Strategies for Job Satisfaction

Strategies for Job Satisfaction Introduction Job satisfaction is one of most important fields of study in the subject of human resource management. This important role of job satisfaction function leads the way in assuring high level of job satisfaction among the employees. Job satisfaction function of any HR vertical of an organization is primarily responsible for productivity of employees and the employee turnover. Since these two aspects can make or break the organizations performance in all areas, it requires attention from top management. (Lovelace Rosen, 2006) Job satisfaction function generally is part of the HR vertical with a clear mandate of motivating employee and continuously striving for higher employee job satisfaction through introduction of new policies and frameworks. The topic forms an integral part of organizational effectiveness and that has instigated me to choose this topic of job satisfaction. I shall try to study the existing literature on job satisfaction and will choose multinational companies to stud y their varied job satisfaction strategies and make analysis. (Parkes et al, 2001) Job satisfaction function is a vast topic and cannot be completely covered in this dissertation. Various researchers have already published their research articles on this subject. I shall be developing on it through understanding the different strategies used by MNCs in todays business environment for maintaining better levels of job satisfaction. Job satisfaction as stated earlier is a complex topic and hence I will try to break it down to simpler and more realistic frameworks to understand the thought process of an organization to ensuring better job satisfaction amongst its employees. (Gruneberg, 2009) According to Wood (2003), job satisfaction is the condition of contentment with ones work and its environment, denoting a positive attitude. Locke (2006) stated that, job satisfaction could be viewed as a pleasurable or positive emotional state resulting from the appraisal of ones job or job experiences. In other words, it can also be stated that, job satisfaction was simply a function of the degree to which a job provided the worker with positively values outcomes. Wanous (2000) said that, job satisfaction was a match between a persons need and the reinforcement received from work performed in an organization. The HR vertical of any organization shall try to achieve higher levels of job satisfaction through various techniques like awards program, job rotation, internal promotion scheme, family tours and training processes. (Rounds et al, 2007) There is no destination to achieving job satisfaction but the journey is perpetual in nature. Continuous improvement is the name of the game in achieving relatively good job satisfaction amongst the employees. The measure of job satisfaction can only be achieved through comparison in similar industries and through the employee turnover and productivity data. (Jackson et al., 2001) Job satisfaction is one of the most widely discussed and enthusiastically studied constructs. However, job satisfaction is among the most difficult constructs to define. A review of literature shows that constituted definitions of the construct vary from one researcher to the next. Wood (2003) describes the job satisfaction as the condition of contentment with ones work and its in my mind, denoting a positive attitude (p.8.). Locke (2006) stated that job satisfaction could be viewed as a pleasurable or positive emotional state resulting from the appraisal of ones job or job experiences. (p.1300) There are several reasons for studying job satisfaction. Organizations major job satisfaction primarily because of its presumed direct relationship to the short-term goals of cost reduction through increased individual productivity and reduced absences, errors, and turnover. (Cranny et al, 2002). Levels of job dissatisfaction have been found to be related to job turnover, absences, and tardiness. Turnover rates have been the most consistent major associated with job satisfaction. The potential negative consequences of employee turnover in terms of the impact of organizations. Negative effects of job turnover can include: increased costs to recruit, select and train new employer; demoralization of remaining employees; decreased social relationships among employees; negative public relations; disruption of a hi-fi and two-day activities; and decreased organizational possibilities to pursue growth strategies. In fact, several researchers reported a significant relationship between absenteeism and job satisfaction. According to Lawler (2007), the research evidence clearly shows that employees decisions about whether they will go to work on any given day and whether they will quit as affected by their feelings of job satisfaction. All the literature reviews on the subject have reached the same conclusion. The fact that present satisfaction influences future absenteeism and turnover clearly indicates that the commercial direction is from satisfaction to behavior. The literature also reveals that there is a correlation between job satisfaction and variables such as achievement, recognition, the word itself, responsibility, advancement, policy and administration, supervision, salary, interpersonal relations, working conditions, age, Tenure, educational level, job activities, and gender. The Purpose of the Study The purpose to choose this topic is to analyze the importance of job satisfaction in Multi National Companies (MNCs). The reason to go for MNCs is the increase in the shift over of the employees for future growth. The shifting, thus, includes the satisfaction in the given job role. Through my research, I will try to analyze the causes and effect relationship between the employee and the factors behind job satisfaction in a given MNC. Aim of the Study The main aim of the study is to investigate the remains leading to negative and positive job satisfaction in a MNC. The Objectives of the Study The key objectives of the chosen topic are: Estimating the causes of employee attitudes. Adjudging the results of positive or negative job satisfaction Measuring the employee attitude To assess facet-specific levels of job satisfaction To measure general job satisfaction, Literature Review There are several reasons for studying job satisfaction. Organizations measure job satisfaction primarily because of its presumed direct relationship to the short-term goals of cost reduction through increased individual productivity and reduced absenteeism, errors, and dissatisfaction has been found to be related to job turnover, absenteeism and tardiness. (Glisson Durick, 2008) Turnover rates have been the most constraints measure associated with job satisfaction (Atchison Lofferts, 2002; Brayfield Crockett, 2005, Dawis Lofquist, 2001). Mowday (2004) recapitulate the probable pessimistic significance of employee turnover in terms of the impact on organizations. There are various impacts of pessimism in job satisfaction on the turnover of the company such as: Increase in the recruitment cost. Recruiting new employees and then training them as well. It can lead to reduced social relations ships among employees. No or only few public relations. Reduction in companys prospects which can hamper the growth. According to Lawler (2005), the research evidence clearly shows that employees decisions about whether they will get to work on any given day and whether they will quit are effected by their feelings of job satisfaction. The fact that present satisfaction influences future absenteeism and turnover clearly indicates the causal direction is from satisfaction to behavior. There is a correlation between job satisfaction and variables such as achievement, recognition, the work itself, responsibility, advancement, policy and administration, working conditions, supervision, job activities and gender. Research Methodology Saunders et al (2005) Research design is the arrangement of conditions for collection and analysis of data in a manner that aims to combine relevance to the research purpose with economy in procedure. The research to be followed is a step-by-step process. This makes the entire research process systematic. Only primary research shall be used to draw inferences. (Ryan, 2009) The sources used shall be of international repute and will be trustworthy. The main source will be case study and also some books, journals, articles and publications including Internet sources. Chapter-2: Literature review An Overview Job satisfaction in considered to ones sensation or circumstances of intelligence regarding environment of their work. Job can be prejudiced by diversity of features like quality of ones relationship with their supervisor, quality of physical environment in which they work, degree of fulfillment in their work, etc. Positive attitude towards job are equivalent to job satisfaction where as negative attitude towards job has been defined variously from time to time. (Cherrington et al, 2009) In short job satisfaction is a persons attitude towards job. Job satisfaction is an attitude which results from balancing summation of many specific likes and dislikes experienced in connection with the job- their evaluation may rest largely upon ones success or failure in the achievement of personal objective and upon perceived combination of the job and combination towards these ends. According to pestonejee, Job satisfaction can be taken as a summation of employees feelings in four important areas. These are: Job-nature of work (dull, dangerous, interesting), hours of work, fellow workers, opportunities on the job for encouragement and progression (prospects), eventually system, attention in work, substantial background, and machines and apparatus. Management- managerial behavior, contribution, rewards and sentence, congratulate and responsibility, leaves strategy and preference. Social relations- associates and acquaintances, neighbors, approach towards populace in society, contribution in social activity scalability and background barricade. Personal adjustment-health and emotionality. Job satisfaction is an indicator of employee productivity and employee behavior at work. This may include inter employee relations, pro-activeness of employee, employee absenteeism no. of feedbacks from employees. These all factors are a direct measure of employee satisfaction of the job. The direct correlation has been established by earlier researchers and more so there is logical evidence to it in any business or industry. (Adams, 2003) The higher levels of job satisfaction is evident in an organization through lower absenteeism rates, low employee turnover, high employee productivity , proactively level of employees, labor unrest issues and participation in managerial decisions. (Saks Ashforth, 2007) Obviously, every organization desires for higher levels of employee job satisfaction; however it is a long drawn process with continuous improvement and direct focus from the senior leadership team of the organization. Job satisfaction cannot be used interchangeably with organizational morale; which the possessions of feeling have being accepted by and belonging to a group of employees through adherence to common goals and confidence in desirability of these goals. (Bedeian et al, 2002) Morale is the by-product of the group, while job satisfaction is more an individual state of mind. Definitions of job satisfaction Different authors give various definitions of job satisfaction. Some of them are taken from the book of D.M. Pestonjee Motivation and Job Satisfaction which are given below: As per Weiss, Job satisfaction is defined as a pleasurable, emotional, state resulting from appraisal of ones job. An effective reaction to ones job. For Blum and Naylor, Job satisfaction is general attitude, which is the result of many specific attitudes in three areas namely: Precise occupation features. Personal distinctiveness Group association exterior from the work According to Glimmer, Job satisfaction is defined, as it is result of various attitudes the person hold towards the job, towards the related factors and towards the life in general. Job satisfaction is defined as any contribution, psychological, physical, and environmental circumstances that cause a person truthfully say, I am satisfied with my job. Mr. Smith stated, Job satisfaction is defined, as employees judgment of how well his job on a whole is satisfying his various needs According to Locke, Job satisfaction is defined as a pleasurable or positive state of mind resulting from appraisal of ones job or job experiences. History of job satisfaction The term job satisfaction was brought to lime light by hoppock (2005). He revived 35 studies on job satisfaction conducted prior to 2003 and observes that Job satisfaction is combination of psychological, physiological and environmental circumstances. That causes a person to say. I m satisfied with my job. Such a description indicate the variety of variables that influence the satisfaction of the individual but tell us nothing about the nature of Job satisfaction. Job satisfaction has been most aptly defined by Pestonjee (2003) as a job, management, personal adjustment social requirement. Morse (2003) considers Job satisfaction as dependent upon job content, identification with the co., financial job status priding group cohesiveness. One of the biggest preludes to the study of job satisfaction was the Hawthorne study. These studies (2004-2003), primarily credited to Elton Mayo of the Harvard Business School, sought to find the effects of various conditions (most notably illumination) on workers productivity. Hawthorne Studies It is considered to be one of the best researches done on the job satisfaction. It was conducted by Mayo, Roethlisberger Dickson during the late 2000s and early 2000s at the Western Electric Company. Western Electric Management