The British Royal Family - 3890 Words

The British Royal Family Contents Chapter 1. Introduction†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.4-5 Chapter 2. In the United Kingdom†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦..6 I. Public role and image†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.6-7 II. Funding†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦...7 Chapter 3. Royal styles and titles†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.8 I. Royal styles and titles†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦...8-11 II. The crown jewels†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.†¦11-15 III. Peerages†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.16-19 Bibliography†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.20 Introduction: The British Royal Family is the group of close relatives of the monarch of the United Kingdom. The term is also commonly applied to the same group of people as the relations of the monarch in her or his role as sovereign of any of the other Commonwealth realms, this sometimes at variance with official†¦show more content†¦Senior members of the royal family often drive themselves instead of having a driver. In a lengthy interview conducted by PBS prior to the death of Diana, Princess of Wales in August 1997, Max Hastings, editor of the Daily Telegraph between 1986 and 1995, discussed the impact of Andrew Mortons and Jonathan Dimblebys biographies of, respectively, the Princess and Charles, Prince of Wales on subsequent news coverage of the Royal Family in the UK. II. Funding: Members of the Royal Family carry out public duties; these individuals receive an annual payment known as a Parliamentary Annuity, the funds being supplied to cover office costs. These amounts are repaid by The Queen from her private funds. Though always voluntarily subject to the Value Added Tax and other indirect taxes, the Queen agreed to pay taxes on income and capital gains from 1992, although the details of this arrangement are both voluntary and secret. At the same time it was announced that only the Queen and Prince Philip would receive civil list payments. Since 1993 the Queens personal estate (e.g. shareholdings, personal jewellery, Sandringham House and Balmoral Castle) will be subject to Inheritance Tax, though bequests from Sovereign to Sovereign are exempt. Royal styles and titles: I. Royal styles and titles: The style His Majesty or Her Majesty (HM) is enjoyed by a king, a queen regnant, a queen consort, and a queen dowager. Use of the style His Royal Highness or Her Royal Highness (HRH)Show MoreRelatedBritish Monarchy - Should They Stay or Should They Go? Yona Oshrat1594 Words   |  7 PagesBritish monarchy - Should they stay or should they go? Yona Oshrat The nurse Jacintha Saldanha was looking after Prince William’s wife Kate – who was suffering from morning sickness – when two Australian DJs called the hospital impersonating The Queen and Prince Charles. Believing the call was genuine she then transferred the call to the ward where Kate was staying where another nurse gave information about Kate’s condition. 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Before she left England for school, she met Prince Charles through mutual friends. Once she returned home from Switzerland, she and her family visited Prince Charles and his family at the castle in Scotland. This started their â€Å"royal romance.† Their wedding in 1981 was one for the history books. There was over one billion worldwide viewers watching at home on their televisions and she was the first woman born in England to marry theRead MoreRoyal Bodies896 Words   |  4 PagesRoyal Bodies Royal Bodies is a speech by Hilary Mantel, an award winning and bestselling English writer. Hilary Mantel, born in 1952, is particularly famous for her historical novels. On February 21 2013, at a book lecture at the British Museum, she held a speech, in which she commented on the British monarchy. Hilary Mantel starts her speech by telling how she, last summer, was asked to name a famous person and choose a book to give them. She chose Kate, the Duchess of Cambridge, a jointedRead MoreThe Contribution Of Albert And Victoria s Popularity2579 Words   |  11 PagesAt first Albert was not popular with the British public because he was a foreign prince; however that soon change when he became more involve with his new country such as taking on a growing number of chairmanship such as the Royal Society of Arts and was active in exercising his role. Albert was also fascinated by science, the arts, technology, trade, and industry, and he was wholeheartedly committed to modernity and progress. His bourgeoning portfolio of non-political interests and activities helped

Democracy Vs. Economic Inequality - 1751 Words

Democracy vs Inequality Over the past couple of generations, democracy has found a way to coexist with great increases in economic inequality in the United States. Also, this inequality have predominately been more beneficial to the top one percent. The income increase for the top one percent is at the highest level it has ever been at since the eve of the great depression. This top one percent groups are small enough for the economic inequality to be held in check. Here are four possible reasons to review over why there has been no counterbalance for the rising inequality in the US: 1. An Ideological shift. 2. Campaign Contributions. 3. Political institutions and the reactions to inequality 4. Politics and Reacting to Inequality There could be a number more of reasons to why the mass inequality is still rising but these are some of the core reasons and impacts it has had on the democracy of the United States. An Ideological Shift Since about 1980, the political system has polarized a gap in ideology between the Democrat and Republican Parties has been broadening while moderates vanish from Congress. Republicans enjoy their increase in electoral success, and the Democratic control of the federal government was breaking. Republicans had been able to hold presidency for twenty years and at least one house of Congress for twenty-two years. There is one data source that is greatly used for the liberal conservative positions of Congress, called DW-NOMINATE scores. These scoresShow MoreRelatedWho Stole The American Dream?756 Words   |  4 PagesDream? Hedrick Smith paints a clear and accessible but grim portrait of how economics, politics, power, and democracy have vastly changed in the United States. I agree with Smith that wealth and power inequality are extremely harmful. That a few individuals have prospered at the expense of the many is extremely unethical and unjust. I appreciate his cri tique of the current system, and historical perspective regarding how democracy has been systematically and intentionally eroded by corporate interestsRead MoreRed, White, and Black Essay1123 Words   |  5 PagesThe complexities of race effected the Jacksonian era through the shrewdness of the white man’s desires for economic expansion. Democracy, during its infancy in early nineteenth century America, considered all ‘people’ as equals. However, this designation of ‘people’ excluded African and Native Americans. The institution of slavery was a return investment venture for southern planters in their greed for the production of more staple crops. Many white Americans led extravagant lifestyles from the largeRead MoreCase Analysis : V. Valeo817 Words   |  4 Pages37. Buckley v. Valeo: Buckley v. Valeo was a court case where the judges held limits on how much could be spend on elections. This was unconstitutional to what the count case came out to be 38. 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Revisionist socialism seeks to reform or tame capitalism rather than abolish it. †¨It seeks to reconcile socialism with capitalism. It seeks social justice in the sense of narrowing the economic and social inequalities (to varying degrees) within capitalism through welfare and redistribution. Social democracy is the most obvious example of revisionist socialism. Revisionists are invariably parliamentary, not revolutionary, socialists. Bernstien Beginning in the late 1890s a diverse group ofRead MoreGlobalization and the Nation State Essay1633 Words   |  7 PagesGlobalization Ââ€" Struggles of the Nation-State and Issues of Equality Economic growth in globalization is often due to rapid technological advancements and changes in the gathering of information and communications. Globalization has always existed but todays globalization has been a much more rapid and intense process than in the past. The question here is whether todays globalization weakens the nation state and whether or not it undermines national control over the economy. We are trying toRead MoreEquity and Equality1007 Words   |  5 PagesYoussef Haddad Professor Black English 1101 9 Nov 2013 Equality Vs. Equity: People and The Law Throughout the history of mankind and specially in modern times, many struggles emerged from people’s suppressed anger and hatred of the feudalism and the ruling monopolistic powers, and in their effort to create a system most suitable to their wants and desires and what they take as â€Å"values† and â€Å"rights† they stumbled on what is to this very day one of the most important andRead MoreAmerica s Form Of Government1364 Words   |  6 PagesAmerica s form of government is not that obvious anymore, nevertheless, one thing is for sure; it is definitely making the idea of democracy, an obscure, abstract version of itself. A Democratic government provides every citizen of legal age with the free and equal right to play a role in a system that elects representatives of the population. It is done so by the majority of people’s votes, which promise to meet their will. America gives the impression to be headed in the orientation of PlutocracyRead MoreA Discussion Of Campaign Finance Regulation1466 Words   |  6 PagesExpenditures can be used to broadcast, advertise, and lobby particular opinions, and candidates with more access to economic resources can flood the media with messages of their preference. In these cases, Christiano is concerned that economic inequality will be translated into political inequality, and he argues that campaign expenditures should be regulated in order to limit this â€Å"great inequality of opportunity for influencing the political agenda† (Christiano 4). The most obvious criticism of Christiano’s

Journal Citation for “Hate Crime” Free Essays

Journal Citation List Hull, H. G. (2009). We will write a custom essay sample on Journal Citation for â€Å"Hate Crime† or any similar topic only for you Order Now THE NOT-SO-GOLDEN YEARS: WHY HATE CRIME LEGISLATION IS FAILING A VULNERABLE AGING POPULATION. Mich. St. L. Rev. 387. Retrieved from www. lexisnexis. com/hottopics/lnacademic Wang, L. (2000). RECOGNIZING OPPORTUNISTIC BIAS CRIMES. 80 B. U. L. Rev. 1399. Retrieved from www. lexisnexis. com/hottopics/lnacademic Taslitz, A. E. (2000). HATE CRIMES, FREE SPEECH, AND THE CONTRACT OF MUTUAL INDIFFERENCE. 80 B. U. L. Rev. 1283. Retrieved from www. lexisnexis. com/hottopics/lnacademic Ginsberg, A. (2011). Hate Is Enough HOW NEW YORK’S BIAS CRIMES STATUTE HAS EXCEEDED ITS INTENDED SCOPE. 76 Brooklyn L. Rev. 1599. Retrieved from www. lexisnexis. com/hottopics/lnacademic Schafer, J. R. ; Navarro, J. (2000). HATE UNMASKED: A PRACTICAL MODEL FOR UNDERSTANDING AND DEALING WITH HATE GROUPS. 21 Chicano-Latino L. Rev. 5. Retrieved from www. lexisnexis. com/hottopics/lnacademic Martin II, S. R. (1994). ESTABLISHING THE CONSTITUTIONAL USE OF BIAS-INSPIRED BELIEFS AND EXPRESSIONS IN PENALTY ENHANCEMENT FOR HATE CRIMES: WISCONSIN v. MITCHELL. 27 Creighton L. Rev. 503. Retrieved from www. exisnexis. com/hottopics/lnacademic Jacobs, J. B. ; Potter, K. A. (1997). Hate Crimes: A Critical Perspective. 22 Crime ; Just. 1. Retrieved from www. lexisnexis. com/hottopics/lnacademic Ainsworth, K. N. (1993). TARGETING CONDUCT: A CONSTITUTIONAL METHOD OF PENALIZING HATE CRIMES. 20 Fordham Urb. L. J. 669. Retrieved from www. lexisnexis. com/hottopics/lnacademic Han, E. (2006). CONSTITUTIONAL LAW CHAPTER: B. HATE CRIMES AND HATE SPEECH. 7 Geo. J. Gender ; L. 679. Retrieved from www. lexisnexis. com/hottopics/lnacademic Kalam, M. (2000). Hate Crime Prevention. 37 Harv. J. on Legis. 593. Retrieved from www. lexisnexis. com/hottopics/lnacademic Gratett, R. ; Jenness, V. (2001). EXAMINING THE BOUNDARIES OF HATE CRIME LAW: DISABILITIES AND THE â€Å"DILEMMA OF DIFFERENCE. 91 J. Crim. L. Criminology 653. Retrieved from www. lexisnexis. com/hottopics/lnacademic Scotting,T. A. (2001). Hate Crimes and the Need for Stronger Federal Legislation. 34 Akron L. Rev. 853. Retrieved from www. lexisnexis. com/hottopics/lnacademic MacNamara, B. S. (2003). NEW YORK’S HATE CRIMES ACT OF 2000: PROBLEMATIC AND REDUNDANT LEGISLATION AIMED AT SUBJECTIVE MOTIVATION. 6 Alb. L. Rev. 519. Retrieved from www. lexisnexis. com/hottopics/lnacademic Taslitz, A. E. (1999). Condemning the Racist Personality: Why the Critics of Hate Crimes Legislation Are Wrong. 40 B. C. L. Rev 739. Retrieved from www. lexisnexis. com/hottopics/lnacademic Sampson, M. H. (2000). Federal Hate Crimes Legislation PRO: The problem of hate crimes demands federal intervention, bringing with it incr eased expertise and resources. 26 San Francisco Att’y 24. Retrieved from www. lexisnexis. com/hottopics/lnacademic Wang, L. (1997). THE TRANSFORMING POWER OF â€Å"HATE†: SOCIAL COGNITION THEORY AND THE HARMS OF BIAS-RELATED CRIME. 71 S. Cal. L. Rev. 47. Retrieved from www. lexisnexis. com/hottopics/lnacademic O’Keefe, K. B. (2010). PROTECTING THE HOMELESS UNDER VULNERABLE VICTIM SENTENCING GUIDELINES: AN ALTERNATIVE TO INCLUSION IN HATE CRIME LAWS. 52 Wm. Mary L. Rev. 301. Retrieved from www. lexisnexis. com/hottopics/lnacademic Agyemang, T. (2006). RECONCEPTUALIZING CHILD SEXUAL EXPLOITATION AS A BIAS CRIME UNDER THE PROTECT ACT. 12 Cardozo J. L. Gender 937. Retrieved from www. lexisnexis. com/hottopics/lnacademic Lawrence, F. M. (2003). THE NEW DATA: OVER-REPRESENTATION OF MINORITIES IN THE CRIMINAL JUSTICE SYSTEM ARTICLE: ENFORCING BIAS-CRIME LAWS WITHOUT BIAS: EVALUATING THE DISPROPORTIONATE-ENFORCEMENT CRITIQUE. 66 Law Contemp. Prob. 49. Retrieved from www. lexisnexis. com/hottopics/lnacademic Grattet, R. Jenness, V. (2005). THANKING OUR REVIEWER: ARTICLE OF GENERAL INTEREST: The Reconstitution of Law in Local Settings: Agency Discretion, Ambiguity, and a Surplus of Law in the Policing of Hate Crime. 39 Law Soc’y Rev. 893. Retrieved from www. lexisnexis. com/hottopics/lnacademic How to cite Journal Citation for â€Å"Hate Crime†, Essay examples

