A Research Study On Management Studies Essay - 1067 Words

After a great deal of self evaluation, I have resolved to pursue management studies. Management studies have never been my goal until I graduated, saying otherwise would be just an equivocation of the fact that slowly and steadily I started considering management studies to accomplish my long term goals and enhance my management skills. After experimenting with my career and meeting with many business enthusiasts, It was certain by the time that I want to pursue with MBA, to excel. Along with that my ultimate professional goal of discovering myself as a key decision maker, emboldened my decision. I am well aware of the fact that during the MBA course, one requires determination and arduous character. Recent years have seen that business is not a restricted field. The diversity in the classroom accentuates quality of the education and widen the creative thinker. Though I have never been outside India, but I have never been in the same city in India for a long time. As it is well evident that India is a dense forest of several cultures, fortunately I have experienced many of them, which has played a great role in my life by enhancing my adaptability and developing the network. Getting a chance to enrich my cross cultural experiences apart from within India would be my predilection. I am also fortunate to take in a diverse background professionally, which has exposed me to different cultures, people, places and Indian regional languages. Though, I have worked in differentShow MoreRelatedA Research Study On Management1710 Words   |  7 Pages Henry Mintzberg, a world renowned professor at the prestigious McGill University once stated, Management is, above all, a practice where art, science, and craft meet. There are many ways one defines management. Throughout the last 5 weeks I got to grasp some of the key concepts one needs to acquire to become effective in management. I was able to gain the knowledge for these main ideas through the small group projects, the in/online class discussions, and the analyzed paper we ve completedRead MoreA Research Study On Reward Management1220 Words   |  5 Pages1.1Introduction This chapter deals with the background of the study, statement of the problem, the objectives of the study, Research questions, significance, scope and limitations of the study. The significance of this chapter is to explore the main purpose of the research, the area to be covered and the problem of the research 1.2. Background of Study Reward management is one of the strategies used by Human Resource Managers for attracting and retaining suitable employees as well as facilitatingRead MoreA Research Study On Project Management922 Words   |  4 PagesProject Management Institute. (Partington, 1996) States that with the rapid transformation from bureaucratic and hierarchical structures to more flexible, organic and matrix organizations conferences, seminars and organizations proliferated on how to manage projects. The PMI (Project Management Institute) was founded in 1969 as a nonprofit organization with the sole objective to â€Å"foster recognition of the need for professionalism in project management; provide a forum for the free exchange of projectRead MoreA Research Study On Sedation Management799 Words   |  4 PagesResearch Critique The design of both quantitative and qualitative research offer valuable information to the health sciences. There are circumstances when certainty is necessary, and a quantitative design is needed. In contrast, there are times when an understanding of the quality of a particular social interaction is needed. The paper will apply a quantitative and a qualitative research article to the topic of sedation management to help validate meaning gleaned from two different research designsRead MoreResearch Study On Behavior Management871 Words   |  4 Pagesempirical research regarding behavior management in the classroom. More specifically, the article focuses on the findings and implications of a rarely discussed behavior known as â€Å"teacher retreating.† Teacher retreating is defined as the â€Å"behavior that occurs in the classroom when a teacher backs down after one or more students undermine the teacher’s authority by failing to comply† (Ratcliff, Carroll, Hunt, 2014, p. 170). Furthermore, the research consisted of four independent studies where a totalRead MoreA Research Study On Management Of Risk Management1647 Words   |  7 Pages1. Introduction: Project risk management these days is recognized as one of the important process of project management. Latest studies of project management has suggested that more focus should be on study of projects which are intra-alliance or inter-alliance networks. In the field of research about the risk management of project less attention is paid to the risk management in networked projects. The networked projects itself is a big concept, there are large number of people involved in a singleRead MoreA Research Study On Risk Management1922 Words   |  8 Pagessuccessful. After reading this case study, I’ve to notice so many poor decisions being made by this Satellite organization. The most noticeable issue was that they failed to plan initially. I noticed that there were unrealistic goals set, in which created a chaotic working environment. Because of this, the organization was bound to have nothing but an abundance of failure with this project and its success in the near future. As mentioned in the case study, the team faced many project failuresRead MoreA Research Study On Healthcare Management Essay981 Words   |  4 Pageslearned about in high school are what introduced me to healthcare, but it was ultimately my undergraduate degree coupled with my experience working in a free health clinic that has solidified my decision to wholeheartedly pursue a career in healthcare management. As a GMU healthcare administration student, I have learned about the sociological, political, business, and medical components found in the healthcare system . Furthermore, by reading and learning about the positive and negative aspects that existRead MoreA Research Study On The Project Management1599 Words   |  7 PagesCulture result in surveys conducted by the Executive management teams. The Client Operations department staff scored very poorly amongst the 50,000 banks employees, hence the development of a project to drive scores back to a more acceptable result. After undertaking this unit, I believe it was evident that there was a lack of structure in the planning process with the project and it resulted in misguided unproductive project teams. The project management (PM) teams neglected core planning areas and overlookedRead MoreA Research Study On Management Styles772 Words   |  4 Pagesdemonstrating technical skills. Netherlands management approaches rely on cohesiveness and collaboration to exchange ideas with workers to create a productive work environment. Education is provided through government funding through the gra duate school level. India is a collectivist culture emphasizing the person-organization fit as a predictor of the turnover rate in that country. Individual technical skills are prevalent in their pool of talent. Management styles are less authoritarian and include

The Crucible By Arthur Miller - 1653 Words

ublished in 1952, during a period of cold war tensions, which culminated in the ideological witch trials of the McCarthyism era in America; the allegorical play, The Crucible, by Arthur Miller, is set in Salem Massachusetts, in 1692, during the Salem Witch Trials. The author has intentionally used allegory to draw parallels between the two events and invite the reader to think critically about the persecution that occurred during both time periods. One of the themes that the author has used to position the reader to recognise the immorality and idiocy of both historical events is the representation of personal integrity. Integrity is the quality of being honest and having strong moral principles. This is achieved through strongly contrasted characterisation through characters such as Abigail Williams and Rebecca Nurse , as well as the use of textual features such as irony,symbolism, and dialogue. In the play characters can be assorted into three distinct groups: those who have comple tely relinquished personal integrity in favour of personal interests, Those who have good intentions, but struggle to display integrity at times and those who continuously display integrity, even when faced with harsh punishment. In The Crucible Miller has utilized a multitude of textual features to create characters whose personal integrity ranges from being nonexistent to exemplary. The positive characterisation of Rebecca Nurse and the conflicted but developing characterisation of JohnShow MoreRelatedThe Crucible By Arthur Miller1269 Words   |  6 PagesAt first glance, the playwright Arthur Miller in The Crucible highlights the historical significance of the Salem Witch Trials of 1692, but in fact it is an allegorical expression of his perception of McCarthyism. If the reader has some background information on Arthur Miller’s victimization as a communist, it is evident that the play is a didactic vessel illustrating the flaws of the court system in the 1950’s. T he communist allegations were launched at government employees, entertainers and writersRead MoreThe Crucible By Arthur Miller1681 Words   |  7 Pagesof their way to the last dying breath to make sure they leave with a good or bad reputation. In one of the recent literature study in class â€Å"The Crucible† by Arthur Miller, Miller uses characterization to illustrate reputation throughout the play. â€Å"The Crucible† takes place in Salem, Massachusetts. It is based upon the Salem witch trails. In â€Å"The Crucible†, we journey through the life of three characters who reputations plays a major role in the play. The three characters are John Proctor, AbigailRead MoreThe Crucible By Arthur Miller998 Words   |  4 Pagesmotivated by jealousy and spite. The Crucible is a four-act dramatic play production that was first performed on January 22, 1953. Arthur Miller used dialogue within the characters to cover the multiple themes; conflicts and resolutions, plus the few directions for the different actions of the play. The Salem Witch Trials were intended to be performed as the play however, when read, it can be more carefully examined and broken down to analyze the techniques. Miller, the playwright, uses literaryRead MoreThe Crucible By Arthur Miller1333 Words   |  6 PagesAs the various characters in The Crucible by Arthur Miller interact, the dominant theme of the consequences of women’s nonconformity begins to slide out from behind the curtains of the play. Such a theme reveals the gripping fear that inundated the Puritans during the seventeenth century. This fear led to the famous witch-hunts that primarily terrorized women who deviated from the Puritan vision of absolute obedience and orthodoxy. Arthur Miller presents his interpretation of the suffering by subtlyRead MoreThe Crucible By Arthur Miller1145 Words   |  5 PagesUnbalance Through The Centuries In Arthur Miller’s play, The Crucible, the author reflects the persecution of communists in America in the 1950’s through a recount of the Salem witch trials. It is often presumed that Miller based his drama directly off of events that were particularly prevalent in the years surrounding the publication of The Crucible- which was released in the year 1953, towards the conclusion of the Korean War. Although there was not a literal witch hunt occurring during this timeRead MoreThe Crucible By Arthur Miller1063 Words   |  5 PagesIn the English dictionary, there are three definitions of the word crucible. One is a metal container in which metals are mixed and melted. Another is a severe test. But the third definition, and the one that I think fits the best for this book, is a place or situation in which different elements interact to create something new. In my mind, this fits because all of the characters had their little grudges and dirty secrets. But when all th ose seemingly little things interact, they formed somethingRead MoreThe Crucible By Arthur Miller1285 Words   |  6 Pages Rationale, Morality, Stereotypes, Pressure, Self-Censorship, Unanimity, and Mindguards. Groupthink has also taken place in our history a a country. The play, The Crucible by Arthur Miller is about a the real-life Salem Witch Trials that happened in 1692 - 1693, in Salem, Massachusetts. Some symptoms of Groupthink found in the Crucible are Rationale, Pressure, and Self-Censorship. The Groupthink symptom, Rationale, is described as when victims of Groupthink ignore warnings: they also collectivelyRead MoreThe Crucible By Arthur Miller811 Words   |  4 Pages While The Crucible, by Arthur Miller, is only a four act play, it still resembles the format of a five act play. The five-act structure evolved from a three-act structure, which was made famous by Roman Aelius Donatus. Donatus came up with three types of plays: Protasis, Epitasis, and Catastrophe. The five-act structure helped to expand the three act structure, mainly made famous by Shakespeare through his many tragedies. Even though The Crucible contains only four acts, it still has the commonRead MoreThe Crucible By Arthur Miller1052 Words   |  5 PagesBuddy Al-Aydi Ms.Healy English 9 CP 14th October 2014 The Crucible Essay The Crucible was a novel written by Arthur Miller in the 1950’s. It was written in a format of the play, portraying an allegory of the Salem Witch-Hunts led by Senator Joseph McCarthy. The book is known to have a inexplicable plot. This plot is advanced by multiple characters in the book in order to ensure that the reader maintains interest with the material that is being read. The farmer, John Proctor, would be theRead MoreThe Crucible By Arthur Miller841 Words   |  4 PagesThe Crucible is a chaotic play, throughout this American classic Arthur Miller takes the reader through multiple events of terror and insanity. While creating a great on-stage play, Arthur Miller portrays his life through the events, the characters, and plot of The Crucible. Using vivid imagery and comprehensible symbolism, Miller manipulates the real personalities of the characters and events in 1600 Salem, Massachusetts to create a symbolic autobiography. Throughout this play, the reader experie nces

