Journal Essay Example | Topics and Well Written Essays - 1750 words - 4

Journal - Essay Example Attractive person strikes the cords in the hearts of most individuals who belong to the same community because he or she is believed to prove that harmony exists. Harmony, in its turn, can be viewed as a combination of ‘right’ and ‘desirable’ phenomena or concepts. Getting the idea of what is right, people start looking for the proof that the ‘right thing’ exists. Natalia Vodianova, the main character in the commercial, is seen by many as a very attractive woman. When she is shown in the video running with a prosthetic leg her aura of strength, glamorousness and grace is enhanced. In most cases, new things, unknown traits disagree with the concept of harmony and are not universally seen as attractive. But the video once again shows that the beauty is, indeed, in the eye of the beholder. Worrying about ‘norms’ and labels people are ‘blindfolded’ and don’t see every person’s beauty. As the song goes â€Å"Money can’t buy me love†. But the same can be true about any other emotion or sensation. Money basically cannot make you feel something other that the joy of having money (provided you are prone to avarice). Thai commercial â€Å"Unsung Hero† inspired me to consider what money really means to people and what ‘currency’ can be invested in life. According to the authors of the commercial what people really want has nothing to do with fame, fortune, and success. It is the emotion or feeling of happiness. And in many cases it has nothing to do with money. Going on holiday to a new location, trying new dishes, buying new things is exchanging money for sensations. The holiday sun tan disappears, exotic food is digested, new clothes or gadgets soon become habitual and start serving their purpose be it protecting us from the rain and cold or facilitating communication. But the sensations, the emotions such as the excitement of the discovery of new destinations, fascination with one’s own reflection in the mirror

Is technology a blessing or a curse Essay Example | Topics and Well Written Essays - 750 words

Is technology a blessing or a curse - Essay Example He describes how and older tool such as a rake can be more efficient and beneficial to the health of the user through the physical exercise he gets when he uses it. In contrast, he states that the leaf blower, although technologically more advanced, is not really that beneficial to the user and even goes as far as to suggest that it may be harmful to him because it makes an awful lot of noise and does not exert the person using it physically meaning that the opportunity for the little exercise he could have gotten from using the rake is lost. Bell uses this example of such a simple task as moving leaves to discuss the greater issues brought about by indiscriminate use of technology. His idea is that we should only use the pieces of technology that we really need and that are beneficial to us both physically and mentally, and that we should discard those that have no real benefit for us (Bell 470-473). One would agree with Bell’s argument that we use technology indiscriminately and that we rarely distinguish between its good uses from its bad ones. We tend to focus more on using the latest technological advancements and not on their benefits to us. There are times when it is better to use the so called old technology such as the rake rather than use new technology like the leaf blower which have little or no benefit to us. We should take every opportunity we have to get some physical exercise and there is no better way to do so than using technology that is physically exerting. The modern world has seriously changed our lifestyles and we are slowly moving from a lifestyle of physical exertion to one of dormancy due to the advancement of technology. However, all technology has its good and its bad sides and it is this in mind that we shall be discussing the following: the automation of industrial and household processes; changes in the modes of transport; reduction of risk to human life; data and information management; and the impact of technology on entertainment and advertising (Bell 470-473). The automation of critical industrial and household processes has reduced the amount of labor that was previously required to perform these processes. It is claimed that electronic gadgets rescue their users from the burden of performing chores. The performance of chores is one of the most basic things that a human being can do and not doing them breeds a culture of laziness among people which results in the growing cases of obesity especially in young people. There is a further claim that a lot of time is saved because these electronic gadgets do work faster. This being the beginning of the age of robotics, machines have been designed which can learn to do things with near human efficiency. Technology has led to a change in the modes of transport from the previously slow modes to the much faster ones that are used today. The creation of the automobile industry and its evolution has enabled the development of faster means of transport unlike in the previous age when animals used to be the only means of transport. If a person from the current world were uprooted and placed in the world of the early twentieth century, he would be surprised at the extremely slow means of transport that existed at that time. The invention of automated aircraft has increased the speed of travel with distances which previously used to be covered in days or even months are now being covered in a matter of minutes or hours. The risk to human life has been reduced by the use of technology and the mundane jobs once done by human workers are now being taken over by machines and this has the effect of making human labor redundant and if this trend is not stopped soon, and with the growing human population, then the

