Signal Processing and Computing Technologies †MyAssignmenthelp.com

Question: Examine about the Signal Processing and Computing Technologies. Answer: Presentation: The expanded utilization of various online administrations has introduced a need to improve a protected framework. The framework be structured so that it is ready to verify and approve the approved client. In the ongoing occasions, a few plans of client verification have been created. Different techniques for validation, for example, token based, biometric based and information based have been created. The content based arrangement of passwords has been the significant technique for security medium throughout the years. In spite of the fact that the content based arrangement of check has been the base of validation for quite a long while, yet it has confronted a few downsides in the current occasions. The report talks about on the different assaults that are endeavored to break the frameworks. There are a few assaults on the content based secret key strategy and graphical secret phrase strategies. The various types of assaults that are confronted are beast power assault, word referen ce assaults, speculating, spyware assaults, social designing and shoulder surfing. The report gives a concise knowledge on these different sorts of assaults and the manner by which they are forced. This report focusses on a most recent method of the validation of the client, which would be founded on utilizing a numeric plan of One Time Password (OTP). This new strategy for confirmation has been broadly embraced by the administration division, banks and corporate area based virtual private systems (VPNs) in order to decrease the impacts of the trade off of the secret key. It likewise talks about a proposed calculation model, which could be utilized so as to execute the more up to date strategy of this client confirmation conspire the executives. Favorable circumstances and Disadvantages of One Time Password Scheme This paper focusses on the new strategy for confirmation of a client, which might be actualized in the upgraded IT frameworks. The exploration paper talks about the different recently utilized strategies for the validation of the client This paper talks about the different potential assaults that could be forced on text based secret phrase plans and methods of graphical passwords. The paper likewise focusses on the freshest method of confirmation and furthermore gives an understanding of a proposed calculation of one time secret phrase based plan. The impediments of this exploration paper are: The examination paper has needed to portray the different prospects of assaults that could be forced by aggressors on OTP based plans. This paper additionally comes up short on the different relief methodologies, which ought to be applied on OTP based plans so as to stay away from such helpless assaults on the arrangement of the clients. The paper examines about the different okay assaults on text based frameworks however it neglects to portray about their different moderation plans. In view of the various areas of the examination paper, it very well may be inferred that the new element of one time secret key plan would be an extraordinary advance towards the verification of the clients who might utilize any IT frameworks. The element portrayed in the exploration paper would have the option to verify the client and hence give a superior knowledge to the improvement of the security advances. Reference index Gurav, S.M., Gawade, L.S., Rane, P.K. furthermore, Khochare, N.R., 2014, January. Graphical secret word validation: Cloud making sure about plan. InElectronic Systems, Signal Processing and Computing Technologies (ICESC), 2014 International Conference on(pp. 479-483). IEEE. Huang, Y., Huang, Z., Zhao, H. furthermore, Lai, X., 2013. Another one-time secret key method.IERI Procedia,4, pp.32-37. Mama, Y., Feng, J., Kumin, L. furthermore, Lazar, J., 2013. Examining client conduct for validation strategies: an examination between people with down condition and neurotypical users.ACM Transactions on Accessible Computing (TACCESS),4(4), p.15. Yassin, A.A., Jin, H., Ibrahim, A., Qiang, W. what's more, Zou, D., 2013. Cloud confirmation dependent on mysterious one-time secret key. InUbiquitous Information Technologies and Applications(pp. 423-431). Springer, Dordrecht.

Microteaching As A Tool For Training Teachers English Language Essay

Microteaching As A Tool For Training Teachers English Language Essay Microteaching (MT) started in 1960s at the Stanford University as an instrument for preparing of understudy educators. Allen and Ryan (1969) who initially gave this thought had conceptualized MT as a genuine instructing, where the complexities of ordinary study hall regarding class size, extent of substance and time are totally diminished. Further, it centers around explicit showing undertakings, permitting expanded control of training and significantly extending the input elements of instructing. Fundamentally, it implied seeing MT as a downsized form of a genuine showing situation with less time, less substance, less abilities being put to utilize and less crowd. The name of the method appears to have started from this idea of less. MT gives a chance to the instructors to give a little example of their educating, get criticism from companions and re-practice the abilities as required. The emphasis is on progress of individual or a group of aptitudes, which could be secured inside a limited capacity to focus 5-7 minutes. Allen and Ryan (1969) recorded 14 showing abilities, every one of which could be independently or with different aptitudes secured inside the time accessible. Reasonably, it was a sound model, utilizing the intensity of input to shape conduct. Suggested in this was to see educator preparing with a behavioristic methodology for example attempting to create comparable arrangement of reactions in all instructors under comparative conditions. The originators of MT saw it as an open door for safe act of a bunch of instructing aptitudes to make exercises all the more fascinating, fortify learning and have the option to open and close talks viably. Prompt centered input and support with chance to rehearse the proposed changes were viewed as basic parts of MT convention. A scrutiny at this way of thinking draws out certain significant focuses. The meetings are brief; are led in a safe and non-compromising condition; educating is broken into littler aptitudes and handled each in turn; support is given to fortify the valid statements and prompt and centered input is given. The most significant of these-particularly thinking about that we are managing grown up grown-ups with a changed number of long periods of showing experience-is by all accounts the arrangement of a safe and non-compromising condition. While the idea spread out to various pre-administration instructor preparing foundations, there were sure changes in the procedure en route. MT turned into a meeting where instructing was to be investigated and the student educator expected to rehash the meetings till flawlessness! All the while, huge and bigger agendas were created to catch pretty much every part of showing conduct, removing the fundamental precept of small scale. A Google search of microteaching agendas creates various reports, some of them with more than 60-70 focuses to be seen inside a range of 5-7 minutes. Indeed, even the littler agendas so frequently utilized in essential clinical training workshops list the whole wrath of instructing practices from exercise wanting to conclusion. Such agendas might be okay for a criticism on instructing however are not reasonable for MT as all the recorded practices can't be seen inside the time accessible. For certain reasons, MT was likewise observed as putting the instruc tor under a magnifying lens with the goal that all deficiencies in his/her educating can be brought out (Ananthakrishnan, 1993). Differentiated to the protected condition and consolation initially conceptualized by Allen et al (1969), MT came to be viewed as an activity in flaw finding. Utilizing agendas during MT meetings has its own issues. Notwithstanding the improper length and substance talked about above, it is assumed that there is the best approach to educate, which can be evaluated and that all instructors can and ought to get along these lines. This circumstance is like the contention that we