Internaional Business Article Example | Topics and Well Written Essays - 750 words

Internaional Business - Article Example Normally, it is the last stage of the distribution process. Understanding the customer perceptions will help retailers to know about the nuances of marketing. Every retailer has to primarily identify his target market and the needs and expectations of that market and subsequently try to meet those expectations with efficient service. This is what exactly Costco is doing. Promotional strategies that are adopted by a retailer include different forms of communication to attract customer to the retail outlet. For example, in the case of Costco, the 'buy-in' strategy that the company adopted is a promotional strategy. The company bought as much inventory as possible after Procter and Gamble announced a price hike of 6%. This would help the company to hold stock for the future when other players would buy the same stock at a higher price. The face of the retailing industry has undergone significant global changes over the past two decades. Retailing has always focused on offering the best quality products to customers. Every retailer wants to offer the customers the right products at the right time at the right place and at the right price. Pricing the products and services might be a routine hob for most producers and retailers, but it involves a thorough and a deep understanding of the principles and practices governing the business environment. Adopting the right pricing strategy helps a company achieve its objective. To sustain and achieve its objectives in the competitive market, a company should adopt the most effective pricing mechanism. Thus, pricing is very important to a marketer. Before adopting a pricing strategy, certain factors like the demand for the product or service in the market, customers' perception, the sustainable margin, the image of the company in the market etc. Pricing is a very important aspect of the firms' existence and hence, firms must develop proper pricing strategies and convert them into effective competitive advantages. Pricing is the biggest challenge that marketers face, and quite often, they may feel that they have not set the right price. This may be due to several reasons. One of the most important is that prices are dependent on market factors. The sales of a product have an impact on the pricing mechanism. However, the sales of a product can increase because it has been priced too low and not because it has been priced right. Setting the right price can have a substantial impact on the profits of the firm. Costco is using the market penetration pricing strategy to attract customers. It is only a few products that can be called truly innovative products. Such products come into the market infrequently. Most of the times products introduced are copies of existing products with slight modifications. /firms try new approaches to attract customers who have many similar products to choose from. They employ sales promotions, membership cards, sponsorships, etc. to attract customers. Costco admits that more than half of its revenue is form membership fees. Firms resort to price cuts, and offer products below their competitors' prices to take away a large number of customers form their competitors. This is the strategy that Costco has adopted. The expectation in offering products at low prices is that one customers use the product, they will develop an interest in the product

ASTR123 H Assignment Example | Topics and Well Written Essays - 250 words

ASTR123 H - Assignment Example This globular marked as M13 had a determined distance. In his assumptions, Shapley believed that all the globular were of the same size. Later, he established that the sun was 50000 light-years from the center (Melia 31). On the other hand, Curtis agreed to Shapley findings that the globular clusters were not in the galaxy. However, he disagreed to his estimations of their distances. In Curtis opinion, these clusters were closer while the galaxy was smaller. Further, Curtis believed that the galaxy was a vast collection of the stars situated way from the boundary of the Milky Way (Melia 29). Therefore, despite the two agreeing and disagreeing on some facts, they both had a common idea that the galaxy was in the universe, something they argued out based on the position of the globular cluster in the Milky Way. And, if this was the case, which is not, then it could be concluded that the galaxy is the entire universe. In 1935, Andrew McKellar was in the in the astrophysical observation team during which, he involved himself in astrophysics research. It was then that he used the CN excitation doublet lines in 1941 to measure and determined the effective temperature of space to be 2.3 K. Around that period he establish this important discovery that could have earned him a Nobel prize, but the world was at war-world war two (WW II). Therefore, Andrew McKellar never had time to publish his findings. Again, scientist gathering to deliberate on this research was not possible. After the WW II, the world recovered, but in a sluggish rate. In 1952 when the astronomers had their first meeting in Rome, Andrew McKellar file had been forgotten (NaselÊ ¹skij, Dmitry and Igor