The Cost Benefit Analysis Of Economic Evaluation †Free Samples

Question: Discuss about the Cost Benefit Analysis Of Economic Evaluation. Answer: The cost benefit principle is one important aspect related to economic decision making. It estimates the monetary value of costs and benefits to the participant of an activity. This estimates economic value of a project. Thee cost benefit analysis determines the net worth of an economic decision. The cost benefit analysis can be applied to any projects such as dams, health care projects, highways or training. Cost and benefits are the primary factors to be considered while taking any decision. Benefits refers to the gain enjoyed by small business, families and community while cost of an activity is the purchase, sales, investment and other related expenditure. The concept though similar to that of value maximization but has a thin line of difference. The cost benefit principle is based on the assumption that behind every decision there must be some gain and some costs. Sometimes cost comes in indirect way such as opportunity cost (Nas, 2016). For example, while investing in a project the opportunity cost is not investing the money in some other way. The basic objective of any decision is to consider the tradeoff between benefit and cost and each time minimize the cost over benefit received. The cost benefit analysis is considered as a pure economic evaluation where costs and benefits are projected in money terms. It represents profit aspect of a project in relation to cost that needs to be carried out. The possible quantitative measurement through cost benefit analysis does not imply that all projects needs to be selected by only considering monetary value (Boardman et al., 2017). In this case, the cost benefit analysis involves numerical figures. However, care should be given on reliability of the findings related to benefits and costs. However, there is a broad interpretation of this principle. There are situations in which neither it is possible nor compulsory to present all the benefits and costs in monetary terms. Under this circumstances, benefits are simply evaluated with some other means like physical units. This does not however reduce the importance of this principles. Consider for example, the benefits of saving life of a human being can never be measured in monetary terms. Nevertheless, cost benefit analysis still provides a useful measure for capturing cost of such operations (Mishan, 2015). There are possible circumstances where quantitative measurement of benefit is not possible either in money terms or in physical units. Then benefit is abandoned from the analysis and the decision is taken only based on cost. The objective then is to accomplish the activity at least possible cost. With the help to cost benefit analysis resources are channeled to the projects where it can yield highest possible gain measured as net benefit to the society. Maximizing net benefit implies attainment of maximum social utility (Hyman, 2014). Costs are usually measured by marginal cost while benefits are reflected from the demand function. Without cost benefit analysis any economic activity involves possible risk of unprofitable operation with wastage of resources and time. References Nas, T. F. (2016).Cost-benefit analysis: Theory and application. Lexington Books. Boardman, A. E., Greenberg, D. H., Vining, A. R., Weimer, D. L. (2017).Cost-benefit analysis: concepts and practice. Cambridge University Press. Mishan, E. J. (2015).Elements of Cost-Benefit Analysis (Routledge Revivals). Routledge. Hyman, D. N. (2014).Public finance: A contemporary application of theory to policy. Cengage Learning.

