Management Report Project on Work Performance

Abstract The objective of this research is to find out if there is any correlation between work performance and job satisfaction through a sample study of sales personnel working in different banks. Additionally, this research sought to understand whether job satisfaction is linked to both work motivation and employee’s perceived style of leadership by Managers. With the help of surveys and interviews conducted with the participants, it was established that job satisfaction was positively related with work productivity. Similar essay: Argyles Communication CycleWork motivation and employee’s perceived style of leadership were also established as positively related with employee job satisfaction. These findings suggest that to increase work productivity, managers may be required to elevate the level of job satisfaction in employees, which may be potentially accomplished via a participative approach to leadership and effective motivation of employees. However, as the study is correlational in nature, the limitations of the current research are indicated under Discussion. Literature ReviewRelationship between Job Satisfaction and Productivity The most-used research definition of job satisfaction is by Locke (1976), who defined it as â€Å"a pleasurable or positive emotional state resulting from the appraisal of one’s job or job experiences†. There are other researchers and studies that support this notion of relationship between job satisfaction and productivity indicating that org anizations increasing job satisfaction is not only to benefit its employee but also for the organization financial advantages.As cited by Edward E. Lawler, job satisfaction is related to productivity as this comes from a path goal theory of motivation that has been stated by Georgopoulos, Mahoney and Jones, Vroom, Lawler and Porter. According to them, people are motivated to do things which lead to rewards that they value. In this case, a path-goal theory would predict that high satisfaction will lead to low turnover and absenteeism because the satisfied individual is motivated to go to work where his needs are being satisfied.As quoted by Dailey and Kirk, 1992, job satisfaction and organisational commitment share an inverse relationship with absenteeism and turnover intention, factors that can sharply cut bottom line. Adverse consequences include lower productivity and morale, and higher cost of hiring, retention and training. Thus, the reverse holds true whereby lower frequencies of absenteeism and turnover could lead to potentially higher contribution to organisational economic productive gains.In a research done by National Research Institute for one of the largest Food Services providers in the United States, it was suspected that employee satisfaction was the cause for high employee absenteeism, ruling out other tangible factors. Findings showed that low job satisfaction was evident; the National Business Research Institute (NBRI) Root Cause Analysis indicated that a gap existed between employees and the organization's short and long term goals, vision, and mission.Proposed recommendations from NBRI included several measures to relay management's strategic plans to the lowest-ranked employee and ensuring each and every employee’s daily activities were aligned according to such plans. Thereafter, subsequent employee survey results showed significant increases on employee satisfaction, enhancing Total Company Employee Satisfaction dramatically.Emplo yee Satisfaction Scores took a turn for the better, from a Weakness (below the 50th percentile of the NBRI Normative Database) to being Strength (above the 75th percentile of the NBRI Normative Database) in only six months. What’s more, employee absenteeism was reduced by more than 60%. With this correlation, Organ (1988) found that the job performance and job satisfaction relationship follows the social exchange theory in which employees’ performance constitute a giving back to the organization from which they get their satisfaction.Recognising the fact that low job satisfaction leads to low productivity, in turn aggravating organisational performance, it is imperative organizations assess the strength of the relationship between employee job satisfaction and productivity level because of underlying implications on redesigning certain aspects of work. A study was conducted by Shanu and Gole (2008) on the satisfaction level of 100 managers from 15 private manufacturing firms. A job satisfaction instrument assessing areas such as recognition, monetary remuneration, working conditions, nature of job, and future advancement was used.Then, these survey findings were compared with performance evaluations done by executives of assorted companies. In the wake of this, it was discovered that performance levels are consistent with high satisfaction scores. This is congruent with a review of 301 studies, revealing that job satisfaction bolsters up work performance, with a higher inclination towards professional jobs, compared to less complex jobs (see Saari & Judge, 2004). While there are studies to show this correlation, the present study was concerned with whether job satisfaction is significantly associated with performance in the economic aspect.In a study conducted on 42 manufacturing companies, Patterson, Warr, and West (2004) found that- holding other factors like company size, previous productivity, and industrial sector constant- productivity (fin ancial value of net sales per employee) is positively correlated to job satisfaction In another study, Herzberg et al. (1959) stated that (positive) satisfaction is due to good experiences, and that these are due to `motivators' – achievement, recognition, the work itself, responsibility and advancement.Dissatisfaction is due to bad experiences caused by `hygiene' factors – supervisors, fellow workers, company policy, working conditions, and personal life (Herzberg et al. , 1959). Therefore, it is unable to ascertain if job satisfaction is positively correlated with economic productivity or whether an inverse relationship exists. The present study seeks to reaffirm findings from the bulk of research in favour of the notion that satisfied employees are more labour productive. Relationship between Motivation and Job SatisfactionThe level of performance of employees relies not only on their actual skills but also on the level of motivation each person exhibits (Burney et al. , 2007). A motivational framework, built on the premise of how employees should be managed, affects job satisfaction. Herzberg's (1959) two-factor theory of motivation attributes ‘pay and benefits' to one of the hygiene factors, in that the exclusion of this causes job dissatisfaction (Hugh Greenway & Tim Runacre, 2008). As Argyle (1989) explains, positive job atisfaction is due to motivators such as achievement, recognition, the work itself, responsibility, and advancement, while dissatisfaction is due to bad experiences caused by hygiene factors such as salary, supervision, company policy, relations with fellow workers, and conditions of work. Lawler (1973) has a theory known as discrepancy theory which states that workers measure job satisfaction based on what they receive versus what they expect to receive, and a comparison in which an actual outcome level is lower than an expected outcome level would lead to dissatisfaction (Castillo & Cano, 2004).However, in another theory of motivation known as equity theory, it states that motivation is affected by workers’ perception of how fairly they are being treated, with employees evaluating their inputs/outcomes by comparing them with the inputs/outcomes of others (Castillo & Cano, 2004; Luthans & Doh, 2009). If the ratio of inputs to outcomes is similar to the inputs and outcomes of others, equity exists. Inequity exists when the ratio of inputs to outcomes is unequal to the inputs and outcomes of others (Castillo & Cano, 2004; Luthans & Doh, 2009).Job satisfaction is then associated with the perception of equity, while perceptions of inequity will result in dissatisfaction with this belief having a negative effect on job performance (Castillo & Cano, 2004; Luthans & Doh, 2009). The common factors shared by the different theories of motivation are the implication of a need for effective motivation in order to make employees satisfied with their jobs. Castillo and Cano (2004) examining in an ear lier study on 148 faculty members reported that all of the job motivator factors identified by Herzberg (1959) were moderately or substantially related to overall job satisfaction.Such findings shed light on how organisations can enhance productivity by considering provision of motivators such as recognition or improving on such motivators so as to heighten job satisfaction. In order to attain optimal profits, it is necessary to ascertain the link between motivation and job satisfaction through extensive foraging for substantial evidence. Most importantly, the present study will illustrate that existence of motivators to propel employees to reach for organisational goals has a favourable impact on labour productivity via enhancement of job satisfaction.Leadership Style and Job Satisfaction In an organisation, the performance of staff is not only affected by motivation and job satisfaction but it is also affected by the leadership style adopted by the organisation. Leadership is defi ned as a process through which others are influenced to channel their efforts in the direction of attaining their goals (Luthans & Doh, 2009). Organizational leadership sets the tone in the effectiveness of organizations, as well as plays a vital role in job satisfaction.Positive interactions among organisational leaders and members give rise to mutual respect, trust, and the ability to generate a sense of hope for the future- a much needed ingredient for job satisfaction to blossom from such relationships (Ackfeldt& Coote, 2005; Farh, Podsakoff, & Organ, 1990). Moreover, there is research that shows the existence of the relationship between leadership style and job satisfaction. The National Business Research Institute (2007), examining factors of job satisfaction, surveyed more than 15,000 employees, largely white collar, from all levels of participating organizations in the United States.Leadership is identified as the prominent factor contributing to job satisfaction, a phenomen on evident in organizations. There is a relationship between managers’ leadership styles and employees’ job satisfaction, illustrated in a sample of 814 employees of a national hospital. According to Rad and Yarmohammadian (2006), a strong correlation between leadership behaviours and job satisfaction prevails, citing that employee job satisfaction depends upon the style of