enlisted the help of Harvard business School professor is Elton Mayo, F.J Roethlisberger, and William Dickson, to help increase the output of workers assembling telephone release. The research started out as an investigation of the effects of physical working conditions on worker productivity, but ended up very differently. Mayo, Roethlisberger Dickson originally begin experimenting with the amount of lighting, expecting that productivity would rise as elimination increased to an optimum level. However, the hypothesis that productivity would write just as elimination increased to an optimum level was strongly disapproved why, after several experiments in large departments of the plant, it was discovered that changes in productivity occurred quite independently of B level of elimination. Mayo, Roethlisberger Dickson then started experimenting by introducing rest pauses of different lengths and different frequencies during the work day, supplying coffee breaks at various points in the day, and shortening the length of the world today at the work week. The results of the second part of the experiment were more amazing there was an upward trend in output, regardless of the introduction or withdrawal of rest periods, lunches, coffee breaks, shorter workdays, or shorten workweeks. Furthermore, avoid the experiment ended after a year, and the original conditions of work were restored in all previous privileges withdrawn, the daily and weekly output rose to our point higher than at any other time. (Mayo, 2003, pp.62-63) In addition, morale among the relay assembly room workers improved dramatically. There was a sharp increase in the amount of socializing among workers after ours. Moreover, absenteeism decreased 80% (Roethlisberger Dickson 2009). According to Dawis Lofquist (2001), the Hawthorne studies have been credited with limiting research into the causes of job satisfaction and dissatisfaction. These researches eventually illustrated that original alterations in job situations provisionally enhanced efficiency (called the Hawthorne Effect). Maslows hierarchy of needs Abraham Maslow, in a classic paper published in 2003, outlined the elements of an overall theory of human motivation. Maslow viewed human motivation in terms of a hierarchy of five needs: physiology needs; safety needs; belonging there is an alarm needs; S team needs; and, the need for self actualization (Maslow, 2000). According to Maslow, 2000, in the majors are motivated to fulfill whichever need was pre-potency, almost fourfold, for them at a given time. The pre-potency of the meat depended on the given current situation and recent experiences. Starting with physical needs, which were most basic, each member must be at least partially dissatisfied before the Indian visual experience to the desire to satisfy a need at the next higher level. Maslows need hierarchy is illustrated in figure 2.1. According to Sergiovanni (2004) and Davis and Newstrom (2009), physiological needs more likely to serve as motivators among workers in todays society, as most jobs issue or the fulfillment of physiological needs, such as food and shelter. However, higher level needs (belonging is and loved needs, S team needs, and the need for self actualization) may influence levels of employee motivation (Davis Newstrom, 2009). Figure 2.1: Maslows need hierarchy Levels of job satisfaction Level can be defined as an extent, major, or degree of achievement. Job satisfaction is a difficult construct a defined. Job satisfaction can be defined generally as the degree to which individuals feel positively or negatively about their jobs. Importance of job satisfaction Job satisfaction is an important indicator of how employees feel about their job and a predictor of work behavior such as organizational, citizenship, Absenteeism, Turnover. Job satisfaction can partially mediate the relationship of personality variables and deviant work behavior. Common research finding is that job satisfaction is correlated with life style. This correlation is reciprocal meaning the people who are satisfied with the life tends to be satisfied with their jobs and the people who are satisfied their jobs tends to satisfied with their life. This is vital piece of information that is job satisfaction and job performance is directly related to one another. Thus it can be said that, A happy worker is a productive worker. Job Satisfaction: Importance to worker organization Job contentment and work-related achievement are main factors in individual satisfaction, self-worth, sense of worth, and self-development. (Bruce Blackburn, 2002) To the employee, job satisfaction brings a pleasant expressive state that can often lead to an affirmative work attitude. (Schneider, 2001) A pleased worker is more likely to be imaginative, flexible, innovative, and dependable. For the organization, job satisfaction of its workers means a work force that is enthused and dedicated to high quality performance. (Carrell Elbert, 2004) Augmented output- the quantity and quality of output per hour worked seem to be a by creation of enhanced class of working life. It is vital to note that the literature on the association between job happiness and output is neither definite nor consistent. (Glisson Durick, 2008) On the other hand, research dating back to Herzbergs time (2007) has shown at least low association between high confidence and high efficiency and it does seem logical that more satisfied workers will be likely to add more worth to an organization. Discontented employees, who are stimulated by fear of loss of job, will not give 100 percent of their effort for a very long time. Although apprehension is a powerful motivator, it is also a brief one, and also as soon as the threat is lifted performance will decline. Employment satisfaction profits the organization and includes reduction in complaints and grievances, employee absenteeism, work force turnover, and termination; as well as improved regularity and worker morale. (Ryan, 2009) Job liking is also linked with an improved work force and has been found to be a good pointer of prolonged existence. Even though only slight connection has been found amongst job satisfaction and productivity, Brown (2006) writes that few employers have discovered that satisfying or delighting work force is one of the most important prerequisite to satisfying or delighting customers, thus ensuring the growth of bottom line of the organization. Job Satisfaction: Employees Responsibility If job contentment is a worker advantage, certainly the employee must be talented to add to his or her own contentment and comfort on the job. (Joplin et al, 2007) The following suggestions can assist an employee to find his or her own satisfaction at job: search for opportunities to display skills and aptitude. This repeatedly leads to even more demanding work and higher responsibilities, with assistant increases in salary and other recognition and rewards. Build up extraordinary communiquà © skills. Companys value and rewards excellent reading, listening, writing and speaking skills. Be acquainted with more. Obtain new work related information and skill that helps you to complete job more economically and effectively. This will take off monotony and often gets one noticed. Reveal creativity and initiative. Merits like these are respected by most companies and often come with in recognition as well as improved responsibilities and promotions. Initiate teamwork and man management skills. A big part of job related achievement is the aptitude to work well with others to get the job done. (Lyons et al,2003) Accept the diversity in people. Accept people with their differences and their imperfections and learn how to give and receive criticism constructively. (Peterson Gonzalez, 2009) See the value in your work. Appreciating the significance of what one does can lead to satisfaction with the work itself. This help to give meaning to ones existence, thus playing a vital role in job satisfaction. Learn to de-stress. Plan to avoid burn out by developing healthy stress management techniques. Factors of job satisfaction Hoppock, the earliest investigator in this field, in 2005 suggested that there are six major components of job satisfaction. These are as under: The way the individual reacts to unpleasant situations, The facility with which he adjusted himself with other person The relative status in the social and economic group with which he identifies himself The nature of work in relation to abilities, interest and preparation of worker Security Loyalty Herzberg, mausaer, Peterson and capwell in 2007 reviewed more than 150 studies and listed various job factors of job satisfaction. These are briefly defined one by one as follows: Intrinsic aspect of job It includes all of the many aspects of the work, which would tend to be constant for the work regardless of where the work was performed. Supervision This aspect of job satisfaction pertains to relationship of worker with his immediate superiors. Supervision, as a factor, generally influences job satisfaction. Working conditions This includes those physical aspects of environment which are not necessary a part of the work. Hours are included this factor because it is primarily a function of organization, affecting the individuals comfort and convenience in much the same way as other physical working conditions. Wage and salaries This factor includes all aspect of job involving present monitory remuneration for work done. Opportunities for advancement It includes all aspect of job which individual sees as potential sources of betterment of economic position, organizational status or professional experience. Security It is defined to include that feature of job situation, which leads to assurance for continued employment, either within the same company or within same type of work profession. Company management It includes the aspect of workers immediate situation, which is a function of organizational administration and policy. It also involves the relationship of employee with all company superiors above level of immediate supervision. Social aspect of job It includes relationship of worker with the employees specially those employees at same or nearly same level within the organization. Communication It includes job situation, which involves spreading the information in any direction within the organization. Terms such as information of employees status, information on new developments, information on company line of authority, suggestion system, etc, are used in literature to represent this factor. Benefits It includes those special phases of company policy, which attempts to prepare the worker for emergencies, illness, old age, also. Company allowances for holidays, leaves and vacations are included within this factor. Reasons of low job satisfaction Reasons why employees may not be completely satisfied with their jobs: Conflict between co-workers. Conflict between supervisors. Not being opportunity paid for what they do. Have little or no say in decision making that affect employees. Fear of losing their job. Effects of low job satisfaction High absenteeism Absenteeism means it is a habitual pattern of absence from duty or obligation. If there will be low job satisfaction among the employees the rate of absenteeism will definitely increase and it also affects on productivity of organization. In the above diagram line AB shows inverse relationship between job satisfaction and rate of turnover and rate of absenteeism. As the job satisfaction is high the rate of both turns over and absenteeism is low and vive a versa. High turnover In human resource refers to characteristics of a given company or industry relative to the rate at which an employer gains and losses the staff. If the employer is said to be have a high turnover of employees of that company have shorter tenure than those of other companies. Training cost increases As employees leaves organization due to lack of job satisfaction. Then Human resource manager has to recruit new employees. So that the training expenditure will increases. Key parameters for Job Satisfaction Training and Job Satisfaction- Most of the literature in this area has focused on the impact of education and skills on job satisfaction rather than the effect of training as such. The relationship between skill acquisition and job satisfaction is not straightforward. First, there is the distinction between general and specific skills. (Quinn Staines,2009) The portability of general skills may raise job satisfaction as it is easier to move to other jobs where satisfaction is higher. In contrast, specific skills bind the worker to the firm and may reduce satisfaction by creating a barrier to exit as workers will lose a portion of the return on such skills if they move. (Near et al, 2003) This leads on to the question of the matching of individual skills and levels of education with job requirements. If workers are mismatched in terms of skill and education requirements, this may lower job satisfaction, as evidenced in the earlier literature. In one of the few studies to focus on skilling, Allen and van der Velden (2001) differentiated between education and skill mismatches, finding only a weak relationship between the two. Importantly, they found a significant negative relationship between skill mismatch and job satisfaction, while the link between educations mismatches and job satisfaction was insignificant. Training may influence workplace performance directly by raising output per worker, or be measured indirectly through its impact on the wage on the assumption that this is equal to the marginal productivity of labor. (Peterson Gonzalez, 2009) However, this will not be the case if there are imperfections in the product or labor markets. The nature of training has been examined in a number of studies. Thus Barrett and OConnell (2008) found that specific training had a