Leadership Theories From Mahatma Gandhi To Winston Management Essay

Leadership Theories From Mahatma Gandhi To Winston Management Essay From Mahatma Gandhi to Winston Churchill to Martin Luther King, there are as many leadership styles as there are leaders. Fortunately, businesspeople and psychologists have developed useful and simple ways to describe the main styles of leadership, and these can help aspiring leaders understand which styles they should use. So, whether you manage a team at work, captain a sports team, or lead a major corporation, which approach is best? Consciously, or subconsciously, youll probably use some of the leadership styles in this article at some point. Understanding these styles and their impact can help you develop your own, personal leadership style and help you become a more effective leader. With this in mind, there are many different frameworks that have shaped our current understanding of leadership, and many of these have their place, just as long as theyre used appropriately. This article looks at some of the most common frameworks, and then looks at popular styles of leadership. Leadership Theories Researchers have developed a number of leadership theories over the years. These fall into four main groups: 1. Behavioral theories What does a good leader do? Behavioral theories focus on how leaders behave. Do they dictate what needs to be done and expect cooperation? Or do they involve the team in decisions to encourage acceptance and support? In the 1930s, Kurt Lewin developed a leadership framework based on a leaders decision-making behavior. Lewin argued that there are three types of leaders: Autocratic leaders make decisions without consulting their teams. This is considered appropriate when decisions genuinely need to be taken quickly, when theres no need for input, and when team agreement isnt necessary for a successful outcome. Democratic leaders allow the team to provide input before making a decision, although the degree of input can vary from leader to leader. This type of style is important when team agreement matters, but it can be quite difficult to manage when there are lots of different perspectives and ideas. Laissez-faire leaders dont interfere; they allow people within the team to make many of the decisions. This works well when the team is highly capable and motivated, and when it doesnt need close monitoring or supervision. However, this style can arise because the leader is lazy or distracted, and, here, this approach can fail. Similar to Lewins model, the Blake-Mouton Managerial Grid helps you decide how best to lead, depending on your concern for people versus your concern for production. The model describes five different leadership styles: impoverished, country club, team leader, produce or perish, or middle of the road. The descriptions of these will help you understand your own leadership habits and adapt them to meet your teams needs. Clearly, then, how leaders behave impacts on their effectiveness. Researchers have realized, though, that many of these leadership behaviors are appropriate at different times. So, the best leaders are those who can use many different behavioral styles and use the right style for each situation. 2. Contingency theories How does the situation influence good leadership? The realization that there isnt one correct type of leader led to theories that the best leadership style is contingent on, or depends on, the situation. These theories try to predict which leadership style is best in which circumstance. When a decision is needed fast, which style is preferred? When the leader needs the full support of the team, is there a better way to lead? Should a leader be more people oriented or task oriented? These are all examples of questions that contingency leadership theories try to address. A popular contingency-based framework is the Hersey-Blanchard Situational Leadership Theory, which links leadership style with the maturity of individual members of the leaders team. 3. Trait theories What type of person makes a good leader? Trait theories argue that leaders share a number of common personality traits and characteristics, and that leadership emerges from these traits. Early trait theories promoted the idea that leadership is an innate, instinctive quality that you either have or dont have. Thankfully, weve moved on from this approach, and were learning more about what we can do as individuals to develop leadership qualities within ourselves and others. Whats more, traits are external behaviors that emerge from things going on within the leaders mind and its these internal beliefs and processes that are important for effective leadership. Trait theory does, however, help us identify some qualities that are helpful when leading others and, together, these emerge as a generalized leadership style. Examples include empathy, assertiveness, good decision-making, and likability. In our article Building TomorrowHYPERLINK http://www.mindtools.com/pages/article/newLDR_62.htmHYPERLINK http://www.mindtools.com/pages/article/newLDR_62.htms Leaders, we discuss a series of attributes that are important for all types of leaders to develop. However, none of these traits, nor any combination of them, will guarantee success as a leader. You need more than that. 4. Power and influence theories What is the source of the leaders power? Power and influence theories of leadership take an entirely different approach. Theyre based on the different ways in which leaders use power and influence to get things done, and the leadership styles that emerge as a result. Perhaps the most well known of these theories is French and RavenHYPERLINK http://www.mindtools.com/pages/article/newLDR_56.htmHYPERLINK http://www.mindtools.com/pages/article/newLDR_56.htms Five Forms of Power. This model distinguishes between using your position to exert power, and using your personal attributes to be powerful. French and Raven identified three types of positional power legitimate, reward, and coercive and two sources of personal power expert and referent (your personal appeal and charm). The model suggests that using personal power is the better alternative and, because Expert Power (the power that comes with being a real expert in the job) is the most legitimate of these, that you should actively work on building this. Similarly, leading by example is another highly effective way to establish and sustain a positive influence with your team. Another valid leadership style thats supported by power and influence theories is Transactional Leadership. This approach assumes that work is done only because it is rewarded, and for no other reason, and it therefore focuses on designing tasks and reward structures. While it may not be the most appealing leadership strategy in terms of building relationships and developing a long-term motivating work environment, it does work, and its used in most organizations on a daily basis to get things done. An Up-to-Date Understanding of Leadership Within all of these theories, frameworks, and approaches to leadership, theres an underlying message that leaders need to have a variety of factors working in their favor. Effective leadership is not simply based on a set of attributes, behaviors, or influences. You must have a wide range of abilities and approaches that you can draw upon. Having said this, however, theres one leadership style that is appropriate in very many corporate situations that of Transformational Leadership. A leader using this style: Has integrity. Sets clear goals. Clearly communicates a vision. Sets a good example. Expects the best from the team. Encourages. Supports. Recognizes good work and people. Provides stimulating work. Helps people see beyond their self-interests and focus more on team interests and needs. Inspires. In short, transformational leaders are exceptionally motivating, and theyre trusted. When your team trusts you, and is really fired up by the way you lead, you can achieve great things! The transformational leadership style is the dominant leadership style taught in our How to Lead: Discover the Leader Within You program, although we do recommend that other styles are brought in as the situation demands. Having said that Transformational Leadership suits very many circumstances in business, we need to remember that there may be situations where its not the best style. This is why its worth knowing about the other styles shown below so that you have a greater chance of finding the right combination for the situation you find yourself in. Popular Leadership Styles A Glossary The leadership theories and styles discussed so far fit within formal theoretical frameworks. However, many more terms are used to describe leadership styles, even if these dont fit within a particular system. Its worth understanding these! 