Genre Analysis

Genre Analysis The musical film has always held a special place for me. From my time as a drama student in high school, my eyes have been opened to the amazing world of the musical and especially the musical film. The musical film is a film genre in which the characters sing songs that are integrated into the overall story. Since musicals first began in theaters, musical films usually contain similar elements. These elements often simulate that there is a live audience watching. In a sense, the film viewers become the audience members, at a theater production, as the actor performs directly to them.Due to the popularity of musicals in the theater, the style was quickly brought over into film. In 1927, the musical film genre began with the accompaniment of the first film talkie, The Jazz Singer. While popularity for this genre has fluctuated over the years, it nevertheless has succeeded in becoming a staple in films. Throughout this paper, I will explore what is a film in the musical genre and why it has such a lasting effect through the examination of three considered, classic musical films of their eras. The three films that will be examined are Singin’ in the Rain, Grease, and Rent.These three movies are considered some of the top musicals of their time. Singin' in the Rain is a 1952 musical comedy film starring Gene Kelly, Donald O'Connor and Debbie Reynolds. This film is a comic portrayal of Hollywood’s transition from silent films to talkies in the late 1920s. It is now frequently described by critics as one of the best musicals ever, and it continually tops on the AFI's 100 Years of Musicals list. Next, Grease is a 1978 musical film starring John Travolta and Olivia Newton-John as two students in a 1950s high school.This is a story of the trials and tribulations of the teenagers are that era. Grease was considered as one of the best films of 1978. Lastly, Rent is a 2005 musical drama film about the depictions of the lives of several Bohemian s squatting in the East Village of New York City from 1989 to 1990 and their struggles with sexual preference, drugs, and AIDS. The film was nominated for a number of awards, including a GLAAD Media Award for Best Picture Musical/Comedy. They may seem quite different on the surface; however, the similarities they do have in common are mainly due to the genre they share.This is shown by the use of music, production design, and film techniques. The use of music is a key to determining if a film is in the musical genre. Not only are songs used to further the story along in a musical, but they also have the ability to put the audience in the emotional state of the character singing. Song has always been used as a good conductor for emotional understanding. For example, during the song â€Å"You Were Meant for Me† in Singin’ in the Rain, Don Lockwood is able to confess his love to Kathy Selden in a way that feels magical and shows a connection between the two would be lover s.Also, the song â€Å"There Are Worse Things I Could Do† in Grease is able to betray the emotional depth of the character Rizzo’s fear, shame, and anger. At the time this film came out, topics such as teen pregnancy were not generally presented in films. By having this character sing her issue, the audiences, who may have dismissed her outright for her actions, are able to sympathize with her plight. Moreover, in Rent, the song â€Å"I'll Cover You† by Angel and Collins allow the viewer to get caught up in this young couple's relationship without having to worry or even consider that this is a gay couple.Therefore, it is obvious that the power of song is one of greatest attributes that the musical genre has to offer. Music has a tendency to touch a person more than mere words, which might be the reason why musicals do, too. Another item that films in the musical genre share in common is production design. Production design is the creation and organization of th e physical world surrounding a film by the use of lighting, staging, and set design. Musicals share many similarities in their production design. For instance, many musicals from the past and present use elaborate production numbers.A production number is a specialty routine, usually performed by the entire cast consisting of musicians, singers, and dancers of a musical with the use of grand set pieces. All the films being discussed here have, at least, one production number in them. Singin’ in the Rain has Gene Kelly's legendary performance in the rain. The ending of Grease features a carnival with several song and dance numbers. The beginning of Rent showcases a beautiful New York block back lot, surrounded with flaming debris. Also, since musicals had their start in the theaters, many lighting choices have theater-like qualities, such as the spotlight.All three films use a spotlight to highlight their actors. Rent and Singin’ in the Rain, use it to emphasize the the ater and movie qualities of their film; while Grease uses the spotlight to portray a beginning of a dream sequence. Many musicals, even the grittier ones, have a sense of grandeur to them that can be seen in the production design. One can say grandeur has always been a calling card for musicals. Once musicals made the transition to film, a number of film techniques have been used repeatedly. First of all, many musicals use the technique of creating lines of movement from background to foreground to foster an illusion of depth.Singin’ in the Rain presents a line of beautiful women in tremendous outfits, in the background, during the â€Å"Beautiful Girl† song. The balcony scene in Rent and the carnival scene in Grease provide the same sense of an illusion of depth. In addition, the use of ellipsis, an omission of time to that separates one shot from another, allows films, such as these, to show a long progression of time quickly. The stories of these films take place ov er a matter of months like Singin’ in the Rain, a school term like Grease, or a full year like Rent. Since all that time cannot be shot, ellipses are used.Another technique, which is commonly used, is the fadeout. Since several of the song and dance scenes are basically vignettes, a fadeout is typically a good transition or ending. Grease uses it at the end of Beauty School Dropout, and the other films use it at the end of their films. Furthermore, the long shot, also known as the full-body shot, is used frequently in musicals to allow the audience to see the dexterity of the actors. The scenes like the ballet in Singin’ in the Rain, the hand jive in Grease, and the tango in Rent, must be shown with such shots to enhance their performances.Hence, while the feel of a musical can differ from one to another, the general format tends to follow a set path that one allows the viewer a measure of comfort. In conclusion, the genre of the musical has had a long standing in film for many years. From mere comedy to critiques on our society, the musical has taken many forms. For some reason, our society allows one to express their point of view through a musical to a mass audience. Such musicals as Hair, Tommy, and even Rent would not have been shown if not in musical form.The use of song and dance has always been a factor in any civilization from the rituals to entertainment. It is said that music soothes the savage beast, but music also allows the viewers of musicals to almost experience movie firsthand. One can easily get caught up in the songs of the musical. Have you ever caught yourself singing the songs after the show? That is a sign of an excellent musical. Whether it is live or on a screen, I receive so much enjoyment out of watching a musical. I hope the same can be said about you.

Danone and Wahaha Case

The main causes of conflict seem to derive from different attitudes towards key issues in the formation and operation of the joint venture, suggesting major differences in business culture and expectations as to how business should and is being conducted. The first and main problem described in the case study revolves around the ownership structure and the control over the JV. It seems that the Chinese Wahaha expectations were that their 49% of the JV meant full control, as the other 51% were split half-half between Danone and Peregrine through the Singapore registered Jinjia. Danone later took over Peregrne’s part essentially gaining the 51% of the JV and theoretically gaining effective control of the JV. This was not received well by the Chinese partner and later by the Chinese public which interpreted the move as a takeover, resulting in a JV based on distrust and hostility between the partners. Another source of conflict was due to the management structure agreed upon. Effective control of daily operations was handed to Zong and Wahaha, as the local China experts, while the only involvement Danone had was through the board of directors. It seemed Danone was attempting to empower the local partner and was not fully aware of the potential implications. This led to dissatisfaction on both sides, as Danone felt it knows very little in actual JV operations while Zong was feeling that Danone has left him to do all the hard work, only expecting to rip off the benefits of his efforts with little to no contribution.

Shadow Kiss Chapter 7

SEVEN WHEN THE FIRST WARNING for curfew came around, the Moroi packed their things up. Adrian took off right away, but Lissa and Christian took their time walking back to the dorm. They held hands and kept their heads close together, whispering about something that I could have â€Å"spied† on if I'd gone inside Lissa's head. They were still outraged over the Victor news. I gave them their privacy and kept my distance, scouting while Eddie walked off to their side. Since there were more Moroi than dhampirs on campus, the Moroi actually had two side-by-side dorms. Lissa and Christian lived in different ones. The two of them stopped when they came to the spot outside the buildings where the path through the quad split. They kissed goodbye, and I did my best to do the guardian seeing-without-actually-seeing thing. Lissa called goodbye to me and then headed off to her dorm with Eddie. I followed Christian to his. If I'd been guarding Adrian or someone like him, I would probably have had to put up with sexual jokes about us sleeping near each other for the next six weeks. But Christian treated me in the casual, brusque way one might a sister. He cleared a spot on the floor for me, and by the time he returned from brushing his teeth, I'd made myself a cozy bed out of blankets. He flipped off the lights and climbed into his own bed. After several quiet moments, I asked, â€Å"Christian?† â€Å"This is the time when we sleep, Rose.† I yawned. â€Å"Believe me, I want that too. But I have a question.† â€Å"Is it about Victor? Because I need to sleep, and that's just going to piss me off again.† â€Å"No, it's about something else.† â€Å"Okay, shoot.† â€Å"Why didn't you make fun of me over what happened with Stan? Everyone else is trying to figure out if I messed up or did it on purpose. Lissa gave me a hard time. Adrian did a little. And the guardians †¦ well, never mind about them. But you didn't say anything. I figured you'd be the first one with a snappy comment.† More silence fell, and I hoped he was thinking about his answer and not falling asleep. â€Å"There was no point in giving you a hard time,† he said at last. â€Å"I know you didn't do it on purpose.† â€Å"Why not? I mean, not that I'm contradicting you – because I didn't do it on purpose – but why are you so sure?† â€Å"Because of our conversation in culinary science. And because of the way you are. I saw you in Spokane. Anyone who did what you did to save us †¦ well, you wouldn't do something childish like this.† â€Å"Wow. Thanks. I †¦ well, that means a lot.† Christian believed me when no one else did. â€Å"You're like the first person who actually believes I just messed up without any ulterior motives.† â€Å"Well,† he said, â€Å"I don't believe that either.† â€Å"Believe what? That I messed up? Why not?† â€Å"Weren't you just listening? I saw you in Spokane. Someone like you doesn't mess up or freeze.† I started to give him the same line I'd given the guardians, that killing Strigoi didn't make me invincible, but he cut me off: â€Å"Plus, I saw your face out there.† â€Å"Out†¦ on the quad?† â€Å"Yeah.† Several more quiet moments passed. â€Å"I don't know what happened, but the way you looked †¦ that wasn't the look of someone trying to get back at a person. It wasn't the look of someone blanking out at Alto's attack either. It was something different†¦. I don't know. But you were completely consumed by something else – and honestly? Your expression? Kind of scary.† â€Å"Yet†¦you aren't giving me a hard time over that either.† â€Å"Not my business. If it was big enough to take you over like that, then it must be serious. But if push comes to shove, I feel safe with you, Rose. I know you'd protect me if there was really a Strigoi there.† He yawned. â€Å"Okay. Now that I've bared my soul, can we please go to bed? Maybe you don't need beauty sleep, but some of us aren't that lucky.† I let him sleep and soon gave into exhaustion myself. I'd had a long day and was still short on rest from the previous night. Once heavily asleep, I began to dream. As I did, I felt the telltale signs of one of Adrian's contrived dreams. â€Å"Oh no,† I groaned. I stood in a garden in the middle of summer. The air was heavy and humid, and sunshine beat down on me in golden waves. Flowers of every color bloomed around me, and the air was heavy with the scent of lilacs and roses. Bees and butterflies danced from blossom to blossom. I wore jeans and a linen tank top. My nazar, a small blue eye made of glass that allegedly warded off evil, hung around my neck. I also wore a beaded bracelet with a cross, called a chotki, on my wrist. It was a Dragomir heirloom Lissa had given me. I rarely wore jewelry in my daily duties, but it always showed up in these dreams. â€Å"Where are you?† I called. â€Å"I know you're here.† Adrian stepped around from behind an apple tree that was thick with pink and white flowers. He wore jeans – something I'd never seen him in before. They looked good and were undoubtedly a designer brand. A dark green cotton T-shirt – also very simple – covered his upper body, and the sunlight brought out highlights of gold and chestnut in his brown hair. â€Å"I told you to stay out of my dreams,† I said, putting my hands on my hips. He gave me his lazy smile. â€Å"But how else are we supposed to talk? You didn't seem very friendly earlier.† â€Å"Maybe if you didn't use compulsion on people, you'd have more friends.† â€Å"I had to save you from yourself. Your aura was like a storm cloud.† â€Å"Okay, for once, can we please not talk about auras and my impending doom?† The look in his eyes told me he was actually really interested in that, but he let it go. â€Å"Okay. We can talk about other things.† â€Å"But I don't want to talk at all! I want to sleep.† â€Å"You are sleeping.† Adrian smiled and walked over to study a flowering vine that was winding up a post. It had orange and yellow flowers shaped like trumpets. He gently ran his fingers over one of the flowers' edges. â€Å"This was my grandmother's garden.† â€Å"Great,† I said, making myself comfortable against the apple tree. It looked like we could be here for a while. â€Å"Now I get to hear your family history.† â€Å"Hey she was a cool lady.† â€Å"I'm sure she was. Can I go yet?† His eyes were still on the vine's blossoms. â€Å"You shouldn't knock Moroi family trees. You don't know anything about your father. For all you know, we could be related.† â€Å"Would that mean you'd leave me alone?† Strolling back over to me, he switched subjects as though there'd been no interruption. â€Å"Nah, don't worry. I think we come from different trees. Isn't your dad some Turkish guy anyway?† â€Å"Yeah, according to my – Hey, are you staring at my chest?† He was studying me closely, but his eyes were no longer on my face. I crossed my arms over my chest and glared. â€Å"I'm staring at your shirt,† he said. â€Å"The color is all wrong.† Reaching out, he touched the strap. Like ink spreading across paper, the ivory fabric turned the same shade of rich indigo as the vine's blossoms. He narrowed his eyes like an expert artist studying his work. â€Å"How'd you do that?† I exclaimed. â€Å"It's my dream. Hmm. You're not a blue person. Well, at least not in the color sense. Let's try this.† The blue lit up into a brilliant crimson. â€Å"Yes, that's it. Red's your color. Red like a rose, like a sweet, sweet Rose.† â€Å"Oh man,† I said. â€Å"I didn't know you could kick into crazy mode even in dreams.† He never got as dark and depressed as Lissa had last year, but spirit definitely made him weird sometimes. He stepped back and threw his arms out. â€Å"I'm always crazy around you, Rose. Here, I'm going to write an impromptu poem for you.† He tipped his head back and shouted to the sky: â€Å"Rose is in red But never in blue Sharp as a thorn Fights like one too.† Adrian dropped his arms and looked at me expectantly. â€Å"How can a thorn fight?† I asked. He shook his head. â€Å"Art doesn't have to make sense, little dhampir. Besides, I'm supposed to be crazy, right?† â€Å"Not the craziest I've ever seen.† â€Å"Well,† he said, pacing over to study some hydrangeas, â€Å"I'll work on that.† I started to ask again about when I could go â€Å"back† to sleep, but our exchange brought something to my mind. â€Å"Adrian †¦ how do you know if you're crazy or not?† He turned from the flowers, a smile on his face. I could tell he was about to make a joke, but then he looked at me more closely. The smile faded, and he turned unusually serious. â€Å"Do you think you're crazy?† he asked. â€Å"I don't know,† I said, looking down at the ground. I was barefoot, and sharp blades of grass tickled my feet. â€Å"I've been †¦ seeing things.† â€Å"People who are crazy rarely question whether they're crazy,† he said wisely. I sighed and looked back up at him. â€Å"That doesn't really help me.† He walked back over to me and rested a hand on my shoulder. â€Å"I don't think you're crazy, Rose. I think you've been through a lot, though.† I frowned. â€Å"What's that mean?† â€Å"It means I don't think you're crazy.† â€Å"Thanks. That clears things up. You know, these dreams are really starting to bug me.† â€Å"Lissa doesn't mind them,† he said. â€Å"You visit hers too? Do you seriously have no boundaries?† â€Å"Nah, hers are instructional. She wants to learn how to do this.† â€Å"Great. So I'm just the lucky one who gets to put up with your sexual harassment.† He actually looked hurt. â€Å"I really wish you wouldn't act like I'm evil incarnate.† â€Å"Sorry. I just haven't had much reason to believe you can do anything useful.† â€Å"Right. As opposed to your cradle-robbing mentor. I don't really see you making much progress with him.† I took a step back and narrowed my eyes. â€Å"Leave Dimitri out of this.† â€Å"I will when you stop acting like he's perfect. Correct me if I'm wrong, but he's one of the people who hid the trial from you, right?† I looked away. â€Å"That's not important right now. Besides, he had his reasons.† â€Å"Yeah, which apparently didn't involve being open with you or fighting to get you there. Whereas me†¦Ã¢â‚¬  He shrugged. â€Å"I could get you into the trial.† â€Å"You?† I asked with a harsh laugh. â€Å"How are you going to pull that off? Have a smoke break with the judge? Use compulsion on the queen and half the royals at court?† â€Å"You shouldn't be so quick to slam people who can help you. Just wait.† He placed a light kiss on my forehead that I tried to wiggle away from. â€Å"But for now, go get some rest.† The garden faded, and I fell back into the normal blackness of sleep.