bigger impact on wages and productivity than general training. Mason et al. (2006) found that both value added and product quality was higher where workers were trained to take charge of several production lines at once. Cosh et al. in a series of papers (2008, 2000 and 2003) found that training had a strong and significant effect on employment growth in small firms when it was undertaken regularly rather than on an ad hoc basis. Especially for larger firms there was also an association between intensity of training and profitability. Training may also stimulate innovation in the workplace (Bartle and Lichtenberg, 2007). Therefore it is doubtful whether different types of training impact either equally or positively on performance. Finally, training can have an indirect effect on performance if it increases job satisfaction by, for example, making it easier for employees to perform the job or feel more valued (as in Akerlofs 2002 conceptualization of the labor contract as a gift-exchange). Petty et al.s 2004 meta-analysis confirms such outcomes. In contrast, if workers feel dissatisfied they may react in a number of ways (Farrell, 2003): through a sense of loyalty they may stick it out; use a voice mechanism (Freeman, 2008, Freeman and Medoff, 2004); neglect their responsibilities to the employer by absence, lateness, striking or reduced effort (Akerlof and Yellin, 2006); or exit (Jovanovic, 2009, Burdett and Mortenson, 2008). Quits and Job Satisfaction- Until recently there had been relatively few studies by economists examining the role played by job satisfaction in quitting decisions. The main reason for this was the lack of large sample longitudinal data which could be used to identify job satisfaction in one period and job turnover in subsequent periods. Locke (2006) provided an extensive review of the literature in the psychology field, concluding that a negative correlation coefficient between job satisfaction and employee turnover was almost always obtained. However, correlation does not always imply causation and most of the studies cited by Locke used simple univariate analysis. In one of the seminal papers on job satisfaction, Freeman (2008) was one of the first economists to analyze the connection between quits and job satisfaction. Based on panel data from two different US sources, the National Longitudinal Survey (NLS, 2006-2001) and the Michigan Panel Survey of Income Dynamics (PSID, 2002-73 ), Freeman showed that job satisfaction was positively and significantly related to the probability of quitting. Moreover, he found not only that job satisfaction was quantitatively more important than wages, but also that the causality ran from job satisfaction to future quitting behavior. This relationship was confirmed by Akerlof et al. (2008) using data from the NLS Older Men Survey. Job Satisfaction and Absenteeism-Absenteeism is the term generally used to refer to unscheduled Strategies for Job Satisfaction Strategies for Job Satisfaction Introduction Job satisfaction is one of most important fields of study in the subject of human resource management. This important role of job satisfaction function leads the way in assuring high level of job satisfaction among the employees. Job satisfaction function of any HR vertical of an organization is primarily responsible for productivity of employees and the employee turnover. Since these two aspects can make or break the organizations performance in all areas, it requires attention from top management. (Lovelace Rosen, 2006) Job satisfaction function generally is part of the HR vertical with a clear mandate of motivating employee and continuously striving for higher employee job satisfaction through introduction of new policies and frameworks. The topic forms an integral part of organizational effectiveness and that has instigated me to choose this topic of job satisfaction. I shall try to study the existing literature on job satisfaction and will choose multinational companies to stud y their varied job satisfaction strategies and make analysis. (Parkes et al, 2001) Job satisfaction function is a vast topic and cannot be completely covered in this dissertation. Various researchers have already published their research articles on this subject. I shall be developing on it through understanding the different strategies used by MNCs in todays business environment for maintaining better levels of job satisfaction. Job satisfaction as stated earlier is a complex topic and hence I will try to break it down to simpler and more realistic frameworks to understand the thought process of an organization to ensuring better job satisfaction amongst its employees. (Gruneberg, 2009) According to Wood (2003), job satisfaction is the condition of contentment with ones work and its environment, denoting a positive attitude. Locke (2006) stated that, job satisfaction could be viewed as a pleasurable or positive emotional state resulting from the appraisal of ones job or job experiences. In other words, it can also be stated that, job satisfaction was simply a function of the degree to which a job provided the worker with positively values outcomes. Wanous (2000) said that, job satisfaction was a match between a persons need and the reinforcement received from work performed in an organization. The HR vertical of any organization shall try to achieve higher levels of job satisfaction through various techniques like awards program, job rotation, internal promotion scheme, family tours and training processes. (Rounds et al, 2007) There is no destination to achieving job satisfaction but the journey is perpetual in nature. Continuous improvement is the name of the game in achieving relatively good job satisfaction amongst the employees. The measure of job satisfaction can only be achieved through comparison in similar industries and through the employee turnover and productivity data. (Jackson et al., 2001) Job satisfaction is one of the most widely discussed and enthusiastically studied constructs. However, job satisfaction is among the most difficult constructs to define. A review of literature shows that constituted definitions of the construct vary from one researcher to the next. Wood (2003) describes the job satisfaction as the condition of contentment with ones work and its in my mind, denoting a positive attitude (p.8.). Locke (2006) stated that job satisfaction could be viewed as a pleasurable or positive emotional state resulting from the appraisal of ones job or job experiences. (p.1300) There are several reasons for studying job satisfaction. Organizations major job satisfaction primarily because of its presumed direct relationship to the short-term goals of cost reduction through increased individual productivity and reduced absences, errors, and turnover. (Cranny et al, 2002). Levels of job dissatisfaction have been found to be related to job turnover, absences, and tardiness. Turnover rates have been the most consistent major associated with job satisfaction. The potential negative consequences of employee turnover in terms of the impact of organizations. Negative effects of job turnover can include: increased costs to recruit, select and train new employer; demoralization of remaining employees; decreased social relationships among employees; negative public relations; disruption of a hi-fi and two-day activities; and decreased organizational possibilities to pursue growth strategies. In fact, several researchers reported a significant relationship between absenteeism and job satisfaction. According to Lawler (2007), the research evidence clearly shows that employees decisions about whether they will go to work on any given day and whether they will quit as affected by their feelings of job satisfaction. All the literature reviews on the subject have reached the same conclusion. The fact that present satisfaction influences future absenteeism and turnover clearly indicates that the commercial direction is from satisfaction to behavior. The literature also reveals that there is a correlation between job satisfaction and variables such as achievement, recognition, the word itself, responsibility, advancement, policy and administration, supervision, salary, interpersonal relations, working conditions, age, Tenure, educational level, job activities, and gender. The Purpose of the Study The purpose to choose this topic is to analyze the importance of job satisfaction in Multi National Companies (MNCs). The reason to go for MNCs is the increase in the shift over of the employees for future growth. The shifting, thus, includes the satisfaction in the given job role. Through my research, I will try to analyze the causes and effect relationship between the employee and the factors behind job satisfaction in a given MNC. Aim of the Study The main aim of the study is to investigate the remains leading to negative and positive job satisfaction in a MNC. The Objectives of the Study The key objectives of the chosen topic are: Estimating the causes of employee attitudes. Adjudging the results of positive or negative job satisfaction Measuring the employee attitude To assess facet-specific levels of job satisfaction To measure general job satisfaction, Literature Review There are several reasons for studying job satisfaction. Organizations measure job satisfaction primarily because of its presumed direct relationship to the short-term goals of cost reduction through increased individual productivity and reduced absenteeism, errors, and dissatisfaction has been found to be related to job turnover, absenteeism and tardiness. (Glisson Durick, 2008) Turnover rates have been the most constraints measure associated with job satisfaction (Atchison Lofferts, 2002; Brayfield Crockett, 2005, Dawis Lofquist, 2001). Mowday (2004) recapitulate the probable pessimistic significance of employee turnover in terms of the impact on organizations. There are various impacts of pessimism in job satisfaction on the turnover of the company such as: Increase in the recruitment cost. Recruiting new employees and then training them as well. It can lead to reduced social relations ships among employees. No or only few public relations. Reduction in companys prospects which can hamper the growth. According to Lawler (2005), the research evidence clearly shows that employees decisions about whether they will get to work on any given day and whether they will quit are effected by their feelings of job satisfaction. The fact that present satisfaction influences future absenteeism and turnover clearly indicates the causal direction is from satisfaction to behavior. There is a correlation between job satisfaction and variables such as achievement, recognition, the work itself, responsibility, advancement, policy and administration, working conditions, supervision, job activities and gender. Research Methodology Saunders et al (2005) Research design is the arrangement of conditions for collection and analysis of data in a manner that aims to combine relevance to the research purpose with economy in procedure. The research to be followed is a step-by-step process. This makes the entire research process systematic. Only primary research shall be used to draw inferences. (Ryan, 2009) The sources used shall be of international repute and will be trustworthy. The main source will be case study and also some books, journals, articles and publications including Internet sources. Chapter-2: Literature review An Overview Job satisfaction in considered to ones sensation or circumstances of intelligence regarding environment of their work. Job can be prejudiced by diversity of features like quality of ones relationship with their supervisor, quality of physical environment in which they work, degree of fulfillment in their work, etc. Positive attitude towards job are equivalent to job satisfaction where as negative attitude towards job has been defined variously from time to time. (Cherrington et al, 2009) In short job satisfaction is a persons attitude towards job. Job satisfaction is an attitude which results from balancing summation of many specific likes and dislikes experienced in connection with the job- their evaluation may rest largely upon ones success or failure in the achievement of personal objective and upon perceived combination of the job and combination towards these ends. According to pestonejee, Job satisfaction can be taken as a summation of employees feelings in four important areas. These are: Job-nature of work (dull, dangerous, interesting), hours of work, fellow workers, opportunities on the job for encouragement and progression (prospects), eventually system, attention in work, substantial background, and machines and apparatus. Management- managerial behavior, contribution, rewards and sentence, congratulate and responsibility, leaves strategy and preference. Social relations- associates and acquaintances, neighbors, approach towards populace in society, contribution in social activity scalability and background barricade. Personal adjustment-health and emotionality. Job satisfaction is an indicator of employee productivity and employee behavior at work. This may include inter employee relations, pro-activeness of employee, employee absenteeism no. of feedbacks from employees. These all factors are a direct measure of employee satisfaction of the job. The direct correlation has been established by earlier researchers and more so there is logical evidence to it in any business or industry. (Adams, 2003) The higher levels of job satisfaction is evident in an organization through lower absenteeism rates, low employee turnover, high employee productivity , proactively level of employees, labor unrest issues and participation in managerial decisions. (Saks Ashforth, 2007) Obviously, every organization desires for higher levels of employee job satisfaction; however it is a long drawn process with continuous improvement and direct