have about utilization of atomized agendas of an OSCE and worldwide evaluations of a long case. While agendas might be suitable during introductory phases of preparing, they for the most part neglect to catch the aggregate, which is more than accumulation of individual abilities (Norman et al, 1991). Given the trouble of genuinely watching an enormous number of learners on a huge agenda inside a limited capacity to focus time, utilization of innovation was made. The method was altered to incorporate utilization of video recording of talks with the goal that the learners and educators could later experience the tapes in a progressively important manner. The utilization of video accounts turned out to be so much a piece of the procedure that in some later definitions, this used to be incorporated. Barnett(1991) for instance, characterized MT as strategy for educator preparing in which reenacted showing meetings (frequently recorded) are utilized to create and examine learners explicit showing abilities and practices. (Accentuation included) Developed nations may have had the option to utilize innovation as an extra info however for most others, it just appears to have estranged the educators further. While numerous pre-administration preparing programs kept on utilizing it, its utilization for in-administration preparing doesn't appear to be empowering. The majority of the occasions, it is a meeting at fundamental training workshop however its utilization as a valuable instructor improvement device remains profoundly underutilized. While we don't have any information with this impact, it is improbable that an enormous number of members from these workshops ever use it back home. A fascinating go to this story came, when Allen and Wang (1996) themselves felt the disappointment with the technique, composing ..its multifaceted nature overpowered its viability as a preparation gadget and its utilization declined after some time. This brought about a patch up of the arrangement of microteaching to accentuate the fundamental principles viz. giving a sheltered domain in which acknowledgment and criticism help the instructors to improve their educating abilities. One of the main impetuses behind this change was to make MT less reliant on innovation, particularly for use in asset poor settings. This strategy was broadly utilized in Namibia and China. It is appropriate to specify that the new model was explicitly coordinated towards in-administration preparing something with which we are battling. The significant change in the new model, which by chance has been called 21st century microteaching (we will call it MT2), was the further downsizing of the instructing cond ition. Enormous number of educators to be prepared and less accessibility of innovation appeared to incite these changes. Be that as it may, as we will see later, there was additionally a certain move from behavioristic to cognitivistic theory by removing the pre-chosen reaction from educators and permitting them to ponder their instructing practices. This is line with acknowledged models of instructors proficient turn of events (Clarke and Hollingsworth, 2002). This approach has been widely tried and has become a piece of Chinas across the nation procedure for in-administration educator preparing. Various different nations are additionally utilizing this methodology. Extensively, the MT2 comprises of a little gathering of 4-5 educators, turning through the jobs of an instructor and understudies. Expand scoring conventions have been discarded and supplanted by a straightforward 2+2 assessment convention. In actuality, it implies that every understudy will give 2 commendations and 2 recommendations to the moderator. Toward the finish of the meeting, every moderator will in this way have 8 commendations and 8 proposals, assuming that there are 5 individuals in the gathering. Differentiated to the prior adaptation of MT, where a boss was viewed as basic, MT2 depends on the intensity of companion criticism, making the earth even less undermining. Moderators likewise think that its advantageous to arrange the re-encourage meetings relying upon their time and accommodation. The advantages of such a methodology go past basic upgrades in instructing abilities. In any case, it permits the educators to think about the criticism (Anson et al, 2010). Intelligent instructing has been seen as a significant contribution to improving educating. Furthermore, support in such meetings appears to improve the self-viability convictions of educators (Mergler, 2010), which are viewed as a vital contribution to deciding the utilization of recently gained aptitudes. The procedure of reflection is invigorated by criticism in this unique situation, the nature of input turns into a significant factor. A decent technique to utilize is the Pendletons structure (Pendleton et al, 1984). Basically, this comprises of getting some information about what he/she progressed nicely. The onlookers at that point talk about what worked out positively, including their remarks. The moderator is then asked what went less well and what diverse he/she would do next time. At long last, the eyewitnesses talk about what went less well and offer proposals for development. As can be seen, this methodology is quality arranged, concentrating on what is progressed nicely, re-authorizing it and offering proposals for development. The chance of utilizing the recommendations is high contrasted with the investigate situated deficiency based model. A few people in any case, feel that moderators give less consideration to constructive focuses as stand by additional for the adverse focuses to come. Also, this methodology orders remarks as positive and negative. To beat a portion of the issues with giving criticism as given over, a few changes have been attempted (Millard, 2000). The moderator is first welcome to state how he/she found the experience and whether s/he feels that learning results were accomplished. The spectators at that point alternate to state what they realized and how they felt. They are urged to utilize I explanations and tell just their perceptions as opposed to deductions (I figure you did..) or guidance (I think you should..). At long last the moderator gets the opportunity to include further remarks yet without legitimizing or being guarded. S/he can likewise welcome guidance whenever required. This permits gaining from what really happened as opposed to from speculative circumstances or from recollected understanding. Past these straightforward simple to utilize steps, various additional items are accessible relying upon the accessibility of innovation, r

Howard Schultz Essay

I. Presentation Starbucks today is generally perceived as the megabrand for espresso, and there plainly are no nearby contenders that have its universal acknowledgment and degree. Starbucks has developed to utilize over â€Å"160,000 individuals and creates about 13.6 billion dollars annually† (Forbes). A lot of Starbuck’s achievement is ascribed to a man with an unmistakable vision and drive: Howard Schultz. Howard Schultz’s enthusiasm for conveying quality espresso alongside a positive cafã © experience has given him the inspirational assurance to exhibit extraordinary authority characteristics. This paper will give a concise outline of the historical backdrop of Starbucks, and will at that point examine the progressions that were made after Schultz stepped in. Besides, issues that Schultz experienced all through his time as CEO will likewise be talked about, alongside the key advances he took to bring Starbucks back on to a street of recuperation. As a finish ing up comment, Schultz’s authority style and capacities will be investigated regarding viability. II. A Brief History of Starbucks Looking at the Starbucks organization today, it is hard to envision that an organization that has more than twenty thousand areas in sixty-one nations (Starbucks) was at one time a solitary little retailer that had just three representatives. In 1971, three scholastics, Jerry Baldwin, Zev Siegel, and Gordon Bowker, opened a little store at Pikes Place Market dependent on their aggregate love for fine espresso making. Baldwin, Siegel, and Bowker’s introductory objectives were to open Seattle to bring a refined espresso culture that existed in the San Francisco Bay Area. The three looked to Alfred Peet, a specialist espresso roaster from Berkeley, CA, who