Employee Motivation And Organisational Performance Commerce Essay

Employee Motivation And Organisational Performance Commerce Essay As the hospitality industry keeps on growing, the competition has turned into a battle now. During this tough time it is very pragmatic to hold on to our loyal guest even though there is a ceaseless change in the organization. To overcome this challenge of holding our loyal customers and to keep on attracting new guests, it is very important that the employees are highly motivated. This research critically analyses the factors affecting the motivation of the employees in an organization, it evaluates the effects on the performance of the organization due to motivated employees. It suggests a relationship between the employee motivation and the organizational performance. The research was carried out by taking interviews of the employees as well as the executive member of the hotel in order to get hold of perspective of both the sides. The important factors have been acknowledged and critical analysis has been done. The findings of the research exhibits that the organisation is constantly doing well but there is always a scope of improvement. It also gives the recommendation to improve the organizational performance by motivating the employees. 1 .INTRODUCTION When we think of the term hospitality, different things come in our mind. The first thing what we can think of is hotels. Many people also think about the famous pineapple which held an important part in history when it came to the term hospitality. Hospitality word comes from Latin language i.e.hospitalitem, hospes, and hostis (friendliness to guests) mean to welcome with warmth and care. Hospital also comes from the same source with the concept of caring about human beings who are ill and who want care, support and love. When we speak about hospitality we talk about guests and not customers, as the word guest brings out the full dimension of hospitality and in real terms. The word customer appears less welcoming and it focuses on financial transaction. In hospitality industry we need to greet our guests with a warm and genuine welcome. In order to achieve this we need to create a surrounding which is totally different from outside world. We are talking about warm and hospitable sur rounding with a prompt, pragmatic and professionally delivered service which requires employees who are willing to deliver it. Now the word service comes Latin word servitium meaning act of serving, demonstrates a creative and incorporating function with many shades and intricacies. The meaning of hospitality and service are almost intertwined, it can also be said that if hospitality is strategy than service is tactics. (Sturman et al., 2011). Now in this ever growing hospitality industry, consumer expectation and demands for quality in increasing and consumer tastes is varying on the other hand. To deliver service in this cut throat competition internationally and nationally is very difficult and it requires highly motivated staff. Customer loyalty is another big issue in todays hospitality industry, in order to overcome this issue there has to efficient, motivated staff. Employee motivation is by far the most serious issues in any of the organisation. It is very important to understand and use the motivation technique for managing the people in hospitality industry. Furthermore, customer satisfaction is highly affected by customers perception of employees effort. (Mohr and Bitner, 1995 cites in Kusluvan, 2003.p.339) and effort is what motivation is about. There has been tremendous amount of research done for different employee motivational theories which are conducted outside hospitality industry. Many empirical studies which are done in past on motivational theories have somewhat failed to show the direct linkage between employee motivation and organisational performance. It has been always said that employees are the biggest asset for any organisation and there has been efforts to motivate them without knowing the exact factor that is behind the employee dissatisfaction. To improve any organisations performance three things are very necessary which are productivity, labour efficiency and staff turnover. This is quite evident that if the employee is happy and motivated then the productivity is going to increase by itself. If the employees are happy then loyalty towards the firm increases and it ensues less staff turnover and higher labour efficiency. This research will review the empirical studies done by other researchers on employee motivation and will integrate all the theories and hypothesis in one discussion. The author will also establish a direct linkage that how employee motivation affects organisations performance, how employee motivation helps in increasing loyalty towards the organisation. 1.1 AIM OF THE RESEARCH The aim of the research is to study the relationship between the motivation of the employees and organizational performance. 1.2 OBJECTIVES To critically analyse the employee motivational factors affecting the growth of an organization. To study the relationship between the motivation and organizational performance. To critically evaluate the interpersonal relationship and effects of communication on the level of motivation of employees in West India quay Marriott. To suggest recommendations based on the research and analysis in order to increase the motivation of employees and hence the productivity of an organisation. 2 .LITERATURE REVIEW In order to become good in anything, the only talent you need is motivation Charles de Gaulle. Literature review gives a proper framework to evaluate and critically analyse the various motivational theories and conceptual models which are necessary for the operational functioning of an organization. It relates to various working models of motivational theory used by the organization to keep their employees motivated and increase the productivity of the organization. It is very necessary to understand that the motivational level of the employees working in a particular organization should be on optimum level because of this ever changing dynamics and structure of the hospitality sector. A detailed critical evaluation of the various motivational theory and many empirical research done recently is been carried out by the author, so that a proper understanding of steps which are necessary to launch a proper motivational program for the employees is fulfilled. 2.1 MOTIVATION CONCEPT Its very difficult to give an exact definition of motivation because it varies from individual to individual and culture to culture. The word motivation derives from the Latin verb movere and means to move (Pintrich Shunk, 2002, p.5. cited in Lins (2005).According to Pintrich schunk, the motivation refers to the process whereby goal-directed activity is instigated and sustained (2002.p.5).The term motivation is like a force which moves arouse and direct people. Work motivation therefore refers to a personal desire to work hard and work well to the arousal, direction, and persistence of effort in work settings (Rainey, 2009, p.248.cites in Vellnagel, 2012).Motivation can be referred to as the willingness to exert maximum level of efforts toward organizational goals, conditioned by the efforts ability to satisfy some individual need (Robbins, 1993, cites in Jang, 2008, p.17). Motivation is defined as the direction and persistence of actions (Mullins, 1992 cites in Jang, 2008, p.17).Mullins also states that the motivation is the driving force which drives an individual towards certain goals and expectation. Now the term motivation is explained by various people in the past like Abraham Maslows in his motivation hierarchy, Hertzbergs concept of intrinsic and extrinsic motivating factors. Maslow (1943) explains in his theory that every human being has five needs which are in hierarchy. Hertzberg (1966) critically analyses in his motivation hygiene theory that there are two factors affecting the individuals satisfaction or dissatisfaction with work. Employee motivation research is done by many people to name few of them are Charles and Marshall (1992) and Simon and Enz (1995) but kovachs instrument is the most comprehensively used for all the employee motivation studies. According to Kovach there are ten factors affecting motivation of the employees when he c onducted a study consisting of ten industrial workers in United States, which are as follows: Good wages. Tactful obedience. Job security. Appreciation and praise for work done. Feeling of being involved. Sympathetic help with personal problems and opportunities for growth and advancement. Good working conditions. Personal loyalty to employee. Interesting work. (Kovach.1980, 1987) Kovach in his long study between 1946 and 1986, found a very slow changes of industrial workers wants and needs. For example, higher ranked appreciation and praise was replaced by interesting work. Also it was seen that good wages was always ranked 5th among the ten factors which shows that good wages may not be the most important factor what the employees are seeking when it comes to job. The following changes were based upon the general improvement of Americans standards of living and quality of life. Thereafter Charles and Marshall(1992) simulated Kovachs study among 255 employees of seven Caribbean hotels and the study showed very different results compare to what Kovachs result was. The result showed that the two most important factors of job motivation were good wages and good working conditions. These findings were supported by Simon and Enz (1995), who conducted a survey among 278 hotel employees in different hotels located in United States and Canada. Simon and Enz study showed that good wages, job security and growth were the three most highly ranked factors for job motivation among hospitality employees. These studies can be related to Maslows hierarchical theory of motivation where it is critically analysed that the human behaviour is affected by five needs system in which the most primitive or the basic one is at the bottom of the pyramid and accordingly promotes itself to the most mature one .The five needs of the human being in the Maslows pyramid are as follows Being needs Deficit needs (Created by author Adapted from Maslow 1954) 2.2 EMPLOYEE SATISFACTION The definition of employee satisfaction can be either an overall feeling about the job, or as a linked set of approaches about various aspects of the job (Spector, 1997). Locke (1976) defined employee satisfaction as a satisfying or optimistic emotional state resulting from the appraisal of ones job or job experience. Levy -Garboua and Mont Marquette (2004) defined employee satisfaction as a guide of preference for the experienced job against outside opportunities qualified on information available at time. A comparison is made in the given definition between the real job experience in the past and the mental experience of outside opportunities available. It also contains the comparison between future expectations of own job and outside opportunities in the future(Levy-Garboua et al.,2007).Employee satisfaction is an important variable which gives a general preview of the employees attitude towards their job and workplace. Hence employee satisfaction is the expectations of an employe e about workplace and attitude towards his job. As a result, job satisfaction is a function of the extent to which ones needs are satisfied in a job (Togia et al., 2004).Considering the different definition of employee satisfaction author argues that expectation can vary from employee to employee from monetary gains to career advancement. Depending upon the needs of the employees, organisations carry out the motivational training program. In this modern time various hospitality industry are concentrating more on HRM i.e. Human Resource Management. Different HRM policies consist of various techniques. In one of the similar research carried out in UK comprising of four organisations showed the link between employees perception of these high commitment performance management practices by HRM and their commitment towards an organisation. The research carried out in UK consisted of 524 questionnaire responses collected from four organisations. The findings in the research clearly posit t hat there is a strong relationship between employee perception on HRM practices and their commitment towards the organisation. The performance of the employee is elevated when there is a trust on HRM policies and employee pursue it as fair (Farndale et al., 2011p.16).HCPM (high commitment performance management) practices achieve their goal of higher commitment provided the practices followed are perceived to be fair by the employees which in turn benefits the overall performance of the organisations (Dirk And Ferrin, 2001 cites in Farndale et al., 2011 p.16). HCWPs should therefore include performance management elements which allow employee engagement (Gardner et al., 2001 cites in Farndale et al., 2011 p.16) and prospects for development, but it also needs to be made on procedures and interactions that are considered fair by employees. Now, the author would like to add that since employees make most important aspect of any organisation, so definitely all the HRM practices put for ward should be benefiting the employees rather than just profitability of the organisation. Having said that, HRM practices should also be pragmatic enough to avoid overdoing of any procedures or practices. The core Motivational idea related with HRM performance research is simple and intuitive. If the people enjoy the work they are given and they do the work with full of their abilities and work harder, they will be motivated to perform at a higher level when given the opportunity to do challenging and enjoyable work. Employees want challenge and personal growth (Walton, 1972.p.71 cites in White and Bryson, 2011.p.4). McDuffie (1995, p.201 cites in White and Bryson, 2011.p.4) argues that employees will only offer discretionary effort if they believe, among other things, that the company will make reciprocal investment in their well-being. Furthermore, another author Appelbaum et al.(2000.p.46 cites in White and Bryson,2011.p.2) posits Jobs that are challenging and make use of worke rs skills are intrinsically rewarding. As HRM is designed to provide jobs that are more satisfying and involving for employees it is natural to assume linear increments in motivation as with Appelbaum et al. (2000.p.46).But authors like Becker and Huselid (2006) and McDuffie (1995) put forward views which are contradictory and they said at after certain level of threshold point the motivation of employees follows a non-linear effects. A contrary view adopted by Marxian labour process theorists is that HRM implies labour escalation and that can have negative incremental effects (eg.Ramsay et al.2000 cites in White and Bryson, 2011.p.3).Finally there is the non-linear model of Godard (2001) where HRM initially has positive effects but at later stages turns negative at high levels of implementation due to work strain. Here author argues that although HRM practices are very much necessary for any organisation and in order to reap profitable results it should strongly signal employees. H RM practices should not be confined to only on specific opportunities for employee participation and personal development but also whether the HRM practices helps in total transformative development that conjures employee identification. 