1. Autocratic leadership Autocratic leadership is an extreme form of transactional leadership, where leaders have absolute power over their workers or team. Staff and team members have little opportunity to make suggestions, even if these would be in the teams or the organizations best interest. Most people tend to resent being treated like this. Therefore, autocratic leadership often leads to high levels of absenteeism and staff turnover. However, for some routine and unskilled jobs, the style can remain effective because the advantages of control may outweigh the disadvantages. 2. Bureaucratic leadership Bureaucratic leaders work by the book. They follow rules rigorously, and ensure that their staff follows procedures precisely. This is a very appropriate style for work involving serious safety risks (such as working with machinery, with toxic substances, or at dangerous heights) or where large sums of money are involved (such as handling cash). 3. Charismatic leadership A charismatic leadership style can seem similar to transformational leadership, because these leaders inspire lots of enthusiasm in their teams and are very energetic in driving others forward. However, charismatic leaders can tend to believe more in themselves than in their teams, and this creates a risk that a project, or even an entire organization, might collapse if the leader leaves. In the eyes of the followers, success is directly connected to the presence of the charismatic leader. As such, charismatic leadership carries great responsibility, and it needs a long-term commitment from the leader. 4. Democratic leadership or participative leadership Although democratic leaders make the final decisions, they invite other members of the team to contribute to the decision-making process. This not only increases job satisfaction by involving team members, but it also helps to develop peoples skills. Team members feel in control of their own destiny, so theyre motivated to work hard by more than just a financial reward. Because participation takes time, this approach can take longer, but often the end result is better. The approach can be most suitable when working as a team is essential, and when quality is more important than speed to market, or productivity. 5. Laissez-faire leadership This French phrase means leave it be, and its used to describe leaders who leave their team members to work on their own. It can be effective if the leader monitors whats being achieved and communicates this back to the team regularly. Most often, laissez-faire leadership is effective when individual team members are very experienced and skilled self-starters. Unfortunately, this type of leadership can also occur when managers dont apply sufficient control. 6. People-oriented leadership or relations-oriented leadership This is the opposite of task-oriented leadership. With people-oriented leadership, leaders are totally focused on organizing, supporting, and developing the people in their teams. Its a participative style, and it tends to encourage good teamwork and creative collaboration. In practice, most leaders use both task-oriented and people-oriented styles of leadership. 7. Servant leadership This term, created by Robert Greenleaf in the 1970s, describes a leader who is often not formally recognized as such. When someone, at any level within an organization, leads simply by meeting the needs of the team, he or she is described as a servant leader. In many ways, servant leadership is a form of democratic leadership, because the whole team tends to be involved in decision making. Supporters of the servant leadership model suggest that its an important way to move ahead in a world where values are increasingly important, and where servant leaders achieve power on the basis of their values and ideals. Others believe that in competitive leadership situations, people who practice servant leadership can find themselves left behind by leaders using other leadership styles. 8. Task-Oriented leadership Highly task-oriented leaders focus only on getting the job done, and they can be quite autocratic. They actively define the work and the roles required, put structures in place, plan, organize, and monitor. However, because task-oriented leaders dont tend to think much about the well-being of their teams, this approach can suffer many of the flaws of autocratic leadership, with difficulties in motivating and retaining staff. 9. Transactional leadership This style of leadership starts with the idea that team members agree to obey their leader totally when they accept a job. The transaction is usually the organization paying the team members in return for their effort and compliance. The leader has a right to punish team members if their work doesnt meet the pre-determined standard. Team members can do little to improve their job satisfaction under transactional leadership. The leader could give team members some control of their income/reward by using incentives that encourage even higher standards or greater productivity. Alternatively, a transactional leader could practice management by exception rather than rewarding better work, the leader could take corrective action if the required standards are not met. Transactional leadership is really a type of management, not a true leadership style, because the focus is on short-term tasks. It has serious limitations for knowledge-based or creative work, however it can be effective in other situations. 10. Transformational leadership As we discussed earlier, people with this leadership style are true leaders who inspire their teams constantly with a shared vision of the future. While this leaders enthusiasm is often passed onto the team, he or she can need to be supported by detail people. Thats why, in many organizations, both transactional and transformational leadership are needed. The transactional leaders (or managers) ensure that routine work is done reliably, while the transformational leaders look after initiatives that add new value. Key Points While the transformational leadership approach is often highly effective, theres no one right way to lead or manage that fits all situations. To choose the most effective approach for yourself, consider the following: The skill levels and experience of your team. The work involved (routine, or new and creative). The organizational environment (stable or radically changing, conservative or adventurous). You own preferred or natural style. Good leaders often switch instinctively between styles, according to the people they lead and the work that needs to be done. Establish trust thats key to this process and remember to balance the needs of the organization against the needs of your team.

