Dell, Inc Recalls Laptop Batteries Essay Example | Topics and Well Written Essays - 500 words

Dell, Inc Recalls Laptop Batteries - Essay Example From its foundation, Dell increases overall acknowledgment of being one of the best data innovation organizations. The organization holds a huge piece of the pie in the entirety of their product offerings. Last August, Dell reviews its lithium-particle batteries fueling its PCs after photos of its PC detonating in a gathering in Japan floods the web. It ought to be noticed that review includes 4.1 PC batteries and is the biggest made in the buyer hardware industry. The reviewed batteries incorporate 2.1 million lithium-particle batteries introduced in PCs sold in the United States and another 1.4 million sold abroad from April 2004 to July 2006. Dell does this so as to avoid potential fire dangers which can make more harm the clients and the organization's image picture (Blakely 1-6). As of now, the reason for the blast stays obscure. Specialists are communicating their interests over the new battery advances which make devices powerless to warm out of control. Thermal runaway alludes to a condition where a defective battery hits a specific degree of temperature and keeps on warming up without anyone else until it at long last detonates.

How do you think domestic and foreign intelligence should work in this Assignment

How would you figure local and remote knowledge should work in this nation - Assignment Example Outside knowledge includes security reconnaissance coordinated by cross-fringe forces and characters. Knowledge administration is the most touchy national establishment that must be concurred most extreme self-governance to keep the nation from powerlessness to psychological oppressor assault. America being the assumed worldwide superpower is an objective for fear mongering and different types of savage assaults. The U.S. relies upon the two its residential and remote insight data to battle as well as contain the world’s fear based oppression. It requires an exceptionally private, capable and viable knowledge administration both from household instruments and from outside information (Marks, 2010). After the September 11 assaults, participation and close coordination is required among national and universal knowledge in America (Marks, 2010). Be that as it may, there ought not be finished converge of the two foundations. While they ought to collaborate to convey corresponding data, their individual self-governance ought to likewise have clear division. The country’s security the executives ought to set up a focal planning body that fits data spread from either side of the security establishments. The job of this body is give further investigation to the insight data before conveying trustworthy watchful data to the administration. The particular jobs of these two organizations ought to likewise have unmistakable specifications to maintain a strategic distance from struggle and duplication of observation data. Moreover, the genuineness of remote knowledge observation is slowly revered in the Foreign Intelligence Surveillance Act of

To Conquer Fear an Essay on the Short Story First Confession Essay Example

To Conquer Fear an Essay on the Short Story First Confession Essay Example To Conquer Fear an Essay on the Short Story First Confession Paper To Conquer Fear an Essay on the Short Story First Confession Paper To Conquer Fear In the short story, â€Å"First Confession,† by Frank O’Connor, a little youngster named Jackie winds up vanquishing his dread of giving his first admission. He understands by the end that he truly had nothing to fear and it was a senseless dread. Jackie, frightened to death of admission, attempts to counterfeit a sickness to maintain a strategic distance from it, winds up astonishing the cleric when he does go, and discovers that eventually, recognition is more startling than the real world. In spite of the fact that it doesn’t appear it from the start, the peruser and Jackie discover that so as to vanquish dread, one must face it. Jackie, a youthful multi year old has been recounted stories by a lady named Mrs. Ryan that truly stress him. One story is about a man who gives an awful admission and basically endlessly consumes in hellfire. Mrs. Ryan likewise attempts to give Jackie and the others a feeling of what damnation resembles: â€Å"She lit a light, took out another half-crown, and offered it to the primary kid who might hold one finger in the fire for five minutes Then she solicited were we apprehensive from holding one finger in a little fire for five minutes and not terrified of consuming all over in simmering hot heaters for all eternity† (O’Connor 26). At the point when Mrs. Ryan recounts stories and plays mind games this way, she’s essentially startling the youngsters into giving a decent, complete. Nonetheless, with Jackie, this is excessively, and he is scared significantly more that he’ll mess up unintentionally and get lost. Rather than overcoming his dread, he runs from it. The day admission comes around doesn’t go. He says, â€Å"I was frightened to death of admission. The day the entire class went I let on to have a toothache, trusting my nonappearance wouldn’t be noticed† (27). Mrs. Ryan has carried out her responsibility well, to where Jackie is concerned too much. He chooses to counterfeit wiped out so as not to go, however as perusers later discover, this thought causes issues down the road for him. On the off chance that he had initially proceeded to confront his dread, the trial would as of now be finished. In the same way as other youngsters, Jackie thinks that its simpler to stay away from the feelings of dread in life as opposed to stand up to them. This, in any case, is definitely not a fruitful method to live. Since Jackie doesn’t go to admission with his schoolmates, he gets a request to go alone with his sister. As Jackie enters his congregation, it’s as though the entirety of his most noticeably awful bad dreams are turning into a reality and he’s leaving anything he at any point cherished: â€Å"The entryway hovel behind me, the daylight went out and offered spot to profound shadow, and the breeze whistled outside so the quiet inside appeared to pop like ice under my feet† (28). This symbolism shows how despite the fact that Jackie is at last starting to overcome his dread of admission, it’s like a plunge into hellfire. As he strolls into the congregation everything gets desolate, unpleasant, and unpropitious. This shows how the way toward beating his anxiety is troublesome despite the fact that over the long haul it will be advantageous. Once Jackie is in the confession booth, he talks too discreetly for the cleric to hear and everything keeps on deteriorating: â€Å"It was matter among God and me, and He had all the odds† (29). Jackie is confronting his apprehensions thus far he’s flopping wretchedly. Obviously, in the event that he had not maintained a strategic distance from admission in any case, he would not be battling. It’s not until the finish of the story that Jackie acknowledges that it is so