leadership of managers.It was realised that a trend emerged from studying the sample group; a participative leadership style of managers dominates where this is a style of leadership in which subordinates are led through a reliance on task-oriented and people-oriented approaches. In Luthans and Doh (2009) findings, participative leaders adopt a non-authoritative tone, empowering employees, together with consulting with them, delegating responsibilities, and enabling mutual decision-making. As well, another study on the influence of leadership style on job satisfaction included 220 individuals coming from diverse industries like manufacturing, education, and overnment. Research findings showed a consistency with the earlier sample study, denoting that task and relational leadership style were positively associated with subordinate job satisfaction (Madlock, 2008). In all, it is essential to bear in mind that participative approach to leadership comprising task and relational behaviours may not be the best â€Å"one style fits all† style of management due to the vast differences among organization’s cultures, leaving one to engage in other styles of leadership where appropriate. (Yarmohammadian, 2006).Among other things, participative leadership is more popular in technologically advanced nations and may increasingly abound as countries mature economically (Luthans & Doh, 2009). Therefore, it is vital to further justify through the current study if job satisfaction increases via participative leadership style. If such a relationship is confirmed, it is assumed that job satisfaction shares a positive association with productivity; participative leadership by managers could potentially boost employee productivity. The Current StudyThe present study examined the relationship between job satisfaction and productivity where respondents are seventy-three employees working in 2 local and 2 foreign banks based in Singapore. The intent is to affirm if employees’ level of work motivation and managerial leadership style gives rise to varying levels of job satisfaction. The participants in the study were Relationship Managers recruited from the sales departments of the local banks, namely United Overseas Bank (UOB) and Post Office Savings Bank (POSB), as well as from the foreign banks Standard Chartered and Citibank N.A. The scope of work required by the employees across the different organizations was similar, with the Relationship Managers being responsible for revenue generation by selling financial products. These organizations were selected f or the present study to ascertain whether job satisfaction relates to employee economic performance in terms of labour productivity. In the banking sales sector, where productivity is measured in terms of financial value of net sales per employee, this provides a pecific measure of the construct and permit correlational analysis with job satisfaction scores, precisely the reason for the choice of the banking sales sector being the main subject of this present research. Three instruments assessing work motivation, leadership style of managers, and job satisfaction were given to the participants. Participants could respond freely to the survey questions according to their own perceptions. Every participant’s labour productivity figures were provided by the respective managers of the four sales departments.Lastly, the Method furnished additional details regarding the assessment instruments. Hypotheses It was anticipated that labour productivity would be positively associated wit h job satisfaction. It was also predicted that both work motivation and employees’ perceived use by managers of participative leadership would be positively related to job satisfaction. Method Participants One Hundred working adults, out of which 50 were females and 50 were males, aged from 21 to 40 (M= 30. 9 years, SD= 5. 37) constitute the respondents for this study.These respondents, each having worked in these banks from 1 to 10 years (M= 5. 41, SD= 2. 58), were chosen from the sales acquisition departments within the main branches of 2 local banks and 2 foreign banks based in Singapore. Materials The tools required for the purposes of the present study come in three different assessments. Firstly, using The Leadership Style Questionnaire by Northouse (2001) measures task and relational leadership style to collate a general leadership profile representative of the participative approach to leadership.According to Anderson, Madlock & Hoffman, 2006 (cited in Madlock 2008), this instrument has reported scale reliabilities ranging from 0. 92 to 0. 95, and comprises 20 items measuring task and relational leadership styles on a 5-point Likert scale (1= strongly disagree to 5= strongly agree). The second instrument, adapted from the Work Motivation Behavior Scale of the Akinboye’s 2001 Executive Behavior Battery, is a 15-item questionnaire incorporating a 4-point Likert scale (1= strongly agree to 4= strongly disagree).The third item measuring job satisfaction was rated by the 8-item Abridged Job in General scale (Russell, Spitzmtiller, Lin, Stanton, Smith & Ironson 2004, cited in Madlock 2008) that was based on a 5-point Likert scale response (1= strongly disagree to 5= strongly agree). The Abridged Job in General scale was reportedly said to have a reliability of 0. 87 (Russell et al. 2004, cited in Madlock 2008). Attached in Appendix 1, 2, and 3 respectively is a copy of the Leadership Style Questionnaire, the Work Motivation Instrument, and the Abridged Job in General scale.Apart from these data obtained from the research instruments, branch department mangers provided the labour productivity of each employee based on the financial value of the nets sales revenue per month per employee for the past 12 months. Procedure A telephone discussion with each of the four banks’ main branch’s sales acquisition departments’ managers on the possibility of conducting a study investigating the links between leadership style, employee motivation, and job satisfaction which in turn predicts productivity was done.After consenting to the terms of the research, the researcher scheduled a half hour for the employees of each of the four banks at a time convenient to them. Meanwhile, delivery of the informed consent form and instructions for the three assessments, packed in an envelope, was arranged to each participant. All participants were given an explanation regarding the nature of the research, including clearing any doubts they might have, pertaining to the research. Sealed envelopes containing the questionnaires completed and handed by the participants to the respective manager would be collected from the latter in a week’s time.On the same day of collection, the month-end financial net sales figures of each employee for the duration of the past 12 months were obtained from the managers in order to compute monthly mean sales revenue figures as an index of labour productivity for each participant Results A computation of statistics for each assessment tool was done. The mean of job satisfaction was 23. 88 (N= 100, SD= 2. 46), the mean work motivation score was 38. 76 (N= 100, SD= 3. 94), while the mean score of employees’ perception of leadership style was 83. 98 (N= 100, SD= 6. 10).Monthly financial net sales figures for the past 12 months of each participant were to yield mean monthly sales revenue figures after which the mean of the averaged monthly sales revenue figures of all participants was found to be 14,265. 62 (N= 100, SD= 2,653. 47). Simple regression regressed productivity on job satisfaction. Results show that job satisfaction was positively associated with productivity, accounting for 20. 04% of the variance in productivity (R= 0. 66, p; . 001). Through multiple regression analysis, it was found that motivation and perceived leadership style affected the varying levels in job satisfaction scores.Work motivation and perceived leadership style were both positively correlated with job satisfaction, accounting for 19. 5% (R= 0. 66, p; . 001) and 16. 26% (R= 0. 24, p; . 001) of the variance in job satisfaction respectively. Discussion The present study, conducted on a pool of white collar professionals, looked into the relationship between labour productivity and job satisfaction, as well as examined whether job satisfaction was associated with work motivation and employees’ perceptions of managerial leadership style.Results tabulated from th e survey which was measured utilizing self, peers or supervisor assessment indicate that job satisfaction was moderately correlated with labour productivity, a finding that lends support to the body of research suggesting that greater job satisfaction is indicative of higher work performance (Argyle, 1989; Saari & Judge, 2004; Shahu & Gole, 2008).However, even when the economic aspect of performance, or more specifically, of labour productivity was examined, average job satisfaction still indicates to be correlated significantly with performance, as consistent with Patterson M, 2004 study of 42 manufacturing companies indicating that company mean overall job satisfaction was significantly associated with and predictive of economic performance.However, even with the result that accounts for such relationship between work productivity and job satisfaction, it is difficult to infer that job satisfaction is the direct cause to that outcome. As it is widely known that correlation does no t equate to causation, it cannot be concluded with certainty that satisfied employees evidence greater productivity as a consequence of their being satisfied with their jobs, as the reverse could be true that productivity actually accounts for job satisfaction or a third variable could influence the outcome of the relationship between both.As for the third variable there is some evidence to suggest that redesigning jobs to enhance job features such as task identity, task significance, skill variety, autonomy, and feedback may increase job satisfaction (Argyle, 1989), as it has been proposed that such features provide job satisfaction (Hackman & Oldham, 1980, cited in Argyle, 1989). What can be extrapolated from the findings of the current study is that job satisfaction makes up a proportion of the variance in employee productivity.This implies that a focus on improving employees’ level of satisfaction with their jobs may elevate labour productivity figures. Motivation and Job Satisfaction The findings obtained from the present study suggest that work motivation is positively associated with job satisfaction. Most research has indicated moderate to substantial correlations between Herzberg’s (1959) job motivator factors and overall job satisfaction (Castillo & Cano, 2004) which is no surprise that there is a positive correlation between