focus from the senior leadership team of the organization. Job satisfaction cannot be used interchangeably with organizational morale; which the possessions of feeling have being accepted by and belonging to a group of employees through adherence to common goals and confidence in desirability of these goals. (Bedeian et al, 2002) Morale is the by-product of the group, while job satisfaction is more an individual state of mind. Definitions of job satisfaction Different authors give various definitions of job satisfaction. Some of them are taken from the book of D.M. Pestonjee Motivation and Job Satisfaction which are given below: As per Weiss, Job satisfaction is defined as a pleasurable, emotional, state resulting from appraisal of ones job. An effective reaction to ones job. For Blum and Naylor, Job satisfaction is general attitude, which is the result of many specific attitudes in three areas namely: Precise occupation features. Personal distinctiveness Group association exterior from the work According to Glimmer, Job satisfaction is defined, as it is result of various attitudes the person hold towards the job, towards the related factors and towards the life in general. Job satisfaction is defined as any contribution, psychological, physical, and environmental circumstances that cause a person truthfully say, I am satisfied with my job. Mr. Smith stated, Job satisfaction is defined, as employees judgment of how well his job on a whole is satisfying his various needs According to Locke, Job satisfaction is defined as a pleasurable or positive state of mind resulting from appraisal of ones job or job experiences. History of job satisfaction The term job satisfaction was brought to lime light by hoppock (2005). He revived 35 studies on job satisfaction conducted prior to 2003 and observes that Job satisfaction is combination of psychological, physiological and environmental circumstances. That causes a person to say. I m satisfied with my job. Such a description indicate the variety of variables that influence the satisfaction of the individual but tell us nothing about the nature of Job satisfaction. Job satisfaction has been most aptly defined by Pestonjee (2003) as a job, management, personal adjustment social requirement. Morse (2003) considers Job satisfaction as dependent upon job content, identification with the co., financial job status priding group cohesiveness. One of the biggest preludes to the study of job satisfaction was the Hawthorne study. These studies (2004-2003), primarily credited to Elton Mayo of the Harvard Business School, sought to find the effects of various conditions (most notably illumination) on workers productivity. Hawthorne Studies It is considered to be one of the best researches done on the job satisfaction. It was conducted by Mayo, Roethlisberger Dickson during the late 2000s and early 2000s at the Western Electric Company. Western Electric Management enlisted the help of Harvard business School professor is Elton Mayo, F.J Roethlisberger, and William Dickson, to help increase the output of workers assembling telephone release. The research started out as an investigation of the effects of physical working conditions on worker productivity, but ended up very differently. Mayo, Roethlisberger Dickson originally begin experimenting with the amount of lighting, expecting that productivity would rise as elimination increased to an optimum level. However, the hypothesis that productivity would write just as elimination increased to an optimum level was strongly disapproved why, after several experiments in large departments of the plant, it was discovered that changes in productivity occurred quite independently of B level of elimination. Mayo, Roethlisberger Dickson then started experimenting by introducing rest pauses of different lengths and different frequencies during the work day, supplying coffee breaks at various points in the day, and shortening the length of the world today at the work week. The results of the second part of the experiment were more amazing there was an upward trend in output, regardless of the introduction or withdrawal of rest periods, lunches, coffee breaks, shorter workdays, or shorten workweeks. Furthermore, avoid the experiment ended after a year, and the original conditions of work were restored in all previous privileges withdrawn, the daily and weekly output rose to our point higher than at any other time. (Mayo, 2003, pp.62-63) In addition, morale among the relay assembly room workers improved dramatically. There was a sharp increase in the amount of socializing among workers after ours. Moreover, absenteeism decreased 80% (Roethlisberger Dickson 2009). According to Dawis Lofquist (2001), the Hawthorne studies have been credited with limiting research into the causes of job satisfaction and dissatisfaction. These researches eventually illustrated that original alterations in job situations provisionally enhanced efficiency (called the Hawthorne Effect). Maslows hierarchy of needs Abraham Maslow, in a classic paper published in 2003, outlined the elements of an overall theory of human motivation. Maslow viewed human motivation in terms of a hierarchy of five needs: physiology needs; safety needs; belonging there is an alarm needs; S team needs; and, the need for self actualization (Maslow, 2000). According to Maslow, 2000, in the majors are motivated to fulfill whichever need was pre-potency, almost fourfold, for them at a given time. The pre-potency of the meat depended on the given current situation and recent experiences. Starting with physical needs, which were most basic, each member must be at least partially dissatisfied before the Indian visual experience to the desire to satisfy a need at the next higher level. Maslows need hierarchy is illustrated in figure 2.1. According to Sergiovanni (2004) and Davis and Newstrom (2009), physiological needs more likely to serve as motivators among workers in todays society, as most jobs issue or the fulfillment of physiological needs, such as food and shelter. However, higher level needs (belonging is and loved needs, S team needs, and the need for self actualization) may influence levels of employee motivation (Davis Newstrom, 2009). Figure 2.1: Maslows need hierarchy Levels of job satisfaction Level can be defined as an extent, major, or degree of achievement. Job satisfaction is a difficult construct a defined. Job satisfaction can be defined generally as the degree to which individuals feel positively or negatively about their jobs. Importance of job satisfaction Job satisfaction is an important indicator of how employees feel about their job and a predictor of work behavior such as organizational, citizenship, Absenteeism, Turnover. Job satisfaction can partially mediate the relationship of personality variables and deviant work behavior. Common research finding is that job satisfaction is correlated with life style. This correlation is reciprocal meaning the people who are satisfied with the life tends to be satisfied with their jobs and the people who are satisfied their jobs tends to satisfied with their life. This is vital piece of information that is job satisfaction and job performance is directly related to one another. Thus it can be said that, A happy worker is a productive worker. Job Satisfaction: Importance to worker organization Job contentment and work-related achievement are main factors in individual satisfaction, self-worth, sense of worth, and self-development. (Bruce Blackburn, 2002) To the employee, job satisfaction brings a pleasant expressive state that can often lead to an affirmative work attitude. (Schneider, 2001) A pleased worker is more likely to be imaginative, flexible, innovative, and dependable. For the organization, job satisfaction of its workers means a work force that is enthused and dedicated to high quality performance. (Carrell Elbert, 2004) Augmented output- the quantity and quality of output per hour worked seem to be a by creation of enhanced class of working life. It is vital to note that the literature on the association between job happiness and output is neither definite nor consistent. (Glisson Durick, 2008) On the other hand, research dating back to Herzbergs time (2007) has shown at least low association between high confidence and high efficiency and it does seem logical that more satisfied workers will be likely to add more worth to an organization. Discontented employees, who are stimulated by fear of loss of job, will not give 100 percent of their effort for a very long time. Although apprehension is a powerful motivator, it is also a brief one, and also as soon as the threat is lifted performance will decline. Employment satisfaction profits the organization and includes reduction in complaints and grievances, employee absenteeism, work force turnover, and termination; as well as improved regularity and worker morale. (Ryan, 2009) Job liking is also linked with an improved work force and has been found to be a good pointer of prolonged existence. Even though only slight connection has been found amongst job satisfaction and productivity, Brown (2006) writes that few employers have discovered that satisfying or delighting work force is one of the most important prerequisite to satisfying or delighting customers, thus ensuring the growth of bottom line of the organization. Job Satisfaction: Employees Responsibility If job contentment is a worker advantage, certainly the employee must be talented to add to his or her own contentment and comfort on the job. (Joplin et al, 2007) The following suggestions can assist an employee to find his or her own satisfaction at job: search for opportunities to display skills and aptitude. This repeatedly leads to even more demanding work and higher responsibilities, with assistant increases in salary and other recognition and rewards. Build up extraordinary communiquà © skills. Companys value and rewards excellent reading, listening, writing and speaking skills. Be acquainted with more. Obtain new work related information and skill that helps you to complete job more economically and effectively. This will take off monotony and often gets one noticed. Reveal creativity and initiative. Merits like these are respected by most companies and often come with in recognition as well as improved responsibilities and promotions. Initiate teamwork and man management skills. A big part of job related achievement is the aptitude to work well with others to get the job done. (Lyons et al,2003) Accept the diversity in people. Accept people with their differences and their imperfections and learn how to give and receive criticism constructively. (Peterson Gonzalez, 2009) See the value in your work. Appreciating the significance of what one does can lead to satisfaction with the work itself. This help to give meaning to ones existence, thus playing a vital role in job satisfaction. Learn to de-stress. Plan to avoid burn out by developing healthy stress management techniques. Factors of job satisfaction Hoppock, the earliest investigator in this field, in 2005 suggested that there are six major components of job satisfaction. These are as under: The way the individual reacts to unpleasant situations, The facility with which he adjusted himself with other person The relative status in the social and economic group with which he identifies himself The nature of work in relation to abilities, interest and preparation of worker Security Loyalty Herzberg, mausaer, Peterson and capwell in 2007 reviewed more than 150 studies and listed various job factors of job satisfaction. These are briefly defined one by one as follows: Intrinsic aspect of job It includes all of the many aspects of the work, which would tend to be constant for the work regardless of where the work was performed. Supervision This aspect of job satisfaction pertains to relationship of worker with his immediate superiors. Supervision, as a factor, generally influences job satisfaction. Working conditions This includes those physical aspects of environment which are not necessary a part of the work. Hours are included this factor because it is primarily a function of organization, affecting the individuals comfort and convenience in much the same way as other physical working conditions. Wage and salaries This factor includes all aspect of job involving present monitory remuneration for work done. Opportunities for advancement It includes all aspect of job which individual sees as potential sources of betterment of economic position, organizational status or professional experience. Security It is defined to include that feature of job situation, which leads to assurance for continued employment, either within the same company or within same type of work profession. Company management It includes the aspect of workers immediate situation, which is a function of organizational administration and policy. It also involves the relationship of employee with all company superiors above level of immediate supervision. Social aspect of job It includes relationship of worker with the employees specially those employees at same or nearly same level within the organization. Communication It includes job situation, which involves spreading the information in any direction within the organization. Terms such as information of employees status, information on new developments, information on company line of authority, suggestion system, etc, are used in literature to represent this factor. Benefits It includes those special phases of company policy, which attempts to prepare the worker for emergencies, illness, old age, also. Company allowances for holidays, leaves and vacations are included within this factor. Reasons of low job satisfaction Reasons why employees may not be completely satisfied with their jobs: Conflict between co-workers. Conflict between supervisors. Not being opportunity paid for what