helpful to confront your dread. Once Jackie and the cleric are settled, Jackie gradually starts to open up to the minister and feels progressively good. The minister causes Jackie to feel welcome: â€Å"Feeling I should get it over while I had him [priest] in affableness, ‘I had everything masterminded to slaughter my grandmother†¦ I attempted to execute Nora too’† (32). Perusers at last comprehend why Jackie is so scared of admission. Right off the bat, he didn’t comprehend what might occur on the off chance that he told and besides, he was stressed on the off chance that he didn’t advise over his arrangement to execute his grandma he’d get lost. Nonetheless, the minister just gives Jackie three Hail Mary’s, a little outcome, and it causes him to feel as he made the best decision; out of nowhere it’s all justified, despite all the trouble. When Jackie leaves he has a total difference in heart. Jackie says, â€Å"He had me there for an entire 10 minutes talking†¦ I was really sorry to leave behind him, since he was the most engaging character I’d ever met in the strict line. Outside†¦ the daylight resembled the thundering of waves on a sea shore; it stunned me† (33). Jackie understands that there truly was not something to be stressed over. The cleric realizes how to deal with him. At the point when he strolls outside once more, the symbolism changes from bleak to excited. Jackie is alleviated on the grounds that his weight of slaughtering his grandmother has been lifted and his feelings of trepidation have been quelled. Perusers currently observe that this fear was frequenting Jackie has been lifted on the grounds that he confronted it; he didn’t avoid it. In â€Å"First Confession† by Frank O’Connor, perusers are demonstrated that confronting fears can just assistance, not hurt. Jackie is amazing confirmation of this in light of the fact that in spite of the fact that he was scared from the start of admission, he winds up thinking that its agreeable and mitigating. Perusers discover that dread itself can be more regrettable than the genuine occasion.

The Maslow hierarchy of needs - Free Essay Example

According to Maslow, the source of motivation is certain needs. Needs are biological or instinctive; they characterize humans in genera and have a generic base. They often influence behaviour unconsciously. What causes people to behave as they do is the process of satisfying these needs. Once a need is satisfied, it no longer dominates behaviour, and another need rises to take its place. Need fulfillment is never ending. Muchinsky(1993) The five types of needs from Maslows theory are discussed below: Physiological needs: The physiological needs include the basic needs for food, water. These needs cannot be ignored for long and must be met before all others. To the person in a state of virtual starvation or water deprivation, matters other than food or water are of little concern. Security needs: Once the physiological needs are relatively well met, a new set of needs, categorized generally as safety needs, emerges. These are concerned with protection against danger, threat and deprivation. In an industrial society the safety needs may be important to the dependent relationship between employees and employers. The safety needs may serve as motivators in such circumstanc es as arbitrary management actions, behaviour which arouses uncertainty of continued employment, and unpredictable administration of policy. Social needs: Once the physiological and safety needs are reasonably well fulfilled, the social needs become important motivators of behaviour. These include needs for belonging, for association, for love, for acceptance by ones fellows, and for giving and receiving friendship. Self esteem: the self esteem needs are those needs that relate to ones self-esteem, that is, need for self confidence, for achievement, for competence, for knowledge Self-actualisation: Self actualization needs are those needs that relate to ones reputation, needs for status, for recognition, for appreciation, for the deserved respect of ones peers. In contrast with the lower order needs the self-esteem and self actualization needs are seldom fully satisfied. Maslow believed that the hierarchy was characterized by some supporting aspects or features, a few of which are given here: The higher the need, and the less imperative it is for sheer survival, the longer gratification can be postponed and the easier it is for the need to disappear permanently. Living at the higher need level means greater biological efficiency, greater longevity, less disease, better sleep, better appetite, and so forth. Higher needs are less urgent, subjectively Higher need gratification produces more desirable subjective results, more profound happiness, serenity and richness of the inner life. Pursuit and gratification of higher needs represent a general trend towards good health. Higher needs require better outside conditions (economic, educational, etc) to make them possible. Mc Corwick(1987) (Ernest J. Mc Cormick and Daniel Ilgen, 1987, Industrial and organizational psychology, eighth edition, Routledge Co Ltd, London, pg 270-271) Figure 3.1: Maslows hierarchy of needs applied in todays work environment Source: Luthan, F, (2008), Organisational behaviour, eleventh edition, pg 170) Frederick Herzbergs Dual factor theory: The dual factor is based on considerable proof. It is built on the basis that people are motivated towards what makes them feel good, and away from what makes them feel bad. His research identifies motivators as factors producing good feelings in the work situation. By contrast he suggests that hygiene factors arouse bad feelings in the work situation. Hygiene factors are clearly concerned with the work environment rather than the work itself. They differ significantly from motivators in as much as they can only prevent illness but not bring about good health. In other words, lack of adequate job hygiene will cause dissatisfaction, but its presence will not of itself cause satisfaction, it is the motivators that do this. The absence of the motivators will not cause dissatisfaction, assuming the job hygiene factors are adequate, but there will be no positive motivation. It is axiomatic in Herzbergs approach that job satisfaction and job dissatisfaction are not opposite. The oppos ite of job satisfaction is not job dissatisfaction; it is no job satisfaction, while the opposite of job dissatisfaction is lack of job dissatisfaction Adopting Herzbergs approach, a manager should build motivators into the job so as to promote job satisfaction positively; in order to minimize dissatisfaction, hygiene factors should be improved. In the motivation of sales representatives, the motivators and hygiene factors discussed in the pane overleaf might be considered. McKenna(1994) Motivators Hygiene factors Achievement Company policy and administration Recognition Supervision Work itself Salary Responsibility Interpersonal relations Advancement Working conditions Growth Status Security Table 3.1: Dual factor theory Source: McKenna, 1994, pg 78 (Eugene McKenna, 