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. 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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. Baranski, E.N., Gardiner, G., Guillaume, E., Aveyard, M., Bastian, B., Bronin, I., Ivanova, C., Cheng, J.T., Kock, F.S.D., Denissen, J.J. and Gallardo-Pujol, D., 2017. Comparisons of Daily Behavior Across 21 Countries.Social Psychological and Personality Science,8(3), pp.252-266. Barrick, M.R., Thurgood, G.R., Smith, T.A. and Courtright, S.H., 2015. Collective organizational engagement: Linking motivational antecedents, strategic implementation, and firm performance.Academy of Management Journal,58(1), pp.111-135. Cherian, J. and Jacob, J., 2013. Impact of self efficacy on motivation and performance of employees.International Journal of Business and Management,8(14), p.80. Diestel, S., Wegge, J. and Schmidt, K.H., 2014. The impact of social context on the relationship between individual job satisfaction and absenteeism: The roles of different foci of job satisfaction and work-unit absenteeism.Academy of Management Journal,57(2), pp.353-382. DuBrin, A.J., 2013.Fundamentals of organizational behavior: An applied perspective. Elsevier. Ibrahim, M. and Al Falasi, S., 2014. Employee loyalty and engagement in UAE public sector.Employee Relations,36(5), pp.562-582. Jain, R. and Kaur, S., 2014. Impact of work environment on job satisfaction.International Journal of Scientific and Research Publications,4(1), pp.1-8. Loi, R., Chan, K.W. and Lam, L.W., 2014. Leadermember exchange, organizational identification, and job satisfaction: A social identity perspective.Journal of Occupational and Organizational psychology,87(1), pp.42-61. Luthans, F., Luthans, B.C. and Luthans, K.W., 2015.Organizational behavior: An evidence-based approach. IAP. Miner, J.B., 2015.Organizational behavior 1: Essential theories of motivation and leadership. Routledge. Perrew, P.L., Hochwarter, W.A., Ferris, G.R., McAllister, C.P. and Harris, J.N., 2014. Developing a passion for work passion: Future directions on an emerging construct.Journal of Organizational Behavior,35(1), pp.145-150. Pinder, C.C., 2014.Work motivation in organizational behavior. Psychology Press. Prabhakar, G.V. and Yaseen, A., 2016. Decision-making styles and leadership: evidences from the UAE.International Journal of Management Development,1(4), pp.287-306. Robbins, S.P. and Judge, T., 2013. Organizational behavior. Scandura, T.A., 2015.Essentials of organizational behavior: An evidence-based approach. SAGE Publications. Schlett, C. and Ziegler, R., 2014. Job emotions and job cognitions as determinants of job satisfaction: The moderating role of individual differences in need for affect.Journal of Vocational Behavior,84(1), pp.74-89. Shooshtarian, Z., Ameli, F. and Aminilari, M., 2013. The effect of labor's emotional intelligence on their job satisfaction, job performance and commitment.Iranian Journal of Management Studies,6(1), p.29. Suliman, A. and Al Harethi, B., 2013. Perceived work climate and employee performance in public security organizations in the UAE.Transforming Government: People, Process and Policy,7(3), pp.410-424. Trevio, L.K., den Nieuwenboer, N.A. and Kish-Gephart, J.J., 2014. (Un) ethical behavior in organizations.Annual Review of Psychology,65, pp.635-660. Wagner III, J.A. and Hollenbeck, J.R., 2014.Organizational behavior: Securing competitive advantage. Routledge.