farming :: essays research papers

Farming I am doing my paper on farming because that is my job and the pay gets s me through college. Farming is a very important and a very hard job at times. A lot of farmers don’t get much credit for all the work they do and they don’t get much pay for it either. When most farmers grow in age they start to get crippled and start to get arthritis. All farmers have a few stories about their experiences on the farm. I am going to tell you about some of mine and some of my boss’s. The other things I am going to wrote about in this paper is some of the equipment we use, the number of cows he milks, the animals he has on his farm, stuff about his family and himself. The farm I work at is located by Gilman, Wisconsin. It is one of the biggest farms in that area. The farm that I work on is owned by Earl Oberlin. He is fifty-five years old and has been farming for more than twenty years; before he started farming he haled gravel for a place called Olympics Trucking. He worked there for ten years and really didn’t like it a hole lot. He has four kids and there are three boys and one girl. He has been married for about twenty-five years and his wife is an Elementary Pry. Ed. teacher G-man. The names of his kids are Shauna, Dave, Chad, Dinettes, and his wife’s name is Mrs. Obverse. He started out milking cows with just pipe line and regular milers. Now he uses automatic take off millers and that is lot easier on his back that is why he said he got them. He uses seven milers while he only milks about sixty-four cows and that only takes us on a good day about an hour in a half. Earl owns about three hundred and fifty acres of land at this point and most of it is farmland that he uses for crops. He has Twenty calves and twelve heifers in his barn right now. Some of the machines that he uses are a TMR mixer that mixes all of the feed for the cows up and there is an elevator that comes off the end of the mixer and puts it in the bunk were the cows go to eat it.