both.If motivators such as recognition, achievement, nature of the work, advancement and responsibility determine job satisfaction as purported by Herzberg (1959), then motivating employees via a focus on improving such aspects of a job may serve to make individuals more satisfied with their jobs. Castillo and Cano (2004) found that amongst the job motivator factors that were associated with job satisfaction amongst college faculty members, recognition best explained the variance among faculty members’ overall level of job satisfaction.Interestingly, Herzberg’s (1959) assumption that hygiene factors r elate to or determine dissatisfaction was supported, as it was found that the factor of working conditions was the least motivating aspect of faculty members’ jobs, implying that employees were least satisfied with the context in which their job was performed (Castillo & Cano, 2004).Management may thus need to seek out creative methods to motivate workers by providing opportunities for advancement, achievement, and through the cultivation of a sense of responsibility and autonomy as individuals are motivated to excel because of intrinsic needs such as achievement, recognition, self-development, and meaning derived from performing work. More importantly, what Castillo and Cano’s (2004) findings suggest is that work should provide recognition through acts of notice or praise by colleagues, superiors, and management to increase job satisfaction.In the studies that have reported relationships between job satisfaction and work performance, it has been noted by Argyle (1989) that the correlations are greater for employees in supervisory or professional jobs. Also, job satisfaction predicts performance, with the relationship being even stronger for professional jobs could be due to the possibility that in such jobs, job performance is less contingent on external pressures such as task speed or wage incentives and more on motivation (Argyle, 1989).To the degree therefore that work performance or productivity depends upon employees’ level of job satisfaction, motivation at work holds an indispensable role particularly with respect to white-collar professional jobs in terms of its potential influence on job satisfaction. To conclude if motivation directly determines job performance are well beyond the scope of the current study.Further research is thus warranted in this area that will permit inferences about whether work motivation causes job satisfaction or work performance, or whether job satisfaction instead influences motivation. Leadership Styl e and Job Satisfaction In the present study, leadership style was indicated to be positively related to employee job satisfaction. This finding is of value because it supports the research findings that indicate that leadership behaviour of managers has an important influence on subordinate job satisfaction (Madlock, 2008).It appears from the current findings that as the perceived use by employees of a participative style of leadership in which task-centered and people-centered approaches are combined to lead subordinates, employees are more satisfied with their jobs. Such a finding is of direct relevance to organizations because the present research has also indicated a link between employee job satisfaction and work productivity in such a manner that increased levels of job satisfaction are associated with increased labour productivity.Thus, the extension of the current research by investigating the link between employees’ perceived leadership style of managers and job sati sfaction provides organizations with a further area of focus to potentially maximize job satisfaction and thus to enhance performance of employees. Conclusion The organizational goal of helping employees find satisfaction in their work should be one of paramount importance, as it may be to the mutual benefit of the employer and employee. The present study suggests that employees tend to perform more productively when they are satisfied with their jobs.In order to capitalize on employee job satisfaction to potentially increase performance of employees, ways of maximizing job satisfaction may encompass managing workers by selecting a participative style of leadership, as well as by motivating employees by ensuring that relevant intrinsic needs such as recognition are fulfilled though appropriate restructuring of the job. Such endeavours may then be advantageous for organizations in terms of productivity gains in the likelihood that job satisfaction is improved upon. Appendix 1 LEADERS HIP STYLE AND WORKPLACE QUESTIONNAIREDirections: Think about how often your immediate supervisor engages in the described behaviour. For each item, select the number that best represents the behaviour that your immediate supervisor is most likely to exhibit. 1 Strongly disagree2Disagree 3Neutral 4Agree 5Strongly agree My immediate supervisor†¦ 1. Tells group members what they are supposed to do. 1 2 3 4 5 2. Acts friendly with members of the group. 1 2 3 4 5 3. Sets standards of performance for group members. 1 2 3 4 5 4. Helps others feel comfortable in the group. 1 2 3 4 5 5.Makes suggestions on how to solve problems. 1 2 3 4 5 6. Responds favorably to suggestions made by others. 1 2 3 4 5 7. Makes his or her perspective clear to others. 1 2 3 4 5 8. Treats others fairly. 1 2 3 4 5 9. Develops a plan of action for the group. 1 2 3 4 5 10. Behaves in a predictable manner toward group members. 1 2 3 4 5 11. Defines role responsibilities for each group member. 1 2 3 4 5 12. Comm unicates actively with group members. 1 2 3 4 5 13. Clarifies his or her own role within the group. 1 2 3 4 5 14.Shows concern for the personal well-being of others. 1 2 3 4 5 15. Provides a plan for how the work is to be done. 1 2 3 4 5 16. Shows flexibility in making decisions. 1 2 3 4 5 17. Provides criteria for what is expected of the group. 1 2 3 4 5 18. Discloses thoughts and feelings to group members. 1 2 3 4 5 19. Encourages group members to do quality work. 1 2 3 4 5 20. Helps group members get along. 1 2 3 4 5 Appendix 2 HOW MOTIVATED ARE YOU IN DOING YOUR JOB The following questions ask you how motivated you are in completing your job.Please indicate your response based on the following scale. (1 Strongly Agree to 4 Strongly Disagree) 1. You always put in your best effort in the things you do. 1 2 3 4 2. You exceed what you are suppose to accomplished 1 2 3 4 3. Your environment affects your mood in performing your task 1 2 3 4 4. You have a group of helpful colleagues th at make your work pleasant 1 2 3 4 5. Your pay is low so you perform at the minimum. 1 2 3 4 6. You work just to satisfy your basic needs 1 2 3 4 7. To have career advancement is important to you. 1 2 3 4 8.If you are lowly paid but given recognition for you work, you feel good. 1 2 3 4 9. You feel you are part of the organisation. 1 2 3 4 10. Do you feel enthusiastic about your current job. 1 2 3 4 11. Do you feel enthusiastic if you are given a new job scope 1 2 3 4 12. Are you looking forward to achieve the organisation goal. 1 2 3 4 13. You feel discourage when you are asked to perform a new task 1 2 3 4 14. You feel that you are important to the organisation 1 2 3 4 15. Overall, you feel the organisation plans for your future. 1 2 3 4Appendix 3 HOW SATISFIED ARE YOU WITH YOUR JOB QUESTIONNAIRE The following questions ask you about how you feel about your job at work everyday and how satisfied are you. Please indicate your agreement or disagreement on the following statements by indicating your appropriate response based on the following scale. 1 Strongly disagree2Disagree 3Neutral 4Agree 5Strongly agree 1. At this very moment, I am very enthusiastic about my work. 1 2 3 4 5 2. Right now, I feel fairly satisfied with my present job. 1 2 3 4 5 3. At present, each moment at work seems like it will never end. 1 2 3 4 5 4.At this moment, I am finding enjoyment in my work. 1 2 3 4 5 5. Right now, I consider my job rather unpleasant. 1 2 3 4 5 6. My job gives me a sense of achievement. 1 2 3 4 5 7. The amount of support and guidance I receive from my supervisor. 1 2 3 4 5 8. The overall quality of the supervision I receive in my work. 1 2 3 4 5 References FACTORS EXPLAINING JOB SATISFACTION AMONG FACULTY Jaime X. Castillo, Extension Specialist New Mexico State University Jamie Cano, Associate Professor The Ohio State University Journal of Agricultural Education 1) Locke, E. A. (1976). The nature and causes of job atisfaction. In M. D. Dunnette (Ed. ), Handbook o f industrial and organizational psychology (pp. 1304). Chicago: Rand McNally. 2) Organ, D. W. (1988). Organizational Citizenship Behavior – The Good Soldier Syndrome. (1st ed. ). Lexington, Massachusetts/Toronto: D. C. Heath and Company. 3) Herzberg, F. , Mausner, B. and Snyderman, B. B. (1959), The Motivation to Work. New York: Wiley. 4) Fred Luthans and Jonathan P. Doh, (2009), ‘International Management, Culture, Strategy, and Behavior 7th edition’, Mcgraw Hill, New York 5) http://www. nbrii. com/Employee_Surveys/Satisfaction. html 6) Dailey, R.C. and Kirk, D. J. (1992), â€Å"Distributive and procedural justice as antecedents of job satisfaction and intent to turnover†, Human Relations, Vol. 45, pp. 305-17. 7) West, M. and Patterson, M. (1998), â€Å"Profitable personnel†, People Management, Vol. 4, pp. 28-31. 8) Grant, L. (1998), â€Å"Happy workers, high returns†, Fortune, p. 81. 9) Hian Chye Koh, El'fred H Y Boo feb 2001. The link betwe en organizational ethics and job satisfaction: A study of managers in Singapore, Vol. 29, Iss. 4; p. 309 10) Ackfeldt, A. , & Coote, L. V. (2005). A study of organizational citizenship behaviors in a retail setting.Journal of Business Research, 58(2), 151-159 11) Farh, J. , Podsakoff, P. M. & Organ, D. W. (1990). Accounting for organizational citizenship behavior: Leader fairness and task scope versus satisfaction. Journal of Management, 16(4), 705-721. http://proquest. umi. com. eproxy. ucd. ie/pqdweb? index=5&did=1674096061&SrchMode=1&sid=3&Fmt=6&VInst=PROD&VType=PQD&RQT=309&VName=PQD&TS=1277568831&clientId=13279 12) Ali Mohammad Mosadegh Rad, Mohammad Hossein Yarmohammadian, (2006) â€Å"A study of relationship between managers' leadership style and employees' job satisfaction†, Leadership in Health Services, Vol. 9 Iss: 2, pp. 11 – 28 13) Paul E Madlock. The Journal of Business Communication. Urbana: Jan 2008. Vol. 45, Iss. 1; p. 61 Fishing for the right people Hug h Greenway, Tim Runacre. Training Journal. Ely: Mar 2008. pg. 41, 4 pgs Burney, L. and S. K. Widener. 2007. Strategic performance measurement systems, job- relevant information, and managerial behavioral responses – Role stress and performance. Behavioral Research In Accounting (19): 43-69. Shadare Oluseyi . A, Hammed, T. Ayo 2009 â€Å"Influence of Work Motivation,