1994, business psychology and organizational behaviour, a students handbook,2nd revised edition, United Kingdom, BPC Wheatons Ltd, pg78) NEED ACHIEVEMENT TH EORY: The need for achievement was one of the twenty needs motivating behaviour suggested by henry Murray. Murray developed the Thematic Apperception Test (TAT), as a way of gauging the strength of these needs. David Mc Clelland then used the TAT to concentrate on the need for achievement, which he labeled n Ach, and tried to find both historival and cross-cultural evidence for its collective importance to societies. People high on n Ach, Mc Clelland maintained, have a preference for particular situations, where: The degree of risk involved is neither high nor low but moderate Feedback on their performance is provided Individual responsibility is acknowledged. Moderately risky tasks would provide a reasonable probability of success for people high on n Ach whereas low risk situations would be unchallenging and unlikely to engage their interest. However tasks that look too daunting would also be avoided for fear of failing at them. Thus it is not making the attempt that counts but the outcome. Failure would apparently be too damaging to self-esteem, regardless of the worth and importance of the goal. Mc Clelland also investigated two other, and related specific needs, the need for affiliation (n Aff) and the need for power (n Pow). These other two suggested needs have not been investigated to anything like the same extent as n Ach but they are interesting ideas. Statt(2004) (David A. Statt, 2004, psychology and the world of work, second edition, New York, Palgrave Macmillan Ltd, pg 253) The 3 acquired needs theory set by Mc Clelland are as follows: Need for achievement (nAch): It is the desire to achieve high in terms of quality and accomplish challenging responsibilities in ones work. Need for affiliation (nAff): It is the desire to maintain warm, friendly relationships with others. High nAff individuals are attracted in organizations which involve a large number of interactions with others. Need for power (nPow): It is the desire to influence others and control ones environment. The need for power can be divided into two forms namely personal power and institutional power. Akinson and Feather (1973 cited Ghosh P.K, 1991, pg 356) proposed that the tendency to approach or continue a task depends both on the difficulty of the situation and on the individuals motivation. According to the theory the characteristics which differentiate persons with high and low achievement need (n-ach) are as follows: A person with a high n-ach: Seeks accomplishement for its own sake; Wants to be challenged, sets moderately difficult(but not impossible) goals for himself and takes a realistic approach to risk; Is not strongly money hungry, although may acquire wealth in his drive to achieve; Is not a gambler but, rather, prefers to analyse and assess problems, assume personal responsibility for getting a job done and likes to prompt feedback on how he is doing Tends to be restless, likes to work long hours, does not unduly worry about failure if it does occur and is fairly independent. A person with a low n-ach: Tends to approach tasks of intermediate difficulty but a comparatively lower level of difficulty, as his standard of difficulty is set at a lesser level than the high n-ach person Mc Clelland through extended studies of his postulates, found along with others that achievement motivation is not a stable personality characteristic determined exclusively by childhood experiences as he originally thought it to be. Further investigations and experimental applications established that achievement motivation can be learned. Such learning has been brought about through special training programmes. It is also recognized that a persons achievement motivation may increase because of being placed in a position in which some extent of achievement motivation is expected and rewarded. (Ghosh 1991) Dr P.K Ghosh,(1991), Industrial and organizational psychology, first edition, Bombay :Himalaya publishing house, pg 356) Vrooms expectancy theory: Victor Vroom developed the first formal description of expectancy theory. The theorys basic premise is simple: The strength of their expectation that the behaviour will be followed by a given outcome. The anticipated value of that outcome. Expectancy theory, as described by Vroom, consists of two related models. The first of these is the valence model, which is used to predict the valences that workers place on various outcomes. In the terminology of expectancy theory, an outcome is an event that might follow a workers behaviour, such as praise, punishment or increased productivity. The valence of an outcome is the satisfaction that the worker expects to experience should he or she receive the outcome. First model: According to the valence model, an outcome will have a positive valence for a worker if he or she believes that it has positive instrumentality for obtaining other valued outcomes. Instrumentality is the extent to which a person believes that attaining one outcome is associated with attaining other outcomes, and can range from +1.00 to -1.00. in other words, an instrumentality is the perceived correlation between two outcomes. Second model: The second model in Vrooms expectancy theory predicts the motivational force to perform a particular behaviour. This model states that the force or strength of motivation, to engage in any behaviour depends upon the expectancy that various outcomes will result from performance of the behaviour and the valence of those outcomes as defined in the valence model. Vroom defined expectancy as the perceived probability that an outcome would follow a behaviour, so it can range from 0 to +1.00. Saal Knight(1995) (Frank E.Saal and Patricj A.Knight, 1995, industrial/Organisational psychology, science and practice, 2nd edition, United States of America, Brooks/Cole Publishing Company, 252). The valence model of expectancy theory: outcomes and instrumentality valences of PPP internship +.40 High pay in future jobs High valence Developing new skills High valence +.70 Valence of a PPP consumer research internship + + Flexibility in job choice High valence -.50 0 Making business contacts Low valence +.30 Figure 3.2: the valence mode of expectancy theory Source : Saal Knight(1995) (Frank E.Saal and Patricj A.Knight, 1995, industrial/Organisational psychology, science and practice, 2nd edition, United States of America, Brooks/Cole Publishing Company,pg 253) Figure 3.2 illustrates how the valence model predicts the valence of performing well on an internship for one of PPPs Consumer research interns. Four possible outcomes of performing well, along with their valences are listed on the left side of the figure. The particular intern, Keil Hardy, places positive values on earning higher pay in later jobs, developing new skills and having greater flexibility in choosing jobs in the future. However he places little value on making business contacts during the internship. In the center of the figure are Mr Hardys estimates