Research Brand Performance

Abstract This research paper seeks to investigate the relationship between customers’ perception of public relation and customers’ loyalty. The research will also investigate the role played by the brand image in shaping customer perception towards the organization.Advertising We will write a custom essay sample on Research Brand Performance specifically for you for only $16.05 $11/page Learn More Research Design/methodology- The research will use both primary and secondary sources of data. The primary data will be collected from a sample of customers of City Bank with the help of a questionnaire. The research will use two hypotheses. Findings- The results of the study evidently demonstrate that the sensitivity of clients towards organization’s public relation practice is an indication of their devotion. From the research, it is clear that when there is a favorable brand image among customers, public relation perception will always h ave a heavy impact on customer loyalty. Research limitations/implication- This research seeks to expound on the existing research as regards to customer loyalty. The researcher faced the problem of unwillingness since some respondents were unwilling to answer questions. Originality- The researcher was concerned with coming up with an original piece of research that could be applied in a real life scenario. Keywords- Brand image, Public relation, Customer loyalty, Customer relations, Finance industry, financial services, the United States Introduction According to Hsieh and Li (2008), there is a direct relationship between customer perception of public relation and customer loyalty. These scholars hold that when a customer has a positive perception of public relations of a firm, he or she will tend to be loyal to that firm. This loyalty will further enhance a positive perception of the public relation of the firm.Advertising Looking for essay on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More Brand image plays a moderating role in this relationship. When a firm has a strong brand image in the market, the perception of the public would always be influenced positively towards the firm, and this will increase loyalty of the customers towards the firm (Hsieh Li, 2008). The role of marketing in creating and maintaining a pool of loyal customers is becoming more prominent in the twenty fist century. Marketers are under pressure to ensure that loyalty among customers is established. Customer loyalty is always considered a central pillar in marketing activities of the organization. This is because without customer loyalty, it may not be easy to maintain a positive image of a firm in the market. When a company is able to develop, maintain, and enhance customer loyalty, it gains a competitive edge in the market hence acquiring the opportunity to increase its market share in the market. Customer loyalty can al so enhance the image of the organization through positive word of mouth, which in turn leads to increased profit margins for the company. Scholars define public relations as the management function, which aims at identifying, establishing, and enhancing mutual benefits between the firm and its public. This would determine the failure or the success of the company. Loyal customers are said to enjoy the public relations practices of the company as compared to those customers who buy and go without staying for long in their in the company. It is essential for the customers to be aware of the organization-public relation since this will promote customer loyalty in the organization, which would lead to increased number of sales (Aaker, 1997). A recent study shows that there is intense competition in the finance industry. Numerous financial institutions are in existence meaning that competition is stiff (Chaudhuri, and Holbrook, 2001). The management of Citibank should come up with strate gies that would enable it manage this competition. Developing a public relations system would help in increasing the company’s customer loyalty. This essay aims at explaining the relationship between the brand image, public relations practices, and customer loyalty with focus on offering a professional advice to Citibank on how to enhance customer loyalty.Advertising We will write a custom essay sample on Research Brand Performance specifically for you for only $16.05 $11/page Learn More Literature Review and Hypothesis The finance industry is increasingly becoming competitive. Financial firms are under pressure to deliver more quality services to their customer in order to increase satisfaction (Belk, 2008). This quality is always formed in the minds of consumers. Public relation is important in influencing customer perception as regards to a given brand (Anderson, Gerbing, 2002). The figure below shows the relationship between public relations perception of customers, customer loyalty, and brand image, which is the basis of this research. From the diagram above, public relations perception is shown to have a direct impact on customer loyalty. The brand image plays a role of moderating the operations of the public relations opinion and customer constancy. This can be illustrated with the help of the literature review below. Clark (2000) stipulated that self-congruence theory rest on the idea that consumers evaluate the products of a company in relation to their self-image. When the congruence between the two is perceived to be high, it has been revealed that it influences the attitude of customers towards the brand. It also influences the decision made by customers in purchasing the product, as well as determining the satisfaction of customers. On the other hand, when there is incongruence, consumers are likely to withdraw from purchasing the products and services of the organization simply because they will fear to be a ssociated with the negative image of the organization (Chaudhuri, Holbrook, 2001). An individual’s self-concept embraces various self-identities, which range from personal identities to social identities. In the studies that have been conducted before, it has been proved that when public relations practices is strong there is an increased demand for social identity, which in return leads to increased self-congruence (Bruning, 2002).Advertising Looking for essay on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More Public relations practices are therefore entitled to create a profile brand association whereby customers of the organization have to be perceived as generous and kind. They also seek to establish a brand personality where the brand personality is portrayed as being sincere (Brown, Dacin, 1997). From the study, it is patent that self-congruence and customer expectations are realized with the help of the top management as expressed through public relations. In this case, if the customer self-concept match with the PR actions, customers are likely to be attached to the company for a long period (Dick, Basu, 2006). These scholars observed that public perception towards public relations would always influence customer loyalty. This leads to the first hypothesis below. Customer perception towards public relations (PRP) will be positively related to customer loyalty In this hypothesis, psychologists hold the view that the memory of an individual lasts for a very long period meaning that once the information received is stored in it, the information it is likely to stay for a considerable duration. In the field of marketing, this is referred as the halo effect whereby the influence of a particular attribute is influenced by the general impression of the product as a whole on one hand while on the other hand, the evaluation of an attribute as a whole can create an effect on particular aspects of the object. This therefore proves that maintaining cognitive consistence helps in deterring cognitive differences (Dutton, Dukerich, Harquailn, 2004).This indicates that when the brand image of an organization is favorable, the customers, who in return maintain the positive beliefs, and behaviors, will perceive the public relations practices as genuine hence harmonizing the reputation of the company. However, when consumers perceive brand image in their cognitive processes as unfavorable, it becomes difficult for the PR practices to change this perception. When there is inc onsistency in the memory of customers, they would likely develop a psychological tendency of balanced differences, which creates fear on customers hence a go slow in consuming products and services of that particular company (Ekinci Riley, 2003). This would lead to the formulation of the second hypothesis, which is stated as below. The relationship between PRP and customer loyalty is moderated by brand image Research Methodology The data of the research were collected from experienced customers of Citibank in the New York branches. This essay looks into the financial firms, as they are the ones, which dictate maximum public relations practices as compared to the manufacturing industry. The research was conducted in a form of interviews where the sampled customers were asked questions related to insurance companies familiar to them (Chiou and Droge, 2006). In the research, PRP was considered an independent variable, which was measured in terms of the manner in which customers percei ve the commitment of the corporation in terms of time, resources, and efforts towards generating public relations activities. Brand image on the other hand was used as the moderating variable. In this case, the brand image was measured in terms of experiential benefits, symbolic benefits, and as functional benefits (Ellen, Mohr, Webb, 2000). During research, several factors were controlled for the results obtained to be perceived as valid. The controlled factors included sex of respondents, disposable income, altruism, and age. In the study, altruism was considered the act of utilitarianism, which aims at promoting the welfare of others. In the issue of validity and reliability, the study used various approaches in the analysis of data collected, which includes confirmatory factor analysis, exploratory and reliability analysis (Devellis, 2001). Analysis of the Results The results obtained in the research were tested through hierarchical regression. This was aimed at proving the hyp otheses that were presented in the study. In relation to the four controlled factors used in the research, it was discovered that altruistic and disposable income variables created an effect on the consumer loyalty. This indicates that commitment of an organization towards PR activities is likely to increase customer purchases, as well as refer other people to buy company products (Homburg, Giering, 2001). In the second hypothesis, PR practices are said to depend on the level of brand image. The brand image is seen as a factor that controls the connection between public relation and consumer allegiance. In the analysis, the results were split into groups of favorable and unfavorable brand image. It was revealed that a good brand image preserves customer allegiance while inauspicious brand image generates a harmful result to client fidelity (Ellen, Mohr, Webb, 2000). The management should always ensure that the brand image is improved through such avenues as advertising. Discussion of the Findings This study is dedicated to explaining the influence of PRP on customer loyalty since it has investigated how the attitudes towards a brand image affect the relationship. It has been discovered through research that when the brand image of an organization is strong, the PRP is likely to affect the customer loyalty positively. In the analysis of the results, it was also realized that when the perception of the customers is higher towards the PRP, the customer loyalty would also increase (Garbarino, Johnson, 1999). In the second hypothesis, the results indicate that brand image acceptance raises the level of customer loyalty towards a corporation. It is therefore suggested that the needs of consumers help in developing products and services of the company. It was concluded that the brand image, as well as the corporate image, could affect the attitudes and beliefs of the company either positively or negatively (Fredericks, Hurd Salter, 2001). The management of Citiba nk should come up with mechanisms that would help in improving its brand image. With an improved brand image, Citibank can increase its customer loyalty by influencing the perception of public relation towards the firm positively. Implications and Limitations The study explored the reasons as to why managers should enhance the brand in the improving the image of their organizations, which would help them to gain customer loyalty (Abdullah, Al-Nasser, Husain, 2000). The study has also expressed numerous details that affect brand image and the performance of the firm. Moreover, it analyzed the manner in which brand image influences consumer allegiance. Managers should enhance their brand images for the PR practices to achieve their intended goals (Homburg, Giering, 2001). This will have a positive ripple effect to the firm. The research had some limitations when. It was limited to customers of Citibank in its branches in New York. This is because of the limited time for conducting r esearch. The research was also limited to the financial industry. Further studies should be carried out based on this in order to prove the hypothesis further (Abdullah, Al-Nasser, Husain, 2000). Conclusion The management of Citibank has a big role to play in ensuring that they develop customer loyalty towards their brand. The management should ensure that it influences public relations perception towards their products. This would make customers develop a favorable perception towards the company brand. This would also increase customer loyalty towards the brand, a fact that will help the organization increase its market share in this industry. References Aaker, J.L. (1997). Dimensions of brand personality. Journal of Marketing Research, 34(3), 347-57. Abdullah, M., Al-Nasser, A.D., Husain, N. (2000). Evaluating functional relationship between image, customer satisfaction, and customer loyalty using general maximum. Total Quality Management, 11(4), 826-9. Anderson, J.C., Gerbing, D. W. (2002). Structural equation modeling in practice: a review and recommenced two-step approach. Psychological Bulletin, 103(3), 411-23. Belk, R. (2008). Possessions and the extended self. Journal of Consumer Research, 15(1), 139-68. Brown, T.J., Dacin, P.A. (1997). The company and the product: corporate associations and consumer product responses. Journal of Marketing, 61(1), 68-84. Bruning, S.D., (2002). Relationship building as a retention strategy: linking relationship attitudes and satisfaction evaluations to behavioral outcomes. Public Relations Review, 28(1), 39-48. Chaudhuri, A., Holbrook, M.B. (2001). The chain of effects from brand trust and brand affect to brand performance the role of brand loyalty, Journal of Marketing, 65(2), 81-93. Chiou, J.S., Droge, C. (2006). Service quality, trust, specific asset investment, and expertise: Direct and indirect effects in a satisfaction-loyalty framework. Journal of the Academy of Marketing science, 34(4), 613-27. Clark, C.E. (2000). Differences between public relations and corporate social responsibility: an analysis. Public Relations Review, 26(3), 363-80. Devellis, R.F. (2001). Scale Development: Theories and Application. Newbury Park, CA. Sage. Dick, A.S., Basu, K. (2006). Customer loyalty: toward an integrated conceptual framework. Journal of the Academy of Marketing Science, 22(2), 99-113. Dutton, J.E., Dukerich, H.M., Harquailn, C.V. (2004). Organizational images and member identification. Administrative Science Quarterly, 39(2), 239-63. Ekinci, Y., Riley, M. (2003). An investigation of self-concept: actual and ideal self-congruence compared in the contest of service evaluation. Journal of Retailing and Consumer Services, 10(4), 201-14. Ellen, P.S., Mohr, L.A., Webb, D.J. (2000). Charitable programs and the retailer: do they mix? Journal of Retailing, 76(3), 393-406. Fredericks, J.O., Hurd, R.R., Salter, J.M. (2001). Connecting customer loyalty to financial results. Marketing Management, 10( 1), 26-32. Garbarino, E. Johnson, M.S. (1999). The difference roles of satisfaction, trust, and commitment in customer relationships. Journal of Marketing, 63(2), 70-87. Homburg, C., Giering, A. (2001). Personal characteristics as moderators of the relationship between customer satisfaction and loyalty-an empirical analysis. Psychology Marketing, 18(1), 43-66. Hsieh, A. Li, C. (2008). The moderating effect of brand image on public relations perception and customer loyalty. Marketing Intelligence Planning, 26(1), 26-42. This essay on Research Brand Performance was written and submitted by user Jaylee Francis to help you with your own studies. You are free to use it for research and reference purposes in order to write your own paper; however, you must cite it accordingly. You can donate your paper here.

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Preparation for Nursing Mentorship