Different Leadership Styles used in The Public Services Essay

A leadership style is the manner and approach of providing direction for a team, implementing plans and motivating people to complete a task. The different types of leaderships used in the public services are – Authoritarian- Autocratic Leadership is a leadership style characterized by individual control over all decisions and little input from group members. Autocratic leaders typically make choices based on their own ideas and judgments and rarely accept advice from followers no matter how it may benefit the group. What are the advantages and disadvantages of Authoritarian Leadership style? The advantages of Authoritarian Leadership Style are that it maintains order and discipline to all team members. It allows the public services to be deployed on time, quickly and efficiently and leaves the public happy. Young and inexperienced recruits will be told what to do and when to do it; this allows them to learn better and efficiently. It allows large scale coordination with other shifts or units ensures that decisions are made by those who are best equipped to make the decisions. This makes the decisions to be made very quickly. The disadvantages of Authoritarian Leadership Style are that it can lead to high staff turnover and regularly not turning up to work. This is because the staff may feel devalued and fearful of punishment. The team members rely on the leader for instructions and do not develop initiative, the team may have less responsibility for their own actions. Due to feeling feared this will make the staff to feel angry and resentful at being ordered to perform t asks without the explanations needed. What are the Strength and Weaknesses of Authoritarian Leadership Style? The Strengths of Autocratic Leadership Style are that they have improbable efficient choices made instantly. They get their work done as efficient and quick as possible. Their weaknesses are that some team members are not up to doing work as quick as they should and often leads to high levels of absenteeism and a large amount of staff leaving their workplace. In conclusion Autocratic Leadership Style is effective in the public services because all public individuals are happy and satisfied with the public services effort. All team members are disciplined to maintain that the team’s performance and the quality of team work are done professionally and efficiently. I like that  this type of leadership goes by their own turf and create ideas them self that will benefit their team. Their choices are made instantly and the public services officers are deployed as soon as an emergency has been informed by a member of the public. An example of Authoritarian Leadership Style- This Type of leadership is used in the public services, the main example that it is used for is if you are in the army. For example if you were fighting for your country in the Army and you got told to ‘get down’ then you will have to get down, or you could get shot. This type of leadership is used in most regiments of the army this is because you get told what to do and where to go most of the time. Another example is in nursing, for an example a patient has a cardiac carets a particular nurse will shout out for other nurses and doctors to go get one thing and another to do something else, it is very effective in many ways such as no one is running about asking what they are meant to be doing. Democratic- Democratic Leadership Style is an open and collegial leadership style where ideas between the leaders and the subordinates flow freely as the discussions are held in an open manner and where all members’ opinions are respected. What are the advantages and disadvantages of Democratic Leadership? The advantages of Democratic Leadership Style are that workers develop a greater sense of self-esteem, due to importance given to their ideas and their contributions. They will become committed to changes that may be brought about by policy changes, since they themselves participate in bringing about these changes. It’s often participative and involves employees in the decision making process. Being a leader will give you great confidence, cooperation, and loyalty amongst other workers. Active participation in the management by labour assures rising productivity and satisfaction. The disadvantage of Democratic Leadership Style is that it is a time consuming progress of decision making, in case of uneducated or unskilled worker, it is not very effective. Having evasive members, who prefers not to be involved in the team work and this may create problems with all the members. Due to the lack of communication by all members of the  team, some importance suggestions will be unhe ard, or missed. What are the Strength and Weaknesses of Democratic Leadership Style? The Strengths of Democratic Leadership Styles are that all team members have high job satisfaction and they are more productive as they are more involved in decision making. All team members are motivated by other team members and leaders. The weaknesses are that decision making can be a time consuming procedure. Some team members may not have the knowledge to provide the high-quality input that is expected. In conclusion Democratic Leadership is a style that is extremely effective in the public services, this is because there is one leader leading everyone else and making sure their jobs are done properly. They have a lot of time on their hands to come up with decisions and they make sure unskilled and uneducated workers get the chance to do work and get involved with other successful team members. Being a democratic leader will give you excellent confidents, cooperation and loyalty amongst other workers, this means that each and every team member can trust and follow the leader wit h confidents and hope to get their work done effectively. An example of Democratic Leadership style- An example of Democratic Leadership Style is used in the Hospital, such as if there are any patients there and that they are needing medical attention but the nurses are unsure on how to treat the patient they will discuss on what is best for the patient on what needs they will need and who will be the best to be dealing with the patient. Also it is used in the police services, if the police are dealing with a case they would come together to discuss on how to deal with it and to see who is more capable on dealing and doing the job most successfully. Laissez-faire- Laissez-faire leadership is a specific type of leadership style. It is also known as delegate leadership and is a leadership style where leaders allow group members to make many of the decisions. What are the advantages and disadvantages of Laissez-faire leadership style? The advantages of Laissez-Faire Leadership Style are that the leader itself will not be given work to do; this could encourage others into leadership roles. This allows  the visionary worker to have an opportunity to do what they want to do, with no interferences. With Laissez-fair leadership, the group gets very little, or no guidance from the leaders. This gives members of the group complete freedom to make decisions on their own. The Disadvantages of Laissez-Faire Leadership Style are that some jobs will fall back on someone else or are not completed to the full expected standard. This type of leadership has been proven that generates a very low amount of production among its group members, this means that there is less group satisfaction, less group productivity, poorer quality of work and less personal growth by the members of the team. What are the Strength and Weaknesses of Laissez-Faire Leadership Style? The Strengths in Laissez-Faire Leadership Styles are that they give each team members complete freedom on group decisions. The leaders infrequently make any suggestions on decisions to let the team members have a free mind on their thoughts. Although Laissez-Faire leaders are happy to help any individuals they only do so when they are asked by team members. The weaknesses are that they are too laid back; this will make the team members feel like they are not being managed in any way. The leaders expect team members to have freedom to think and to have ‘expert knowledge’ on what they are doing as they don’t lead in anyway. In conclusion Laissez-Faire Leadership style is effective An example of Laissez-Faire Leadership style- For an example, if you were to work in the public services and there was a murder investigation, FBI are sent to the scene of the crime, they would know what to do and then they are then able to be left there to do their job without any supervision needed. The leaders role is to be able to trust their team members to get their tasks done at good standards, for another example, in the army the leader will say to the squad to go and set up the camp in a particular location, after the team will go and do that without any hesitation and without any supervision by the leader. Transactional- Transactional leadership is a very direct style of leadership and uses rewards and punishments to motivate the team. What are the advantages and disadvantages in Transactional Leadership Style? The advantages of  Transactional Leadership Style are that the leader actively monitors the work and each individual’s from performance. All team members are motivated by being rewarded for exceeding expectations and excellent standard work. There is a clear chain of command. Formal systems of discipline are in place, if any team members are doing something wrong they will know that they have and will be told about it. The team is fully accountable for its actions and will be sanctioned for their failure. The disadvantages of Transactional Leadership Style tend to be action oriented and they will focus mainly on short term tasks. Some team members may not get a job satisfaction because of the reward and punishment ethos. It has serious limitations of knowledge-based or creative work but remains a common style in many organisations. All team members have to do exactly what the managers tell them to do and they have no authority. What are the Strength and Weaknesses of Transactional Leadership Style? The strengths of Transactional Leadership Style are that if the team members finished their work to the expected standards they will be salaried or rewarded for their good work and effort. Transactional leadership will lead and tell their team members what they expect from them and lead them to do their given tasks. Their weaknesses of transactional leadership are that if the team members do not complete their work to the expected standards they will be punished, their punishment could be such as, lower payment, extra tasks, or you could even lose your job. This will make it harder for team members to be open minded as the fear of doing something that they are not meant to be doing and being punished. In overall conclusion Transactional leadership is effective but not as effective as the other styles; this is because being punished for simple mistakes is a weak way to motivate team members. In my opinion the only place this style would be effective in is the army. Army is disciplinar y. If team members keep getting punished for mistakes they are most likely going to walk out and go somewhere else which is not very good for the leaders. It is effective if you are rewarding them for good work as this will boost their confidents and make them want to get a reward instead of a harsh punishment. An example of Transactional Leadership Style- Transactional leaders could be found within public services where people are  given rewards such as bonuses, training or time off if they show a good demonstration and excellent work. For an example if a worker needs time off to do training for a new task they could have the time off for good work and do their training that is needed. For an example, in the army if a soldier does not do as it’s told they would be punished, the leader will make them all do exercise as a punishment. You will see that the leader will either tell the whole team or the individual to drop down and do a hundred push ups. The leaders see this as a discipline role to keep punishing them if they do something out of place or wrong as it teaches them not to do it again. Transformational- Transformational Leadership Style is a form of leadership style that focuses on team performance as a whole by encouraging team members to think of the group rather than themselves. It is about moving forward as a team rather than individuals who just happened to be on the same project. What are the advantage and disadvantages of Transformational Leadership Style? The advantages of Transformational Leadership Style are that people will follow transformational leaders because of their passion, energy, commitment and enthusiasm for the team and their vision; they spend time teaching and coaching the team, they belief in others and themselves, they add value to the organisation through their vision and enthusiasm and they care about their team and work hard to motivate them-this reduces stress levels and increase well-being. The disadvantages of Transformational Leadership Style are that the team may not share the same vision if they are not convinced by other ideas and plans. If any team members do not believe that they will succeed then they will lack effort and ultimately give up and leave. Followers need to have strong sense of purpose if they are to be motivated to act.The leaders will believe that their visions are right when really sometimes they are not. Large amounts of relentless enthusiasm can wear out the team. Leaders tend to see a big picture but not the details they need to know, the leaders may become frustrated if transformation is not taking place. What are the Strength and Weaknesses of Transformational Leadership Style? The strengths of Transformational Leadership Style are that they are hand’s on with all team members. They spend more time cooperating to each  individuals of the team. The leaders motivate the team members by their efforts and enthusiasm. This will give the team members a ‘team’ feeling as a replacement of being informed what to do. The weaknesses that may appear are that they may feel that they are given excessive amount support and that the team members are not working by their own mind. As ideas are flying around by each person in the team, everyone