School Uniforms Unformity And Individuality - 855 Words

Uniforms Uniforms are expensive and are a violation of human rights, even though it’s professional and sober clothing, they don’t allow students to express who they are, people say it prevents bullying but bullying can happen without uniform. School uniform promotes conformity over individuality. They are difficult to enforce in public schools. It is more money to pay for uniforms and normal clothes outside of school. There really isn’t a uniform in real life like working if you work as a janitor at a school it doesn’t matter what you wear it matters that you get the job done. To begin with, the clearest point about anti-uniforms is that they don’t allow self-expression. We live in a world that is full of special aspects that make our†¦show more content†¦Uniform doesn’t allow self expression, which makes it harder to enforce in public schools. Uniforms are harder to enforce in public schools because it’s also too expensive to pay for. â€Å"Most public schools with uniform policies are in poor neighborhoods† This means that the people in these neighborhoods couldn’t afford to buy their kids the uniform and their school supplies at the beginning of the school year. They are used to wearing what they want to wear or what they find in their closets. â€Å"According to the Miami-Dade County Public Schools Office of Education Evaluation and Management, fights in middle schools nearly doubled within one year of introducing mandatory uniforms.† It leads to more trouble because they most likely don’t like to wear that kind of clothing. Some people may think that uniform is professional and sober clothing, it’s expensive to buy things that go by the dress code. Also, children are not able to express who they really are, and can still get bullied. People may also think that it shows that the school has the kids in line and they behave properly. While this may be true, it just locks the kids inside their bodies not letting them out. The school is showing people what they want them to see, not what the students want them to. Imagine you walk into a school and see that all the kids have their shirts tucked in and the are

Types Of Corporate Social Responsibility - 1539 Words

Owning a business used to mean that a when company provided a good or service to a consumer it received a profit in return. Owning a business has developed into a greater thing then the cut and dry definition previously mentioned. Society’s desires have changed with the times, and it burdens businesses to accept more social responsibility for the cost of doing business. In order for a business to continue to be successful in this rapidly changing business world it must accept the changes of corporate social responsibility. One of the most significant changes in today’s society is the use social media, and advertising through social media. â€Å"Corporate Social Responsibility is defined as the integration of business operations and values, whereby the interests of all stakeholders including investors, customers, employees, local community members, and the environment are reflected in the company’s policies and actions†(Price, 2012). There are five key types of corporate social responsibilities: economic, legal, environmental, ethical and discretionary. Additionally, there are three major areas to be considered for starting corporate social responsibility in any company: incorporating policies and regulations, identifying the social needs of the customer, and realizing the financial effects of not being socially responsible as a business. Using these areas as the foundation for creating a company’s corporate social responsibility policy can help define the best interestsShow MoreRelatedWhat Does Corporate Responsibility Mean1518 Words   |  7 PagesWhat Does Corporate Social Responsibility Me an? Corporate initiative to assess and take responsibility for the company s effects on the environment and impact on social welfare. The term generally applies to company efforts that go beyond what may be required by regulators or environmental protection groups.  Ã‚   Corporate social responsibility may also be referred to as corporate citizenship and can involve incurring short-term costs that do not provide an immediate financial benefit to theRead MoreCorporate and Social Responsibility997 Words   |  4 PagesBirch (2002). Social, Economic and Environmental Capital. Corporate Citizenship in a New Economy. Deakin University, Melbourne J.M. Darley (2005). How Organizations Socialize Individuals into Evildoing In recent years, Corporate and Social Responsibility has become an ever increasing concern and source of community debate. It is now socially accepted that corporations have some ongoing responsibility, though sometimes ignored, to set a good example, make decisions based on social good and onRead MoreEssay on Corporate And Social Responsibility988 Words   |  4 PagesCorporate And Social Responsibility In recent years, Corporate and Social Responsibility has become an ever increasing concern and source of community debate. It is now socially accepted that corporations have some ongoing responsibility, though sometimes ignored, to set a good example, make decisions based on social good and on ensuring positive environmental practices. The two articles reviewed both focus on this corporate responsibility but they have very different approaches and drawRead MoreJapan s Corporate Social Responsibility989 Words   |  4 Pagesthat are inherent with these types of corporations. In this occurrence, it is important to have a global mindset. This mindset is simply the ability to appreciate and influence individuals of different cultures, organizations, levels of education, or any other diversity of differences. This mindset deems it necessary for corporations in this situation to have a strategy in developing positive public relations. This strategy is known as corporate social responsibility. In the article, seven case studiesRead MoreThe Truth About Corporate Social Responsibility1111 Words   |  5 PagesTHE TRUTH ABOUT CORPORATE SOCIAL RESPONSIBILITY: CASE STUDY Introduction Corporate social responsibility has been one of the strategies that has been adopted by various corporations across the global business arena. The concept of corporate social responsibility came about because of the increased pressure of the businesses to have concern and discipline over the organizational stakeholders. Many businesses have successfully achieved their goals by embracing these practices and have influenced manyRead MoreCorporate Social Responsibility ( Csr )1370 Words   |  6 Pagesmore attention on the concept of Corporate Social Responsibility (CSR). The core issue is the appropriate responsibility of business. In as much as firms ought to obey the law, but beyond complete compliance with environmental laws, the question is whether firms have extra social responsibilities to commit part of their resources to environmental preservation voluntarily. This memo provides an exploratory investigation of the link between corporate social responsibility and the benefits accruing to aRead MoreAchieving Fit for Corporate Social Responsibility631 Words   |  3 PagesAchieving Fit for Corporate Social Responsibility Evaluating the measure of corporate social responsibility (CSR) is as much an attempt to ascertain ethical conduct of interactions with stakeholders, as it is a management tool of to limit liability. A research summary of Corporate Responsibility Best Practices, notes that 72% of NYSE Euronext traded firms surveyed have a formal corporate responsibility programs in place (Corporate Responsibility Officer Association, 2011, p. 6). Just 20% of theRead MoreEssay on managerial ehics1410 Words   |  6 PagesComplete Discussion Questions 3, 4, and 5 on page 27 of Business and Society. 3. Identify and explain the major factors in the social environment that create an atmosphere in which business criticism takes place and prospers. How are the factors related to one another? Has the revolution of rising expectations run its course? Or is it still a vital reality? Affluence refers to the level of wealth, and standard of living of the society. As the standard of living is increasing every year, peopleRead MorePersonal Motives For Corporate Social Responsibility933 Words   |  4 Pagesfor Corporate Social Responsibility (Graafland, J. Mazereeuw-Van der Duijn Schouten, C. 2012) analyze the motivations of directors to take responsibility for the labor, environmental and social aspects in business. It distinguishes the Corporate Social Responsibility (CSR) by conducting a survey consisting of a sample of 473 executives. What is more, the motives are classified as three types: â€Å"financial motives†, which is external, â€Å"ethical and altruistic† which are internal. the corporate socialRead MoreCorporate Social Responsibility779 Words   |  4 PagesPolytechnic University of the Philippines Sta. Mesa, Manila College of Business Submitted by: Ramizares, Riza Marie M. BSBA HRDM 4-6N Submitted to: Professor Celso D. Torreon Corporate Social Responsibility Corporate Social Responsibility * Organizational Culture is the behavior of humans who are part of an organization and the meanings that the people attach to their actions. Culture includes the organization values, visions, norms, working language, systems, symbols, beliefs

