Identity Theft Targeting Towards College Students

Running head: IDENTITY THEFT 1 Identity Theft: Targeted Towards College Students Lawren Linehan University of Nevada, Las Vegas IDENTITY THEFT 2 Abstract Identity theft is a prevalent issue in society, especially amongst college students. College students are often considered easy targets because of their lack of knowledge on the issue, risky behavior, and excessive use of social media and the Internet. There are multiple ways that identity theft can occur. The average citizen doesn’t easily recognize some of these ways. This white-collar crime is extremely common and affects a large number of people each year. Education on this topic can help college students recognize the†¦show more content†¦1). College students are at an increased risk of identity theft because our educational system fails to teach personal finance. Collegians participate in risky transactions, are carefree with their personal information, are uneducated about how identity theft occurs, and know little about its ramifications. How Identity Theft Happens Stealing an identity is becoming increasingly easy due to technological advancements, but this crime does still happen using traditional methods. People don’t even think about identity theft until it’s usually too late. With the proper education, most ID theft cases can be prevented, but the methods of how it occurs need to be understood first. Personal information is frequently obtained from social media sites and online purchases. A study done by the University of Missouri-Columbia concluded that almost 30% of college students can’t identify a secure website (Norum Weagley, 2006, p. 54). For presumably being the most tech savvy generation, that statistic is shockingly high. Not being able to recognize a secure site from an unsecure one increases the risk of having credit card numbers, names, and addresses stolen while making online transactions. IDENTITY THEFT 4 Phishing is another common form of theft. Phishing is when someone uses a technique such as keystroke logging or fake

Sickle Cell Disease African Americans - 1378 Words

Sickle Cell Disease on African Americans Cristina Martinez Nova Southeastern University Sickle Cell Disease on African Americans Sickle cell anemia is an autosomal recessive hereditary blood disorder which causes damage to the cerebrovascular system including important organs such as the spleen and liver due to abnormal red blood cells (Scott Scott, 1999). Sickle cell disorder is caused by mutations in the HBB gene then hemoglobin S and other abnormal beta-globin chains create a rigid consistency that is effortlessly lysed and more susceptible of sticking to the endothelial cells of the vascular system (Long, Thomas, Grubs, Gettig, Krishnamurti, 2011). After deoxygenation causes the sickled hemoglobin to polymerize which leaves the†¦show more content†¦The geographic regions have increased the prevalence of sickle cell among these heritages that are more prone to malaria which has led to this disproportionate impact on African-Americans (Kwiatkowski, 2005). Research shows that mood and stress have shown to be a significant predictor of health care use and work absence (Gil et al., 2004). Positive moods in same-day analyses have predicted fewer hospitalizations, less medication use, ER visits, and calls to health care providers (Gil et al., 2004). Sickle cell disease pain fluctuations have shown to be suggestively associated with daily stress and a negative mood moreover, psychosocial stress, not merely stress secondary to illness, was helpful to predicting pain (Gil et al., 2004). There is no cure for sickle cell disease at the time being but stress can easily increment an individual’s pain levels and decrease their quality of life. Psychosocial issue such as coping with stress, living with a chronic illness, depression, and an overall reduced quality of life (Thompson, Gil, Abrams, Phillips, 1992). Stress or psychosocial processes and biological processes together have a strong impact on illness – outcome relationship (Thompson, Gil, Abrams, Phillips, 1992). Negative outcomes can include anything from the type of sickle cell disease, the frequency of painful episodes, and the variation of complications (Thompson, Gil, Abrams, Phillips,Show MoreRelatedFunding of sickle cell diseases because of Race.800 Words   |  4 PagesFunding of sickle cell diseases because of Race. â€Å"In the United States, its estimated that sickle cell anemia affects 70,000–100,000 people, mainly African Americans† (NHLBI, NIH, Who is at risk for sickle cell anemia). SCD is a disease that is a serious disorder in which the body can make normal blood cells and sickle shape cells. Sickle shape cells can block the blood flow in your vessels and cause pain or organ damage also put you in risk for infections. SCD has no cure available but thereRead MoreThe Health Problem Of Interest1169 Words   |  5 Pageshealth problem of interest is sickle cell disease. Sickle Cell Disease is also called Sickle Cell Anemia. Sickle Cell disease is an inherited blood disorder which means it s not contagious. Anybody that has sickle cell disease, must have two defective hemoglobin genes from each parent. If a person has only one hemoglobin gene that is sickled and the other hemoglobin gene is normal the person will have the sickle cell trait. Hemoglobin is a molecule in th e red blood cell that helps carry oxygen. ThereRead MoreSickle Cell Anemia And The Disease1149 Words   |  5 PagesSickle Cell Anemia LaToya R Walker American Public University Systems Abstract This paper will discuss Sickle Cell Anemia. It will describe what the disease is as well as how its contracted. The paper will go on to on to discuss the symtoms risk and statistics of sickle cell aniema. The paper will end with discussing treatment for the disease. Sickle Cell Anemia Sickle Cell Anemia or Sickle Cell Disease (SCD) is a passed down blood disorder that attacks and destroys the red blood cells. This DiseaseRead MoreThe Probability of Inheriting a Disease Is Not Random1816 Words   |  7 Pagesprobability of inheriting a disease is not random. There are several factors that determine the chances on inheriting a disease such as race, gender, genetics, etc. A person of Caucasian decent is more likely to develop cystic fibrosis, an Asian person has a higher chance of inheriting Kawasaki disease and there is a very high rate of Sickle Cell Anemia among people of African lineage. Sickle Cell disease is inherited and it affects the anatomy of the red blood cells, resulting in a sickle shape which thenRead MoreSickle And The Sickle Cell Disease1369 Words   |  6 PagesThe sickle cell disease affects about 100,000 people in the America. The most common ethnic group the sickle cell anemia is seen in is African Americans and Hispanics. Approximately one in every ten African American and one in every one hundred Hispanic Americans have the sickle cell trait. Approximately two million people have the sickle cell trait in America. Approximately one in five- hundred African Americans and one in one thousand to one thousand and four hundred Hispanic-Americans have sickleRead MoreJacquelyn