is involved and not giving every individual the chance to give their opinions for their own work. An example of Transformational Leadership Style- For an example in the police the leader inspires the team to help make the world a better place, so the leaders role is to do the task so their team know exactly what the standard of work that will need to be done and correctly. You would be able to see this leadership style in the hospital, for an example, if a new team of trainees come in a hospital to learn and to experience their job. The teacher will show them how it’s done and let them do it after showing them, this is because you’re dealing with others life’s and its important that they do their job well. In conclusion Transformational leadership style is an effective leadership style, for the reason that the leaders show so much passion and commitment towards the whole team with great enthusiasm. This encourages individuals in the team to follow the leader and try and aim towards their standard of work. Each and every leader works hard to motivate the team into working hard to reach for what they are aime d for. The leaders are more on board with every team members and they take time into helping all team members, this is so all team members know exactly what they are doing in their own tasks. Bureaucratic- Bureaucratic Leadership is a style of leadership that focuses on rules and procedures to manage teams and projects. What are the advantage and disadvantages of Bureaucratic Leadership Style? The advantages of Bureaucratic Leadership Style are that they focus mainly on following a predefined set of standards or rules of governance and management. Bureaucratic leadership asks team members to understand and follow certain standards to procedures’. Team members are asked to repeat certain tasks for an example, on a production line. A Bureaucratic team can work extremely  well if they are a well motivated team and a well defined procedures. The disadvantages of Bureaucratic Leadership Style are that if a work habit has been formed that are unproductive, they can be very hard to break and replace with new procedures and this can alienate and de-motivate a workforce. Team members will lack their work effort and this will make it harder for all the team members to motivate each other and the lack of motivation can lead to poorly defined managerial structures. What are the Strength and Weaknesses of Bureaucratic Leadership Style? The strengths of Bureaucratic Leadership Style they make sure that each team members are obeying and respecting the procedures, most of the time for their own safety. This leadership style has a tendency to work well in a manufacturing environment. The weaknesses are that they do the similar work each day; this can be very hard and tedious for some individuals in the team that likes to be imaginative and original in their work. In conclusion Bureaucratic leadership style is an effective leadership style my reasons are that each team members are well taught to know what they are doing in their tasks and being able to remember what they are doing as they are told to repeat their work again, this is so each team member are able to remember what they learnt. As well this could waste time as their work are being repeated and they are wasting time on what they have done in the past instead of forwarding into new work to be working on as a team. An example of Bureaucratic Style- For an example this type of Leadership Style is used in the police force. If a police officer goes out on patrol on their own most of their time without a leader accompanying them, the policies and procedures’ are set out so the officers will know exactly what they can or cannot do. For another example in most public services all new recruits do the same test across that public service in the police everyone needs to complete a bleep test to a standard. People-orientated- People-orientated Leadership Style focuses on participation of all team members, clear communication and supporting and developing the individual in order to improve skills. What are the advantage and disadvantages of People-orientated Leadership Style? The advantages of People Orientated  Leadership Style are that they often energize team members. All team members will feel empowered and meaningful, and feel that their job satisfaction levels will rise. All team members will feel that they have a ‘say’ in all decision making and that their work place efficiency. All team members will be encouraged with feed back and ideas on how to improve their work. The leaders will often develop a much better understanding of their team, work place conditions and team members will receive honest opinions on their work by allowing them to understand what will be a good or not and to be able to get a better standard work. The disadvantages of People-Orientated Leadership Styles are similar to the advantages. If team members are given too much responsibilities without management guidance, their decision making duties can become very overwhelming and can become very stressful, which may lead to lack of team work and will lack the effo rt to complete given tasks to the full requirements. What are the Strength and Weaknesses of People-Orientated Leadership Style? T he strengths of People-Orientated Leadership Style are that they encourage each team members to voice their views out to people to get response comments. Team members are given tasks based on their own skills and interests that inspire them to work that bit harder; this will make the work environment much more pleasant and more motivating for each team member. The weaknesses are that they are not managed on their given tasks and this will make it harder for the team to complete their work to its full standards expected. In Conclusion An example of People-orientated l Style- For an Example, if you were to work at a care home and you were to have responsibilities or having to pick up your sick child up from school, you would be let to go home and someone else taking your place as you have responsibilities, where some don’t. If you had to be home for your children after school and had no one to look after them then you would have to go home and take care of them. Task-orientated- Task-Orientated Leadership Style is about getting the job done. The completion of the task rather than the needs of the team are the key goal. What are the advantage and disadvantages of Task-orientated Leadership  Style? The advantages of Task-Orientated Leadership Styles are that leaders communicate together to know where they want to take their companies to. The leaders organise certain tasks for each individual team members and ensuring that they have a clear understanding on their set tasks. Task orientated leadership style is a very well suited to structure work environments’ such as law enforcements and manufacturing assembly lines, in which repeating well-defined process usually result in consistently high levels of productivity and the quality of the work. The disadvantages of Task-Orientated Leadership Styles are that the team members are afraid to break rules, taking risks, this will lead to missing good opportunities and they will lack creativity this will result to going elsewhere to have better options and opportunities to do what they would like and to be happy with. To encourage creativity leaders should learn to say no to the people who mostly expect a yes, this is because cons tructive conflict leads to creative engagement, and this leads to a competitive opportunity between others. What are the Strength and Weaknesses of Task-Orientated Leadership Style? The strengths of Task-Orientated Leadership Style are that they certify that each individual has a clear understanding on what they are doing for their roles. Leaders will correspond with each individual to see where they are at on their tasks and to see if they are in need of any help to understand clearly on what they are doing. The weaknesses are that the leaders make the team members feel anxious to break any rules in the work place; due to this individual will not take any risks on their work to make their work a little bit more exiting and creative and they will stick to basic work, and this will be less creative to go that one step further in their tasks. An example of Task-orientated Style- Task-Orientated Leadership Style focuses on getting the job/tasks done and not worrying about anything else around them that are needed or happening around them. For an example you may find this in the fire services, they will focus on getting the fire out and saving lives on the job, it does not matter to them what they destroy during the process to get the job done, because their job is to concentrate 100% on the task and block any other problems out. Similarities and Differences Describing the similarities and differences in the different leadership styles used by the public services. Authoritarian and Task-Orientated Leadership Style This Authoritarian Leadership Style is quite similar to the Task Orientated Leadership Style in the way that the leaders are the only people who put input, this doesn’t create a team sense and can lead to little morale, and nonetheless it is an effective way in most circumstances. At the end of the day authoritarian leadership style can be one of the most beneficial styles, as it gets the job finished and finalized. The leader uses his authority’s power to instruct the team, and they learn to do what the leader says immediately. This style would be ineffective in a situation when the team are arranging out a situation, as more ideas would be better than just what the leader thinks on its own. Democratic and People-Orientated Leadership Style Democratic Leadership Style is very similar to The People Orientated Leadership Style in the way that both leaders take the team members opinions and give thought to their ideas, this can be very successful in many situations as 2 heads are better than 1 in the end of the day. Democratic Leadership Style can be a very effective leadership style in many situations where the team are planning out a situation; each individual of the team can put in input to make the action as effective as possible. This type of leadership style would not be used if they were in a situation such as putting out a fire; this is because you will need quick responds and action for that type of situation. Laissez-faire and Bureaucratic Leadership Style Laissez-faire Leadership Style is very different compared to the Bureaucratic Leadership Style this is because the Laissez-faire leader doesn’t get involved in any team discussions; they don’t put in any effort or input with their team. Whereas Bureaucratic leader will take control and puts in the most of the input to make the situation a lot better, both styles require the team to be on the ball all the time, but in different styles. In conclusion this can be an effective style in situations whereas the team is  experienced and hardworking where the leader has trust that they will complete the task on time and in expecting good standards, this is not always effective as the team has no management or help given to team members, so they must know exactly what they are doing. Transactional and Transformational Leadership Style Transactional Leadership Style is very much different to Transformational Leadership Style because a Transformational leader are incredibly encouraging and use words to make the team stronger, Whereas Transactional leader is a very harsh non-team based leader, who uses actions to make the team stronger. Both can be effective but in different situations. In my opinion I do not prefer this type of style as I would not see it as effective as the other styles, but it is very effective in training methods such as the army for an example and other disciplinary public services. It makes the individuals mentally and physically stronger as it encourages the individuals to work for what they want. Which Leadership Style is the most effective? In my personal opinion I think that the Autocratic, Democratic and Transformational Leadership Styles are the most effective this is because all three leadership styles have the most power and best outcomes by all individuals from each team. The Reason I chose Autocratic Leadership Style is because this type of leadership style leaves all public individuals happy and satisfied with the public services effort. All team members are disciplined to maintain that the team’s performance and the quality of team work are done professionally and efficiently. I like that this type of leadership goes by their own turf and create ideas them self that will benefit their team. Their choices are made instantly and the public services officers are deployed as soon as an emergency has been informed by a member of the public. Democratic Leadership is another style I think that is effective in the public services, my reasons for this is because there is one leader leading everyone else and makin g sure their jobs are done properly. They have a lot of time on their hands to come up with decisions and they make sure unskilled and uneducated workers get the chance to do work and get involved with different successful team members. Being a  democratic leader gives you excellent confidents, cooperation and loyalty amongst other workers, this means that each and every team member can trust and follow the leader with confidents and high hopes to get their work done properly and effectively. Another leadership that I personally think that is effective in the public services is the Transformational leadership style. The reason I say this is because the leaders show so much passion and commitment towards the team with great enthusiasm. This encourages the team members to follow the leader and try and aim towards their standard of work. All leaders work hard to motivate the team into working hard to get what they are aimed for. The leaders are more on boards with all team members and they take time into helping all team members, this is so all team members know exactly what they are doing in their tasks. My final decisions on which style is the most effective is the Autocratic Leadership Style as they are more outgo ing and has the most effect on the public and they are extremely hands on and getting their task done as soon as they are set out on the table.