Strategics Management

Questions: Global competitive landscape for the organisation refer to the five competitive forces Describe and justify the use and purpose organisation mission and vision statements Resource capabilities application Analyse the internal and external environment with a SWOT analysis; Application of strategy (business or corporate) Analyse the various businesses level strategy, corporate level and/or a new corporate or business level strategy. Answers: 1. Five competitive forces for Cochlear on a global competitive landscape Porters five forces: According to Michael Porter, the five forces that create an impact on the proper running of the business process of the organizations can be: Threat to new entry The company is the leading manufacturer of the implantable hearing devices industry and has been able to gain a good reputation in the global deaf community by providing effective and safe products (Gollan et al., 2014). This makes the industry harder to enter by new companies. Threat to substitute The Government backed trails of most of the developing countries including India, have been gearing up to manufacture and produce the hearing devices at a much cheaper rate. This could be the main reason for increasing the competitiveness in the market (Fraser et al., 2015). Industry rivalry Nurotron, a Chinese company has been gearing up to gain huge market share on the global basis where the company has been producing cheaper products in the market which is almost half the price of what Cochlear is producing (Berketa et al., 2013). Bargaining power of buyers The demand for the medical products for the company comes from the various medical companies, affluent individuals, and government organizations (Kitterick et al., 2014). Hence, there is a potential market for the company in the middle to upper income groups without the needs of any governmental help. Bargaining power of suppliers As a manufacturing company, the company requires the send their works to the suppliers. Owing to the low customization of the production, the company has a less power in bargaining with the suppliers. 2. Mission and vision statements of Cochlear The mission of the Cochlear is to innovate and create a product in the market, which could transform the procedures for the treatment of hearing losses (Sorkin, 2013). The range of the hearing impairments as manufactured by the company would be helping in providing implantable hearing solutions for delivering the lifetime of the outcomes relating the disability in hearing. The vision of the company is to have the clinical team and recipients for embracing the company as their partners. 3. Resource and capabilities application Resources Capabilities CEO Increasing the productivity and profitability of the company for both the short and long term Management board Supervising the production and management of the manufacturing proves of the products Managers Enhancing the profitability and productivity of the company by implementing the purchasing and procurement Employees Implementing the target of the orders such that to execute the manufacturing process within the estimated timeline Sponsors Investing on the procurement related to the manufacturing process that is required to produce quality products Suppliers Supplying with the materials required for the products ion of quality products Government The FDA authority to implement regulations and policies that could be governing the business processes of the company Table 1: Resources and capabilities for the Cochlear Source: Created by author 4. Internal and external environment with SWOT analysis Internal analysis Strengths The company is the leading manufacturing company of the hearing devices in the market and is a recognized innovator in the niche related to the high technology within which it operates. Weaknesses The company lacks an appropriate strategy that could help in exploiting on taking the advantages form the external opportunities and overcoming the external threats being imposed to the company. External analysis Opportunities The analysis of the key activities of the value chain helps in providing the opportunities to understand the external trends, which helps in affecting the specific activities of the firm. Threats The Cochlear Company belongs the medical technology industry and hence, is required to be governed by the regulations of the Australia Food and Drug Administration (FDA) (da Costa et al., 2014). There have been several issues which the company has been facing related to the use of technology to aid the hearing disability in the community. The major issue rose when the FDA issues notification of the connection with the hearing impairment with the meningitis. 5. Application of strategy The strategic mission as applied to the business process of the company would be helping in creating a unique intent and scope for its operations in the market. In addition, the implementation of the innovative business strategy would be indicating the stakeholders of the company to get a glimpse of its business objectives which it needs to accomplish in the future (Gollan et al., 2014). The efficient strategy as implemented within the business environment would be reflecting on the individuality of the company, which helps in revealing its leadership quality. The unique strategy as implemented by the company would be helping in distinguishing it form the other competitor companies in the market. 6. Various strategies of Cochlear Business level strategy Business level strategy for the company is to implement the latest technology in the manufacturing of the hearing impairment devices. In order to implement the latest technology, the company needs to evaluate its RD activities (Fraser et al., 2015). Moreover, the company is also looking to market its functional activities such that to manufacture its products laced with the latest technology, which could be helping the patients to regain the hearing loss. The company is also planning to improve on its financial health by analysing the financial ratios, profitability, advantages, liquidity, return from the shareholders, and related activities for improving its financial status (Hanson, 2016). Corporate level strategy The corporate level strategy for the company is to initiate the strategic growth in the market such that to improve on its end to end customer experience. The company is implementing the direct to customer engagement strategy by utilizing a professional approach in order to help strengthen the relationship with the customers (Fraser et al., 2015). The strengthening of the relationship with the customers would enable the company to get an opportunity to establish a customer care for the patients after the surgery of the cochlear implant. Moreover, the company is also planning to make contracts with the professional partners such that to establish clinics and care centers. References Berketa, J., James, H., Langlois, N., Richards, L. (2013). Cochlear implants in the forensic identification process.Forensic science, medicine, and pathology,9(3), 422-426. da Costa Monsanto, R., Bittencourt, A. G., Neto, N. J. B., Carolina, S., Beilke, A., de Lima, N. F. G., ... Salomone, R. (2014). Auditory Brainstem Implants in Children: Results Based on a Review of the Literature.Journal of International Advanced Otology,10(3). Fraser, L., Shanks, M., Wardrop, P., Allen, A. (2015). Cochlear implantation and alcohol misuse.Cochlear implants international,16(1), 51-56. Gollan, P. J., Kalfa, S., Agarwal, R., Green, R., Randhawa, K. (2014). Lean manufacturing as a high-performance work system: the case of Cochlear.International Journal of Production Research,52(21), 6434-6447. Hanson, D. (2016). A summary of the case analysis process. Kitterick, P. T., ODonoghue, G. M., Edmondson-Jones, M., Marshall, A., Jeffs, E., Craddock, L., ... Nunn, T. (2014). Comparison of the benefits of cochlear implantation versus contra-lateral routing of signal hearing aids in adult patients with single-sided deafness: study protocol for a prospective within-subject longitudinal trial.BMC Ear, Nose and Throat Disorders,14(1), 1. Sorkin, D. L. (2013). Cochlear implantation in the world's largest medical device market: utilization and awareness of cochlear implants in the United States.Cochlear implants international,14(s1), S12-S4.

Romeo and Juliet and Lion King free essay sample

What I knew about Shakespeare before I started writing about him was only one thing, that he was the author to many beautiful works such as Hamlet. But I also have an obsession with all sorts of films in different categories. So to put them both together was a really good decision. I think my essay will take my interests to a higher point and it will be fun to write about something that actually is fun to read and learn about. Purpose The purpose of my question at issue is mainly to learn more about who William Shakespeare was, find king of movies and plays. So the main questions in my essay are simply: Who was William Shakespeare? works reflect in the later days films, and the society? Since movies and such are a big part of today, it s also seen as a big part of our society. I will also try to figure out how people looked on the way he wrote and made plays. We will write a custom essay sample on Romeo and Juliet and Lion King or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page I also need to get knowledge about who Shakespeare was and also more knowledge about his works. know anyone that has any interest in Shakespeare. I will also try to find some books that could help to know King had the same main story as Hamlet, so it was easy to know where to start, a perfect start in my essay. Luckily I also find The Lion king as a very well made and good movie. Dissertation Who was William Shakespeare? William Shakespeare was born 1564, 23th of April, dead the same date year 1616. Even though the Shakespeare was a world famous English actor, playwright and poet. He was also part owner of The Globe Theatre in Southwark, London. William married a woman named Anne Hathaway, with whom he had three children. 1 There is not so much information to find about him, since most of his life are speculations and cannot be confirmed. Just basic information is there to find, and of course beautiful quotes and information about his works. 2 He was seen as a deep and honorable man by many people around the world by his plays, such as Hamlet, Romeo and Juliette, Othello, Macbeth and many, many more. 3 Influence I began my essay with finding out what films there could be that has been strongly influenced by , which is one of the worlds most played play. So I watched both of them right after each other to see the similarities between them. The main theme in both of them is as simple as in harmony. The king has a baby with his wife that shall grow up to be the next king to rule the kingdom. But one day the king dies. In The Lion King, the prince leaves in fear that it was him that e great nds Hamlet 1 29042010 http://en. wikipedia. org/wiki/William_Shakespeare 2 28042010 http://absoluteshakespeare. com/trivia/quotes/quotes. htm 29042010 http://en. wikipedia. org/wiki/William_Shakespeare 29042010 http://en. wikipedia. org/wiki/Shakespeare%27s_influence 3 The story continues with them both finding out their own uncles has killed their beloved father. The only thing they can think about is revenge. So revenge there is, ending with getting both Claudius and Scar killed. One more important difference is that in The Lion King Simba lives to be king, when Hamlet dies taking out his revenge on Claudius. example, the sequel to the first Lion King film has got a pretty obvious Romeo and Juliet theme. The story basically is about two young lovers from two families that are archenemies and despite each other. But to quote Shakespeare But love is blind, and lovers cannot see. The love between the young lovers is forbidden, but love overcomes everything. And the families that before were sworn enemies unite and become friendly. The Romeo and Juliet story ends with death, just as Hamlet did. But in the child suitable . take ages to compare even the smallest simile in every film that comes out on the market. But there are not just stolen themes in films, but also a story about Shakespeare. This film is Madden and with actors/actresses such as Gwyneth Paltrow and Joseph Fiennes. love theme and all that. films are found to be inspired by Shakespeare classics such as Romeo and Juliet, The Taming Back in the days when Shakespeare lived, his plays reflected the society pretty good. Rival families children falls in love with each other, people from different levels in the society. A poor man falls in love with a rich woman, impossible love, forbidden love. The plays also reflect on the way they look at different levels in the society, that certain people are better than others. Conclusions So what I films of today is that Shakespeare will never die. Shakespeare lives in an endless list of films, an endless list of everyday quotes we use without thinking about where they come from. Just are the basis to many beautiful films, such as mentioned above, The Lion King. Beautiful play that lives on to become beautiful films. Conclusion and discussion After doing this investigation I realized Shakespeare has more influence in our lives than we could possibly imagine. Shakespeare is so present in our lives, we take it all for granted. Many expressions and sayings have their roots with his writing. I believe he was a fantastic man; he could turn love to a beautiful tragedy in Romeo and Juliet. When I began my work I the films based on his plays. Just to get a better grip on what kind of man he was. Just about every film nowadays has somewhat been inspired by his works. Films where it comes to forbidden love for example, can be compared to Romeo and Juliet. I chose to focus on The Lion King though there are a countless amount of films that easily could be related to Wi film. I wrote in my dissertation that there was a big difference between different people in the societies. Different values that we put on each other. It s amazing to still be able to get your share of his works. The plays probably opened many eyes for not only plays in general, but for how we look on each other as the individuals we actually are. I also believe it has affected us in a literal way, we use words that he invented for everyday cause. Abstract making of films? In this essay those two questions are investigated and answered. The conclusion that I got after my investigation is that Shakespeare has a much bigger influence in our lives than we know. Many sayings that are normal for us to hear every day Final Words I think my work went pretty well, just according to my plans. I have learned very much investigating this question of mine. find interesting and satisfying facts about about him. I also took a great focus on films, as I picked it as my main question. But when I read about this I discovered that Shakespeare had an enormous influence in all types of books as well, wherever language is used. Some of the words William Shakespeare invented are still being used today. Shakespeare was. Was he a loner, was he a quiet and depressed person, or was he a normal y with beautiful work of life.