Preparation for Nursing Mentorship Name: W. Effah Domain 2 of the NMC (2008) Standards for learning and assessment in practice asks mentors to ‘Facilitate learning for a range of students, within a particular area of practice where appropriate, encouraging self-management of learning opportunities and providing support to maximise individual potential.’ Supervision and supporting the learning of student nurses in clinical placement has been the professional obligation and central constituent of Nursing and Midwifery Council (NMC) registered nurses. In this essay many issues are broached, due to the limitations of space and are treated comprehensively. It is anticipated that the reader will appreciate the magnitude of the effort of NMC registered nurses to facilitate the learning of a range of students in clinical practice. The brief of the essay will use the critical and systematic approach to consider how mentors facilitate the learning of a range of students in clinical practice in selecting appropriate learning opportunities to meet individual needs. In addition, it will consider how students can be supported to critically reflect upon their learning experiences in order to enhance future learning. With the relevant literature, it will appraise the learning needs of students and the provision of a wide range of support to maximize the individual potential. The challenges of mentoring students in clinical environment will be also analysed. Finally, all the relevant evidences will be compared and contrasted and own suggestions made with examples in practice where appropriate. The NMC (2008) describes a mentor as a facilitator, an assessor and a supervisor of students in clinical practice. To Stenfors-Hayes T. et al(2011), a mentor is anyone who shares what it means to be a nurse, who can answer questions and give advice and finally one who listens and stimulates reflection. However, from a review of Chandan and Watts(2012) a mentor goes far beyond the description above and not only advises and assesses, but in addition guides and ultimately acts as role model. Due to the wide range of students and the level of knowledge, mentors play an important role in supporting students to learn from the experiences they meet during their clinical placement. Consequently, it is for mentors to select the appropriate learning opportunities that are available and can be utilised by a range of students.(NMC2008) According to Levett-Jones and Bourgeois(2012) it is significant for mentors to know what level the student is early on in the placement to enable them know their level of competence. Hence, Clarke at al( 2002) suggested that, students should be allowed and encouraged to self-evaluate their competence prior to placement. Walsh(2010) added that regardless of the stage or year a student is, they may vary extremely in their levels of competence. In practice there were two students, one straight out of school and another student with care work experience. It is noted that the level of understanding in clinical practice was different. In order to enhance their knowledge two different approaches are needed to mentor them. This was stressed by Walsh(2010)that, the understanding of the students’ level of competence is more vital as they advance in the course of their training as mentors can allocate them to perform more tasks. An important skill for students is self-confidence and students who lack self-confidences as learners hardly discover success. The lack of self-confidence may be due to the lack the opportunities to develop self-direction. (Myers and Anderson,2012). Cash(2011) added that some students are over confident and have flight idea regarding their own levels of competence and a mentor should be wary of that. The role of the mentor is to Garvey et al(2009), the facilitating learners to develop their self confidence, independence and maturity. This is supported by Rogers’ 10 principles of adult learning (1983) cited in Jaques and Salmon(2007), that mentors can facilitate in the learning when they let students participate responsibly in the learning process actively thereby enabling them to build self-confidence. In addition self-initiated learning, independence, creativity, self-reliance, self-criticism and self-evaluation are very important in facilitating the learning of the students. NMC(2008) stated that a conducive learning environment with the appropriate professional and inter professionals, can be valued in a practical way to enhance and support the learning outcomes for students. From the classic surveys in the 1980’s, a dominant factor of the learning environment is the qualified staff as well as the role of a ward manager. Not only do they provide a good learning structure and have an important effect on learning environment but can serve as role-models for clinical practice.(Quinn, 2007) However, Stuart(2007) stated that due to the frequent interactions and activities, the clinical environment is regularly noisy which makes the clinical environment unpredictable and unstable. Stuart(2013) added that most learners will perceive the clinical area as a fear-provoking area which may limit their learning. A study by Phillips(2007) stated that the term â€Å"scary†, â€Å"frightening†, â€Å"terrified† and â€Å"anxious† were used to describe their early days in practice placement. Wilkes (2006) argued that, the abilities, qualities and attitudes of individual mentors are more essential than the learning environment whilst, Quinn (2007) emphasised that students are responsible for their own learning outcomes from an environment and they are not there just to observe. Finally, learners learn in different ways. Individuals will have a dominant learning style, either visual, auditory or kinesthetic. In addition to the dominant learning style, there is often a preferred mix of different learning styles. Research shows that an average of 60-72% of adults are visual learners, 12-18% are auditory learners 18-30% kinaesthetic. It is therefore the role of the mentors to identify the dominant learning style of the students. (Britton , 2010). As 60% of adult learners have preference for visual learning, it means that mentors can support them with flip charts and things they can see. In order to enhance future learning of students in clinical practice, the NMC (2008) standards for learning and assessment require mentors to support students to reflect upon their learning experiences. Howatson-Jones(2013), stressed that it is important for the novice practitioner to develop an understanding of their role and support the learning of new skills by reflection. To do so reflection can occur within the experience or by looking back at the experience. In addition OCarrol and Park(2007), mentioned that, nurses as well students can reflect in different ways at different times. When working with a service user, students can reflect to their mentors on what is happening between them (reflection-in-action). It is also possible to reflect on the same interaction after what has happened (reflection-on-action). For the Gibbs(1988) reflective cycle is to describe what happened, feelings, evaluation, description and action plan. On 5 cue questions, John (1995) cycle enables students to break down their practice and critically reflect on the process and outcomes.(Driscoll,2007) Driscoll’s â€Å"What? model (2000) structured reflection describes the event, an analysis of the event, proposed actions following the event, actioning the new learning from that experience in clinical practice and experience practice environment.(Driscoll,2007) For Walsh(2010), it is important for nurses to adopt the â€Å"action research model† that was originally developed by Kurst Lewin(1946). It is cycle of activities with ongoing evaluation and improvement. The key stages are for nurses to reflect upon what is happening, explain what is happening, carry out a literature research, plan a change, implement it, observe, evaluate its results, amend the plan and repeat the cycle. Hinchliff et al(2008) emphasised that, the core of professional nursing practice is reflection and is a skill that may develop with experience like clinical skills, which needs to be practised and learned. To them critical reflection is looking at the individual clinical practice. It considers how the individual will act in an event and evaluate his performance against what the real situation would have been. Johns(2000) added that the practitioner can see critical reflection as a window where he can focus on his lived experience which can help him to deal with, identify and work to resolve the contradictions in his practice involving what is desirable and actual clinical practice. White et al(2006) is of the view that critical reflection is a process by which practitioners identify the assumptions central to their practice, locate the historical and cultural source of these assumptions, question the meaning of the assumptions and develop alternative ways of acting. On the other hand Hinchliff et al(2008), is of the view that, critical reflection is cognitive, emotional and experiential of assumptions embedded in actions or experience. It is a review and re-evaluation of events and reworking of concepts and practice, based on this evaluation. Subsequently, Driscoll(2007) reinforces this, by emphasising that, critical reflection provides a mechanism for mentors to support and guide students and gives the opportunity to stimulate new ideas and thinking. Therefore the role of the mentor is to provide support for the students to reflect on their practice and to give constructive feed back.(Howatson-Jones, 2013). As advocated by Levett–Jones et al(2009) students on clinical placement are encouraged by the writer and other professionals to critically reflect on their experiences. Students are supported to critically reflect on their practice using any of the reflective models that best suits them and provided with a constructive feedback on their performance. This enhances their personal and clinical development in the delivery of high quality care. According to Walsh(2010), mentors that implement reflection in their practice will be a source of inspiration for student nurses. Furthermore, feedback is part of a valuable learning and is so essential not only for students in practice but also other professionals. It helps the students by offering them a comprehensible direction on how to improve their practice.(Howatson-Jones, 2013) Hinchliff et al(2008) argued that a challenge to critical reflection is that, it is always difficult to analyse ones own event and would benefit from another’s expertise or viewpoint. So it is important for nurses to support students on placement and to critically reflect. OCarrol and Park(2007), is of the view that listening, empathy, assertiveness and managing change are additional skills that are essential for reflection. One of the disadvantages of reflection according to Walsh(2010) is the doubling of staff time and that mentors and students may reflect differently since they are not one and the same person. Furthermore, as mentors assume the role of the expert in demonstrating skills, there is a risk of feeling uncomfortable, thinking their weaknesses may be exposed. However, Howatson-Jones(2013 ), without critical reflection, nurses cannot not deliver high quality care and is a source of inspiration for students in their future clinical practice. Furthermore, when reflection takes place it enables not only the development of knowledge by the student nurses beginning clinical practice but also its articulation by qualified nurses.(Elder et al, 2011) As set by the NMC(2008) code of conduct nurses have a professional duty to facilitate students and others to develop their competence. However, Stuart(2013) stressed that clinical practice assessment is challenging and time consuming and carries with and the burden of responsibility and answerable. In addition, they face the demand of the day-to-day clinical workload with the additional role and obligation as a mentor. Furthermore, some mentors feel not recognised and rewarded for taking additional roles. (Bray and Nettleton, 2007). In Walsh(2010) opinion, mentoring is by no means a one-way-traffic. It brings with it increased professional role, being updated by and learning from the student, developing teaching skills, adding to personal profile and increased self-esteem. Mentors are hesitant to fail students due to the fear of more documentation, the university overturning the fail and dealing with disputes.(Stuart, 2013). Abbot(2009) emphasised that the relationship formed between the mentor and the student may affect the ability to conduct an objective assessment and fail a student. Kinnell and Hughes(2010) added that, the relationship between the student and the mentor to be successful depends on each respecting and understanding the other. For Casey and Clark(2011) the relationship should be a professional one and that there should be clear boundaries from the start of the placement. Mentors, for this purpose, should distinguish their association from that of a friend. By doing this, there would be balance which would give the mentor the opportunity to carry out appropriate evaluation and feedback. Furthermore, mentors should be given support by ward managers and other professionals in mentoring students.(O’Driscoll et al, 2010). This essay has attempted to explore how mentors can facilitate the learning for a range of students, within the writers practice area. In doing so, it is realised that the benefits of mentoring for the mentor, the mentee and the NHS organisation in offering an exceptional opportunities for nurses to influence and build up the practitioners of the future cannot be overemphasized. It is also established that the learning environment is crucial in maximizing the learning of students. Additionally, it is important that students reflect upon their learning experiences in other to recognise their strengths and any areas that need further development. The writer is of the view that the relationship that develops between the mentor in facilitating the learning of a range of students can sometimes become complex. From the writers own experience, it is therefore necessary that the mentor by offering support should set out the ground rules initially and should be objective and disciplined. Ultimately, mentors should exercise caution when establishing relationship with students otherwise the final assessment can be subjective. Word count 2167 Reference: Abbott H. (2009) The experiences and challenges of mentorship in clinical practice in pre-registration education, Technic: The Journal of Operating Department Practice, 5 pp.9-13. Bray, L. and Nettleton, P. (2007) ‘Assessor or mentor? Role confusion in professional education’. Nurse Education Today 27(8), pp. 848–855. Britton, J. J. (2010) Effective group coaching: Tried and tested tools and resources for optimum couching results. Ontario: John Wily Sons. 4. Burton, R., Ormrod, G. and Holland, K. (2011) Nursing: transition to professional practice. Oxford: Oxford University Press. Casey, D. C. and Clark, L. (2011) ‘Roles and responsibilities of the student nurse mentor: an update’ British Journal of Nursing 20 (15) pp.933-937 6. Cash, R. M. (2011) Advancing differentiation: Thinking and learning for the 21st Century. Minneapolis: Free Spirit Publishing Chandan, M. and Watts, C. (2012). Mentoring and pre-registration nurse education. The Willis Commission, Technical Paper 4. London. RCN. [Online]. Available at: http://www.williscommission.org.uk/_data/assets/pdf_file/0009/479934/Mentoring_and_pre-registration_nurse_education.pdf (Accessed 17 March 2014). Clarke, D., Davies, J., and McNee. P.(2002). The case for a children’s nursing skills laboratory. Padiatric Nursing, 14(7), pp.36-39. Cook, M. and Hyrkà ¤s, K. (2010) â€Å"Interprofessional and team working Issue†. Journal of Nursing Management Volume 18, Issue 3 April 2010. Oxford: John Wiley Sons Ltd Creed F. and Spiers C. (2010) Care of the acutely Ill adult: an essential guide for nurses. Oxford : Oxford University Press. 11. Driscoll, J.(2007) Practising clinical supervision: A reflective approach for healthcare professionals. 2nd edn. Oxford: Balliere Tindal Publishers. Garvey, R., Stokes, P. and Megginson, D.(2009) Coaching and mentoring: theory and practice. London: Sage Publications. Jaques, D. and Salmon, G.(2007). Learning in groups: A handbook for face-to-face and online environments. 4th edn. Oxon: Routledge Kinnell, D. and Hughes, P.( 2010) Mentoring nursing and healthcare students. London: Sage Publications. Levett-Jones, T. and Lathlean, J.(2009)†The Ascent to Competence Conceptual Framework: an outcome of a study of belongingness†. Journal of Clinical Nursing 18. pp. 2870–2879. Levett-Jones, T., and Bourgeois, S.(2009) The clinical placement: A nursing survival guide. 2nd edn. Oxford: Balliere Tindal Publishers. McKenzie, K. (2004) Mentoring: it’s a two-way street. RCM-Midwives Journal. 7 (12), 526-528. Midgley, K. (2006) Pre-registration student nurses’ perception of the hospital learning environment during clinical placements. Nurse Education Today, 26 (4), 338-345. Moscaritolo, L.M. (2009) Interventional strategies to decrease nursing student anxiety in the clinical learning environment. The Journal of Nursing Education. 48 (1). pp.17-23. Myers, S. and Anderson, C.(2012) Dimensions in mentoring: A continuum of practice from beginning teachers to teacher leaders. Rotterdam: Sense Publishers Nursing and Midwifery Council (2008) Standards to support learning and assessment in practice: NMC Standards for mentors, practice teachers and teachers. 2nd edn. London: Nursing and Midwifery Council. O’Driscoll, M.F., Allan, H.T. and Smith, P.A. (2010) ‘Still looking for leadership – Who is responsible for student nurses’ learning in practice?’ Nurse Education Today 30 pp. 212–217. Ousey, K. (2009) ‘Socialization of student nurses: the role of the mentor’, Learning in Health and Social Care, 8, pp.175-184. Phillips, B. (2007) Nursing care and understanding the experiences of others: a Gadamerian perspective. Nursing Inquiry 2007 14(1), 89–94 Price, B. (2007) Developing skills for practice. (Course study guide). Milton Keynes :The Open University Quinn F. M., and Hughes, S. J. (2007) Quinns principles and practice of nurse education: 5th edn. Andover: Nelson Thornes Limited. Rogers, C.(1983), (cited in Jaques, D. and Salmon, G., 2007) Freedom to learn for the 80. New York: Merrill Wright Stenfors-Hayes, T., Hult, H., and Dahlgren, L. O.(2011) â€Å"What does it mean to be a mentor in medical education?† Medical Teacher 2011, Vol. 33, No. 8 , pp. e423-e428 Stuart, C. C.(2013) Mentoring, learning and assessment in clinical Practice. 3rd edn. London: Churchill Livingstone Stuart, C.C. (2007) Assessment, supervision and support in clinical practice: A guide for nurses, midwives and other health professionals. 2nd edn. London: Churchill Livingstone. 31. Walsh, D. (2010) The nurse mentors handbook: supporting students in clinical practice. Maidenhead: Open University Press Wilkes, Z. (2006)The student-mentor relationship: a review of the literature. Nursing Stand 20 (37): 42–7