of the instrumentalities of having a PPP internshi p for attaining each of the four outcomes. He perceives positive associations between the internship and greater pay in the future jobs, learning new skils and making business contacts. The perceived instrumentality of the internship for achieving flexibility in job choice, however is negative. Combining this information, the valence model predicts that he potential for higher pay and imporoved skills will increase the valence of the internship for Mr Hardy because: He values these outcomes The internship is seen by him as a way to attain them The opportunity to develop business contacts will have no effect on the valence in this case because even though Mr Hardy believes that contacts can be made through the internship(positive instrumentality), he believes that having a PPP internship will decrease the chances of this happening(negative instrumentality), which lowers the valence internship. Saal Knight(1995) (Frank E.Saal and Patricj A.Knight, 1995, industrial/O rganisational psychology, science and practice, 2nd edition, United States of America, Brooks/Cole Publishing Company, pg 252) Implications of the Vroom Model for Organizational behaviour: Although the Vroom model does not directly contribute much to the techniques of motivating personnel in an organization, it is of value in understanding organizational behaviour. It can clarify the relationship between individual and organizational goals. For example, suppose workers are given a certain standard for production. By measuring the workers output, management can determine how important their various personal goals (second-level outcomes such as money, security and recognition) are; the instrumentality of the organizational goal (the first level outcomes such as production standard) for the attainment of the personal goals; and the workers expectancies that their effort and ability will accomplish the organizational goal. If output is below standard it may be that the workers do not place a high value on the second level outcomes; or they may think that their efforts will not accomplish the first- level outcome. (Luthan, 2008) Luthan, F,2008, Organisational behavi our, eleventh edition, Singapore, Mc Graw Hill international edition, pg 177 EQUITY THEORY: The equity theory, built by psychologist J.Stacy Adams, argues that a major input into job performance and satisfaction is the degree of equity(or inequity) that people perceive in their work situation. In other words, it is another cognitively based motivation theory. For instance inequity occurs when a person perceives that the ratio of his or her outcomes to inputs and the ratio of a relevant others outcomes to inputs are unequal. Schematically, this is represented as follows: Persons outcomes others outcomes Persons inputs others inputs Equity occurs when; persons outcomes = others outcomes Persons inputs others inputs Both inputs and the outputs of the person and the other are based on the persons perceptions. Age, sex, education, social status, organizational position, qualifications and how hard the person works are examples of perceived input variables. Outcomes consist primarily of rewards such as pay, status, promotion and intrinsic interest in the job. In essence the ratio is based on the persons perception of what the person is giving (inputs) and receiving (outcomes) versus the ratio of what the relevant other is giving and receiving. This cognition may or may not be the same as someone elses observation of the ratios or the same as the actual reality. (Luthan ,2008) Luthan, F, (2008), Organisational behaviour, eleventh edition, Singapore, Mc Graw Hill international edition, pg 179 REINFORCEMENT THEORY: The reinforcement theory, pioneered by psychologist B.F Skinner argued that our behaviours can be explained by consequences in the environment. In fact the theory relies heavily on a concept called law of effect, which states that behaviours having pleasant or positive consequences are more likely to be repeated and behaviours having unpleasant or negative consequences are less likely to be repeated. The argument is that people perform certain work-related acts that are subject to reinforcement contingencies. People work with a certain degree of effectiveness and when particular behaviour results in a reward, performance increases. Types of reinforcement: There are four types of reinforcement available to facilitate behaviour modification. They are positive reinforcement, negative reinforcement, extinction and punishment. Skinner argued that positive reinforcement and extinction encouraged individual growth whereas negative reinforcement and punishment are likely to encourage irresponsibility in individuals and eventually contaminate the entire organization. Positive reinforcement: Positive reinforcement arises when organizations compliments employee for satisfactorily accomplished work. It increases desired behaviour. It involves providing a pleasant rewarding consequence to encourage that behaviour. Negative reinforcement: Negative reinforcement focuses on optimizing desired behaviour. However it involves providing unpleasant incentive so that an individual will engage in the desired behaviour in order to stop the unpleasant consequences. The desired behaviour is reinforced in a negative way because an individual must engage in the behaviour in order to get rid of an unpleasant condition. Extinction: Extinction occurs when positive reinforcement for a learned or previously conditioned response is withheld. Under such non-reinforcement, undesired behaviour decreases until it disappeared. Punishment: Punishment is a technique that involves negative consequence in order to decrease or discourage behaviour. Punishment is usually applied after an employee has involved in undesirable behaviour. For example, managers may increase employee workload each time work is handed in late. Punishment will decrease desired behaviour. (Bartol, 1998) Bartol K.M Martin, D.C.1998, Management, 3rd edition, McGraw-Hill, New York pg 400) JOB SATISFACTION: According to Muchinsky(1993), like any feeling of satisfaction, job satisfaction is an emotional, affective response. Affect refers to feelings of like or dislike. Therefore, job satisfaction is the extent to which a person derives pleasure from a job. Muchinsky P., 1993, psychology applied to work, fourth edition United States of America, Brooks/Cole Publishing Company Ltd,pg290) According to Fred Luthan(2008) there are three generally accepted dimensions of job satisfaction. First satisfaction is an emotional response to a job situation. As such it cannot be seen, it can only be inferred. Second, job satisfaction is often determined by how well outcomes meet or exceed expectations. For example, if organizational participants feel that they are working much harder than others in the department but are receiving fewer rewards, they will probably have a negative attitude towards their work, boss, and/or co-workers. They will be dissatisfied. On the other hand if they feel they are being treated very well and