Differences between Generations in Raising Kids free essay sample

An analysis of three post-WWII American generations. The paper shows that since the end of World War II, the American people have seen an extraordinary change in the economic, social and moral priorities of the nation and its people. It discusses the three generations which have grown up since the war, each positively and negatively influenced by their parents and social change. It explores the choices made by each generation in raising their children which have had an enormous effect on how the following generations turned out. But the parents of baby boomers tended to encourage their children to occupy their free time by doing constructive things. Baby boomers were an extracurricular group in school, participating in many activities, including band, track, basketball, choir and dance. Children were also encouraged to get after school jobs, like paper routes or baby-sitting. By the 1980s most afternoon papers had disappeared. While many children continued to get after school jobs, less did. We will write a custom essay sample on Differences between Generations in Raising Kids or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page Interest in after school activities declined during this time, as well, and malls and parking lots became popular after school hangouts.

Metamorphic Insight Into Dreams Essays - Dream, Sleep, Parasomnias

Metamorphic Insight Into Dreams Dreams play a large role in many people's lives. They can reflect and pertain to all aspects of life, and can have a deeper meaning than might immediately be realized. The following paper contains an in depth look at and the meaning that dreams have for many individuals and how they have affected people both in the past and present. Many dreams have are really symbols representing significant influences and events in the lives of those who have them. The following paragraph is an example of a dream that a young boy or girl, or anyone for that matter, might experience. A cool breeze flows gently through the trees while the hot summer sun shines down on a gathering of family members. A young boy happy with excitement finds himself surrounded by the people he loves at a family reunion. While the adults reminisce on past times, the children are found enjoying a game of kickball in the field. As the little boy becomes a spectator absorbing all of the joy and warmth from his family's party, he awakes from his night's sleep to find out that he has been dreaming. This pleasant dream is just one example of the many different types of night visions people encounter. Was this boy imagining a life with his family that might not really exist? Is this child abused or neglected and using dreams as an escape, or is this reality and the child is simply reliving pleasant experiences? The metamorphic process of paralleling the symbolism of our dreams to our everyday lives has contributed to learning more about our individualistic personalities. Over the years, the mysteries of why and how we dream have captured the imagination of everyone from playwrights and poets to psychologists and scientists. However, the main objective of this paper is to illustrate that there are significant purposes to dreams. From laboratory experiments to primitive cultures, the interpretation of dreams is a powerful tool used to help understand ourselves. Rosalind Cartwright, a dream expert, separates the significance of dreams into four categories. According to Cartwright, dreams serve to review, revise, rehearse, and repair ourselves. To fully grasp the importance of these four R's and the understanding of dreams, researchers must first study sleep patterns. In order to study the stages of sleep, patients are tested with a device called an electroencephalograph (Myers 210). This machine measures brain wave activity, eye movements, and muscle tension through electrodes. Other similar devices are used to record heart rates, respiration rates, and the degree of genital arousal during sleep. After collecting all of this data, researchers are able to analyze patients' dreams. According to David G. Myers, a professor of psychology at Michigan's Hope College, there are four stages associated with sleep prior to Rapid Eye Movement, REM sleep. In Stage 1, breathing rate slows and brain waves slow down even further. During this light sleep, fantastic images similar to hallucinations are experienced. Sensations such as falling or floating are usually felt during this two- minute stage. Soon after Stage 1, a greater sense of relaxation settles in. This is the beginning of Stage 2. This stage, lasting about twenty minutes, is characterized by bursts of rapid brain-wave activity. Because of this sudden surge of brain waves, sleep talking becomes prevalent. Stage 3 and 4 are often linked together because of their similarities. They last for about thirty minutes and are called slow-wave sleep because of the slow delta waves the brain emits during these stages. Delta waves have a frequency of 3.5 cycles per second, which makes them much slower than the beta wave of fifteen cycles per second. Because of these slow delta waves, it is especially difficult to wake the sleeping person from the third and fourth stages of sleep. Children may also wet the bed or begin sleepwalking at these stages. About twenty percent of 3 to 12-year-olds have at least one episode of sleepwalking, usually lasting two to ten minutes; some 5 percent have repeated episodes (Myers 212). As Stage 4 comes to a close, the patient begins the important rapid eye movement (REM) sleep. During REM sleep, genitals become aroused even when the dream's content is not sexual (212). Myers states