Sayikanmi. Understanding Sickle Cell Disease.1191 Words   |  5 PagesSayikanmi Understanding Sickle Cell Disease Introduction Sickle cell disease (SCD) occurs in 1 out of every 365 African American births compared to 1 out of 16,000 Hispanic-American births (1). SCD is a group of red blood cell disorders in which patients have a sickle or moon-shaped red blood cell due to an abnormal S hemoglobin. While sickle cell disease is relatively rare in American births, this is an alarming statistic among people of Sub-Saharan (west and central) African descent. An interestingRead MoreSickle Cell Disease ( Ocd )939 Words   |  4 Pages Sickle Cell Disease (SCD) is an inherited autosomal recessive condition that causes the red blood cells (RBCs) to be crescent shaped. Sickle cell disease occurs in 1 out of every 400 African Americans births (Field, et al 2009). And according to the Centers of Disease Prevention and Control (CDC), 1 out of 13 African American babies are born with the sickle cell trait (SCT). At the same time SCD is present in only 1 out of 300 Caucasian babies, thus it is considered to be one of the most prevalentRead MoreSickle Cell Disease: An Overview800 Words   |  4 PagesSickle Cell Disease: An Overview Sickle Cell Disease is a hereditary issue in which the body produces Sickled formed red platelets. In Sickle cell disease, or SCD, the hemoglobin in red platelets gathers together. This in turn causes red platelets to get firm and C-formed. The most well-known signs and indications of SCD are anemia and pain through the body. Sickle Cell Disease occurs most commonly in individuals whose families descend from West Africa, South or Central America (particularlyRead MoreSickle Cells: Description, Risk Factors, and Lifestyle779 Words   |  3 PagesSickle Cell- Description, Risk Factors, and Lifestyle Description Sickle cell anemia is blood disorder characterized by red blood cells assuming a sickle shape. Ordinary small changes in red blood cell shape would not adversely affect the individual. However, due primarily to the excessive shape changes in the red blood cell; complications can arise within the individual. By forming a sickle shape, the red blood cell loses a disproportionate amount of its flexibility due a hemoglobin mutationRead MoreA Study On The Sickle Cell Disease962 Words   |  4 Pagesdealt mainly with African-Americans, the results show how prevalent sickle-cell disease can be in black people. The higher rate of the trait can again be linked back to the monetary elements but it may not be limited only be limited to that as family ties are an important genetic factor of this disease. A study was done on the ethnicities of sickle cell infected patients in Sudan. In the study scientists tied to see the ethnic distribution of sickle cell disease. The scientists

Raising A Gender Neutral Child - 1704 Words

Sugar spice and everything nice,that s what little girls are made of. Between the pink bows and frilly dresses, being a â€Å"little girl† was never in my agenda as a child. Drastically different from their counterparts, the rough and tumbles of boys seemed more inviting, more me. Boy and girl were the only boxes to be in when I was growing up.To everyone else it was an easy decision,not much thought or after thought of the matter. There was no decision for me, not one I was willing to make. No box for me to be put into and none made for me. When it came down to who I was,what I was, my reply was simple: I am both, I am neither, I am me. I was raised without the constraints of having pronouns define me. I was raised outside the jurisdiction of a concept most found an essential part of growing up. I was raised gender neutral. Raising a gender neutral child ( GNK) or gender neutral (GNP) parenting isn’t that foriegn of a concept as most believe it to be . Being gender neutral is the idea that policies, language , and other social institutions avoid a set gender role. It is often times confused with androgyny , being both masculine and feminine . I was not both a boy and a girl, a question I am frequently asked by others. My gender is not unrecognizable (something, common with androgynous people). My gender was simply undefined by the societal definition of what it should be.There are two sides to gender neutrality: GNK/GNP, where you are a product of this mindset or enforceShow MoreRelatedGender Neutral Parenting Is An Ineffective And Psychologically Harmful Way1183 Words   |  5 Pagestheir child grow up as â€Å"gender neutral†. This eliminates in differing measurements many preconceptions about what a child should like or dislike based on their assigned sex at birth. This new parenting method does not project any gender onto a child, but gives them exposure to a variety of gender-types allowing them to â€Å"explore† both genders despite their biologically assigned sex. I believe that gender neutral parenting is an ineffective and psychologically harmful way to raise your child, not givingRead MoreParent Keep Child s Gender Secret Essay1445 Words   |  6 Pagesdetermines one’s gender and personal lifestyle. While girls are supposed to like ballet and wear pink, boys are supposed to play with trucks and like sports. What people like and what they do is determined by their gender, but most of this assumptions are based on one’s sex. The expectations that society has of how people are supposed to dress and act could be different if their sex was not something to worry about. For instance, Jayme Poisson in her essay â€Å"Parent Keep Child’s Gender Secret† mentionsRead MoreGender Identity As An Axis Of Social Order1611 Words   |à ‚  7 PagesGender is considered an axis of social order. Its categorisation into masculinity and femininity is social constructed and maintained in everyday life (Clark and Page, 2005; Mackie, 1994). Gender identity is our innermost understanding of our self as ‘male’ or ‘female’. Most people develop a gender identity that matched their biological sex (their body). Gender identity can be affected by, and is different from one society to another, depending on the way the members of society evaluate the roleRead MoreMale And Female Bathrooms Are The Standard Form Of Bathrooms Essay1413 Words   |  6 Pagespeople whose gender identity, expression or behavior is different from those typically associated with their assigned sex at birth. Due to the students revealing their gender identity, several schools had to address some controversies. The Transgender people were having a difficult time accessing the bathrooms on school campuses. Letters were sent to all public school districts by the Obama administration requiring them to allow transgender students to use the bathroom of their gender choice. SchoolsRead More Gender Identity Conflict Essay864 Words   |  4 PagesFabulous Child’s Story,quot; a child is raised as an X. An X is a child who is assigned to a neutral gender by its parents and scientists. The parents of X raise the child to both girl and boy standards. This, however, is just a story. Raising a child with an assigned gender is impossible. Many factors go into the development of gender and gender identity. Theorists state that the issue of gender