they do. Have little or no say in decision making that affect employees. Fear of losing their job. Effects of low job satisfaction High absenteeism Absenteeism means it is a habitual pattern of absence from duty or obligation. If there will be low job satisfaction among the employees the rate of absenteeism will definitely increase and it also affects on productivity of organization. In the above diagram line AB shows inverse relationship between job satisfaction and rate of turnover and rate of absenteeism. As the job satisfaction is high the rate of both turns over and absenteeism is low and vive a versa. High turnover In human resource refers to characteristics of a given company or industry relative to the rate at which an employer gains and losses the staff. If the employer is said to be have a high turnover of employees of that company have shorter tenure than those of other companies. Training cost increases As employees leaves organization due to lack of job satisfaction. Then Human resource manager has to recruit new employees. So that the training expenditure will increases. Key parameters for Job Satisfaction Training and Job Satisfaction- Most of the literature in this area has focused on the impact of education and skills on job satisfaction rather than the effect of training as such. The relationship between skill acquisition and job satisfaction is not straightforward. First, there is the distinction between general and specific skills. (Quinn Staines,2009) The portability of general skills may raise job satisfaction as it is easier to move to other jobs where satisfaction is higher. In contrast, specific skills bind the worker to the firm and may reduce satisfaction by creating a barrier to exit as workers will lose a portion of the return on such skills if they move. (Near et al, 2003) This leads on to the question of the matching of individual skills and levels of education with job requirements. If workers are mismatched in terms of skill and education requirements, this may lower job satisfaction, as evidenced in the earlier literature. In one of the few studies to focus on skilling, Allen and van der Velden (2001) differentiated between education and skill mismatches, finding only a weak relationship between the two. Importantly, they found a significant negative relationship between skill mismatch and job satisfaction, while the link between educations mismatches and job satisfaction was insignificant. Training may influence workplace performance directly by raising output per worker, or be measured indirectly through its impact on the wage on the assumption that this is equal to the marginal productivity of labor. (Peterson Gonzalez, 2009) However, this will not be the case if there are imperfections in the product or labor markets. The nature of training has been examined in a number of studies. Thus Barrett and OConnell (2008) found that specific training had a bigger impact on wages and productivity than general training. Mason et al. (2006) found that both value added and product quality was higher where workers were trained to take charge of several production lines at once. Cosh et al. in a series of papers (2008, 2000 and 2003) found that training had a strong and significant effect on employment growth in small firms when it was undertaken regularly rather than on an ad hoc basis. Especially for larger firms there was also an association between intensity of training and profitability. Training may also stimulate innovation in the workplace (Bartle and Lichtenberg, 2007). Therefore it is doubtful whether different types of training impact either equally or positively on performance. Finally, training can have an indirect effect on performance if it increases job satisfaction by, for example, making it easier for employees to perform the job or feel more valued (as in Akerlofs 2002 conceptualization of the labor contract as a gift-exchange). Petty et al.s 2004 meta-analysis confirms such outcomes. In contrast, if workers feel dissatisfied they may react in a number of ways (Farrell, 2003): through a sense of loyalty they may stick it out; use a voice mechanism (Freeman, 2008, Freeman and Medoff, 2004); neglect their responsibilities to the employer by absence, lateness, striking or reduced effort (Akerlof and Yellin, 2006); or exit (Jovanovic, 2009, Burdett and Mortenson, 2008). Quits and Job Satisfaction- Until recently there had been relatively few studies by economists examining the role played by job satisfaction in quitting decisions. The main reason for this was the lack of large sample longitudinal data which could be used to identify job satisfaction in one period and job turnover in subsequent periods. Locke (2006) provided an extensive review of the literature in the psychology field, concluding that a negative correlation coefficient between job satisfaction and employee turnover was almost always obtained. However, correlation does not always imply causation and most of the studies cited by Locke used simple univariate analysis. In one of the seminal papers on job satisfaction, Freeman (2008) was one of the first economists to analyze the connection between quits and job satisfaction. Based on panel data from two different US sources, the National Longitudinal Survey (NLS, 2006-2001) and the Michigan Panel Survey of Income Dynamics (PSID, 2002-73 ), Freeman showed that job satisfaction was positively and significantly related to the probability of quitting. Moreover, he found not only that job satisfaction was quantitatively more important than wages, but also that the causality ran from job satisfaction to future quitting behavior. This relationship was confirmed by Akerlof et al. (2008) using data from the NLS Older Men Survey. Job Satisfaction and Absenteeism-Absenteeism is the term generally used to refer to unscheduled

Why Homework Is Bad

For decades, teachers have delegated homework to students. The purpose of homework is to discover if students understand the material well enough to complete an assignment on their own. Yet, is homework really helping kids or hurting them? From teachers’ point of view, homework is helpful to get an idea of how well students understand the material. On the other hand, from the parents’ and students’ point of view, homework is extremely stressful and time-consuming. I believe that homework doesn’t help students and may actually be hurting them.First, homework isn't helping kids as they rarely have time to get outside and be active. Without time to get outside and exercise, more and more kids are being diagnosed with ADHD and obesity. They don’t get to have fun and let out energy so when they are at school for seven hours a day they have a harder time concentrating. This has become a growing problem with middle and high school students as many schools have taken out physical education from the school schedule.When kids get home, they won’t have time for exercise if they have hours of homework waiting for them. Second, kids are only kids once and need time to do what they want. They need creative outlets for their personal interests, like music, drama, and sports. If kids have no time to do what they want, are they going to be happy? Of course not! If they aren't happy, will they try their best in school? Doubtful. When tired kids get overwhelmed with work, they block out or miss important information in the classroom.Then, they don’t have what they need to know for their homework and what about that test next week in Spanish class? Are they going to get a good grade on that? No! Not completing homework has a domino effect. When the teacher explains tonight's homework and stressed kids don’t get it, let’s just say, â€Å"It’s going to be a very long night! † Kids can get so upset over home work; it doesn’t only affect the child but also the parents. Wouldn’t life be so much easier without homework? A third reason that homework doesn’t help is that children are growing and need more sleep.Now that homework has become a huge part of a child's night, it is still being done late into the night. Most kids are getting less than seven hours of sleep. If kids don't get a good night’s sleep, how do parents and teachers expect them to do their best in school? When kids are tired, they are more likely to get overwhelmed and stressed. If exhausted, do you think their work is going to be quality? No! Doing poorly on homework impacts kids’ grades. Homework has become something that children stress over every night. Let’s put it this way, homework is not helping.It is causing more kids to get diagnosed with ADHD and obesity since they don’t have the time to just get outside and play in the bright, sunny outdoors . Because they have ho mework piling up, they have less time to just be kids and do what they want. Also, kids don’t get enough sleep with so much homework every night! Think about what life would be like without homework. The world would be a better place and kids would be doing so much better in school. Have you ever thought about the fact that children spend most of their day doing school related things? Does homework still seem like a good idea? ?

Warning Signs on Essay Writing Tips and Samples You Must Know

Warning Signs on Essay Writing Tips and Samples You Must Know Ok, I Think I Understand Essay Writing Tips and Samples, Now Tell Me About Essay Writing Tips and Samples! In such a way, it is going to be less difficult to compose the essay quickly. There are many sorts of essay. After writing the very first imperfect draft, you will feel relieved, as your essay is all but ready and everything you should do is to correct modest mistakes. Thus, develop a strong conclusion to generate an enduring impression on the reader by means of your essay writing. There are lots of essay writing services that think they're the very best, and thus don't be cheated and check the real collection of the very best. A very clear font has to be applied as the essay has to be easy readable. Then the very best way is place a request I want to acquire essay papers written. There are thought to be three standard methods to fix the essay style. The Chronicles of Essay Writing Tips and Samples If you become caught, transfer to another part Don't wait up if you just happen to truly feel like you may be caught in a sure space of your dissertation. For every single composition, there's a fundamental structure. To earn a process develop, it's important to begin no matter what, in order to create the inspiration flow. In both instances, the procedure for writing will start with an outline. From 1 side, it may seem and tips is nothing simpler than writing about yourself. To begin with, you tips attempt to concentrate on your own personal life experien ce. Tricks is preferable to begin writing when you tips assigned the undertaking. The key is find out a good book discover from. Normally, it is going to be Everything matters, when you're working on your critique. Preparation is the secret, so have a look at some basic strategies for writing an essay when you've got a limited timeframe. New tests, methodology, classes, suggestions and concepts happen each day on the planet of education. The cost of an essay rides on the total amount of effort the writer has to exert. You may continue to keep the principal subject of your investigation facing you in a kind of a sticky note or a printed reminder, in order not to get rid of the major idea as you place your thoughts on paper. If you haven't been assigned a topic, you have a bit more work to do. You could have your topic assigned, or you might be given free reign to write on the topic of your selection. The Argument About Essay Writing Tips and Samples There's, clearly, a limit on the range of pages even our very best writers can produce with a pressing deadline, but usually, we can satisfy all the client s seeking urgent assistance. Write is far better to acquire professional writing assistance from and corresponding support. Even in the event the deadline is very tight, feel free to get hold of our managers. The important thing here is to be creative but logical at exactly the same moment. Even the most well-known examples need context. Words shouldn't be employed to fill up blank space only for the interest of it. When you're writing, attempt to prevent employing the exact words and phrases over and over again. The presentation will be beneficial for students who do not have any idea how to compose the Essay about Yourself and need some help. This essay will allow you to select a topic by using your abilities. Writing an essay is an ambitious job, especially in case you have time limitations. Provide a concise review of the novel, together with for each and every section of the book. Top Essay Writing Tips and Samples Choices Essay writing is apparently very difficul t and most important thing student need to do in university, school and college. While an essay is a big project, there are several steps a student can take which will help break down the task into manageable pieces. Therefore, in case you have some self good expert aid with college admission essays goals stories to share, don't hesitate to do it. Most students don't have patience since they have other curriculum activities to do. You have to write essay as a way to pass your exams, as a way to find admission in a prestigious institution, so as to convince people for some stance taken by you and similarly there are several other occasion whenever you have to compose an essay. The reason you're requested to compose an admission essay is to compare the level of similarity in research interests involving you and the faculty member you would like to work with. A personal statement permits the reader to observe an applicant as a person who differs from different applicants. Your own personal statement will determine whether you're being accepted or rejected by means of a school of your pick.