Effect of Labour Turnover on Organisational Productivity Essay Example

Effect of Labour Turnover on Organisational Productivity Essay Example Effect of Labour Turnover on Organisational Productivity Essay Effect of Labour Turnover on Organisational Productivity Essay EFFECT OF LABOUR TURNOVER ON ORGANISATIONAL PRODUCTIVITY 1 INTRODUCTION The practice of human resource management (HRM) is concerned with all aspects of how people are employed and managed in an organisation (Armstrong, 2009). The strategic business function organ of the organisation sees to the inflow and outflow of employees in the organisaiton. The HRM function of directing the organisation system to ensure that human talents are used effectively to accomplish desired goals is very crucial, thereby not left ignored. Organisations zealous about growth would always intend to develop their respective current human capital and other potentials. But in this world of frequent upgrade and innovations in the business environment and the technological ways of doing things, organisations would commit themselves towards bringing their workforce to the task requiring intellectual and manual growth and development. The idea behind this would be to intensify the additional productivity generated by extra employee hired. All these put together would amount to organisations being cost conscious in making sure that employees with high human capital do not leave their organisations. But in order to be realistic, organizations cannot be everything to all people. No matter how great your company is, it is likely that some of your employees will eventually move on to other opportunities. That may be costing you a lot and affecting your well enjoyed stabilized organization productivity. Labour or worker or employee or staff turnover has it is often referred to, is the number of permanent employees leaving the company within the reported period versus the number of actual Active Permanent employees on the last day of the previous reported period (physical headcount). According to Business Dictionary (2011), the ratio of the number of employees that leave a company through attrition, dismissal, or resignation during a period to the number of employees on payroll during the same period makes up what is referred to as Labour Turnover. An employee leaving the organization either voluntarily or involuntarily is certain to have positive or negative effects on the organization. This as well would reflect on the productivity of the organization concerned. In other words, high turnover can be harmful to a companys productivity if skilled workers are often leaving and the worker population contains a high percentage of novice workers (Open Forum, 2011). This is especially the case if those leaving are either key to its success and continuity or do so because they think you have treated them unfairly, which could result in tribunal claims (Business Link, 2011). This means maintaining the satisfactory level of productivity might be threatened. Therefore curbing turnover to its optimal level for the organization is a major challenge. However, the research on the consequences of labour turnover is inconclusive, and provides little guidance on how much turnover, if any, is optimal (Siebert, 2006). It hereby leaves us wondering what optimal number is needed for the organization’s best productivity. As turnover even poses to be a major and widely studied organizational behavior phenomenon, it fosters why researchers are becoming interested in it more. It is a phenomenon that not just affects a company, occupation or industry, but an issue tackled by organizations all around the world. This is because at one employee’s voluntary or involuntary time they would have to leave the organization. (Abelson 1987; Campion 1991). 1. 2 STATEMENT OF RESEARCH PROBLEM Labour turnover as noticed, if not looked into, could eat deep into the profitability and threaten the sustainability of any organization. As a global challenge as well mandatory confrontation of the technological and environmental diversities which organizations have to face, many brows are raised on its persistence. The Nigerian insurance sector has not been left out as labour turnover has been disrupting their services and relatively their organization productivity. The Human Resource Managers and the executives of these organizations have always been on their toes to proffer solutions to labour turnover. The consciousness of hiring, monetary and time cost recorded when highly frequent labour turnover occurs; thereby affecting productivity which makes this a problem that begs for answer. Organizations lose not just financially, or in productivity when they have an employee with huge human capital permanently departing from their organization. This could have been due to avoidable or unavoidable reasons. The technological and business demands of electronic dealings have also affected ways in which operations are carried out in the Nigerian insurance industry. Some new fresh ideas have been witnessed with the opportunities for new transfers and promotions, but those still have to be compared to the contributions or reductions which are now available. This study would look into how the effects of the voluntary or involuntary labour turnover have impacted on the productivity level of the organization observed. As well to what extent, the organizations need to plan in anticipating an optimal level of labour human capital that can yield the needed productivity in the Nigerian insurance sector which is becoming labour shortages. 1. 3 LITERATURE REVIEW Employee turnover has benefits and costs for organizational performance (Ableson Baysinger, 1984). But a study is not just being carried out to have the positive sides analysed. The human resource management literature has traditionally viewed labour turnover in a negative light. Human capital theories of labour turnover point to loss of firm-specific human and social capital (Dess and Shaw 2001). This negative view is supported by the results of several empirical studies. For example, Huselid (1995) finds high labour turnover negatively linked to labour productivity in his sample of 968 U. S. firms. Also Baron, Hannan and Burton (2001) find turnover to be â€Å"disruptive† in their study of hi-tech start-ups in California in the early 1990s. Many studies have concentrated on quits specifically, and have found a negative impact of quits on firm performance, as in Batt (2002) for U. S. call centres, McElroy, Morrow and Rude (2001) for branches of a U. S. financial company, etc. But some have since been reporting the optimistic side of the coin. Job matching theory (Jovanovic, 1979) predicts that workers less suitable for the organisation would result into leaving it earlier; hence, there is room for labour turnover to improve performance (productivity) by clearing the workforce of poor worker-job matches. In the same vain, McEvoy and Cascio’s (1987) meta-analysis of twenty-four reported correlations between performance and turnover concluded that ‘good performers are †¦ less likely to leave †¦ than are poor performers’, which supports the main prediction of job matching theory (p. 758). Williams and Livingstone’s (1994) further meta-study of turnover supported McEvoy and Cascio (1987) and proved an even stronger negative relationship between worker individual performance and voluntary turnover when pay is contingent on the organisation’s productivity. Ilmakunnas, Maliranta and Vainiomaki (2005) report a positive impact of turnover on total factor productivity growth in Finnish manufacturing. However, the Nigerian insurance sector may be faced with such ups and downs as regards to impact of labour turnover on organisation productivity. But relatively unlike most of the research on the topic, Bingley and Westergaard-Nielsen (2004) look at hires and quits simultaneously in their study of personnel policies and profit in a panel of 7,118 Danish organisations over 1992-95. In contrast to the popular result, they conclude that quits increase profit and hires reduce it. They argue, consistently with job matching theory that the least productive workers are more likely to leave. The finding on hires is interpreted in terms of turnover costs, since hires incur recruitment and training costs. Thus, reconciliation of job matching and human capital theories of labour turnover is assisted by distinguishing between quits and hires a path we will follow. Those were observed by W. Stanley Siebert, Nikolay Zubanov, Arnaud Chevalier, Tarja Viitanen (2006). The case of a firm in the Nigerian insurance sector on the impact of labour turnover on productivity may take along the practice of the HRM. Guthrie (2001) found a dichotomy in the impact of turnover on productivity depending on the type of human resource management (HRM) system in the organisation. Glebbeek and Bax (2004) using data from offices of a temporary employment agency in the Netherlands over 1995-98 indeed find an inverted U-shape relationship between worker turnover and productivity. The same relationship between labour turnover and productivity is reported in a study of 2,435 workplaces in Australia over 1995-97, by Harris, Tang and Tseng (2002). However, Shaw, Gupta and Delery (2005: 61) report the opposite result for U. S. and Canadian concrete plants and U. S. transportation companies, where they conclude that the relationship between voluntary turnover and workforce performance is ‘negative but becomes attenuated as turnover increases’. This particular study, however, would look into ups and downs earlier known to rock an organisation’s productivity if it has employee turnover. Particularly, an organisation in the Nigerian insurance industry being studied if the earlier affirmations can be upheld or restructured to show our society’s diversified business environment. 1. 4 PURPOSE OF THE STUDY The purpose of this study is to achieve the following: i. To affirm the relationship between labour turnover and organization productivity. ii. To investigate the impact of business diversities requirement like technology amounting to organization productivity on labour turnover. iii. To investigate how organisations can reduce unfavourable labour turnover on productivity. iv. To examine labour turnover impact on MBLA 1. 5 RESEARCH QUESTIONS The following are the research questions developed for the course of this study. They are: i. Does Nigerian insurance sector witness labour turnover? ii. Is labour turnover a challenge to organization? iii. Is organization productivity disrupted when organization labour turnover takes place? iv. Does an organization have any positive productivity advantage when labour turnover occurs? v. Are there measures of curbing labour turnover when organization sees it could halt productivity? 1. 6 STATEMENT OF HYPOTHESES The hypotheses to be used in validating this study project are stated as follows: H0: There is no significant relationship between the labour turnover and organization productivity of MBLA. H0: There is a significant relationship between labour turnover and organization productivity of MBLA. H0: There is no impact on labour turnover and organization productivity of MBLA H0 : There is an impact of labour turnover on organization productivity of MBLA. . 7 SIGNIFICANCE OF THE STUDY The significance of this study is tailored towards the evaluation, analysis and addition to the current existing body of knowledge. It would assist the human resource managers in capturing adverse labour turnover effect which could halt their organization’s effectiveness and efficiency. Knowing the costly effect of an unchecked labour turnover on the organization productivity, t his study would help HR managers on other logical steps to militate against employee turnover. The recommendations can be used in helping organizations not just in the Nigerian insurance sector but as well other sectors of the economy. By using this study different organization can reduce the rate of employee turnover and increase their productivity and profitability. 1. 8 RESEARCH METHODOLOGY 1. 8. 2 Population of the Study Due to the uneasy access to the entire population of this study, a sample would be drawn up. According to Levin and Rubin, (2002), a population is the whole collection of all elements that a research is studying and from which generalization will be drawn from. The study would make use of a branch of MBLA and a generalisation would be utilized. However the organisation has about 500 staff with about 15 of them taking charge of the executive functions of the company. Also the administrative functions are run by over 60 of their staff. Besides, the other population are either their marketers or ther junior workers. 1. 8. 3 Sampling and Sampling Techniques With application of a stratified sampling, the employees of the organisation would be unbiasedly picked. This would be enforced among both the senior and junior employees of the organisation. All these effort is to have a reasonable conclusion from which generalisation would be ascertained. 1. 8. 4 Strategy for the Collection of Data The primary data generation would be through dissemination of quesstionaires and some other additional interview briefs. The other earlier publications would be added to have a concrete information. These would be used in getting the necessary source of data in generating findings on the impact of labour turnover on organisation productivity in the Nigerian insurance sector. 1. 8. 5 Data Presentation The new advancement in statistical analysis, SPSS, would be utilized in presenting the data generated. The mean, median, mode, frequency and percentiles would be explored for a clearer data presentation 1. 8. 6 Test of the Conjuctural Statement With the use correlation, regression and t-test, the hypotheses of the study would be put to test. 1. 9 SYNOPSIS The outline of this five-study would wear the face of having the first chapter introducing the topic and its subject matter of labour turnover and its corresponding effect on organisation productivity. Also, the second chapter of the study would contain the prior knowledge and study done on this topic. From this some theories and standings of previous scholars would be incorporated into this particular present topic. Besides that, the third chapter would have the methodology to apply in carrying out this study. The instruments and sources of data that would be applied at MBLA in assuring that the right information are gathered within the confinement of the ethical stands, in other to have a good research work in the study. However, the fourth study would look at the data presented and analysed in the format that is generally acceptable. This would enhance the genuineness of this study. Also, the fifth chapter would see to the conclusion and recommendation of the project. This is where the findings and results of the study would be concluded and any recommendation suitable for MBLA and other organisations of its kind would be issued for their discretional adoption. REFERENCES businesslink. gov. uk/bdotg/action/detail? itemId=1074411249=RESOURCES penforum. com/idea-hub/topics/money/article/the-high-cost-of-employee-turnover-scott-allen Batt, R. 2002. Managing customer services: Human resource practices, quit rates, and sales growth. Academy of Management Journal, 45: 587–597. Batt, R. , Colvin, A. J. S. , Keefe, J. 2002. Employee voice, human resource practices, and quit rates: Evidence from the telecommunications industry. Industrial and Labour Relations Review, 55: 573–594. Becker, B. , Huselid, M. 2006. Strategic human resource management: Where do we go from here? Journal of Management, 32: 898–925. GHAURI, P. GRONHAUG, K. (2002),†Research Methods in Business Studies: a practical guide, London, Prentice Hall† GREEN, F. , FELSTEAD, A. , MAYHEW, K. PACK, A. (2000),†The impact of training on labour mobility: individual and firm-level evidence from Britain† British Journal of Industrial Relations, 38, 26 1-275. James K. Harter, Frank L. Schmidt, Theodore L. Hayes (2002),† Business-Unit- Level Relationship between Employee Satisfaction, Employee Engagement, and Business Outcomes: A Meta-Analysis†, Vol. 7, No. 2, 268–279 Judge, T. A. , Thoresen, C. J. , Bono, J. E. , Patton, G. K. (2001),† The job satisfaction–job performance relationship: A qualitative and quantitative review†, Psychological Bulletin, 127,376–407. K. Morrell, J. Loan-Clarke and A. Wilkinson (2001), â€Å"Unweaving Leaving: The Use of Models in the Management of Employee Turnover†, Business School Research Series, Loughborough University. M. Armstrong (2006), Human Resource Management, Kogan Page, United Kingdom