BMW Luxury Cars

The core customer value for BMW luxury cars are prestige and hi-tech performance in their endeavors. Having full understanding of the specific needs of their target group, BMW has largely considered the psychographic factors of its customers.Advertising We will write a custom essay sample on BMW Luxury Cars specifically for you for only $16.05 $11/page Learn More As it has been revealed, BMW targets active individuals who have achieved success at their early age, desiring prestigious and super-performing luxury cars like themselves. Notably, the customers of BMW are technology oriented and very active in their life-time, as they pursue success in their ventures. In this regard, the brand seeks to establish strong relationship with its customers by providing them with the driving experience they desire in their life-time. As it has been revealed, the luxury cars having the BMW brand name are in three series including MBW 3, MBW 5 and MBW 7. These three se ries of the MBW brand are the ultimate core aspects for maintenance of customer loyalty to the BMW luxury cars. More specifically, the MBW 3 series provides its users with extra-ordinary performance as it is made to facilitate self actualization among the customer target base. Precisely, BMW 3 series seeks to establish trust and loyalty with its customers by offering splendid personalized experiences with the product. After the users of BMW 3 advance into more experience with BMW luxury cars, they move further to acquire BMW 5, which is more expensive, but maintaining the outstanding performance of BMW luxury cars . On the other hand, BMW 7 series is meant for the already established customer base for BMW luxury cars as it propels higher the user-oriented experience with the BMW products through its advanced features to facilitate prestige and higher performance than 3 series. It is important to note that, 7 series is much more expensive that 3 series since it is mainly meant for co mpany’s loyal customers who have had prior experience with the former series. Following the currently competitive global markets, the development of products to achieve competitive advantage forms a real of success among brands marketers. Since the customers’ needs of BMW products are based outstanding performance, more innovations of the existing products need to be done to come up with more superior luxury cars capable of competing with potential competitors like Mercedes Benz among others. More so, powerful advertisements based on psychographic factors of the customers’ needs to be made. For instance, creation of short films showing the uniqueness of BMW products on the context of other competitors may be quite appealing. Since visual advertisements are more accurate and highly effective, the films will be able to attract target customers’ attention largely. As a result, success and efficiency in marketing BMW products will be realized.Advertising Looking for essay on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More Further, a variety of channels in marketing the BMW luxury cars would be more appropriate to reach wider customers base. Since the target customers for BMW are always busy and very active, the use of precise and direct advertisements over the internet would be quite effective so that the customers don’t waste time interpreting information of the advertisement. It can also be recommended that, the product promotion uses the internet to collect information about the needs of their customers with respect to the specific aspects of the luxury cars which need to be improved. By having enough data about the accurate needs of the target customers, it would be easier for the company to modify the cars to intersect with the specific needs of the customers. This essay on BMW Luxury Cars was written and submitted by user Kevin Randall to help you with your own studies. You are free to use it for research and reference purposes in order to write your own paper; however, you must cite it accordingly. You can donate your paper here.

Do You Need a Teaching Degree to Be a Teacher

Do You Need a Teaching Degree to Be a Teacher SAT / ACT Prep Online Guides and Tips If you have a goal of becoming a K-12 teacher, there are a number of ways to become licensed. Depending on where and what you want to teach, you can pursue a degree from an approved teacher education program or a means of alternative certification. In this article, we’ll cover how and where you can get a teaching degree, as well as which type of certification is best for your situation. Do You Need a Teaching Degree to Become a Teacher? Bottom line: do you need a teaching degree to become a teacher? Well, it’s complicated. Speaking from personal experience, I’m a licensed teacher in the state of Tennessee with endorsements in three subject areas. However, I never got a teaching degree; I received an alternative license through Teach for America. What you need to become a teacher will be dependent on the state you want to teach in and what you want to teach. Some states will allow alternative certifications; some will not. Some will require specialized coursework if you want to teach certain subjects (e.g., upper grades math); some will not. You can find information on your state’s requirements by visiting your state’s department of education website. How to Get a Teaching License If you want to become a teacher at a public school in the United States, you need to obtain a teacher’s license. Each of the 50 states has its own process and requirements for obtaining a teacher’s license. Most states require that you complete some sort of teacher training program (e.g., obtaining a bachelor’s degree in education) and pass standardized tests that prove your mastery of the content you’re teaching. You might also need to have supervised teaching experience, such as working for a year as a student-teacher. Once you obtain your teacher’s license, you’ll likely need to keep your license in good standing by participating in continuing education programs or taking other tests. Types of Teaching Degrees There are a number of different types of teaching degrees. Depending on what you want to teach, you might choose to pursue one of these paths. Associate’s Teaching Degree An associate’s teaching degree is one that you get by completing your associate’s program. An associate’s program usually takes two years and you can complete it at a community college. If you receive an associate’s degree in education, you probably won’t be able to be a full, lead classroom teacher. The vast majority of states require at least a bachelor’s degree for you to be the head teacher. Associate’s degrees qualify you to work as an assistant teacher or to work in pre-K. You’ll take classes on basic principles of education and pedagogy. You might complete an internship in a school, but probably won’t do a full student-teaching semester, as associate’s degree programs are already quite short. Bachelor’s Teaching Degree A bachelor’s teaching degree requires you to complete a four or five year program at a traditional college or university. In a four-year program, you’ll take classes on basic principles of education and pedagogy. You’ll likely also choose to specialize in a specific teaching area, like elementary or high school education. If you decide to be an elementary school teacher, you’ll take more classes on foundational learning objectives. If you decide to be a middle or high school grades teacher, you’ll take classes on how to teach specific subject areas. Most bachelor’s programs require you to do at least one semester of student teaching, if not a full year. They’ll also prepare you to take teacher licensing exams, like the Praxis exams. In most states, obtaining a four-year bachelor’s teaching degree will qualify you to be an apprentice teacher leading your own classroom. Master’s Teaching Degree A master’s teaching degree gives you more specialized training in your field. Most master’s programs are one or two years long. Obtaining a master’s degree can open you to more options in your teaching career. Some teaching fields, like special education, require more training in certain states. Most school districts also offer higher salary levels for teachers with master’s degrees. As part of your master’s degree program, you’ll likely have to do field work. This field work will be different than regular student teaching. You might be conducting research for a capstone project or observing specific programs. Obtaining a master’s degree will qualify you to be a lead teacher in your subject area. Alternative Paths to Teaching If you don’t have a college degree in teaching, you might still be able to be a K-12 teacher. Here are some alternative paths to teaching. Working at a Non-Traditional School If you want to be a teacher but don’t have a teaching degree, you might be able to work at a non-traditional school. While public schools managed by state and local departments of education have strict licensing requirements, schools that manage themselves set their own requirements for hiring teachers. Charter schools and private schools, for instance, often allow candidates with certain skills or experiences to become teachers, even without teaching experience. For instance, if you worked as a biology researcher, you might be allowed to become a science teacher, even if you don’t have any teaching experience. Going Through an Alternative Certification Program Alternative certification programs like Teach for America provide candidates with a nontraditional path to become a teacher. These certification programs work with specific school districts to become a licensing body, just like a college or university. Alternative certification programs have their own requirements and you’ll have to apply to be accepted. Depending on where you are and what program you’re in, you’ll need to complete different types of training. Teach for America, for instance, requires its corps members to complete an intensive summer program. Alternative certification programs work with school districts to help you obtain your license by fulfilling their requirements. Obtaining Subject Matter Expertise Depending on your state and what you’d like to teach, you might be able to get a teaching license by demonstrating subject matter expertise. This path to your teacher’s license is typically for people who want to teach upper-level subjects, like AP biology or calculus. You can demonstrate subject matter expertise through a combination of work experience and education. You’ll need to research your district’s requirements to see if this path is an option for where you want to teach. Teaching Degrees: The Bottom Line The type of teaching degree you’ll need depends on where and what you want to teach. Each state has its own requirements. You can pursue a teaching degree through a traditional program, like a bachelor’s degree at a college or university, or through an alternative means of certification. What’s Next? Getting ready to take the GED?Read our complete guide on GEDs for everything you need to know about this important exam. If you're hoping to attend college but are unsure howto begin the search process, check out this step by step guide for doing college research. If you're looking to get a teaching degree, you may choose to attend community college for a year or two and then transfer to a four-year college. Read our complete guide to transferring colleges to learn more about this process.

Small essay Example | Topics and Well Written Essays - 250 words

Small - Essay Example It also entails maximizing the marginal costs and the marginal revenue perspectives depending on the total profit where it reaches the marginal revenue and costs. Therefore, in this situation, the monopolist can maximize his business profits by choosing his outputs in that the marginal revenues will be equal to the marginal costs. Alternatively, the monopolist can decide to charge high prices since he is not experiencing real competition in the market (Spate, 1983). It is quite common to see many business owners still keeping their businesses open despite the deterioration instead of shutting the business down. The main answer to this is because of the total revenue and the total variable costs (Spate, 1983). Most business owners who are not in a hurry to shut down their business tend to be enjoying the total revenues, which are always greater as compared to the total variable costs. However, the biggest disadvantage of this situation is the fact that the profitability will not last forever. The profits and in this case the total revenues would be diminish with time (Spate,