Genetic Engineering is Unethical Essay -- Genetic Engineering is Immora

â€Å"Just as the success of a corporate body in making money need not set the human condition ahead, neither does every scientific advance automatically make our lives more meaningful'; (Wald 45). These words were spoken by a Nobel Prize winning biologist and Harvard professor, George Wald, in a lecture given in 1976 on the Dangers of Genetic Engineering. This quotation states that incredible inventions, such as genetic engineering, are not always beneficial to society. Genetic engineering is â€Å"altering the genetic material of cells and/or organisms in order to make them capable of making new substances or performing new functions'; (Wald 45). It is also one of the top controversial issues of the 20th century (Epstein 1). Many believe that continuing to provide genetically constructed inventions in this world is ethical, which means that these inventions conform to one’s moral standards (Epstein 5). Others argue that such inventions as human clones, which are geneticall y constructed humans, and other genetically created figures, are wrong and should be stopped (Epstein 5). Overwhelming textual evidence proves that genetic engineering is not beneficial to society. Accordingly, genetic engineering is unethical and therefore should be stopped. One reason why genetic engineering should cease is because genetic engineering disrupts society’s moral values and causes society to act out in destructive ways. An online survey done by Time Magazine in 1997, found that 11% of those who were interviewed believe that if clones are created in the future, the genetically created humans will only be good for â€Å"target practice'; (Epstein 2). Another survey by the same magazine was conducted and found that 50% of those who were questioned believe that clones should be treated as lower beings and should not be given the same rights as unaltered humans (Epstein 2). Furthermore, a similar survey, completed by MacLeans Magazine in 1993, reported that 11% of those interviewed confirmed that if technology was able to change defects within their unborn child, they would not hesitate in changing the child’s genes in order for the child to be born â€Å"normal'; (Epstein 3). The choice to create one’s own child will have many believe that the better the genes, the better the child. These statistics, without a doubt, reveal that genetic engineering will be harmful to society if certain means... ...g'; (Bereano 18). One would think that people would have control over their own genes; however, that does not seem to be the case. Therefore, the rights to one’s own identity will be abolished if human genes can be selected; thus, genetic engineering should be stopped, for it is unethical. Genetic engineering should be eradicated due to the fact that it is immoral. It is proven that such inventions as genetic engineering can negatively affect society and cause rash and inappropriate behavior. Also, genetic engineering involves altering nature’s balance, which is not the job of scientists, or society. Finally, genetic engineering can destroy one’s sense of individuality and spoil God’s plan of making all people unique. Because of these reasons, genetic engineering should be stopped. It is a bad science making a dangerous alliance with a bad business. Works Cited Bereano, Phillip L. â€Å"Body and Soul: the Price of Biotech.'; Seattle Times. 20 Aug. 2005: 18-20. Epstein, Ron. Ethical Dangers of Genetic Engineering.   Ã‚  Ã‚  Ã‚  Ã‚  (http://online.sfsu.edu/~ron/gedanger.htm) (February 26, 2000). Wald, George. The Case Against Genetic Engineering. New Jersey: Englewood  Cliffs, 2006.

No one take birth as a criminal Essay

No matter one make a crime but he/she may be driven by conditions so one could thought they were humans if they did not did it constantly for their sake criminals deserve to be punished. Most of the people would not hesitate to claim that those who break the law should be punished ans]d put into prison as long as possible in case they continue to endager our lives and property. Also, if criminals are not given any punishment they may commit crimes again and again.Crime in general is the worst thing a person can do because it violates the law and it is a violation against the victims.Therefore, to protect the security of the society they should be punished according to the severity of the crime. So, regardless of what sort of crime someone is commiting they have to pay for their crime. think that the criminals should not be punished as they are not born criminal. They become criminals due to the circumstances faced by them . A person does not commit a crime without any reason. The bible also says ‘HATE THE SIN AND NOT THE SINNER ‘. So the criminals should not be given the punishment but the crime should be punished One thing is clear – there are far too many people in American prisons. There are far too many ‘criminals ‘ in prison despite the fact that they pose no significant threat to society. As a result – otherwise productive citizens are sitting in a jail cell costing taxpayers money to look after. Despite this, there are many non-violent crimes which warrant jail time. Without this, the penalties for breaking the law might be so mild, that people will take calculated risks. For instance, when I was a child, I was told not to eat more than two cookies. However, the punishment if caught would be that I would have to return the excess cookies. Therefore, from my point of view, it made sense for me to always try and get away with extra cookies. If the punishment had been a spanking, being grounded etc – then I would have factored in the risk, and would have decided against taking extra cookies. Imagine if CEO ‘s took the same view towards corporate fraud. Now, I am not suggesting that people who break any infraction of the law should go to prison, nor am I suggesting that the current system is perfect, or even remotely close to perfect for that matter. However, I do feel that there are many non-violent crimes which merit a prison term – not community service, not a suspended sentence, not house arrest and not probation – but prison. Here are a few examples: 1) Repeatedly driving drunk or with a suspended sentence. 2) Defrauding seniors out of their life savings. 3) Ignoring the constitution and illegally wiretapping American citizens. 4) Making hundreds of millions of dollars while falsifying documents to trick investors into investing in your company. 5) Selling crack. Do we really want these people on the streets? Do we really want to give them a slap on the wrist? Do we really want to give these people a chance to escape and go to a South American country to retire? Absolutely not. These people might not kill, but they are every bit as dangerous as the drunk who punches a cop in the face No man take birth as a criminal. Their circumstances force them to do what their heart never wills. Their circumstances can be anything it can be due to poverty, ailments or shortage of food. As in the drama bishops candlesticks the convict steals to save his wife from suffering which he never wanted to do. But there was no way other than stealing. But after stealing as by his luck he was caught. And the punishment given to him was too big for his shoes. This was just an example. Imagine how many people in this world would be suffering like this.Instead of understanding the pros and cons of the prisoner he is chained and whipped behind the bars. After a great suffering in the jail they just convert the criminals into a wild beast. Criminals are also human beings and they need to be consulted.No man is born great and no man is a criminal.They want to get wok but there is no employement for them because of shortage of wealth. Society should treat them like normal people.They should be consulted and given a job.People are the future.People should change the world.In this generation by stealing or by lazing around there is no escape.They have to be preached in a certain manner. By these i conclude that criminals arent wicked and do not deserve punishment. We can leave even 1000 criminals to escape but nowhere should one innocent be prosecuted I do not agree with the statement that All Criminals Are Wicked And Deserve Punishment. No body is a criminal from birth. It is the environment in which he grows that makes him a criminal or a respected man. Some people turn into criminals due to poverty as they are not able to nourish their family as theConvict in the Bishop’s Candlesticks. He is a good man but his poverty made him worst. Crime needs punishment but first one must look into the reason of the crime and then punish the culprit. Nowadays it is seen that criminals are roaming free and innocent people are sent to prison.One wrong step can turn innocent people into criminals.To remove crime and criminals we have to clean and purify this world and there should bejustice for everyone. o man take birth as a criminal. Their circumstances force them to do what their heart never wills. Their circumstances can be anything it can be due to poverty, ailments or shortage of food. As in the drama bishops candlesticks the convict steals to save his wife from suffering which he never wanted to do. But there was no way other than stealing. But after stealing as by his luck he was caught. And the punishment given to him was too big for his shoes. This was just an example. Imagine how many people in this world would be suffering like this.Instead of understanding the pros and cons of the prisoner he is chained and whipped behind the bars. After a great suffering in the jail they just convert the criminals into a wild beast. Criminals are also human beings and they need to be consulted.No man is born great and no man is a criminal.They want to get wok but there is no employement for them because of shortage of wealth. Society should treat them like normal people.They should be consulted and given a job.People are the future.People should change the world.In this generation by stealing or by lazing around there is no escape.They have to be preached in a certain manner. No man take birth as a criminal. Their circumstances force them to do what their heart never wills. Their circumstances can be anything it can be due to poverty, ailments or shortage of food. As in the drama bishops candlesticks the convict steals to save his wife from suffering which he never wanted to do. But there was no way other than stealing. But after stealing as by his luck he was caught. And the punishment given to him was too big for his shoes. This was just an example. Imagine how many people in  this world would be suffering like this.Instead of understanding the pros and cons of the prisoner he is chained and whipped behind the bars. After a great suffering in the jail they just convert the criminals into a wild beast. Criminals are also human beings and they need to be consulted.No man is born great and no man is a criminal.They want to get wok but there is no employement for them because of shortage of wealth. Society should treat them like normal people.They should be consulted and given a job.People are the future.People should change the world.In this generation by stealing or by lazing around there is no escape.They have to be preached in a certain manner. By these i conclude that criminals arent wicked and do not deserve punishment. we can leave even 1000 criminals to escape but nowhere should one innocent be prosecuted