Common Application Essay on a Meaningful Place

Note that this essay option was dropped from the Common Application in the 2015-16 admissions cycle. This does not mean that applicants can not write about a meaningful place with the current Common Application. The topic of your choice option allows you to write about anything, and its also possible that an essay on your background or identity could focus on a meaningful place or environment. The fourth essay option for the 2013 and 2014 Common Application  asked applicants to discuss a place or environment that is meaningful to them: Describe a place or environment where you are perfectly content. What do you do or experience there, and why is it meaningful to you? Except for the rare student who isnt content anywhere, this question will be a viable option for a wide range of applicants. Nearly everyone can identify a location that brings contentedness. But this doesnt mean the prompt isnt challenging. Applicants who choose this option will need to make sure they are presenting their chosen location effectively. The tips below can help: Choosing a "Place or Environment" Step one in tackling this prompt is coming up with a place or environment where you are perfectly content. You have a lot of latitude here--you can write about any specific location on the globe (a place), or you can be less focused and discuss the type of surroundings (environment) that brings you contentedness. The place can be small or large, inside or outside, commonplace or extraordinary. You could also bend the question to explore imagined places--locations accessible only through your imagination. As you brainstorm this essay prompt, think broadly about the place or environment you are going to discuss. Your options include: A building: Your house, church, school, tree fort, or grandmas home. A store, movie theater, cafà ©, restaurant, fitness club...An interior space: your bedroom, the secret room under the stairs, your science classroom, the locker room, your aunts kitchen, the shower, the drivers seat of your favorite car...An exterior space: the woods, the ocean, the lake, a city street, a rooftop, a meadow in bloom, the dessert at night...A travel destination: Machu Picchu, the San Diego Zoo, the top of Mount Washington, the Avenue des Champs-Élysà ©es, a food market in Shanghai, a tent in the Bad Lands...A performance or athletic venue: the stage of a concert hall, a tennis court, the football field, the shoulder of the road on a bike, the theater...An imagined place: the world portrayed in a painting, J.R.R. Tolkiens Middle Earth, Diagon Alley, the Star Ship Enterprise, Jane Austens England, Downton Abbey... The list could be much, much longer, and please dont let these limited suggestions steer you away from your own place of contentedness. What Does "Perfectly Content" Mean? Many students have interpreted this question to be asking about a place where they are at peace. Indeed, that is one way to read the question, and being in a peaceful state is one type of content state. But the word content can mean much more than a state of peacefulness. It is also a state of satisfaction, and you dont need to be peaceful to be satisfied. An adrenaline junkie might be most content when skydiving, and a musician might be most content when performing a solo to a standing-room-only crowd. These high-pressure situations can be magical, meaningful and content moments, but they are not peaceful. Be Careful When You "Describe" Always keep in mind that the essay is a place for you to tell the admissions folks more about yourself, and for you to demonstrate that you are well prepared for college. The first task asked of you in prompt #4 -- Describe a place or environment -- is also the least challenging part of the question. Describing, unlike analyzing, is a pretty low-level form of thinking. This part of the essay has no self-analysis or introspection, so it is not saying much about you, your passions, or how well your mind works. Because of this, dont spend too many of your 650 words describing. Be clear, concise, and engaging as you describe the place you have chosen, but then move on. The description should not be the bulk of your essay. The "What" and the "Why" The end of the prompt is most important. The question is asking you why you feel and act the way you do in your special place. Why is this place or environment meaningful to you? Dig deep. A shallow response isnt going to impress anyone. The student who writes Im most content on the soccer field because Ive always loved soccer hasnt really answered the question. Why do you love soccer? Are you a competitive person? Do you like the teamwork? Does soccer help you escape from other parts of your life? Does it make you a better person? How has your time on the soccer field made you grow? What exactly makes the soccer field so full of meaning for you? A Final Word About an Essay on a Meaningful Place If you really explore the why of this question and go easy on the describing, your essay will be on track to succeed. It might help to rethink prompt #4 in these terms: Tell us about a place that is meaningful to you so that we can get to know you better. The college is asking for an essay because it has holistic admissions, and the admissions officers really do want to get to know you as an individual. The essay is one of the only places on your application (aside from an interview) where you can put forth your personality, interests, and passions. Whatever you focus on in your application essay—whether it be a place, a person, or an event—the essay needs to be about you at its core. To test out your essay, give it to an acquaintance or teacher who doesnt know you particularly well, and ask what that person learned about you from reading the essay. Ideally, the response will be exactly what you want the college to learn about you. Last of all, no matter which essay prompt you choose, pay attention to style, tone, and mechanics. The essay is first and foremost about you, but it also needs to demonstrate a strong writing ability.

History of Prison Reform in the US Essay - 2067 Words

When people think of reform movements, they often look for one key sign, and ask one key question of whether that the reform was a success. Did the reform create a lasting change in the way people view the institution that was reformed? All the great reformation movements, from Horace Mann and his education reforms, to Martin Luther, and the Protestant Reformation, to the civil rights movement, all created lasting change in the minds of the average person. One other reform, often overlooked historically is the Prison Reform movement. As the world shifted from 18th to 19th century ways of life, many key aspects of life underwent tremendous change. As the United States gained their independence from Britain and began to shape their own†¦show more content†¦While the reforms of the 1820s through the 1850s were well intended, what began as a moral reform transformed into one of secular interest. Capital punishment played a pivotal role in the punishment of criminals in the ear ly colonial period, with William Penn of Pennsylvania being the first responsible leader to utilize imprisonment as a corrective treatment for major offenders. In 1682 his â€Å"Great Law† provided the confinement of both major and minor violators of the law to be placed in houses of correction.3 There they would partake in work for moderate compensation, for a period of time proportional to their respective crimes. Soon an amendment was ratified making murder a capital offense, and remained the only capital offense until 1700 when treason could also be punished by death. Up until the death of William Penn in 1718, Pennsylvania largely relied on fines and imprisonment, shifting to a different system of criminal punishment only after the passing of Penn. Soon after conservative groups gained control, and Pennsylvania reimposed the English criminal code, which increased the number of crimes punishable by death to twelve, and allowed punishments such as whipping to be doled out. This system lasted until the post colonial age, when in 1786 the state eliminated the death penalty for robbery and burglary and subsequently only retained capital punishment for first degree murder in 1794.4 Sparking the changes was theShow MoreRelatedAttica Prison Riot and Prison Reform1362 Words   |  6 PagesWe live in a society today filled with crime and fear. We are told not to go out after a certain hour, always move in groups, and even at times advised to carry a weapon on ourselves. There is only one thing that gives us piece of mind in this new and frightening world we live in: the American penal system. We are taught when growing up to believe that all of the bad people in the world are locked up, far out of sight and that we are out of reach of their dangerous grasp. Furthermore, the murderersRead MoreChangjiang Liu Essay 21476 Words   |  6 Pagesleft a deep impression of segregation on Assata. When discussing the origin of Assata’s radicalness, we can conc lude that her childhood memory was one important reason. Shakur saw government as enemy. In her speech Women in Prison: How We Are that is documented in Let Nobody Turn Us Around, she drastically denounced the government that was mainly made up by white people: â€Å"Politicians are considered liars and crooks. The police are hated†(Marable Mullings 509). In other words, she suggested that governmentRead MoreCritical Review On Angela Davis873 Words   |  4 Pagesbeen focusing on fighting against the prison system. She is the founder of Critical Resistance, a national organization about prison industrial complex. Her book Are prisons obsolete? explores prison abolition. Are prisons obsolete? is published by Seven Stories Press in 2003. In Are prisons obsolete? Davis explores and critiques the current prison system. She researches and explains slavery, gender structure, the prison industrial complex . She argues that prison are undemocratic because they areRead MoreAre Prisons Obsolete? By Angela Davis1513 Words   |  7 Pageso f Are Prisons Obsolete?. Davis lays out the facts about incarceration and how it has effected our society; not to mention how it has played a major role in our history. Davis outlines the significant importance that incarceration has towards minorities in America. She goes on to identifies race, gender, and class as being a part of the problem of incarceration. Davis takes the stance of not having prisons in our society, period. She does believe that we can have some sort of a reform; howeverRead MoreChanges Of The Corrections System911 Words   |  4 PagesIntroduction Due to all the failures throughout history in corrections, there are several changes that have been made since the initial developments of reform. Humans need to be punished in order to understand wrongdoing, therefore the corrections system will need to change not only to modern society, but also to the populations to avoid overcrowding. Americans should transition to more probations and community corrections programs, but eligibility for the new lenient methods of correction shouldRead MoreHistory Of The Prison System1067 Words   |  5 PagesThe history of the prison system in the US is very extensive and encompasses nine different eras which include the Penitentiary era, Mass Prison, Reformatory, Industrial, Punitive, Treatment, Community-based, Warehousing, and the Just-desert era. Each era had its own strength and weaknesses that influenced each subsequent era that came after. the idea of a prison system came about from the colonist desire for a more humane method of dealing with criminal offenders. It was a key move away from corporalRead MoreThe Prison Industrial Complex Has Created A System Of Force Free Labor931 Words   |  4 PagesThe Prison Industrial Complex has created a system of force free labor that strips prisoners of their political, economic, and social rights, ultimately relegating them to second-class citizenship, inside and outside of the prison walls. Denying former enslaved people citizenship was essential to the formation of the original union and hundreds of years later, America remains a nonegalitarian society. Not only are those incarcerated barred from suffrage, as throughout much of US history for AfricanRead MoreThe Prison System1048 Words   |  5 PagesFinal Exam Essay Question #2 Question: Discuss the history of the prison system in the United States. Be sure to identify the various stages that the American prison system has gone through. Also identify what problems were present with each stage as you see them. Response: American prison system incarceration was not officially used as the main form of punishment in United States (U.S.) until around the 1800’s. Before that time criminals were mainly punished by public shaming, which involved punishmentsRead MoreJuvenile Delinquency Is A Problem1508 Words   |  7 PagesJuvenile Delinquency When looking into the history of United States and elsewhere juvenile delinquency is a problem and has been one for over a century. Like other systems in place, the system involving juvenile delinquents has gone through many stages. In the case of the juvenile delinquency, it has gone through four stages, with us presently in the fourth. The causes behind juvenile delinquency are still unknown even today. Some blame it on the current culture, the over-exposure to violenceRead MoreOver Population in the Prison System Costs Billions, and That Affect Us All!1299 Words   |  6 Pagespopulation in the prison system costs billions, and that affect us all! Tjy Helms Composition 1 ENG1001 BH Week 5 Professor Henry 05/6/2011 I say why should we the people pay to house, feed, and provide medical care for people who have never had a history of violent behavior? The issue becomes compounded when we cram thousands of people into a space designed for hundreds. Look at the number of people who are doing hard time, for non-violent crimes. These are the people who are costing us unneeded expenses