Sociology Essay Example | Topics and Well Written Essays - 1000 words - 20

Sociology - Essay Example When broken by age, data collected and compared shows increase for the 18-24 population, decrease for 45-64 group, with 25-44 and 65 or older groups showing no significant change. Regionally, people in the Midwest are more likely to participate in elections than people from other regions. At the same time, Midwest region also saw a decrease in voter numbers, together with the Northeast. The only increase in voters was recorded in the South, with West recording unchanged rates. The Bureau, also collected responses from voters that did not participate and voted and four main reasons for that were- schedule or people being too busy to go to polling places, ill, disabled or having family emergency, 13% believed that their vote would not make a difference and, finally, a similar percentage just did not like the candidates or campaign issues. For the purpose of this paper I have selected to interview my high school Social Studies teacher. She is a middle age, educated, white person with liberal views. I have known this person for years and always appreciated her opinion and input. We have met in her school office and spoke for hour and a half on December 5th. The interview took place in after-school hours, as she was kind to dedicate some of her free time for this conversation. The interview was very informal but at the same time very informative as she, often times, is an opinioned and critical about our system of democracy. The first question I posed to her was whether she was a registered voter and whether she votes on regular basis. The answer to this was a simple yes and yes. Next, I asked why does she vote and what voting means to her ? After this question, I got more detailed response. She said that she votes because voting is one of the privileges of our democracy. At the same time, she emphasized that voting is not just a right we, as citizens of the US, have, but it

All God's Children (Fox Butterfield) Book Report Essay

All God's Children (Fox Butterfield) Book Report - Essay Example All God's Children is an exceptionally well written and finely researched book, detailing how violence in the African American community and primarily in the Bosket family, saw roots from the violence that was the norm in South Carolina, where the Boskets came from. It is the sobering story of Willie Bosket's family, from his ancestors down to his parents and siblings, explaining how families can be doomed when they remain outside mainstream society and who have no access to opportunity or given any hope. Butterfield does a fine job describing the criminal justice system as it relates to children and how we have come to treat 12 and 13 year old children like adults. In July 1962, while Willie was still in the womb, his father, Butch, stabbed two men in the heart in a Milwaukee pawnshop. Willie's mother, Laura gave birth to him in Harlem, three months before Butch was sentenced to life imprisonment for the murders. Willie did not learn his father's history or whereabouts until he was seven years old. By then, Willie had stolen groceries and assaulted an old woman. By age 8, Willie was described as a human nuclear chain reaction, someone very unpredictably violent and aggressive. When he threw a typewriter out of a school window, just missing a pregnant teacher, he was expelled from school and sent to Bellevue for observation. His institutional life had begun. He was diagnosed as depressed. By the time he was 15, Willie claimed he had committed 2,000 crimes, including 200 armed robberies and 25 stabbings. They culminated in seven violent weeks in 1978, when he kicked another boy off a roof to his death, and then murdered two men during subway robberies. Six factors existed in the Bosket family that fuelled this level of violence - alcoholism, physical abuse, sexual abuse, incest, rejection, and neglect. Since the victims of this abuse found it difficult to transfer their anger back at their family, they turned their rage outwards on society. It seemed as though the only way they had learned to fight back was with either weapons or with their bare hands. One of the saddest situations included Butch and the fact that he had raped his girlfriend's 6 year-old daughter, Kristin. The girlfriend's name was Donna, a weak-willed woman, who had actually ignored her daughter's cries during the rape. In the end, because she allowed it to continue, she had lost custody of both Kristin and her twin brother, Matthew. She was so taken by Butch that she seemed to care more about him than her own children. Butterfield shows the weaknesses that existed within the family. This book seamlessly ties two issues together. On the one hand, it is a fascinating and detailed true crime study of Willie Bosket and on the other hand it's a study of the origins of violence in America. With a surprisingly detailed research, the author was able to trace Willie Bosket's ancestry back to his slave ancestors, and follow the escalating evolution of violence and criminality in each succeeding generation of the Bosket family. The book begins in pre-revolutionary era with a study of white violence in the region of North Carolina where Willie's ancestors were enslaved. The author persuasively argues that the primary origin of black violence is the tradition of white violence that was transferred to them from their former slave owners. Butterfield contends that the white Southern mentality of easily aggrieved honor has made its way through time and the descendants

Ideology of USA Foreign policy Term Paper Example | Topics and Well Written Essays - 3500 words

Ideology of USA Foreign policy - Term Paper Example He is critically involved in studying, researching, and publishing extensively on U.S foreign policy, mostly focusing on the US foreign ideologies in the Asian continent, particularly regarding major conflicts such as the Cold and Vietnamese war, which critically reflects the nature of US foreign policies in his book. In The making of U.S Foreign Policy, Dumbrell seeks to disapprove such notions regarding a fragmented and chaotic U.S foreign policy, and stresses that U.S foreign policy is logically constructed despite the many contestations from various institutions. Dumbrell presents American foreign ideologies as key policies that led to success or failure of different presidents in American history. In other words, each president has different ideologies; their tenure is mainly measured by how such foreign ideologies were successful, or limited in declaring American interests to the global world. All the same, the American foreign ideology of anti-communism and spreading democratic ideals to other regions resonates across all the presidents, but was more remarkable between the 50s and the 60s due to communism threat particularly across Asian continent. An important aspect that comes out from the American ideology is the competition between presidential ideologies, Congress policies and the pub lic interests. According to Dumbrell, since the American constitution does not address the issue of foreign policy in detail, this issue is left to the discretion of the president and the congress, which results in a power struggle between the two institutions, as different presidents formulate differing ideologies, some without approval of Congress and the public. . Therefore, Dumbrell’s book reflects on the power struggle between presidential ideologies, the policy of the executive, the intelligence body, Congress, and the general public opinion. Throughout the book, Dumbrell

Nursing Essay Example | Topics and Well Written Essays - 1000 words - 5

Nursing - Essay Example This year it will provide a real opportunity to expand opportunities which are related to the promotional of fitness and health services across the Maryland state. It will also provide the consumers with relevant health information and various resources on the websites. It will also provide a real experience in terms of showing medical technology and therefore breaking through various diseases. It will also provide me with real experience of having fun and fitness and the importance of the same; education, entertainment and empowerment under one room. Being part of the convention, I believe I will have the opportunity of getting to know on some of the actions to be taken to ensure that we remain healthy. Sharing of information is very important and being at the convention will provide a real opportunity to share with others and acquire new ideas with regards to remaining healthy. The information will help a myriad of the populace to improve the health standards. Substance abuse has been reported to be affected the lives of thousands of people across the globe. Maryland is not exceptional. Attending the convention will be an opportunity of providing information on some of the effects of substance abuse and the risks which are involved. Through sharing of information, there was a real experience of some of the substances which are often abused and the risks associated. There is also a guideline on how some of these cases can be handled. (Commission on Social Determinants of Health final report 1) There was also lesson son some of the preventive measure of substance abuse in the county. Besides pr3eventive issues, there are also a number of programs in the county which are designed to deal with the issues of substance abuse. The convention provided a platform whereby those who attended got the opportunity to be taken through some of the programs existing to deal with the issue. Drugs endanger the lives of children. Unfortunately, most parents and guidance are

The impact of mobile devices on Cyber Security Research Proposal

The impact of mobile devices on Cyber Security - Research Proposal Example The proposed topic has been developed in the context of a research developed in regard to Cyber Security. As an aspect of the IT discipline, Cyber Security is highly analyzed through existing literature. However, the relationship between the Cyber Security and the mobile devices has not been adequately explored. Indeed, the review of relevant literature revealed that not all aspects of Cyber Security have been explored in the context of academic research. In addition, the popularity of mobile devices has been highly increased today, especially due to the radical development of technology on with these mobile devices are based. From this point of view, the proposed topic is considered as quite valuable, offering important information in regard to the relationship between Cyber Security and the mobile devices that have become quite popular. Another aspect of the study’s value is the following one: in the context of the research developed for this study the literature developed i n this field is carefully reviewed; academic studies have been identified and analyzed as of their impact on Cyber Security. This task is quite important due to the uniqueness of the study. Indeed, the review of relevant literature has led to the assumption that there is no study with similar topic, a fact that increases the firm’s value for supporting the academic research in regard to Cyber Security. In addition, the proposed study serves an important need: the need for identifying current material related to Cyber Security.