showed them the craft of dim espresso simmering. Baldwin, Seagel, and Bowker took on that information to create their own meals and mixes that were then appropriated in their stores. After ten years, Howard Schultz, at that point the VP and senior supervisor for a Swedish kitchen and housewares, visited Starbucks to perceive any reason why they were submitting such huge requests for a specific espresso creator. Schultz was promptly charmed by the smells and nature of espresso that was offered by the store. He, picked up however much knowledge as could be expected from Baldwin and Bowker about the whole espresso creation process, and later persuaded them to join their group. It was not until Schultz traveled to Italy, when he started to imagine another Starbucks. Schultz visited numerous coffee bars and was presented to another culture of espresso drinking that we needed to bring to the United States. Upon his arrival, Schultz did everything he could to persuade the administrators at Starbucks to get a full coffee bar and start serving lattes and beverages at Starbucks. Because of numerous conflicts with the chiefs on the qualities and culture that Starbucks ought to have, Schultz distraught a choice to leave and start his own cafã ©: Il Giornale. With this endeavor, Schultz had the official opportunity to make a culture that he energetically imagined. Schultz’s marketable strategy was generally effective, and inside two years, he opened up â€Å"three bistros that created 1.5 million dollars annually† (McGrawhill). With his prosperity, Schultz procured Starbucks to increase more extensive reach and development. III. New Era for Starbucks and Problems Arising Now as the new CEO of Starbucks, Schultz confronted numerous troubles and difficulties. The most serious issue that Schultz confronted was ensuring that Starbucks held its â€Å"soul† notwithstanding developing into an enormous enterprise. The greatest issues that played into Starbucks keeping up its spirit was recruiting the correct chiefs and officials in his group, having predictable quality items and in-store understanding for all Starbucks stores, and in conclusion setting up a positive organization culture for both the representatives and clients. Toward the beginning of his vocation as the CEO for Starbucks, Schultz was confronted with numerous hindrances to survive. The primary issue he handled was getting the opportune individuals in his group. Absence of a Strong Core Executive Team With nine stores open, Schultz saw that Starbucks needed proficient administration abilities to control all the procedures to develop to his arrangement of including â€Å"125 stores in the following five years† [McGrawHill]. He made a point to add â€Å"A players† to his group: roasters and cafã © proprietors with many years of experience, a leader of a gainful drink organization, and a CFO with eighteen years of the executives counseling involvement with Deloitte and Touche. Schultz had the option to see the need to enlist solid players with a great deal of involvement with the espresso and the board business. From the get-go, Schultz tended to the sloppiness the executives that was vital for Starbucks to quicken forward. Worker Enthusiasm and Commitment Another issue that Schultz confronted was the issue of building a solid center of representatives all through the organization. Schultz found that as the organization developed, it needed solid devotion from its representatives. Starbucks had a high turnover rate, much the same as numerous other passage level assistance occupations at McDonalds or retail locations. Schultz considered this to be a colossal issue for not just the cash Starbucks lost through losing a worker and paying more to recruit and train new ones, yet in addition losing colleagues. Schultz needed to make a domain for Starbucks representatives in which they would need to remain in. Schultz experienced issues persuading Starbuck’s Board of Directors to put resources into steady preparing, more significant compensations, and prizes dependent on merit. He even went far enough for needing baristas to become put resources into building Starbucks into an extraordinary organization, and in this manner offered them investment opportunities. The greatest move step he made to truly show that he needed to show that Starbucks showed some kindness for their representatives was battling for giving human services inclusion to every one of its workers. Schultz’s father as of late combat malignant growth, and he realized that it would not just increase the value of the lives of Starbucks’ representatives, yet in addition permit them to have a motivating force to remain. Through a specific tale about the effect that Starbucks was having on its workers lives, I discovered that Schultz had high passionate knowledge and the capacity to place himself in others’ shoes. Schultz reviewed, â€Å"I had known Jim was gay however had no clue he was wiped out. His sickness had entered another stage, he clarified that he wouldn’t have the option to work any more. We sat together and cried, for I was unable to discover significant words to comfort him I was unable to get it together. I embraced him†. [McGrawhill] Schultz constructed his vocation from the base up from nothing, and his capacity to exhibit compassion to others obviously demonstrated incredible administration abilities. Having capable passionate abilities is fantastically important for a pioneer since it picks up the trust and endorsement of numerous individuals. Keeping up Consistent Product Quality and Customer Experience The last issue that will be talked about in this paper is the means by which Schultz guaranteed item quality and positive store understanding all through all the Starbucks areas. Schultz couldn't underscore enough that it was so critical to keep up the respectability of the espresso bean and the nature of the espresso all through the stores. So as to do as such, he made exacting rules on protecting the core of Starbucks’ history: getting great espresso to all clients. Starbucks had the alternative of synthetically enhancing the beans, yet Schultz settled on the official choice to never add any synthetics to their center items. In the event that clients needed enhancing in their espresso, the wellspring of extra seasoning couldn't emerge out of the bean, yet rather from a syrup blended into the espresso. Another model is that he focused on the specific temperature that the milk for lattes should have been warmed to, the measure of time espresso can sit in a pot, and continually remunerating disappointed clients with a free beverage. Schultz’s tough measures on conveying reliable encounters likewise let him to rejecting a famous breakfast sandwich since it meddled with the espresso fragrance in the Starbucks stores. III. Schultz’s Leadership Style Without Schultz trailblazing authority styles, Starbucks would not have almost made the progress that it has today. The energy that Schultz oozes regarding executing the genuine Italian café experience on a universal scale has certainly appeared through in his time as CEO. Schultz’s authority style demonstrates a promise to keeping soul in spite of the enormous size of the organization. Schultz’s norms for quality have never been undermined, and he persistently puts forth the attempt to guarantee that his whole organization is energetic about conveying his objectives. Beside conveying quality to clients, Schultz’s authority style likewise underscores treating the entirety of his workers with deference and singularity. He ensures that when working at Starbucks, a representative will be treated with reasonableness and nobility. Schultz more than anything underlines improving quality regarding any encounters for whoever intera cts with the Starbucks name. IV. Assessment on Leadership Style and Takeaway Schultz’s solid vision and sharp mindfulness for what the Starbucks brand was advising when he returned to Starbucks subsequent to venturing down. Schultz saw numerous issues, for example, an excessive number of stores and worse than average client support. Schultz made an extremely intense move to shut down Starbucks stores for three hours for compulsory preparing that cost the organization a huge number of dollars. Schultz additionally shut down numerous areas. Schultz is intense with regards to giving a positive client experience, and drives his inspiration and activities off of that. I accept that Schultz’s capacity to segregate and convey the requirements of Starbucks’ clients is his solid point. He has consistently been persuading Starbucks accomplices and governing body to likewise observe his measures for quality and having Starbucks hold its â€Å"soul†. His pioneer