Child of the Americas Essay

I interpreted that this line meant that the speaker had been exposed to european culture and adapted some of the european customs into their own personal culture. Through out the poem the speaker describe her heritage and the cultures she identifies as, and I believe that â€Å"Europe lives in me, but I have no home there† simply means she is creating memories and experiences that takes place in europe but she has never truly lived there or been there long enough to call it home. How does the speaker describe herself? Throughout â€Å"Child of the Americas† the speaker describes herself as many different nationalities. She uses the metaphors â€Å"I am not African, Africa is in me†¦Spanish is in my flesh†¦I am not European, Europe lives in me†¦Ã¢â‚¬  to show us that because she identifies herself as american she can also be seen as all these different nationalities because America is a country in which many different cultures have settled down and started to fuse together into original lifestyles. What is the tone of the poem? Is the speaker defiant, hopeful, angry, confused, ambivalent, proud? Cite specific words and phrases to support your response I believe that the tone of â€Å"Child of the Americas† is both ambivalent, and proud. The speaker develops these tones through her details. We can determine that her tone is ambivalent because of the way she describes herself. She describes herself as a jumble of different cultures and nationalities. â€Å"I am a U.S. Puerto Rican Jew†¦I am Caribena, Island grown† â€Å"Africa is in me†¦.Tiano is in me†¦Europe lives in me† From this we can tell that she is not specifically identifying herself as a single culture which shows us that she has mixed feelings about her heritage. We can determine that her other tone is proud, from the details in her last stanza. She describes herself as new â€Å"History made me.† She also says that â€Å"I was  born at the crossroads and I am whole.† From these lines we can determine that she was not ashamed of her uniquity. We can tell that she is proud of her â€Å"mixed-up heritage.†