Avoid these Overused Resume Phrases

Avoid these Overused Resume Phrases Avoid these Overused Resume Phrases The goal of every resume is to provide a brief and comprehensive summary of your job history and skills while leaving a lasting impression on the recruiter. Since companies receive dozens of resumes per hiring season, employers who are assigned to sort through these documents encounter repetitive phrases which render the submission clichà ©. Several online resources provide a list of key phrases to avoid when writing a resume. While helpful, sometimes these phrases provide the opportunity to share something valuable. Instead of deleting these phrases altogether, rewrite them in a way that makes your resume stand out, and provide concrete examples of your work experience. Here are some commonly used phrases from resumes and suggestions to rewrite them: â€Å"Works well independently† Most of the time, this phrase is used as a crutch (and is usually part of a bullet list). Instead of focusing on the trait alone, provide an example that showcases your independent nature. Example: â€Å"In 2010, I launched my own website focusing on providing young adult readers with tips and tricks to save money.† This statement showcases your skill, experience, and knowledge while providing a concrete example to the reader. â€Å"A great team player† Teamwork is important is crucial in any workplace to meet company goals, but this phrase does not impress. Instead, share events that showcase you and your former team’s participation or achievement.Example: â€Å"Volunteered with colleagues and organized a 2011 fundraiser.† â€Å"Results driven† Results usually require quantitative data. To avoid this ambiguous claim, write about strategies you implemented which resulted in a percentage of change.Example: â€Å"Reduced the percentage of tardy employees by 10% by implementing an incentive and penalty policy to encourage them to be on time.† â€Å"Good communication skills† Communication skills are important, but this is another example of a broad statement. In this case, provide an example showing how your skills were put to good use.Example: â€Å"Prepared and presented a slideshow to job applicants attending the 2010 job fair in Springfield.† â€Å"Strong attention to detail† It pays to be meticulous with details but it’s even better when other examples are provided.Example: â€Å"I have considerable experience editing articles for an SEO company.† If you rewrite overused phrases and provide concrete examples of your success, potential employers are more likely to schedule an interview with you. Your new resume offers a concise summary of your knowledge, skills, and experience while helping you stand out from the rest of the applicants. hires a team of talented writers who have considerable experience in writing, editing, and/or proofreading resumes while providing key phrases that impress employers.

Critically discuss the role of users in Legos approach to innovation Essay

Critically discuss the role of users in Legos approach to innovation and consider whether the strategy could be put to use in other organisations - Essay Example Later the product range shifted to a set of interlocking bricks which was launched in the market in 1953 but failed because of the consumer’s perception towards plastic toys was strong. By 1959 the company shifted completely to manufacturing plastic bricks and related products and stopped producing wooden toys. The company adopted a series of change with product innovations, segmenting and targeting markets, figures, adding wheels, switching to acrylonitrile butadiene styrene plastic rather than cellulose acetate, and addition of instruction manuals. Such changes helped Lego for further development and by 1988 there exist almost 50 elements in the toy system of Lego. It manufactured Duplo with large bricks for younger children and for the older ones it had Lego Technic Builders. The growth of Lego increased throughout the 20th century and it ranked in top ten toymakers in the world. Their product range diversified through models cars, train sets and robotics and even the diver sification was seen in the architecture to include programmability and control in order to support these toys (Chesbrough , 2003, pp.76-77). In 1999 the fortune magazine stated that Lego is the ‘toy of century’. The Lego’s operations faced competition due to evolution of computer games which attracted the younger generation and even its costly toys in the high cost economy created pressure in its operations. The low cost toys caused a problem for Lego to remain competitive in the market. As the potential configuration of a small number bricks were huge which involved the users more in the Lego concept. The Lego toys has been bought by the people to make house and cars who then reassemble the bricks in the own user created approach. From the year 2000 Lego has been keeping at the centre of its strategy the user linked approach. The company in order to improve the efficiency of production started developing digital models of the bricks and

Seatbelt and Exhaust System Defects Essay Example | Topics and Well Written Essays - 1500 words

Seatbelt and Exhaust System Defects - Essay Example The company should recall these cars to be fixed, if not replaced, in order to ensure the customer's safety. 3) Ensure the market that such problems are inevitable and are easily dealt with. Approach and Analysis: The first step into solving this problem is to reacquire the previously sold cars and repair the defects. The owners must be contacted, informed about the problem and be requested for a recall. This process entails sacrifices for both parties which mean that a just compensation must be provided to get the customers' full cooperation. The whole repair will, after all, be done in forty minutes. Even with an estimate of 1.35 Million cars to be recalled, the process could not be that troublesome. After acquiring the cars, experts should be present to asses the defects. See if it is uniform among the cars or are there differences. Data should be gathered differentiating the defects and damages acquired across the models, logistics, etc. Then the data should then be analyzed by economists, medical experts and the board along with the car experts. A decision should then be made whether to continue production alter the design or revamp the design all in all. Though this process, better techniques on both manufacturing and detecting defects on sold cars must be made. The market should then be wooed so as not to loose trust for the company. This is very important since the world is undergoing financial crisis. Many companies has already downsized or closed up, Toyota should not be one of them.Results: Recalls are still yet to be done but as of the moment some cars had been gathered and upon inspection of the acquired cars, the said defects had been confirmed. The seatbelt indeed can cause fire. When the tensioner is activated upon collision, the sound insulator may melt thus causing a fire, just as mentioned earlier. The exhaust pipe on the other hand, is prone to damage and will probably crack. This might cause substandard emissions to leak out which will endanger the environment. So far, no other defects were found. Discussion: The industry knows that releasing cars with defects are inevitable. This though must be detected immediately, preferably before the product even leaves the show room. The mistake seen on this situation is the delay of detection. This might possibly be seen earlier if the cheapest model in the market was not overlooked. An equal attention between cars should have been given. The recall of the cars will further the understanding of the company about the defects on the car parts and how testing should be done. There must also be enough cars to be reverse engineered to see a better picture. Most cars will be going to the dealer and get the desired repair but it must also be seen that some cars are to be acquired to be further tested. The mistake of just fixing and not doing in depth investigation must be avoided. The gathered data should be used to develop better techniques. This includes all aspects from manufacturing to sales to maintenance. This will ultimately benefit the company. Ethical and Economic Discussion: Recalls may be bothersome for both the owner and the company but it should be looked as a beneficial process,

Unemployment statistics in US Essay Example for Free

Unemployment statistics in US Essay Unemployment refers to a situation whereby a person who is able and willing to work is currently without a job. The total number of employed people plus the number of unemployed persons who are seeking work is referred to as labor force (US Bureau of Labour Statistics, 2010). The participation rate is the labor force divided by the total number of working age population that is not institutionalized (US Department of Labour, 2010). The unemployment level is the difference between the labor force and the total number of people who are currently employed. The unemployment rate is the level of unemployed divided by the total number of working population. There are different types of unemployment types in the overall macro-economy. They include frictional unemployment, structural unemployment, natural rate of unemployment and demand deficient unemployment. Frictional unemployment reflects the time taken by individuals to find and get settled in their new jobs. Structural unemployment is the difference between the skills and other attributes possessed by the labor force and what the employers actually demand. This type of unemployment considers employees who are undergoing re-training in order to start a new job as being unemployed. It is usually increased by technological changes. Natural rate of unemployment is the sum total of frictional and structural unemployment. It is considered to be the lowest rate of unemployment that is expected to be achieved by a stable economy. Demand deficient unemployment is the level of unemployment which is beyond the natural rate unemployment. Causes of unemployment According to Keynesian economics, unemployment results from deficit in effective demand for both goods and services in an economy (US Bureau of Labour Statistics, 2010). Other schools of thought attribute unemployment to structural problems and inefficiencies which are common in the labor markets. Classical economics attribute unemployment to rigidities in labor markets resulting from external environment such as unionization of workers, taxes, minimum wages and other factors that may limit hiring of new employees (US Department of Labour, 2010). Other economists view unemployment as a voluntary choice of the unemployed and the time it takes them to find a new job also referred to as frictional unemployment. Efficiency wages and sticky wages are seen by behavioral economists to be a cause of unemployment. Unemployment level in US Unemployment in 27 US states was reported to have increased in February 2010 while seven states reported a drop in unemployment. There was an increase in unemployment in the state of Mississippi by 0. 4 percent (highest increase). The unemployment in Detroit fell from 15. 3 to 14. 8. The unemployment nationally by February 2010 was reported by Labor Department to be 9. 7 percent. However, job layoffs were fewer than previously anticipated (Trading Economics, 2010). Since the onset of recession in December 2007, 8. 4 million jobs had been lost by March 2010. The US official unemployment was reported to be 9. 5% in June 2010. This accounted for about 14. 6 million unemployed Americans. The black teens were leading with unemployment of 39. 9% Asians had the lowest unemployment rate of 7. 7%. The total number of officially unemployed and the hidden unemployment (29. 1 million) account for 18. 2% of the labor force. The graph below illustrates the levels of unemployment in US between 1999 and 2009.