Statistical techniques in engineering Management Essay

Statistical techniques in engineering Management - Essay Example (d) Since central limit theorem uses a sample of the population that is chosen at random it will not affect the location and the spread of the data. The data will follow the same normal distribution curve as the entire population. The mean, median and mode will be the same or approximately the same as that of the entire population. (b) Fixation indices- is the description of the expected level of heterozygosity in a given data. It is used to determine or measure the correlation between data drawn from different levels of a subdivided entire set of data. (c) Analysis of Variance (ANOVA)- is set of statistical models and the procedures entailed, in which the variance in one variable is subdivided to different sources of variations. It is commonly used to test average of different groups of set of data. Because if the process inputs are correct and accurate, if the method of calculating and analyzing are correct the process output will be accurate or near accurate. If you concentrate on a process output the inputs might not be correct and even with the correct analysis the the output is bound to be wrong and therefore misleading. (a) Primary Data-this kind of data is collected specifically with its objective in mind. It was collected for a specific purpose. An example is data collected from staff or clients in form of questionnaires or data collected from the variation of a product in a manufacturing process. (b) Secondary data- is data that was collected for a specific purpose but now it is being reused for another different method. For example using questionnaires and initial analysis to calculate the viability of something new or use of initial set of variations results of a product to predict the likelihood of it occurring

Economi politic Term Paper Example | Topics and Well Written Essays - 2000 words

Economi politic - Term Paper Example In short political economy is a methodology that deals with emphasis public choice or economic approach, and institutional adaptation. The concept of political economy can be attributed a lot from Marxism. However, the concept of political economy was replaced by economics after Alfred Marshall released his book in 1980, (Weingast and Wittman, 2008). Political economy is divided into various approaches, which include political choice and Marxian analysis which emanated from the Virginia School and the Chicago school, (Weingast and Wittman, 2008). However, as time went by various approaches to political economy. They include International political economy and new political economy. Political economy is associated with various disciplines. It is associated with communication, sociology, psychology, cultural studies, human geography, anthropology, ecology, and ecology, (Weingast and Wittman, 2008). It is important to understand political economy, and how it influences communication spe cifically mass media. This will help in understanding how mass media has evolved in regard to theories in political economy. This can be achieved by dissecting political economy of mass media. 2. Describe What The Political Economy Of Mass Media Political economy of mass media can be defined as an approach to political economy that focuses branches of media production and the industries of communication within capitalism, and consumption and production of communications and media in regard to flow of information. Political economy of mass media is normally used to measure the effect of mass media on politics. For example, during an election a presidential candidate who is favored by a majority of media houses or is favored by the most popular media houses tends to win the election in question. This is because these media houses tend to give more coverage to him or her hence reaching more people than his or her candidate(s). Hence, governments try to control mass media to make sure t hey are not biased when it comes to politics. This creates a need for setting of rules that are based on the principles of political economy. Political economy of mass media is to some extent important because it ensures that mass media is controlled. This means that media houses do not broadcast anything as they feel like but must follow a certain protocol set by the government (Weingast and Wittman, 2008). This does not necessarily mean that governments should gag media houses. For example, media houses have a wide viewership. If they were to report on false accusation, that would later bring about national insecurity then this would result in serious consequences such the economy falling. Hence, the role of the government in controlling mass media through political economy. 3. Describe Mosco Opinion On The Political Economy Of Mass Media Various academics argued that mass media should be approached in more a economical way than culturally. One of these academics is Vincent Mosco. However, Vincent Mosco is considered to be moderate in his approach to political economy of mass media. This is because he advocates for the three communication processes instead of totalisation. These three processes are spatialization, commoditization, and structuration (Mosco, 2009). He refers to these three processes as entry points in communication. He defines spatialization as the process of going beyond the constraints of time and space in social life. He also defines