2.3 FACTORS AFFECTING EMPLOYEE MOTIVATION As we saw in research done by Kovach, Charles and Marshall, Simon and Enz that there are many factors which affect employee motivation and satisfaction. These factors keep on changing depending upon the needs of the employees at different time. As Maslow in his famous theory said that the human needs are divided into five basic needs. Then Herzberg came up with dual factor theory stating that man has two sets of needs one of an animal to avoid pain and another of a human to grow psychologically. During all these after much empirical research it has been found that there are many factors which affect employee motivation. In order to measure job satisfaction and motivation of an employee, its very important to measure different facets of the job which is generating employee motivation. Now, Facets of job satisfaction can involve any aspect of the job such as pay, colleagues, supervisors, organisational factors and work conditions (Coomber and Barriball, 2007 cites in Akman et al., 2011 p.677). Pearson (1991 cites in Akman et al., suggests that the employees wait for their job to provide a combination of features (e.g. pay, promotion and autonomy) for which the employee has certain favourable values. Furthermore, while discussing the factors Luthans (1992 cites in Akman, 2011.p.677) posits five factors which affects the employee motivation. These factors are pay, job characteristics, working conditions, management politics and working colleagues. While pay was considered as external factor by Luthans (1992) other factors like job characteristics have been defined as internal factors (Rose, 2003 cites in Akman, 2011.p.677). Mcafee et al., (1995 cites in Akman 2011.p.677) investigated effects of discretion, result feedback and process feedback on employee job motivation. It was found that only discretion and result outcome doesnt affect employee job motivation but it is very necessary to give them process outcome also. Drummond and Stoddard (1991 cites in Akman 2011 .p.678) add to the discussion that employee satisfaction contains an evaluation of various features of the job. These characteristics are working conditions, pay, and relationships with colleagues and supervisor, organisational policies and nature of the work itself. When talking about characteristics of job like working hours, It has been proven in the research that employees who get flexible working hours are more happier and content and they give back more to the organisation. Berg et al., and Dockery (2004,2005 respectively cites in Atkinson and Hall,2011.p.101) posits that flexible working hours helps to promote active states such as being pleased and cheerful because they feel that they are treated well. It also helps to generate passive state which reflects in feelings like contentment and calm, since there is reduction of work-life stress and this all was possible because of flexible hours provided to the employees. Furthermore author adds to the discussion that if the employees are happy, it shows in the overall productivity of an organisation. Basically it is a two way effect if the employee feels that they are taken care of by the organ isation, employees tend to reciprocate this gesture by generating revenue or profit. Management has to create trust among the employees which is another factor that is important for employee motivation. Various people investigated about employee motivation and job satisfaction and among one of them were Kazemzadeh and Bashiri (2005 cited in Akman et al., 2011.p.678) who identified ten main groups which are as follows: Management and personnel relationship. Relation between employees. Employees job satisfaction. Education. Wage and salary. Other welfare facilities. Employees commitment. Job promotion. Performance. Organisations systems and processes. Another author named Bodur (2002 cites in Akman et al., 2011.p.678) suggested that work content, age, gender, educational level, working conditions, location (rural or urban), co-workers, salary and working hours are some of the factors related to job motivation and satisfaction.Kuo et al.,(2010) cites in Akman et al., (2011,p.678) that both job characteristics and employee empowerment are important factor in order to maintain high employee commitment and loyalty towards the organisation. Taking the research even further Jun et al., (2006) investigated direct and indirect relationships among top management commitment, HR-focused TQM practices, and employee satisfaction and employee loyalty. They found a strong relationship between TQM practices and job satisfaction loyalty. Author would like to add further that factors affecting employee motivation can differ from employee to employee depending upon their needs and desires. For e.g. one employee is looking for monetary gains then mon ey will be motivating factor for him and if another employee who is looking for career advancement then promotion and rewards, recognition will be motivating factor for him. 2.4 RELATIONSHIP BETWEEN EMPLOYEE MOTIVATION AND LOYALTY TOWARDS ORGANISATION Loyalty is an emotional state it signifies the relationship of an employee with the organisation for which they work and that has implications for their decision to remain with the organisation (Allen and Grisaffe, 2001 cites in Akman et al., 2011.p.682).According to another definition loyalty means as attachment to the organisation specially when one is having strong believes in organisational goals and values and has a strong desire to maintain membership of the organisation. Furthermore Becker et al., (1995) defined loyalty in Akman et al., (2011.p.682) as a strong desire to be a part of the organisation and put high levels of effort for the sake of an organisation and definite belief in the goals and values of the organisation. Thus, loyalty is strong belief in goals and values and a desire to be a part of the organisation. Chen (2006) cites in Akman et al., 2011.p.682) that while job motivation represents an effective response to specific features of the job with proper attitude, employee loyalty is in effective response to the whole organisation. Furthermore, empirical evidence suggests that employee motivation and satisfaction are precursor to organisational loyalty of employees. This suggests that organisational loyalty of employees develop from job satisfaction and motivation and which nullifies the effects of staff turnover. Also, author will like to add to the discussion that loyal employees help in organisations growth as they believe in goals and values of the organisation. This also reduces the staff turnover issue leading to high profitability by saving money on recruitment and training of staff. 2.5 LINKAGE BETWEEN EMPLOYEE MOTIVATION AND ORGANISATIONAL PERFORMANCE For any organisation its employees are the major assets to look for. Employees are the people who help the organisation grow in terms of profitability and revenue. In order to keep the employees motivated HR has a major part to play. One of the first empirical studies carried out to show the linkage between Employee motivation by HR and organisational performance was done by Arthur (1994). Arthur in his study posits that the explicit sets of HR policies, practices and systems that were designed to enhance the employee commitment (e.g. empowerment, due process, high wages and benefits, etc.) was linked to three proficiency measures of firm performance (i.e. productivity, labour efficiency and staff turnover).A similar study was carried out by Huselid (1995) a year later which showed a similar sets of 13 of HR practices known as high performance work system, was related to both efficiency (i.e. employee turnover) and financial measures (i.e. sales, profit, and market value) of firm per formance. There were many studies which were carried out after that which highlighted the important relationship between employee motivation by HR and firms performance. Furthermore author adds to the discussion that although initially efforts broadened the understanding of about this important relationship, a number of scholars challenged the authenticity of the research. One of the most commonly voiced concerns was that most of the research till date used cross sectional research design (Gerhart et al., 2000 cites in Tracey, 2012. p.910). But research has proved that the relationship between employee motivation and firms performance cant be denied. As one the studies carried out by White and Bryson (2011) posits that if the employees believe in the HR policies and practices they feel motivated and it reflects in their work which leads to higher productivity. 2.6 DIFFERENT MOTIVATIONAL THEORIES USED IN HOSPITALITY SECTOR There are several motivational theories which are used in hospitality sector to improve the employee motivation. Author has briefly evaluated few of them in the below tree diagram. (Created by author adapted from Vellnagel 2012) Furthermore, the difference between the content theory and the process theory is that content theories focuses on factors which leads the individual feel motivated within inside whereas process theories concentrates on the dynamics of motivation and how it takes place. Content theory consists of: Maslows needs of hierarchy theory. Hertzbergs two factor theory. Achievement motivation theory. ERG theory. Process theory consists of: Vrooms Expectancy theory. Goal setting theory. Adams Equity theory. Porters Performance Satisfaction Model. As the concept of motivation is very broad and since it would go beyond his scope of work author has liked to discuss and analyse only selected theories of motivation in the research. 2.6.1 CONTENT THEORIES The content theories supposed that all the individuals have same sets of needs (Fincham, Rhodes: 2005 cited in Vellnagel 2012).They gave importance to the reasons for motivated behaviour (Tosi, Mero, Rizzo: 2000, p.129) of individuals. The most famous of all the content theories are Maslows hierarchy of needs(1943),Hertzberg two factor theory(1959),the job characteristics approach(Hackman,Oldham:1980) and McClellands achievement power theory(1961). 1. Maslows Hierarchy of needs theory The most simple and well known motivational theory was put forth by Humanistically oriented psychologist Abraham Maslow (Arnold et al, 2005.cited in Vellnagel 2012).In 1943 Maslow put proposed a theory of humans function namely according to the sequential hierarchical order of the development of five basic needs (Latham, 2007. cited in Vellnagel 2012).According to Maslow if any of these needs are fulfilled then the individual goes on to fulfil the other needs. If the all the needs are satisfied then the level of motivation goes down. 2. Hertzbergs two factor theory In 1959, Hertzberg proposed a theory on his findings that the man has two set of needs, one of an animal to avoid pain and the other of a human to grow psychologically. These findings led him to put forth a dual theory of motivation which is being used for management training and work motivation program worldwide. This theory critically analyses the factors which makes the employee feel happy at work and leads to job motivation and these factors were called motivators for obvious reason. These motivators are intrinsic factors which are directly affecting the inner feelings and self-esteem of the employees (e.g. Career advancement, achievement, work itself, responsibility, job growth).On the other hand factors which lead to job dissatisfaction are extrinsic factors and are related to external working conditions, relationship with colleagues and supervisors, wages, personal life and these are called hygiene factors. (House, R.Wigdor, L.2006) 2.6.2 PROCESS THEORIES The process theory aims at the identification of relationships among dynamic variables which make up motivation (Mullins, 2001.p.237).They look at mental processes which cause the motivation in an individual. The process theory is all about how behaviour is being created. There are various classical process theory like Adams Equity theory (1963), Expectancy theory by Vroom (1964), Lathams and Lockes goal setting theory (1984). 1. Adams equity theory An American behavioural psychologist named John Stacey Adams, proposed the Equity Theory in 1963 which is possibly the most readily understandable psychological process(Riley,2000.p.26 cited in Vellnagel,2012).Equity theory aims at an individual feelings of how fairly he has been treated in comparison to others. According to this theory people develop a belief of what is fair reward for ones job contribution that is an exchange. Most exchanges involve a number of inputs and outcomes. People compare the exchanges with their employer to exchanges with other insiders and outsiders. If an employee then believes that he is unfairly treated then he will seek justice. 2. Vroom expectancy theory A sophisticated theory of motivation was put forth by Victor Vroom in 1964 and it focuses on the concept of expectancy (Van der Wagen, Davies.1998, p.31 cited in Vellnagel.2012).Instead of aiming on the factors of work which maintain and energize behaviour (Latham, 2007.p.44 cited in Vellnagel, 2012).The theory was inspired on thoughts that a individuals activity leads to a certain behaviour and then this behaviour leads to a certain result. Vrooms theory consist of three variables which are expectancy(E),instrumentality(I) and valence(V) due to which it is also called as the valence-instrumentality-expectancy theory. Both expectancy and instrumentality are possibilities or probabilities. It is about what the individuals estimates to be the likelihood of good performance leading to valued rewards, and of effort leading to good performance. The product of the three variables equals the force (F) of an individuals motivation to perform. Therefore F=E*I*V FINDINGS In order to find the research study satisfactory an overall practical approach of all the four motivational theories should be considered. Maslows theory was one of the basic motivational theories but it was also one of the most criticised theories. The reason was because it was vague and didnt predict behaviour; also it was based upon the socio-philosophical approach reflecting only middle class of white Americans from mid twentieth century (Buchanan,H,2010.p.269).It should also be noted that even though Maslows theory was criticised but this theory has huge influence on todays management practice. The two factors theory put forth by Hertzberg was another motivational theory which was not spared from criticism. Its believed that there might be a gap between what people think motivates them and what actually motivates them. People could relate their success to their personal efforts and blame people or the organization for the failure. However, the two factors theory describes the employees needs and also the rise in motivational level after the redesigned job (Fincham, R.2005.p.200). The two process theory are good but not good enough. The best Adams equity theory is best when comparing salaries. As it is well known fact that money can be measured but education. Knowledge, training and effort are not measurable. Same can be said about the Vrooms theory of expectancy, after a critical analysis its been found that Vroom theory is a nice mathematical approach but when it comes to identifying and quantifying the expectancy of a certain motivation to a task, it is becomes very complicated and also the practical approach is very low (Fincham,R.2005.p.209 et seq.) 3. METHODOLOGY 3.1 Introduction This part of the research concentrates on the methods that need to be adopted in order to conduct the research. Research can be defined as the systematic approach of seeking solutions towards a problem. Research comprises of investigation, recording and analysis of evidence for the sole purpose of gaining knowledge. Every research has this issue of choosing the most appropriate method so that the objectives