The Holocaust :: European Europe History

Holocaust Throughout the movie, "The Holocaust", the phrase, "I just do my job," was usually the only excuse most people who committed crimes against the Jews could come up with. For example, when Helena and Rudy Weiss were staying in Kiev, the city was bombed. During the bombing, one of the Nazi soldiers, who happened to be Heinz Muller, a friend of Inga's family, was hit by falling debris. Hesitant, Rudy helped Muller escape from the collapsing building, gave him some water, and asked him why he was taking part in the mistreatment of the Jews. "I obey orders," Muller replied, unrepentant about what he did. Also, when Bertha Weiss was sent to the gas chambers in Auschwitz, Dr. Joseph Weiss asked the Kapo what happened to her. The lady bluntly retorted, "Don't blame me, I just take orders." Whether to keep a job, remain loyal to their cause, or just because they had no other excuse, everyone used that phrase to justify what they did wrong against the Jews. Anti-Semitism and unfair grudges are two factors that can cause Genocide. During the movie, Eric Dorf claimed he did not feel bad about Kristallnacht or what happened to the Jews, because he said the Jews provoked it. Even though Kristallnacht was the first major pogrom, a government sponsored attack on the Jews, and was terribly destructive, Eric said that they killed Christ and they deserved what they got (The Holocaust). In addition, Heydrich believed that Germans and the Aryan race was superior to the Jewish race and they had to "isolate the germ carriers" (The Holocaust), so he decided to go through with the plan for Jewish ghettos. The ghettos were intended to hold the Jews in a temporary Jewish community until they could be efficiently exterminated. This demonstrates how Anti-Semitism and grudges can produce Genocide. In the video, "Conversations With Oprah: Elie Wiesel", Wiesel explains that the most important lesson to be learned from what happened during the Holocaust is to not be indifferent, but to still be human in spite of everything that happened. He said he believed that the opposite of love is not hate, but rather indifference, because indifference can not be fought (Conversations). Not being indifferent is important in preventing another Holocaust in the future. "When you have a choice to make and you don't make it, that in itself is a choice," William James once said.