Ashok Mehta Committee

Ashok Mehta Committee The Committee commands that community development would solely be deep and enduring once the community was concerned within the coming up with, decision-making and implementation method (GOI Report, 1957) .The suggestions were for as follows: AN early institution of elective native bodies and devolution to them of necessary resources, power and authority, The essential unit of democratic decentralization was at the block / samiti level since the realm of jurisdiction of the native body ought to neither be overlarge nor too tiny. Such body should not be strained by an excessive amount of management by the govt or government agencies, The body should be planted for 5 years term by indirect elections from the village panchayats, Its functions ought to cowl the event of agriculture altogether its aspects, the promotion of native industries et al. Services like beverage, road building, etc., ought to be provided by Dr. and The upper level body, Zilla Parishad, would play AN consultatory role. The committee counseled the institution of three-tier panchayet bodies The structure envisaged enclosed directly elective panchayet for a village or a gaggle of villages, AN government body referred to as panchayet Samiti for a block with directly elective ANd co-opted members and an consultatory body, Zilla Parishad, with AN ex-officio member from the lower tier and therefore the District Collector because the chairman. it had been left to the states to just accept and affect the recommendations of the committee as per the stress of the case. Consequently, solely a couple of states established PRIs. Ashok Mehta Committee In Dec 1977, with the modification of presidency at the central level, the Janata party Government appointed a committee on Panchayati rule establishments below the post of Ashok Mehta. the intense review was taken of the weaknesses within the functioning of Panchayati rule. the main target was on the removal of rural economic condition and state. The government resolution during this respect reads ‘the government accords the very best priority to rural development therefore on increase agriculture production, produce employment , eradicate economic condition and produce regarding all spherical improvement within the rural economy. The Committee, when having a close study of the succeeding phases of panchayati rule, finished that the grass root establishments area unit grasses while not roots and a caricature of government and created the subsequent recommendations: The district could be a viable social unit that coming up with, co-ordination and resource allocations area unit possible and technical experience offered, PRIs as a two-tier system, with Mandal panchayet at the bottom and Zilla Parishad at the highest, The PRIs area unit capable of designing for themselves with the resources offered to them, District coming up with ought to pay attention of the urban-rural time, Representation of SCs and STs within the election to PRIs on the premise of their population, Four-year term of PRIs, Participation of political parties in elections, Any monetary devolution ought to be committed to acceptive that abundant of the biological process functions at the district level would be contend by the panchayats. The states of province, Andhra Pradesh and province passed new legislation supported this report. However, the flux in politics at the state level failed to enable these establishments to develop their own political dynamics. G.V.K. Rao (1985): In 1985, the G.V.K. Rao Committee was appointed to all over again consider varied aspects of PRIs. The Committee was of the opinion that a complete read of rural development should be taken during which PRIs should play a central role in handling peoples issues. It created the subsequent recommendations (World Bank, 2000): PRIs ought to be activated and given all the specified support to become effective organizations, PRIs at district level and below ought to be allotted the work of designing, implementation and observation of rural development programmes, and The block development workplace ought to be the neural structure of the agricultural development method. L. M. Singhvi Committee (1986): L. M. Singhvi Committee was shaped in 1987 for reviewing the functioning of Panchayati rule establishments. It counseled the reorganization of villages for making viable Gram Panchayats. The committee powerfully counseled that bigger monetary resources be created offered to those establishments. It opined that the Gram Sabha ought to be thought of because the base of a suburbanised democracy. most significantly, it counseled that native autonomy ought to be constitutionally recognized, protected and preserved by the inclusion of a replacement chapter within the Constitution. After the Balwantray Mehta study team reported , legislation was enacted in many nations except among the state of Meghalaya and Nagaland and UTs of Lakshadweep and Mizoram. Keep with the committee originated by the planning Commission that reported in 1985, a three-tier system exists in four states and a couple of of union territories. system along differs from state to state. In terms of structures, electoral procedures, powers and functions, theres a considerable selection among the council establishments adopted by the states. There are, today, quite 217300 village panchayati among the country covering over ninety six of concerning five.79 lakhs thickly settled villages and ninety two exploit the agricultural population of our country. theres a unit a concerning 4526 panchayet samithis of various terminologies at the block, Taluka or Tehsil level. There area unit a unit a concerning 330 ZilaParishads covering concerning seventy six of the district among the country; every ZilaPar ishad has on a mean thirteen to fourteen panchayati aim this and concerning 660 Gram Panchayati. Though there area unit unit aviations from state to state, it need to be generally declared that the functions entrusted to panchayati embody village roads, community wells, and maintenance of public parks, tanks, irrigation works, public hygiene, drainage, and varied civil services. In some states, area along answerable for primary education and square measure entrusted with functions regarding rural industries, primary health care, medical relief, women and kid welfare, maintenance of common grazing grounds and varied community funds and properties and provision of inputs of agricultural production. The extent and tempo of the involvement of panchayati establishments in basis developing with and implementation of development comes is besides subject to wide variations from state to state and even inside the states. Most panchayati establishments seem to suffer from grave insufficiency of resources that sometimes devolve upon them from assignments among the land revenue and water ra te and varied grants by the state governments; in some cases revenue comes from duty and assignment of forest revenue. style of the panchayati establishments along derives gain from taxes on building and non-agricultural lands or from surcharge on tax on transfer of stabile property. Variable in terms of yield, however not unimportant among the lives of Indians in rural areas, there area unit a unit a native taxes, fees, cases, tolls, license fees and varied similar levies, on trades, industries, facility, sanitation, lighting, markets, bazars, and hats, rest homes, bus stands, cart stands, vehicle parking animals, bovine ponds, fish ponds, slaughter homes, ferries, bridges, bovine grazing lands and business crops. The list of subjects on that levies would possibly even be created might not seem to suffer from brevity however the aggregation of yields and collections do suffer from chronic insufficiency notably among the context of the responsibilities that unit of activity or ought to be entrusted to Panchayati dominion establishments and their very important relating the standard of life in our rural areas.29 1.1.7. A Minisrty for panchayet Raj: The union ministry of panchayet rule (MoPR) was established on twenty seven might 2004 to specially take care of the implementation of the availability of 73rd Constitutional change Act 1992 and speed up the method of devolution to PRIs. The ministry has disbursed varied capability building programs, conducted analysis and evaluations and instituted rewards schemes to market devlotuion. The MoRP conducts 2 annual freelance assessment of the progress of regime on this roadmap – the state of the panchayet reports and therefore the calculation of devolution index for the panchayet direction and responsibleness strategy. This theme has been introduced in 2005-06 to encourage state governments to induce bigger devolution of powers to panchayats. 1.1.8. Functions of Grampanchayat: below the article 243-G of the Constitution of Republic of India, the powers, authority and responsibilities of Panchayats area unit explained. Subject to the provisions of the Constitution, the assembly of a State might, by law, endow the Panchayats with such powers and authority as could also be necessary to modify them to operate as establishments of autonomy and such law might contain provisions for the devolution of powers and responsibilities upon Panchayats at the suitable level, subject to such conditions as could also be such in that, with respect to: a) The preparation of plans for economic development and social justice; b) The implementation of schemes for economic development and social justice as could also be entrusted to them together with those in relevancy the matters listed within the Eleventh Schedule. Sections seventy five to eighty three area unit regarding the panchayet rule establishments, during which section seventy five, 79, 80, 81, eighty two and eighty three area unit coping with the Gram panchayet. wherever as section seventy six deals with the functions of panchayet Samiti, section seventy seven deals with the functions of Zila Parishad and section seventy eight deals with the powers of the regime on the functions of Panchayats. (A) Main Functions of Gram panchayet (Section 75) – Subject to such conditions as could also be such by the govt from time to time, the Gram panchayet shall perform the functions such below: (1) General functions (i) Preparation of annual plans for development of the panchayet area; (ii) Preparation of annual budget; (iii) Organizing voluntary labour and voluntary contribution for community works; (iv) Removal of encroachments on public properties; (v) endeavor relief work throughout natural calamities; (vi) Maintenance of essential statistics of villages. (2) Agriculture, together with Agriculture Extension (i) Execution of plans for development of agriculture and horticulture; (ii) Execution of plans for reclamation of wasteland; (iii) Development and maintenance of grazing lands and preventing their unauthorized alienation and use. (3) Cooperation with Government and therefore the panchayet Samiti in exploitation, land reclamation and land conservation works. (4) Implementation of minor irrigation, water management and water coverage development plans. (5) husbandry, dairying and poultry (i) Implementation of schemes for improvement of breed of Bos taurus, poultry and alternative livestock; (ii) Implementation of the theme for promotion of farm forming, poultry and farm. (6) Fisheries Implementation of theme for development of fisheries in villages, (7) Social and farm biological science (i) Plantation and preservation of trees on the edges of roads and alternative public lands below its control; (ii) Implementation of social and farm biological science schemes; (iii) Plantation for fuel and implementation of schemes for fodder development. (iv) Polishing off of programme for development and promotion of sericulture. (8) Minor forest manufacture (i) Providing for assortment, processing, storage and promoting of minor forest manufacture. (9) Khadi, Village and bungalow industries (i) Implementation of schemes for development of village and bungalow industries; (ii)Making schemes for development of agricultural and industrial industries and implementing them; (iii) Organising awareness camps, seminars and coaching programmes, agricultural and industrial exhibitions for good thing about rural areas. (10) Rural Housing (i) Implementation of rural housing schemes; (ii) Distribution of house sites inside its jurisdiction; (iii) Maintenance of records concerning building sites and alternative personal and public properties. (11) Beverage facilities (i) Construction, repair and maintenance of public wells, ponds and hand pumps for beverage, laundry garments and bathing; (ii) Taking measures for hindrance and management of water pollution; (iii) Conducting and maintaining rural facility scheme; (iv) Management of water sources. (12) Roads, buildings, bridges, culverts, water ways that and alternative means that of communication (i) Construction and maintenance of rural roads, drains and bridges culverts. (ii) Maintenance of the building below its management or transferred by the govt or any public authority. (iii) Maintenance of boats, ferries and water ways that. (13) Rural Electrification (i) Provision for and maintenance of lighting public streets and alternative places; (ii) serving to rural electrification. (14) Non standard energy supply (i) Promotion and development of non- standard energy sources; (ii) Maintenance of community non standard energy sources together with bio gas plants; (iii) Propagation and content of improved ovens and alternative energy means that. (15) Economic condition alleviation programme (i) Promotion of public awareness and participation in economic condition alleviation programmes for economic condition and creation of productive assets; (ii) Choice of beneficiaries below varied programmes through Gramsabhas; (iii) Guaranteeing effective implementation and observation of schemes.