An essay to support a thesis Example | Topics and Well Written Essays - 500 words

An to support a thesis - Essay Example Bennett has portrayed the story of a single mother namely Rebecca Fuerte who sold cigarettes and wax matches in different public places to make both ends meet (Stiles). It is mainly because she could not afford a place for selling cigarettes. Lack of legally owned place has resulted very negligible income for the protagonist due to which she cannot even feed her son. In this manner, the author has projected that Rebecca is concerned about his son’s future which is predictably poor. Herein, the author makes it evident that because of lack of space, it is complicated for poor people to earn living. Despite her inability to officially use public spaces, the protagonist continues to sell cigarettes by consuming different public places without any license because she had no other option (Stiles). Furthermore, authors stated that legal space license is not just the only problem that poor people might face. There are a number of other problems as well such as other vendors who torture sellers like protagonist of the story to move away from public places. The reason behind such an action is because it harms vendor’s position in the market (Stiles). Another consequence of poverty due to lack of official public space ownership is that one has to travel one place to another. A person who is poor and unable to get an official space would never ever be able to settle down in life. The author of the short story has also mentioned that Rebecca moved to several places along with her son in order to get a place where she could sell cigarettes and earn money. She visits place to place both public and private. Since she belonged to a poor class of the society therefore, she has been projected to least worry about the official and unofficial use of space. The article also tells that in a city it is difficult to find a place to do business on the street for those who cannot afford to make their living. This is reflected as author noted,

Leadership and Management of the Company Case Study

Leadership and Management of the Company - Case Study Example The President of the company, Gaziano, is practically a one-man-army at the top, while the experienced founder and director of the company, Rev. Whipple has not involved himself at the corporate strategy level. The reverend is passionately engrossed in research and development, which is but one of the functions of business only. Great companies are created from great business models. Prelude Corporation must understand that it is not in the lobsters business, but in the foods business. Its business model must be at par with or excel that of other food giants in the world. The company must evaluate its export opportunities, as the product can be packaged and preserved for a long time. As the local competition is intense and profit margins are low, the company needs to find niche markets for its product all over the world, in order to achieve better price realizations. At the same time, the top management must be constantly engaged in the task of assessing and identifying new growth platforms that are consistent with the company's business model. Just by milking the existing cash cow, the company is limiting its future growth potential, and leaving the field open for other competitors to seize the initiative and competitive advantage over it. Prelude Corporation is involved in a capital-intensive business. ... Size and scale of operations is critical to long-term survival in the business that Prelude Corporation is engaged in. Therefore, the company needs to develop a strong business plan and proposal, and seek out substantive equity partners in the market who are willing to invest funds in the company for the long-term, against a shareholding in the company. Once the private equity funds are successfully employed and the company's financial condition improves, the company must gear up to expand its capital base further by approaching the public equity markets, with an aim to raise funds to reduce its debt financing burdens, and to invest for its future growth plans. Raising finances at a cheaper cost, and diluting the company's equity is not a task of a faint-hearted management. It requires tremendous patience, conviction and intense persuasiveness to achieve success with private equity financiers and make them partners in your future growth. In absence of such aggressive pursuit of its financial goals, the death-knell of a company is sure to be sounded sooner or later, owing to the over-burdening of expensive debts. Human Resource Strategy and Peoples Strategy Prelude Corporation needs to differentiate itself from the rest of the unorganized lobster industry and create innovative incentive schemes to motivate its employees. The human resource strategy often differentiates a good company from a great company. Each employee, including the lowest level fisherman, of the company must be made to feel that he is a part of the family, and his needs and grievances must be attended to with sincerity. Cheap employees in the end prove to be more costly in the long run. Therefore, considering the size, scope and ambition of Prelude Corporation, it

Article review Essay Example | Topics and Well Written Essays - 250 words - 2

Article review - Essay Example The basic three aspects English language includes the functions, forms and Fluency. The functions aspect of language refers to the application of language for specific purposes or specific environments. It may be either in discussion, social circles or even in description of situations. Forms refer to the articulation of words, sentences and all grammatical tools used in communication. On the other hand, the fluency of language refers to the ability of the English language learners to effectively apply the grammar tools and their vocabulary in the communication process. The new learning here is that a successful teacher of English language should combine all three aspects of the language. The teacher plays a central role in the teaching of the English language in a school environment. The teacher needs to apply an architectural approach to develop the language proficiency in the learners. Just like an architect builds through a step by step approach, the learners should acquire language skills in a similar fashion. As the students go higher in their process of education, their language should grow progressively. Consequently, the learner’s language use will be optimal at their highest level of education. In this view, the teacher should design a teaching model that progressively builds the language of the

Current Australian Federal Election Campaign Essay

Current Australian Federal Election Campaign - Essay Example That no letters were send from restricted residents endorse a meticulous applicant indicated to one reporter that it was either "not careful a useful strategy by party head office" or that the applicant was "unable to find volunteers to mark the letters". Thus, the aptitude to mobilise an orchestrate letter script campaign is likely to be additional effectual in acquiring non-paid medium space (up to a summit where a different page of newsprint is necessary) than relying on spin-off benefits from publicity spending. Australian Prime Minister John Howard scored a persuasive victory in Australias new federal election, charming a fourth significant term. While the election was seen as a referendum on the Prime Ministers choice to hold up the United States in the campaign next to fear and the war on Iraq, Prime Minister Howard work on his overall presentation in maintaining the power of the Australian financial system, stabilize federal government, and increasing Australias family members overseas to gather yet one more term. According to the expert analysis the account of the Australian Electoral Commission showed that with concerning 65 percent of the nationwide vote count, Howards government had 52.3 percent of the take part in an ballot vote and the Labor communal gathering 47.7 percent, charitable the traditional a obvious guide in the race for a preponderance in parliaments 150-seat inferior home. Australian electorate makes a decision applicant for 150 seats in the federal parliament's lesser residence the House of legislative body and 40 of the 76 seating in the Senate. A total of 1,091 candidates were position for the House of council and 330 for the governing body. The state has 13 million catalog voters. While the 2004 election did not show the emphasis on edge safety seen in the 2001 election, nor did it see a go back to the approximately elite focus on financial issues which characterised federal election prior to 2001. (4) The 2004 election built-in an strange and potentially unstable mix of political cream of the crop, one elder and skilled, one younger and comparatively green; foreign and defence strategy, including Iraq; and customary home issues such as financial management, physical condition and teaching. In this piece of writing we use the 2004 Australian Election Study review to examine the significance of these issues in determining the product of the election. Australian Newspaper and Media To investigate the association between salaried and earned media, campaign reporting by group of people journalists was monitored in the electoral separation of McEwen throughout the 1998 federal election.

Entrepreneurship Essay Example | Topics and Well Written Essays - 1500 words

Entrepreneurship - Essay Example A Retail clothing store is also chosen because of the relative ease with which it can be started. Usually clothing retailers do not manufacture their own garments and outsource all their manufacturing to third parties. This is done to keep the focus on the main business activity that is selling garments. In this paper a discussion will be made on how to start a clothing retail business in United Kingdom. A brief outline will be given regarding the idea of the business in the paper. Business developed alongside with costs and market research will also be included in the paper. Major operational issues will also be discussed alongside with the target market and consumer in the paper. Outline of the business Idea The idea behind the business is to open a discounted clothing retail store. The store will offer garments at very affordable rates to the consumers. The aim is to cater to the needs of the consumers in the most affordable form. Low priced clothing will be the unique selling pro position of the business. The notion of selling clothing at lower price is justified because there are many people who would prefer buying clothes at affordable rates. Not many people can afford high prices, even for fashionable clothes, and therefore this store might be able to attract a large number of people. Profit margins will have to be slashed but large amount of sales is likely to compensate for lower profit margins. Another important part of the business strategy will be outsourcing of manufacturing to countries like China and India. These countries are well known for their textile products and can produce garments at very low rates, and European Union countries are already buying textile products from these countries (European Commission, 2012). The business will be outsourcing its manufacturing in order to make sure that enough attention is given to things that are important like marketing and sales. Also expertise of producing clothes at affordable rates is not available in the country and therefore taking help from specialized the developing countries might be the only possible option. The strategy of outsourcing also complements the overall business strategy of the company as it will allow us to order large quantities which will be necessary for large number of sales. The idea behind the business is to attract people who look for clothing at lower prices. The retail clothing store will also focus on quality and this will also attract consumers. After the economic crisis of 2008 people have seen their purchasing power reduced. This is why people will be interested in such economic times in affordable clothing line. Lower prices will be the main focus of the business and this will also be used in the marketing of the business in the country. Market and Consumers The main target market for the business will be the younger generation. Young people usually are short of money; therefore, they look for good bargains when it comes to clothing. They look for new and trendy garments which are affordable, and this is exactly what will we provide them. Younger generation is also the main target market because of the ease with which they can be targeted using social media and other cost effective method. Another major target market for the business will be middle aged people. Economic recession has created many financial problems for middle class