The Correlation between Homework and Test Scores free essay sample

Homework is always related to the test scores. Homework is provided by the teachers to the students keeping this in mind that they can do good in the exams. Why homework is important? Homework is important as per the research and the experts as it allows the student to gain good marks in the exams. It helps the student in understanding the topics and revising it. It is often noticed that maximum students do not go back home and revise the chapters that have been taught to them in the school. In this case it will be problematic for the part of the student to remember what they have learnt at school. So homework is devoted to the particular student based on the chapter that has been taught in the school so that the student can revise the chapters at home and can keep the concepts in their subconscious minds. How does doing homework help in high test score? Homework can help the students in scoring higher marks in the tests in many ways, such as better understanding of the concepts, helping the students to write faster, avoiding last minute cramping and getting more confident. We will write a custom essay sample on The Correlation between Homework and Test Scores or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page Better understanding of concepts With the help of the homework that are given by the teachers to the students, the students can understand the concepts in a much better way. When the students are taught a chapter in the classroom, they are given homework based on that particular chapter. Often they are also said to study the chapter so that they can come and answer the questions based on the chapter taught on the prior day. This helps the student in understanding the concepts of the chapter taught. Help write faster, since we have already practiced If you will have a regular practice of writing your homework, you will grow a practice of writing faster each day. This will benefit you in writing fast in the examination hall. You will be able to complete the question paper at the proper time and even before the designated time. Avoids last minute cramming Last minute cramming is the thing that almost all the students do. They don’t study the whole year and then try completing the whole syllabus in a month just before the final exams. If you will study regularly the chapters that have been taught in the classroom and will also be in the practice of writing by doing the homework, then you will be less pressure as because you will be then only having the need to revise the chapters that are already there in your subconscious mind. More confidence in your abilities If you do your homework regularly, then you tend to remember a number of things. It has been often noticed that a particular thing is written then it stays in your mind for long. If you are doing your homework regularly, then you are getting cleared in your concepts about that particular subject and chapter. This helps you in being lesser pressure while your exams are knocking the door. You just need to revise. This gives you an extra confidence and thus you can score good marks in tests.

How to Choose a Short Narrative Essay Sample

How to Choose a Short Narrative Essay SampleIf you are looking for a short narrative essay sample that can be used as a template for your own writing, then this article will help you. The first thing to consider is the quality of the short writing sample. The second thing to consider is whether you need an essay or a longer piece.There are many ways to choose a short essay or a longer piece. If you are just looking for a quick narrative, then one good choice would be an essay.However, if you are more interested in a personal essay, then it may be a good idea to look for a short narrative essay sample. There are lots of different ways to choose an essay. For example, you can look for an essay written by a famous author or an essay written by a famous poet. Or, you can try to find an essay written by a famous journalist.There are lots of ways to choose an essay sample. If you are looking for something that you can customize and use as a template for your own writing, then you should de finitely go for a short story, article, or other form of writing. If you are more interested in an essay, then you may want to try to find an essay from a famous author.You can start looking for essays online. Or, you can look for short essay samples in magazines and on the web. If you are more interested in an essay, then you will want to look for essays from famous authors.There are many websites online that offer samples for free. They are usually really short essays and they usually have very little information on them. It is important to make sure that the essay is very short so that you do not have to read too much to get what you are looking for.Of course, you can always spend a lot of time and effort to find a good essay, but it is often best to settle for an essay that is short. Once you have the essay written, then you can use it as a template for your own writing. The essay should be easy to read and it should have little information on it. And, it should only be a few pa ragraphs long.