Foundations of Organizational Structure Essay

TUNKU ABDUL RAHMAN COLLEGE ABDM2083 ORGANIZATION & HUMAN RESOURCE TUTORIAL 1 General Introduction 1. Ice-breaking session. 2. Self-introduction by tutor and students. 3. Briefing on course requirements. 4. Tutorial expectations and participation. 5. Briefing on Group Report & Oral Presentation (requirements and expectations). 6. Team formation for Group Report. (4 members per group) 7. Tutor assigns question and time for oral presentation & group report ** Oral presentation and group report submission will starts from Week 3 to 5** **Important note** Students are required to sit for one (1) online test on Week 3. Please make sure that you are registered under this course and be able to access to CEL to take the test. TUNKU ABDUL RAHMAN COLLEGE ABDM2083 ORGANIZATION & HUMAN RESOURCE TUTORIAL 2 Topic 1 : Foundations of Organizational Structure Part A: Multiple Choice Questions 1) The ________ refers to the number of subordinates that a manager directs. A) span of control B) unity of command C) chain of command D) decentralization principle E) leadership web 2) A task that is subdivided into many separate jobs is considered to have ________. A) a high degree of departmentalization B) a low degree of decentralization C) a high degree of work specialization D) a low degree of structure E) a high degree of matrix structuring 3) Aeronautics Inc., a parts supplier, has departments for government aircraft and contracts, large commercial aircraft clients, and small personal aircraft clients. This is an example of ________ departmentalization. A) product B) function C) geography D) customer E) service 4) Stalsberry Company has employees in personnel, sales, and accounting. This division of an organization into groups according to work functions is an example of ________, the second element of structural organization. A) social clustering B) bureaucracy C) specialization D) centralization E) departmentalization 5) The unbroken line of authority that extends from the top of the organization to the lowest echelon and clarifies who reports to whom is termed ________. A) chain of command B) authority C) span of control. D) unity of command E) web of authority 6) Which one of the following is consistent with a simple structure? A) high centralization B) high horizontal differentiation C) high employee discretion D) standardization E) bureaucracy 7) Which of the following is a drawback of a narrow span of control? It ________. A) reduces effectiveness B) is more efficient C) encourages overly tight supervision and discourages employee autonomy D) empowers employees E) increases participatory decision-making 8) In an organization that has high centralization, ________. A) the corporate headquarters is located centrally to branch offices B) all top level officials are located within the same geographic area C) action can be taken more quickly to solve problems D) new employees have a great deal of legitimate authority E) top managers make all the decisions and lower level managers merely carry out directions TUNKU ABDUL RAHMAN COLLEGE ABDM2083 ORGANIZATION & HUMAN RESOURCE TUTORIAL 3 Topic 2 : Organizational Culture Part A: Discussion Question 1) Explain the primary methods of maintaining an organization’s culture. Once a culture is in place, there are practices within the organization that act to maintain it by giving employees a set of similar experiences. Three forces play a particularly important part in sustaining a culture: selection practices, the actions of top management, and socialization methods. a) First, the explicit goal of the selection process is to identify and hire individuals who have the knowledge, skills, and abilities to perform the  jobs within the organization successfully. It would be naive to ignore that the final decision as to who is hired will be significantly influenced by the decision maker’s judgment of how well the candidates will fit into the organization. This attempt to ensure a proper match, whether purposely or inadvertently, results in the hiring of people who have values essentially consistent with those of the organization, or at least a good portion of those values. In addition, the selection process provides information to applicants about the organization.   Candidates learn about the organization and, if they perceive a conflict between their values and those of the organization, they can self-select themselves out of the applicant pool. b) In addition to selection, the actions of top management also have a major impact on the organization’s culture. Through what they say and how they behave, senior executives establish norms that filter down through the organization as to whether risk taking is desirable; how much freedom managers should give their employees; what is appropriate dress; what actions will pay off in terms of pay raises, promotions, and other rewards; and the like. c) Finally, no matter how good a job the organization does in recruiting and selection, new employees are not fully indoctrinated in the organization’s culture. Because they are unfamiliar with the organization’s culture, new employees are potentially likely to disturb the beliefs and customs that are in place. The organization will, therefore, want to help new employees adapt to its culture. This adaptation process is called socialization. This is when the organization seeks to mold the outsider into an employee â€Å"in good standing.† Employees who fail to learn the essential or pivotal role behaviors risk being labeled â€Å"nonconformists† or â€Å"rebels,† which often leads to expulsion. But the organization will be socializing every employee, though maybe not as explicitly, throughout his or her entire career in the organization. This further contributes to sustaining the culture. 2) Explain how an institutionalized culture can be a barrier to diversity. Describe how an organization could utilize the three forces at play in sustaining a culture to help create a diverse workforce. By limiting the range of acceptable values and styles, strong cultures put considerable pressure on employees to conform. In some instances, a strong culture that condones prejudice can even undermine formal corporate diversity policies. Strong cultures can also be liabilities when they support institutional bias or become insensitive to people who are different. Hiring new employees who differ from the majority in race, age, gender, disability, or other characteristics creates a paradox: management wants to demonstrate support for the differences these employees bring to the workplace, but newcomers who wish to fit in must accept the organization’s core cultural values. Because diverse behaviors and unique strengths are likely to diminish as people attempt to assimilate, strong cultures can become liabilities when they effectively eliminate these advantages. The explicit goal of the selection process is to identify and hire individuals with the knowledge, skills, and abilities to perform successfully. Taking diversity into consideration at this phase does not have to be antagonistic to the culture. The final decision, because it’s significantly influenced by the decision maker’s judgment of how well the candidates will fit into the organization, identifies people whose values are essentially consistent with at least a good portion of the organization’s. Looking beyond surface level differences at the selection phase will help create a diverse workforce. Through words and behavior, senior executives establish norms that filter through the organization about, for instance, whether risk taking is desirable, how much freedom managers should give employees, what is appropriate dress, and what actions pay off in terms of pay raises, promotions, and other rewards. Management actions should be inclusive and non-prejudicial to create a diverse and functional culture. During the metamorphosis stage of socialization management should use institutional practices to encourage person–organization fit and high levels of commitment. 3) What are the three stages of socialization through which employees become indoctrinated into an organization’s culture? The three stages of socialization are prearrival, encounter, and metamorphosis. a) The prearrival stage recognizes that each individual arrives with a set of values, attitudes, and expectations. These cover both the work to be done and the organization. b) Upon entry into the organization, the new member enters the encounter stage. Here the individual confronts the possible dichotomy between her expectations and reality. c) Finally, the new member must work out any problems discovered during the encounter stage. This may mean going through changes – hence, this is called the metamorphosis stage. 4) Discuss the difference between strong and weak organizational cultures and discuss the effect that a strong culture can have on an acquisition or merger. Strong cultures have a greater impact on employee behavior and are more directly related to reduced turnover. In a strong culture, the organization’s core values are both intensely held and widely shared. The more members who accept the core values and the greater their commitment to those values is, the stronger the culture is. A strong culture will have a great influence on the behavior of its members because the high degree of sharedness and intensity creates an internal climate of high behavioral control. One specific result of a strong culture should be lower employee turnover. A strong culture demonstrates high agreement among members about what the organization stands for. Such unanimity of purpose builds cohesiveness, loyalty, and organizational commitment. These qualities, in turn, lessen employees’ propensity to leave the organization. In recent years, cultural compatibility has become the primary concern. All things being equal, whether the acquisition actually works seems to have more to do with how well the two organizations’ cultures match up. The primary cause of failure is conflicting organizational cultures, when people simply don’t match up. Therefore, when considering an acquisition or merger, management would need to carefully evaluate the cultures of each organization. TUNKU ABDUL RAHMAN COLLEGE ABDM2083 ORGANIZATION & HUMAN RESOURCE TUTORIAL 4 Topic 3: Foundations of Group Behavior & Understanding Work Teams Part A: Discussion Question 1) List and briefly describe the stages in the five-stage model of group  development. The five-stage group development model characterizes groups as proceeding through five distinct stages: forming, storming, norming, performing, and adjourning. a) Forming is characterized by a great deal of uncertainty about the group’s purpose, structure, and leadership. Members are testing the waters to determine what types of behavior are acceptable. b) In the storming stage, members accept the existence of the group, but there is resistance to the constraints that the group imposes on individuality. There is conflict over who will control the group. c) The third stage is one in which close relationships develop and the group demonstrates cohesiveness. There is now a strong sense of group identify and camaraderie. This norming stage is complete when the group structure solidifies and the group has assimilated a common set of expectations of what defines correct member behavior. d) The fourth stage is performing. The structure at this point is fully functional and accepted. Group energy has moved from getting to know and understand each other to performing the task at hand. e) In the adjourning stage, the group prepares for its disbandment. High task performance is no longer the group’s top priority. Instead, attention is directed toward wrapping up activities. 2) Design the most effective team to figure out ways to reduce the number of preparation hours for shipping products overseas for your company. Choose the type of team from one of the four principal team types. Describe your team’s context, composition, and process parameters. Answers will vary. A problem-solving team is probably the best type of team for this task. In a problem-solving team members share ideas or suggest how work processes and methods can be improved. The problem-solving team will offer ideas to management. Together they discuss ways of improving quality, efficiency, and the work environment. The team will need information on what products are being shipped and how  long each of them takes, as well as details on the current procedures. Adequate information is essential. A firm goal of reducing the hours spent must be established by a leader. The group should be comprised of workers and management with expertise in the shipping department procedures. The team should have five members, three management and two people from shipping and packaging. The process parameters should be clearly outlined, with goals of exactly how much time needs to be shaved off of packaging processes. 3) Explain the difference between groupthink and group shift. Give an example to support your answer. Groupthink is related to norms. It describes situations in which group pressures for conformity deter the group from critically appraising unusual, minority, or unpopular views. Groupthink is a disease that attacks many groups and can dramatically hinder their performance. Group shift indicates that in discussing a given set of alternatives and arriving at a solution, group members tend to exaggerate the initial positions that they hold. In some situations, caution dominates, and there is a conservative shift. More often, however, the evidence indicates that groups tend toward a risky shift. Students answers may vary. TUNKU ABDUL RAHMAN COLLEGE ABDM2083 ORGANIZATION & HUMAN RESOURCE TUTORIAL 5 Topic 4: Motivation Concepts Part A: Discussion Questions 1) Compare and contrast a manager that implements Theory Y and one that adheres to the expectancy theory. How would each choose to motivate their employees? Theory Y managers assume that employees can view work as being as natural as rest or play, and therefore the average person can learn to accept, even seek, responsibility. Theory Y assumes that higher-order needs dominate individuals. Theory Y managers would contend that ideas such as participative decision making, responsible and challenging jobs, and good group relations are approaches that would maximize an employee’s job  motivation. A Theory Y manager believes that the employee is inherently motivated as long as the conditions respect his intellect and character. A Theory Y manager would work hard to include the employee in decision making concerning his job, to satisfy work environment preferences, and to make sure the work is stimulating. Expectancy theory proposes that employees will be motivated to exert a high level of effort when they believe it will lead to a good performance appraisal; that a good appraisal will lead to organizational rewards such as bonuses, salary increases, or promotions; and that the rewards will satisfy the employees’ personal goals. An expectancy theory manager would focus much more on the reward expectations of the employee, versus the psychologic expectations. It would be important for the manager to understand the personal goals that the employee strives to achieve so that he can be appropriately rewarded and praised. 