Recidivism Rate among Youth in the Juvenile Justice System - Free Essay Example

As our society continues to grow, so does the amount of youths who become involved in the Juvenile Justice System. It has become something that Americans are all too familiar with. Youth involved with the juvenile justice system often have substance abuse problems along with many other problems that include: mental health disorders, gang affiliation, poverty and much more. We know that while experimenting with drugs and alcohol could be a rite of passage from adolescence into early adulthood, it also could be a start of a path more and more teens are experiencing today (Broderick, 2012). The media tends to often cover news about all the negative things the youth are doing instead of focusing on how our society and the criminal justice system could work with youth to decrease recidivism and increase rehabilitation. This paper will cover the following topics: issues with the criminal justice system, why it has become a social justice issue, implications for micro, mezzo, macro practice, and reflections on my thoughts and feelings about this issue. Substance use disorder among Americas youth are national problem with tremendous consequences. It appears our society focuses more on the consequences than treatment but as time continues to pass and statistics show that treatment for youth outweigh the benefits than locking up a child in jail. Recidivism is a big problem that we face with our trouble youth. Recidivism is primarily known as when one person convicted of a criminal act get release from jail and then reoffends. We all know that high recidivism rate would mean more youths being placed in the juvenile justice system until they reach the age of 19. By everyone coming together, we could develop more programs that would help reduce the recidivism rate. This would have to mean instead of building or opening more correctional facilities, we focus our attention on facilities that handle substance abuse and/or co-occurring disorders. This could be anything from a youth with a diagnosis of conduct disorder that suffers from alcoh ol abuse to a youth who suffers from Post-Traumatic Stress Disorder that copes with this by using marijuana. What makes this a social justice issue is because it takes money, time, parents, counselors, and the state to all come together as a team and figure around the cost of opening these facilities and running them. Another social justice issue is that the correctional facilities are becoming more and more overcrowded which in turn, takes away from actual treatment that the youth may need to receive because they are spending most of the time trying to watch the youth in the facilities. On average, 23.5 million people over 12 need treatment for drug or alcohol abuse each year (NIDA, 2018). Studies have shown that treatment reduces drug-related crimes about 15 times more than incarceration. In 2005, a study of arrests that underwent drug treatment showed that 52% of those who did not enter treatment were rearrested but only 22% of those who completed treatment were rearrested (NIDA, 2018). When you become a social worker, you usually tend to divide your practice into three various categories: Macro, Mezzo, and Micro. Macro level social work is interventions provided on a large scale that affect the entire community and system of care (Erreger, 2014). To start at the Macro level is to decrease the recidivism rate among our youth. We could lobby within our court systems to allow the youth to enter a treatment center instead of sentencing them to several months in the juvenile justice department. I know sometimes this requires money that families do not have. If we could educate our communities about the different organization like The National Council on Alcoholism and Drug Dependence (NCADD) and Substance Abuse and Mental Health Services Administration, this could help us to lobby and provide data on why treatment is better than jail. Mezzo works on an intermediate scale, involving neighborhoods, institutions or other smaller groups (Erreger, 2014). If we want to make a difference on a Mezzo level then we could include our community with free workshops and training that provide information on teens and substance abuse. Our book talks about development of the Recovery Community Centers where the healing takes place within the community over a long-term period (Davis Wormer, 2018). Micro social work is the most widespread practice and it happens directly with the individual client and/or family (Erreger, 2014). As with everything else, it is always best to try and start at the source of the problem. In this case, this would be with the actual youth and their family. As a social worker, we could help them find an appropriate social service that includes counseling. Youths tend to use some sort of substance because it is easier than dealing with the problem. By providing counseling, we can help reduce the number of youths returning to jail and help them to deal with problems that he/she might be facing that caused them to fall into the world of subst ance use. A good example of this would be As a correctional officer and working in the Criminal Justice System for several years now, my thoughts have not changed about our youth when it comes to substance abuse. I believe we need to start working together as a community and to teach our kids about addiction at an early age. I also believe that being proactive instead of reactive is always the best solution and that we should start with the family system approach. Social workers use this system to work with the whole family because of the view that the illness is in the family dynamics (Davis Wormer, 2018). Now, I am not saying youth use drugs or alcohol because of family but I do believe that family and the environment plays a significant factor in a youth developing a substance. Also, I agree our youth tend to go within the juvenile system before treatment for many assorted reasons that include but not limited to: lack of money, skills, and language to negotiate the treatment systems; illegal status; negative experiences; cultural or religious beliefs that conflict with mainstream treatment centers; and fear of bringing shame to family and friends (Davis Wormer, 2018). Working with the juvenile correctional facility, I see these barriers day in and day out. For example, I know several Hispanics whose family members are illegal immigrants in the United States and therefore when their children went to court they had no support which then led them to Mart, Texas. I have also seen many African American youth who report that they are in jail because they had to step up and be the man of the house and support the family and by selling drugs, allowed them to support their family. I could go on and on with examples of why I feel that the system is failing and by placing our future in jail instead of treatment centers where they could change their life does not seem to be a hard task to accomplish if the necessary support was available. Our youth in the criminal justice system have distinct needs that could either make them re-offend or become productive society members. Treating substance use disorders among juvenile offenders is complicated because of those many distinct needs (Chassin, 2008). In order for the scale to play in our favor of our youth becoming productive then we need to start all the way at the bottom of the level (Micro) to the top (Macro). Since the justice system is the largest referral source for adolescents substance users, the court system must have a clean understanding of substance use, abuse, and dependence, the consequences of substance disorders, along with the latest research as to how to effectively deal with these issues (Broderick, 2012). The focus of this paper was to expand our knowledge on the data surrounding our youth and the criminal justice system with a substance problem to try instead of just focusing on punishment and jail. Areas like prevention, identification and treatment would reduce the amount of youth in the criminal justice system substantially.