identity is based on the society where the child grows. Others believe that gender identity is based on theRead MoreGender Equality And Gender Norms Essay1573 Words   |  7 Pagesacceptable for parents to raise their children in gender neutral ways. As queer rights, feminist movements, and gender equality take on a greater social relevance, many caregivers no longer expect their children to behave stereotypically â€Å"masculine† or â€Å"feminine;† children may even be praised for going beyond their gendered expectations (e.g., boys who can cook well or girls who are fit and athletic). Raising your kids without expecting them to conform to gender norms may allow them to develop a broad potentialRead MoreAnalysis Of Antoine Price Jr.1687 Words   |  7 Pagesnervous about becoming a parent because she did not want to fail as a young mother. She does not want anything to happen to AJ from lack of knowledge about how to raise a child from her being a 22 year old college student who had no intentions on raising a child this soon. However, because she and Quint en are together, it makes raising AJ much easier and takes some of the pressure off her as a mother. Since becoming a new mother, Angelique’s daily routine has changed. Her routine depends on what herRead MoreAnalysis Of Linda Diproperzio s Article, She Quoted An Associate Professor Of Women2160 Words   |  9 Pagesbinary or gender neutral setting. Although both parents and society play a sizable role in determining what gender a child will identify as, we believe both parties should support gender neutrality, and raise children in a supportive environment. Some believe parents need to be more accepting of what gender their child chooses to be. In Linda DiProperzio’s article, she quoted an associate professor of Women s Studies at the University of California named Jane Ward, who stated, â€Å"Raising a child underRead MoreFeminism Is A Very Loaded Word886 Words   |  4 Pagesreproductive labor that is traditionally done by them. As such, they need to be included in such a discussion. Within a household, women and men, mothers and fathers, have different roles and responsibilities, much of which are based on the person’s gender. Typically, women or mothers are â€Å"responsible for the emotional, social, and physical well-being of her family† (Lober 80), â€Å"most of the hands-on family work† (Lorber 81), and keep up of the house. The men or fathers are usually seen as the â€Å"breadRead MoreGender Assignment : Child Is Born With The Sonogram908 Words   |  4 PagesGender assignment begins even before a child is born with the sonogram that tells the parents if they are having a little boy or a little girl. It happens again the moment a child is born with the phrase â€Å"It’s a boy!† or â€Å"It’s a girl!† announced over the wailing newborn in the delivery room. Initially we use biology to determine whether a child is male or female. From that day on, they are continually influenced by the adults around them. A t the hospital, the baby is given a hat to keep its head

Essay about Problems with Interpersonal Communication

â€Å"What, what did you say?† I often find myself saying this when talking with children. The likely culprit of why is poor listening habits. â€Å"Most people spend mere time listening than they spend on any other communication activity, yet a large percentage of people never learn to listen well.† (TLSC, 2008) The above example is what I like to call â€Å"pseudo listening.† People will be thinking about something else but appear to be listening and only get about half the intended message. Recently at my father’s (Ron) company because of a pseudo listening instance a $400,000 dollar piece of equipment did not get specked correctly. When it was delivered to the customer at Company B the blast doors did not fit properly on the dryer unit. As one†¦show more content†¦X received very vague information from the engineer at Company B. Mr. X relayed this wrong information to the planning department at Ron’s company. In the end this re sulted in the final product being rejected. This caused Company B a great deal of money and Ron time and money as well. Had Mr. X listen to what was being quoted and asked for more concrete information the entire situation would have been different. During the listening phase if Mr. X had been truly engaged he would have realized that the placement of the welds was specked on the wrong spots. They were about  ½ inch off, nonetheless it was incorrect. Rather he focused on getting this other job so he was thinking about that instead. The result of the project was Company B didn’t want to pay for the work and Ron was out $ 400,000 dollars. Thus creating a negative affect on the business relationship however, this could have been avoided with some good listening habits. Improving the Situation â€Å"A good listener wants to see how the facts explain the ideas and the evidence supports arguments, and realizes facts are important only in relation to principles, ideas and arguments.† (Oregon State University, 2008) If Mr. X was using good listening habits he would have gotten the message, decoded it then asked clarification questions. Which, would have resulted in Ron and Company B both being satisfied with the product? One of the other factors I mentioned was Mr. X leaving in theShow MoreRelated Interpersonal Communication Problems Essay799 Words   |  4 PagesInterpersonal Communication Problems Over the telephone my boss gives me an instruction. I hear it, give my recognition, hang up then realize that I am not clear on exactly what it is that I am to do. Something about the proper way to add up my hours is the basic message, but the way she has explained it is not clear to me. Yet. As far as she is concerned, every word she spoke, that is, the way she described her instructions, was perfectly spelled out. She sits in her office confident that herRead MoreSolving Interpersonal Communication Problems2592 Words   |  11 PagesSolving Problems of Interpersonal Communication Problems Everything that we do with other people involves communication such that all our social interactions are communicative and they presume communication processes. Interpersonal communication is characterized by: communication from one individual to another, communication which is face to face and both the form and content of communication reflect the personal characteristics of the individual as well as their social roles and relationships (EllisRead MoreCommunication Skills And Interpersonal Problem Solving Skills Effect Adolescent s Social Self Efficacy988 Words   |  4 Pageshow communication skills and interpersonal problem solving skills effect adolescent’s social self-efficacy, the belief in one’s own abilities. Before the study begins, Erozkan defines how communication, interpersonal relationships, and self-efficacy relate. Communication is a crucial element in forming long-lasting interpersonal relationships, which is an important aspect in adolescents develo ping positive self-efficacy (Erozkan, 2013). Adolescents begin to acquire life-long interpersonal relationshipsRead MoreThe Importance of Interpersonal Communication1186 Words   |  5 