2) Describe Maslow’s hierarchy of needs including the types of needs and how they become dominant. Maslow’s hierarchy of needs hypothesized that within every human being there exists a hierarchy of five needs. a) The physiological needs include hunger, thirst, shelter, sex, and other bodily needs. b) Safety includes security and protection from physical and emotional harm. c) Social includes affection, belongingness, acceptance, and friendship. d) Esteem includes internal esteem factors such as self-respect, autonomy, and achievement; and external esteem factors such as status, recognition, and attention. e) Self-actualization is the drive to become what one is capable of becoming; includes growth, achieving one’s potential, and self-fulfillment. As each of these needs becomes substantially satisfied, the next need becomes dominant. So if you want to motivate someone, according to Maslow, you need to understand what level of the hierarchy that person is currently on and focus on satisfying those needs at or above that level 3) According to Two-Factor Theory, how might a manager motivate employees? According to Herzberg, the factors leading to job satisfaction are separate and distinct from those that lead to job dissatisfaction. Therefore, managers who seek to eliminate factors that can create job dissatisfaction may bring about peace but not necessarily result in motivation. Conditions surrounding the job such as quality of supervision, pay, company policies, physical working conditions, relations with others, and job security were characterized by Herzberg as hygiene factors. When they are adequate, people will not be dissatisfied; neither will they be satisfied. If we want to motivate people on their jobs, Herzberg suggested emphasizing factors associated with the work itself or to outcomes directly derived from it, such as promotional opportunities, opportunities for personal growth, recognition, responsibility, and achievement. These are the characteristics that people find intrinsically rewarding. TUNKU ABDUL RAHMAN COLLEGE ABDM2083 ORGANIZATION & HUMAN RESOURCE TUTORIAL 6 Topic 5: Motivation: From Concepts to Applications Part A: Discussion Questions 1) List and describe THREE (3) different variable-pay programs. Be sure to include piece-rate plans, profit-sharing plans, and gainsharing. a) Piece-rate plans. In piece-rate pay plans, workers are paid a fixed sum for each unit of production completed. When an employee gets no base salary and is paid only for what he or she produces, this is a pure piece-rate plan. b) Merit-based pay. Merit-based pay plans also pay for individual performance. However, unlike piece-rate plans, which pay based on objective output, merit-based pay plans are based on performance appraisal ratings. c) Profit-sharing. Profit-sharing plans are organization-wide programs that distribute compensation based on some established formula designed around a company’s profitably. d) Bonuses. Bonuses can be paid exclusively to executives or to all employees. Many companies now routinely reward production employees with bonuses in the thousands of dollars when company profits improve. e) Skill-Based Pay. Skill-based pay (also called competency-based or knowledge-based pay) sets pay levels on the basis of how many skills employees have or how many jobs they can do. f) ESOPs. Employee stock ownership plans (ESOPs) are company-established benefit plans in which employees acquire stock, often at below-market prices, as part of their benefits. g) Gainsharing. Gainsharing is a formula-based group incentive plan. Improvements in group productivity determine the total amount of money that is to be allocated. By focusing on productivity gains rather than profits, gainsharing rewards specific behaviors that are less influenced by external factors. Employees in a gainsharing plan can receive incentive awards even when the organization isn’t profitable. 2) Compare and contrast the benefits of intrinsic rewards such as recognition and extrinsic rewards such as pay as forms of motivation. Organizations are increasingly recognizing that both intrinsic and extrinsic rewards are important. Rewards are intrinsic in the form of employee recognition programs and extrinsic in the form of compensation systems. Intrinsic rewards range from a spontaneous and private thank-you to widely publicized formal programs in which specific types of behavior are encouraged and the procedures for attaining recognition are clearly identified. Pay, an extrinsic reward, is not the primary factor driving job satisfaction, however, it does motivate people, and companies often underestimate its importance in keeping top talent. No matter how much recognition a top performer gets, he will be tempted to leave if the pay scale is much lower than the market and another offer arrives. Recent survey data indicate most employees don’t see a strong connection between pay and performance. Variable pay structures, such as bonuses are often the best production motivators. When pay is tied to performance, the employee’s earnings also recognize contribution rather  than being a form of entitlement. Over time, low performers’ pay stagnates, while high performers enjoy pay increases commensurate with their contributions. An obvious advantage of intrinsic rewards like recognition programs is that they are inexpensive since praise is free. However, they are highly susceptible to political manipulation by management. When applied to jobs for which performance factors are relatively objective, such as sales, recognition programs are likely to be perceived by employees as fair. However, in most jobs, the criteria for good performance aren’t self evident, which allows managers to manipulate the system and recognize their favorites. Abuse can undermine the value of recognition programs and demoralize employees. Research suggests financial incentives may be more motivating in the short term, but in the long run intrinsic incentives will retain good employees if the extrinsic incentives are competitive. 3) What is employee involvement and why is it important. Give two examples. Employee involvement is defined as a participative process that uses the entire capacity of employees and is designed to encourage increased commitment to the organization’s success. The underlying logic is that by involving workers in those decisions that affect them and by increasing their autonomy and control over their work lives, employees will become more motivated, more committed to the organization, more productive, and more satisfied with their jobs. Examples of employee involvement include a) Participative management. Participative management programs use joint decision making. Subordinates actually share a significant degree of decision-making power with their immediate superiors. b) Representative participation. Representative participation refers to worker representation by a small group of employees who actually participate on the board. The goal is to redistribute power within an organization, putting labor on a more equal footing with the interests of management and stockholders. TUNKU ABDUL RAHMAN COLLEGE ABDM2083 ORGANIZATION & HUMAN RESOURCE TUTORIAL 7 Topic 6: What do Managers Do & Leadership Part A: Multiple Choice Questions 1) Which of the following is most likely to be a belief held by a successful manager? A) Technical knowledge is all that is needed for success. B) It is not essential to have sound interpersonal skills. C) Technical skills are necessary, but insufficient alone for success. D) Effectiveness is not impacted by human behavior. E) Technical skills do not influence efficiency. 2) Which of a manager’s primary functions requires the manager to define an organization’s goals, establish an overall strategy for achieving these goals and develop a comprehensive hierarchy of plans to integrate and coordinate activities? A) controlling B) planning C) staffing D) coordinating E) leading 3) As a manager, one of Joe’s duties is to present awards to outstanding employees within his department. Which Mintzberg managerial role is Joe acting in when he does this? A) leadership role B) liaison role C) monitor role D) figurehead role E) spokesperson role 4) Jill is valued by her colleagues for her ability to perform effective break-even analysis on upcoming ventures. In this case, her colleagues value her for competencies that fall within which essential management skills categories? A) technical B) communication C) human D) conceptual E) education 5) Leadership is best defined as ________. A) the ability to influence a group in goal achievement B) keeping order and consistency in the midst of change C) implementing the vision and strategy provided by management D) coordinating and staffing the organization and handling day-to-day problems E) not a relevant variable in modern organizations 6) The two dimensions of leadership behavior identified in the University of Michigan studies are ________. A) coercion and motivation B) emotional and rational C) employee-oriented and production-oriented D) initiating structure and consideration E) initiation and completion Part B: Discussion Questions 1) Describe the three essential management skills that differentiate effective managers from ineffective ones. Provide a workplace example of how these skills could be used when dealing with the challenge of a workplace recession. The three essential management skills identified by researchers are technical, human, and conceptual. Technical skills are defined by the ability to apply specialized knowledge or expertise. Human skills are defined by the ability to work with, understand, and motivate other people. Finally, conceptual skills are defined by the ability to analyze and diagnose complex situations. In a time of recession human skills are essential to motivate fearful employees and to create a positive work environment. They would also be necessary in the event of workplace staff reduction. Technical skills could be applied in the area of expertise to raise production and, combined with conceptual skills, can be used to look for small market niches and ways to analyze the industry to continue to make a profit until times are better. TUNKU ABDUL RAHMAN COLLEGE ABDM2083 ORGANIZATION & HUMAN RESOURCE TUTORIAL 8 Topic 7: Leadership Part A: Multiple Choice Questions 1) Hersey and Blanchard developed which of the following? A) situational leadership theory B) cognitive resource theory C) managerial grid model D) path-goal theory E) cognitive orientation model 2) Hersey and Blanchard’s leadership theory differs from other leadership theories primarily because it ________. A) explores the role of the expectations of the leader for the follower B) focuses on the followers C) holds that leadership style should be dependent on the situation D) is normative E) deals strictly and exclusively with contingencies 3) What is the main principle of path-goal theory? A) Successful leadership is achieved by selecting the right leadership style. B) Stress is a form of situational unfavorableness and a leader’s reaction to it depends on his or her intelligence and experience. C) Effective group performance depends on the proper match between the leader’s style and the degree to which the situation gives control to the leader. D) Leaders establish a special relationship with a small group of their followers because of time pressures. E) The leader is responsible for providing followers with the information, support, or other resources necessary for them to do their jobs. 4) Which of the following is not a key characteristic of a charismatic leader? A) sensitivity to follower needs B) unconventional behavior C) vision and articulation D) task orientation E) willingness to take risks 5) Researchers are conducting a study of a company called Acme Corp, which they believe to be led by a transformational leader. Which of the following, if true, would most support the conclusion that Acme’s leader is a transformational leader? A) Acme’s top managers often conflict over defining the organization’s goals. B) Acme’s goals tend to be very ambitious and to hold personal value for employees. C) Creativity is discouraged among Acme employees. D) Acme managers are cautious and rarely take risks. E) Acme’s compensation plans are designed to reward short-term results. 6) Leaders who clarify role and task requirements to accomplish established goals exhibit a _________ style of leadership. A) transformational B) transactional C) charismatic D) self-initiating E) situational 7) Richard is a transactional leader who has just assigned a series of tasks to a project team. Which of the following is most likely to be true about the team’s performance under Richard’s guidance? A) They will set new standards of productivity for the department, exceeding Richard’s expectations. B) They will meet the goals set for them but are unlikely to go beyond those goals. C) They will tend to be unclear about the roles assigned to each team member. D) They will be highly motivated by what they view as Richard’s heroic or extraordinary qualities. E) They will tend to put their individual self-interest above the interests of the company. Part B: Discussion Questions 1)Compare and contrast Hersey and Blanchard’s situational leadership theory with House’s path-goal theory. Hersey and Blanchard’s situation leadership theory is a contingency theory  that focuses on the followers. Successful leadership is achieved by selecting the right leadership style, which Hersey and Blanchard argue is contingent on the level of the followers’ readiness. The emphasis on the followers in leadership effectiveness reflects the reality that it is the followers who accept or reject the leaders. The term readiness refers to the extent to which people have the ability and willingness to accomplish a specific task. SLT says if a follower is unable and unwilling to do a task, the leader needs to give clear and specific directions; if followers are unable and willing, the leader needs to display high task orientation to compensate for the followers’ lack of ability and high relationship orientation to get the follower to â€Å"buy into† the leader’s desires; if followers are able and unwilling, the leader needs to use a supportive and partic ipative style; and if the employee is both able and willing, the leader doesn’t need to do much. Path-goal theory was developed by Robert House. The essence of the theory is that it’s the leader’s job to assist followers in attaining their goals and to provide the necessary direction and/or support to ensure that their goals are compatible with the overall objectives of the group or organization. The term path-goal is derived from the belief that effective leaders clarify the path to help their followers get from where they are to the  achievement of their work goals and make the journey along the path easier by reducing roadblocks. House identified four leadership behaviors. The directive leader lets followers know what is expected of them, schedules work to be done, and gives specific guidance as to how to accomplish tasks. The supportive leader is friendly and shows concern for the needs of followers. The participative leader consults with followers and uses their suggestions before making a decision. The achievement-oriented leader sets challenging goals and expects followers to perform at their highest level. House assumes that leaders are flexible and that the same leader can display any or all of these behaviors depending on the situation. TUNKU ABDUL RAHMAN COLLEGE ABDM2083 ORGANIZATION & HUMAN RESOURCE TUTORIAL 9 Topic 8: Communication Part A: Multiple Choice Questions 1) Communication serves all of the following functions within a group or organization except ________. A) motivation B) planning C) emotional expression D) control E) conveying information 2) Alejandro is annoyed that the new recruit, Ben, is working faster than anyone else in the group, making the rest of the group look bad. In the company cafeteria Alejandro teases Ben and calls him the ‘super recruit’ and imitates his style of working so rapidly. Alejandro wants to intimidate Ben so that he will work slower. Which function of communication is Alejandro using by making fun of Ben? A) motivation B) control C) expression D) information E) formal 3) Helena and Laura were talking on the phone. Laura’s two year old son fell and started crying and Laura could no longer hear what Helena said. This is an example of ________. A) transmitting B) decoding C) noise D) understanding E) analysis 4) The communication used by managers to provide job instructions is ________ communication. A) downward B) lateral C) formal D) directional E) diagonal Part B: Discussion Questions 1)Describe the communication process. Include the communication process model and explain the eight parts of this model. Before communication can take place, a purpose, expressed as a message to be conveyed, is needed. It passes between a sender and a receiver. The message is encoded (converted to a symbolic form) and passed by way of some medium (channel) to the receiver, who retranslates (decodes) the message initiated by the sender. The result is a transfer of meaning from one person to another. The key parts of the communication process are 1) the sender 2) encoding 3) the message 4) the channel 5) decoding 6) the receiver 7) noise 8) feedback The source initiates a message by encoding a thought. The message is the