In the united States we do not need to plan for retirement Social Essay

In the united States we do not need to plan for retirement Social Security will cover our needs when we retired - Essay Example They think they are entitled to their monetary contributions which they had earned by virtue of their retirement. However, the American government indicated clearly even from the start when the law was signed that social security is not intended to be the sole income source of retired people. What the government had in mind when creating social security was to provide an alternative for people who are down and out financially but never to support them entirely for the rest of their lives. The intention was to supplement whatever incomes the retired people may have. It is also unrealistic to expect the United States government to provide for the financial, medical and other basic needs of retirees when the economics of doing so dictates otherwise. Social security became a law as America’s response to the Great Depression in which millions of workers were thrown out of work. The economy was in a shambles and it was the government only which had the means to help these millions o f poor workers who are able to work but cannot find work. Capitalism and free markets had collapsed but once the economy recovers, people are expected to find gainful employment again and set aside some money for their retirement by saving and investing part of their wages and salaries for retirement aims. Discussion Social security benefits are projected based on so many external factors just like any insurance program. Put simply, making projections even with the most powerful computer models cannot ensure any accurate outcomes. Additionally, many people have the wrong perceptions and concepts of the social security program. This safety-net law was to provide benefits for working people on their retirement, any disability, survivorship (for dependents) and death. Over the years, many other benefits were added such as those amendments for a â€Å"Supplemental Security Income† program for the aged, the blind and the disabled persons (although this is managed separately) even though they had not worked a single day before and did not contribute any social security taxes. The social security system of the United States of America works just as an insurance program would. This means it works on the assumption that everyone will be covered and all workers who are gainfully employed will contribute to the program to make it viable. Social security works on the idea that risk is spread over a big proportion of the working population. Additionally, the ideal should be more workers paying contributions to support the retired or elderly people who will now draw down on their contributions to support themselves. The social security fund comes from contributions made by people of working age. It means demographic shifts such as the graying of the population has a big impact on the future financial viability of the program. Actuarial calculations are just best estimates or assumptions about fertility, life expectancy, quality of health care and state of the economy ; these factors determine the fund’s financial viability. The ideal set-up for social security would be workers supporting fellow retired workers. When it began in 1935, the contributions of 17 workers had paid for the benefits of one retiree. By 2035, the ratio is estimated to be only 2.1 workers per beneficiary. This situation clearly is financially not sustainable to continue giving benefits. The reduced ratio of contributing workers

The Ancient Art Analysis Essay Example | Topics and Well Written Essays - 500 words

The Ancient Art Analysis - Essay Example The Indra and Surya are engravings as depicted in this picture. Nonetheless, the two sculptures are a depiction of the final existence and the past lives the Buddhism founder, Siddhartha Gautama. The size of the sculptures is also similar as it ranges from 50 to 200 feet in height. The four-ram Fangzum is a bronze cast sculpture while the Reliquary Buddhist Stupa is cast in gold. The two sculptures have a great significance in the culture of the Chinese and the Indians respectively. These two sculptures depict the respect given to the dead, and especially to sages and religious teachers. However, there is a great difference in the age of their molding with the four-ram fan zun cast in the second Millennium BCE, during the era of the Shang dynasty with the Reliquary Buddhist Stupa cast in the 3rd century CE, which was during the Kushan dynasty. The two sculptures are also a symbol of commemorating significant occurrences in the Chinese and Indian religion. Hence, their main subject or significance is more of spiritual beliefs than political. Their complexity and evident in the way that the bronze is carved into the four-ram Fangzum and the way the pillars erect the Reliquary Buddhist Stupa. This artistic feature is a clear evidence of the prowess and the passion of Chinese and Ancient Indian sculptures of the time. The sculptures also have a gloss finish that clearly distinguishes them from the past sculptures that had a dull finish. The bowl is red and made of earth. The bowl also has designs  of a human head that are  black  in  color  and  imposing  fish designs. The bowl was made for worshiping the ancestors in Ancient China during the Neolithic Period, which was crucial in the Chinese history. Despite the non-development of the potter’s wheel during the time of making the bowl, the bowl is perfectly round with highly polished surfaces. In

Letter of Proposals on Improving Employees Productivity Case Study

Letter of Proposals on Improving Employees Productivity - Case Study Example Employee morale is at an all-time low manifested by resignations, tardiness, low productivity and other employee behaviors that indicate disinterest in their work and company. This is dangerous for the company because it undermines its competitiveness and viability as a business organization. The Research Plan There is an obvious need for management problem to address and arrest this issue among the company’s human resource. For the management implement to be effective however, we need to know what is/are the root cause/s of the employees’ discontent or disinterest with the company and their job. There are two strategies that I intend to use to get feedback and information from the employees. First is the anonymous survey so that employees can honestly provide information about their disenchantment about the management and second, through focus groups that will be conducted by a third party consultants so that employees will not be encumbered by management presence that would prevent from disclosing what they really think and feel. These combined tools will allow the management to double check consistency of findings that will help in determining the real cause of employee’s disenchantment with the company. ... sult of survey Consultant begun their focus group discussions August 2-14 Interpretation of survey results Interpretation of focus group discussions August 16-22 Drafting of report of both the survey result and focus group discussion August 23 Submission of report of the cause of employee morale and recommendation of course of action to address this issue. Qualifications I have taken classes in human resource that focuses on employee motivation and how it relates to performance and productivity. I have also attended leadership workshops on how to make people tick and on how to bring the best of them. I have taken finance classes and I am well aware how low productivity can affect the company’s position in the market. I had some marketing class and know how a poor product can affect the company’s competitiveness. I also taken some summer jobs and is well aware on how employees respond to management implements that they tend to work better if they are motivated. Conclusio n Being in the management, I am certain that you are well aware of the employee’s poor performance and high attrition rate. This proposal does not only intend to determine the root cause of such problem but will also find solution on how the management can address this kind of a problem. The methods applied in determining the root cause of our employee’s problem can also be verified by comparing the consistency of results of the two methods that will be used – survey and third party consultant focus group. The proposal is also time efficient that could produce the necessary information about the issue and its recommendations in less than two months. In effect, the proposal will allow the management to formulate plan of action/s in less than two months. This will put the management in a better