Pages------------------------------------------------- The Impact of Interpersonal Communication for Startup Business in TANRI ABENG UNIVERSITY ------------------------------------------------- English for Academic Purpose Naimy Zam Zam / Corporate Communication / 13.013 Abstract This research proposal contains the analysis about interpersonal communication in startup business The Impact of Interpersonal Communication in Startup Businesses Introduction These days, there are so many startupRead MoreInterpersonal Communication And The Workplace946 Words   |  4 PagesInterpersonal communication in the workplace is developed positively or negatively on the individual relationships we have combined with our human behaviors and human actions within each of those relationships. There are many things that can affect interpersonal communications within the workplace, from generational that create technological gaps, to diversity and tolerance it creates, and finally the type of workplace, is it a team environment encouraging inclusiveness within the organization orRead MoreInterpersonal Relationships And Its Effects On The Family And Community822 Words   |  4 Pagesneed for interpersonal relationships including intimate, business, and family relationships, and friendship. The topic of interpersonal relationships has been an area of concern for many disciplines such as sociology, anthropology, and psychology. Academicians aim to disco ver the combination of factors that sustain or hinder interpersonal relations and why people need them. In this quest, many theories, concepts, and axioms have been proposed to explain the complex notion of interpersonal relationshipsRead MoreThe Effects Of Interpersonal Competence On Interpersonal Communication1053 Words   |  5 PagesIntroduction Interpersonal competence is an aspect of communication that is rarely given attention despite being a crucial facet of human interaction. In fact, Beebe et al. argue that it is comparable to breathing for being do critical to human growth (2). According to Beebe et al., this aspect of communication is necessary to maintain relationships and to improve affairs between lovers (6-7). To enhance our competence in interpersonal communication, we need to learn and master ways of verbally relatingRead MoreInterpersonal Communication1053 Words   |  5 PagesInterpersonal Communication Interpersonal communication is defined by Michael Cody as: the exchange of symbols used to achieve interpersonal goals(28). Does this definition include everything, or does it only include certain things?. When we are dealing with the issue of interpersonal communication we must realize that people view it differently. In this paper I will develop my own idea or definition of what interpersonal communication is. I will then proceed to identify any important assumptionsRead MoreInterpersonal Communication And The Workplace1116 Words   |  5 PagesINTERPERSONAL COMMUNICATION IN THE WORKPLACE Introduction Communication occurs in the day to day life situation Hynes, G. E. (2015). People pass messages from one individual to another through communication. This makes communication to be taken for granted. Communication may not be that easy as it is the assumption of most of the people, but it is important to understand that for communication to be effective proper communication skills need to be applied. Communication is simply defined as theRead MoreCommunication : Understanding Interpersonal Communication1554 Words   |  7 PagesI. Introduction AND Thesis Statement Communication is the number one key in a relationship, especially when you re talking about marriage. I would like to take this moment to say congratulation on your recent marriage. I want to tell you that communication helps build a healthy personal foundation by implementing small talk in helping resolve conflicts through growth and helps reduce any barriers that prevent you from having a happy, successful marriage. Remember that no one is perfect at communicating

Term Paper on Organization Behavior Free Essays

Term paper on Organization Behavior Course No: EMIS-514/513 Course Title: Organization Behavior Semester: summer 2010 Submitted To: Prof. Dr. Abdul Mannan Chowdury Professor, Department of MIS Submitted by: M. We will write a custom essay sample on Term Paper on Organization Behavior or any similar topic only for you Order Now M. Sharifuzzaman Id No: 60917-10-011 Acknowledgement I express a deep sense of gratitude to my honorable Course teacher Prof. M. A. Mannan Chowdhury for his valuable lectures, teaching approach and guidelines on Organizational Behavior which have guided me all over this course. I use departmental library to get recourses about this subject, which have direct me through easy way to prepare this paper.Some of my course mates have encouraged and suggested me how to prepare the term paper, special thanks to them. Table of content Name of ChapterPage No 1. Introduction to Organizational Behavior1 2. Motivational Needs and Processes4 3. Positive Organizational Behavior6 4. Managing Performance through Job Design and Goal Setting8 5. Groups and Teams10 6. Leadership Process and Styles, Activities and Skills12 7. Conclusion 14 Chapter 1: Introduction to Organizational Behavior Organizational Behavior: The term organizational Behavior consists of two words, a. organization, b. ehavior which gives the idea that the behavior is performed in organization is organizational Behavior. Behavior can be showed as the following a function of organism and Environment. B = f (O, E) Behavior = f (organism, Environment) Organizational Behavior can be defined as the understanding, predicting, and management of human behavior in organizations. The relationship of Organizational Behavior to other discipline: There are four closely related discipline in an organization those are a. Organizational Theory (OT), b. Organizational Behavior (OB), c. Organizational Development (OD), and d.Human Resource Management (HRM) Organizational Development (OD) Human Resource Management (HRM) Organizational Theory (OT) Organizational Behavior (OB) Theoretical Applied Figure 1. 1: The relationship of Organizational Behavior to other discipline Behavior to other discipline Micro Macro Although figure 1. 