The Worlds Most Ethical Companies

The Worlds Most Ethical Companies Introduction Business ethics constitutes how organizations relate to their internal and external environments. The ethical climate therefore touches on things like working environment, safety of the employees, care and conservation of the environment and practices which promote the interests of the consumers.Advertising We will write a custom essay sample on The World’s Most Ethical Companies specifically for you for only $16.05 $11/page Learn More Ethical conduct of corporations is also intertwined with what is referred to as corporate social responsibility. This concept is generally used to refer to the relationship between businesses and their environment. All businesses operate in social, political and economic environments. The concept therefore takes into account how businesses interact with these environments, either positively or negatively. The topic of corporate social responsibility can be broken down into four main components namely the et hical, economic, philanthropic and legal components (Aras Crowther, 2010). This paper is based on the topic of business ethics. It looks into the topic through analysis of a single company selected from the database of the world’s most ethical companies. Key issues which are discussed include how the company behaves in a morally responsible manner towards its consumers, employees and the environment. Other issues which are discussed include how the morally responsible behavior can affect the company’s bottom line as well as recommendations on how the company can improve its policies to enhance its relationship with the consumers, employees and the environment. The paper is based on various academic readings about the topic of business ethics. The company under focus in the paper is the National Australia Bank (NAB). The bank’s main products include consumer banking, wholesale banking, business banking, insurance and wealth management (Murray, Poole Jones, 2006 ). The consumers of the bank include individual bankers, private and public institutions, businesses and community groups. According to the bank’s Chief Executive Officer Mr. Clyne Cameron, the bank’s strategic policy is aimed at putting the customers at the center in all operations to ensure that they realize their full potential.Advertising Looking for essay on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More How NAB behaves in a morally responsible way towards consumers One way in which the bank behaves in a morally responsible manner towards its consumers is through the provision of quality services at fair prices. The bank also aims at having a relationship with consumers which is based on the principles of advice, guidance and help. The provision of quality services to consumers reflects a morally responsible behavior because it ensures that consumers are protected from any form of unfair trea tment such as fraud, exploitation and poor services. The other way in which the bank behaves in a morally responsible manner towards its consumers is through building prosperous communities. The bank believes that prosperous communities are based on prosperous economy and that is why it helps the communities to flourish by investing in industries and organizations which bring people together in groups for economic prosperity. Such groups are financed by the bank to tackle various issues such as social inclusion and education. Through its micro finance scheme, the bank provides loans to the groups at very affordable rates so as to enable them start or strengthen their business enterprises. In 2004, the bank launched a customer relationship management system which made it win the Cap Gemini financial innovations award in 2006. It also launched what it referred to as Ubank, a system which provides customers with an option of transacting business online with the aim of making them more satisfied by accessing banking services right at their homes or any other places of their convenience.Advertising We will write a custom essay sample on The World’s Most Ethical Companies specifically for you for only $16.05 $11/page Learn More How NAB behaves in a morally responsible way towards the environment In regard to the environment, the bank has established very clear guidelines in form of a policy which outlines its relationship to the environment. One way in which the bank behaves in a morally responsible manner towards the environment is through compliance with all laws and regulations which are put in place to protect the environment. For instance, it takes the necessary actions to ensure that its operations do not negatively affect the environment either directly or indirectly. Such a policy is a pointer of a morally responsible behavior because environmental pollution by corporates affects the health of the consumers. Having a clean en vironment ensures that the consumers enjoy a healthy environment and lead a healthy life. The bank also invests in providing its customers with services and products which help them understand their environmental challenges and how to mitigate risks associated with the environment. The bank uses this approach because it believes that for sustainability purposes, it must capacity build the customers to enable them understand their environment and take good care of it. How NAB behaves in a morally responsible way towards employees In regard to the relationship between the bank and its employees, the bank has a policy in form of employee code of conduct. The policy is guided by the principle that all employees should be treated fairly and accorded the dignity and respect which they deserve. This policy reflects a morally responsible behavior because the respect of employees is central to the success of any organization. Treating employees with respect and dignity not only makes them mo tivated but also enables them get the intrinsic value of work.Advertising Looking for essay on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More The bank also embraces the concepts of cultural