Campaign Reform Essay Example | Topics and Well Written Essays - 500 words

Campaign Reform - Essay Example Non-profit organizations are considered corporations under this law and are therefore subject to the same rules and regulations as these other corporations. These are referred to as â€Å"Electioneering Communications,â€Å" or issue ads. This act amended the 1971 Federal Election Campaign Act. The BCFR was a big step towards campaign finance reform. As a direct effect, the organizations Swift Boat Veterans for the Truth, the League of Conservation Voters, MoveOn.org, and Progress for America Voter Fund were all fined for not following the new laws. In June of 2007, the US Supreme court found in Federal Election Commision Vs. Wisconsin Right to Life, Inc. that it was unconstitutional to apply the BCFR to ads that could be reasonably considered to be not specifically for or against a specific candidate. It will depend on the full extent of the 2008 election cycle to determine the extent to which this new ruling will affect campaign finance reform. While the BCFR has begun the process of finance reform, many people think that there is still a long way to go in the process. For instance, many people still feel that lobbyists and special interest groups still have too much influence on politicians, yet the BCFR does not specifically deal with lobbyists. Also, some groups have begun the process of challenging the BCFR, stating that it violates free speech. Bradley A. Smith, in the book Unfree Speech: the Folly of Campaign Finance Reform, states that not only was the system that was in place before the BCFR not as corrupt as many Americans seemed to believe, but the BCFR has made the situation worse, with incumbent and wealthy candidates being much more likely to elected than previously because the BCFR discourages grassroots organizations (Smith, 2001). Smith’s main opposition to current attempts at campaign finance reform, though,

Discuss two critical challenges facing business in the next 10 years Essay

Discuss two critical challenges facing business in the next 10 years and what part management process will play in the developme - Essay Example Business leaders encounter numerous challenges in keeping their businesses growing as the economy deteriorates. Establishing a business remains an outstanding accomplishment for numerous entrepreneurs, even though upholding one remains a challenge. There are numerous elements such as hiring appropriate persons, constructing brands, and maintenance of a business. Business limitations touched on fundamental aspects of space and time. Partners, when not busy, could converse in person. Presently, technology has granted businesses conference and email-hosting capacities. Additionally, business prototypes are moving towards accepting more instant communication in every framework (Group, Bespoke Investment 1). This implies businesses should become conversant with performing important businesses around the world at any prearranged timing. This is because distances no longer matter, and communication capabilities are becoming pervasive. Additionally, businesses are becoming politically active . Businesses in America should encompass opinions on political matters such as immigration and guideline. In such instance, businesses will not straightforwardly pick out the path towards anything that increases their profits, rather than aspects that will function best during the existing political climate. Presently, customers examine the political leanings of businesses when deciding on companies to frequent (5 issues facing small businesses in 2013 1). Uncertainty A significant proportion of the populace especially business leaders especially are uneasy with uncertainty. Uncertainty regarding global economy, credit markets, and ways through which innovative technology will influence businesses, pose numerous challenges. The result is that uncertainty results in the short-term concentration. Businesses are drawing back from long-term plans, in place of short-term concentration owing to the excuse of uncertainty. Failure to strategically plan10-years into the future could end up d amaging value. The problem requiring solution is balancing the need for more responsive, short-term concentration with the necessity for cognizant, long-term approaches (Shelton 1). There is an increasing marking of conflicts between individual and team skills within the business world. Businesses require the experience of coping with such paradox. In order to fashion an efficient labor force, businesses should overcome the uncertainty tension. Companies could meet the challenge through offering additional creative packages of benefits and become further interested in the emotional health and well-being of employees. Businesses could accomplish this ideology through centering on employees’ lifestyle aspects, attempt to encourage creativity and well-being amongst others (Love 1). Technology The pace of technological advancement is exponential making capital investments beneficial to businesses. Other businesses choose to postpone their realization of comparative advantages by waiting for the next generation technology. Similarly, the capacity for the unsurpassed technologists to remain informed regarding emerging technologies remains a challenge when mastering the current technology of the business. The challenge involves developing long-term technology strategies, whilst remaining flexible enough to grasp unanticipated technological advantages (Brooks and Paul 128). Businesses could find it particularly difficult dealing with the rapid changes in business

Case study reflection 2 pages per case 8 total Essay

Case study reflection 2 pages per case 8 total - Essay Example tudy of metformin-associated lactic acidosis-MALA, in which the interactions of drug that is, orlistat in the long run and cimetidine in the short run, may have triggered the woman’s condition (British Medical Association, 1988, pp56-87). The case involves a 59-year-old woman having had diabetes type 2 for 14 years, presented a history of 3 months of unclear abdominal pain and 4-5 daily loose movements of bowel. Her condition had worsened for over 4 days before her admission to the hospital. On the admission day, she exhibited signs of weakness, dizziness, and blurred vision. In addition, her husband had observed inaudible speech and an abridged level of consciousness (Ehrman, 2009, pp234-345). When the diagnosis of metformin-associated lactic acidosis with cardiovascular collapse and acute prerenal renal failure was made, it was discovered that she needed She required a vigorous rehydration, infusion of sodium bicarbonate, support of inotropic, and the therapy of renal replacement. Empirically, all cultures of blood, urine, and feces were sterile. Three years later she was dialysis independent and the stability of became real having a creatinine of 250 ÃŽ ¼mol/l. The study aims at answering the question of what initiates MALA in patients who previously had normal renal functions. Though the approach of handling this condition is unknown, the available options have been supportive and usually focus stopping the drug, correcting the acidosis and treating the coexisting conditions which in most instances are renal impairment. The therapy of renal impairment eliminates lactate and metformin from the blood. Metformin is absorbed comparatively rapidly in the intestines, and is not metabolized. And 90% of the drug is removed through glomerular filtration and secretions in the tubules. It has a half-life of 1.5-5 hours (Dong, 2006, pp34-45). When compared with phenformin, it yields a negligible increase in producing lactate, which seems to be past the extra hepatic

The Development of a software for outsourcing Essay Example for Free

The Development of a software for outsourcing Essay This study may not be achievable without the cooperation, guidance and support and of a few person and organization. University adopted Supervisor Dr. PQR[1], Lecturer, Department of computing, ABC University, was the resource of the inspiration and motivation to this dissertation effort. He has provided vital assistance along all the way. His help is really immeasurable. Department of computing[2], ABC University, is another resource to gaining this study.   It has provided valuable modulation, books, Journals, Researches and too many efforts for this study. Teacher and staffs of the Department and the Faculty Dean are extremely helpful.   Devoid of their assistance, this study could not have reached its conclusion. Encouragement, love and caring of my family ensured a working environment for such a project without disturbing the normal family routine. All the optimistic attributes of this dissertation have driven from those mentioned above. The conclusions or any other errors, omissions and mistakes within this dissertation are attributable just to the author. Abstract The world of business is in the midst of revolution in which the key ingredient is control and Management of information within the organization. Every company that wants to move forward must embrace Information technology based information processing. The purpose of businesses is maximization of goals especially this era of corporate sustainability and achieve this companies will need to move with technology based information processing. Companies in countries like Taiwan need to develop capacity to utilize Information Technology to improve product and services choice among customers in order to give pleasure and satisfaction. This independence, pleasure and satisfaction will be determined by individual perception of the chosen product or service and the preference in the choice of the same. Therefore, to accommodate the rapid changes occurring in business world, information technology processing software is needed. Then question of developing software for outsourcing purposes. This case study describes the rthe development of software and it outsourcing management. The implementation of a prototype IT developed by ABC, a student at the University of   kkk aiming to help SDE to develop technology-based inventory control. Collaborating with the management of SDE, XXX investigated this tool in the context of managing outsourcing of software. A inference research approach will be adopted to an able the research to study,   whereby qualitative empirical data was collected through semi-structured face-to-face interviews, internet questionnaires. Face to face, interviews will be carried, targeting the employees of the company. I conclude that the Information technology system enhances companies managing of information , increases collaboration and sharing information among employees, and increased profitability by reducing knowledge management in the organization and loss due employees stealing. I have also learned that the management SDE appreciates the software outsourcing as a tool to successful control of patents and property rights. I was able to evaluate the usability of the software outsourcing. Finally, This study offer some contributions for this company on how software outsourcing will be great value and   make them improve the current market share as well as protect their software rights and some recommendations for its management in better decision making is availed.

Tropicana Orange Essay Example for Free

Tropicana Orange Essay They have a strong market share and their priority is to serve the best quality of fresh orange juices made from the best oranges in town. Tropicana Premium Orange Juice is one of the subsidiary of Pepsi Company. After such a long time being under the same label and packaging, in February 2009 Tropicana Premium Orange Juice changed the old packaging to a whole new design which looks completely different. Peter Arnell, the CEO of Arnell company, which is a design company that designed the new packaging of Tropicana Premium Orange Juice gave an idea to refresh the packaging of the orange juice by eliminating the orange and the straw in the old design with a cup of orange juice. The idea of the change is to give customers the look of whats really inside the carton, not the orange but whats inside the orange which is fresh orange juices. They also changed the cap into a more round-shaped cap with texture of an orange, the idea of this change is to make the customers feel like squeezing the orange before they finally open the package and drink the orange juice. They are trying to make good first impression on the new design which looks more modern. Unfortunately, the messages that Arnell trying to send was not delivered very well. Most of the customers complained about the new packaging of Tropicana, they said that the new design was not really attractive to them. The removal of the big orange and straw removes the strong message of fresh and juicy. The loyal customers of Tropicana Premium Orange Juice complained about the new picture of a cup of orange juice that gives a different look and perception about how the orange juice would taste although there is not different with the ingridients. After receiving many complains from the customers, followed by decrease of the product sales by 20% , within one month Tropicana Premium Orange finally changed the new packaging design into the old ones. This change received positive feedback from customers and followed by recovery of the sales of the product. The reason why the company changes their packaging is because they are trying to put a new concept and perception to the customer. The perceptual organization principles, figure and ground is people tend to organize perceptions into figures and ground relationship and the figure usually perceive clearly because in contrast to background. Arnell was trying to create a new image that will make a product has in the mind of the customer as consumer may rely more on the image conveyed by the brand than its actual attributes. The objective of Arnell to create the new design of the packaging is to communicate a modern and trendy lifestyle. However, the customere drink which make the consumers unwilling to purchase the ‘new’ Tropicana. This is in line with the perceived quality of products theory, where the consumers will judge the quality of a product based on the psychical characteristics of the product (in this case, the packaging).