The Legality Of Euthanasia In Today’s Society Essay Example for Free

The Legality Of Euthanasia In Today’s Society Essay Introduction This work focuses on the legality of euthanasia in today’s society. In the sequel various case laws have been discussed. In several countries terminally ill patients are clamouring for euthanasia in order to put a stop to their torment. There is however a great difficulty involved in obtaining death. The doctors and the courts are not taking cognizance of patients’ requests for euthanasia, but are deciding on their own as to which patient should be killed and when such a patient should be killed. This death is generally by means of withdrawing life support systems. There have been several demands for legalizing voluntary euthanasia and physician assisted suicide. Such demands have occurred all over the world. However, the European Court of Justice decided in the year 2002, that no EU Citizen had the right to die. Similarly, the US Supreme Court opined that no US Citizen had the right to die. This has resulted in individual countries having to deal with this problem on their own and a certain measure of acceptance is evident in the Netherlands, Japan, Oregon and Columbia. In general, two arguments are put forward in support of euthanasia and physician assisted suicide, namely, the mitigation of the intolerable pain and discomfort caused by terminal illness; and to enhance individual freedom. These two factors are taken into consideration by the government in order to legalize euthanasia, for example, in the Netherlands, where suffering has to be accompanied by a recurring request for mercy killing. Euthanasia is the process of bringing about an easy death. It refers to acts, which terminate or shorten life painlessly in order to end suffering where there is no prospect of a cure. There are only two choices available to patients with fatal illness, either a slow death involving unrelieved suffering or euthanasia. Terminally ill patients suffer from depression or a false sense of unimportance, which tends to affect their judgment. Their decision-making may also be influenced by confusion or dementia, which could be lessened with suitable treatment. It is very important to remember that, patients who on admission say let me die usually after effective relief from symptoms are most grateful that their request was not acceded to. Terminally ill patients are also adjustable to a high level of disability as they value what little quality of life they have left. The legal position in respect of selective non-treatment was dealt with by the House of Lords in Airedale NHS Trust v Bland[1], in which the applicant, a health authority sought an order to withdraw life-sustaining treatment and provide medical treatment that would enable a peaceful and dignified death with the minimum of pain. The family of the patient supported this application. The respondent, 21-year-old Anthony Bland, had been in a persistently vegetative state for more than three years and though not brain dead, he had no cognitive function. The unanimous judgment of all the doctors who examined him was that there was no hope of a cure. Under these circumstances, it was thought suitable to stop further treatment. The judge granted this order, which was confirmed by both the Court of Appeals and the House of Lords. The latter held that a doctor, who has to care for a patient who is unable to indicate his willingness to be treated, need not extend the patients life regardless of the quality thereof. In F v West Berkshire Health Authority[2] the Court held that medical treatment and artificial feeding, could be discontinued if the patients best interests were served. To determine what course of action would further the best interests of the patient, the court used the test laid down in Bolam v Friern Hospital Management Committee[3], which required the acquiescence of a large, informed and responsible group of medical practitioners. As the termination of life-supporting treatment in this case was in accordance with the criteria set out in a discussion paper by the British Medical Association[4], these â€Å"criteria [were] a) Rehabilitative efforts for at least 6 months after the injury; b) the diagnosis of irreversible PVS should only be considered confirmed after 12 months; c) the diagnosis should be confirmed by two other independent doctors; d) the wishes of the family should be respected[5].† The court found that there had been compliance with the Bolam requirement. In this case Lord Mustill highlighted the need for legislation relating to euthanasia stating that, â€Å"The whole matter cries out for exploration in depth by Parliament and then for the establishment by legislation not only of a new set of ethically and intellectually consistent rules, distinct from the general criminal law, but also of a sound procedural framework within which the rules can be applied to individual cases[6].† In R (Pretty) v. Director of Public Prosecutions[7], Lord Steyn restated that change of the law on assisted suicide should be carried out by the legislature rather than by judges.  Ã‚   Case law demonstrates the paradox that results from the current law.   As Dame Butler-Sloss P. emphasised in B v An NHS Hospital Trust[8], a competent patient may refuse any form of medical treatment, even life-prolonging medical treatment, for whatever reason.   B was able to insist that the ventilator, which kept her alive, was to be disconnected. Nevertheless, Diane Pretty who was able to make a competent and autonomous choice about the timing and manner of her death, was unable to apply this decision due to a ban on assisted suicide and consequently died in a way that she had tried to avoid. Moreover, Bland, was unable to make any choice, therefore his existence was held to justify the withdrawal of artificial feeding resulting in his death. In Re J (a minor)[9] J, an infant had serious brain damage and large areas of his brain were filled with fluid instead of tissue. This resulted in convulsions and stoppage of breathing. He had been placed on a ventilator twice and it was certain that he would develop spastic quadriplegia. Speech would be denied to him for ever and his life span was considered to be very short. In respect of his being linked to a ventilator in the future, two medical practitioners certified that it would not be in Js interest to be ventilated again. Accordingly, the court issued an order in agreement with these medical experts. An argument was raised against this court order, but the Court of Appeal rejected it and observed that the court could not issue a life-ending order unless it was absolutely certain that the quality of the childs subsequent life would be intolerable to the child and demonstrably so awful that in effect the child must be condemned to die. Both AVE or active voluntary euthanasia and PAS or physician assisted suicide do take place. The Assisted Dying for the Terminally Ill Bill[10], which permits doctors to resort to AVE under strictly limited circumstances, was recently introduced in the House of Lords. The extant Case law confirms that the best interest model of decision-making is concerned not only with the physical well-being of the patient, but also the psychological, moral, ethical and social interests. By implication, the non – transparent nature of the best interests test implies that it is vulnerable to exploitation. First, there is a danger that the values of the decision-maker may prevail over those of the patient leading to paternalistic decisions.   Second, references to the wider interests of the patient could bring about a masked development of third party interests. Moreover, this approach opposes the spirit of the Mental Capacity Act 2005[11], which emphasizes the promotion of self-determination for adults who lack capacity. It permits anticipatory treatment decisions to be made before the patient becomes incapacitated and it allows proxy decision-makers to decide on behalf of incapacitated patients. Causing a patients death by means of a lethal injection differs from causing the death of a patient by refusing to provide treatment. The same line of pro-euthanasia argument is also constructed through a confusion of means and ends. This argument states that when death is the inevitable outcome, the means used to achieve such death, whether by withdrawing life support systems or by administering a lethal injection, are morally irrelevant and should therefore be legally irrelevant[12]. This argument is unacceptable and the means that bring abut a person’s death should necessarily matter not only morally but also legally. It is essential to understand that the issue is not one of dying but rather of how a person dies. The moral intuition of any person states that there are essential differences between letting nature take its course, which also includes the withdrawal of life-support systems and treatment, and the outright killing of a dying person. Advocates of euthanasia contend that that the manner in which a person dies should be a private matter, whereas those who are opposed to legalizing euthanasia state that such arguments are fallacious. These opponents of euthanasia strongly subscribe to the view that every persons death necessarily involves others, including healthcare professionals and that it also includes values of society and symbols. Furthermore, wherever euthanasia takes place, the manner in which death occurs will not be restricted to the patient’s self-determination and personal beliefs because of the fact that euthanasia is an act that requires two people to make it possible and a complicit society to make it acceptable[13]. The very concept of legalization of physician assisted death has been subjected to a great deal of debate with regard to its benefits and disadvantages. These debates had been totally based on theory and hypothesis. In this context in the year 1977, the Supreme Court of the USA addressed this subject and stated that â€Å"perhaps we should wait [on the question of legalization] until we know more.† [14] In the written evidence submitted by Professor Margaret, she stated that at present there was five years of empirical knowledge in respect of the effects that the legalization of euthanasia had produced in the state of Oregon. Furthermore, there was available an even more detailed amount of empirical data from the Netherlands covering a sixteen year period in respect of euthanasia. She contended that these data sets clearly support the claim that the legal process can be controlled effectively, with the result that abuse of euthanasia does not occur and if at all it does take place, such instances are very infrequent. In the state of Oregon no incident of substantive abuse of euthanasia had been reported and the incidents reported in the Netherlands are practically none. The Legislation in respect of euthanasia is closely related to essential and crucial enhancements in palliative and hospice care[15]. The act of committing suicide has been considered to be possible only for a person endowed with a considerable amount of courage, but the relevant scientific literature considers such an act to be the act of a mentally imbalanced person. Moreover, it considers suicide to be an act of self destruction by a person who lacks lucid thinking and who is a lunatic. Similarly patients who request physician assisted death are usually those who have been suffering from either severe depression or psychological imbalances[16]. The Assisted Dying for the Terminally Ill Bill was introduced in order to legalize, in respect of people who are terminally ill, who are mentally capable and whose suffering is unbearable, medically assisted death or, in instances where the patients are physically incapable of carrying out the concluding deed that would end their life, voluntary euthanasia in order to end their life. A scrutiny was made of the principle on which the Bill was to be based as well as the practical outcome of the bill if it were to become law. Subsequently the experiences of countries that had formulated legislation to permit euthanasia were examined in depth and then an analysis was performed in respect of public opinion in the United Kingdom with regard to euthanasia. The principle of personal autonomy constitutes the basis for this Bill. The supporters of this bill strongly contend that people who are terminally ill should be given the right, conditioned by appropriate safeguards, to obtain medical assistance in order to die in the same manner that patients, whether terminally ill or otherwise, are permitted by right to decline life-prolonging treatment. However, opponents of this bill are of the opinion that these two situations cannot be compared and that ensuring safeguards would not be feasible and that intentional killing, regardless of the reason, should not be permitted. These opponents strongly resist any change to the law in this context[17]. Further, their Lordships held that at the practical level there were opposing views regarding the possible effects of the Bill in providing help to some people or in causing harm to others. In this matter the General Medical Council communicated to their Lordships that â€Å"a change in the law to allow physician-assisted dying would have profound implications for the role and responsibilities of doctors and their relationships with patients†[18]. This bill grants immunity to medical staff members, who comply with its terms, from prosecution for breach of professional oath or affirmation. Moreover this bill makes it possible for the terminally-ill patients to obtain such pain-relief as they require in order to alleviate the symptoms of their illness[19].   Unfortunately, this bill was defeated in the House of Lords[20]. Several examples can be cited of persons who have pleaded for euthanasia to be permitted in respect of their near and dear ones. One such instance is that of Bill Starr, whose wife Maureen – Anne was suffering from Kirkby Alzheimer’s disease.   Bill wanted his wife to be put out of her misery by resorting to euthanasia. This was due to the fact that his wife Maureen-Anne had drastically worsened in her health, which was a cause of anguish for both of them. Bill wanted his wife to die with dignity. He also stated that â€Å"If this was an animal you would be able to put it out of its misery and the same should apply to humans. Her brain is shrinking and it is just downhill all the way from now. There needs to be a change in the law to allow euthanasia to go ahead for all those who need it[21]. Madeleine Zeffa Biver’s son asked the court to prosecute those who had helped her to commit suicide in Spain. Madeleine had written to the El Pais newspaper in which she expressed her desire to die with dignity. She stated that â€Å"Please give me a glass of water, wine or whiskey†¦I want to die with my head held high†¦This is not a crime. It is not a murder.† Despite assisting suicide being a crime in Spain, The Right to a Dignified Death group asked some of its members to be present while she died and contended that â€Å"there was nothing criminal about offering moral support to someone who wished to kill themselves[22].