty. If these things are available so it causes satisfaction and vice-versa.20. Quality of pupilsAnother really of import factor which affects the satisfaction of instructors is the sort of pupils available for learning. If the pupils are really dull and do non inquire any cross inq uiry that it creates dissatisfaction among the module members and if the pupils are of good I.Q and inquire good inquiries from instructors than it gives satisfaction among the instructors as good do the category interactive and interesting.21. Feedback and its communicatingIf the feedback is given to the module members from clip to clip so it is easy for them to rectify it and do them better instructor and gives them satisfaction. Furthermore it is every bit of import how their feedback is communicated. If the feedback is positive so it must be appreciated in forepart of others and if it is negative it must be communicated personally so that the person should non experience humiliated. If it happens so the individual is non satisfied from his/her occupation.22. Handiness of clip to rede the pupils.It is the moral responsibility of the instructors to supply full satisfaction to its pupils by assisting them and work outing their questions to the Fuller extent. If clip is non availabl e to the instructors to work out the pupil ‘s questions due to talk burden or due to some other college duty so it causes dissatisfaction among them and botch their image excessively and vice-versa.23. Working HourssToday ‘s coevals before taking occupation gives equal focal point on working hours excessively. If on the job hours are excessively long than personal life disturbs which in return affect professional life excessively. The same thing is applicable in faculty members excessively. If on the job hours are excessively long than instructors do non hold the clip for their household every bit good as to fix following twenty-four hours talk which reduces their satisfaction degree. 24. Freedom to take methods of learning It means the chance to utilize ain methods of instructions. If instructors are bound to learn the pupils in a peculiar manner like through Projector, OHP, etc so they are non satisfied because everyone wants to utilize his/her ain method to learn the pupils and frailty versa.25. FlexibilityToday ‘s clip, demand and outlooks of people has alterations a batch. Now people want flexibleness in their working form. It means now instructors want when they have their scheduled talk they come to the college and deliver and leave every bit shortly as it gets over and after finishing their other work. If such sort of installation is available so it causes satisfaction to them and vice-versa.26. CultureIt is the civilization merely which distinguish the one organisation from other. It is besides fact that civilization of the organisation plays a really of import function in act uponing the occupation satisfaction of workers. Organizational civilization here it means college civilization. O rganizational civilization is the societal gum that binds members of the organisation together. The relationship between superior and low-level, determination devising, deputation of authorization, types of leading, and bureaucratic power are portion of organisational civilization. Job satisfaction is related to these standards. If all these things are impersonal or positive so it gives satisfaction to employees or vice-versa. 27. Library installations In order to learn rich content a teacher demand to confer with good figure to books. The teacher satisfaction degree besides depends upon how much book installation is given to them from the college side. If instructors are given full freedom to entree any figure of books, diaries so their satisfaction degree will be higher and vice-versa.28. Social positionThe sort the societal position your college will supply besides affects the satisfaction degree of instructors. If one is working in a really reputed college so his satisfaction will be higher in comparing to others.29. Personal LifeIt has direct nexus with occupation satisfaction. If a individual is happy and satisfied in his personal life than he enjoys making his occupation excessively which gives his occupation satisfaction.30. Transportation system installationsIf the transit installation is available to the instructors so it gives them satisfaction and frailty versa.31. Job SecurityJob security means keeping a occupation tha t provides a safe hereafter. Everyone wants security of his/her occupation. If one is secure about his hereafter than it is easy for him/her to concentrate on his/her occupation good, which in return give them satisfaction. Ashford et al. , ( 1989 ) examined the impact of occupation insecurity on organizational committedness and occupation satisfaction and found that occupation insecurity is leads to cut down satisfaction and committedness. There is besides grounds were occupation insecurity reduces occupation public presentation ( Rosow & A ; Zager, 1985 ) .DecisionFrom the above informations it can be concluded that there are figure of factors which causes satisfaction and dissatisfaction to faculty members. But there is no standard factor which affect all at the same time. Their impact is changing from individual to individual. It happens that the factor which causes dissatisfaction to one may do satisfaction to other or does non impact him at all. At the same clip these factors are non limited. There can be more factors which open more avenues research.