Midwestern Art Museum Essay

Background The present paper reviews a case study as written by Lewicky, Saunders and Barry in the text Negotiations titled Midwestern::Contemporary Art, case number 6. Its focus is on a financial crisis that the museum is facing due to a donors failure to pay a five million dollar pledge. The donor was the museums previous president of the board of directors who had a falling out with the museum director over financial matters and felt minimized by the lack support by board members. The museum is in the process of completing a major capital project and faces the near term possibility of bankruptcy if the pledge is not fulfilled. Results Legal counsel for the museum recommends suing to collect the funding but that strategy presents several negative outcomes. First is that there are very few cases where a museum has sued a donor successfully so this is not a tested option and even if they were successful, collecting the amount awarded by the court may prove very difficult. Secondly, it raises the likelihood of creating negative public relations that could adversely affect future contributions. Lastly, some of the board members are opposed to this idea. Another course of action is to enter in to negotiations to secure the funding. The current president of the board must decide on a course of action to obtain the necessary funding and unite the board in a functional manner. Conclusions A renewed focus on the future relationship between this donor and the MCA needs to be forged through skilled negotiations in a way that will benefit everyone involved. The legal route should not be the first course of action for the MCA to obtain the five million dollar pledge. The board should first try to implement a well planned negotiation strategy to include the legal option as the BATNA. Situation. The Midwestern Contemporary Art (MCA) Museum opened in 1976 and is devoted to modern art. In January of 1989 the MCA hired Keith Schmidt as executive director, and due to his extensive experience much was expected of him. That same year a reputable lawyer from the area named Peter Smith was selected as the board president. He had been a board member since 1981 and was an avid collector of contemporary art along with his wife. Together they had acquired the largest art collection of this type in the Great Lakes area. Peter Smith and Keith Schmidt had very different leadership styles and it led to disagreements on how to expand and grow the MCA. These arguments often became personal and led to animosity and mistrust. Most of their arguments had to deal with the speed of MCA’s expansion, which was pushed by Keith Schmidt. Peter Smith was more concerned about the finances and did not trust that Schmidt could operate the museum in the black. Smith presented his concerns about Schmidt to the other board members but they didn’t share the same feelings of mistrust since Mr. Schmidt’s performance had not proven deficient so far. Due to problems between the two men, Peter Smith resigned from the board in December 1991. The Smiths disappeared from the art scene at the end of 1991 and missed all payments on their $5 million pledge to the MCA. This became a problem because the MCA was planning on constructing a new building. The Smiths’ pledge was a significant amount and the new MCA facilities completion depended on their pledge. Also, the Financial Accounting Standards Board (FASB) required all non-profit organizations to record pledges as income so the MCA had already accounted for the money. This caused an even more financial hardship on the museum, and in late 1997, MCA found itself in a financial crisis due to high debt resulting from the construction and the Smiths’ unfulfilled pledge. The current board director is Peggy Fischer and she has just finished a meeting with the board to discuss the possibility of suing the Smiths for the five million dollar pledge. Although she is uncomfortable with several aspects of the legal route, she knows the museum may face bankruptcy without the pledge. She must decide if the MCA should try to pursue negotiations with the Smiths or legal action. It is a big decision to make and the boards’ next meeting is in five days. Who is in Charge? Let’s consider the leadership crisis that got them in the situation to start with. First of all, Keith Schmidt as the executive director should be able to answer the board chairman’s questions in a clear and logical manner and should not expect an â€Å"unsigned check† regardless of how he was treated elsewhere. Beyond that, Peter Smith as the board chairman is clearly micromanaging the director and as a result, both men have let the business relationship become personal. If you insist on micro-managing, you have a problem; if you believe you must check on every detail, your style is symptomatic of insecurity or paranoia. Your style is based on a lack of faith and trust in other people. And, it is repressive. It leads to little growth, it discourages any human resource development, and it focuses on problems of detail, and discourages teamwork. If you don’t trust your manager or his judgment, and you are unwilling to allow him to assume any responsibility, you are cheating yourself of the talent you are paying for. As much as you may want to, you can’t build a one-person organization that will succeed in the long run. Micro-managing may work for a while, but in time, it acts as a brake on all progress. In this case, it is stifling the expansion and growth of the MCA. Mr. Smith doesn’t realize that he is working against himself by discouraging new ideas, new art exhibits, new talent and the push to move forward has been imprisoned in the mind of one person. The two men are experiencing a competitive conflict based on different viewpoints or perspectives. I think that they have the same goals; they just disagree on how to go about obtaining them. Also, this organization is experiencing growing pains with the hiring of the director. Consequently, the roles and expectations of the organization’s members should be clarified. This one area of conflict can be the trickiest because when you are in charge, often perspectives different from your own are misunderstood or pushed aside. Managers and leaders must remember that at least some of their employees will likely have different perspectives. In fact, often different perspectives are where creative solutions are developed. There are ways to structurally reduce conflict in an organization. The ost common and effective way is to provide people with a clear definition and understanding of their role, function, and responsibilities in the workplace. This will provide them with a good understanding of the job and tasks they are to perform as an individual and within any teams they are a part of. It also provides information on where they fit within the organization and who they report to, helping to avoid disputes and misunderstandings over authority. Failing to define workplace roles and responsibilities can create tension, miscommunication and inefficiency within your business (Bulleit, 2006). People may be unsure as to what jobs are their own and who they are required to report to. Mistakes and omissions can also occur where people are unsure of what is required of them, therefore creating inefficiencies which cost time and money. If Peter Smith and Keith Schmidt understood this at the beginning of their relationship, much of the dispute would have been avoided. Once you have defined each person’s roles and responsibilities, you can record this in a â€Å"job description†. This can be as formal or informal as you prefer, however it is important to record the key information. Job descriptions provide the opportunity to clearly communicate each individual’s roles and responsibilities and also serve as a way to measure performance. With the role of each individual in the organization defined, you can also create an organization chart. This chart is a tool that helps to define the inter-relationships between the board, the director and staff. It defines reporting structures and lines of authority and responsibility, providing a picture of how the organization functions. It can be very helpful when creating a new position in an organization to have people write their own job description. This gives you insight in how that person views his responsibilities and creates buy-in on their part. People like to be part of decisions that affect their life as opposed to being told what to do. In this situation, the board of directors and its members should define their roles as well as the executive director and the staff since they are all very different. At MCA the roles are different since it is a not-for-profit organization and there are no shareholders to report to. The role of the chairman is to provide vision and outline the goals of the MCA. The role of the director is to develop a plan of how to achieve those goals and the role of the staff is to execute or put the plan in to action. I’m not sure how large the staff is at MCA, but the structural organization should extend beyond Mr. Schmidt. When defining roles and responsibilities in the workplace, you may need to create a list of all of your staff and a list of all of the tasks and roles within your business. You can then assign the roles to each staff member. It is important to remain flexible and be prepared to modify your plan in consultation with your employees. Peter Smith acted poorly when his advice was not followed by the board. It is his inability to â€Å"pass the torch† thinking that only he can win the race to success and that is largely what caused the whole situation. He is willing to â€Å"take his toys and go home† if he doesn’t get it his way. When Peter Smith’s advice was not followed by the board and he resigned he should have either withdrawn his pledge so the MCA could plan accordingly or honored his commitment. The Decision. Peggy Fischer as the current board chairman has some hard decisions. She needs to consider any alternative approaches to collect the unfulfilled pledge as opposed to a direct approach of just calling and demanding the money. She should also consider what alternatives the Smiths may have. For any successful negotiation, there is a significant amount of homework involved. The legal option may not work out since it is largely untested as pointed out by legal counsel. If that doesn’t work, the MCA will be in even deeper financial trouble with no options left with the Smiths. Ms. Fisher should first clearly identify the goal. I think that the goal should be to establish a positive relationship with the Smiths that will secure the five million dollar contribution soon and create a positive relationship that has future benefits. In addition to this goal, a Best Alternative To a Negotiated Agreement (BATNA) needs to be established. BATNAs are critical to negotiation because you cannot make a wise decision about whether to accept a negotiated agreement unless you know what your alternatives are. Your BATNA is the only standard which can protect you both from accepting terms that are too unfavorable and from rejecting terms it would be in your interest to accept. For example, the Smiths may agree to assist in finding another source of money to make up the pledge. This is not what is expected, but it may be enough to meet the financial needs of the museum. There may be several options to consider in an agreement that would accomplish the goal without strictly adhering to only two possible outcomes. Get the five million now or sue. In the simplest terms, if the proposed agreement is better than your BATNA, then you should accept it. If the agreement is not better than your BATNA, then you should reopen negotiations. (Fisher & Ury 1991). Along with establishing the negotiation desired outcome or goal and the BATNA, you need to determine the bottom line. A bottom line signifies the worst possible outcome that a negotiator might accept. Maybe it would be acceptable to obtain half of the pledged money with the idea that MCA could come up with the rest elsewhere. The bottom line is meant to act as the final barrier where a negotiation will not proceed further. It is a means to defend oneself against the pressure and temptation that is often exerted on a negotiator to conclude an agreement that is self defeating (Lewicki, Saunders & Barry, 2009). Then the next step in this situation requires her to select a negotiation strategy based on the type of relationship MCA wishes to achieve with the Smiths if any. If the importance of the relationship is high and the importance of the outcome is high, then a collaborative style of negotiation is in order. Do they want to re-establish a long term relationship? If not, then a more competitive strategy is more suitable. In this situation the board members seem to be split on their strategy. Some of the board members have made it clear that they have reservations about using the legal course, or competitive strategy, and at least one supports the chief counsels’ recommendations. If the MCA determines that they do not expect to deal with the Smiths ever again and they do not need their goodwill in the long term, then it may be appropriate to â€Å"play hardball†, seeking to win the negotiation while the other person loses out. Similarly, since there is a great deal at stake in the negotiation, it may be appropriate to prepare in detail and legitimate â€Å"gamesmanship† to gain advantage. Anyone who has been involved with large sales negotiations will be familiar with this. Neither of these approaches is usually much good for resolving disputes with people with whom you have an ongoing relationship: If the MCA plays hardball, then this disadvantages the Smiths and may, quite fairly, lead to reprisal later. Similarly, using tricks and manipulation during a negotiation can undermine trust and damage teamwork. Attempting to manipulate the Smiths in a negotiation may backfire. Here, honesty and openness is the best policy. So let’s consider the basic strategies available. The avoiding strategy is obviously not going to work since there is no clear way to obtain the funds elsewhere. The competitive strategy in this situation is comprised of the legal option that is recommended by the chief counsel and supported by at least one board member. The accommodating strategy would also require that MCA finds another source of funding since they are facing a short term crisis. A collaborative strategy is ideal but is difficult given the short time frame. The best alternative method to seek the cooperation of the Smiths and to collect the unfulfilled pledge is to use any existing relationships among the board member’s. If this is not apparent, she may consider hiring a consultant even if it is only for mapping out a strategy. It may be well worth the money because some research needs to be done to determine the network of contacts which exist around the Smiths. I think that involving a third party at least initially is a good idea to break the ice. In order to collect the five million dollar pledge, the MCA clearly needs the help of influential people to ‘open doors’, make reintroductions and even to ‘make the ask’ when appropriate. Someone is needed who will focus on reinforcing collaborations and partnerships and build on those strengths. Now is the time to put the right people in the right position to both grieve the loss of the Smiths relationship and honor their contributions. Since the Smiths were very involved in the community, the involvement of influential people from outside the museum that may be best to use in a networking and personal approach. The negotiator must be able to avoid focusing on the past and skilled at guiding the discussion to a positive view of the future. Pointing fingers or histrionics are clearly inappropriate because they undermine the rational basis of the negotiation and because they bring a manipulative aspect to them (Phillips, 2011). The smiths need to be convinced that the MCA is important to them and the best person to do this is someone that they trust. Not lost in this situation is the fact that the Smiths are facing a significant life changing event; it may cause them to re-evaluate their relationship with MCA. If the Smiths are approached in a positive manner, they may choose to reclaim the part of their life that they invested so much time and money in as a legacy to Peter. Leaving bequests to museums has a long history. The board should be involved in further discussions leading to a decision about whether or not to file a lawsuit and to this end, Peggy Fisher has some negotiations of her own to accomplish with the board members. The style of the negotiation is important because emotions are high due to the critical situation. Keep in mind that for a negotiation to be ‘win-win’, both parties should feel positive about the negotiation once it’s over. There are those on the board who want to sue and those who are in opposition and this has potential to evolve in to a destructive division. Peggy has to unify the board in a way that will maintain good working relationships afterwards and also govern the style of the negotiation. Emotion can be an important subject of discussion because people’s emotional needs must fairly be met. Usually, emotion is best left out of negotiations but Peter Smiths terminal cancer should not be ignored. If emotion is not discussed where it needs to be, then the agreement reached will be unsatisfactory and temporary. I don’t think the museum should sue the Smiths as a first approach to this situation primarily because the relationship between a foundation and its donors is precious. Suing the people paying the bills is not good public relations and this will definitely generate a lot of attention in the community. Even if MCA wins the lawsuit there is still the big question of how to collect. Will they have to hire a collection agency? Is there one that will even take the job? If for some reason the Smiths don’t have the money it is going to be very difficult to collect. Before going any further with this as the debt collection strategy, the MCA needs to look at this from a clear perspective. Have they given the debtor enough time and notice to repay the debt that they owe? It is crucial that they attempt to contact the debtor directly before starting any legal procedures and suing for money owed. When the Smiths missed their payments, did anyone attempt to collect? This may be an issue in court. It is important to find out exactly why the Smiths have not paid because there could be some fairly legitimate reasons for the shortfall. The legal process may not produce results in the timely manner needed in this situation because it may lead to mediation anyway. Mediation is another debt collection strategy that uses mediators instead of going to court so you are back to a negotiating strategy. A mediator is a professional, hired in order to settle a dispute outside of court. They may make it easier for an agreement to be reached, however this must be reached voluntarily between the two parties (Bailey, 2010). There is a better way for the MCA to attempt the collection of the money pledged by the Smiths however, I think that the sue option is a good BATNA and should be used in this manner as part of a well planned negotiation. Having a good BATNA increases your negotiating power and the trick in this situation is determining when to make that option known to the Smiths in order to strengthen your negotiating power. The negotiation should be well thought out and executed properly. Care should be taken that the BATNA is not seen by negotiators as a safety net, but rather as a point of leverage in negotiations and again, determining when to bring it in the negotiations is a key part that a skilled negotiator must determine. In conclusion, the leadership dispute between Peter Smith and Keith Schmidt and the resulting parting of ways on supposedly bad terms should be put to rest. A renewed focus on the future for the Smiths and the MCA needs to be forged through skilled negotiations that will benefit everyone in the very different situation that both parties now face. The legal route should not be the first course of action for the MCA. The board should first try to implement a well planned negotiation strategy to include the legal option as the BATNA. Peggy Fischer has some negotiation work of her own to accomplish with the board members in order to unify everyone and focus all their resources and efforts in accomplishing a collaborative, long term relationship with the Smiths that will benefit everyone.

Why was the recovery of the Weimar Republic from 1924 to 1929 not actually a great success?

There were many ways in which there were problems and the recovery was not really all it seemed to be, historian R. Bessel put it nicely, saying that à ¢Weimarà ¢s à ¢golden yearsà ¢ rested on shaky foundationsà ¢. Firstly, although there were economic advances there were still problems. There was more inequality in society and some groups benefited a lot more than others. Big businesses and landowners gained a lot during this time but peasant farmers, who started overproducing, and some sections of the middle class, e.g. small shop keepers, lost out. Moreover, unemployment rose from 4% in 1923 to 8.2% in 1929. This left some people feeling that the government was not doing enough for them. On the other hand, some employers said that welfare benefits for the poor should be cut as taxes were too high. Another big underlying problem with this economic recovery was that it was largely as a result of the Dawes Plan i.e. a loan from America. This over-reliance on foreign aid is very dangerous and risky because if something suddenly goes wrong and America called in its loans it could have disastrous effects on Germany. The politics of Germany was still not in a great state either. In this period the chancellor changed 4 times and no single party ever got a majority. This caused an unstable government and one that could not make quick decisive decisions as each party had its own view. The parties only managed to stay in coalition because of the actions of their leaders. In fact, Gustav Stolper a DDP Reichstag member said that à ¢There are no government parties, only opposition parties.à ¢ Another political problem was that a considerable amount of votes were still going to parties who were opposed to the Republic such as the Communist party, DNVP (German National Peopleà ¢s Party) and the Nazià ¢s e.g. in 1928, 23% of the MPs elected were from either the Communists of Nazis. In this period the Nazis also managed to set themselves up as a respectable party and Hitler was still working hard to gain support. Stresemannà ¢s foreign policy and his attempts to form friendlier relations made some Germans, especially the Nationalists, see him as weak because he was not standing up for Germanyà ¢s rights while