† Eighty percent of the people in the United Kingdom are of the opinion that the law should respect the wishes of terminally ill patients in pain and permit a doctor to end their life. In the UK it has been observed that under certain circumstances, euthanasia is acceptable to the public. This has been the finding of the British Social Attitudes Survey. Research conducted for the survey indicates that backing for voluntary euthanasia depends strongly on whether someone is terminally ill, on levels of suffering and on how death occurs. There is much greater support for a doctor being permitted to end someones life rather than a relative doing so, or for suicide assisted by a doctor. However, public support for euthanasia is lacking or is negligible in cases where an individual does not face death as a result of their condition. This survey was conducted after the previous year’s attempt to change the law failed. The conclusion reached by the Survey was that The disjuncture between the current law on assisted dying and majority public opinion thus seems unlikely to simply disappear. Pressure to mount further attempts to change the law in some ways at least looks set to continue[23]. When a physician induces easy death to terminally ill patients by administering lethal drugs, then such a process is known as Euthanasia. Physician assisted suicide takes place when a doctor intentionally helps a person to commit suicide by providing such a patient with drugs for self-administration, at that person’s voluntary and competent request. This act puts an end to or shortens the life span of patients who suffer from incurable diseases. Patients with terminal illness can either undergo a slow and ghastly death with unbearably sufferings or they can die with dignity and without pain by resorting to euthanasia. It becomes a permissible option when comfort care ceases to be effective for the terminally or incurably ill[24]. The term comfort care refers to palliative and supportive treatment used in hospice programs and elsewhere. This comfort care has to be made the standard medical treatment for patients who have rejected therapeutic or life-sustaining treatment or who are suffering from a terminal illness. Comfort care relieves symptoms, improves the quality and meaning of the patient’s remaining life and eases the process of dying. Physician assisted death becomes a legitimate option only as a treatment of last resort and after customary procedures for comfort care have been found substandard by competent patients in the context of their own situation and values[25]. In the cases of Vacco v Quill and Washington v Glucksberg, the U.S. Supreme Court ruled that the constitution had not granted any right to physician-assisted suicide; its decision clearly approved the use of intensive palliative care and seemed to permit experimentation at the state level so that this â€Å"earnest and profound debate† could continue[26]. The injury suffered by actor Christopher Reeve[27] and his response to his condition has been the subject of numerous news stories. The public sees a man who previously enjoyed a physically active lifestyle, but who now relies on a respirator to breathe, and on other people to provide for his every physical need. Rick Hansen[28] and Teny Fox[29] are examples of people who have not only contributed to the society in significant ways, but who have also captured the imagination of the public in their courageous journeys to help others suffering from spinal cord injuries and cancer respectively. The actions of Dr. Jack Kevorkian[30], a doctor dedicated to aiding the terminally ill in their chase for death, repeatedly places this issue about the value of life before the public and the courts in the United States. Flach[31] defines mental health in terms of resilience. He proposes that when we experience disturbance in our lives, it is through resilience that we are able to move through our experiences in good mental health. He argues that it is how well we are able to integrate each new experience and circumstance into our lives that leads to successful adaptation throughout our lives. In her book, Resilient Adults: Overcoming a Cruel Past, Gina O’ Connell Higgins[32] examines the lives of forty individuals who have suffered cruelty and abuse in their childhood, but who have led purposeful, successful adult lives. O’ Connell Higgins identifies attachment to a parental surrogate as an important factor in the development of self-esteem in the subjects she studies. Research on resilience had shown that resilience is significant in the lives of many individuals suffering extreme trauma from abuse and other circumstances it will also contribute to the well being of an individual facing physical pain or disability. Certain other behaviors and attitudes also contribute to positive adjustment to chronic pain. Kelly and Clifford[33] studied the impact of narrative group therapy on subjects with the chronic pain of Fibromyalgia. They found that this therapy allowed the subjects â€Å"the opportunity to re-examine and restory [sic] their lives, to not get stuck in repeating the story of helplessness, and to harness their own resources† (p. 276). It is an established fact that people are able to assess the possible threat in the event of any crisis and they can balance their ability to cope with the crisis or event based on their analysis of the amount of threat involved[34]. At this juncture, a relationship between coping up with helplessness and increase in the degree of disability in chronic pain patients was found by Lenhart and Ashby[35]. Byrant[36] has propounded a four-factor model of perceived control that avoids negative events, tackles negative events, strives to achiever positive outcomes and values positive events. His theory is that not only the terrible illness or disability but also the patients’ perception of their ability to cope that has great importance. Other forms of interventions have been found helpful for people coping with diseases including cancer. Researchers reported that Interpersonal Therapy techniques focusing on interpersonal relationships, role transitions, and grief reactions were beneficial for such patients[37]. Julia Faucett[38] studied the effects of chronic pain on social supports, family relationships and incidences of depression. Her study showed that the negative response of family and friends to the patient’s pain significantly contributed to depression. Although euthanasia proponents argue that pain validates the right for Physician-assisted suicide, research suggests that the link between the desire for suicide and pain is much more complicated than a one to one correlation. This link between depression and suicidal ideation is commonly found in cancer patients[39]. It not chronic pain, in isolation, that leads to a desire for Physician Assisted Suicide. This process is determined by social, familial and personal issues and several studies have revealed that â€Å"the measurement tools intended to determine the symptoms for cancer patients, and their entire family, should be so developed as to help caregivers to attend to the needs of cancer patients and their families during the course of the illness[40].† Fife[41] found that the meaning individuals give to having cancer affected how they dealt with the disease in their lives. She found that the more social support patients perceived they have had from family, fiends, and medical professionals the more positive meanings the patients had regarding the impact of the illness on their lives. In Aronsons study of quality of life in persons with multiple sclerosis and their caregivers, she concludes that Determining those elements that have an impact upon an individuals quality of life may help inform decision-making in the planning of interventions, treatments, and services aimed at enhancing quality of life[42]. Conclusion Physician assisted death is a one time process and it should be made available to the patients suffering from terminal illnesses to reduce their suffering and permit them to exercise their rights to self-determination. Chances of indiscriminate usage of this device are high. To encounter this problem a proper and meticulously designed mechanism has to be implemented to avoid abuse of this provision. It is therefore essential to legalize physician-assisted death, but with sufficient protections to shield susceptible patients[43]. Societal opinion regarding the morality of suicide has been ambiguous since historical times. In the early Roman and Greek civilizations, suicide was of frequent occurrence. With the development of Christianity, suicide was deemed to be a sin. However, in other cultures, suicide was accorded the status of honourable death. Hara-kiri was a private ceremonial form of suicide resorted to by the Japanese in order to safeguard their honour. In the Netherlands, physician assisted suicide is permitted by law. In the Netherlands legislation was passed in 1993, which exempted physicians from prosecution if they had assisted in suicide, provided they had adhered to the procedures prescribed by the law[44]. Bibliography    Alter, C.L., Fleishman, S.B., Kornblith, A.B., Holland, J.C., Biano, D., Levenson, R., Vinciguerra, V., Rai, K.R. (1996). Supportive telephone intervention for patients receiving chemotherapy. Psychosomatics, 37, 425-431. Aronson, Kristan J. (1997). Quality of life among persons with multiple sclerosis and their caregivers. Neurology, 48, 74-80.    Assisted Dying for the Terminally Ill Act 2005. Parliamentary copyright House of Lords 2005. HL Bill 3654/1. Airedale NHS Trust v Bland. (1993) 1 ALL ER 821 (CA). Bolam v Friern Hospital Management Committee (1957) 2 ALL ER 118; (1957) 1 ELR 582. Burt RA. 1997, The Supreme Court speaks-not assisted suicide but a constitutional right to palliative care. N Engl J Med.; 337: 1234-6. B v An NHS Hospital Trust (2002) 2 All ER 449. Byrant, Fred B. (1989). A four-factor model of perceived control: avoiding, coping, obtaining, and savoring. Journal of Personality, 57, 773-797. Callahan D. When self-determination runs amok. Hastings Center Report 1992; 22(2): 52-55. Davey, G.C.L. (1993). A comparison of three cognitive appraisal strategies: the role of threat devaluation in problem-focused coping. Personality and Individual Differences. 14, 535-546. Faucett, Julia A. (1994). Depression in painful chronic disorders: the role of pain and conflict about pain. Journal of Pain and Symptom Management, 520-526. Fife, Betsy L. (1995). The measurement of meaning in illness. Social Science Medicine, 40, 1021-1028. Flach, Frederic. (1988) Resilience: Discovering a New Strength at Times of Stress. New York, New York, New York: Fawcett Columbine. F v West Berkshire Health Authority. (1989) 2 ALL ER 545; (1990) 2 AC 1. Hansen, Rick Taylor, Jim. (1987). Rick Hansen: Man in Motion. Vancouver: Douglas McIntyre. House of Lords: Assisted Dying for the Terminally Ill Bill [HL] Volume I: Report Ordered to be printed 3 March 2005 and published 4 April 2005 Published by the Authority of the House of Lords Husbands euthanasia plea. January 4, 2007. Ashfield Observer.  © 2007 Johnston Publishing Limited. Document ASHFOB0020070105e31400004. Retrieved from http://global.factiva.com/ha/default.aspx Kelly, Patricia and Clifford, Patrick. (1997). Coping with chronic pain: assessing narrative approaches. Social Work, 42, 266-277. Kiser, Jerry D. January 1996. Counselors and the Legalization of Physician – Assisted Suicide. Counseling and Values. v 40. n2 ISSN: 01607960. p. 127-31. Lenhart, R.S., and Ashby, J.S. (1996). Cognitive coping strategies and coping modes in relation to chronic pain disability. Journal of Applied Rehabilitation counseling. 27, 15-18. Massie, M.J., Gagnon, P., Holland, J. (1994). Depression and suicide in patients with cancer. Journal of Pain and Symptom Management, 9, 325-340. Mental Capacity Act 2005, ISBN 0  10  540905  7. O’ Connell Higgins, Gina. (1994). Resilient Adults: Overcoming a Cruel Past. San Francisco Ca: Jossey-Bass Publishers. Pfeifer, J.E., Brigham, J.C. Robinson, T. (1996). Euthanasia on trial: examining public attitudes toward nonphysician-assisted death. Journal of Social Issues, 52, 119-129. Quill TE, 1993. Death and dignity. New York: W.W. Norton. R (Pretty) v. Director of Public Prosecutions (2002) UKHRR 97, (2002) 35 EHRR 1, (2002) 2 FLR 45. Re J (a minor) (1990) 3 ALL ER 930. Reeve, Christopher. (1998). Still Me. New York: Random House Publishing. Regulating Physician-Assisted Death, 1994, retrieved 25 January 2007 from https://content.nejm.org/cgi/content/full/331/2/119. Scrivener, Leslie. (1981). Terry Fox: His Story. Toronto: McClelland Stewart.    The Assisted Dying for Terminally Ill Bill 2005. The National Council for Palliative Care. Retrieved from http://www.ncpc.org.uk/ethics/assisted_dying.html Tremlett, Giles. Euthanasia row: The colourful life and controversial death of Jacques Brels muse: Judge investigates sons claim Madeleine was helped to kill herself. January 19, 2007. Madrid. The Guardian  © Copyright 2007. Vachon, Mary, Kristjanson, Linda, Higginson, Irene (1995). Psychosocial issues in palliative care: the patient, the family, and the process and outcome of care. Journal of Pain and Symptom Management, 10, 142-150. Ward, Lucy and Carvel, John. Euthanasia: Four out of five want to give doctors right to end life of terminally ill patients in pain. January 4, 2007. The Guardian  © Copyright 2007. Written Evidence, Memorandum by Professor Margaret Battin of Utah University, USA, House of Lords, Select Committee on the Assisted Dying for the Terminally Ill Bill, Volume III: Evidence – Individual Submissions. [1] Airedale NHS Trust v Bland. (1993) 1 ALL ER 821 (CA). [2] F v West Berkshire Health Authority. (1989) 2 ALL ER 545; (1990) 2 AC 1. [3]Bolam v Friern Hospital Management Committee (1957) 2 ALL ER 118; (1957) 1 ELR 582. [4] British Medical Association Treatment of Patients in persistent Vegitative State. [5] Ibid. [6]Bolam v Friern Hospital Management Committee (1957) 2 ALL ER 118; (1957) 1 ELR 582. [7]R (Pretty) v. Director of Public Prosecutions (2002) UKHRR 97, (2002) 35 EHRR 1, (2002) 2 FLR 45. [8] B v An NHS Hospital Trust (2002) 2 All ER 449. [9] Re J (a minor) (1990) 3 ALL ER 930. [10] Assisted Dying for the Terminally Ill Act 2005. Parliamentary copyright House of Lords 2005. HL Bill 36   Ã‚   54/1. [11] Mental Capacity Act 2005, ISBN 0  10  540905  7. [12] Callahan D. When self-determination runs amok. Hastings Center Report 1992; 22(2): 52-55. [13] Ibid. [14] Written Evidence, Memorandum by Professor Margaret Battin of Utah University, USA, House of Lords, Select Committee on the Assisted Dying for the Terminally Ill Bill, Volume III: Evidence – Individual Submissions. [15] Ibid. [16] Written Evidence, Memorandum by Professor Margaret Battin of Utah University, USA, House of Lords, Select Committee on the Assisted Dying for the Terminally Ill Bill, Volume III: Evidence – Individual Submissions. [17] House of Lords: Assisted Dying for the Terminally Ill Bill [HL] Volume I: Report Ordered to be printed 3 March 2005 and published 4 April 2005 Published by the Authority of the House of Lords London [18] House of Lords: Assisted Dying for the Terminally Ill Bill [HL] Volume I: Report Ordered to be printed 3 March 2005 and published 4 April 2005 Published by the Authority of the House of Lords London [19] Ibid. [20] The Assisted Dying for Terminally Ill Bill 2005. The National Council for Palliative Care. Retrieved from http://www.ncpc.org.uk/ethics/assisted_dying.html [21] Husbands euthanasia plea. January 4, 2007. Ashfield Observer.  © 2007 Johnston Publishing Limited. Document ASHFOB0020070105e31400004. Retrieved from http://global.factiva.com/ha/default.aspx [22] Tremlett, Giles. Euthanasia row: The colourful life and controversial death of Jacques Brels muse: Judge investigates sons claim Madeleine was helped to kill herself. January 19, 2007.   Madrid. The Guardian P. 23.  © Copyright 2007. The Guardian. [23] Ward, Lucy and Carvel, John. Euthanasia: Four out of five want to give doctors right to end life of terminally ill patients in pain. January 4, 2007. The Guardian 9.  © Copyright 2007. [24] Quill TE, 1993. Death and dignity. New York: W.W. Norton. [25] Ibid. [26] Burt RA. 1997, The Supreme Court speaks-not assisted suicide but a constitutional right to palliative care. N Engl J Med.; 337: 1234-6. [27] Reeve, Christopher. (1998). Still Me. New York: Random House Publishing. [28] Hansen, Rick Taylor, Jim. (1987). Rick Hansen: Man in Motion. Vancouver: Douglas McIntyre. [29] Scrivener, Leslie. (1981). Terry Fox: His Story. Toronto: McClelland Stewart. [30] Pfeifer, J.E., Brigham, J.C. Robinson, T. (1996).   Euthanasia on trial: examining public attitudes toward nonphysician-assisted death. Journal of Social Issues, 52, 119-129. [31] Flach, Frederic. (1988) Resilience: Discovering a New Strength at Times of Stress. New York, New York, New York: Fawcett Columbine. [32] O’ Connell Higgins, Gina. (1994). Resilient Adults: Overcoming a Cruel Past. San Francisco Ca: Jossey-Bass Publishers. [33] Kelly, Patricia and Clifford, Patrick. (1997). Coping with chronic pain: assessing narrative approaches. Social Work, 42, 266-277. [34] Davey, G.C.L. (1993). A comparison of three cognitive appraisal strategies: the role of threat devaluation in problem-focused coping. Personality and Individual Differences. 14, 535-546. [35] Lenhart, R.S., and Ashby, J.S. (1996). Cognitive coping strategies and coping modes in relation to chronic pain disability. Journal of Applied Rehabilitation counseling. 27, 15-18. [36] Byrant, Fred B. (1989). A four-factor model of perceived control: avoiding, coping, obtaining, and savoring. Journal of Personality, 57, 773-797. [37] Alter, C.L., Fleishman, S.B., Kornblith, A.B., Holland, J.C., Biano, D., Levenson, R., Vinciguerra, V., Rai, K.R. (1996). Supportive telephone intervention for patients receiving chemotherapy. Psychosomatics, 37, 425-431. [38] Faucett, Julia A. (1994). Depression in painful chronic disorders: the role of pain and conflict about pain. Journal of Pain and Symptom Management, 520-526. [39] Massie, M.J., Gagnon, P., Holland, J. (1994). Depression and suicide in patients with cancer. Journal of Pain and Symptom Management, 9, 325-340. [40] Vachon, Mary, Kristjanson, Linda, Higginson, Irene (1995). Psychosocial issues in palliative care: the patient, the family, and the process and outcome of care. Journal of Pain and Symptom Management, 10, 142-150. [41] Fife, Betsy L. (1995). The measurement of meaning in illness. Social Science Medicine, 40, 1021-1028. [42] Aronson, Kristan J. (1997). Quality of life among persons with multiple sclerosis and their caregivers. Neurology, 48, 74-80. [43] Regulating Physician-Assisted Death, 1994, retrieved 25 January 2007 from https://content.nejm.org/cgi/content/full/331/2/119. [44] Kiser, Jerry D. January 1996. Counselors and the Legalization of Physician – Assisted Suicide. Counseling and Values. ISSN: 01607960. v 40. n2 p. 127-31.