Ethical Issues Surrounding the Bp Oil Spill - 1236 Words

Ethical Issues surrounding the BP Oil Spill By: Angela Higgins December 16, 2010 The BP Oil Spill which happened on April 20, 2010, was the largest offshore oil spill in U.S. history releasing approximately 185 million gallons of crude oil into the gulf. This event was the result of a wellhead on the Deepwater Horizon oil drilling platform blowing out in the Gulf of Mexico approximately 40 miles southeast offs the Louisiana coastline. Eleven men working on the oil rig platform were killed and 17 others were injured. People livelihood and the environment were devastated by this event. Ethical dilemma, issues, and facts This incident captivated the world and had tremendous media presence and government involvement, but as†¦show more content†¦The lawsuit also seeks civil penalties under the Clean Water Act. According to The Times-Picayune, â€Å"The lawsuit alleges that safety and operating regulations were violated in the period leading up to April 20.† The lawsuit states that BP failed to keep the Macondo well under control during that period and failed to use the best available and safest drilling technology to monitor the wells conditions. The lawsuit also stated that BP failed to maintain continuous surveillance and maintain its equipment which would have been used to ensure the safety and protection of personnel, equipment, natural resources and the environment. This option has applied the Utilitarian Benefits, the US Government is going to ensure that the greatest benefits for the largest number of people is applied, which in the case is the all the people directly affected by the oil spill. These people are the people who work for the fishing and seafood industries, the tourism industry, restaurants and clubs will be affected by the spill. Also, equally vested are the people who are property owners, renters, and vacationers. Option two has many economical, legal, and ethical dimensions to it. First, if BP decides to take full responsibility for the oil spill, this would mean that are 100% liable for the event. They would have to pay out compensation to all affected stakeholders and repair the environmental impacts that were caused by theShow MoreRelatedThe Legal Issues and Ethical Effects of the Deepwater Horizon Explosion and British Petroleum Oil Spill in the Gulf of Mexico 20101542 Words   |  7 PagesBP Gulf Oil Spill 1 Running Head: BP GULF OIL SPILL The Legal Issues and Ethical Effects of the Deepwater Horizon Explosion and British Petroleum Oil Spill in the Gulf of Mexico 2010 Terry D. Bollman Park University BP Gulf Oil Spill 2 British Petroleum’s Roll in the Gulf Oil Spill This paper will explain some of the effects of three legal issues and three ethical issues surrounding the London-based British Petroleum Company’s involvement in the explosion of the offshore oilRead MoreEssay on Ethics in the Workplace - Bp Oil Spill1729 Words   |  7 PagesEthics in the Workplace Case Study: BP Oil Spill On April 20, 2010 off the Gulf of Mexico, there was a blowout of the Macondo well which is owned by British Petroleum also known as BP. When the blowout took place it got immediate media attention because aspects of the event were known over the world. Within events transpiring it was discovered how limited the resources and reaction to the disaster was going to be. This paper will detail aspects of the event from symptoms of the problem, the rootRead MoreThe Negative Effects Of Human Civilization On The Environment1623 Words   |  7 Pagescarpooling, switching to natural gases instead of coal and oil, and creating laws to reduce carbon emissions in factories and began recycling in order to find new ways to reuse old material. In many ways, the everyday people of the country are putting in their part to help the planet survive and thrive for the generations to come. It should not be an outrageous thought that the large, multimillion dollar corporations monopolizing a good portions of the oil sold in America should do the same. Yet, there haveRead MoreEthics Reflection Paper1094 Words   |  5 PagesEthics Reflection Paper STR/581 July 26, 2010 University of Phoenix Ethics Reflection Paper Before WorldCom and Enron, many organizations unconditionally placed social and ethical responsibility with administrative legal and compliance obligations, regulations and rules. Today, a company’s ethical behavior is vital to the success of the company. Consumers not only expect but demand that a company is visible in their practices and are held accountable for their actions; be it throughRead MoreCorporate Social Responsibility Essay1334 Words   |  6 Pagessociety the company affects. Corporate social responsibility incorporates dimensions of corporate responsibility, and corporate policy which include a company’s policy to hire minority or disabled workers, or taking a stance on social and political issues that benefit the community. The social portion of corporate social responsibility includes corporate charitable business contributions and expands on this common social business practice by invoking corporate social initiatives. For example, asRead MoreBP Deepwater Horizon Oil Spill Essay1912 Words   |  8 PagesBuildup to the BP-Oil Spill The eventual buildup to the BP oil spill started during the Bush Administration. The Bush Administrations oil demand and antigovernment sensibility soiled the Minerals Management Service (MMS), the agency charged with regulating offshore drilling. Vice President Dick Cheney had presided over the weakening of drilling regulations, including the exclusion of remote-shut-off switches which might have prevented the disaster. Soon, MMS was nothing but a shell of its formerRead MoreEthics and the Oil Industry1623 Words   |  7 PagesEthics and the Oil Industry Todd Bosta Monday, November 8, 2010 Does anybody Care? As the US Economy continues to dive, unemployment persists at a level not seen since the Great Depression, and the US Federal Government sees fit to continually bailout big business, it escapes logic why the cost of oil once again, is on the rise. The US oil companies would have us believe it has to do with the Middle East oil producing nations cutting back on production, therefore raisingRead MoreThe BP Oil Spill and Leadership Issues3870 Words   |  16 Pagesï » ¿The BP Oil Spill An Introductory Background - One of the most controversial ecological disasters in recent history focused on multinational British Petroleum and their Gulf of Mexico Operations. The Deepwater Oil Disaster began on April 20, 2010 with an explosion on the Deepwater Horizon Oil platform, killing 11, injuring 17. It was not until July 15th, however, that the leak was stopped by capping the wellhead, after releasing almost 5 million barrels (206 million gallons) of crude oil, or 53,000Read MoreBp—Deepwater Horizon Case Study Ethics1883 Words   |  8 Pages------------------------------------------------- BP—Deepwater Horizon Case Study INT1001 Study Skills Module Reading and Writing Skills—Summative Assignment Done by: Mew Hui Ying ------------------------------------------------- Date: 12 February 2013 ------------------------------------------------- Industry: Oil and Gas ------------------------------------------------- Company: British Petrol Contents Page NoRead MoreEthics and Social Justice1635 Words   |  7 Pagessatisfaction, pleasure among others that all form sentient beings. Therefore, utility can be termed as a form of consequence in that the moral worth of any action is dependent on the actions outcome. The successful implementation and observance of ethical behavior and the promotion of social justice leads to the creation of a harmonious society, one that respects the rights of its members and promotes their well being. According to Bentham, J. (1998) in his â€Å"Utilitarian Theory of Value† in the

Essay Employee Engagement