are being paid equitably, they are likely to have a positive attitude toward the job. They will be job-satisfied. Third, job satisfaction represents several related attitudes. Through the years five job dimensions have been identified to represent the most important characteristics of a job about which employees have affective attitudes. These are: The work itself: the extent to which the job provides the individual with interesting tasks, opportunities for learning and the chance to accept responsibility. Pay. The amount of financial remuneration that is received and the degree to which this is viewed as equitable vis-Ã  -vis that of others in organization Promotion opportunities. The chances for advancement in the organization Supervision. The abilities of the supervisor to provide technical assistance and behavioural support. Co-workers. The degree to which fellow workers are technically proficient and socially supportive. Lutha n, F, 2008, Organisational behaviour, eleventh edition, Singapore, Mc Graw Hill international edition. Pg 140 The work itself: The content of the job itself is a major source of satisfaction. Cooper (1974) proposed a framework of intrinsic job characteristics which attempts to deal with job satisfaction. The framework outlines four distinct intrinsic job dimensions namely: 1. Spatial variety 2. Skill discretion 3. Goal characteristics 1. Spatial variety: Spatial variety is exemplified by the variety of operations performed, their cycle times, as well as by features outside the task itself such as the number of people available for social interaction in the immediate work area. It seems likely that performance and satisfaction will be affected largely by stimulus satiation (a form of boredom produced by continued exposure to the same stimulus pattern) which can be dissipated by perceptual alternation among the various elements in the situation. Limitations of variety: It is doubtful if Variety is a true motivator. Its value is probably limited to routine, repetitive-type jobs which characteristically induce feelings of boredom; an increase in Variety simply means a decrease in boredom. Skill Discretion: Discretion means being free to exercise choice. According to Robert Cooper (1974) discretion in work means the ability to individually choose appropriate knowledge in the solution of problems. Skilled occupations are more complex and varied than unskilled and semiskilled occupations. They require more training time and often a higher educational attainment. Abstract thinking in specialized fields may be required. Examples of skilled jobs are: chemists architects school band directors physicians attorneys CEO of a business Satisfaction and job-commitment from discretion: The motivational value derived from the previous form of discretion, that is autonomy and responsibility is that one is responsible for ones own job behaviour and the experience of being free from externally-mediated pressures, thereby enhancing job commitment and satisfaction. Skill Discretion is of course a key characteristic of skilled-work. For example when faced with a job problem, the employee refers to his store of appropriate knowledge and from it selects a set of responses which he believes will lead to a solution; this is the essence of Skill Discretion. The choice of an appropriate response is usually done through the exercise of logic or trial-and-error. A high level of Skill Discretion in a job produces a keen sense of challenge which leads, after successful performance, to a feeling of achievement. Goal characteristics: Employees pursue goals because they value a lot the rewards they will be offered after having achieved the goals, that is, to gain food, shelter, money, promotion, love and so on Robert Cooper adds that in addition to goal content, goals possess a certain structure or form which is constituted by: 1. The clarity of the goal 2. The level of difficulty of the goal He further adds that it is these structural features which directly affect task behaviour. Goal clarity performance may differ according to the clarity or specificity with which the performance criteria are described. For instance if an individual instructs a student to write a paper and presents him with a goal of low clarity; he is unclear as to how long the paper should be and when he should complete it by. The clarity of his goal is increased when he provides additional information to the student. Goal Difficulty which is either too easy or too difficult is less motivating than those of medium difficulty th e latter provide a manageable degree of challenge to the employee and thus draws on his motivation. Pay: According to Luthans(2008), money not only helps people attain their basic needs but is also instrumental in providing upper-level need satisfaction. Employees often see pay as a reflection of how management views their contribution to the organization. Fringe benefits are also important, but they are not as influential. Ref: Luthan, F, (2008), Organisational behaviour, eleventh edition, Singapore, Mc Graw Hill international edition, pg 140 Promotion: According to Luthans(2008) promotional opportunities seem to have a varying effect on job satisfaction. This is because promotions take a number of different forms and have a variety of accompanying rewards. For example, individuals who are promoted on the basis of seniority often experience job satisfaction but not as much as those who are promoted on the basis of performance. Ref: Luthan, F, (2008), Organisationa l behaviour, eleventh edition, Singapore, Mc Graw Hill international edition, pg 140 Supervision: Autocratic According Kossen (1931) autocratic leaders feel that they know what they want and tend to express those wants as direct orders to their subordinates. Autocratic usually keep decisions and controls to themselves, since they have assumed full responsibility for decision making. Autocratic leaders usually structure the entire work situation for their employees, who merely do what they are told, that is, follow orders. Advantages of autocratic style: Many autocratic leaders have been successful in accomplishing their goals. To be successful, however, autocratic leaders must have broad and diversified backgrounds. They must also have subordinates who expect and want their leaders to give them strong directions. Workers who are either somewhat submissive or prefer not to be responsible for participating in planning and decision making tend to respond positively to bo ss-centered leadership. Also, a more directive leadership is often welcomed by employees whose job responsibilities are not clearly defined or who lack sufficient knowledge and training to perform their jobs without assistance. Disadvantages of autocratic: Managers who use this approach frequently feel that the individual employee lacks the capability of providing constructive input. Autocratic leadership has the potential for creating problems of both morale and production in the long run. It also fails to develop the workers commitment to the objectives of the organisation. Employees on the