Impacts of Tourism in Host Communities Free Essays

IMPACTS OF TOURISM IN HOST COMMUNITIES Tourism is one of the most important worldwide activities; it is also of great importance to the socio-economic and cultural development of a country. Tourism is a vital tool for conservation of natural systems, contributes to sustainable development of local communities and creating communities about sharing experiences. But if this activity is disorganized, uncontrolled and poorly planned can cause damage to both, environmental and cultural. We will write a custom essay sample on Impacts of Tourism in Host Communities or any similar topic only for you Order Now People started feeling the necessity to travel when they realise the world was full of new and different things to do, and at the same time those things offer them new lifestyle. However they were not only with the intention to visit and learned, they wanted to establish and teach their own traditions to these new places and societies. Nevertheless, not all people change the community, the majority of time community changes the idea of what would be an appropriate lifestyle of those new members. For this reason we can say that tourism has been creating positive and negative impacts on host communities. On the other hand, when people decide to travel the cultural factor plays an important role at the moment decision is about to make. Tourists usually choose a destination completely different to their current environment. That is why this essay will discuss the good and bad consequences tourism cause on host communities. In addition, it will argue about the importance of the cultural factor within the tourism. Negative impacts on host communities It is hard to think that tourism an activity that can make feel happy can carry negative impacts. According to Bruce (2001), one of the biggest problems of tourism is that tourists and visitors invade places that belong just to the community, such sacred temples or lands, destroying or making bad use of their properties. This is due to travel agents vending trips to the authenticity of host communities, assaulting their private places, ceremonies and rituals. And, because of that tourist may misunderstand the main reason of why those rituals or ceremonies are for, along with bad comments about the destination causing decreasing of the tourism. Tourism also brings a number of consequences such: prostitution, gambling, begging and crime. The existence of these activities except of crime is due the tourist. People create these new services to satisfy the customers in this case the tourists. Prostitution in third world countries is very common. According to Duncan, E, and Navarro, H (2001) in Colombia, Cartagena children prostitution is common due to the economic conditions of the population. The majority of the children don’t have enough money to satisfy their basic necessities such food, and clean water. For that reason they sell their bodies for less than 50 dollars to tourists. One the other hand, another negative impact of tourism in undeveloped countries is the use of money earn by tourism activities. Indigenous from third world countries do not receive any profit made by them, contrary they live in poor conditions. This kind of host communities, despite what is sold to tourists is their lifestyle they suffer from health problems, poor access to education, expropriation of their land, extreme poverty, violation of their right and discrimination. On the other hand crimes increase in countries which the lifestyle is too high, due to the large number of tourist in the area. Furthermore, French, C, and Craig-Smith, S (2000), even though tourisms bring employment, it also brings rivalry between citizens in the community. The type of work that tourism creates is casual or part-time jobs, that means that natives won’t have the opportunity to work all the year. Besides foreign peo ple travel to those communities in peak season and take the job of the citizens. Positive impacts on host communities On the other hand tourism can bring positive impacts to host communities. Gursay and Rutherford (2011) suggest that: Its basic tent is that locals are likely to participate in an exchange if they believe that they are likely to gain benefits without incurring unacceptable cost if locals perceive that the benefits are greater that the cost, they are inclined to be involve in the exchange and, thus endorse future development in their community. † (Gursay Rutherford 2011, p. 95) To travel tourists must have a purpose, most of the time people go overseas to know new cultures, different sceneries. For that reason is important that the destination place have good infrastructure, flora and fauna sanctuaries and great amenities for the tourists. Besides, the local people can make use for personal purpose. In addition, tourism helps the preservation of traditional customs such: dances, food, rites, and festivals. It is important to protect old custo ms to attract tourist to go. Christopher (1998) state: â€Å"The impacts can be positive, such as the case where tourism preserves or even resurrects the craft skills of the population† (Christopher 1998, p. 169). Conclusion In conclusion tourism can bring positive and negative impacts; the negative impacts can be more than the positive. However, it is an industry that won’t finish despite all the consequences its make. Tourism helps the economy and develops of a country. Reference 1. Bruce, D 2001, Environmental, Ecotourism. Socio-cultural impact, John Wiley Sons Australia, Milton, pp. 120-124. 2. Christopher, P 1998, Tourism: principle and practice. The socio-cultural impact of tourism, 2nd edn, vol. 8, Longman, England, pp. 168-184. 3. French, C, Craig-Smith, S, and Collier, A 2000, Principles of tourism. The impact of tourism, 2nd edn, Person Education, Australia, pp. 305-330. 4. Gursay, D Rutherford, D 2011, â€Å"Developing a community support model for tourism†, annals of tourism research, vol. 38, no. 3, pp. 64-988, SciVerse ScienceDirect Journals, EBSCohost, Viewed 27 April 2012. 5. Navarro, H, Duncan, E 2001, â€Å"Prostitucion de menores en Cartagena: Estimacion de costos sociales y economicos†, Universidad Jorge Tadeo Lozano seccional del Caribe Departamento de investigaciones, pp. 8-11, google schoolar, viewed 14 March 2012. 6. Wearing, S Neil, J 2009, Ecotourism Impacts, Potentials and Possibilities. Ecotourism and Protected areas: Visitor Management for Sustaninability,2nd edn, Burlington: Elsevier How to cite Impacts of Tourism in Host Communities, Essay examples

Leadership Development Managing People and Relationships

Question: Discuss about theLeadership Developmentfor Managing People and Relationships. Answer: Leading and Managing People and Relationships for Performance The second weeks prime objective on leadership development is their traits, motives and characteristics through which the leaders accomplish their business goals. I have learned that effective cognitive factors and emotional intelligence Cummings and Worley (2014) also depicts that the traits and characteristics of a leader can be identified from the approach of their interaction, the process through which they gather information regarding their subordinates problem and their approach for making decision for the betterment of the organization. Burke and Noumair (2015) furthermore stated that the personality of a leader can be identified by the approach how they handle their self-confidence and locus of control. The difficulty that I faced is to find a balance between these two factors. The major reason for the difficulty is that for business being a task-oriented leader is crucial but on the other hand valuing every subordinate for their effort and maintaining trustworthiness with th em also ensures the success of the organization. Clarke (2013) highlights that leadership motive comprise of four aspects- power motive, drive and achievement motive, tenacity and string working ethics. I have learned from this week that positive implications of control resources, determination to exert the power and maintaining the personalised power motive along with the socialised power motive makes a person an efficient leader and this motive of attaining this achievement can be defines by McClelland's Three Needs Theory. Burke and Noumair (2015) defines that in former case a leader only emphasizes on status, power and money while in the latter case the leader values to support their working personnel and help them to overcome their adversities. Leadership Behaviours, Attitudes and Styles The major focus of this week is on leadership behaviour of the leader and their style through which they are attaining destined business objectives. I have learned that in different era different leadership theory are being followed by the leaders and in recent times also leaders of an organization intends to follow an effective leadership styles. Great Man theory is believed as the most effective leadership traits and people believed that leaders are born but contingency theory has replaced this belief in current times (Northouse 2012). According to this theory, there is not a particular method for leadership and is dependent on factors like business environment and followers need (Chemers 2014). I have also learned about other leadership styles that is participative, autocratic and entrepreneurial leadership style. Cummings and Worley (2014) stated that in participative leadership traits, the leader must participate with their subordinates and asked for their feedback on every deci sion making but Allio (2012) argues by depicting that developing an autocratic leadership trait is also important during the crucial time as it helps the subordinates to follow a direction. However, in recent times, leaders are less likely to adopt tried-and-tested way for doing business and emphasize ore on entrepreneurial leadership styles. In this scenario, the leaders also value the feedback that they received from their subordinates so that improvements can be made on their business approach. Leaders used a 360-degree feedback chart for such response and assess whether their leadership traits are effective enough to satisfy the business and customers needs (Tee and Ahmed 2014). Charismatic and Transformational Leadership Concept of the transformational leadership is the main topic of week-4. Braun et al. (2013) stated that in transformational leadership, the leaders and their followers motivate each other to raise their levels of morality. Avolio and Yammarino (2013) moreover depicts that a person can become a transformational leader by establishing an inspiring vision of the future, accomplishing those vision and formulating a trust-based relationshipswith the subordinates. Garca-Morales et al. (2012) moreover highlights that charismatic leadership can be incorporated with the transformation leadership styles but Allio (2012) argues by stating that a strict charismatic leader often lack the other characteristics of leadership. I have learned the difference between these two leadership style that a charismatic leaders inspire people while a transformation leader always remain optimist and believes in changing organizational approaches by admiring every ones effort. Tourish (2013) defines that both of these leader believes in sharing their visions, goals, and