Essay --

Scott Weaver GHS 205 06 11/29/2013 Medicine in China Chinese medicine has a tradition dating back thousands of years, but in recent years it has changed drastically. The influences of Western medicine, Communist ideology, and other government policies have been the force behind this evolution. Since 1950, Chinese medicine has been standardized and transformed into a mostly state-run program that integrates both traditional Chinese medicine and the more scientific, modern style of Western medicine. During this transition, traditional Chinese medicine struggled to find its place in the new Communist society. Today, multiple medical techniques have been blended together which allow the Chinese to receive top-notch healthcare, while retaining their culture and tradition. Medicine in China has been practiced for thousands of years. Archaeologists have found traces of Chinese medicine dating back to the 16th Century B.C. during the Shang Dynasty. "In Shang era ruins, scholars found particles of seeds still used extensively in Chinese medicine and stone-crafted instruments resembling surgical tools. They also found the first medical records on oracle bones" (Medical Journal). Traditional Chinese medicine combines multiple methods including herbal remedies, acupuncture, cupping, moxibustion, and mind-body therapy. Chinese medicine was highly connected to the spiritual world. Chinese medicine is based on "the ancient Chinese perception of humans as microcosms of the larger, surrounding universe—interconnected with nature and subject to its forces" (NCAAM). Concepts from Daoism, Confucianism, and other schools of Chinese thought found their way into the philosophy and theory of medicine. "Qi, for example, which meant air or breath, ca... ... to practice using Western medicine. When interviewed, many doctors have come to find that "if someone died in your care and you had relied on Chinese medicine alone, no authority would defend you against accusations of neglect. If you used only Western medicine, no one would dare blame you". In China, patients are given many treatment options, and it is ultimately up to them to decide their preferred treatment. This dynamic of multiple healthcare practices is unseen in the rest of the world. In all, Chinese medicine has changed rapidly throughout the last sixty years. The influences of Western medicine and Communist ideology have created a plural healthcare system which is nonexistent in the rest of the world. Medicine in China has become more modern and scientific, while at the same time retaining the culture, traditions, and philosophies of the Chinese people.

Academin Excellence Guarantees a Successful Life

VIVIEN KHOR WEI WEN H3P5 Academic excellence guaranteees a successful life. Do you agree? Human beings are creatures than can be influenced easily,they tend to follow what others are practising. The current world has defined that people should be judged based on their academic excellence, and it has caused an obligation among people to strive towards academic excellence due to the higher demands of top achievers in the career world. However, most of us have neglected the fact that academic excellence is not the sole factor to determine one’s future.What is the use of academic excellence when the person does not even possess the knowledge of basic living and surviving skills? Henceforth, I staunchly disagree with the statement that academic excellence guarantees a successful life because basic living skills , disicpline and also the maturity of a person determines his or her survival in the rat-race world. To elucidate explicitly,we first have to know what lies in the phrase â €˜basic living skills’.Basic living skills are fundamental skills that humans need and have to pick up in order to support themselves in terms of their well-being. They are one of the prime factors that determines one’s success. To be precise, basic living skills comprise skills like cooking,doing housechores,repairing some simple electrical appliances,and much more. Henceforth ,basic living skills are essential in human’s lives because they act as the assistants for homosapiens to cope with life.Academic excellence doesn’t guarantee that you are actually a versatile and systematic person. It only tells the world that this particular person is smart and this person,is eligible to be in the intelligent cliques. Coming to realisation,the government has actually made some changes in its education system by adding in Basic Living Skills as one of the compulsory subjects in schools in order to expose the students towards mastering basic living skills. This has once again proven that basic living skills play an important role in everybody’s life.We do not deny that academic excellence is important,but it is not the sole factor to guarantee one’s success in the future. A person who maters basic living skills are more systematic and creative when it comes to problem solving circumstances as they learn from their past experiences , but not from the books. In contrast,when a person pays his attention only on academic excellence,he might be able to answer complex mathematics questions and aces in his examinations, however there is a big possibility that he doesn’t even know how to change a bulb.Thus, to climb up the staircase towards success, the first step is to master basic living skills. Moving on,people nowadays are indoctrinated with the mentality of to be outstanding,academic excellence comes first. Well,yes. All of us think the same way,academic excellence actually promises a higher salary,a better working enviro nment, and of course a pretigious job too. However,most of us do not realise that the indoctrination of this mindset has actually caused a rupture in mentality of the people,especially teenagers ,who are the future backbones of the country.Rather than focusing on their own character building,students nowadays tend to insert maximum attention towards their studies ,which consequently has affected their discipline. By just flipping throught hr newspaper, we can see a cornucopia of reports and articles which are centered towards this issue. There are a lot of excellent students out there who get expelled from school due to their serious disciplinary problems. And thus, to gain success, we have to first discipline ourselves whilst acing in the examinations as success comes from discipline.Ironically, if disciplined people don’t exist, there might be much more crime in the white-collared career world, which will lead to the downfall of the country. Looking at this issue from a dif ferent perspective, the maturity of a person is also one of the other key role that determines one’s success, apparently, it is more important than academic excellence. Maturity refers to the way of how people deal with things and accept life the way it is. For instance, a matured people would perceive difficulties and putting it into practice, because he or she knows that it is the best way of solving the problem.However ,an immature people would just practically give up and blame everyone for the unfortunate encounters. Try flipping through the pages of your newspaper, there is always news reporting about the suicide of an academically excellent student due to the failure of coping with study stress and peer pressure. This has clearly shown that scholars nowadays are too narrow minded and pessismistic when problems arise as they lack of exposure in life due to the long hours of studying to obtain academic excellence for the sake of leading a successful life in the future.Ho wever, they have totally neglected the fact thatthey themselves,need to go out and see things and gain knowledge which would help them to deal with problems in life in the future. There is a saying goes, â€Å" If you fail to plan, you plan to fail â€Å". To guarantee a successful life, good plannings are essential in order to make things flow systematically. To plan well, you first need to have a matured mind. As an analogy, academic excellence is the lock towards a successful life, but the key that unlocks it is the maturity and mentality of a working adult.Henceforth , maturity definitely plays a more important role in determining a successful life compared to academic excellence. As a versatile person, we need to be aware that academic excellence is not everything in life. Failing in exams does not mean that you are going to fail in life. There are more things outside to be explored compared to the thick reference books, so why not give yourself a chance to explore the world and build up your own character and morality in order to become a better person.Academic excellence does play an important role in life, but there are a few more elements that we need to focus on in order to gain a successful life. In other words, a successful life is determined from many aspects as each and every elements of life contributes to the success of a person. Academic excellence can only guarantee a brighter future, but not necessarily a successful life, as it can only be achieved when a person is versatile, discipline and owning a matured mind. Henceforth , humans need to open up their minds and try to look at life in a different scope,if they are strong-willed enough to achieve a successful life.