receiving end of autocratic leadership frequently lack information about their functions and fear using their own initiative in their work. Furthermore, individual growth and development are far more difficult to attain within an autocratic framework. Participative management style: This style of leadership assumes that individual members of a group who take part personally in the d ecision making process will be more likely as a result to have a far greater commitment to the objectives and goals of the organisation. Advantages of participative: Workers like to feel that their ideas are important and tend to feel considerably more committed to changes in which they have participated. Workers also develop greater feelings of self-esteem. Often the combined knowledge and experience of the members of a group exceed that of the leader. Furthermore problems worked on collectively often give birth to new ideas, created as a result of interpersonal exchange. Disadvantages of participative: This approach assumes a considerable commonality of interest between the managers and employees. However, in any group some individuals may be genuinely uninterested in their jobs, especially those who perceive their position merely as means to other, more satisfying, needs. The participative approach also assumes that workers have the necessary knowledge and skill to participate in the decision making process if knowledge and skill are lacking, managers may find that they must either be bound by bad decisions or override the decision of the group, thus detracting from the participative approach. Another potential problem with the participative approach is that group members whose ideas have been rejected may feel alienated. Kossen( 1931) (Stan Kossen,1931, the human side of organizations, fourth edition, United States of America, Harper Row Publishers, New York, pg 220-223) Work group: The nature of work group or team will have an effect on job satisfaction. Friendly, cooperative coworkers or team members are a modest source of job satisfaction to individual employees. The work group, especially a tight team, serves as a source of support, comfort, advice and assistance to the individual members. A good work group or effective team makes the job more enjoyable. However this factor is not essential to job satisfaction. On the oth er hand, if the reverse conditions exist- the people are difficult to get along with-t his factor may have a negative effect on job satisfaction. From the work of Jon P.Briscoe and Douglas T.Hall (cited Fred Luthan,2008, pg 142) the validity of the five dimensions of job satisfaction have been widely used and a recent meta-analysis confirmed its validity.

What Is The State Sponsor Of Terrorism - 727 Words

State Sponsor of Terrorism† a â€Å"Terrorist Act by Prof Michel Chossudovsky Al Qaeda is a threat to America due to its attack on the nation. The attacks were being used by the Bush administration and its friend; British to solicit for public support of the agenda of the global military. The Islamic terror network was an initiative towards the creation of intelligence apparatus (Chossudovsky, 2013). This military and the intelligence services triggered mass casualty events which led to civilian casualties. This was the basis of war propaganda that served to fabricate an enemy. The outside enemy specifically the personalized Osama Bin Laden was threatening America. The pre-emptive war was a target against Islamic terrorist was needed to defend†¦show more content†¦There is nothing wrong with doing business with terror group families, Osama was a good guy later he was referred as the black ship and then there was the global war on terrorism. Before 9/11 investors Carlyle group of Osama brother met with Bush senior. On the evening of September 11, Georg e gave a speech where he defined the relationship between the states that sponsored terrorism and the terrorist (Chossudovsky, 2013). President George Bush is remembered for saying it’s either you are with the terrorist or with us. It is very clear that the house of Saudi funds terrorist so does the bin Laden family. The families happen to be friends with the Bush family; such a scenario brings conflicts of interest. Washington had warned that governments that assist or harbor terrorism would be treated the same way as the terrorist. If that is the case, Saudi Arabia ought to have been included in the states that sponsor terrorism but that has been the case. The US government sponsors state that sponsors terrorist for example the US government supports the house of Saud; this house supports Al Qaeda. Al Qaeda and the CIA had very strong links; successful administrations have sustained and supported terrorist who is used to create political instability and destabilizing countries (Chossudovsky, 2013). War on terrorism isShow MoreRelatedTerrorism : Terrorism And Terrorism851 Words   |  4 Pagesany nation. Terrorism is one of those things that can happen at any time. It will strike in small, medium and large cities. Although we will never be able to remove all risk from terrorism, we can definitely reduce the risk through hazard mitigation and disaster preparedness (GBRA, 2011). To better understand terrorism we need to know what it is. Terrorism can be defined as the use of force or violence against persons or property in violation of the criminal laws of the United States for purposesRead MoreEssay Types of Terrorism873 Words   |  4 Pages Terrorism in the United States has taken a big step since 9/11. After 9/11 there have been more and more police officers working. There are a lot or terrorist groups around the world but there are also motivational terrorist. The word terrorism does not really have a straight forward definition because there is different form of terrorism. The types of terrorisms that is around that people know are state sponsored terrorism, dissent terrorism, terrorists from left and right, religious terrorismRead MoreTaking a Look at Terrorism1004 Words   |  4 PagesNobody could ever imagine how frightful of the terrorism until it really happened. The major event that happened on September 11th, 2001 was the unexpected attack fr om the terrorists towards Americans. Not only Americans, but also the whole world was deep into fear. It’s not just the number of people died in the attack; it totally changed people view toward terrorisms from that point. The question is how and what should we do to dissuade this kind of attack for happening again in the future whetherRead More Motivations Of Terrorists Essays710 Words   |  3 Pages Discussing terrorism and motivations leading to terrorism brings up thoughts of random acts of violence. These acts are mostly considered to be methods of insane men. Most of these modern terrorists follow their own political agenda with each group trying to achieve a particular goal. There are three types of terrorists in today’s society: the single individual, a certain group, and government funded organization. These terrorists all resemble criminals with one major difference; they are dedicatedRead MoreWar on Terror1421 