Technological Advancements in Gaming

Technological Advancements in Gaming Computer Games: a Boon in the New Millennium With the dawning of the new millennium, certain changes in the way we live, think and work are inevitable. Foremost among these changes is the shift towards greater technologization. Brought about by information revolution which began a half century ago, new technologies have allowed people all over the world to communicate, exchange ideas, and do business with one another at increasingly faster and more frequent rates. This has resulted in the creation of the new, so-called ‘global community,’ where no nation and no society exist like an island. Such trends as technologization and globalization are already everyday realities. Technologization, particularly advances in information and communications technology ( ICT ) have allowed much faster and easier communication throughout the globe. It has also made possible and efficient access to and transfer of large amounts of information. The internets, with its large-scale network of computers, electronics, and telecommunications, have removed the barriers of time and space. They have transformed the nature of work, business, entertainment, education and interpersonal relations. While advancements in the field of ICT are now happening at a rapid speed, the advancement in the future will ever be speedier. Rapid development in ICT has its spin-off in globalization which refers to the interconnectedness of all peoples. The flow of ideas, information, goods and services are now linked globally, and these linkages reach most households and individuals. The flow includes the arts, science, sports, medicine, tourism and entertainment as well as such unfortunate phenomena as drug traffic, disease and environmental damage. The combined force of ICT and globalization is a challenge in our educational system. . Schools have already adapted to these current realities. The nature of work will change; there will be less need for manual workers, and more of â€Å"knowledge workers.†The later are people with technical and technological expertise, who are capable of handling, processing and utilizing information intelligently. Technological advancements play a critical role in education. Learning environments must be nurturing ones. Thus, education should emphasize not only the development of the cognitive man; it must strive to develop the holistic human being technically skilled, emotionally intelligent, spiritually and morally upright, selfless and socially responsible. Education in the future will be a lifelong pursuit. It will no longer be space- and –time-bound. â€Å"Anytime, anywhere learning† will be more than a fad. With more people having access to the internet and other information and communications technologies, the schools will change; we have more Internet-based education now a days. One of the technological developments affecting education in the last several decades is the video games. Computer Gaming is a creation for the players that gives not just fun but also the time to be socialized to other players and become better human beings.. According to Rutger C. M. E. Engels â€Å"Over 70% of gamers play their games with a friend, either cooperatively or competitively† and Melbourne â€Å"Kids who play video games have better social skills. Research has found that games offer a range of social and educational benefits to gamers. â€Å"It really boosts the social skills of the players even if they are not too fond of socializing with other people. When you are playing, you are also connected to other players because latest computer games are created for us to play with other people and other races that really make this really unique. Just like here in the Philippines, where most of the youth are fond of these computer games. They can play to any player within the country or even abroad and even join international competitions because of computer games. So even just at the edge of your seat, you can make friends and socialize to other players. According to Melbourne â€Å"Gamers are reaping the social benefits when their friends come over and play computer games together. They are often strategizing, managing complex tasks and forming and managing teams.† Philip Trippebach stressed that â€Å"Far from turning teenagers into anti-social loners, video games help them engage with friends and community.† With the use of modern technology we can play and also we can have friends through gaming. In my case, computer games, made me meet lots of fellow Schoolmates. Though we are not at the same program or course. We are given a chance to know and meet each other. Playing games with new friends makes lots of exiting experiences and fun that we can never have when we are alone at home. Modern technology really changes us a lot. We can communicate with anyone from other places and talk to them face to face with the use of the technology called Internet. It really makes our lives easy and comfortable because we can do research without going to a library. The same manner is applied in gaming; we can play games through the use of internet called online gaming. This makes our lives easier and gives fun that lightens our anxieties in life. Because of this modern invention, we can play with our friend online, which really makes things interesting and battle with other people to see who the best in different areas of the game is. While it is a fact that video games not only have positive effects but also negative effects. But several studies indicate that the advantages outweigh the negative impact. Video games are not at all bad for us, thus, making our life better. Despite hand-wringing over a connection between violence and video games, numerous academic studies indicate that playing video games has many psychological and physical benefits. Taken together, video games make one a better human being. Being exposed to different personalities portrayed by the characters in video games, a gamer sympathize with the one possessing pleasant character. Computer games make one smarter. While gamers are having fun, they also get sharper. Now a days, new generations are noted to be adept in playing computer games. They display impressive manipulative skills than the adults who don’t play computer games. Gamers would join in tournaments or competitions, which they believe, would enhance their skills, and above all to showcase their talent. Others would join competitions simply for the fun brought by making new friendships with fellow gamers.. While others, take it an opportunity to win prizes. Not just that playing video games bring out the kid in the player’s heart but it also helps one stay young physically. Most gamers are young people so parents should see to it that their children choose games with high instructional values- those that would give counsel and advises. Because, as noted, children are easily influenced by the characters in video games. . School reading lessons could not be as attractive as video gaming for some children. They tend to be active with games where they learn easily. What do video games really do to people? In today’s modern times, people, especially the young, are immersed in video gaming, not considering the possible effects of it. Video gaming could have positive and negative effects which could be the determining factor in the value formation of the gamers. They are what they become based on the kind of game they play. Therefore, authorities should investigate both the positive and the negative impacts that playing games could have on people. Among the possible negative effects of game play has to do with violence in video games. Video games that feature aggressive or violent elements might have a big impact on children and youth. In the same way, playing aggressive video games could stimulate aggressive behavior in players in particular because the player is an active participant. Crime among minors is now rampant, where they become a social problem. Outmost attention must be given to stop minors into becoming violent. The academic performance of students is also affected. Since, gamers would take too much time at it, thus, taking away from time spent on school work. Parents are complaining their children are not doing well in school. A lot of students nowadays are becoming less interested in school work and play video games outside school. It has adverse effects among students which caused their failure and their dropping out from school. The parents are most affected on this effect since it destroys not only the future but also the whole being of their children. As for positive effects, educators and learning scientists have also debated how to leverage the motivation students had for playing games as well as exploring the medium of video game for educational and pedagogical purposes. Video games shape students literacy activities; mainly reading and writing in both online and offline spaces. In this case, video games could be of great help in the intellectual, development of the students. To the teachers, it is also helping them make classroom instructions easier and it is also application of information technology which is the present trend in education. In other words, educators should redesign classroom experiences, integrating video games that can shift the way teachers and students approach to learning. Motivational factors will be enhanced if certain qualities present in the medium of video games provide valuable opportunities for learning. If done so, learning experiences will be as interesting and enjoyable as playing video games. A lot of game studies research can be seen as the academic response to the video game industries questions regarding the product it creates and sells. How can we create better games? What makes a game good? Good could mean many different things. Does the game provide an entertaining and engaging experience to the player? Is the game easy to play? Is the game innovative or does it provide the player with an opportunity to have novel experiences? Does it provide educational value to players? Different approaches to studying this problem should be considered. Describing how to design games, extracting guidelines and rules for making better games, abstracting commonalities from games and understanding how they relate to each other. If all these considerations are taken care of, then, video gaming will be good for us. They are not bad at all. They’re actually making our life better.

Exemplification Essay: Why The World Is Doomed -- Exemplification Essay

Every day when looking out a window, people see a beautiful earth. The earth is intriguing, but hinges on a delicate balance. Many natural resources keep the grass green and the sky blue. Man has made quite an impression on our world, and has transformed the earth's resources into tools to make life easy. However, mans' manipulation on earth has become detrimental to the health of our planet and the safety of mankind. Through the use and production of resources such as oil and energy, man is gradually poisoning the earth. Pollution has become such a dilemma in society; there is no real control or a feasible solution to society's recklessness. Without complete change, our system will collapse. The earth will eventually retaliate with disaster, or corporate control of our economy will cause hysteria and depression. Evaluation of the consequences and repercussion of worldwide pollution, may give people a better idea of what the future holds. It is unfortunate that within the past 100 years our worlds' economy has driven itself into a deep hole with the reliance on a "black gold" called oil. Since its discovery, it has been purified to produce many different forms of energy such as light, gasoline and more. Since technology has enabled mankind to discover more capable methods of transportation, mankind has exploited its power over nature and produced machines such as the combustion engine. In combustion engine's, oil explodes to move machinery, and emits a very toxic byproduct called CO2. Carbon is incredibly dangerous to the earth's atmosphere, and erodes huge holes in the ozone layer of our earth. This erosion causes global warming and climate change that is permanent and irreversible. The impact of global warming will not only ... ...e sources." All facts, statements and reports conclude that mankind is in part responsible for this change in our ecosystem. Hence if we do not change, drastic changes over the next 100 years will threaten the safety of some people and our environment. More and more research is being deployed into this intriguing field of science. Some scientists deny reports of global warming impacts. And some scientists show more and more proof of such impacts. When will the academic and governmental community understand the consequences of our treasured way of life? Will it take huge catastrophic man-induced disasters to change the worlds mind on what actions to take? Is our economy so reliant upon oil that it will risk our planets' health, for money? People need to take action on these issues before the damage of global warming has left a huge, worsening-footprint on our earth.