Information Systems in Organizations Essay

Information systems (IS) is the study of complementary networks of hardware and software that people and organizations use to collect, filter, process, create, and distribute data. The study bridges business and computer science using the theoretical foundations of information and computation to study various business models and related algorithmic processes within a computer science discipline. Computer Information System(s) (CIS) is a field studying computers and algorithmic processes, including their principles, their software and hardware designs, their applications, and their impact on society while IS emphasizes functionality over design. The history of information systems coincides with the history of computer science that began long before the modern discipline of computer science emerged in thetwentieth century. Regarding the circulation of   information and ideas, numerous legacy information systems still exist today that are continuously updated to promote ethnographic approaches, to ensure data integrity, and to improve the social effectiveness & efficiency of the whole process. In general, information systems are focused upon processing information within organizations, especially within business enterprises, and sharing the benefits with modern society. Human Resources Human resources is the set of individuals who make up the workforce of an organization, business sector or an economy. â€Å"Human capital† is sometimes used synonymously with human resources, although human capital typically refers to a more narrow view; i.e., the knowledge the individuals embody and can contribute to an organization. Likewise, other terms sometimes used include â€Å"manpower†, â€Å"talent†, â€Å"labor† or simply â€Å"people†. The professional discipline and business function that oversees an organization’s human resources is called human resource management (HRM, or simply HR). Sales and marketing Sales is what you do and say during the one moment your product or service is being purchased. It’s confirming the payment options. Sales people have to feed the Marketing process and use the resources effectively that they had a part in building. There needs to be a partnership between the Sales and Marketing departments. Marketing is what you do (Sales people and Marketing people), before and after the sale. It is the strategy that will identify prospects that will lead to the sale. Marketing is learning about your client needs and delivering on them (or realizing there is not a fit with a prospect). Marketing is about building awareness and relationships – it’s everything that makes ‘the phone ring’ the first time and convinces past customers to buy from you again. Marketing includes anything that comes into contact with your customer. Finance Finance is the study of how investors allocate their assets over time under conditions of certainty and uncertainty. A key point in finance, which affects decisions, is the time value of money, which states that a unit of currency today is worth more than the same unit of currency tomorrow. Finance aims to price assets based on their risk level, and expected rate of return. Finance can be broken into three different sub categories: public finance, corporate finance and personal finance. Characteristics Of Information Good information is that which is used and which creates value. Experience and research shows that good information has numerous qualities. Good information is relevant for its purpose, sufficiently accurate for its purpose, complete enough for the problem, reliable and targeted to the right person. It is also communicated in time for its purpose, contains the right level of detail and is communicated by an appropriate channel, i.e. one that is understandable to the user. Further details of these characteristics related to organizational information for decision-making follows. Availability/accessibility Information should be easy to obtain or access. Information kept in a book of some kind is only available and easy to access if you have the book to hand. A good example of availability is a telephone directory, as every home has one for its local area. It is probably the first place you look for a local number. But nobody keeps the whole country’s telephone books so for numbers further afield you probably phone a directory enquiry number. For business premises, say for a hotel in London, you would probably use the Internet. Businesses used to keep customer details on a card-index system at the customer’s branch. If the customer visited a different branch a telephone call would be needed to check details. Now, with centralized computer systems, businesses like banks and building societies can access any customer’s data from any branch. Accuracy Information needs to be accurate enough for the use to which it is going to be put. To obtain information that is 100% accurate is usually unrealistic as it is likely to be too expensive to produce on time. The degree of  accuracy depends upon the circumstances. At operational levels information may need to be accurate to the nearest penny – on a supermarket till receipt, for example. At tactical level department heads may see weekly summaries correct to the nearest  £100, whereas at strategic level directors may look at comparing stores’ performances over several months to the nearest  £100,000 per month. Accuracy is important. As an example, if government statistics based on the last census wrongly show an increase in births within an area, plans may be made to build schools and construction companies may invest in new housing developments. In these cases any investment may not be recouped. Reliability or objectivity Reliability deals with the truth of information or the objectivity with which it is presented. You can only really use information confidently if you are sure of its reliability and objectivity. When researching for an essay in any subject, we might make straight for the library to find a suitable book. We are reasonably confident that the information found in a book, especially one that the library has purchased, is reliable and (in the case of factual information) objective. The book has been written and the author’s name is usually printed for all to see. The publisher should have employed an editor and an expert in the field to edit the book and question any factual doubts they may have. In short, much time and energy goes into publishing a book and for that reason we can be reasonably confident that the information is reliable and objective. Compare that to finding information on the Internet where anybody can write unedited and unverified material and ‘publish’ it on the web. Unless you know who the author is, or a reputable university or government agency backs up the research, then you cannot be sure that the information is reliable. Some Internet websites are like vanity publishing, where anyone can write a book and pay certain (vanity) publishers to publish it. Relevance/appropriateness Information should be relevant to the purpose for which it is required. It must be suitable. What is relevant for one manager may not be relevant for another. The user will become frustrated if information contains data  irrelevant to the task in hand. For example, a market research company may give information on users’ perceptions of the quality of a product. This is not relevant for the manager who wants to know opinions on relative prices of the product and its rivals. The information gained would not be relevant to the purpose. Completeness Information should contain all the details required by the user. Otherwise, it may not be useful as the basis for making a decision. For example, if an organization is supplied with information regarding the costs of supplying a fleet of cars for the sales force, and servicing and maintenance costs are not included, then a costing based on the information supplied will be considerably underestimated. Ideally all the information needed for a particular decision should be available. However, this rarely happens; good information is often incomplete. To meet all the needs of the situation, you often have to collect it from a variety of sources. Level of detail/conciseness Information should be in a form that is short enough to allow for its examination and use. There should be no extraneous information. For example, it is very common practice to summarize financial data and present this information, both in the form of figures and by using a chart or graph. We would say that the graph is more concise than the tables of figures as there is little or no extraneous information in the graph or chart. Clearly there is a trade-off between level of detail and conciseness. Presentation The presentation of information is important to the user. Information can be more easily assimilated if it is aesthetically pleasing. For example, a marketing report that includes graphs of statistics will be more concise as well as more aesthetically pleasing to the users within the organization. Many organizations use presentation software and show summary information via a data projector. These presentations have usually been well thought out to be visually attractive and to convey the correct amount of detail. Timing Information must be on time for the purpose for which it is required. Information received too late will be irrelevant. For example, if you receive a brochure from a theatre and notice there was a concert by your favorite band yesterday, then the information is too late to be of use. Value of information The relative importance of information for decision-making can increase or decrease its value to an organization. For example, an organization requires information on a competitor’s performance that is critical to their own decision on whether to invest in new machinery for their factory. The value of this information would be high. Always keep in mind that information should be available on time, within cost constraints and be legally obtained. Cost of information Information should be available within set cost levels that may vary dependent on situation. If costs are too high to obtain information an organization may decide to seek slightly less comprehensive information elsewhere. For example, an organization wants to commission a market survey on a new product. The survey could cost more than the forecast initial profit from the product. In that situation, the organization would probably decide that a less costly source of information should be used, even if it may give inferior information.