Comparative and Superlatives for Beginners

Comparative and Superlatives for Beginners The comparative and superlative forms in English compare and contrast different objects in English.   Basketball is more exciting than golf.That house is bigger than mine. Our friends have the nicest dog in the town.She is the happiest person I know. Comparative Form   Use the comparative form to show the difference between two objects. Examples: New York is more exciting than Seattle.His car is faster than Dougs.Mary is happier than Anna.   1 syllable adjective + -er She is faster than Mary. 2 + syllables more + adjective Jack is more handsome than Jerry. 2 syllables ending in -y drop -y from adjective +-ier That joke was funnier than mine. Comparative Form Comparative Form Explained One Syllable Adjectives Add -er to end of the adjective (Note: double the final consonant if preceded by a vowel) remove the y from the adjective and add ier Examples:  Ã‚  slow - slower / high - higher This book is cheaper than that book.Tom is smarter than Derrick.   Two Syllable Adjectives Ending in -y Drop -y and add -ier to two syllable adjectives ending in -y. Note adjectives ending in -y that are three syllables or more take more rather than -ier.   Example:  happy - happier / funny - funnier I am happier than you.That joke was funnier than his joke. Two, Three or More Syllable Adjectives place more before the adjective Examples:  interesting - more interesting / difficult - more difficult London is more expensive than Madrid.This test is more difficult than the last test. Here is another chart showing how to construct the  comparative form  in English.   Superlative Form Use the superlative form when speaking about three or more objects to show which object is the most of something. Examples: New York is the most exciting city in the USA.Peter is the luckiest guy in the world.Thats the cleanest bathroom Ive ever seen! 1 syllable the + adjective + add -est That's the tallest building in New York. 2+ syllables the most + adjective Alice is the most interesting woman I've ever met. 2 syllables ending in -y drop -y from adjective +-iest Peter is the funniest guy in my class. Superlative Form Superlative Form Explained One Syllable Adjectives Place the before the adjective and add -est to end of the adjective (Note: double the final consonant if preceded by a vowel) Example: cheap - the cheapest / hot - the hottest / high - the highest Today is the hottest day of the summer.This book is the cheapest I can find. Two, Three or More Syllable Adjectives Place the most before the adjective Example: interesting - the most interesting / difficult - the most difficult London is the most expensive city in England.That is the most beautiful painting here. Two Syllable Adjectives Ending in -y place the before the adjective and remove the y from the adjective and add iest Example: happy - the happiest / funny - the funniest New York is the noisiest city in the USA.He is the most important person I know. Here is a chart showing how to construct the  superlative form  in English: Important Exceptions There are some important exceptions to these rules! Here are two of the most important exceptions: good good - adjectivebetter - comparativethe best - superlative This book is better than that one.This is the best school in the city. bad bad - adjectiveworse - comparativethe worst - superlative His French is worse than mine.This is the worst day of my life. Teachers can use this comparative and superlative lesson plan to teach these forms to learners. Start from the basics.

A Writers Bookshelf

A Writers Bookshelf A Writers Bookshelf A Writers Bookshelf By Sharon No-one knows it all, and as a writer I use several sources of research for my articles and ebooks. Aside from the resources I use to research particular topics, there are also several essential books I need related to the craft of writing. Here are the books on my bookshelf which I couldnt do without. Dictionary My top pick for this is the Collins English Dictionary. Its an easy to read, clear format. I used to use the Oxford English Dictionary. I switched to the Collins because I was already using their French and Spanish dictionaries, so when it was time to update, it seemed a good idea to complete the set. Another good option (especially if youre American) is the Merriam Webster Dictionary. I sometimes use the online version of MW if I need to check something when Im not at my desk. Thesaurus Many people rave about Rogets Thesaurus. I find that hard to use, so my favorite is the Merriam-Webster thesaurus. Thats because it is easy to find the words for which I want to find synonyms. Again, MW online is a good option when on the move. Usage Every now and then you need to use a word, punctuation mark or expression, and youre not quite sure how to use it correctly. When this happens, I have two main sources. Ive been using the Oxford Dictionary for Writers and Editors since I started in journalism, and its never let me down. For a more fun approach to usage, theres also a more recent book by R L Trask called Mind The Gaffe. Published by Penguin, its a guide to some common errors in English. Finally, although I dont use it every day, I also keep a copy of the Oxford Dictionary of English Etymology handy. Its always useful to be able to find the origin of a word or expression. Just call me a word nerd. 🙂 Want to improve your English in five minutes a day? Get a subscription and start receiving our writing tips and exercises daily! Keep learning! Browse the Book Reviews category, check our popular posts, or choose a related post below:100 Idioms About NumbersFlier vs. FlyerComment, Suggestion, and Feedback

National health indicators Essay Example | Topics and Well Written Essays - 500 words

National health indicators - Essay Example Health indicators for United States Birth rate-14 per 1000 population Fertility rate- 68.6 births per 1000 women aged 15-44 years Percent born low birthweight-8.2% Life expectancy-77.9 Obese population aged 20 years and above – 34% (Source: World Health Organization, 2007) Health indicators for India Population 60 years and above – 7.8% (in 2001) Crude birth rate (per 1000 population) – 23.8 (in 2005) Crude death rate (per 1000 population) – 7.6 (in 2005) Population with access to improved sanitation – 52% (in 2001) Physician per 1000 population – 7 (in 2005) (Source: Centers for Disease Control and Prevention, 2010) Health indicators for Bangladesh Population 60 years and above - 7% (in 2004) Crude birth rate (per 1000 population) – 20.9 (in 2003) Crude death rate (per 1000 population) – 5.9 (in 2003) Population with access to improved sanitation – 59% (in 2004) Physician per 1000 population – 3 (in 2005) (Centers for Disease Control and Prevention, 2010) From the above data, it is evident that United States maintains a satisfactory health condition. The US’ life expectancy is 77.9 and it reflects the nation’s improvement in health sector. Similarly, the country keeps a well low birthweight rate (8.2%), which represents the changing face of United States’ health care sector.

Museum Report Essay Example | Topics and Well Written Essays - 500 words

Museum Report - Essay Example One of the practitioners of this style of painting was Paul Cezanne, a French painter, though some critics put him in the post-impressionist period. However a study of his works show that many of his paintings have the characteristics associated with the impressionist style (Impressionist 3). One example of Cezanne's work that exemplifies his style of painting is the 'Farmhouse and Chestnut Trees at Jas-de-Bouffan' the Cezanne family estate at Aix in the south of France. Cezzane's early work did not meet with much success, and it is only later, once introduced to this style of art that the "black and morbid atmosphere of his paintings gradually changes as he concentrates on landscape subjects" (Expo, Paul Cezanne). Moreover, impressionist paintings feature "short 'broken' strokes of pure untinted and unmixed color" (Impressionism 2) and these characteristics are very much in evidence in this painting, especially in the manner in which the leaves have been painted. This aspect has to be viewed in the backdrop of the technique then in vogue of "having an almost smooth surface of the canvas without visible brush strokes" (Impressionism 2). Another feature of this painting which also fits the Impressionist style is the absence of define lines to determine the edges of various objects, which is true of the chestnut tree

Wynn Las Vegas Business Plan Essay Example | Topics and Well Written Essays - 500 words

Wynn Las Vegas Business Plan - Essay Example The element is bond to enable Wynn Las Vegas Company to execute proper strategic thinking and strategic planning towards the achievement of competitiveness in the market. This is apparent since the strategy will enable the company to make sense of the emerging markets and technologies through seeing and understanding of the operating patterns and trends (Chabria, Green & Slutsky, 2006). Therefore, the strategy is essential as it will enable the company to design the organizations performance direction effectively, set priorities, perform effective budgeting, and allocate resources fairly. Environmental analysis entails evaluation of the key factors that influence effective operations of institutions. The factors that are popularly known as PESTEL include political, economic, social, technology, social, ecological, and legal aspects. Evaluation of the economic aspect is vital for the hospitality service provider, as it will obtain critical information that will facilitate its ability to dealing with the economic externalities in the environment. It will give the institution the greenlight on how the performance is likely to be during a period. Therefore, it is prudent for the company to evaluate and understand the political undertakings in the region (Chabria, Green & Slutsky, 2006). When it comes to technology, social, ecology and legal factors, the company will analyze the technological changes the environment embraces, the fairness of the existing laws and the favoritism of the ecosystem including social integration. Analysis of the aspects is to enable the company make an accurate decision on whether to continue executing its services or relocate to other destinations. High level of competitiveness is a key factor that Wynn Las Vegas seeks to achieve in the hotel industry. The company is planning to achieve this through provision of quality services and products real time, effective product