1 portrays the theoretical means of relating the four functions, in practical it does not means too much. As we need to have a base to learn organization and its function it’s an attempt to raise a base point. OT tends to more macro oriented than OB and more Theoretical than OD.OT topics are included in study and application of OB. On the other hand OD tends to be more Macro and more applied than OB. OB is more concerned about Micro environment than OT and more theoretical than HRM. HRM tends to have more focus on application of OB. Theoretical framework of OB: There are three theoretical frameworks of OB, which are a. Cognitive Framework, b. Behavioristic Framework, and c. Social Cognitive Frameworks. There frameworks are stated below: Cognitive Framework Cognitive approach emphasizes the positive and freewill aspects of human behavior and uses concepts such as expectancy, demand, and intention.Cognition can be simply defined as the act of knowing an item of information. In cognitive framework, cognitions precede behavior and constitute input into the person’s thinking, perception, problem solving, and information processing. Behavioristic Framework Pioneer behaviorists stressed the importance of studying observable behaviors instead of the elusive mind. Behaviorists’ used classical conditioning of stimulus and response (S-R) to explain the human behavior. A stimulus elicits a response. Some other behaviorists emphasize the R-S to explain the behavior. In R-S where there may have response, stimulus is waiting for that.The R-S theory has obtained by operant condition. Social Cognitive Framework This framework helps the researchers’ to come in common platform from the polarization between cognitive theory and behavioristic theory. Social learning theory takes the position that behavior can best be explained in terms of a continuous reciprocal interaction among cognitive, behavioral, and environmental determinants. The person and the environmental situation do not function as independent units but, in conjunction with behavior itself, reciprocally interact to determine behavior.It means that cognitive variables and environmental variables are relevant, but the experiences generated by previous behavior also partly determine what a person becomes and can do, which, in turn, affects subsequently behavior. A person’s cognition or understanding changes according to the experience of consequences of past behavior. Chapter 2: Motivational Needs and Processes Motivation: Definition: The term motivation may be comprehensively defined as; it is a process that starts with the psychological of physical deficiency of need that activates a behavior of a drive that aimed at a goal or incentive.Motivation process: Needs set up a drives aimed at incentives. This is the basic motivational process, consists of three elements, needs, drives, incentives. Primary motives are physiological, biological, unlearned motives. Those are very raw, basic motives of human behavior. General motives are the curiosity, manipulation, activity motives and affection motives. After achieving primary motive general motive comes into focus. The secondary motives include the power motive, achievement motive, the affiliation motive, the status motive, and the security motive, intrinsic and extrinsic motives.Types of Motive: Motives are three types,Primary motives, General motives, Secondary motives. All the motives of human behavior may be classified in these three classes. The content theories of work motivation: There are several content theories of work motivation such as Maslow’s hierarchy of needs, Herzberg’s two factor theory of motivation, Alderfer’s ERG theory. Maslow’s hierarchy of needs divides the whole needs into five hierarchic levels. According this theory the needs hierarchy is 1, physiological needs, 2. Safety needs, 3. Love needs, 4. Esteem needs, and 5.Needs of self- actualization. , Herzberg’s two factor theory of motivation said that needs have only two factors 1. Hygiene factor, and 2. Motivational factors. Alderfer’s ERG theory divides needs into three types 1. Existence, 2. Relatedness, and 3. Growth. The process theories of work motivation: There are numerous process theories of work motivation, for example, Vroom’s expectancy theory of motivation, where motivation force, F = ? (Valence x Expectancy) and the Porter-Lawler Model. Figure shows Porter-Lawler Model of work motivation. Chapter 3: Positive Organizational BehaviorPositive Organizational Behavior (POB): It is defined as the study and application of positive oriented human strengths and psychological capacity that can be measured developed, and effectively managed for performance improvement. It has five operational criteria as follows * Based on theory and research * Valid measures * Unique concepts * Open to development * Managed for performance The psychological capacity that meets these five criteria is being discussed below: Optimism: Optimism is basic part of human behavior, which contributes to elucidate the differences between individuals. For example, employees with optimists’ character have a very constructive view for changing the business functions into high tech revolution. Inversely, employees those are pessimists have feared due to this IT changes. Hope: We know that the simplest meaning of hope consists of both the â€Å"will power† and the â€Å"way power†. That’s why we say that, the employee’s feelings, belief, ability to solve problems and the overall management capabilities of their entire work scope will be improved significantly if they emerge with the growing changes in organizational IT infrastructure.Subjective Well-Being (SWB): SWB is a term that describes for what people usually mean by happiness. If the changes in IT directed to motivate the human resources of organization to attain the happiness of the individuals then it is considered definitely as a POB construct. Resiliency: Resiliency is viewed as the capacities to rebound or bounce back form any unconvention al situation that arises in the organization to improve responsibility of the individuals. This POB construct can be rationalized by taking necessary steps (that includes carry out corrective courses of ctions) for the employees who are not coping with the IT changes in the first phase. Emotional Intelligence (EI): EI is simply a person feels about something without considering any pre-requisites. This POB construct deals with love or affection, surprise, fear, sadness anger, disgust or even shame of employees in an organization. We must take into account of these components when we implement a high tech environment for the organization. Considering all the dimensions, EI helps us to promote the successful implementation of IT infrastructure in corporate levels.Self-Efficacy: It refers to an individual confidence about his or her capabilities to mobilize the motivation, cognitive resources, and courses of actions in order to execute particular tasks successfully within a given context. We must sort out the sources of self-efficacy among the organizational individuals and modify them in an efficient way so that IT changes in organization effectively streamlined. Chapter 4: Managing Performance through Job Design and Goal Setting Job design:Job design may be defined as the methods that management uses to develop the content of a job, including all relevant tasks as well as the process by which jobs are constructed and revised. In the recent trends of the organization it has become a important application in the study of Organizational Behavior, as the nature of job is being changing very fast with the implementation of IT. There are various approaches of job design which is being illustrated in the following figure: Job Design Job Engineering Scientific management, industrial engineering approaches Job enrichmentVertically loading the job to provide more responsibility Quality of work life A broad based approach suggesting the importance of overall climate, sociotechnical design and teams. Job characteristics Building skill variety, task identity, task