diversity and gender sensitivity in its employment policy. It does this by ensuring that employees are not discriminated based on race, gender or color. The policy has seen many women rise to the top positions of leadership of the bank. The bank also ensures that employees are trained from time to time so as to enhance their capacity to discharge their duties. The training is part of the bank’s initiative to ensure that the customers get quality services at any given time. Training of employees is a morally responsible behavior because it not only improves the quality of services but also makes employees grow in their career. Such training is also important for the employees because once they leave the company, it serves as an asset by giving them a competitive edge over other job seekers thus increasing their probability of being employed in other companies. Effects of these morally conscious decisions on NAB’s bottom li ne If the bank keeps the spirit of treating employees with dignity, taking care of the environment and providing quality services to customers, it has a potential of increased growth which may see it open more branches in other countries. The fact that the bank has a policy which ensures that there are no discriminations based on gender and race can make it the preferred employer of many qualified employees. The nondiscrimination policy can also attract talented employees who like working in reputable and respectable organizations. Having talented and highly qualified personnel would inspire innovation which would trigger growth and expansion thus giving the bank a competitive edge over its competitors. Review of NAB’s policies from a critical perspective Towards consumers One area where the bank needs to improve its policy on consumers is in regard to the number of staff in its branches. According to the naked office website, it is claimed that the bank places a lot of empha sis on cutting costs (Naked office, 2014). This makes it have few employees in the branches to serve the constant or increasing number of customers. The employees therefore feel overworked without any additional compensation which is a form of exploitation. For the bank to make its customers more satisfied, there is need to recruit more employees to ensure that customers are served without delays. If it is not able to increase the number of employees, it needs to ensure that the employees are paid overtime so as to motivate them. The bank also needs to improve the efficiency of its online accounts so that customers using them are able to enjoy faster and reliable online services. There are claims that the banks online systems are sometimes very slow which is very embarrassing to the customers. Towards the environment In regard to its relationship with its environment, the bank needs to allocate more funds to environmental conservation. There is no evidence of significant activities which the bank undertakes to conserve the environment. It needs for example to contribute towards the management of greenhouse gases which cause global warming. It can also partner with other governmental and non governmental organizations to launch comprehensive environmental conservation programs both at the national and international platform. The bank needs to not only educate its customers on environmental management but also all members of the community where it has operations. This would ensure that it reaches as many people as possible thus increasing the impact of its efforts towards environmental conservation. Towards employees According to the naked office website, the bank has been accused of having poorly trained and inexperienced personnel at top leadership positions (Naked office, 2014). While it pays attention to the training of other staff, it has neglected the training and capacity building of its leaders and therefore, there is need for change so that it can have leaders who are not only experienced but also visionary and well equipped with the necessary skills and techniques of leadership. Such leadership would ensure that the bank comes up with strategic business decisions which would propel it towards excellence. The bank needs to as well scale up its employee motivation efforts by introducing more employee motivation programs and policies such as sponsorship programs for employees to further their studies, provision of retirement benefits, medical scheme for the workers and promotions based on merit. Conclusion The National Bank of Australia is one of the companies listed in the data base of the world’s most ethical companies. The bank behaves in a morally responsible manner towards consumers, the environment and employees through policies and guidelines which govern its business strategy and operations. It ensures that the consumers are provided with high quality services at affordable prices at any given time. It also has polici es which require employees to be treated with respect and dignity as a way of motivating them to be more productive. In regard to the environment, the bank provides its customers with information on environmental risks and how to mitigate them. These morally conscious policies have the potential of increasing the competitiveness of the bank in the banking industry, attracting talented employees and increasing innovativeness. However, the bank can do better through deployment of more staff, payment of overtime for the employees and provision of employees with more benefits for them to become more productive. It also needs to partner with other organizations to launch comprehensive environmental conservation programs as a way of scaling up its efforts towards environmental conservation. References Aras, G., Crowther, D. (2010). A handbook of corporate governance and social responsibility corporate social responsibility series. Farnham GU9 7PT: Gower Publishing, Ltd. Murray, P., Poole , D., Jones, G. (2006). Contemporary issues in management and organizational behavior. South Melbourne, Vic.: Thomson Learning. Naked office. (2014). NAB (National Australia Bank). Web.