Valencia College Exploration Paper

My education is my best and only way to make my life work right. I am now currently going to Valencia College working towards my Associate Degree in communications. My current major is Communication, although Broadcast Journalism is what I will most likely pursue for my Bachelor Degree. Communication/Broadcast Journalism is one of the most important careers today. Today, broadcasters are used in almost every aspect of our lives: radios, television, telephones, and the newspaper. The college that I plan to attend after I obtain my A. A. Degree at Valencia is the University Of South Florida (USF). Continuing my education is important and absolutely necessary to my personal as well as life-long career goals. The university that I plan on attending after graduating from Valencia will be USF. When I transfer to the University of South Florida I will continue my degree and maintain working. Valencia is a great place to begin, but I feel to become successful in my career I need to graduate with a degree from a university. The University of South Florida has approximately 58,000 students and a total of 2,123 faculties which makes the ratio of student/faculty 19:1. As one of the nation's best universities, USF is a much diversify college. USF offers strong factors in drama/theater group, student-run newspaper, radio and television station, choral group, marching band, student government, campus activities board, USF ambassadors, student admissions representatives, national fraternities, national sororities. The university also offers many graduate programs leading to masters and doctoral degrees. USF is about 72 miles from my location in Kissimmee. USF provides on campus housing with a capacity of 1,948 students therefore I will be either living on campus or apartments close by. There are students that live in traditional-style halls, suite-style halls, apartment communities, and unique communities. The five aspects of this university that interest me are: late-night transport/escort service, multicultural student body, easy access to and from home, many programs to participate in, and of course intramural sports. As with all colleges, transferring students have a great chance of getting accepted, rather than freshmen students who directly applying. The reason for this is that most core classes or prerequisites can be taken at another university and then those applicable credits may be transferred. The prerequisites that I must take before entering to USF to pursue my B. A. Degree in Broadcast Journalism are: 9 hours of Communications (ENC1101, ENC1102, and SPC1608); 9 hours of Humanities; 6 hours of Mathematics; 6 hours of Science; and 6 hours of Social Science for my basic classes. Three of these prerequisite courses are: Communication, Math and Humanities. I will need to have a minimum of a 2. 5 GPA as well as any other basic transfer requirements to be accepted into this program. I have a restricted access major which means I must meet the requirements for entrance to my major. It’s not open to all students but only those who qualify. The steps that I will need to take to help myself transfer from a 2-year college to a 4-year university. Before completing my A. A. Degree I will meet with a counselor or advisor for graduation check and complete an application for graduation. Second I’ll complete an application for admission to USF and submit my application and promptly follow up on my application status. Third ensure all transcripts are sent from all current and prior colleges and ensure final transcript is sent after term completed. Then I’ll complete and finalize all financial aid information to be sent to USF and if required submit all scholarship information on applications. Last but not least finalize my acceptance to USF, fulfill any other requirements to my program, and then be sure to make it on time for orientation to my 4-year university. The total amount of my educational expenses at the conclusion of my bachelor's degree including expenses from my 2-year university roughly totals $25,000. At USF financial aid is applied for just as when I applied to Valencia. All financial aid forms are processed online, and you may even seek advising by a financial counselor. Once all papers processed and finalized then you will receive your grant or scholarship determined by the school. Other ways to pay for your expenses are taking out private loans, using school subsidized loans. Most students usually work and pay their way through school another way is applying for scholarships. USF offers all types of scholarship that is eligible for me the top five that I’ll apply for are: The USF Endowed Scholarship, John and Grace Allen Endowed Scholarship, Johnson Scholarship Foundation Endowment, Sweetbay Endowed Scholarship Fund of Excellence, and USF Transfer Student Achievement Scholarship. Once I have graduated with my Bachelors of Arts in Broadcast Journalism from USF two careers I would like to pursue are broadcasting sports, or a professional basketball player. The career I would most likely pursue after graduation would be as a Broadcast Journalism. The reason I would pursue a Broadcast Journalism in sports to be honest my dream is to make to the NBA, but I’m thinking reality even if I play college basketball doesn’t mean I’m going to get drafted so all that am left with is me pursing to become a sports analyst. Broadcast news analysts inform the public about news and events happening internationally, nationally, and locally. They report the news for newspapers, magazines, websites, television, and radio. A couple of their duties are to research topics and stories that an editor or news director has assigned to them, interview people who have information, analysis, or opinions relating to a story or article, and review articles to ensure their accuracy and their use of proper style and grammar. The expected job outlook with this career according to the Occupational Outlook Handbook is: Employment of broadcast news analysts is expected to grow by 10 percent from 2010 to 2020, about as fast as the average for all occupations. Growth is expected as news agencies prefer news analysts over traditional reporters to provide insight and commentary about the news. Employers generally prefer workers who have a bachelor’s degree in journalism or communications and have experience from an internship or from working on a college newspaper. The expected annual salary for a Broadcasting News Analysts as projected by The Occupational Outlook Handbook is $54,140. The person I interviewed was Professor Holmes Dubois, who is a speech teacher at Valencia College and I made contact with her through person. Ricardo Villiers 1. What experience or knowledge is required to do your job? Professor Holmes Dubois: Currently I have a master degree in English and Communication. To be a speech teacher you must have a Master Degree and 18hours credited to you. Ricardo Villiers 2. How do Valencia’s Competencies (think, value, communicate, act) apply to your career? Professor Holmes Dubois: Communicate and Act is the most important because I teach my students orally and in Public Speaking class they have to act to deliver the speeches so it’s not all about writing. Ricardo Villiers 3. What types of projects, assignments or deadlines must you meet each day (A typical day on the job)? Professor Holmes Dubois: I have to answer to a lot of student’s emails, grade a lot of papers, service of committees, plan class activity’s, and mentor and give advice to adjunct faculty. Ricardo Villiers 4. Does your job require overtime and what is your work schedule? Professor Holmes Dubois: Well there’s salary pay here at Valencia so there’s not overtime you work until the work gets done. I have to be here for class, office hours, and meetings if anything I can work at home so it’s very flexible. Ricardo Villiers 5. What preparation or courses did you find necessary or helpful upon entering the job? Professor Holmes Dubois: NONE!!! Ricardo Villiers 6. What is the biggest challenge you encounter? Professor Holmes Dubois: The biggest challenge I have encounter is student’s that are not motivated!!! Ricardo Villiers 7. What piece of advice would you give someone considering entering this occupation? Professor Holmes Dubois: Don’t think you’re going to change the WORLD!!! 8. Describe a minimum of 5 characteristics about this person’s job or work environment that interest/or doesn't interest you? The work environment is private, don’t like grading papers, the hours are very flexible; don’t want to work around students, not interested in teaching speech. To sum it all up writing this paper open my eyes and made me realize what I have to get done if I really want to be successful. I have been given the opportunity to choose my direction in life. If I really want this really bad I have go get it because it’s not going to be given to me, all I have to do is stay focus on the prize. Problems are going to be in my way that I will have to overcome through my lifetime. I’m going to take responsibility for my actions, to become a real winner in life. This paper guides me to make a successful turning point to a four-year university and then onto my career. If I decide to think about changing my major I know that I will not stray far from anything related to Sports. I want to be a part of sports so I’m going make it a part of me.