significance, autonomy, and feedback into job. Social information processing A complex the oretical model suggesting the importance of social information or cues affecting jobholders. Figure shows various approaches of job design Goal setting: Goal setting is process of motivating employees by establishing effective and meaningful performance target.It is important factor in today’s organization to measure performance, motivate for achieving target, and manage the human resources in effective manner. Chapter 5: Groups and Teams Group: The group is widely recognized as an important sociological and socio psychological unit of analysis in the study of Organizational Behavior. The term group can be comprehensively defined as a collection of some members who are motivated to join, perceive the group as a unified unit of interacting people, contribute in various amounts to the group process and reach agreements and have disagreements through various forms of interactions. Types of group:Groups are classified in various ways. Some of these classifications are given below: * Group consists only two members is simple dyad group. * Small groups and large groups * Primary groups and secondary groups which are sometimes called coalitions. * Others groups * Membership groups and reference groups * In groups and out groups * Formal groups and informal groups Teams: The terms teams and groups are used interchangeably, though there are some distinction between these two. The team ois frequentl y used for any group especially to get individuals to work together and motivate them for achieving common collective goals. The distinctions between groups and teams: The distinctions between groups and teams are shown in following table: Focus| Group| Team| Leader | Strong clearly focused leader| shared leadership roles| Accountability | Individual | Mutual| Purpose | Same as organization| Specific purpose| Work products| Individual | Collective| Meeting | Efficient meeting| Opened active problem solving meeting| Measurement of effectiveness| Indirectly | Directly by assessing work products| Deeds | Discusses, decides, delegates| Discusses, decides, does the real things. |Types of team: Teams are of three types mainly, 1. Cross-functional team, 2. Virtual team and 3. Self-managed team. The first one consists of members from various departments to perform a certain tasks. Second type is the group which is formed individuals without face to face contact; means of communication between them is the IT, internet, video chat, email, phone conference etc. And the third one is self managed teams; it means the group members are totally responsible for managing and performing all the tasks to get a goal themselves. Chapter 6: Leadership ProcessLeadership: Leadership  is stated as the â€Å"process of  social influence  in which one person can enlist the aid and support of others in the accomplishment of a common task. Historical studies of leadership: The Iowa leadership studies: This studies classified leadership into three classes. Those are the following: * Authoritarian * Autocratic leadership, directs the followers without considering their opinion. * Democratic * Leads the follower considering their opinion * Laissez – faire * Gives complete freedom to do anything as they like.Ohio state leadership studies: This study was the first to include the task and human orientation nature of leadership. Consideration in this study is the people-orientation and Initiating Structure is the task orientation. Early Michigan leadership studies: This study classified the leadership of two categories, a) product centered and b) employee centered. Theories of leadership: There are lots of theories of leadership mainly of two major classes according to time of the development * Traditional theories of leadership * Modern theories of leadershipTraditional theories are the following: * Trait theory. * Groups and exchange theories * Contingency theory * Path- goal leadership theory The modern theoretical processes of leadership are the following: * Charismatic leadership theories * Transformational leadership theory * Social cognitive approach Chapter 7: Conclusion The organizational behavior has a potential to study and develop modern organizations. This issue is one of the most modern subject matters on which a lot of psychological and sociological works yet to do.Organizational Behavior leads to study, understand, predict, and manage human resource management in an organization. The Human Res ource Management (HRM) of modern organization is entirely an application of these studies of Organizational Behavior. The result is an effective management of Human Resource, which leads to higher productivity, good organizational environment, both internal and external. As a result Organizational Behavior has already appeared as an important field in management of contemporary organization. How to cite Term Paper on Organization Behavior, Essays

Organizational Behavior - Attitude And Job Satisfaction Of Employees

Question: Discuss about the Organizational Behavior ,Attitude And Job Satisfaction Of Employees. Answer: Introduction: A happy employee generally signifies the fact that he is happy with the work he is performing. This in turn helps in improving the quality of their work. Attitude and job satisfaction are terms that might not always be linked with the organization but also the recruits. If employees would be enjoying their employment, they would not be requiring external inspiration from the organizational management, but as an alternative the contentment they accomplish from completion of their work would be motivating them. Over the period of time, organizations have been focusing on the ways and strategies for developing the performance. As per Jain and Kaur (2014), this takes in a thorough study and evaluation of both the material and human resources, there is requirement to focus on the fundamental patterns of employees at the workplace. This would be enabling the organization to organize its human sources in the most effective of manners. Motivation is considered to be a key component in the organizational behavior as employees requires being motivated for exhibiting a behavior that would help in accomplishing the goals and objectives of the companies, thereby developing performance over time (Prabhakar and Yaseen 2016). Analysis: The attitude of an employee towards the management might influence his or her relationship with management. Any negative attitude towards the clout would source clashes at the workplace. According to Shooshtarian, Ameli and Aminilari (2013), psychology has been another reason that influences the attitude of an individual. Another prime reason for negative attitude towards the organizational authority is jealous for their situation. This attitude influences productivity within the job in the negative way. If the attitude of the worker is stated to be negative, the chance of generating positive results is much lesser. There is existence of various issues that shapes the attitude of workers and job contentment either in the optimistic or unconstructive way. These issues takes into account the