Causes and Effect of Job Satisfaction on a Company

Causes and Effect of Job Satisfaction on a Company Q.1) ABC company has heard rumors that some of their workers are dissatisfied with their jobs. You have been asked to explain to management the following: 1) what are the major causes of job satisfaction? 2) Why should management be concerned about the job satisfaction of employees? 3) How would you recommend that ABC Company verify or assess that employees are actually dissatisfied; how can job satisfaction be measured? 4) Once ABC Company has determined that the employees are definitely dissatisfied with aspects of their particular jobs, what are ways they could possibly decrease job dissatisfaction? ANSWER: Defining Job Satisfaction: Job satisfaction is a pleasurable feeling that results from the perception that ones job fulfills or allows for the fulfillment of ones important job values. It refers to an individuals general attitude toward his or her job. A person with a high level of job satisfaction holds positive attitudes toward the job, while a person who is dissatisfied with his or her job holds negative attitudes toward the job. What are factors that cause employee satisfaction? Review of the evidence and research* has identified several factors conducive to high levels of employee job satisfaction; some of these factors are controllable by managers and some are not. Factors controllable by management 1. Nature of Work Task Complexity: jobs that are mentally challenging have been consistently found as a main cause of job satisfaction. Simple, repetitive, less challenging jobs are found to a source of frustration and dissatisfaction in employee. Task Meaningfulness: employees belief that the work done by them is meaningful and has significance causes job satisfaction in them. Furthermore, giving autonomy to employees make them feel that they can display their competence and make a positive impact to the organization, is another factor in job satisfaction. Physical Strain: reasonable amount of physical strain and exertion is another determinant in job satisfaction. This factor is sometimes overlooked in the present age of technology. Fact is that advancement in technology has made physical strain even more undesirable work characteristic. 2. Relationship with Supervisor and Colleagues People expect more out of work than merely money or tangible achievements. For most employees, work also fills the need for social interaction. The behavior of an employees manager is found a major cause of satisfaction. Studies generally find that employee satisfaction increases when the immediate supervisor understands the employees, is friendly, praises for good performance, listens to employees opinions, and shows a personal interest in them. 3. Compensation and benefits factors Employees want pay systems that they perceive as just, unambiguous, and in line with their expectations. When pay is seen as fair based on job demands, individual skill level, and community pay standards, satisfaction is likely to result. 4. Promotion Policies and Career Development Factor Opportunities for promotion, training programs, and capacity of career development are other factors that cause job satisfaction. Employees seek fair promotion policies and practices. Promotions provide opportunities for personal growth, more responsibilities, and increased social status. Individuals who perceive that promotion decisions are made in a fair and just manner, therefore, are likely to experience satisfaction from their jobs. 5. Working conditions and environment factors Employees want work environments that support personal comfort and good job performance. Studies demonstrate that employees prefer physical surroundings that are not dangerous or uncomfortable. Most employees also prefer working relatively close to home, in clean and relatively modern facilities, and with adequate tools and equipment. Physical features of workplace like temperature, lighting arrangements, cleanliness, working outdoors, health hazards, sick-building syndrome, social density, privacy in work, all may result in satisfaction or dissatisfaction to employees. 6. Organization development factors Brand of organization in business field and comparison with leading competitor and potential development of organization is a cause of job satisfaction in employees. Missions and Vision of organization is another source of job satisfaction if it complies with employees personal views and goals. Factors not controllable by management: 1. Personality Contemporary research* indicates that employee job satisfaction can be genetically determined. Whether people are happy or not can be found by their gene structure. You either have happy genes or you dont. Scientific research in the field of psychology has been done to find the relationship of job satisfaction with five traits of personality i.e., Neuroticism, Extraversion, Openness to Experience, Agreeableness, and Conscientiousness. These factors with the exception of Openness to Experience have considerable correlation with job satisfaction, as given in Table 1. Impact of personality in work can be controlled if the managers make sure their selection process screens out the negative, maladjusted, troublemaking fault-finders who derive little satisfaction in anything job-related. This is probably best achieved through personality testing, in-depth interviewing, and careful checking of applicants previous work records. Table 1 Available meta-analytic correlations between Big Five personality traits and criteria Big Five Trait Conscientiousness Agreeableness Neuroticism Openness Extraversion Criterion Ï  SDÏ  Ï  SDÏ  Ï  SDÏ  Ï  SDÏ  Ï  SDÏ  Job satisfaction* 0.26 (0.22) 0.17 (0.16) -0.29 (0.16) 0.02 (0.21) 0.25 (0.15) Job performance†  0.28 (0.16) 0.13 (0.15) -0.16 (0.10) 0.08 (0.10) 0.07 (0.14) Leadership†¡ 0.28 (0.17) 0.08 (0.17) -0.24 (0.18) 0.24 (0.11) 0.31 (0.17) Workplace deviance § -0.35 (−) -0.44 () 0.26 (−) -0.08 (−) -0.03 (−) Motivation (goal-setting)** 0.28 (0.07) -0.29 (0.21) -0.29 (0.06) 0.18 0.00 0.15 0.00 Motivation (expectancy)** 0.23 (0.09) 0.13 0.00 -0.29 (0.17) −0.08 0.00 0.1 0.00 Motivation (self-efficacy)** 0.22 (0.15) 0.11 (0.17) -0.35 (0.18) 0.2 (0.04) 0.33 (0.16) Team effectiveness† Ã¢â‚¬   0.11 (0.11) 0.12 (0.13) -0.04 (0.04) 0.05 (0.13) 0.09 (0.04) Notes: Correlations are based on the most recently published meta-analysis for the corresponding criterion. Dashes indicate unreported information. Ï  = estimated true score correlations; SDÏ  = standard deviation of true score correlations. *Reported in Judge, Heller, and Mount (2002). † Reported in Salgado (2003). †¡Reported in Judge, Bono, Ilies, and Gerhardt (2002).  §Reported in Berry, Ones, and Sackett (2007). **Reported in Judge and Ilies (2002). † Ã¢â‚¬  Reported in Bell 2007 2. Emotions Regulations Scientific study* has explored the association between emotion regulation, defined as the conscious manipulation of ones public displays of emotion, and job satisfaction. Suppression of unpleasant emotions decreases job satisfaction and amplification of pleasant emotions increases job satisfaction by improving the quality of interpersonal encounters at work. 3. Life Satisfaction One common research* finding is that job satisfaction is correlated with life satisfaction. People who are satisfied with life tend to be satisfied with their job and people who are satisfied with their job tend to be satisfied with life. However, some research has found that job satisfaction is not significantly related to life satisfaction when other variables such as non-work satisfaction and core self evaluations are taken into account. Why is employee satisfaction important for the organization and the management? Job Satisfaction can be an important indicator of how employees feel about their jobs and a predictor of work behaviors such as organizational citizenship, absenteeism, and turnover. Further, job satisfaction can partially mediate the relationship of personality variables and deviant work behaviors. Satisfied employees can add value to organization such as: Enhance employee retention Increase productivity Reduce turnover Enhance customer satisfaction and loyalty More energetic employees Improve teamwork Higher quality products and/or services due to more competent, energized employees Job satisfaction and dissatisfaction has direct impact on organization, which can be seen by analyzing the following: Job Satisfaction and Productivity* The evidence suggests that the link between an individuals job satisfaction and his or her productivity is positive. It turns out the productivity can be affected as much by external conditions as it is by job satisfaction. The link between job satisfaction and productivity is much stronger when we look not at individuals, but at the organization as a whole. When satisfaction and productivity data are gathered for the organization as a whole, rather than at the individual level, we find that organizations with more-satisfied employees tend to be more effective than organizations with less-satisfied employees. Job Satisfaction and Organizational Citizenship Behavior Organizational citizenship behavior (OCB) is discretionary behavior that is not part of an employees formal job requirements and is not usually rewarded, but that nevertheless promotes the effective functioning of the organization. Organizational citizenship is important, as it can help the organization function more efficiently and more effectively. It seems logical to assume that job satisfaction should be a major determinant of an employees OCB. Job Satisfaction and Customer Satisfaction Employees in service jobs often interact with customers. Since the management of service organizations should be concerned with pleasing those customers, it is reasonable to ask: Is employee satisfaction related to positive customer outcomes? For front-line employees who have regular contact with customers, the answer is yes. Satisfied employees are more likely to be friendly, upbeat, and responsive—which customers appreciate. Job Satisfaction and Absenteeism: One can find a consistent negative relationship between satisfaction and absenteeism, but the correlation is moderate-usually less than 0.40. While it certainly makes sense that dissatisfied employees are more likely to miss work, other factors have an impact on the relationship and reduce the correlation coefficient. e.g. Organizations that provide liberal sick leave benefits are encouraging all their employees, including those who are highly satisfied, to take days off. So, outside factors can act to reduce the correlation. Job Satisfaction and Turnover: Satisfaction is negatively related to turnover*, but the correlation is stronger than what we found for absenteeism. Labour turnover is quite strongly correlated with satisfaction when there is high unemployment. Yet, again, other factors such as labour market conditions, expectations about alternative job opportunities, and length of tenure with the organization are important constraints on the actual decision to leave ones current job. Workplace Violence and Sabotage: Dissatisfaction in employees may cause violence and sabotage in workplace. Most violence that involves insiders is triggered by extreme levels of dissatisfaction and stress on part of attacker. Dissatisfied workers may either consciously or subconsciously produce faulty products. How can job satisfaction be measured? Job satisfaction is usually measured with interviews or questionnaires administered to the job incumbents in question. Most research is done with questionnaires. This is because interviews are expensive and time consuming to conduct. By contrast, one can survey a large number of people with a paper-and-pencil questionnaires with very little effort or expense. Furthermore, it is easy to quantify and standardize questionnaire responses. Perhaps the easiest way to assess job satisfaction is to use one of the existing scales which have been carefully developed, and in many studies, their reliability and validity have been established. There are many methods for measuring job satisfaction, few of these are briefly mentioned below: 1. Job Descriptive Index (JDI), created by Smith, Kendall, Hulin (1969), is a specific questionnaire of job satisfaction that has been widely used. It measures ones satisfaction in five facets: pay, promotions and promotion opportunities, coworkers, supervision, and the work itself. The scale is simple, participants answer either yes, no, or cant decide (indicated by ‘?) in response to whether given statements accurately describe ones job. 2. Job In General Scale (JIG) Job In General Scale (JIG, Ironson et al., 1989) was designed to assess overall job satisfaction rather than facets. Its format is same as the JDI, and it contains 18 items. Each item is an adjective or short phrase about the job in general rather than a facet. The total score is a combination of all items. Advantage of using JIG is that it is quick and easy to use, and disadvantage is that it only gives global measure of job satisfaction and does not provide information about specific facets causing job satisfaction/dissatisfaction. 3. Minnesota Satisfaction Questionnaire (MSQ) The Minnesota Satisfaction Questionnaire (MSQ) is designed to measure an employees satisfaction with their particular job. Method includes 100 items measuring 20 facets of job satisfaction. Three revisions of MSQ are available: two long forms (1977 version and 1967 version) and a short form. Long form contains 100 items measuring 20 facets, and short form includes 20 items that best represent each of the 20 scales. Advantages of this method are it is reliable, valid measure of job satisfaction, easy to use, easy to understand, applicable to any organization, applicable for managers, supervisors, and employees. Disadvantage of this method is that it is very long, and uses 20 different facets and it may not be meaningful to have info on each of them. 4. Satisfied / dissatisfied method In this method, you just send a question form that include: What is good thing in our company? What is not good one in our company? This method is suitable for â€Å"emergency events† and you need result in a short time. To assess and measure job satisfaction in employees of ABC Company I would recommend Job Descriptive method (JDI). Job Descriptive Index assesses five most important facets of job satisfaction: * The work itself—responsibility, interest, and growth. * Quality of supervision—technical help and social support. * Relationships with co-workers—social harmony and respect. * Promotion opportunities—chances for further advancement. * Pay—adequacy of pay and perceived equity vis-à  -vis others. The entire scale contains 72 items with either 9 or 18 items per subscale. Each item is an evaluative adjective or short phrase that is descriptive of the job. Responses are â€Å"Yes† â€Å"Uncertain† or â€Å"No†. Job Descriptive Index (JDI; Smith, Kendall, Hulin, 1969) has probably been the most popular facet scale among organizational researchers. It also may have been the most carefully developed and validated, as is well described in Smith et al.s book. It is easy to use with all types of respondents and is most commonly used measure of job satisfaction. Scales that measure the overall level of job satisfaction and do not measure the specific facet may not help in identifying the main cause of job satisfaction/dissatisfaction. Job dissatisfaction can be decreased by considering the following factors: 1. Work itself: Job dissatisfaction can be decreased by Job rotation Job enlargement: knowledge enlargement, task enlargement Job enrichment, add complexity to the task to make it challenging 2. Define Role and Expectations: When an organization makes the decision to fill a new position, it has an idea of what will be expected of the new employee. However, unless these expectations are clearly communicated and role is defined, the result can be disappointing for both the employee and employer. Such situations cause conflict and inefficiencies in the workplace. Therefore, it is very important that the employer establish a mechanism for making sure the needs of the organization are clearly communicated and understood. Role analysis technique can be used to identify and define ones role. 3. Organization development Shared mission or vision: In many organizations, employee doesnt know what is mission, vision, objects. Building a corporate culture that requires employees to be an integral part of the organization can be an effective way of getting the most from the talents or competencies brought to the organization by each employee. Feedback programs: Give employees opportunity to complain to the organization about his work situation. Feedback will help organization to know opinions of their employees. 4. Compensation and benefits: Policies of compensation and benefits are most important part of organization. But you should build your policies at â€Å"suitability† not â€Å"the best†. 5. Appraisal program: You should build the proper evaluation and fair and encourage employees perform work. 6. Relationship with supervisors: Relationship with management is the key factor often happen dissatisfaction of employees. The company should have policies to: Management must be fairly treat the staff Ready to help them Full training for staff Ready to listen and respond to employee 7. Promotions and career development Develop programs to promote all titles in the organization Develop training programs for employees Build programs for career development of each title 8. Working condition and environment Build occupational health and safety program. 9. Improvement programs of employee satisfaction HR department must have the monitoring methods for improvement programs of employee satisfaction. Many organizations just do appraisal of employee satisfaction but not pay attention to role of monitoring. Build solutions to improve satisfaction Training all level of management about the importance of satisfaction and methods to increase satisfaction. 10. Employees by themselves Hiring the right employees Clearly defined and communicated employee expectations. References References marked with an asterisk indicate studies included in the answer. *Timothy A. Judge, Daniel Heller and Michael K. Mount. Five-Factor Model of Personality and Job Satisfaction: A Meta-Analysis. Journal of Applied Psychology 2002, Vol. 87, No. 3, 530-541 *Ste ´Phane Co ˆ Te and Laura M. Morgan. A longitudinal analysis of the association between emotion regulation, job satisfaction, and intentions to quit. Journal of Organizational Behavior. 23, 947-962 (2002) *Timothy A. Judge, Daniel Heller and Michael K. Mount. Five-Factor Model of Personality and Job Satisfaction: A Meta-Analysis. Journal of Applied Psychology 2002, Vol. 87, No. 3, 530-541 *John A. Wagner III John R. Hollenback. Organizational Behavior, Securing Competitive Advantage, 5E. by South-Westrn, 2009 * Robbins, Stephen P., and Timothy A. Judge. Organization Behavior. 12th ed. Upper Saddle River, New Jersey: Pearson Prentice Hall, 2007. 156-158. *Steven G. Westlund and John C. Hannon. Retaining Talent: Assessing Job Satisfaction Facets Most Significantly Related To Software Developer Turnover Intentions. Journal of Information Technology Management Volume XIX, Number 4, 2008 Q3) Compare and contrast the rational decision making model with the bounded rationality model of decision-making. In what ways does the theory of bounded rationality differ from the rational model and what are the characteristics of each? Which do you feel is a better representation of decision-making and why? ANSWER: The rational decision-making model is sometimes referred to as the rational economic model as it includes a primary assumption of economic rationality, that is, the notion that people attempt to maximize their economic outcomes, where alternative with the highest expected worth is selected as preferred alternative. Rational decision making processes consist of a sequence of steps designed to rationally develop a desired solution. Typically these steps involve: 1. Verify, Define, and Detail the problem: The first step is to recognize a problem or to see opportunities that may be worthwhile. A rational decision making model is best employed where relatively complex decisions have to be made. 2. Identify the Criteria: What is relevant and what is not relevant to the decision? What do you need to know before you can make a decision or what will help you make the right one? 3. Analyzing the situation: What alternative courses of action may be available to you? What different interpretations of the data may be possible? 