Role of Hrm in Manufacturing Company Essay Example

Role of Hrm in Manufacturing Company Essay Example Role of Hrm in Manufacturing Company Essay Role of Hrm in Manufacturing Company Essay ASSESSMENT 2: ESSAY This essay will evaluate the role of Human Resource Management in a manufacturing company. This will include a critical assessment of three functions being Recruitment, Selection and Employee Turnover function which are vital to the achievement of estimated goals. Being appointed as the Head of HRM by the General Manager of ABC company, certain problems are to be addressed such as poor matching of new personnel to their job and rising levels of staff turnover. This essay will also point out certain aspects and changes which may be required by the company to retain employees reduce cost and increase profitability if considered. The main aim of recruitment is to ensure that the organization is adequately and effectively staffed at all times. The next step involves matching the suitable applicants to the jobs in the organization followed by the selection function. It is mandatory for Organizations to make the best of their recruiting practices because, in today’s increasingly market-based human resource management (HRM), effective recruitment is likely to be the ‘most critical human resource function for organizational success and survival’ â€Å"(Taylor and Collins 2000: 304). Another definition that throws light on the essence of Recruitment can be quoted as ‘those practices and activities carried out by the organization with the primary purpose of identifying and attracting potential employees’(Barber 1998 : 5). This definition highlights the important difference between two HR functions that are difficult to distinguish, namely recruitment and selection. An Overall recruitment policy and a number of processes need to be in place to determine overall outcomes for the organization before effective recruiting can take place. Recruiting should always involve analyzing the position to be filled, the person to fill it, writing a job description and person specification, and analyzing the organization’s short, medium and long term needs and goals. It is essential that the requirements of the job are thoroughly understood through the process of job analysis. The success of recruitment can be measured in terms of diversity. For example, Bola M. Ogun (2004) examined the positive effect of encouraging diversity in the workplace wherein the best would be recruited not only to complete the task in hand but also add to the competitive advantage of the firm. In order to sustain long term profitability and growth, the firm should invest in assessment and retention of personnel. Authors have argued that organization-employee fit is a two-way street and thereby understanding, effective communication and rewards are the important issues to be addressed here. Another type of explanation is the positive effect of recruitment on the profitability of a firm. For example, Terpstra and Rozell (1993) argues that the firms that analyzed recruiting sources for their effectiveness in generating high-performance applicants had greater annual profitability especially in manufacturing industries. They suggest that this in depth analysis has a positive effect with generating profit in the industry. It would appear that Terpstra and Rozell’s explanation cannot be accounted for the cost involved in taking a decision to choose among the recruiting sources in consideration of the performance, culture and diversity. There is however, a positive relation between the annual profit and the budgetary cost to be incurred in the analysis. Another type of explanation is one that produces no connection between recruitment function and a Profitable organization. For example, Rynes and Cable( cited in Recruitment Strategy,2007) argues the absence of any studies investigating the effect of the fit between recruitment and organizational effectiveness and descriptive research can be used to speculate about the possibly strategic imperative of such context-aligned recruitment practices. The problem with this argument however, is that it does not consider the fact that recruitment process is part of the cycle of an effective and efficient organization in terms of tapping into the market for qualified personnel. In addition, Barber and her colleagues (1999) argues that the organizational size determines recruitment success. This may be due to the fact that the Recruitment and Selection function would be scrutinized from the beginning as re-hiring and re-training of new employees can be costly and ineffective for large industries. It is safe to point out that the work in large especially manufacturing industries does not require exceptional skill. However, Job security might be an issue if legal requirements are not fulfilled. It is worth pointing out that human resource management supports goals pre-determined by the organization by providing crucial services for the benefit of the personnel in the organization. This can be explained by an example, Koch and McGrath (1996) argued how the capital intensity of a firm might positively interact with HR (including recruitment) planning to bring about increased labor productivity. Koch and McGrath are right; however it is necessary to stress the importance of recruitment planning and assessment in capital-intensive industries. Prior to recruiting, the company should ensure that labor laws, laws on dismissal and legislation are complied with. In HRM, the Selection function is by far the most challenging task to be carried out on the basis of effective principles. Human Resource function can provide value to an organization in cognition to the objectives of staffing and personnel placement and making available specific human resources guiding principles, processes and techniques, directed towards the accomplishment of these objectives. In order to determine the extent of ‘fit’ of personnel in the organization, provide standards to base and evaluate the capabilities of applicants and scrutinize the selection process clear and specific objectives for selection and personnel placement are required. The company image can play a major role during the selection process. An applicant’s view point of the firm also matters during the procedure as a positive or negative image of the Firm becomes viable. Final selection can be made more reliable by regularly reviewing the recruitment procedure. In order to deal with problems during the process, Reference and credential checking are effectively carried out. To select the right person considered fit for the job, HRM is required to conduct a Job Analysis which refers to the identification, collection, synthesizing, understanding and application of job related data. The job analysis process has three pivotal components based on its outcome for both the manager and employee. These elements include Job profile, Job requirements and People relations. The key to achieve consistent quality and productivity is to provide a feasible working environment to the employees. The overall culture of the organization is connected to its employee satisfaction, performance and turnover. Turnover includes both Voluntary and Involuntary Turnover. The main cause of voluntary turnover or the need to quit can be due to the receipt of negative feedback in informal performance check by the management or threat to job security. Involuntary instances occur when the employee has no say in the termination of his duties. Although it is unrealistic to achieve a turnover of zero percent however, a high turnover can have a negative effect on the organization as it is the case of ABC company. There can be a number of causes to a high turnover, although in this case it can be on the grounds of the existence of a communication gap between the manager and the newly hired personnel. For example, Mushrush (2002) argues that causes of turnover are varied which may include, â€Å"high stress, working conditions, monotony, poor supervision, poor fit between the employee and the job, inadequate training, poor communications, and organization practices† . As a result of this, the manager has a duty to ensure proper training and development and a feasible working environment is provided. Moreover, an Overview of Employee Turnover Research (2006) indicates that there are costs involved in replacing existing employees, recruiting replacements, new-hire training and unemployment insurance which can be of a prime concern here. Although our main focus is to retain new employees, there is a possibility of employees abandoning their jobs due to a time lag between identifying the appropriate role of the employee and re-training him. Retention, not only includes re-training and analyzing roles but also reassuring the employees of the company. As illustrated by Levine, fear of losing one’s job can be categorized as another cause for turnover wherein constant encouragement and support from the management is necessary to prove that â€Å"their career is not at risk by staying with the company† (n. d) A company that understands the needs and reasons of its employees are more likely to reduce turnover and save cost on re-hiring. However, it can be argued that the high staff turnover may be a product of the conduct of the employees as well. For example, Meyer, Stanely, Herscovitch, Topolnytsky, (2006) argues that an individual can have an impact on the turnover rates by putting forward â€Å"unrealistic expectations† or lack of performance. Meyer et al. (2006) offers a valid explanation in terms of examining every aspect of the abnormal rise. The obvious way to reduce turnover would be to instill flexibility, training and reducing the communication gap within the organization. Employees are to be reassured and retrained in this case to fit their qualities with their roles. There is a strong requirement for investment in training which is supported by Zig Ziglar who emphasizes that â€Å"When an employer invests in employees with training, they return with more productivity and more loyalty† (Love, 1998). As a result of this, the organization along with its personnel grows in a productive manner. Being the HR manager, for ABC Company a solution is to be sought out to deal with the HR functions at a policy level and actual HR level. Human Resource strategies are required to ideally suit the needs of the manufacturing company. Inconsistent application of HR policies can leave the organization open to legal challenges, increased costs and turnover along with reduced morale. There is evidence of poor matching of skills of new employees with their work roles. To face this problem head on, an accurate account of employment data for all the employees in the organization is to be maintained. This can be owed to the unawareness of the entity of its current staff needs and skills. At a Policy level, a strategic change outlining the objectives of the organization and consequential imbalances in skills to job of personnel is to be identified wherein at an actual level, maintenance of promotion potential, experience information and career data of personnel would act as a source for identifying shortages and surpluses in the operational plans of the organization. Action plans that include training and development, relocation and time frame for implementation are devised. These Action plans are then required to be monitored to ensure achievement of pre-described goals. The Recruitment function would help in attracting the qualified personnel considered ‘fit’ for the job in the organization. At a policy level, internal versus external recruitment and agencies can be considered to find the right personnel to match the job requirements. At an actual HR level, cost of further recruitment might be unnecessary however, effective communication of the recruiting function to the authorized persons of the organization can provide a strong foundation to avoid future problems. Identification of the roles of the current personnel along with a written description of the job process, duties, terms and conditions is to be documented and filed. At the policy level, Selection function plays a fundamental role in identifying the key attributes required from a person recruited to fit the job/duty efficiently. Selection can be effectively executed based on the qualities, type and level of work needed to achieve perceived goals of the organization. In regards to the Actual level, the selection function would be based on the documented description of the requirements of personnel available to the recruiters. At the policy level, Employee turnover function can be reduced by the provision of extensive training and development program, fair working environment, incentives and bonuses. At the Actual level, effective communication with the personnel is essential along with providing a feasible and flexible working condition. Rising Staff turnover can be owed to the fact of poor fit of employee with job, poor guidance and ineffective communication of tasks. An extensive training and development program can hone the skills of the required personnel to fit their job It is difficult to offer a stipulated time period wherein the policy goals can be achieved due to an uncertain outlook of ABC Company. However, a written documentation with complete data, qualifications, availability, experience of the personnel and all other relevant data can be completed within a time span of 3-4 months. Moreover, training of the new personnel to acquaint them with the required duties is to be carried out immediately which can be assumed to span once every 3 weeks for a period of 2 months. Extensive re-training can then be provided every 6 months to keep up with technology and development in the market. Apart from framing policies, there is a need to understand the behavior and total outlook of the company. In reference to Labor Mobility in Australia(Refer Appendix 1) Manufacturing Industry has less than 12% of employees shifting from the Industry as compared to Mining which has the highest Labor Mobility of 21. 6%. Keeping this in mind, voluntary turnover might not pose an issue in this company. Employee turnover is beneficial in some companies, however in the manufacturing industry stability in terms of Job performance and Employee satisfaction is beneficial. Finally it is worth pointing out that, according to research, Management must understand the value of quality staffing throughout the organization, and proper care is taken to ensure an individual fit their roles in the organization to ensure long term productivity. This essay also illustrates the importance of HRM to bring about a balance in the organization by increasing staff satisfaction, reducing turnover and increasing organizational productivity. Each policy level and actual level goal has a timeframe for execution which can be accurately estimated after consultation with the Management of ABC Company. REFERENCE LIST Beach,R, Brereton,,D, Cliff,D,2003, ‘Workforce turnover in FIFO mining Operations in Australia: An Exploratory Study’, Retrieved on 24th Oct 2010 from: www. csrm. uq. edu. au/docs/TURN_FINAL. pdf Cable, DM, Turban, DB, 2001, Establishing the Dimensions, Sources and values of job seekers’ Employer Knowledge during Recruitment, ‘Research in Personnel and Human Resource Management’ , Vol 20,pg115-163. Khan, S 1991, Selection and placement, Volume 1,Issue 4 Retrieved on 20th October 2010 Levine, T, 1998, ‘How to Reduce Employee Turnover’ Retrieved on Oct 23rd, 2010 from: nettemps. com/employers/hrcorner/printer. htm? id=21pf=1 Love, T. 1998, ‘Training can Relics [sic] Employee TurnoverReducing employee turnover’. Retrieved on Oct 23rd 2010 from: http://findarticles. com/p/articles/mi_m1154/is_n8_v86/ai_20934425 Meyer, J, Stanely, D, Herscovitch, L, Topolnytsky, L, 2006,‘Overview of Employee Turnover Research’, SIGMA Assessment Systems. Retrieved on Oct 23rd, 2010 rom: sigmaassessmentsystems. com/articles/empturnover. asp Morley,MJ,2007, Person Organization fit, ‘Journal of Managerial Psychology’ Vol 22,No. 2,pp109-117. Retrieved from: www. emeraldinsight. com/0268-3946. htm Mushrush, W. ,2002, ‘Reducing Employee Turnover’-Creating Quality Newsletter, 11(5). Retrieved on Oct 23rd 2010 from: missouribusiness. net/cq/ 2002/reducing_employee_turnover. asp Orlitzky,M. 2007,’Recruitment Strategy’,Oxford Handbook of Human Resource Management,Boxall,P,Purcell,J,Wright,P,Oxford University Press,New York,pp273-299. Tipper,J, 2004, How to increase diversity through your recruitment practices, Vol 36, No. 4 pp 158-161. Retrieved on 23rd Oct 2010 from: www. emeraldinsight. com/0019-7858. htm Zeffane,R. 1994,’Understanding Employee Turnover: The Need for a Contingency Approach, vol 15,no. 9. Zimmerman, RD, Darnold,TC, 2007, ‘The impact of job performance on employee turnover intentions and the voluntary turnover process-A meta-analysis and path model’ retrieved on 23rd Oct 2010 from www. emeraldinsight. com/0048-3486. htm APPENDIX Figure 1: Labor mobility by industry, Australia www. csrm. uq. edu. au/docs/TURN_FINAL. pdf