Factors influencing employee Affective Commitment

Factors influencing employee Affective Commitment In this era of globalization there is a dynamic business world which demands continuous change. Change in an organization is undeniable. Organizations have to make changes either due to external or internal factors. In the process of adaptation of change adaptive leader provides new roles, responsibilities, values and the ways of working to his employees. No doubt it is quite uneasy for employees to adopt change (Heifetz. R, Laurie, 2001). In order to manage these changes, understanding the process of change management is very important for the success of organization in the continuously changing business environment (Lowder, 2009). Change is defined as making something different in some particular way (Randle Flamholtz, 2008, p.3 ) Change is anything which is different from norms. Organizational change refers to activities associated with planning, designing, implementing and internalizing tools, procedures, routines, processes, or systems that will require people to perform their jobs differently (Mourier Smith, 2001, p.212). For successful implementation of change employees have to adopt new roles, new values, new relationships and new approaches to work. There are many different types of changes on the basis of different criteria. As Dunphy and Stace (as cited in Rafferty Simons, 2006) define four types of organizational changes,  ¬Ã‚ ne-tuning change, incremental adjustment, modular transformation and corporate transformation. Fine-tuning change means small changes adopted in the strategy, structure and the process of an organization. Background of the study When leader applies change in an organization he should not only check the performance of the firm but also check that how much employees are committed to change, because change has direct impact on employees (Heifetz.R. Laurie, 2001). If employees are committed they will support the change initiatives. Can commitment to change be obtained and, if so, will that help the implementation efforts (Parish Cadwallader, 2008). There is a need to understand how employees perceive change. How organizational change can be supported by employees commitment (Herscovitch Meyer, 2002). There is growing interest in estimating the role of employees commitment in the success of organizational change (Parish Cadwallader, 2008). To get employees commitment, leaders of an organization should understand the factors which enhance commitment to change. In Pakistan there are no significant research study conducted regarding change management. This study is conducted for sports goods manufacturing sector of Pakistan. In manufacturing sector transformational changes are usually considered to be capital intensive. In Pakistan sports goods manufacturing sector is labor intensive. So both fine tuning change and employee commitment can be measured in this sector by this study. Significance of study This study tries to explain the role of affective employee commitment for the success of organizational change. Basically this study is an attempt to fill the gap by adding new factors in the model which was proposed by Noble Mokwa, (1999) and then used by Parish Cadwallader, (2008). This study tests their model by adding new factors like self autonomy, trust in coworkers to add some knowledge in the literature. This study also provides factors responsible for successful implementation of fine tuning change in sports goods manufacturing sector of Pakistan. Broad Problem Area In Pakistan there is lack of research regarding change management practices. Major areas in which change management has implemented are federal board of revenue of Pakistan and irrigation system of Pakistan. There is a need of change in sports goods manufacturing sector of Pakistan for its progress in all over the world . There is gap for measuring organizational change with respect to employee commitment to organizational change Parish Cadwallader, (2008) and this study fills up that gap by adding some new factors from different studies. Research objective Main objective of this study is to measure the factors which can influence employee affective commitment to fine tuning change in sports goods manufacturing organization of Pakistan. Delimitations of the study Due to constraints of time, geographic area and little experience in the field of research this study limits itself to sports goods manufacturing organization in Sialkot. Literature review Change management is a painful process for almost any organization. In the form of change leaders and followers both take it as challenge. Changes in societies, markets, customers, competition, and technology around the globe are forcing to clarify their values, develop new strategies and learn new ways of operating (Heifetz, R. Laurie, 2001). Types of organizational changes There are many types of organizational changes on the different basis Dunphy, Stace (as cited in Rafferty Simons, 2006) define four types of organizational change on the basis of level of change, content of change, and the impact of change. Level of change means either the change is on big level or small level. Content of change means either changes is due to external factor or internal factors. Four types of changes are four types of change including  ¬Ã‚ ne-tuning change, incremental adjustment, modular transformation and corporate transformation. Fine tuning changes are done on small level of an organization usually at departmental or divisional levels. Incremental adjustments are those which are not radical but direct modifications in firms strategy, structure and management process. Modular transformation refers to realignment of one or more departments or divisions. Corporate transformation refers to change that is done on corporate level and revolutionary in its impact. I n many cases fine tuning change has positive and significant consequences as compare to other types. Employees are more adoptive and show commitment towards fine tuning change (Rafferty Simons, 2006). Employee commitment The extent to which a person identifies with and works toward organization-related goals and values (Noble Mokwa, 1999, p. 54). In the context of organizational change another definition is a force (mind-set) that binds an individual to a course of action deemed necessary for the successful implementation of a change initiative (Herscovitch Meyer, 2002, p. 476). Affective, continuance and normative commitment For deeply understanding the concept of commitment, Meyer Allen, (1991) gave a three component model having three categories of employee commitment, affective, continuance and normative commitment Meyer Allen, (1991) defines affective commitment (AC) as employees emotional attachment to, identification with, and involvement in the organization in other words employees stay with a  ¬Ã‚ rm because they want to. Continuance commitment (CC) means that the employee is very much aware about the cost to leave the organization in other words employees stay with a firm because they need to. Normative commitment (NC) means feeling of obligation to continue employment in other words employees stay with a firm because they ought to. Some categories of commitment were also discussed by Bennett, (2000) in different way. Three psychological bases for organizational attachment are compliance commitment, identification commitment and internalization commitment. Compliance commitment (continuance commitment) means the employees are committed to the organization because there are high monetary and social costs to leave the organization. Identification commitment (affective commitment) is commitment based on an emotional bond with the organization and the persons desire to be affiliated with the organization. Internalization commitment (Normative commitment) is internalized norms shared with the organizations goals, values and mission. When change affects an organizations core values employees internalized organizational commitment will be eroded. Since internalized commitment can be associated with other behaviors key to the change process this can have serious implications to an organization (Bennett, 2000). On the basis of above three components model of commitment Herscovitch Meyer, (2002) proposed a three-component model of commitment to organizational change and suggested that it has advantages similar to those demonstrated in the organizational commitment literature (e.g. improved ability to predict employee behavior). Therefore, affective commitment to change refers to a desire to support a change; continuance commitment to change is based on recognition that there are costs associated with resisting change, and normative commitment to change reflects a sense of obligation to be supportive. To measure the employees commitment to change there are different factors proposed by several researchers. Some of them are discussed here. Factors influencing employee commitment to organizational change Participation Employee participation refers to a process in which in ¬Ã¢â‚¬Å¡uence is shared among individuals who are hierarchical unequals. In participation process subordinates equally share decision making authority with their superiors (Wagner, 1994). Many researchers have found that employee participation in decision making process is very important for the success of change as it reduces the resistance to change. Participative management encourages employees to participate in the process of making those decisions which directly affect their working environments ( Erturk. A, 2008). In many organizations change process badly failed because top management not involved their employees in the change process decisions. Lack of employee participation leads to unawareness of change so middle and lower level employees could not manage themselves with change. Employees dont get enough time to socialize themselves with change (Stanleigh, 2008). Employee participation not only provides task clearance but also gives self satisfaction and learning to employee. Employee participation can be used as tool by which top management can reduce resistance to change (Tonnessen, 2005). Participation increases the job performance by reducing role conflict and role ambiguity (Rafferty Simons, 2006). From above point of views I can propose that there is positive relationship between employee participation and employee commitment. Trust in superiors Trust has been de ¬Ã‚ ned as the willingness of a party to be vulnerable to the actions of another party based on the expectation that the other will perform a particular action even in the absence of monitoring or controls (Mayer, Davis, Schoorman, 1995; Rafferty Simons, 2006). Trust in seniors decreases the fear of change and manage the mindset of employees (Cheramie, 2008). Basically changes are initiated and driven by senior organizational leaders and employees take these changes as a risk for themselves (klein, 2004) in such situation trust in top management is very much important to keep the employees on the correct track by telling them the benefits of change. I propose that that there is a positive relation between trust in top management leaders and employees job commitment. Role autonomy Role autonomy refers to the degree to which employees experience freedom, independence and discretional decision making in terms of scheduling their work, selecting their equipment they will use, and deciding on procedures to follow (Graham Nafukho, 2007). When employees report high level of autonomy they believe they are able to act independently and control their own work. Role autonomy refers to the extent to which one has freedom to make job decisions and adjust behaviors accordingly (Noble and Mokwa, 1999). A manager who grants employee autonomy is perceived as sharing control. Under conditions of greater Autonomy, employees tend to have greater commitment to change (Tonnessen, 2006). Employees who have a sense of autonomy about their role in implementing workplace change initiatives they will develop commitment to change. I propose that there is positive relation between employee role autonomy and employees commitment to change. Trust In coworkers Another factor which can be linked with employees commitment to change is an individuals trust in his coworkers. Researchers argued that high level of trust within a work group leads to better understanding of task, improved performance, high level of corporation within work group and psychological satisfaction (May, Gibson, Harter, 2004). When there is high level of trust within there is low stress and tension which increase the innovation and performance of employees (Spector Jones, 2004). When any change comes in the system work group with high level of trust can better understand and response to that change Stanleigh, (2007) explored the relationship of organizational justice and trust for implementing change. They investigated the nature of trust through depth interviews of employees. They found that there is a little difference between trusting and mistrustful employees perceptions of distributive justice. They claimed that employees who experienced trusting emerged to receiv e an emotion of being respected and esteemed from their societal relations with top management. Job motivation Motivation is an energizing force with implications for employees behavior (Meyeret al., 2004). We believe that job motivation also influences attitudes. Specifically, it has implications for employee commitment to organizational change. In fact, there is a growing body of literature that supports the positive relationship between job motivation and employees attitudes toward change (Coopey Hartley, 2004). Paton and McCalman (2006) argued that organizational success is generated by motivated people. Furthermore, the greater the job motivation the greater the likelihood of employee commitment to the organization and to organizational change (Mathieu and Zajac, 2007; Thorsurd, 2002). Thus, I propose that employees experiencing high job motivation develop employee effective commitment. Outcomes of employee commitment to organizational change There are very few research studies in which researchers attempt to link employee affective commitment with organizational outcome. According to Meyer and Allen, (1991) affective commitment is positively associated with organizational outcomes by using importance, scope, and support from senior management as a factors influencing employees commitment. On the basis of model presented by Noble and Mokwa, (1999) and further used by Parish and Cadwallader, (2008) this study suggests two outcomes of employee commitment to organizational change and these are Perceived implementation success and Individual learning. Perceived implementation success Noble and Mokwa , (1999) identified implementation success as a primary outcome of commitment to a change and defined it as the extent to which an implementation effort is considered successful by the organization. Although researchers often evaluate strategic success from the viewpoints of managers Noble and Mokwa, (1999), it is valuable to consider nonmanager perspectives as well. Implementation can be effective only when employees are committed (Paton McCalman, 2000). In fact, Conner and sPatterson, (2001) labeled the lack of employee commitment as the most prevalent factor contributing to failed change projects. I propose that affective employee commitment to change is positively related with implementation success. Individual learning Learning has been defined as a knowledge-creation process in which information interpretation leads to a change in behaviors (Lehesvirta, 2004). Learning is part of the change process. For example Gibb and Scott, (2003) found that firms change by solving problems as they arise and by learning from the problem-solution process. Employees committed to change efforts are more likely to learn from the process. Loyal employees want to contribute to and see the results of their efforts, and they can do so through learning Teare and Rayner, (2002).When employees learn from being involved in an organizational change, they consider that learning to affect the success of the implementation. I propose that affective employee commitment to change is positively related with individual learning. Proposed model Employee participation Role autonomy Trust in senior leaders Job motivation Employee affective commitment to fine tune change Individual learning Implementation success Employee affective commitment to fine tune change Implementation success Individual learning Limitation of the study Some limitations of this study that could lead to future research are following. For this study data gathered from sports goods manufacturing organization of Pakistan. The same study can also be conducted for services sector of any country. Model of study emphasis on fine tuning change and employee effective commitment it can further expand by adding two other types of employee commitment change, continuance and normative commitment. Other factors which could influence are organizational culture and leadership style.