Words   |  6 PagesPOL SCI 180 PATRICK COATY WAR ON TERROR I, myself, before September 11, 2001 did not know what terrorism was. It is completely a new term for me, and I could never figure how terrible it is. But then, experiencing and witnessing the feeling of losing the one you loved who was a victim of that disaster, I recognized that the world is no longer as safe as before. Today, not only America but also Britain, Spain, Indonesia†¦became the target of terrorists. The terror tissue is the most challengedRead More Defining Terrorism Essay1075 Words   |  5 Pagesof terrorism. What is terrorism? How do we define it? Why is one man’s terrorist another man’s freedom fighter? These are just a few of the questions that face the world on a daily basis. There are many challenges that face the international community when it comes to how to define terrorism and what it constitutes. This paper will explore the challenges facing scholars when it comes to labeling terror and discuss potential ways to properly defin e it. Challenges in Defining Terrorism FindingRead More State-Sponsored Terrorism: The Relationship between Hizballah and the Iranian Government1729 Words   |  7 Pagesof the countries involved in state-sponsored terrorism make modest attempts to disassociate themselves with terrorist organizations. These countries do this in hopes that the United Nations will not place sanctions. More often than not, these countries continue their support of various terrorist groups. They support the terrorist organization in various ways: financially, training, supplies. Iran has remained the most active state sponsor of terrorism to date (State Department, 2013). Iran supportsRead MoreThe Issue Of International Law1695 Words   |  7 PagesInternational Law reflects an effort by states to co-operate and achieve global aims such as safety from crime (including terrorism), whilst respecting individual state sovereignty and maintaining maximum participation of states. How effective is International Law in achieving this aim? What are the pitfalls and how might these be removed or the effects ameliorated? The term terrorism originated during the French revolution (1789-1799), referring to attempts by the new regime to consolidate itsRead MoreTerrorism Research Paper953 Words   |  4 Pages United States’ Efforts Since September 11th, there has been significant interest in terrorist funding, more specifically the moving of money through charities and charitable donations. After the attacks, the U.S. Treasury Department was primarily focused on the freezing of assets, with U.S. policy being â€Å"starving the terrorists of funding and shutting down the institutions that support or facilitate terrorism.† It was already illegal to provide or collect funds for acts of terrorism or to provideRead MoreWar On Terror And Terrorism1300 Words   |  6 Pagesare the primary target†. According to Patrick Coaty’s â€Å"War on Terror,† the terrorism has been developed throughout history. So that people should know to fight the war on terror, and be prepared from another attack like the one on September 11, 2001. According to Coaty’s War on Terror, terrorism can be divided in three different levels: individual, state, and international environment. During the French revolution, terrorism was developed the first time, and some groups of people gathered to clean

Evaluate the Internal and External Influence on Primark and Relate to It to Best Practices, Corporate Governance, Corporate Social Responsibility and Ethics Essay Example For Students

Evaluate the Internal and External Influence on Primark and Relate to It to Best Practices, Corporate Governance, Corporate Social Responsibility and Ethics? Essay Submitted By Mr. AMJAD IQBAL INDEX HISTORY OF PRIMARK PESTEL ANALYSIS SWOT ANALYSIS CORPORATE GOVERNANCE CORPORATE SOCIAL RESPONSIBILITY AND ETHICS CONCLUSION REFERENCES Evaluate the internal and external influence on Primark and relate to it to best practices, corporate governance, corporate social responsibility and ethics? Majority organizations need best practices for achieving organizational objectives in the terms of profit, social and ethics issues. Primark’s best practice frame work is discussing below: PRIMARKS HISTORY Foundation of Primark in Ireland In June 1969, the first Penneys store opened in Mary Street, Dublin. In 1970, four more stores were added – all in the Greater Dublin area. In 1971, the first large store outside Dublin was opened in Cork and by the end of that year there were 11 more stores in Ireland and one in Northern Ireland. Expansion By 1973, the number of stores had reached 18 in Ireland and Primark began trading in Great Britain with four out-of-town stores. The following year the Primark was opening the first UK High Street stores in Derby and Bristol. In the next ten years, 18 stores were added in the UK and nine in Ireland, bringing the number of stores in the UK and Ireland to 22 each. Also in 1984, the first multiple acquisition took place with the purchase in Ireland of five Woolworth stores. From 1984 to 1994 a further 13 stores were opened in the UK and 12 in Ireland, bringing the total to 66 stores – 32 in the UK and 34 in Ireland. A major flagship store was purchased in 1992. Primark opened its first store in the Netherlands (Rotterdam) in December 2008. In May 2009, Primark opened its first store in Portugal (Lisbon) and its first store in Germany (Bremen). In November 2009, a second Primark store opened in Germany (Frankfurt). In December 2009, Primark opened its first store in Belgium (Liege). Number of Stores Trading at 18th May 2010 COUNTRIESNO. OF STORES United Kingdom139 Ireland38 Spain15 Portugal2 Germany2 Netherlands1 Belgium1 Total198 Since the mid 2000s, Primark has emerged as one of the UKs most successful high street chains, now the countrys second largest clothing retailer by volume according to TNS, and the single largest in the value sector, having overtaken Asdas George in 2007. It was named as Value Retailer of the Year in that years Drapers Record awards. The business is the last UK retail interest controlled by diversified conglomerate Associated British Foods (ABF), whose other divisions are involved mainly in packaged foods and ingredients manufacturing. Primarks own brands All of the companys merchandise is made specifically for the company and as such Primark has its own brand names: PESTEL ANALYSIS PESTEL analysis which stands for Political, Economic, Social, Technological, Environmental and Legal, analysing a framework of macro-environmental factors affecting PRIMARK and Porters 5 forces analysis of PRIMARK which is a framework for industry analysis and business strategy development and the bargaining power of customers, bargaining power of suppliers, threat of new entrants and threat of substitute products and intensity of competitive rivalry affecting PRIMARK. From the beginning Primark gained favour specially in United kingdom, and due to political benefits the number of stores reached 139 in UK, and overall in Europe are 198 stores and creates employment opportunities in all Europe. In