employee, management, statement, culture and the atmosphere for doing work. Management Role: The approach of the management in leading plays a vital role in approach of the workers and the job construction. Empowerment has been stated as one of the factors that have the ability in motivating for better productivity. If the management is willing to offer an employee the prospect to work as per their own standards, favored that these standards determine those of the organization, job productivity is bound to increase (Trevio, den Nieuwenboer and Kish-Gephart 2014). Strategic planning by the management is very important. This is vital when tackling with influencing the productivity in job. An example of a method to motivate the employees is the offering from the management of opportunities of negotiations for promotions and pay rise. This would be encouraging job productivity as the employees would want to obtain these awards. The objectives of the organization also influences the ways the management relays with the employees. If the purpose of the organization is to attain a definite percentage of profit within a business time, then it would be exerting much anxiety on the employees for increasing the efficiency. Positive influence is not the only way through which an increased productivity would be ensured. Some of the organizations have been offering a contract that clearly defines the amount of efficiency generally desirable from the employees. This in the case of a sales and marketing executive is the need for them in accomplishing the targets within a certain deadline. This might mount pressure on the employees of the organization, which in turn would be affecting their job fulfillment. In certain cases, the organization is not stated to be much strict with the human resources. The main issue with this fact is that the employees might unwind on the job and important deadlines might be missed. An orga nization might also be deciding on adding certain working days based on the goals. Conforming to such decision is hard and it might be leaving the employees in a bitter state and indignant towards the management (Suliman and Al Harethi 2013). This attitude would be affecting the productivity of the job, as the employees would be arriving at work with les or no motivation at all. Employee Role: According to Diestel, Wegge and Schmidt (2014), some individuals select professions based on their liking whereas others end up with something due to several pressures. Pressure sometimes comes from the requirement to make money. An individual choosing something that they have interest in, brings the bet out of them as they love in what they do. Love for their profession would then generate positivity in their attitude. In organizations it is being stated that a happy employee is always a productive employee. Productivity takes a beating when the employee only works for money. The main aim of such employees is to amplify their productivity for getting more money; however this tends to make them stressful and pungent (Al Mehrzi and Singh 2016). Since they have zero interest in the work they perform, satisfaction is hard to attain. Employees require several ways in releasing their stress for developing and improving in their work outlook and production. The work related anxiety is a common factor among most of the employees. This is majorly by the employees that do not practice any sort of job pleasure from the work. Strain is something that has the ability in leading individuals to solemn illness. This would be lowering the productivity factor from the absence of the employees in the workplace. Stress is generally comforted through taking of the breaks from work, mingling with the friends. The psychological progress is another aspect that has the capability in affecting the attitude. Psychology has been the determining feature of human behavior, affecting the ways individuals react and relate with others. Every individual reacts in different ways to diverse situations (Schlett and Ziegler 2014). An example is when the management is viciously honest about the work of an employee, some might interpret as a cavea t to do better with others taking it as a criticism and giving up. This mainly depends on the ways an individual makes certain decisions. External features like the family, the financial position are some of the things that affect the attitude of the employees. A strong employee is always a prolific employee and a pleased one. Employee Motivation at Work: Motivating employees have been at times stated to be a multifaceted responsibility requiring diplomacy and skills due to the personage nature. Even within the same culture, individuals are stated to be motivated by various factors based on their diversified backgrounds and value systems. It varies from country to country on what drives the workforce to work, like in Lithuania, money plays a key role in driving people to work, whereas, in Philippines it is the job security that plays the motivating factor. Social needs might be irrelevant in Nigeria, though the same might be an important reason for the performance in Japan. Two of the corporate facilitators have commenced a Dubai-based company of leadership development for boosting motivation and workplace engagement. In a recent survey conducted, it has been found that 56 per cent of the workforce form UAE is motivated (Scandura 2015). The UAE workforce is greatly motivated by the factors like benefits, salaries and other benefits with 62 per cent accounting for the same. Certain other factors like displaying skills and expressing creativity also scored high as the essential elements for the UAE workforce. As per Maslows hierarchy of needs, employees needs can vary as per the individuals. According to the theory of Maslow, the individuals needs are approved in the hierarchical order with the most primary or basic needs at the bottom of the hierarchy (Wagner III and Hollenbeck 2014). Maslow also hypothesized the fact that a need of lower level must be pleased before the need of the next level becomes the factor of motivation. In other words, it can be stated that a person who is homeless and hungry would never be motivated by the sense of job security, however would be taking up any job, despite of how secured the job actually is. It is only after producing enough to nourish and accommodate him/her that the job security worry takes shape of a important concern (Cherian and Jacob 2013). This states that in Lithuania, a child who is not aware of the fact from where the next meal is coming from will be determined to work harder, even when he knows that the job is of temporary nature. On ot her hand, most of the western cultures boasted by the social structure guarantees the daily meal of an individual; the positions permanency would motivate people enough. Maslows theory implies the fact that within the same organization and among the same employee group, individuals would be behaving in different manner as per their professed needs (Perrew et al. 2014). It gives birth to the question of what causes an individual to be more committed towards an organization that he/she is actually prepared to stay