4. Developing options: Generate several possible options. Be creative and positive. 5. Evaluating alternatives: What criteria should you use to evaluate? Evaluate for feasibility, acceptability and desirability. Which alternative will best achieve your objectives? 6. Selecting a preferred alternative: Explore the provisional preferred alternative for future possible adverse consequences. What problems might it create? What are the risks of making this decision? Assumptions made by rational decision-making model There are six assumptions of the rational decision-making model: Problem clarity: The decision maker is assumed to have complete information regarding the decision situation. Known options: Identify all the relevant criteria and can list all the viable alternatives. The decision maker is aware of all the possible consequences of each alternative. Clear preference: The criteria and alternatives can be ranked and given weight to reflect their importance. Constant preferences: The specific decision criteria are constant and that weights assigned to them are stable over time. No time or cost constraints: The rational decision maker can obtain full information about criteria and alternatives because it is assumed that there are no time or cost constraints. Maximum payoff: The rational decision maker will choose the alternative that yields the highest perceived value. Rational decision making model presupposes that there is one best outcome. The search for perfection is frequently a factor in actually delaying making a decision. Such a model also presupposes that it is possible to consider every option and also to know the future consequences of each. While many would like to think they know what will happen, the universe often has other plans! It is also limited by the cognitive abilities of the person making the decision; how good is their memory? How good is their imagination? The criteria themselves, of course, will be subjective and may be difficult to compare. These models require a great deal of time and a great deal of information. And, of course, a rational decision making model attempts to negate the role of emotions in decision making. Bounded Rationality Decision Making Model Bounded Rationality theory accepts the notion of bounded rationality and suggests that people act only in terms of what they perceive about a given situation. Because these perceptions are frequently imperfect, most organizational decision making does not take place in a world of complete certainty. Rather, the behavioral decision maker is viewed as acting most often under uncertain conditions and with limited information. Organizational decision makers face problems that are often ambiguous, and they have only partial knowledge of the available action alternatives and their consequences. As Herbert Simon states: â€Å"Most human decision making, whether individual or organizational, is concerned with the discovery and selection of satisfactory alternatives; only in exceptional cases is it concerned with the discovery and selection of optimal decisions.† Alternative model to rational decision making model based on the theory of bounded rationality called the administrative model is actually a critique of the rational model. Simon says the rational model is prescriptive or normative, the way it is supposed to be, rather than the way it is. Simon presented the administrative model as a realistic antidote, the way it really is. Administrative model he says is the way decisions are actually made. Simon coined a term of Satisficing means settling for the first alternative that seems to meet some minimum level of acceptability. Search for a needle in the haystack. Optimize is to look for the sharpest. Satisfied is to search until you find the needle that is just sharp enough to do the job. He says there are limits on decision making: Bounded rationality: imperfect information about goals and courses of action and relation of means to ends; Bounded discretion: constraints on optimizing, prior commitments, moral and ethical standards, laws, and social standards; Bounded rationality recognizes that it is impossible to comprehend and analyze all of the potentially relevant information in making choices. The only possible way of coping with the complexity of the world is to develop techniques, habits and standard operating procedures (SOP) to facilitate decision making. Widely shared SOPs are institutions. HabitRoutine responses and behaviors based on reinforcement e.g. brushing your teeth in the morning. TechniqueWays to deal with generalized situations e.g., read reviews before selecting a hotel. SOPgroup and organizational rules for decisions e.g., our firm reorders when inventories reach one month of recent sales. Which model better represents decision-making? Rational decision making model provides a guideline of what managers ideally should be doing, but it does not represent what managers actually do. When decision makers are faced with a simple problem and few alternative courses of action, and when the cost of searching out and evaluating alternatives is low, the rational model provides a fairly accurate description of the decision process. However, such situations are the exception. Most decisions in the real world do not follow the rational model. For instance, people are usually content to find an acceptable or reasonable solution to their problem rather than an optimizing one. Most decisions in the real world do not follow the rational model. People are usually content to find an acceptable or reasonable solution to their problem rather than an optimizing one. Thus decision makers may rely on bounded rationality, satisficing, intuition, and judgment shortcuts in making decisions. In an ideal situation, manager faces a clearly defined problem, knows all possible action alternatives and their consequences, and then chooses the alternative that offers the best, or â€Å"optimum,† solution to the problem. This optimizing style is an ideal way to make decisions. This rational approach is normative and prescriptive, and is often used as a model for how managers should make decisions. However, Behavioral scientists are cautious about applying rational decision theory to many decision situations. They recognize that the human mind is a wonderful creation, capable of infinite achievements. But they also recognize that human beings have cognitive limitations that restrict their information-processing capabilities. Information deficiencies and overload compromise the ability of decision makers to achieve complete certainty and otherwise operate according to the rational model. Human decision makers also operate with bounded rationality. Bounded rationality is sug gests that, while individuals are reasoned and logical, humans have their limits. Individuals interpret and make sense of things within the context of their personal situation. This makes it difficult to realize the ideal of rational decision making. As a result, the rational model does not give a full and accurate description of how most decisions are made in organizations. References References marked with an asterisk â€Å" * † indicate studies included in the answers. *John A. Wagner III John R. Hollenback. Organizational Behavior, Securing Competitive Advantage, 5E. by South-Westrn, 2009 * Robbins, Stephen P., and Timothy A. Judge. Organization Behavior. 12E. Upper Saddle River, New Jersey: Pearson Prentice Hall, 2007. 156-158. * John R. Schermerhorn, Jr., James G. Hunt, Richard Osborn. Organization Behavior. 7E. John Wiley Sons, Inc, 2002 Q.4) Discuss goal-setting theory and its major conclusions. How do major conclusions of goal setting inform managers, or how can managers apply what research on goal setting has found in managing employees? ANSWER: Goal Setting Theory The prime axiom of goal setting theory is that specific, difficult goals lead to higher performance than when people strive to simply â€Å"do their best†, (Locke, 1966; Locke Latham, 1990). Goals play an important part in high performance work environments. Goal setting is the process of developing, negotiating, and formalizing the targets or objectives that a person is responsible for accomplishing. The model uses elements of expectancy theory to help clarify the implications of goal setting for performance while taking into account certain moderating conditions, such as ability and task complexity. Lockes research showed that there was a relationship between how difficult and specific a goal was and peoples performance of a task. He found that specific and difficult goals led to better task performance than vague or easy goals. Telling someone to Try hard or Do your best is less effective than Try to get more than 80% correct. Likewise, having a goal thats too easy is not a motivating force. Hard goals are more motivating than easy goals, because its much more of an accomplishment to achieve something that you have to work for. Locke and his colleagues spend considerable time on research* and studied the effects of goal setting, which can be concluded as: Specific goals increase performance, under certain conditions Difficult goals, when accepted, result in higher performance than do easy goals Feedback leads to higher performance Causes and Effect of Job Satisfaction on a Company Causes and Effect of Job Satisfaction on a Company Q.1) ABC company has heard rumors that some of their workers are dissatisfied with their jobs. You have been asked to explain to management the following: 1) what are the major causes of job satisfaction? 2) Why should management be concerned about the job satisfaction of employees? 3) How would you recommend that ABC Company verify or assess that employees are actually dissatisfied; how can job satisfaction be measured? 4) Once ABC Company has determined that the employees are definitely dissatisfied with aspects of their particular jobs, what are ways they could possibly decrease job dissatisfaction? ANSWER: Defining Job Satisfaction: Job satisfaction is a pleasurable feeling that results from the perception that ones job fulfills or allows for the fulfillment of ones important job values. It refers to an individuals general attitude toward his or her job. A person with a high level of job satisfaction holds positive attitudes toward the job, while a person who is dissatisfied with his or her job holds negative attitudes toward the job. What are factors that cause employee satisfaction? Review of the evidence and research* has identified several factors conducive to high levels of employee job satisfaction; some of these factors are controllable by managers and some are not. Factors controllable by management 1. Nature of Work Task Complexity: jobs that are mentally challenging have been consistently found as a main cause of job satisfaction. Simple, repetitive, less challenging jobs are found to a source of frustration and dissatisfaction in employee. Task Meaningfulness: employees belief that the work done by them is meaningful and has significance causes job satisfaction in them. Furthermore, giving autonomy to employees make them feel that they can display their competence and make a positive impact to the organization, is another factor in job satisfaction. Physical Strain: reasonable amount of physical strain and exertion is another determinant in job satisfaction. This factor is sometimes overlooked in the present age of technology. Fact is that advancement in technology has made physical strain even more undesirable work characteristic. 2. Relationship with Supervisor and Colleagues People expect more out of work than merely money or tangible achievements. For most employees, work also fills the need for social interaction. The behavior of an employees manager is found a major cause of satisfaction. Studies generally find that employee satisfaction increases when the immediate supervisor understands the employees, is friendly, praises for good performance, listens to employees opinions, and shows a personal interest in them. 3. Compensation and benefits factors Employees want pay systems that they perceive as just, unambiguous, and in line with their expectations. When pay is seen as fair based on job demands, individual skill level, and community pay standards, satisfaction is likely to result. 4. Promotion Policies and Career Development Factor Opportunities for promotion, training programs, and capacity of career development are other factors that cause job satisfaction. Employees seek fair promotion policies and practices. Promotions provide opportunities for personal growth, more responsibilities, and increased social status. Individuals who perceive that promotion decisions are made in a fair and just manner, therefore, are likely to experience satisfaction from their jobs. 5. Working conditions and environment factors Employees want work environments that support personal comfort and good job performance. Studies demonstrate that employees prefer physical surroundings that are not dangerous or uncomfortable. Most employees also prefer working relatively close to home, in clean and relatively modern facilities, and with adequate tools and equipment. Physical features of workplace like temperature, lighting arrangements, cleanliness, working outdoors, health hazards, sick-building syndrome, social density, privacy in work, all may result in satisfaction or dissatisfaction to employees. 6. Organization development factors Brand of organization in business field and comparison with leading competitor and potential development of organization is a cause of job satisfaction in employees. Missions and Vision of organization is another source of job satisfaction if it complies with employees personal views and goals. Factors not controllable by management: 1. Personality Contemporary research* indicates that employee job satisfaction can be genetically determined. Whether people are happy or not can be found by their gene structure. You either have happy genes or you dont. Scientific research in the field of psychology has been done to find the relationship of job satisfaction with five traits of personality i.e., Neuroticism, Extraversion, Openness to Experience, Agreeableness, and Conscientiousness. These factors with the exception of Openness to Experience have considerable correlation with job satisfaction, as given in Table 1. Impact of personality in work can be controlled if the managers make sure their selection process screens out the negative, maladjusted, troublemaking fault-finders who derive little satisfaction in anything job-related. This is probably best achieved through personality testing, in-depth interviewing, and careful checking of applicants previous work records. Table 1 Available meta-analytic correlations between Big Five personality traits and criteria Big Five Trait Conscientiousness Agreeableness Neuroticism Openness Extraversion Criterion Ï  SDÏ  Ï  SDÏ  Ï  SDÏ  Ï  SDÏ  Ï  SDÏ  Job satisfaction* 0.26 (0.22) 0.17 (0.16) -0.29 (0.16) 0.02 (0.21) 0.25 (0.15) Job performance†  0.28 (0.16) 0.13 (0.15) -0.16 (0.10) 0.08 (0.10) 0.07 (0.14) Leadership†¡ 0.28 (0.17) 0.08 (0.17) -0.24 (0.18) 0.24 (0.11) 0.31 (0.17) Workplace deviance § -0.35 (−) -0.44 () 0.26 (−) -0.08 (−) -0.03 (−) Motivation (goal-setting)** 0.28 (0.07) -0.29 (0.21) -0.29 (0.06) 0.18 0.00 0.15 0.00 Motivation (expectancy)** 0.23 (0.09) 0.13 0.00 -0.29 (0.17) −0.08 0.00 0.1 0.00 Motivation (self-efficacy)** 0.22 (0.15) 0.11 (0.17) -0.35 (0.18) 0.2 (0.04) 0.33 (0.16) Team effectiveness† Ã¢â‚¬   0.11 (0.11) 0.12 (0.13) -0.04 (0.04) 0.05 (0.13) 0.09 (0.04) Notes: Correlations are based on the most recently published meta-analysis for the corresponding criterion. Dashes indicate unreported information. Ï  = estimated true score correlations; SDÏ  = standard deviation of true score correlations. *Reported in Judge, Heller, and Mount (2002). † Reported in Salgado (2003). †¡Reported in Judge, Bono, Ilies, and Gerhardt (2002).  §Reported in Berry, Ones, and Sackett (2007). **Reported in Judge and Ilies (2002). † Ã¢â‚¬  Reported in Bell 2007 2. Emotions Regulations Scientific study* has explored the association between emotion regulation, defined as the conscious manipulation of ones public displays of emotion, and job satisfaction. Suppression of unpleasant emotions decreases job satisfaction and amplification of pleasant emotions increases job satisfaction by improving the quality of interpersonal encounters at work. 3. Life Satisfaction One common research* finding is that job satisfaction is correlated with life satisfaction. People who are satisfied with life tend to be satisfied with their job and people who are satisfied with their job tend to be satisfied with life. However, some research has found that job satisfaction is not significantly related to life satisfaction when other variables such as non-work satisfaction and core self evaluations are taken into account. Why is employee satisfaction important for the organization and the management? Job Satisfaction can be an important indicator of how employees feel about their jobs and a predictor of work behaviors such as organizational citizenship, absenteeism, and turnover. Further, job satisfaction can partially mediate the relationship of personality variables and deviant work behaviors. Satisfied employees can add value to organization such as: Enhance employee retention Increase productivity Reduce turnover Enhance customer satisfaction and loyalty More energetic employees Improve teamwork Higher quality products and/or services due to more competent, energized employees Job satisfaction and dissatisfaction has direct impact on organization, which can be seen by analyzing the following: Job Satisfaction and Productivity* The evidence suggests that the link between an individuals job satisfaction and his or her productivity is positive. It turns out the productivity can be affected as much by external conditions as it is by job satisfaction. The link between job satisfaction and productivity is much stronger when we look not at individuals, but at the organization as a whole. When satisfaction and productivity data are gathered for the organization as a whole, rather than at the individual level, we find that organizations with more-satisfied employees tend to be more effective than organizations with less-satisfied employees. Job Satisfaction and Organizational Citizenship Behavior Organizational citizenship behavior (OCB) is discretionary behavior that is not part of an employees formal job requirements and is not usually rewarded, but that nevertheless promotes the effective functioning of the organization. Organizational citizenship is important, as it can help the organization function more efficiently and more effectively. It seems logical to assume that job satisfaction should be a major determinant of an employees OCB. Job Satisfaction and Customer Satisfaction Employees in service jobs often interact with customers. Since the management of service organizations should be concerned with pleasing those customers, it is reasonable to ask: Is employee satisfaction related to positive customer outcomes? For front-line employees who have regular contact with customers, the answer is yes. Satisfied employees