Question: Write an essay on "Employee engagement (wages and employee performance)". Answer: SECTION 1 Introduction Employees form a primary component of an organization. Enterprises rely most on the expertise of the employees to provide quality goods and services to the consumers. The performance of an employee depends on many factors ranging from the working conditions to compensation packages. It is important for an organization to motivate its workers to keep them focused on achieving the primary objectives. Employee engagement involves the provision of conditions that stimulate all members of an organization to work towards the realization of the primary goals and objectives (Camarinha-Matos Afsarmanesh, 2006). It is a technique of influencing employees to go an extra mile to achieve success. The factors promoting employee engagement include integrity, trust, commitment, and communication between the workers and the employer (Anitha, 2014). Employee engagement is a technique that increases the chances of success in an enterprise (Kraus,Harms Schwarz, 2006). Moreover, employee engagement play s a crucial role in improving individual workers performance (Tims, 2013; Truss et al., 2013). The method utilizes the skills of the employees to promote organizational success. An employee has to understand their role at the place of work to avoid misplacement of ideas and resources. The worker should participate in organizational activities as a team player. Problem Statement Employees are important members of an organization. However, several organizations suffer for failing to involve their employees in organizational programs. For instance, the channels of communication utilized by organizations do not reach out to all the workers. The technological advancements present communication platforms such as the e-mail (Luxton et al. 2011). The conveyance of information through such platforms does not reach out to all the workers in the organization. In addition, there is a low level of interaction among the workers at the workplace. Employers promote the top-down communication at the place of work (Tolbize 2008). Such tendencies discourage innovation because employees cannot share ideas with their colleagues. Aims and Objectives The paper seeks to demonstrate the impact of wages on employee engagement. The study concentrates on discussing wages as a factor that influences the activity of workers at the place of work. Moreover, the research discusses the sustainability of the approach for the employer over the course of employment of an individual. Justification Incidentally, it is useful to conduct studies on employee engagement to determine the desire for organizations to invest in the workers (Rich, Lepine Crawford 2010). The study identifies the primary drivers of employee engagement in an organization. Moreover, the insights from the study are relevant for organizations to appreciate the need for assessing employee engagement. Expected Research Outcome The study intends to influence companies to increase employee engagement. The information gathered from the study should enable organizations to identify opportunities for improving employee engagement in an enterprise. In addition, organizations should use the information gathered in the study to facilitate organizational growth. SECTION 2 Methodology The development of the paper involved a series of studying several kinds of literature to determine the relationship between wages and employee engagement. The studied literature is credible because they are peer reviewed and belong to reputable authors. It was important to compare several pieces of information on the topic to determine the similarity and difference between the studies. The variety in the gathered knowledge demonstrated the importance of wages on employee engagement. The study includes three primary sections with subsections. Literature Review The features determining performance pay in organizations depend on the observed and unobserved characteristics of employee performance (Lemieux, MacLeod Parent, 2007). The authors indicated that employers in the United States pay their workers using bonuses and commissions. The researchers attributed the growing disparities in male wages over time to performance pay. However, firms find it difficult to determine the wages that are equivalent to the contribution of an employee to the success of a firm (Kahn Lange, 2014). A company requires a system that determines the pay of workers according to their productivity. Managers and employers need to compensate the effort of an employee. Accordingly, Boxall and Macky (2009) compared the perceptions of employees in High-Performance Work Systems (HPWS) and those in the low or medium investment in HPWS. The researchers determined that those workers in the High-Performance Work Systems had several features at the place of work. Such characteristics included lower job satisfaction, higher awareness of job pressure, and sentimental commitment. The HPWS benefits both the employer and the employee. An employee gets committed to their duties fully because the organization demonstrates their value through high compensation (Boxall Macky, 2009). On the other hand, the employer gains from the increased productivity because of employees commitment (Dixit Bhati, 2012). According to Osterman (2006), the process of determining wages is an important aspect of managing an organization. The researcher acknowledged that previously, scholars ignored the necessity of determining wages within the firm. They placed much emphasis on the market conditions to determine wages. The determination of wages within the firm is an important aspect of doing business. Currently, the focus on the firm has gained momentum unlike before when much emphasis went to the market-wide contemplations. Therefore, an organization should focus on the internal systems to determine the wage of its workers. Conversely, the ever-changing market dynamics call for flexibility in the systems of an organization and the skills of the employees (Patel, Messersmith Lepak, 2013). It is important for organizations to keep investing in training workers to cope with the emerging market conditions (Dearden, Reed Van Reenen, 2006). Training improves the dynamism of a worker thus enabling the organization to cope with the unpredictable market trends (Aguinis Kraiger, 2009). Training of the employees is crucial especially in companies seeking specific skills of an employee. General training of workers equips them with skills that fit in systems of other companies within the industry (Harcourt Wood, 2007; Aguinis Kraiger, 2009). Therefore, a firm risks training an employee for the competitor. On the other hand, firm-specific training equips the worker with skills that are only applicable to the operations in the current firm. Correspondingly, the wage bracket is among the factors that contribute to the motivation of an employee. Employees are likely to get discouraged in the event of realizing a co-worker with similar responsibilities earns a higher wage (Englmaier, Strasser Winter 2014; Munnell, 2007). In an organization, the wage structure should be comprehensive enough to cover the different levels of hierarchy. According to Gchter and Thni (2010), a reduction in the wage of a worker results in reduced productivity. However, such a reduction involving one employee in the firm does not affect the entire workforce. Incidentally, money is functions as an agent of motivation. The motivation of an employee occurs through different processes including monetary value (Kuvaas, 2006). The workers derive happiness from the salaries they earn. An increase in salaries registers a positive impact on the productivity of an organization. An employee is likely to keep working harder in a position that attracts a higher salary. The increase in wages promotes encourages commitment among workers because they want to retain the trust of the employer and positions of operation (Kalleberg, 2009). High wages are likely to encourage a worker to devote more time for the activities of the organization (Kuvaas, 2006). There is a tendency of people associating higher salaries to job security. Highly paid workers have a feeling of job security and decide to settle in the organization thus promoting productivity. Parenthetically, an organization consists of the living and non-living components. The living part of an organization ensures the utilization of the non-living elements. Human capital is a living component in the life of a business (Sule et al., 2015). Employees formulate policies and implement them according to the specifications of the organization. The operative works to achieve the objectives set by the employer. The commitment of a staff member deserves recognition because they contribute towards the profit margins (Kalleberg, 2009). Compensation of the members of staff is an obligation of the employer. The production of goods and services depends on the availability of qualified personnel. Therefore, there is no production of goods and services in the absence of human capital. SECTION 3 Discussion Incidentally, the efforts of rewarding performance through wages should be flexible depending on the market situation. The employer should appreciate the complexity of the process of measuring and rewarding employees (Lemieux et al., 2007). There exist different rating systems between the performance pay jobs and other jobs in the United States of America. The tendency started in the 1970s and has continued until today where there are inequalities between wages of performance pay jobs and other forms of employment. The increase in performance pay jobs is the primary factor causing wage inequality in the US (Lemieux, 2008). The scholars insisted that the workers who receive payment for the effort towards success in an organization rarely belong to a workers union. Conversely, employers should utilize different methods in determining the value of an employee and reimbursing fully. Firstly, the employer should consider evaluating the needs of a job during the determination of wages. Evaluation of the needs of a job allows the management to identify the wage that is compatible with the job value(Lemieux et al., 2007). Such a system involves fixing compensation before recruiting an employee. The organization has an existing payment system according to the importance of the role. Since