actual physical product from the source encoding. The channel is the medium through which the message travels. The receiver is the object to whom the message is directed. The symbols must be translated into a form that can be understood by the receiver. This is the decoding. Noise represents communication barriers that distort the clarity of the message. The final link is a feedback loop. 2) Explain how the grapevine functions and why it exists in organizational communication. Describe the general direction of communication and the form of communication most commonly used in the grapevine. What can a manager do to limit the negative effects of the grapevine? The informal communication system is the grapevine. While it is informal it is still an important source of information. A survey found that 75 percent of employees hear about matters first through rumors on the grapevine. The grapevine has three main characteristics. First, it is not controlled by management. Second, most employees perceive it as more believable and reliable than formal communiquà ©s issued by top management. Finally, it is largely used to serve the interests of the people within it. Rumors emerge as a response to situations that are important to us, when there is ambiguity, and under conditions that arouse anxiety. The fact that work situations frequently contain these three elements explains why rumors flourish in organizations. The secrecy and competition that typically prevail in large organizations, encourage and sustain rumors on the grapevine. A rumor will persist either until the wants and expectations creating the uncertainty are fulfilled or the anxiety has been reduced. The grapevine generally follows lateral communication in which persons from the same hierarchical levels begin to relay messages. Very rarely does management participate in the grapevine. In fact, one study reported that management only relayed messages to the grapevine ten percent of the time. Generally oral communication is used to relay grapevine information, although written e-mail can be used as well, but is considered less safe for accountability reasons. Managers can not entirely eliminate rumors. What they should do is minimize the negative consequences of rumors by limiting their range and impact. The best way to reduce the negative consequences of rumors is to: 1) Provide information; 2) Explain actions and decisions that may appear inconsistent, unfair, or secretive; 3) Refrain from shooting the messenger; and 4) Maintain open communication channels. TUNKU ABDUL RAHMAN COLLEGE ABDM2083 ORGANIZATION & HUMAN RESOURCE TUTORIAL 10 Topic 9: Conflict Management Part A: Multiple Choice Questions 1) The traditional view of conflict is the belief that conflict is ________. A) harmful B) natural C) necessary D) situationally-dependent E) neutral 2) Which of the following is not a cause of conflict, according to the traditionalist view? A) general poor communication between people B) lack of openness in the organization C) trust between people in the organization D) management failure to be responsive to employee needs E) management failure to be responsive to employee aspirations 3) The ________ view of conflict argues that conflict is necessary for a group to perform effectively. A) human relations B) interactionist C) traditional D) functional E) reactive 4) ________ conflicts are almost always dysfunctional. A) Task B) Job C) Relationship D) Process E) Functional 5) The first stage of the conflict process is termed ________. A) cognition and personalization B) behavioral manifestation C) potential opposition or incompatibility D) intention E) habituation 6) High job specialization can lead to ________ conflict. A) communication B) structural C) personal-variable D) job-related E) team 7) In which stage are conflict issues defined? A) potential opposition B) cognition and personalization C) intuitions D) behavior E) reaction and transference 8) The conflict-handling intention of collaborating is ________. A) assertive and uncooperative B) assertive and cooperative C) unassertive and uncooperative D) unassertive and cooperative E) affective and reflective 9) Angelina feels that her cubicle neighbor talks too loudly on the phone, but in other ways she is a great neighbor. Angelina gets annoyed every time her neighbor’s phone rings, but she has decided it’s simply not worth the trouble to talk to her neighbor. Angelina’s conflict intention is called ________. A) competing B) avoiding C) accommodating D) compromising E) collaborating 10) Which of the following is not a conflict-resolution technique? A) creating superordinate goals B) appointing a devil’s advocate C) avoiding the conflict D) exercising authoritative command E) generating additional resources 11) Stage II of the conflict process deals with conflict being ________. A) perceived and felt B) apparent and experienced C) expressed and perceived D) overt and covert E) internalized 12) Irma does not like a few of the standard operating procedures adapted for the new project. However, she discussed the items with the team and told them that she realized she was in the minority and that she would adapt the new procedures to maintain smooth operations within the team. This type of intention is called ________. A) sacrificing B) accommodating C) collaborating D) compromising E) competing TUNKU ABDUL RAHMAN COLLEGE ABDM2083 ORGANIZATION & HUMAN RESOURCE TUTORIAL 11 Topic 10: Power and Politics Part A: Multiple Choice Questions 1) Power can be defined as ________. A) the ability to influence the behavior of others B) the actualization of the dependency of others C) congruence between the goals of the leader and those being led D) downward influence on one’s followers E) upward influence on one’s leaders 2) One reacts to ________ power out of fear of the negative ramifications that might result if one fails to comply. A) legitimate B) coercive C) punitive D) referent E) abusive 3) The power that the College Dean has been granted by the University over the faculty is termed ________ power. A) academic B) positional C) legitimate D) organizational E) balanced 4) Power tactics can be defined as ________. A) the only legitimate sources of power B) techniques for translating power bases into specific action C) strategies for gathering and maintain support D) organizational structural characteristics E) approaches for winning arguments 5) Vivian has not been handling one portion of her duties in a satisfactory manner. As a result, her manager threatens to withhold her promotion. Which power tactic is being used? A) exchange B) ingratiation C) pressure D) personal appeals E) inspirational appeals Part B: Discussion Questions 1) Contrast leadership and power. Power does not require goal compatibility, merely dependence. Leadership, on the other hand, requires some congruence between the goals of the leader and those being led. A second difference relates to the direction of influence. Leadership focuses on the downward influence on one’s followers. It minimizes the importance of lateral and upward influence patterns. Power does not. Still another difference deals with research emphasis. Leadership research, for the most part, emphasizes style. It seeks answers to such questions as: How supportive should a leader be? How much decision making should be shared with followers? The research on power encompasses a broader area and focus on tactics for gaining compliance. Power can be used by groups as well as by individuals to control other individuals or groups. 2) List and discuss the bases of personal power. Personal power comes from an individual’s unique characteristics. Two bases of personal power are expertise, the respect and admiration of others. a) Expert power is influence wielded as a result of expertise, special skill, or knowledge. Expertise has become one of the most powerful sources of influence as the world has become more technologically oriented. b) Referent power is based on identification with a person who has desirable resources or personal traits. If I like, respect, and admire you, you can exercise power over me because I want to please you. 3) Distinguish between legitimate political behavior and illegitimate political behavior. Legitimate political behavior refers to normal everyday politics – complaining to your supervisor, bypassing the chain of command, forming coalitions, obstructing organizational policies or decisions through inaction or excessive adherence to rules, and developing contacts outside the organization through one’s professional activities. On the other hand, there are also illegitimate political behaviors that violate the implied rules of the game. Those who pursue such extreme activities are often described as individuals who â€Å"play hardball.† Illegitimate activities include sabotage, whistleblowing, and symbolic protests such as wearing unorthodox dress or protest buttons, and groups of employees simultaneously calling in sick. TUNKU ABDUL RAHMAN COLLEGE ABDM2083 ORGANIZATION & HUMAN RESOURCE TUTORIAL 12 Topic 11: Human Resource Policies and Practices (Human Resource Planning& Forecasting, Recruitment) Part A: Discussion Questions 1) Define human resource planning. Describe the TWO (2) components in human resource planning. Human resource planning is the systematic process of matching the internal and external supply of people with job openings anticipated in the organization over a specific period of time. Human resource planning has 2 components: requirements and availability. A requirements forecast involves determining the number, skill, and location of employees the organization will need at future dates in order to meet its goals. The determination of whether the firm will be able to secure employees with the necessary skills, and from what sources, is called an availability forecast. 2) Describe human resource databases and how databases can assist in matching internal employees to positions. A human resource database contains employee information that permits management to make HR decisions. Information that might appear in such databases, includes, but is not limited to, the following: work history and experience, specific skills and knowledge, licenses or certifications held, organizational training completed, educational background, previous performance appraisal evaluations, assessment of strengths and weaknesses, development needs, promotion potential at present, and with further development, current job performance, field of specialization, job preferences, geographic preferences, career goals and aspirations, anticipated retirement date, and personal history, including psychological assessments. Databases are being used by organizations to enable human resources to match people with positions. 3) List TWO (2) methods are available to firms when either a shortage or surplus of workers is forecasted? Firms faced with a shortage of workers may use: 1) 2) 3) 4) innovative recruiting, compensation incentives, and training programs to fill positions. Lowering of employment standards Firms faced with a surplus of workers may use: 1) 2) 3) 4) 5) layoffs,  restricted hours,  hiring freezes may be necessary, and  encourage early retirement and  the use of vacation time. TUNKU ABDUL RAHMAN COLLEGE ABDM2083 ORGANIZATION & HUMAN RESOURCE TUTORIAL 13 Topic 12: Human Resource Policies and Practices (Selection) Part A: Multiple Choice Questions 1) Which of the following is the most common method of initial selection? A) written tests B) background check C) performance test D) application form E) work-sample test 2) More than ________ percent of employers conduct some type of background check on potential employees during some point in the hiring process, usually either in the initial phase or the contingent phase. A) 25 B) 50 C) 65 D) 80 E) 95 3) The best way for an employer to find out if a potential employee can do a job is by ________. A) using the interview process B) using a written test C) having them spend a day in the office D) administering an IQ test E) using a performance simulation test 4) Work sample tests are widely used in hiring ________. A) unskilled labor B) skilled workers C) professional workers D) managers E) knowledge workers 5) The results of which of the following tend to have a disproportionate amount of influence on employee selection decisions? A) interviews B) written tests C) performance simulation tests D) work sampling methods E) personality tests 6) The behavioral structured interview is built on the assumption that ________. A) past behavior is the best predictor of future behavior B) technical knowledge and skills are the best predictor of job performance C) personality is the best predictor of job performance D) personality and mood are highly correlated E) technical knowledge and mood are highly correlated Part B: TRUE /FALSE Questions 1) As a selection device, written tests have decreased in usage during the past 20 years. (TRUE /FALSE) 2) A test that measures factors such as dependability, carefulness, responsibility, and honesty is referred to as a performance factor test. (TRUE /FALSE) 3) Work samples yield validities almost consistently superior to written aptitude tests. (TRUE /FALSE) 4) In assessment centers, job candidates are evaluated as they go through several days of exercises that simulate real problems they would confront on the job. (TRUE /FALSE) TUNKU ABDUL RAHMAN COLLEGE ABDM2083 ORGANIZATION & HUMAN RESOURCE TUTORIAL 14 Topic 13 & 14: Human Resource Policies and Practices (Performance Evaluation) Part A: Multiple Choice Questions 1) Performance evaluations today are generally based on which three types of behavior? A) task performance, productivity, tenure B) productivity, efficiency, absenteeism C) task performance, citizenship, counterproductivity D) citizenship, counterproductivity, personality E) leadership, training, efficiency 2) Performance evaluations are used as a mechanism for all of the following except ________. A) monitoring the success of marketing strategies B) determining promotions C) pinpointing employees skills D) identifying training and development needs E) providing feedback to employees 3) Which of the following is not a weakness of the 360-degree evaluation system? A) artificially inflated feedback from peers B) insufficient training for performance evaluators C) discrepancies between evaluating groups D) provides a wide performance perspective E) difficulties in reconciling differing evaluations 4) Performance evaluations are used to ________. A) improve group cohesiveness B) define departmental structure C) help management make HR decisions D) identify how jobs are completed E) decrease conformity within organizations 5) Which of the following is the least predictive set of criteria used to evaluate employees? A) traits B) task outcomes C) behaviors D) personality E) mood Part B: Discussion Questions 1) What are the three most popular sets of criteria for evaluating employee performance? The three most popular sets of criteria for evaluating employee performance are individual task outcomes, behaviors, and traits. a) If ends count, rather than means, then management should evaluate an employee’s task outcomes. In many cases, it’s difficult to identify specific outcomes that can be directly attributable to an employee’s actions. b) It’s not unusual for management to evaluate the employee’s behavior. c) The weakest set of criteria, yet one that is widely used by organizations is individual traits. They are weaker because they are farthest removed from the actual performance of the job itself. 2) Who should perform employee evaluations? With many of today’s organizations using self-managed teams, telecommuting, and other organizing devices that distance bosses from their employees, an employee’s immediate superior may not be the most reliable judge of that employee’s performance. Thus, in more and more cases, peers and even subordinates are being asked to participate in the performance evaluation process. Also, increasingly, employees are participating in their own performance evaluation. In most situations, in fact, it is highly advisable to use multiple sources of ratings. Any individual performance rating may say as much about the rater as about the person being evaluated. By averaging across raters, we can obtain a more reliable, unbiased, and accurate performance evaluation.