longer with the company, whereas another individual might discontinue doing the same after a period of few years. It takes in another question on why some of the companies are better in retaining their people than the others. The main determinants of the attitude of employees along with the behavior are the values that are parallel with the values of the organization (Miner 2015). It has been argued over the years that both the instrumental and the terminal values have been playing vital roles in the decisions that are being made by individuals, influencing their behavior towards the project. According to DuBrin (2013), values can be defined as the fundamental conviction where a precise conduct mode is either socially or personally preferable to a contrary conduct mode. They generally symbolize the judgment of what the individuals or the companies consider being significant. They are the primary basis of the ways actions and decisions are being evaluated. The supremacy of the deeply held values is that they conclude the ways individuals act without much thinking on the ways they generally react to different situations. It can be squabbled that positive outcomes in jobs are realized when the personal values of an entity are analogous to the values of the association. Values are significant in considering the motivation of employees because they have been offering an understanding of the attitudes, individuals motivation and behavior along with culture, affecting the perception of individuals around the globe. In the two-factor theory, Herzberg theorized the fact that several motivation factors can be clustered under two broader categories. The primary ones, Herzberg referred as the Hygiene factors and the elevated ones, the Motivators. As per Loi, Chan and Lam (2014), like Maslows hierarchy of needs hypothesis, Herzberg explained the fact that although the hygiene factors do not stimulate the employees from their own, they need to attend before the motivators can be effectual. Some of the instances of hygiene factors are the conditions for working, supervision method, work safety and money. Motivators examples would be giving recognition along with praise, giving responsibilities to the employees, achievement and promotion. The theory of Herzberg implies the fact that the factors that are being included in the context of job are implausible in motivating the employees working under work environment of unsatisfactory nature (Robbins and Judge 2013). It seems much sensible where the manager starts from the identification of the universal factors that is required to be present for other motivators in working effectively. This fact helps in deciding which approach would be best in any of the given situation. Influence of Job Satisfaction on Organizational Behavior: Job satisfaction in UAE has the ability in affecting an individuals commitment level to the organization, the rate of job turnover and absenteeism. It can also involve the level of performance, willingness of employees in participating in the problem-solving activities outside their job portrayal outline. It can be stated when people in UAE are satisfied with the work they have been performing, and then they would be enjoying their work in more pleasant of manners. The individuals who are mostly satisfied with their jobs usually do not find much difficulty in getting up and going to their daily work. The relationship between the behavior and attitude has a well-built impact on the affiliation between the organizational commitment and job approval. The association between the behavior and attitude has been taken up for study in vast manner, determining the fact that the two exists on a scale (Pinder 2014). There is existence of moderators like the intent of changing ones attitude that in turn would be changing ones activities. Attitude takes into account behavioral achievement, in terms of the connection between the contentment in jobs and organizational pledge, there are presence of numerous factors that can have an impact on the relationship. The first factor might be the levels of comparison. For instance, an individual might be working in an organization; feeling fairly committed towards the organization on whole, but might not be satisfied with the amount being paid to him/her. Thereby, the balance between the behavior, that is organizational commitment and that individuals attitude (job satisfaction) would not be in line with one another. The second factor would be the alternative options for the individuals. This asks the question whether a particular organization is best for the individual, or whether there is something better for him/her. In the present scenario, the attitude of the individual towards the job might be contentment, however the individual might not be feeling dedicated towards the organization. If any individual is not devoted towards the company through his performance, the individual might start participating in counterproductive work behaviors due to the requirement of obligation. Another factor w ould be the investment that one has positioned in his or her job. An individual might feel that they have endowed so many years of theirs into functioning for a particular association, but happiness is something that has gone missing from the work that they do on regular basis at the organization. According to Baranski et al. (2017), in this scenario, the individual might weigh his decision of leaving the organization and the probable consequences of his leaving the job, like focusing on factors such as seniority, missing retirement funds and promotions, or staying at the organization where he/she is not satisfied. Conclusion: It can be concluded that the employee value and attitudes have been the key impacts on the job satisfaction of individuals. They also take into account the happiness of employees at workplace that influences their productivity. Attitude and job satisfaction is important from the perspectives of both the employees and the organization. Motivation is one of the factors that gets overlooked by the managers at certain times though it is crucial in recognizing the strong impact that situational contexts have on motivated performance. As per Googles Vice President of people development, the aspiration of being No. 1 globally should be less, more emphasis should be on the present and future employees who should be happy working here at Google, because that is what would make Google a successful company. The three factors that have been discussed in the influence of job satisfaction on organizational behavior section needs to be line with the other. If there is any sort of inconsistency, cognitive dissension is expected to crop up. For example, the individual who is loyal to the organization but not at all pleased with his or her job might feel that the only technique to lift up the experience of cognitive conflict would be in leaving the company References: Al Mehrzi, N. and Singh, S.K., 2016. Competing through employee engagement: a proposed framework.International Journal of Productivity and Performance Management,65(6), pp.831-843. 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