the compensation is directly proportional to the features of the job, the human resource department sources for the most qualified person to take up a role. It is important to find an employee whose qualifications and expertise fit into the job requirements. Similarly, employers can opt for another system of compensation where the reward depends on the productivity of a worker (Lemieux et al., 2007). In this case, the employer compensates the employees contribution to high productivity rather than the requirements of the job. Therefore, an employee has a basic pay that reflects the value of the job and additional compensation taking care of the achievement. Such a compensation system motivates employees to work extra hard to realize the targets at their roles. The system has the potential of affecting the workers contribution to an organization positively. Conversely, Boxall and Macky(2009) insisted that an organization can only improve productivity if its workers demonstrate greater effort and behavioral attributes to assist the company succeeds. Employees commitment to the process of working to realize the objectives of an organization is a crucial component of success. The employer benefits when the worker if committed fully to their roles and responsibilities. The employees feel the impact of the HPWS directly in an organization. However, research has not taken an interest in determining the effects of the HPWS on an employee in a firm. Accordingly, HPWS includes a series of techniques utilized be an organization to realize high performance (Messersmith et al., 2011). Employers use different innovative measures to improve the productivity of the workers to retain a competitive advantage over their competitors. The relevant Human Resource policies that promote the HPWS include conditional pay systems, employee involvement initiatives, and job security (Boxall Macky, 2009). However, the scholars criticized the approach of the previous research on the importance of the HPWS. The scholars claimed that the studies considered employees as objects in the systems that conform to the conditions of the workplace. According to Boxall and Macky(2009), the people at the place of work have the ability to change the conditions of the workplace. Employees are active components of an organization who are likely to instigate organizational changes. Moreover, the scholars pointed out that there is a possibility that improvements in an organization's performance result from the intensification of work. Boxall and Macky(2009) acknowledged the role of higher job satisfaction in the success of an organization. Incidentally, the indicators of the contribution of the HPWS in an organization include improved quality of work, increased pay, and constructive psychological inferences (Boxall Macky, 2009). Such contributions have the potential of elevating the general performance of an enterprise. Evidently, HPWS can result in high productivity if they are integrated into the management system carefully. The employee is the source of energy in facilitating productivity. Therefore, investment in the worker indicates the desire to increase production in an organization. In his study, Osterman (2006) demonstrated the effects of wages in the manufacturing industry. The study indicated that Higher Performance Work Organizations (HPWO) translated into high wages in the blue collar jobs. The situation was different in employment opportunities requiring high skilled labor force. For instance, the computer-based technologies had higher wages due to the gains in productivity and the value of skill and technology. The skills for the white collar jobs are rated highly and the employees in those areas of employment receive higher wages compared to employees in the blue collar industry. Moreover, the HPWO systems played a significant role in increasing the wages of top organizational leadership. It is important to indicate that the researcher did not link the HPWO-related wages to the higher wage inequality among the employees. Incidentally, an employee loses the skills acquired through firm-specific training when they leave the organization (Dearden, Reed Van Reenen 2006). Training of the employees in firm-specific skills is a method of reducing employee turnover. The tendency of training employees indicates the firms commitment to the developing the careers of its employees (Gong 2009). It is an indicator that the organization values an individual as part of their team. Companies have the tendency of taking care of the cost of preparation in the general training category. On the other hand, a firm pays part of the training cost when the teaching is specific to the enterprise. The factor that promotes the ability of a firm to pay for the general training is the slow steady increase in wages during the training. Therefore, the company has enough resources to direct towards the training exercise. In such a case, the training contributes to the productivity of employees more than the wages thus availing reso urces to the company to invest in training. Accordingly, training plays a significant role in determining the wage structure of an organization. Training improves the skills of an employee thus translating into higher productivity. The productivity of the employee has a positive impact on the profit margin and determines the wage structure of a company. Therefore, training is a primary component of both wage determination and employee engagement. Since training has the potential of reducing employee turnover, the organization benefits more in the long-term. Evidently, the study indicated that training translates into increased performance. In this case, training is a crucial component in ensuring employee engagement. Conversely, harmonization of wages within an enterprise is crucial to success (Milln et al., 2013). It is necessary for a company to determine the compensation package of the employees without biases. The involvement of an employee in the activities of an organization depends on their happiness. The tendency of unjust payment of wages in an organization contributes to the reduction in morale, high employee turnover, absenteeism, and low productivity. Therefore, the wage structure should not demonstrate biases towards its employees. The employee is an important stakeholder in an organization. Absenteeism, for example, affects the flow of activities because the supervisor has to allocate the roles of the absent employee to other workers in the organization. The present employees perform extra responsibilities, which might result in low productivity. Correspondingly, wages are crucial in determining the happiness of an employee. The level of commitment depends on the state of mind of an employee. There is a tendency of employees committing their services to employers who pay the desired wages. It is important for an organization to improve the compensation packages periodically. Workers normally seek the intervention of trade unions to facilitate their fight for better salaries and improved working conditions. In many cases, strikes and demonstrations seek to have the employer paying a higher salary. Trade unions negotiate with employers on the behalf of their employees for attractive wages. Such actions demonstrate that money is an aspect that determines the happiness of an employee. Accordingly, well-paid employees recognize their value for an organization (Brickson Akinlade, 2015). Such a feeling motivates the employee to perform to their full potential because the firm compensates their services fully. On the other hand, those workers earning minimum wages get discouraged at continuing in their roles in a company. Workers desire the employer to compensate their services. Once the employer fails to provide the desired payments, some workers seek greener pastures elsewhere. Well-paid workers remain to perform their duties according to the expectations of the firm (Hong et al., 2012). Such employees are unlikely to seek similar job opportunities. Subsequently, the employer should pay wages and salaries to compensate the services of its human capital (Sule et al. 2015). The employer gains profits from the efforts of the workforces and is obligated to satisfy the financial need of the workers through payment of salaries and wages. Moreover, motivation affects the extent of an organization achieving its objectives. Highly motivated employees take put much effort in realizing the objectives of a company (Hong et al., 2012). The scenario created by motivation challenges employers to maintain the traditions of rewarding good performers. Motivation influences performance thus a firm must find methods of sustaining it to retain higher achievers. Conclusion Many factors affect the productivity of an employee in an organization. An employee seeks to work in a firm that values their skills and compensate fully. Organizations all over the globe employ different systems to influence the performance of employees. The call for higher wages occurs because money affects the happiness of a member of staff. Well-compensated workers are happy and remain committed to their