10 Tips on How to Write the Perfect Blog Post

10 Tips on How to Write the Perfect Blog Post 10 Tips on How to Write the Perfect Blog Post 10 Tips on How to Write the Perfect Blog Post By Guest Author You have a story that everybody wants to hear, but how do you get people to your blog? The perfect blog post is about more than just great content. In fact, the way you format your post is almost paramount to the actual content itself. Readers may not even realize that they like these formatting nuances, but a well organized and designed post can help keep them reading and sharing. Here are ten things you can do to turn your content into the perfect blog post: 1. Pick the Perfect Title Coming up with a direct but enticing title is the most important part of your blog post. You want readers to find your article easily with a simple search. Picking a title that will accurately match what the reader is searching for is obviously important in this age when nearly every Internet experience begins with Google. The tricky part is striking the perfect balance between a relevant title and an exciting one. The perfect blog post title will be fun, funny, ironic or controversial while still keeping the core point of the article clear and present. 2. Make the Main Point Clear The perfect blog post will let readers know what they are about to enjoy right away. Unlike a novel or movie, you don’t want the crux of the blog post to develop slowly. Internet readers have notoriously short attention spans, so make sure you open with an intro paragraph that lays out the post and lets the reader know he or she has come to the right place. 3. Make a List One easy formatting trick is to organize your post as a list. Make your different arguments into numbered or bulleted points, or include bolded subheadings. Top-ten lists and rankings are interesting to readers and give the post a clear reason to be read to the end. It also makes the post organized and clearly shows the reader what the key points will be. 4. Linkbait The perfect blog post will have content that other bloggers want to link to. Posts with â€Å"How to†¦Ã¢â‚¬  or â€Å"Top 10† in the title tend to get a lot of blogosphere attention. A great blog post also needs to have a large number of outbound links in the body. This is will help other bloggers notice your work and give you a return link, and will also give readers a feeling that you have done your research before writing your post. 5. Make It Attractive Making your post look nice is a quick and easy way to make readers happy. Before making a post public, take time to go back and format it to your liking. Make keywords bold, form organized or bulleted paragraphs, cut out unnecessary content to shorten up the post, enlarge titles and subject lines, and so on. A perfect post will be a pretty post. 6. Include Multimedia Even if your writing is the richest on the Internet, adding images or videos is crucial to breaking up the text and keeping things interesting. If you are writing a travel post, include attractive images of the destination. If you are writing an editorial piece, embed a fun video clip that helps illustrate your point. Multimedia livens up a post and is a critical part of the perfect blog post. 7. Stick to the Point For a blog post to be perfect, it needs to be concise and it needs to stay on topic. As stated before, blog readers have a short attention span. When they search for a specific subject, they want the post to deal with that subject and not meander between several topics. Unless your post is about a Hollywood star or political scandal, mentioning such an event will only draw readers who are really looking for a post on a different topic. 8. Use Keywords The perfect blog post will be constructed with keywords in mind. A simple search using Google AdWords on a subject will let you know which related keywords are most commonly searched. Keeping those words in your title and throughout the body will make it easy for your audience to find your post and will make it clear to them that they have come to the right place. 9. Keep Length in Mind Though it depends on the nature of your blog, keeping your post to an appropriate length is crucial. There is no optimal post length, but if it is too long, you risk readers getting impatient and leaving before they are done. In general, keeping a post under 1,000 words is a good rule of thumb. Keeping it between 500-800 words is ideal. 10. Be Original Make your post unique! Don’t simply say what everybody else is saying. Add your mark by mixing it up and making your post stand out in some way. The perfect blog post will make your audience stop and think. It will conjure some sort of emotion and make readers talk amongst themselves. A good indication that you have done your job is a post with a lot of engagement. If a post has readers commenting or arguing, you know you have given your audience something valuable to talk about. While the perfect blog post starts with compelling content, there is clearly much more to the formula. Use these ten tips when you write your next post and sit back and enjoy the results! About the Author: Sarah Fudin currently works in community relations for the University of Southern Californias Masters in Teaching program, which prepares teachers to earn their teaching credential. Follow her on twitter @USCTeacher. Outside of work Sarah enjoys running, reading and Pinkberry frozen yogurt. Want to improve your English in five minutes a day? Get a subscription and start receiving our writing tips and exercises daily! Keep learning! Browse the Business Writing category, check our popular posts, or choose a related post below:Dialogue Dos and Don'ts3 Types of HeadingsParataxis and Hypotaxis