are more likely to be friendly, upbeat, and responsive—which customers appreciate. Job Satisfaction and Absenteeism: One can find a consistent negative relationship between satisfaction and absenteeism, but the correlation is moderate-usually less than 0.40. While it certainly makes sense that dissatisfied employees are more likely to miss work, other factors have an impact on the relationship and reduce the correlation coefficient. e.g. Organizations that provide liberal sick leave benefits are encouraging all their employees, including those who are highly satisfied, to take days off. So, outside factors can act to reduce the correlation. Job Satisfaction and Turnover: Satisfaction is negatively related to turnover*, but the correlation is stronger than what we found for absenteeism. Labour turnover is quite strongly correlated with satisfaction when there is high unemployment. Yet, again, other factors such as labour market conditions, expectations about alternative job opportunities, and length of tenure with the organization are important constraints on the actual decision to leave ones current job. Workplace Violence and Sabotage: Dissatisfaction in employees may cause violence and sabotage in workplace. Most violence that involves insiders is triggered by extreme levels of dissatisfaction and stress on part of attacker. Dissatisfied workers may either consciously or subconsciously produce faulty products. How can job satisfaction be measured? Job satisfaction is usually measured with interviews or questionnaires administered to the job incumbents in question. Most research is done with questionnaires. This is because interviews are expensive and time consuming to conduct. By contrast, one can survey a large number of people with a paper-and-pencil questionnaires with very little effort or expense. Furthermore, it is easy to quantify and standardize questionnaire responses. Perhaps the easiest way to assess job satisfaction is to use one of the existing scales which have been carefully developed, and in many studies, their reliability and validity have been established. There are many methods for measuring job satisfaction, few of these are briefly mentioned below: 1. Job Descriptive Index (JDI), created by Smith, Kendall, Hulin (1969), is a specific questionnaire of job satisfaction that has been widely used. It measures ones satisfaction in five facets: pay, promotions and promotion opportunities, coworkers, supervision, and the work itself. The scale is simple, participants answer either yes, no, or cant decide (indicated by ‘?) in response to whether given statements accurately describe ones job. 2. Job In General Scale (JIG) Job In General Scale (JIG, Ironson et al., 1989) was designed to assess overall job satisfaction rather than facets. Its format is same as the JDI, and it contains 18 items. Each item is an adjective or short phrase about the job in general rather than a facet. The total score is a combination of all items. Advantage of using JIG is that it is quick and easy to use, and disadvantage is that it only gives global measure of job satisfaction and does not provide information about specific facets causing job satisfaction/dissatisfaction. 3. Minnesota Satisfaction Questionnaire (MSQ) The Minnesota Satisfaction Questionnaire (MSQ) is designed to measure an employees satisfaction with their particular job. Method includes 100 items measuring 20 facets of job satisfaction. Three revisions of MSQ are available: two long forms (1977 version and 1967 version) and a short form. Long form contains 100 items measuring 20 facets, and short form includes 20 items that best represent each of the 20 scales. Advantages of this method are it is reliable, valid measure of job satisfaction, easy to use, easy to understand, applicable to any organization, applicable for managers, supervisors, and employees. Disadvantage of this method is that it is very long, and uses 20 different facets and it may not be meaningful to have info on each of them. 4. Satisfied / dissatisfied method In this method, you just send a question form that include: What is good thing in our company? What is not good one in our company? This method is suitable for â€Å"emergency events† and you need result in a short time. To assess and measure job satisfaction in employees of ABC Company I would recommend Job Descriptive method (JDI). Job Descriptive Index assesses five most important facets of job satisfaction: * The work itself—responsibility, interest, and growth. * Quality of supervision—technical help and social support. * Relationships with co-workers—social harmony and respect. * Promotion opportunities—chances for further advancement. * Pay—adequacy of pay and perceived equity vis-à  -vis others. The entire scale contains 72 items with either 9 or 18 items per subscale. Each item is an evaluative adjective or short phrase that is descriptive of the job. Responses are â€Å"Yes† â€Å"Uncertain† or â€Å"No†. Job Descriptive Index (JDI; Smith, Kendall, Hulin, 1969) has probably been the most popular facet scale among organizational researchers. It also may have been the most carefully developed and validated, as is well described in Smith et al.s book. It is easy to use with all types of respondents and is most commonly used measure of job satisfaction. Scales that measure the overall level of job satisfaction and do not measure the specific facet may not help in identifying the main cause of job satisfaction/dissatisfaction. Job dissatisfaction can be decreased by considering the following factors: 1. Work itself: Job dissatisfaction can be decreased by Job rotation Job enlargement: knowledge enlargement, task enlargement Job enrichment, add complexity to the task to make it challenging 2. Define Role and Expectations: When an organization makes the decision to fill a new position, it has an idea of what will be expected of the new employee. However, unless these expectations are clearly communicated and role is defined, the result can be disappointing for both the employee and employer. Such situations cause conflict and inefficiencies in the workplace. Therefore, it is very important that the employer establish a mechanism for making sure the needs of the organization are clearly communicated and understood. Role analysis technique can be used to identify and define ones role. 3. Organization development Shared mission or vision: In many organizations, employee doesnt know what is mission, vision, objects. Building a corporate culture that requires employees to be an integral part of the organization can be an effective way of getting the most from the talents or competencies brought to the organization by each employee. Feedback programs: Give employees opportunity to complain to the organization about his work situation. Feedback will help organization to know opinions of their employees. 4. Compensation and benefits: Policies of compensation and benefits are most important part of organization. But you should build your policies at â€Å"suitability† not â€Å"the best†. 5. Appraisal program: You should build the proper evaluation and fair and encourage employees perform work. 6. Relationship with supervisors: Relationship with management is the key factor often happen dissatisfaction of employees. The company should have policies to: Management must be fairly treat the staff Ready to help them Full training for staff Ready to listen and respond to employee 7. Promotions and career development Develop programs to promote all titles in the organization Develop training programs for employees Build programs for career development of each title 8. Working condition and environment Build occupational health and safety program. 9. Improvement programs of employee satisfaction HR department must have the monitoring methods for improvement programs of employee satisfaction. Many organizations just do appraisal of employee satisfaction but not pay attention to role of monitoring. Build solutions to improve satisfaction Training all level of management about the importance of satisfaction and methods to increase satisfaction. 10. Employees by themselves Hiring the right employees Clearly defined and communicated employee expectations. References References marked with an asterisk indicate studies included in the answer. *Timothy A. Judge, Daniel Heller and Michael K. Mount. Five-Factor Model of Personality and Job Satisfaction: A Meta-Analysis. Journal of Applied Psychology 2002, Vol. 87, No. 3, 530-541 *Ste ´Phane Co ˆ Te and Laura M. Morgan. A longitudinal analysis of the association between emotion regulation, job satisfaction, and intentions to quit. Journal of Organizational Behavior. 23, 947-962 (2002) *Timothy A. Judge, Daniel Heller and Michael K. Mount. Five-Factor Model of Personality and Job Satisfaction: A Meta-Analysis. Journal of Applied Psychology 2002, Vol. 87, No. 3, 530-541 *John A. Wagner III John R. Hollenback. Organizational Behavior, Securing Competitive Advantage, 5E. by South-Westrn, 2009 * Robbins, Stephen P., and Timothy A. Judge. Organization Behavior. 12th ed. Upper Saddle River, New Jersey: Pearson Prentice Hall, 2007. 156-158. *Steven G. Westlund and John C. Hannon. Retaining Talent: Assessing Job Satisfaction Facets Most Significantly Related To Software Developer Turnover Intentions. Journal of Information Technology Management Volume XIX, Number 4, 2008 Q3) Compare and contrast the rational decision making model with the bounded rationality model of decision-making. In what ways does the theory of bounded rationality differ from the rational model and what are the characteristics of each? Which do you feel is a better representation of decision-making and why? ANSWER: The rational decision-making model is sometimes referred to as the rational economic model as it includes a primary assumption of economic rationality, that is, the notion that people attempt to maximize their economic outcomes, where alternative with the highest expected worth is selected as preferred alternative. Rational decision making processes consist of a sequence of steps designed to rationally develop a desired solution. Typically these steps involve: 1. Verify, Define, and Detail the problem: The first step is to recognize a problem or to see opportunities that may be worthwhile. A rational decision making model is best employed where relatively complex decisions have to be made. 2. Identify the Criteria: What is relevant and what is not relevant to the decision? What do you need to know before you can make a decision or what will help you make the right one? 3. Analyzing the situation: What alternative courses of action may be available to you? What different interpretations of the data may be possible? 4. Developing options: Generate several possible options. Be creative and positive. 5. Evaluating alternatives: What criteria should you use to evaluate? Evaluate for feasibility, acceptability and desirability. Which alternative will best achieve your objectives? 6. Selecting a preferred alternative: Explore the provisional preferred alternative for future possible adverse consequences. What problems might it create? What are the risks of making this decision? Assumptions made by rational decision-making model There are six assumptions of the rational decision-making model: Problem clarity: The decision maker is assumed to have complete information regarding the decision situation. Known options: Identify all the relevant criteria and can list all the viable alternatives. The decision maker is aware of all the possible consequences of each alternative. Clear preference: The criteria and alternatives can be ranked and given weight to reflect their importance. Constant preferences: The specific decision criteria are constant and that weights assigned to them are stable over time. No time or cost constraints: The rational decision maker can obtain full information about criteria and alternatives because it is assumed that there are no time or cost constraints. Maximum payoff: The rational decision maker will choose the alternative that yields the highest perceived value. Rational decision making model presupposes that there is one best outcome. The search for perfection is frequently a factor in actually delaying making a decision. Such a model also presupposes that it is possible to consider every option and also to know the future consequences of each. While many would like to think they know what will happen, the universe often has other plans! It is also limited by the cognitive abilities of the person making the decision; how good is their memory? How good is their imagination? The criteria themselves, of course, will be subjective and may be difficult to compare. These models require a great deal of time and a great deal of information. And, of course, a rational decision making model attempts to negate the role of emotions in decision making. Bounded Rationality Decision Making Model Bounded Rationality theory accepts the notion of bounded rationality and suggests that people act only in terms of what they perceive about a given situation. Because these perceptions are frequently imperfect, most organizational decision making does not take place in a world of complete certainty. Rather, the behavioral decision maker is viewed as acting most often under uncertain conditions and with limited information. Organizational decision makers face problems that are often ambiguous, and they have only partial knowledge of the available action alternatives and their consequences. As Herbert Simon states: â€Å"Most human decision making, whether individual or organizational, is concerned with the discovery and selection of satisfactory alternatives; only in exceptional cases is it concerned with the discovery and selection of optimal decisions.† Alternative model to rational decision making model based on the theory of bounded rationality called the administrative model is actually a critique of the rational model. Simon says the rational model is prescriptive or normative, the way it is supposed to be, rather than the way it is. Simon presented the administrative model as a realistic antidote, the way it really is. Administrative model he says is the way decisions are actually made. Simon coined a term of Satisficing means settling for the first alternative that seems to meet some minimum level of acceptability. Search for a needle in the haystack. Optimize is to look for the sharpest. Satisfied is to search until you find the needle that is just sharp enough to do the job. He says there are limits on decision making: Bounded rationality: imperfect information about goals and courses of action and relation of means to ends; Bounded discretion: constraints on optimizing, prior commitments, moral and ethical standards, laws, and social standards; Bounded rationality recognizes that it is impossible to comprehend and analyze all of the potentially relevant information in making choices. The only possible way of coping with the complexity of the world is to develop techniques, habits and standard operating procedures (SOP) to facilitate decision making. Widely shared SOPs are institutions. HabitRoutine responses and behaviors based on reinforcement e.g. brushing your teeth in the morning. TechniqueWays to deal with generalized situations e.g., read reviews before selecting a hotel. SOPgroup and organizational rules for decisions e.g., our firm reorders when inventories reach one month of recent sales. Which model better represents decision-making? Rational decision making model provides a guideline of what managers ideally should be doing, but it does not represent what managers actually do. When decision makers are faced with a simple problem and few alternative courses of action, and when the cost of searching out and evaluating alternatives is low, the rational model provides a fairly accurate description of the decision process. However, such situations are the exception. Most decisions in the real world do not follow the rational model. For instance, people are usually content to find an acceptable or reasonable solution to their problem rather than an optimizing one. Most decisions in the real world do not follow the rational model. People are usually content to find an acceptable or reasonable solution to their problem rather than an optimizing one. Thus decision makers may rely on bounded rationality, satisficing, intuition, and judgment shortcuts in making decisions. In an ideal situation, manager faces a clearly defined problem, knows all possible action alternatives and their consequences, and then chooses the alternative that offers the best, or â€Å"optimum,† solution to the problem. This optimizing style is an ideal way to make decisions. This rational approach is normative and prescriptive, and is often used as a model for how managers should make decisions. However, Behavioral scientists are cautious about applying rational decision theory to many decision situations. They recognize that the human mind is a wonderful creation, capable of infinite achievements. But they also recognize that human beings have cognitive limitations that restrict their information-processing capabilities. Information deficiencies and overload compromise the ability of decision makers to achieve complete certainty and otherwise operate according to the rational model. Human decision makers also operate with bounded rationality. Bounded rationality is sug gests that, while individuals are reasoned and logical, humans have their limits. Individuals interpret and make sense of things within the context of their personal situation. This makes it difficult to realize the ideal of rational decision making. As a result, the rational model does not give a full and accurate description of how most decisions are made in organizations. References References marked with an asterisk â€Å" * † indicate studies included in the answers. *John A. Wagner III John R. Hollenback. Organizational Behavior, Securing Competitive Advantage, 5E. by South-Westrn, 2009 * Robbins, Stephen P., and Timothy A. Judge. Organization Behavior. 12E. Upper Saddle River, New Jersey: Pearson Prentice Hall, 2007. 156-158. * John R. Schermerhorn, Jr., James G. Hunt, Richard Osborn. Organization Behavior. 7E. John Wiley Sons, Inc, 2002 Q.4) Discuss goal-setting theory and its major conclusions. How do major conclusions of goal setting inform managers, or how can managers apply what research on goal setting has found in managing employees? ANSWER: Goal Setting Theory The prime axiom of goal setting theory is that specific, difficult goals lead to higher performance than when people strive to simply â€Å"do their best†, (Locke, 1966; Locke Latham, 1990). Goals play an important part in high performance work environments. Goal setting is the process of developing, negotiating, and formalizing the targets or objectives that a person is responsible for accomplishing. The model uses elements of expectancy theory to help clarify the implications of goal setting for performance while taking into account certain moderating conditions, such as ability and task complexity. Lockes research showed that there was a relationship between how difficult and specific a goal was and peoples performance of a task. He found that specific and difficult goals led to better task performance than vague or easy goals. Telling someone to Try hard or Do your best is less effective than Try to get more than 80% correct. Likewise, having a goal thats too easy is not a motivating force. Hard goals are more motivating than easy goals, because its much more of an accomplishment to achieve something that you have to work for. Locke and his colleagues spend considerable time on research* and studied the effects of goal setting, which can be concluded as: Specific goals increase performance, under certain conditions Difficult goals, when accepted, result in higher performance than do easy goals Feedback leads to higher performance