Code of Ethics Essay

The code of ethics is a very important part of the business workplace and must be managed in the right way in order to become successful and maintain the perfect work role. Being able to come up with ideas and plans for code of ethics is a good thing in the workplace because it gives the employees boundaries and policies that have to be followed in order to have a good code of conduct. Code of conduct is a little different from code of ethics because conduct talks about behavior skills in the workplace and ethics plays a role as choosing the right ethical behavior that an employee might show. There are many organizations out there and mostly all of them have either a code of ethics, code of conduct, or even both. These codes are put into the working industry and the environment of the workplace in order to run a business that has no complications and employees have to do what their told. In order to create a code of ethics for an organization, you need to know the components to which can be referenced back to the code of ethics. A code of ethics is also to be accompanied by plans for organizational education, implementation and audit. The overall achievement for creating the code of ethics for the workplace is to come up with a perfect solution theory and be able to translate it into a code that speaks out to the employees and lets them know the rules and regulations of their present day work environment. There are many components that make up the code of ethics because it is initially the rite of passage for workers in a business working environment. What does a statement mean when it is called unethical? Who is the one to decide on whether or not a situation is ethical or not? What are the exact theories and solutions of ethics in the workplace? All these questions relate in a way because of how the work environment is suppose to play a role only by following the right code of ethics and conduct. But there are some who say that the code of ethics cannot be morally wrong or right. Some others believe though that the ethics of code should not have a place in the business industry. We live in a world that is filled with competition and every single individual is trying to be the best they can be at trying to get ahead of one another. In order for this theory to play out, it would be practically impossible for a code of conduct or ethics to be able to be played out in the work environment. By being ethical, there are many ways to win over certain individuals and be at the top of the rat race. In order to be a winner, it is a long journey and passage, but with cretin components of ethics, a positive individual is able to build up work power and use it towards a workplace in a professional way. No matter how badly you need something to be done, going beyond the established code of ethics in the workplace to achieve it is simply unacceptable. † (Lalwani, 2010) Before someone goes into the path of work ethics, one must first take a look at the ethics and benefits of a workplace in order to become a winner of the business industry. Soon as an organization has an established code of conduct and ethics, it is always better to be able to have a greater image and function than a normal man. When a code of ethics is established in the workplace, it enables self-regulation on part of the employees, and it is this code of ethics that guides employees when challenging decisions have to be made. † (Lalwani, 2010) This quality is able to enforce professionalism in the working environment and can also be a provider of products and services in and around an organizations capital. If none of these accusations are able to be produced and made ethically, it is due to the lack of inspiration towards the ethical code of conduct. These are some examples of code of conduct and code of ethics: â€Å"Misrepresentation of data, taking advantage of a professional situation just for personal benefits, working for an organization whose values and ethics conflict with your personal ethics, instigating colleagues and fellow employees to follow unethical paths for group benefits or gains, stealing or misrepresenting information for personal benefit, or on behalf of the employer for the benefit of the organization, stealing or misrepresenting information for personal benefit, or on behalf of the employer for the benefit of the organization, flouting the norm of confidentiality in the workplace regarding sensitive information that will benefit the organization, engaging in corporate espionage, misreporting the amount or number of hours worked, taking credit for work done by another colleague, dressing inappropriately or against the dress code set by the organization, getting personal with any colleague or superior in a professional setup, being dishonest in professional situations for personal or group gain, being insincere, uncommitted, and disloyal towards the organization, violating the established code of ethics in the workplace in the name of individual rights, disrespecting the personal values and beliefs of colleagues in the workplace, with which you have no concern, and dealing with problems in the workplace in an unprofessional manner by making the issue personal. (Lalwani, 2010) By all these rules and codes being engage in opportunity and failure, by following these codes of ethics, you can be the best employee that you possible can be in a work place. A workplace should be able to have ethical organizational subjects helping to decide what is right from wrong. But there are many certain business basics that one must follow and endure in order to play a role as a fellow works men. The basic role of ethics in the work place is for employees to make sure that productivity and progression of the business stay to a descent speed. In not doing so, unprofessional actions can start to take place and employee management will be harder to deal with. By carrying out suitable training to establish workplace ethics, these ethics can be imbibed by every person that comprises an organization, to achieve a common goal that has been laid out by this organization. † (Lalwani, 2010) There are many goals that employees set themselves to and to accomplish those daily goals, they must follow the code of ethics and the code of conduct in the workplace. There are multiple key components of work ethics in the business industry. But there are some organizations that go above and beyond the code of ethics and would soon end up violating the key components of an ethical work environment. There are companies such as Enron and Goldman Sachs show, which have dealt with violations towards the ethics code of conducts and have gone outside of their boundaries only to have failed. The code of ethics is the set of behavioral rules employees should follow to ensure the company’s values are reflected in all business dealings. Regardless of the size of the business, clearly defined codes and closely monitored transactions should keep your company from violating laws and make it a place where employees feel comfortable doing the right thing. † (Sullivan) The first major component of ethics is the values of ethical decision making. Businesses are able to express the performance of a company or an organization in terms of how they work with suppliers, employees, and customers on a day to day basis. â€Å"A primary objective of the code of ethics is to define what the company is about and make it clear that the company is based on honesty and fairness. (Sullivan) Values are defined as a word that describes interactions and the importance of what a company has to offer. A second component of ethics would be the principles of it and how they work towards the company’s performance. The principles come into play by supporting a value of the business industry then having employees of a company following the right scheduled operations. When principles play a role in the business world, customer satisfaction is the most important subject of running a business. No customers, no business. â€Å"Corporate responsibility to the environmentally friendly use of natural resources is another business principle that often is found in code of ethics. (Sullivan) Manager support comes from both the principles and values of the code of ethics. This subject is able to include a process of reporting any ethic violations towards the code of ethics and by the process of which people can run an organization. â€Å"To reflect how seriously management considers the code, some businesses display the code of ethics with management signatures in prominent areas, such as the break room, where employees will see it on a daily basis. † (Sullivan) The fourth component that comes into play with the code of ethics is personal responsibility. Personal responsibility regards that each of the employees working in an organization have total responsibility to uphold and keep with the program of ethics. There are both legal and moral issues regarding this certain component because if an employee decides to violate an ethic of code, he or she will have to deal with the consequences. The requirement for personal responsibility is that it can relate to the other components towards the code of ethics. If an employee goes against the rules of ethics, the violators will become an issue towards the company. â€Å"This is meant to show that it is not sufficient to merely adhere to the values and principles but to help ensure every employee supports the code of ethics by reporting violators. † (Sullivan) One of the final components of ethical decision making is compliance. Compliance comes into play when any laws or regulations are referenced as rules towards an association or organization. Relating back to the Enron case, the Sarbanes-Oxley Act was the execution of falsified financial records and became a big problem for Enron. The full details of financial filing is that when a file becomes a record, is has a lot of information towards any company or organization. â€Å"Compliance to all financial reporting and any licensing requirements such as ISO 9000 by the International Organization for Standardization can be documented, along with the expectation that all licenses will be maintained and legal regulations met. (Sullivan) Overall, the code of ethics is a great way to pursue organizational skills in a company and by doing so an organization is able to come up with a code of ethics that employees can follow on a day to day basis. The construction of ethics is how a company or organization is built around by provided a good work environment for certain individuals in the workplace. In order to build an ethics program that helps and supports a company’s actions, you must have a compliance program that is in relation to the code of ethics. There have been recent financial scandals that have been seen by corporate companies. Financial scandals have shown us that there is more need for compliance programs and the need of better business ethics throughout organizations. Out of the National Association of Corporate Directors, there are about 280 corporate CEO’s that have been discussing the problems of the code of ethics being dealt with in all companies. It’s about one out of three CEO’s that talk about how highly they were affected by ensuring legal compliance. When it comes down to the brass tacks of a corporate organization, every organization should have a code of ethics and the only way to come up with one is to construct multiple ideas that support and help the employees of a major organization. By building an ethics and compliance program, most companies are entitled to realize that it takes a lot of development and time to be put into the creation of an ethics and compliance program. Businesses are filled with all sorts of different codes, but here are some examples that can relate to an ethics program and be able to support the company in a long term effective program: â€Å"Establish a code of conduct that reduces risk of criminal behavior, detect wrongdoing, foster quick investigations, minimize consequences, demonstrate company’s ethical/legal philosophy during an investigation, reduce fines if company is found guilty of wrongdoing, and enhance company reputation and stature. † (How to Build a Business Ethics Program) It is not all just about coming up with the code of ethics and that’s it. A company or an organization always has to look at the options they are able to deal with in order to create the perfect effective program. A lot of companies have the power to create the best programs possible, but with just three options to look at, a program can go from a failure to a progressives and successful plan. Here are the three examples that are able to help out building the perfect effective program: â€Å"Develop in house from scratch, hire and external consultant, and use a pre written manual. † (How to Build a Business Ethics Program) Most companies use these options to create the perfect system, but some company’s decision makings go the wrong direction and they eventually have to find of decisions the hard way. A company or organization must have strong decision making skills because creating a code of ethics from scratch is the hard part of developing a program. The company also might have to fully understand the complexity of creating a knowledge list of codes that can be support in the workplace. Companies are dealing with the hiring’s of an extra consultant to help them out with an organizations decision making. Organizations say that an extra consultant might be a cost effective plan, but the question is, what else is left? It all comes down to actually building the ethics program of choice. A company or organization should either use a manual of choice or a pre written template that they can base their ideas off of. By using these two subjects of choice, organizations and companies find it a lot easier to make guidelines towards the production of building a code of ethics. Companies are looking for the strength in an idea to be produced in the program of needs. In order to come up with the best ideas and tools for running a business, it is important to look for the right tools that can implement the ethics of business and strive to create the perfect program. Here are some examples of what a successful compliance program should provide in their development of ethics: â€Å"Sample policies and procedures, step-by-step instructions for the development of a program, a business ethics training program outline with classroom materials and a detailed session leader’s guide, business ethics and compliance officer position description, templates for employee involvement, and sample code of conduct. † (How to Build a Business Ethics Program) After coming up with the perfect ideas to support a company’s foundation, an organization must start to implement the ethics program into the business workplace. The next step to creating a perfect code of ethics is to bring the ideas to the corporate office of the company and have the executives take full responsibility for implementing the code of ethics into the company’s compliance program. By taking the idea to corporate, the effectiveness of the tools needs to be yielded with a solid program that the company or organization can work with. Such as understanding it, endorsing the program, and being able to monitor the code of ethics for total true effectiveness. â€Å"With step-by-step guidelines and accompanying examples of policies, procedures, a training program and an employee survey, such an effective tool provides an excellent road map for implementing an ethics and compliance initiative. † (How to Build a Business Ethics Program) After all the hard work is completed by creating the compliance program, certain companies have to make certain decisions that can be related to the code of ethics from the workplace. The compliance manual should provide the full files of what the code of ethics is suppose to represent and how it is suppose to be reliable with the company’s boundaries. The files can be written with policies, surveys, forms and training session outline for the organizations progression levels. â€Å"Also, businesses should ensure their ethics compliance system manual is fully endorsed by The National Association of Corporate Directors (NACD) as a tool to maintain a culture of integrity. † (How to Build a Business Ethics Program) Overall, the construction of building the code of ethics come from a lot of planning and brainstorming ideas towards the relations of an organizations boundary limit and employee’s satisfaction.