Whats a Bad SAT Score Nationally and by College

What's a Bad SAT Score Nationally and by College SAT / ACT Prep Online Guides and Tips Have you taken the SAT recently? Are you wondering whether your score is bad? Or maybe you just want to know the score to beat before you take the SAT for the first time. In this article, we'll explain what a bad SAT score is, both in terms of the national averages and the colleges you might be interested in. What's Considered a "Bad" SAT Score Nationally? Looking at the 2018 SAT Total Group annual report, we see that a composite score below 1068 is below average. In terms of the sections, an Evidence-Based Reading and Writing score below 536 is below average, while a Math score below 531 is below average. This means that if you want to be above average nationally, you'll need to beat a 1068 total score. According to the2018 SAT percentiles, any composite score of 920 or lower is in the bottom 25%. In other words, if you score at or below this benchmark, your score is definitely in the low range. (Learnmore about SAT percentile rankings here.) What Do Colleges Think a Low SAT Score Is? While your national rank is important,it’s far more important to think about what your score means in terms of the colleges you want to attend. After all, you take the SAT to get admitted to colleges, so their opinion is ultimately the most important. If you’re above a college’s average SAT score range- even if your score seems low nationally- then your admissions chances won’t be compromised. Conversely, you could have a score that looks good nationally- say, in the 90th percentile (a 1340)- but is far below the ranges of selective colleges, such asthe Ivy League, Stanford, and MIT. As you can see, it'smuch more important to consider SAT scores within thecontext of your target colleges. Now let's explore some score ranges to determine what constitutes a "bad" SAT score at various colleges. What’s a Bad SAT Score for the Most Selective Schools? If you’re aiming for the most selective schools in the country- think Harvard, Stanford, Princeton, Yale, MIT- pretty much any SAT scores that aren’t considered excellent nationally are seen as low. For example, at Harvard, the SAT middle 50% ranges(i.e., the 25th to 75th percentile scores) are 730-800 for Math and 730-790 for Evidence-Based Reading and Writing. That's pretty high! Additionally, since highly competitive colleges routinely turn away applicants with scores within their average ranges, it’s safest to aim for an SAT score in the top 50% of admitted student scores- not just to be within the middle 50% range. In fact, being in the lower half of a highly selective college’s score ranges can dramatically lower your chances of admission. For example, if the school’s normal admission rate is 10% but your SAT score is in the 25thpercentile for that school, your chances of admission are really just 5% or lower. Your SAT composite score should be 1500 or higher (about 750 or higher per section) if you want to be competitive at highly selective schools. Anything below that will significantly lower your chances. Anything below 1400 (about 700 per section) is decidedly low and makes your admission more unlikely. What’s a Bad SAT Score for Selective Schools? Once you’re out of the top 15 colleges in the country, a "bad" SAT score for a school is anything below its middle 50% range. We say "bad" not because the score is necessarily bad on a national scale, but because it could lower your chances of admission. To take one example, let’s look at Boston University. BU is a selective school, ranked in the top 50 nationwide. ItsSAT middle 50% score ranges are 660-760 on Math and 640-720 onEBRW. A bad score would be anything below these section score ranges, or roughly anything lower than a 1300 SAT composite. So even though a 1300 is a strong SAT score nationally (in the top 13% of test takers!),you'd need to get at least that scoreto be competitive at BU. What constitutes a "bad" SAT score at a selective school will vary by college, so look up the ranges of schools you're interested in using our guide below. What’s a Bad SAT Score for a Local State School? If you’re looking to get into a local university or less competitive school,SAT averages are much more forgiving. For example, let’s look at the University of Massachusetts Boston. Itsmiddle 50% ranges are 510-600 for Math and 490-600 for EBRW. Therefore, for UMass Boston, a composite score around the national average of 1068 on the SAT is definitely within range for admission. In other words, there are many universities that are much more forgiving of an average or just below average SAT score. Look up your local schools below using our guide to figure out what their score ranges are. How to Find a College's SAT Score Ranges We've compiled the SAT score ranges for hundreds of colleges and universities nationwide as well as info on their average GPAs and other admissions data. To find a particular college's SAT score ranges for admission, search for "[School Name] SAT scores site:prepscholar.com": The SAT score ranges page should bethe first or second result: Click the link to get not just that school's SAT score ranges but also its average GPA and admission rate.We even have a tool that allows you to plug in your GPA and SAT/ACT scores to estimate your chance of admission. Here is what our SAT scores page for Stanford looks like: How to Avoid Getting a Bad SAT Score Now that you know what a bad SAT score looks like, what can you do to avoid getting one yourself? First, look up the middle 50% SAT ranges of all colleges you're interested in. By doing that, you can figure out the kind of SAT score you'll need to aim for to be competitive at your target schools. If you want, you can fill out the table below to track the 25th and 75th percentile SAT scores for each school you're thinking of applying to: School EBRW 25th %ile EBRW 75th %ile Math 25th %ile Math 75th %ile Composite 25th %ile Composite 75th %ile If you haven't taken the SAT yet or are planning to retake it, your target SAT score should be the upper bound of the middle 50% range of the most competitive school in your chart.As long as you make that score, you'll be competitive wherever you apply. Even if you miss it by a little bit, you'll likely be well within range for most colleges on your list. What’s Next? We’re covered what a bad SAT score might look like. So what’s a good SAT score? An excellent one? Find out here. How do you improve a low SAT score? Get expert tips for bringing up a low SAT Math score. Read our guide to getting a perfect SAT score, written by our resident full scorer. Even if you’re not aiming for a 1600, following these principles will help you reach your score goal. Not sure you can study alone? Consider using the PrepScholar SAT prep program. We take the hard part out of the studying process by analyzing your weaknesses and giving you targeted practice questions. Learn more about the SAT by reading our complete guide to the exam. Want to improve your SAT score by 160 points? Check out our best-in-class online SAT prep classes. We guarantee your money back if you don't improve your SAT score by 160 points or more. Our classes are entirely online, and they're taught by SAT experts. If you liked this article, you'll love our classes. Along with expert-led classes, you'll get personalized homework with thousands of practice problems organized by individual skills so you learn most effectively. We'll also give you a step-by-step, custom program to follow so you'll never be confused about what to study next. Try it risk-free today:

7 Cases for Inserting or Omitting Commas

7 Cases for Inserting or Omitting Commas 7 Cases for Inserting or Omitting Commas 7 Cases for Inserting or Omitting Commas By Mark Nichol Here are discussions of seven types of situations in which the presence or absence of a comma depends on various factors. 1. Word Function Whether a comma follows a word sometimes depends on the function of the word. For example, when now is employed at the head of a sentence to refer to the present time, there’s no reason to separate it from the rest of the statement: â€Å"Now you know.† But when now serves as an interjection to mark a transition or attract someone’s attention, it should be set off: â€Å"Now, have you had dinner?† (That same series of words could be used in a temporal sense, though: â€Å"Now have you had dinner?† suggests that the writer is impatient with the person the question is directed to.) 2. Before Because A sentence such as â€Å"I didn’t want to go because I hadn’t enjoyed myself last time† implies that the writer is explaining that the lack of enjoyment isn’t a factor in reluctance to attend an event; the reason for the reluctance will presumably follow. But if the meaning is opposite if the lack of enjoyment is the reason for the reluctance to attend a comma should precede because to signal that what follows the comma is a dependent clause: â€Å"I didn’t want to go, because I hadn’t enjoyed myself last time† Alternatively, the dependent clause can begin the sentence: â€Å"Because I hadn’t enjoyed myself last time, I didn’t want to go.† 3. Apposition An appositive is a word or phrase equivalent in meaning to an adjacent word or phrase, as in â€Å"She wrote to her brother, John†; â€Å"her brother† and â€Å"John† mean the same thing, so they are appositives, and the comma is necessary to set it off. However, if the woman has more than one brother, write â€Å"She wrote to her brother John.† Similarly, in â€Å"I met the writer, Jane Doe,† the comma is correct only if the writer has been alluded to before without mention of her name. Otherwise, the comma between the appositives suggests that only one writer exists. (And that puts me out of a job.) Even if writer is modified, the meaning differs: â€Å"I met the mystery writer, Jane Doe† suggests a previous reference to two or more writers, only one of whom writes mysteries, whereas â€Å"I met the mystery writer Jane Doe† simply specifies the genre in which Jane Doe writes. 4. Relative Clauses Commas may or may not be necessary, depending on whether each statement in an otherwise identical pair of sentences uses the word that or which: In â€Å"The house that Jack built is falling apart,† the phrase â€Å"that Jack built† is essential to the sentence, which specifies a particular house. In â€Å"The house, which Jack built, is falling apart,† the emphasis is on what is happening to the house, and the identity of the builder is a parenthetical, so the optional information should be bracketed by commas. â€Å"The house which Jack built is falling apart,† without commas, is also correct; it is identical in meaning to â€Å"The house that Jack built is falling apart.† However, the convention in American English is to avoid using which in this sense to prevent confusion with the meaning of the sentence with the parenthetical phrase. 5. Short Introductory Phrases Many people choose to omit a comma after introductory phrases of just a few words, as in â€Å"During the summer I like to travel.† However, such omission is arbitrary when such sentences are compared to those with longer introductory phrases and wrong in the case of transitional tags like finally, furthermore, and unfortunately and for the sake of consistency, a comma should follow any introductory word or phrase. 6. Short Independent Clauses In brief sentences such as â€Å"I will sort and you can staple† that consist of two independent clauses (complete thoughts that could stand on their own as distinct sentences), writers often choose to omit the otherwise obligatory comma before the conjunction. But just as in the case of short introductory phrases, there is the problem of where to draw the line. Does one establish a rule about how many words each clause must contain to dictate whether a comma is employed, or does one judge each sentence on its own? Let simplicity be your guide: Always include a comma. 7. Coordinate and Noncoordinate Adjectives When two or more adjectives sequentially modify a noun, depending on their relationship, they may or may not be separated by commas. To test whether to insert or omit commas, replace them with and. For example, â€Å"She was wearing a bright, cheerful expression† can also be written â€Å"She was wearing a bright and cheerful expression.† (The adjectives can be reversed in either case, too.) However, â€Å"She was wearing a dark green blouse† cannot be rendered â€Å"She was wearing a dark and green blouse,† because dark and green describe the blouse in combination, whereas bright and cheerful separately describe the expression. Also, in this case, the adjectives cannot be reversed: â€Å"She was wearing a green dark blouse† is illogical because dark modifies green, not blouse. Therefore, no comma should separate the two terms. Want to improve your English in five minutes a day? Get a subscription and start receiving our writing tips and exercises daily! Keep learning! Browse the Punctuation category, check our popular posts, or choose a related post below:When to use "on" and when to use "in"36 Poetry Terms50 Synonyms for "Song"

The mutual effect between quality and cost management Essay

The mutual effect between quality and cost management - Essay Example The scope when measured accurate results in the project’s success, more so in terms of quality. Finally, cost the main focus of the paper often pays attention to the total amount of money that is needed to ensure that the project is finished up. Cost is said to be a resource sacrificed or foregone so as to achieve a specific objective (Schwalbe, 2014); costs are consequently measured in monetary amounts. Being an important aspect of project completion entails any given aspect of the project that requires some sort of funding. Aspects like; cost of materials to be utilized, labor charges, risk estimates and others. This only reflects the fact that project do cost money even more reason as to why project managers ought to understand Project Cost Management. For instance, if the original or official cost estimates of a project are low due to unclear project requirements and stipulations; chances are that cost overruns are to be incurred. However, if a good project cost management technique is to be applied, then cost overruns throughout the project can be avoided. Project Cost Management (PCM) often sees to it that the project team in place completes a project within an approved budget. Therefore, this only means that the project has to be well defined with accurate time and cost estimates. Eventually, the project manager has to ensure that project stakeholders are satisfied while at the same time making sure that costs are reduced and controlled. Therefore, this is to say that project management aims at fulfilling the needs and expectations of stakeholders; thus if a stakeholder is dissatisfied only more time will be invested and higher costs incurred. Stakeholder satisfaction is attained through quality; and this is only possible when cost of quality is measured and analysed. PCM usually does operate on the foundation of various