General Robert E. Lee essays

General Robert E. Lee essays Robert Edward Lee was born in Stradford in January 19, 1807. His father was Light Horse Henry. He had three brothers and two sisters, yet he was the youngest. His family was also was very rich. Robert E. Lee went to United States Military Academy. He spent much of his time in his library. His classmates admired him because of his leadership and devotion. He graduated in 1829. He had a high honor at West Point, he even became a superintendent at West Point. He improved the buildings and courses. Robert married Mary Anna Randolph Custis Lee. His childrens names are Major General Custis Lee, W.H.F. Lee, Captain Robert E. Lee Jr., Mary Lee, Mildred Lee was the youngest, and Agnes Lee. Robert E. Lee married two years after he graduated in 1829 and married in 1831. Mary is George Washingtons granddaughter. Lee was away so much of the time they almost never got to see each other. They had to write letters to keep in touch. Lee mostly traveled alone. Mary inherited many slaves and they stayed with her while she was alone. After the war Lee went home and nursed his sick wife. Mary had arthritis and was put in a wheelchair. Lee was a very brave, honest, and smart man. He was a soldier, yet a nurturer. Lee wouldnt allow anything said bad about Grant. War broke out on the border of Texas between United States and Mexico. The Generals were impressed with Lees supervised buildings of bridges. In 1855 Lee became a lieutenant cournal of the calvary and was assigned Texas frontier. He protected settlers from attacks from the Apache and Comanche Indians. Lee hated slavery like the North, but he lived in the South. The South hated Lincoln and the North and the South started to separate. Abraham Lincoln asked Lee if he wanted to be a general for the North, but Lee said No. He wanted to stay in his home state, Virginia. Lee was the first military advisor to President ...

A Guide to Business English Collocations

A Guide to Business English Collocations Business English collocations are common combinations of words used when speaking about business in English. Collocations can be understood as words that usually go together. For example, in English we do business, not make business. That business English collocation can make all the difference if you are trying to do business around the world. When decisions concern a lot of money, its important to get the phrase right.   Here are common business English collocations used in various business operations:   The Verb To Do Accounts: Mary does the accounts in bookkeeping.Business: We do business with countries around the world.Deals:  We did a deal with them last year.Due diligence:  Lets do our due diligence before we begin the project.Paperwork: First we have to do the paperwork.Research: Lets do some research on the subject. The Verb To Make An appointment: I made an appointment with the sales manager for next week.A calculation:  She has to make a calculation before she decides whether to approve.Cutbacks:  The company made cutbacks at their stores in New York.A deal: We made a deal with our competitor.An investment: The CEO  made an investment in a new factory.A loan:  The bank made us a loan of $750,000.Money:  The company made a lot of money in the last year.A profit: We  made a good profit on the deal. The Verb To Manage A business or factory: He manages two stores in California.Expectations:  Always manage your expectations during contract negotiations.A project or a team:  Susan is managing five projects at the same time. The VerbsTo Operate or To Run An airline: The company operates/runs an airline in Brazil.A facility:  We operate/run facilities in Germany and Japan.A service: We operate/run a tourist service in Boulder, Colorado. The Noun Deal Cut a deal: We cut a deal with our competition.Do a deal:  The company did a deal in Los Angeles.Give someone a deal:  Let me give you a deal on a new car.Close a deal:  Jake closed the deal yesterday. Hes celebrating today.Work on a deal:  Were working on a deal with a new client. The Noun Contract Write/draw up a contract: Lets write up a new contract for next year. Sign a contract:  Make sure to read it carefully before you sign any contract.Negotiate a contract: Accepting a first offer is no way to negotiate a contract.Offer someone a contract: Wed like to offer you a contract with our company.Bid on a contract: Were bidding on three contracts at the moment. Adjectives Modifying Customer Long-time customer: We treat our long-time customers with great respect and even better deals.Regular customer: Hes a regular customer. He comes in every Friday afternoon.Prospective customer:  Hes pitching the project to a prospective customer.Paying customer:  The only customer we need is a paying customer.Domestic/international customer: We have both domestic and international customers.