directives and communicate frequently with group members. Moreover, during this week I have faced difficulty in attaining concept of two-way communication. However, the theory defined by Avolio and Yammarino (2013) that resembles that communication in which both parties involve in transmitting information effectively is two-way communication. Thus, according to me, enhancement in two-way communication also ensures in effective interpersonal relationships between the follower and the leader. Lastly, in this session I have learned about breakthrough leadership trait. In this leadership trait, midlevel managers can transform into more effectiveleaders Braun et al. (2013) by respecting others, ability to listen and act accordingly along with the regular enhancement of the competencies. Contingency and Situational Leadership In context of leadership development, week 5 emphasize on the contingency and situational leadership. Gregoire and Arendt (2014) highlights that a person cannot be a leader by birth; however, they have to learn success factors that can improve their business performance. During this session, I have learned about contingency model developed by Fred E. Fiedler that classifies the leadership style into two parts- task-motivated and relationship-motivated leadership styles (Chemers 2014). This business expert also believes that one individual is capable of more than one leadership style and hence following only one leadership style is difficult to maintain. (McCleskey 2014) depicts that adjusting leadership style according to the situation is followed by leaders in contemporary organization. Week 4s session also highlighted the concept of path-goal theory. According to this theory, leader clears away the obstacles and improves performance, offer appropriate rewards and highlights some ot her leadership styles- supportive leadership, participative leadership, directive leadership and achievement-oriented leadership style (Gregoire and Arendt 2014). I have also learned about decision-making styles of the Vroom-Yetton-Jago model (See Appendix, Figure 1). Conferring to this model, Allio (2012) depicts that in most of the cases the first two styles are resembles as autocratic leadership while the last three are consultative. However, Bedford and Gehlert (2013) argues that the first two styles and the second two styles represents the autocratic and consultative leadership styles respectively while the fifth style is resembled as group-directed leadership style. Moreover, I have also learned about the Hersey-Blanchard Situational Leadership Model which is easy to apply and it represents a consensus of thinking about leadership behaviour. This model represents four factors- participative style for high task and low relationship, selling style for high task and high relation ship, delegating style of low task and low relationships and telling style for high task and low relationship (Gregoire and Arendt 2014). Image 1: Hersey-Blanchard Situational Leadership model (Source: Gregoire and Arendt 2014) Cognitive Resource Theory Learning about the concept of Cognitive Resource Theory and perception of Henry Mintzberg are the major components of week 6s session. Braun et al. (2013) states that Henry Mintzbergs theory can be categorised into three aspects- interpersonal, information process and decision making ability of the leaders. Bratton and Gold (2012) moreover states that interpersonal aspects highlight three roles- figurehead, leader and liaison, the information processing highlights areas of monitor, disseminator and spokesperson while the decisional process emphasizes on roles for entrepreneur, disturbance handler, resource allocator and negotiator. I have also learned about the cognitive resource theory that focuses on intelligence, experience and the approach to motivate the subordinates. In terms of cognitive resource theory, Haycock (2012) portrays on some assumptions of this theory. The first assumption is forlow-stress situations and is suitable for the leaders, who desire to utilize their cogni tive power to achieve the business goals (Hatch and Cunliffe 2013). Chemers (2014) states that the second assumption highlights the high-stress situations for the leaders experienced enough to produce more quality results that others while the next assumption considered that directive leaders have better performance when they utilize their intelligence in low stress situation. However, Tourish (2013) highlights that cognitive model is essential as it represents how intelligence, experience, and stress can influence the leaders performance on attaining business objectives. Power, Politics and Leadership The prime concern of week seventh topic is on power, politics and leadership. I have learned that a person attain four power- legitimate power, reward power, coercive power and information power that can be attained by their experience in workplace. The legitimate power represents the lawful right to make a decision while the reward power resembles the authority to give employees rewards (Burnes and By 2012). Northouse (2012) depict that leader possess coercive power are able to punish their subordinates on their poor performance and information power provides the leader a formal control over the information people. However Caldwell (2012) depicts that referent power, expert power and prestige power are already possessed in the person. Moreover, according to me the leaders must have a blend of all these powers so that more productivity can be attained. I believe that subordinates should provide with motivation factors like financial and non-financial benefits like incentive on their extraordinary performances and allowance on relocations. Clarke (2013) suggests that leader should analyse the gaps in their subordinates performance and take appropriate steps for enhancing their adversities rather than make them punishable. Motivation can also be ensured by allowing all the working personnel in the decision making process so that they can feel like an important asset to the organization. I have also learned that effective politics in organization can be ensured by assessing whether every personnel is allowed to present their own agendas and managers are proper interacts with the subordinates. Employees have to understand the psyche of the colleagues and manager, polite to everyone and honest towards the organization in order to survive the office politics (Miner 2015). Influence Tactics of Leaders The leadership quality of the leaders is not only important in organising a business but the approach through which they influence their followers also matters in achieving the organizational goals (Giltinane 2013). Thus, from the session of week 8, I have learned about the relationship between the power and influence. Miner (2015) states that power is coercive while influence is non-coercive in nature as power serve physical sanctions; while Influence is psychological, persuasive and voluntary. I also believed that Power is based on fear of pain or deprivation and it shows that dissimilarities in personnels perception; while on the other hand, influencing other represents similarities of values or ideological commonness. In this session also it is shown that a leader, who desires to enhance their influential tactics, emphasis on the enhancement of their rational persuasion, personal magnetism with others, formulation of coalitions, working for team strengths and others. I have faced difficulty in maintaining an inspiring personality with charm and charismatic together but I have also learned that this problem can be overcome by discussing with the business adversities with the subordinates politely and in a friendly manner. Selecting appropriate alliances to form coalitions for attaining business goals is also important for establishing an extraordinary leadership style (Braun et al. 2013). According to me, this trait is difficult to achieve but can be overcome with experience. Review of Teamwork and Motivation Qian et al. (2012) stated that how an organization performs relies on the working ability of all the working personnel and thus there performance has to be evaluated and monitored regularly. Caldwell (2012) suggests that some uses the concept of taking face to face feedback from the employees regarding their problems. However, Gregoire and Arendt (2014) argues that conducting survey are the most effective way to take feedback as most of the employee do not reveal their actual in front of anyone. I also believe that this feedback session also ensures the team development and in our session 9, we have learned about the Tuckmans model. This model comprises of four stages- forming, storming, norming and performing. In the stage of forming, Cummings and Worley (2014) highlight that the team learns about the opportunities and challenges to tackle the tasks. Moreover, the stage two and three represents the sharing of perception on a particular decision in order to avoid internal conflicts a nd the resolution of disagreements if conflicts occur for effective business culture respectively (Northouse 2012). I have also learned that in the fourth stage of performing, group members focus on achieving common goals and in this way synergy can be attained. (Giltinane 2013) portrays that in this way members job satisfaction is enhanced though this procedure is time consuming and job pressure on working personnel is there as they have to main the emotional and professional excellence in the workplace. Reference List Allio, R.J., 2012. Leaders and leadershipmany theories, but what advice is reliable?. Strategy Leadership, 41(1), pp.4-14. Avolio, B.J. and Yammarino, F.J. eds., 2013. Introduction to, and overview of, transformational and charismatic leadership. In Transformational and Charismatic Leadership: The Road Ahead 10th Anniversary Edition (pp. xxvii-xxxiii). Emerald Group Publishing Limited. Bedford, C. and Gehlert, K.M., 2013. Situational supervision: Applying situational leadership to clinical supervision. The Clinical Supervisor, 32(1), pp.56-69. Bratton, J. and Gold, J., 2012. Human resource management: theory and practice. Palgrave Macmillan. Braun, S., Peus, C., Weisweiler, S. and Frey, D., 2013. Transformational leadership, job satisfaction, and team performance: A multilevel mediation model of trust. The Leadership Quarterly, 24(1), pp.270-283. Burke, W.W. and Noumair, D.A., 2015. Organization development: A process of learning and changing. FT Press. Burnes, B. and By, R.T., 2012. Leadership and change: The case for greater ethical clarity. Journal of business ethics, 108(2), pp.239-252. Caldwell, R., 2012. Leadership and learning: A critical reexamination of Senges learning organization. Systemic Practice and Action Research, 25(1), pp.39-55. Chemers, M., 2014. An integrative theory of leadership. Psychology Press. Chemers, M., 2014. An integrative theory of leadership. Psychology Press. Clarke, N., 2013. Model of complexity leadership development. Human Resource Development International, 16(2), pp.135-150. Cummings, T.G. and Worley, C.G., 2014. Organization development and change. Cengage learning. Garca-Morales, V.J., Jimnez-Barrionuevo, M.M. and Gutirrez-Gutirrez, L., 2012. Transformational leadership influence on organizational performance through organizational learning and innovation. Journal of business research, 65(7), pp.1040-1050. Giltinane, C.L., 2013. Leadership styles and theories. Nursing Standard, 27(41), pp.35-39. Gregoire, M.B. and Arendt, S.W., 2014. Leadership: Reflections over the past 100 years. Journal of the Academy of Nutrition and Dietetics, 114(5), pp.S10-S19. Hatch, M.J. and Cunliffe, A.L., 2013. Organization theory: modern, symbolic and postmodern perspectives. Oxford university press. Haycock, K., 2012. Strategic Thinking and Leadership. Library leadership management, 26(3/4). McCleskey, J.A., 2014. Situational, transformational, and transactional leadership and leadership development. Journal of Business Studies Quarterly, 5(4), p.117. Miner, J.B., 2015. Organizational behavior 1: Essential theories of motivation and leadership. Routledge. Northouse, P.G., 2012. Leadership: Theory and practice. Sage. Qian, J., Lin, X. and Chen, G.Z.X., 2012. Authentic leadership and feedback-seeking behaviour: An examination of the cultural context of mediating processes in China. Journal of Management Organization, 18(03), pp.286-299. Tee, D.D. and Ahmed, P.K., 2014. 360 degree feedback: an integrative framework for learning and assessment. Teaching in Higher Education, 19(6), pp.579-591. Tourish, D., 2013. The dark side of transformational leadership: A critical perspective. Development and Learning in Organizations, 28(1).