duties. Organizations that pay attractive wages experience less employee turnover thus retain their competitive advantage. Low wages discourage the employee from utilizing their full potential while in service. Also, it instigates the intention of an employee to leave the organization. Different factors determine the salary and wages of a member of staff; however, a firm has an obligation to pay a value that is equivalent to the services of the employee. Employees are a primary element in a company because they facilitate the production of quality goods and services. The level of employee engagement determines the extent of success in a company. Reference Aguinis, H. and Kraiger, K., 2009. Benefits of training and development for individuals and teams, organizations, and society. Annual review of psychology, 60, pp.451-474. Anitha, J., 2014. Determinants of employee engagement and their impact on employee performance. International Journal of Productivity and Performance Management, 63(3), pp.308 - 323 Boxall, P. and Macky, K., 2009. Research and theory on high performance work systems: progressing the high involvement stream. Human Resource Management Journal, 19(1), pp.3-23. Brickson, S.L. Akinlade, D., 2015. Organizations as internal value creators: toward a typology of value and a process model of doing organizational identity. Work. Pap., Dep. Manag. Studies, Univ. Ill. Chicago. Camarinha-Matos, L.M. and Afsarmanesh, H., 2006. Collaborative networks: Value creation in a knowledge society. Knowledge enterprise, IFIP, 207, pp.26-40. Dearden, L., Reed, H. and Van Reenen, J., 2006. The impact of training on productivity and wages: Evidence from British panel data. Oxford bulletin of economics and statistics, 68(4), pp.397-421. Dixit, V. Bhati, M., 2012. A study about employee commitment and its impact on sustained productivity in Indian auto-component industry. European Journal of Business and Social Sciences, 1(6), pp.34-51. Englmaier, F., Strasser, S. and Winter, J., 2014. Worker characteristics and wage differentials: Evidence from a gift-exchange experiment. Journal of Economic Behavior Organization, 97, pp.185-203. Gchter, S. and Thni, C., 2010. Social comparison and performance: Experimental evidence on the fair wageeffort hypothesis. Journal of Economic Behavior Organization, 76(3), pp.531-543. Gong, Y., Law, K.S., Chang, S. and Xin, K.R., 2009. Human resources management and firm performance: The differential role of managerial affective and continuance commitment. Journal of Applied Psychology, 94(1), p.263. Harcourt, M. and Wood, G., 2007.The importance of employment protection for skill development in coordinated market economies.European journal of industrial relations, 13(2), pp.141-159. Hong, E.N.C., Hao, L.Z., Kumar, R., Ramendran, C. and Kadiresan, V., 2012. An effectiveness of human resource management practices on employee retention in institute of higher learning: A regression analysis. International journal of business research and management, 3(2), pp.60-79. Kahn, L.B. and Lange, F., 2014. Employer learning, productivity, and the earnings distribution: Evidence from performance measures. The Review of Economic Studies, 81(4), pp.1575-1613. Kalleberg, A.L., 2009. Precarious work, insecure workers: Employment relations in transition. American sociological review, 74(1), pp.1-22. Kraus, S., Harms, R. and Schwarz, E.J., 2006. Strategic planning in smaller enterprises-new empirical findings.Management Research News, 29(6), pp.334-344. Kuvaas, B., 2006. Work performance, affective commitment, and work motivation: the roles of pay administration and pay level. Journal of Organizational Behavior, 27(3), pp.365-385. Lemieux, T., 2008.The changing nature of wage inequality.Journal of Population Economics, 21(1), pp.21-48. Lemieux, T., MacLeod, W.B. and Parent, D., 2007.Performance pay and wage inequality. Luxton, D.D., McCann, R.A., Bush, N.E., Mishkind, M.C. and Reger, G.M., 2011. mHealth for mental health: Integrating smartphone technology in behavioral healthcare. Professional Psychology: Research and Practice, 42(6), p.505. Messersmith, J.G., Patel, P.C., Lepak, D.P. and Gould-Williams, J.S., 2011. Unlocking the black box: exploring the link between high-performance work systems and performance. Journal of Applied Psychology, 96(6), p.1105. Milln, J.M., Hessels, J., Thurik, R. and Aguado, R., 2013. Determinants of job satisfaction: a European comparison of self-employed and paid employees. Small business economics, 40(3), pp.651-670. Munnell, A.H., Golub-Sass, F., Soto, M. and Vitagliano, F., 2007. Why are healthy employers freezing their pensions?. Journal of Pension Benefits, 14(4), p.3. Osterman, P., 2006. The wage effects of high performance work organization in manufacturing. Industrial Labor Relations Review, 59(2), pp.187-204. Patel, P.C., Messersmith, J.G. and Lepak, D.P., 2013. Walking the tightrope: An assessment of the relationship between high-performance work systems and organizational ambidexterity. Academy of Management Journal, 56(5), pp.1420-1442. Rich, B.L., Lepine, J.A. and Crawford, E.R., 2010. Job engagement: Antecedents and effects on job performance. Academy of management journal, 53(3), pp.617-635. Sule, O.E., Amuni, S.I., Obasan, K.A. and Banjo, H.A., 2015. Wages and salaries as a motivational tool for enhancing organizational performance.a survey of selected Nigerian workplace. EuroEconomica, 34(1). Tims, M., Bakker, A.B., Derks, D. and van Rhenen, W., 2013. Job crafting at the team and individual level: Implications for work engagement and performance. Group Organization Management, p.1059601113492421. Tolbize, A., 2008. Generational differences in the workplace. Research and training center of community living, 19, pp.1-13. Truss, C., Shantz, A., Soane, E., Alfes, K. and Delbridge, R., 2013. Employee engagement, organisational performance and individual well-being: exploring the evidence, developing the theory. The International Journal of Human Resource Management, 24(14), pp.2657-2669.

People Have Very Different Reasons On Why Going To College And Getting

People have very different reasons on why going to college and getting an education is important for them. Some people go to college because that is what is expected of them, and others go because they have nothing else better to do. However, I am interested in going to college and obtaining a good education because it will benefit my family, my country, and me. My parents have this perfect life for me pictured in their heads, and the first thing they see me doing is going to college. They expect the best of me, and so by going to college, I will not only have fulfilled their goals for me, but I will have accomplished one of the goals I have set for myself. In our culture, when parents come to the age where they can't support themselves, it is the duty of the children to look after them. We don't just throw our elders into retirement homes and visit them twice every year. We are expected to meet their wants and needs, and that will not be possible without a good education, which will then lead to a good job. As you know, a college education is good for each individual, but not only that, it is good for the country. As a college education becomes more obtainable through the use of financial aid, our country benefits the most. We are the future businessmen and women of America, and through our knowledge, the country will grow. The education we get today will help us prosper in the future, and the more we expand our horizons, the more the economy will increase. If students are denied an education because they don't have the means to pay for college, then they are deprived of accomplishing their goals and reaching their fullest potential. In the words of Michael Jackson, "The dream we were conceived in will reveal a joyful face, and the world we once believed in will shine again in grace." With the students of today being educated, the people of tomorrow will prosper. Now that I've explained how my going to college is good for everyone else, I must explain why it is best for me. My dreams and aspirations are to be so successful that I am not dependent on anyone else. Ever since I was a little girl, I have wanted to be someone with power. To obtain power, I have to first obtain the knowledge, and to do that, I need to go to college. I have seen people become too dependent on others, and if anything upsets that relationship, the dependent one just crumbles. I don't want that happening to me, so I plan to study hard, make good grades, and be a top executive in a big firm. For me to accomplish that, I will need financial assistance, because my family isn't affluent enough to send three kids to college at the same time. Going to college has been a dream of mine since I can remember, and so I will try whatever it takes to make it there. Getting the financial assistance I need will make things easier for my family and I, so I am applying to many scholarships with the hopes that one of them will come through for me. I don't give up hope, and with the help of God, I will make it to college, and I will graduate and go on to bigger and better things.