very short time specially in UK, technical advisors and experts equipped primark in very high queue in the sense of profit and spreading all over high street and pressurized top class branded stores, almost gained their shares from the market. Canadian Interest Groups EssayCRITICISM Primark has violating the corporate governance and code of contact such as in 2006- 2008 (illegal workers child labour, excessive work hours and etc in specially in Bangladesh), in 2009 same situation is occurred in India and in May 2010 teenage sexuality dress are introduced. With few negative aspects, there are many good decisions in practice to meet the international benchmark for corporate governance. International benchmarks procedures and policies are introducing specially related to good governance, code of contact and social and ethical responsibilities. PRINCIPAL OF GOOD CORPORATE GOVERNANCE AND CODE OF BEST PRACTICE According to experts there are three complementary purposes of good corporate governance and code of best practice: 1. To ensure the board, as representatives of the organisation’s owners, protects resources and allocates them to make planned progress towards the organisation’s defined purpose. 2. Must ensure those governing and managing an organisation account appropriately to its stakeholders. 3. Must enable shareholders and other stakeholders (where appropriate) to take boards to task. The objectives of the Primark are: DELIVERING VALUE, TRADING ETHICALLY Primark is a subsidiary company within the Associated British Foods group. ABF’s core values Care of our people, being good neighbours and fostering ethical business relationships such as human rights, employment conditions, business practices, suppliers and other stakeholders. Primark motive is to trade ethically as an international business with a global supply chain for ensuring that suppliers live up with their values and behave as well towards their employees, with approximately 600 suppliers in over 16 countries, it is a huge challenge. Primark buy in very large volumes and aim to build long-term relationships with suppliers. its business directly contributes to the employment of more than 700,000 workers across three continents. Ethical Oriented Policy: Primark is exercising so ethical oriented policy within our supply chain and committed for ensuring for: †¢Child labour shall not be used †¢Employment is freely chosen †¢Freedom of association and the right to collective bargaining are respected †¢Living wages are paid †¢No harsh or inhumane treatment is allowed †¢No discrimination is practised †¢Regular employment is provided †¢Working hours are not excessive Working conditions are safe and hygienic CONCLUSION: A popular scholar quotes that â€Å"It should not be exaggerated that the human history is the human violation† in these context, majority of the organization violate the human rights, and only focus on profit and ignore the importance of the human social and et hical issues, but today media, socials organization play vital role to enforce the multinational to justify with employees and customers on the humanitarian grounds in transparent way. In the case of Primark, they are trying to get maximum appreciation from the international humanitarian communities. But still need more adequate employees and customers oriented policies. References: 1. By Andrew Chambers Tuesday, 02 December 2008 – Ten Principles of Corporate governance. (Online Article) 2. Report of the Committee on the Financial Aspects of Corporate Governance: The Code of Best Practice (Cadbury Code) 1 December 1992 3. Roger, J (1999) Facilitating Group Management Futures Ltd. London 4. A Joshi, NL Erhardt Journal of management (Chapter SWOT analysis), 2003 5. RS Kaplan, DP Norton Your Organization on Strategy 2000

SAT Essay Samples - The Best Resources That You Can Use

SAT Essay Samples - The Best Resources That You Can UseSo, you are researching the AP Exam and you came across the SAT Essay samples. Do you know what the SAT essay samples is? It is a very detailed instructional guide that is useful for a lot of students that are going to be taking the exam.The SAT sample has a number of test cases for each section. This is a really great resource for someone who is taking the SAT that has not taken the test before. All of the test cases are going to be constructed by a professional writer and these writers are going to share with you how they write the essay.They are going to help you learn the different parts of an essay and how to organize your information and utilize the key points of the essay to make sure that you are able to relate your individual data points. They are going to offer you an outline that is going to show you how to construct your essay and then they are going to let you know what to do with the sections that you may not be fam iliar with. This is very helpful for someone who has never studied the SAT before.There are a lot of factors that go into the SAT and they are all going to be covered in the SAT sample. They have essays that cover a number of different topics. This will include political analysis, medical and scientific issues, consumer behavior, and much more.It will help you understand how to construct your essays and also why it is very important that you can read the materials and interpret them correctly. It is important that you can understand the materials well enough to do well on the exam. You can get some great advice on how to organize your research and make sure that you are able to take care of all of the points in the essay.There are a lot of things that are going to be covered in the SAT and if you are going to be able to utilize the resources that are available you are going to be able to make the most out of the resources that are available. They are going to help you see that you a re going to need to structure your essays well. You are going to need to use the right research and this will help you realize that you are going to need to research the information that you are going to include in your essay.You can find a lot of different resources that are going to help you to understand the material that is going to be used in the SAT and then you can get some great advice from the experts in the field about how to structure your essays and how to make sure that you are able to research and interpret properly. These resources are going to help you realize that the SAT is a very tough test and that you are going to need to be able to prepare for it properly. If you are going to be able to take a few extra minutes to get the right resource and then you can take a practice test and then get a feel for how the test works.The SAT sample is going to give you the best resource that you can use when you are taking the SAT. It is going to provide you with the guide that you need to be able to write the best essay and also how to analyze the information that you are going to use to help you to understand the material that you are going to be dealing with. It is going to help you become a more prepared student and prepare for your SAT test.