Defining the Advantages and Disadvantages Cultural Similarities in the Context of the Recruitment Process

Introduction Historically, much debate exists surrounding the cultural role and its place within the labour market system. Research examining the labour market has posed that culture is peripheral within occupational sorting with regard to status attainment (Blau & Duncan, 1967; Tilly & Tilly, 1998). While comparatively, sociologists who are concerned with culture indicate that culture plays a crucial part in placing value on materials and rewards, this often includes accessibility to distribution of the most desirable jobs and occupations (Lareau & Weininger 2011). In today’s global economy, many firms across all sectors are competing for talent. In particular, firms in the knowledge based industries, such as IT industry, financial services, engineering and pharmaceuticals, have engaged in a war of talent (Cubik 2013). Given the costs involved in recruitment including advertising and agency fees, selection criteria has become a paramount consideration. However, in spite of its known importance, limited empirical evidence exists to fully capture the role that culture plays in occupational attainment. It has been suggested that hiring within the labour market is one of the most crucial decisions for organisational success (Bills, 2003). In a study by Bills (2003) it is noted that the attainment of occupational status while ensuring stable income is a predominant factor within the hiring transaction. Within the literature it has been hypothesised that existing similarities amongst employers and perspective employees are crucial and influential in how employers make their decision to hire (Lamont, 1992). To date, there is very limited empirical literature which has been successful and systematic in explaining culture and its role in hiring (Huffcutt, 2011; Stainback, Tomaskovic-Devey & Skaggs, 2010). The process of recruitment and selection has in the past focused on skills and experience (Marcel et al., 2013). Indeed, it makes a lot of sense to recruit employees with the right set of skills and experience for a job which is similar to their attributes. While skills and experience continue to play an increasing role in the recruitment and selection of employees, research has pointed out to ‘culture fit’ as a key differentiator in the selection process (Hunt 2014). Nowadays, human resource professionals have gone to great lengths to build the organisational culture right into the selection criteria (Croteau 2014). Empirical literature is limited on the impact of cultural matching in determining organisational success. Systematic empirical research on the impact of cultural matching in hiring decisions is virtually non-existent (Rivera, 2012). This literature review will contribute to informing current knowledge on advantages and disadvantages of cultural similarities within the candidate evaluation process. Questions addressed will include: does cultural matching really matter in the hiring process, and is it worthwhile dismissing a highly skilled and innovative candidate for not satisfying the criteria around cultural fit. Defining the context of this area of research Culture is increasingly becoming the peripheral for occupational sorting. This has been driven by the popular view that organisations with employees that fully embrace the culture find it easy to navigate through tough economic times (Cubik 2013). Contrary to the popular view, does cultural matching really matter in the hiring processIs it worthwhile dismissing a highly skilled and innovative candidate for not satisfying the criteria around cultural fitExploring this topic is important considering the recent ‘skill gap’ crippling engineering firms. In the UK, there is currently a shortfall in most areas of graduate recruitment. According to the Confederation of British Industry, the national shortage in graduate recruitment in many areas especially engineering sector may put a brake on economic recovery (Paton 2014). Tens of thousands of engineers are retiring without graduates to replace them (Osborne 2013). Many organisations across the globe are yet to put in place means to measuring cultural fit in their recruitment and selection process (Cubik 2014). It is time to re-examine the advantages and disadvantages of such cultural matching. Such an objective assessment will act as a wakeup call for managers and HR professionals to critically review their recruitment processes and ascertain whether conformity to mainstream organisational culture gives the best outcome. Past literature has provided a useful case study which considers elite professional service firms. It was suggested that an often untested hypothesis within this field is how similarities which exist culturally and can be reflected in shared experiences, preferences, individual characteristics or even presentation of self (Bourdieu, 1984). Additionally, that these cultural similarities which are at interplay between employers and those applying for jobs are crucial in determining the employers hiring decision. It is posed that hiring as a process has many more intricacies than just a basic recognition and sorting of skills; rather, a complex process exists which incorporates the cultural matching of potential employees between those who apply for jobs, those who evaluate and the companies who hire them. Past literature indicates that employers seek out those perspective employees who are competent and importantly seem to possess cultural similarities. It was uncovered that culture si milarities were of upmost concern to employers, often overriding concerns solely surrounding productivity (Rivera, 2012). Considerations relating to the advantages and disadvantages of the cultural role in determining how employers hire Processes are evident which are interpersonal in nature and apparent in evaluating cultural similarities to determine candidate evaluation. These processes empirically demonstrate how cultural similarities predict hiring within the workforce. The process of hiring an employee is a very influential and powerful determinant in influencing outcomes of the labour market. The protocol for hiring practice is a mechanism which can be the cornerstone in facilitating employment opportunities for some, while disabling for others. Hiring is crucial in order to prosper or excel in most occupations and advance in income brackets, therefore, considering the intricacies of hiring are important to understand social closure or opposing economic stratification (Elliot and Smith, 2004). The hiring process between employers and employees is typically interpreted as a matching process which exists to filter organisational characteristics, with the job requirements, and perceived skill of the job candidate (Tilly & Tilly, 1998). Previous literature has summarised how employers’ hiring decisions as based on: evaluating the potential employee on what has been described as human capital, for example their hard or soft skills and attributes; secondly their potential for social capital, represented by their social connections; and finally in evaluating their demographic characteristics (Pager & Shepherd, 2008). Moreover, research is recognising that gaps exist in our current knowledge on the processes of hiring. It should be noted that when human capital, social capital, demographic traits are all accounted for in understanding how employers hire, there remains unexplained variance. Consequently, investigating how employers carry out their decision making is an area which needs to be informed in the literature (Heckman and Siegelman, 1993). Much of this unexplained variance could be implicated in methodological and data limitations. A majority of the existing literature in this area is quantitative in nature and places focus on the type of individuals in the application process or comparisons between pre and post hiring, leaving the decision making process unexplained (Fernandez & Fernandez, 2006). Furthermore, constraints are evident in keeping to assessing what is easy to access or observe by using information which is quite often extracted from records of employment. Thus it is clear that in order to fully understand the hiring process, decision-making is an important factor to investigate, to distinguish between how employers evaluate, make comparisons and select new employees. By further investigating this decision making process it is hoped that more subtle factors will be revealed to explain employers’ decisions in relation to the outcomes of hiring (Gross, 2009). The Role of Culture Previous investigations into how the employer selects employees have predominantly focused on individual characteristics, the organisational context, or factors within the institution (Pager & Shepherd, 2008). Perhaps, however this process of employment incorporates more than the context of candidates, or companies and recruitment should be recognised as an interpersonal process. Overall, within most industries the main components of an interview for a job are key determinants of success or failure in hiring. Job candidates create impressions of themselves within the interview situation and this impacts upon the likelihood of them getting hired, it has even been posed that this carries more weight than their qualification achievements (Graves & Powell, 1995). However even with this knowledge, within the literature focus often reflects pre or post factors regards hiring. Therefore it is apparent that focus should be placed on interpreting the dimensions which represent the interperson al nature of the recruitment process (Roscigno, 2007; Stainback et al., 2010). Within a micro-social setting existing literature describes dynamics which are interpersonal and has concluded that similarities are one of the most substantial indicators in determining how an individual is evaluated and how desirable they are to an employer (Byrne, 1971) and this has been confirmed within an interview setting (Huffcutt, 2011). Research in this area has previously examined gender or race similarities, and in addition similarities in tastes, life experiences, leisure activities, or self-presentation which can greatly impact interpersonal attraction and therefore stratification (Lareau and Weininger, 2003; Wimmer & Lewis, 2010). Upon a first meeting, typically people seek out shared commonalities which could be in knowledge, an experience, or personal interests (Gigone & Hastie, 1993). It is through uncovering these similarities that people connect emotionally and this then facilitates a trusting and comforting environment, creating excitement, and building bonds betw een individuals (Collins, 2004; DiMaggio, 1987; Erickson 1996). Within psychology there is a well-known hypothesis which poses similarity creates attraction (Byrne, 1971) and similarly within sociology what is known as the ‘homophily’ principle (Lazarsfeld & Merton, 1954) also infers that similarities culturally promote attraction. However, it should be noted that having similar cultural identities equates to more than simply having shared interests. It is posed that cultural identity importantly determines our evaluation strategy (DiMaggio, 1987; Lamont & Molnar, 2002). Past literature, (Weber, 1946), concluded that having the same interest in things like leisure pursuits, or similar experiences, presentation style, and other life factors create membership within certain groups and are fundamental in determining an individual being included in a desirable opportunity. Very specifically, Weber indicated that lifestyle factors are cornerstone in estimating status