Instructional Technology Essay Example | Topics and Well Written Essays - 2500 words

Instructional Technology - Essay Example The students will understand the context of the ordering process and will know how to fill in the foods they want with visual aids on the menu or with the aid of a visual dictionary. Some study and the memorization of the conversation patterns in the context of the restaurant will be done during the lesson, but the students can use their notes. They will be able to employ two means of ordering: by using the standard name of the food as found in their resources or remembered or by simply describing the food to the server. Using the menu, they will order the main course, soup or salad accompaniment, a beverage and dessert. 1. The students will be able to verbally order soup or salad from the restaurant menu in English in an interactive simulation. The students will be able to specify salad dressing and crackers. Pictures of the choices with accompanying identifying words will be available, just as if they were reading a menu. 2. The students will be able to verbally order the main course from the restaurant menu in English in an interactive simulation. The students will be able to specify how it is to be cooked. Pictures of the choices with accompanying identifying words will be available, just as if they were reading a menu. 3. 2. The students will be able to verbally order the main course from the restaurant menu in English in an interactive simulation. The students will be able to specify how it is to be cooked. Pictures of the choices with accompanying identifying words will be available, just as if they were reading a menu. 3. The students will be able to verbally order a beverage from the restaur

Leadership Assignment Example | Topics and Well Written Essays - 4000 words

Leadership - Assignment Example Toffler’s (1970) conception of â€Å"transcience† was way ahead of its time. Looking forward more than 3 decades ahead, he has painted a frightening picture of how weary the situation will be if one will not be able to adapt to the ongoing acceleration of change. Transcience is the feeling of temporariness and impermanence which is what Toffler predicted would be the adjustment mechanism of contemporary man. In terms of employment, transcience may be seen in how employees cannot stay put in one job as they grab as many opportunities as they could just to get ahead. They may jump from one job to another, eager to try out the latest job openings in the newest companies. Such restlessness evades the development of loyalty to the current employer and even hinders the formation of strong bonds with co-workers. Ideally, young workers seek jobs related to their interests. However, when the need for a job is at hand, they may forsake their interest and take whatever job is avai lable. They find out more about the job in the early days, and get to gauge if they have chosen well or not, a job that they can establish their career on. As employees vacillate from job to job, they try to find what is in it for them†¦ is it challenging enough? Does it tap into their skills? Does it pay better? Hence, managers should make job offers as attractive as possible to recruit the best candidate for the position. Transcience significantly impacts an organization’s performance, as the frequent loss of employees to other companies can paralyze operations. Recruiting and training new staff involves a great deal of time, effort and resources that may drain the organization and hamper its smooth flow. Managers would prefer to work with a steady group of workers that would grow with the company. Providing an orientation to the job at hand is crucial in an employees’ decision to stick with a company for a long time. As in most situations, the first impression usually sets the expectations of people. Managers must prepare well for such an orientation because it is one way to send a clear signal to the employee that the organization is committed to his success. Organizational-level orientation intends for employees to feel welcomed and that they are now part of the organization; learn more about the organizational mission and vision, culture, language, history and structure. Employees come to better understand the basic workplace principles and policies. It prevents unwanted employee turnover is the provision of an effective orientation program to guide new hires through their jobs and the company in general. Even an experienced professional can be vulnerable to feeling abandoned when he is left on his own to survive unaided in a new and strange work environment. Apart from a standard employment contract, employees may also wittingly or unwittingly expect a â€Å"psychological contract† with the employer that includes open and hones t communication, managerial support and challenging and interesting work. Employees are becoming increasingly aware of the non-monetary rewards that companies can provide them. It is generally important that the job not only fulfills their economical needs, but their socio-emotional needs as well. This means a discussion of compensation and benefits should go beyond the concrete rewards of the

Applying the Principles in Our Organization Essay

Applying the Principles in Our Organization - Essay Example After the World War II, people around began to grow a sense of entitlement at their places of work, making employment look like a right rather than a duty or obligation (Koberg and Bagnall, 1981). This paper is designed to look at how entitlement meets several job requirements at work places for the employees in the hunt to apply the basic organizational principles. At Apple Computers, entitlement helps to meet this requirement as it ensures that team leaders emerge from within the organization. The organization has also put in place efficient communication channels that ensure suitable flow of quality information and timely feedback. In addition, the organization has mechanisms that identify outstanding employees and rewards them for their performance. All these activities aim at ensuring that employees in the organization are fully stretched to their maximum of their capabilities and grown as well. Learning of new skills is easier when the learner is interested and highly motivated or attracted towards the acquisition of that skill. Job entitlement at General Motors has been instrumental in ensuring that everyone understands that for one to develop, it takes motivation and not authority. The organization has invested heavily in developing the skills of their employees to ensure sound future leadership. Many leaders fail owing to their lack of exercising of the above principles. In order to have an effective team for a given task, the team leader must have a sense of entitlement and understand it in order to ensure that their decision making process is in line with the organizational procedures. In addition, they have to develop a team and not an individual. The process for acquiring a suitable team will involve a number of activities key among them being; i. The team leader has to pick the correct people in making the team. To do this, they need detailed information

Report Essay Example | Topics and Well Written Essays - 500 words - 15

Report - Essay Example However the corporate analysis of the private sector argues that the private companies know their niche and can work in creative ways to enhance profitability and generate economic growth. According to them the government should concentrate on the matters at the national level and emancipate the private sector to function effectively in the market. The extent to which the government should be involved in the private sector can be validated through the following examples. Lets take the example of manufacturing vehicles say for example cars. The company General Motors that is the leading carmaker of the world was forced to declare bankruptcy in 2009. After filing for bankruptcy the company reemerged in the market with most of the control taken over by the government. The Obama government took charged but ignored many aspects with their straightforward approach. There was no discussion of the research and development expenditure on the changing future demands of for example electric cars, light rails or products for a more energy efficient future. The employees were also not given the desired emancipation and rights to work in the company and the entire environment turned into a regimented setup. Other examples can be the takeover by the government of Citigroup and other such organizations at times when these firms were in financial distress. ‘When the government took an ownership stake in Citigroup, AIG, Fannie Mae and Freddie Mac in the midst of the financial crisis, it also took a severely limited view of its role—imposing few obligations in exchange for the bailouts.’ (Weissman) These examples all point towards the fact that the government involvement is too hierarchical and direct and this mars the creativity of the firms. However, one cannot underestimate the help offered by the government in order to stabilize the organizations in financial

American Society - 1920s and 1930s Term Paper Example | Topics and Well Written Essays - 1250 words

American Society - 1920s and 1930s - Term Paper Example It was a period which signified the rise of League of Nations. After elections, the nest President, Harding died and the vice president, Calvin Coolidgetook over the office as president. He was a promoter of moral values and honesty. The United States witnessed an era of excessive prosperity and growth during his reign which was from 1923-1929. The first document is taken from Pathways to the present. It starts with early American history from the time of early European explorers till the development of European colonies. Three different cultures mixed up to form the culture of these new colonies. They included the Native American culture, the European culture and the West African culture. The Native Americans resided mostly in North America. These natives had come from Asia. The beliefs of these Asians were quite different from the beliefs of the Europeans who had come. The picture/cartoon in document 1 shows this clash of cultures. On the one hand there were Africans who were compl etely unsophisticated and Europeans were quite civilized with their own distinct tastes in Music. They were quite well-dressed also. The next picture shows the people of choir discussing the person in the first picture. The person shown is quite tall and huge. He is improperly dressed. Europeans had come to America in search of riches. Their culture was very different. The Europeans, during that time were going through a period of very high economic growth. The renaissance or more commonly called the French revolution was characterized by an outburst of knowledge in European countries and European countries focused more on competition between states rather than kinship or strong fraternal relationships. Thus, the discrimination between Africans and Europeans existed (Cayton, 2007). The culture of the Africans, on the other hand, was based on strong tribal ties and fraternal relations. This was completely at odds with the European culture. Slavery was a part of the African culture. A fricans captured slaves from other tribes. Africans and Europeans continued to trade with each other for sometime but later on, some African people were sold in trading. This gave rise to slave trade. The picture also signifies the clash and disparity. The second document explains the role of women in 1920s. The status of women in 1920s was greatly uplifted. Now the employers were more acceptable to take women as their employees. Previously they were only restricted to clerical roles nut now they had started taking up better jobs. The society at large was becoming broader minded with respect to females. They had started participating in sports and had also started going to different cities for acquiring good jobs. The period following the war was characterized by massive growth as is discussed previously. The author has written this book in such a way that the reader would feel as if he also living in the same era. The third document was written after the First World War when the pe riod of renaissance had actually started. African Americans were of the thought that discrimination against the, would now come to an end, however, this was not the case. Document 4 highlights that the generation following the end of world war had become spoilt with regard to excessive spending as compared to their forefathers who had witnessed the period of war and were hence deemed as frugal by this generation. Animosity between grand parents and grand children also started to grow as grand