within group reproduction and social closure. In weighing up the advantages and disadvantages of hiring and the role culture plays, even if this is unconscious, cultural similarities may be greatly at play during the evaluation process and be a determinant of rewards. A classic study in this research area was based on interviews in a college between counsellors and students within the community (Erickson & Schultz, 1981). It was reported that similarities which were established within this relationship were the most crucial determinants in shaping the councillors view about a student’s potential and future success. Even within the presence of co-membership, the most important indicator seemed to be perceived similarities in experience. Moving on form this, more recent literature (Lamont, 2009) implicated that within academia research proposals were favoured for academic fellowships when the proposal was similar to the interests of that particular scholar who was evaluating the applicant. These types of selection bias have many important implications, are inclusive of access to resources as well as social rewards, and also in predicting long term trajectories within an educational, social or economic setting (DiMaggio & Mohr, 1985). Much literature is apparent which has been based on examining culture with stratification and this is disproportionate due to its focus on the educational setting (Stevens, Armstrong & Arum, 2008). Apparent limitations are evident in examining cultural similarities post-graduation. An important area of research clearly appears to be to determine outcomes for students who have gained similar qualifications in the process of applying for jobs within the labour market. A good example to illustrate this phenomenon could be to further investigate the hiring process within the power of stratifying through shared cultural similarities. Understanding the advantages and disadvantages of cultural similarities could further be explained by assessing if students gain financial reward through cultural similarities and this would be recognised through the attainment of a desirable job and matching salary. Useful research would investigate the advantages of cultural similarities and if this transla tes economically (Bourdieu, 1986) within the labour force, this hypothesis has been neglected within empirical literature (Bills, 2003). Furthermore it is known that the qualities upon which we make our assessments are generally not context specific (Lamont, 1992), therefore it cannot be representative that culture similarities are identical, perhaps in both a classroom and interview situation. Within cultural research there has been a lack of systematic assessment in relation to hiring, and in contrast to this those who academically assess hiring may have previously under-theorised the role of culture. Overall a majority of hiring research in a sociological setting has examined the process of employers evaluating their prospective employees’ hard skills and specifically cognitive skills. Whereas those papers that have explored non-cognitive skills will most likely focus on things that will impact upon productivity and include soft skills (Farkas, 2003). A disadvantage in this field of research is how cultural contexts and lifestyle have been classed as non-productive entities and therefore under studied in an empirical setting (Tilly & Tilly, 1998). On the other hand, an advantage in this particular area of research has been that investigations which have examined the employment process, have recognised that similarities are an important predictor of candidate employment however, this research has previously been limited by focusing on gender or ethnicity (Gorman, 2005). This may be explained partly by limited data on informative information as it is not always an easy task to capture similarities on underlying tastes or lifestyle factors, and if this information has been obtained then it is somewhat difficult to quantify (Stevens, 2008). Moreover, within empirical literature it is common to use similarities which are demographic in nature when estimating shared culture. It should be clear that both culture and a set structure are mutually reinforcing entities, whereas an individual’s gender or ethnicity can greatly impact their cultural identity (Sewell, 1992; Swidler, 1986). It would be advantageous to examine the varia tion represented by individual values, experience or beliefs and common behaviour among unique demographic culture (Lamont & Small, 2008). Thus, in order to gain a true and reflective picture of a cultural hiring prospective, research must consider demographics as well as cultural similarities and life experiences between those who are hiring and potential employees (Turco, 2010). Research exists which has made the assumption that gender and ethnic similarities override any other shared common experiences. These ethnic and gender similarities should be recognised as being greatly influential attributes in determining interpersonal attraction and likelihood of a positive evaluation. Continuing research in this area has confirmed a hypothesis which was outlined by Tajfel and Turner’s (1986) suggesting that in and out group preferences can vary. Importantly, more current literature has revealed that demographics can moderate preferences in a within group setting (Ely, 1995). When examining the hiring process, gender and ethnic similarities between those hiring and potential job candidates have produced inconsistencies in effect (Huffcutt, 2011). Conclusion To clarify, previous literature efforts should be made to investigate a range of similarities which incorporate more than gender and ethnicity with their impact on the labour market (Castilla, 2011). The current literature review has presented a review of the literature in this area and it can be concluded that it would be advantageous to assess the relationships between interpersonal characteristics and how people are evaluated based on their shared cultural attributes. From the current literature it can be perceived that shared characteristics are important in a variety of contexts however it is also clear that identifying cultural similarities in the context of employment success would be an especially useful and important piece of research. In psychology it has been shown that between those who perceive themselves as similar, this can actually impact and control the effects of attraction and similarity. Subjectively believing that an individual shares similarities with you on mul tiple dimensions within a unique context may be a crucial determinant in dis-entangling our understanding of interpersonal attraction (Tajfel and Turner, 1986). Subjective impressions of perceived similarities may be most influential within an interaction which is personalised, run over an increased duration of time and based on identifying additional information to what is visible (Montoya, Horton & Kirchner 2008), this is apt in the setting of a job interview. Previous literature has indicated that having perceived similarities are possibly more important than true similarities on the overall decision within the employment process (Graves & Powell, 1995). Shared culture is imperative to consider if we want to fully understand how perceived similarities operate (Lamont & Molnar, 2002). In spite of this information and within sociological research the process of hiring has usually overseen shared culture in determining how employers are influenced. Some literature does exist which recognises the importance of cultural similarities and has been seen in a qualitative study by Neckerman & Kirschenman (1991). Here, in relation to urban employers it was hypothesised that cultural similarities predict employers’ decisions. DiMaggio (1992) was responsible for labelling recruitment as a ‘cultural matching’ process. In spite of knowing that cultural similarities are influential predictors of job success (Turco, 2010), cultural factors have typically been excluded or overlooked and deemed as not productive or observable in past research (Pager, Western & Bonikowski, 2009). A number of authors have emphasised the importance conformity to mainstream organizational culture when making hiring decisions. For example, in their study on the impact of organisational culture on human resource practices, Omotayo & Anthonia (2013) argued that the congruence between individual values and organisational culture was crucial in the recruitment and selection process. They argued that it helped reduce absenteeism and turnover, and that it increased employee morale and satisfaction leading to increased productivity and better performance. In a similar vein, Silverthorne (2004) argues that employees who are better fit to the organisational culture are more likely to experience higher job satisfaction and become more committed to the organisation. However, to some extent these arguments are debatable; it is not necessarily true that cultural matching in recruitment and selection leads to the best outcome. There is a greater tendency for HR managers to hire people that they think are similar to them rather than hiring those who are objectively good at their job (Booth, 2002). A phenomenal candidate who would have taken the company to another level can be missed out just because he/she could not satisfy the criteria around cultural fit (Marcel et al., 2013). Moreover, a considerable amount of bias in talent acquisition may result when invoking cultural matching. What is the likelihood of missing out on innovative perspectives is an important consideration for future research (Marcel et al., 2013). For the purpose of this literature review, systematic and empirical literature has been presented to understand the advantages and disadvantages of cultural characteristics in determining job success. References Blau, P. M., & Duncan, O. D. (1967). The American occupational structure. Bourdieu, P. (1984). Distinction: A social critique of the judgement of taste. Harvard University Press. Byrne, D. E. (1971). The attraction paradigm (Vol. 11). Academic Pr. Collins, R. (2004). Interaction ritual chains. Princeton university press. DiMaggio, P. (1987). Classification in art. American sociological review, 440-455. DiMaggio, P., & Mohr, J. (1985). Cultural capital, educational attainment, and marital selection. 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Columbia essays

Columbia essays Columbia was one of the three countries that emerged from the collapse of Gran Columbia in 1830. A fourty year insurgent campaign to overthrow the Columbian government escalated during the 1990s, under girded in part by funds from the drug trade. Although the violence is deadly and large swaths of the countryside are under guerilla influence, the movement lacks the military strength or popular support necessary to overthrow the government. While Bogota continues to try to negotiate a settlement, neighboring countries worry about the violence spilling over their borders. This is the country named for Christopher Columbus it is in the Northwest corner of South America. It is a Andean and a Caribbean nation and the only one on the continent with Atlantic and Pacific coastlines. The population of this country which is roughly three Columbia is Spanish. There are many diffent ethnic groups here, the main six are the Mestizoes which cover fifty-eight percent, the Whites which cover twenty percent, the Mulattoes which cover fourteen percent, the Blacks which cover four percent, the mixed black and Amerindians which cover two percent, and last but not least the Amerindians which cover one percent. ...