Using Java Naming Conventions

Using Java Naming Conventions A naming convention is a rule to follow as you decide what to name your identifiers (e.g. class, package, variable, method, etc.). Why Use Naming Conventions? Different Java programmers can have different styles and approaches to the way they program. By using standard Java naming conventions they make their code easier to read for themselves and for other programmers. Readability of Java code is important because it means less time is spent trying to figure out what the code does, leaving more time to fix or modify it. To illustrate the point its worth mentioning that most software companies will have a document that outlines the naming conventions they want their programmers to follow. A new programmer who becomes familiar with those rules will be able to understand code written by a programmer who might have left the company many years beforehand. Picking a Name for Your Identifier When choosing a name for an identifier, make sure its meaningful. For instance, if your program deals with customer accounts then choose names that make sense for dealing with customers and their accounts (e.g., customerName, accountDetails). Dont worry about the length of the name. A longer name that sums up the identifier perfectly is preferable to a shorter name that might be quick to type but ambiguous. A Few Words About Cases Using the right letter case is the key to following a naming convention: Lowercase is where all the letters in a word are written without any capitalization (e.g., while, if, mypackage).Uppercase is where all the letters in a word are written in capitals. When there are more than two words in the name use underscores to separate them (e.g., MAX_HOURS, FIRST_DAY_OF_WEEK).CamelCase (also known as Upper CamelCase) is where each new word begins with a capital letter (e.g., CamelCase, CustomerAccount, PlayingCard).Mixed case (also known as Lower CamelCase) is the same as CamelCase except the first letter of the name is in lowercase (e.g., hasChildren, customerFirstName, customerLastName). Standard Java Naming Conventions The below list outlines the standard Java naming conventions for each identifier type: Packages: Names should be in lowercase. With small projects that only have a few packages its okay to just give them simple (but meaningful!) names: package pokeranalyzer package mycalculator In software companies and large projects where the packages might be imported into other classes, the names will normally be subdivided. Typically this will start with the company domain before being split into layers or features: package com.mycompany.utilities package org.bobscompany.application.userinterface Classes: Names should be in CamelCase. Try to use nouns because a class is normally representing something in the real world: class Customer class Account Interfaces: Names should be in CamelCase. They tend to have a name that describes an operation that a class can do: interface Comparable interface Enumerable Note that some programmers like to distinguish interfaces by beginning the name with an I: interface IComparable interface IEnumerable Methods: Names should be in mixed cas e. Use verbs to describe what the method does: void calculateTax() string getSurname() Variables: Names should be in mixed case. The names should represent what the value of the variable represents: string firstName int orderNumber Only use very short names when the variables are short-lived, such as in for loops: for (int i0; i20;i) {  Ã‚  Ã‚  //i only lives in here } Constants: Names should be in uppercase. static final int DEFAULT_WIDTH static final int MAX_HEIGHT

HRM Essay Example | Topics and Well Written Essays - 2250 words - 3

HRM - Essay Example ntage situations last only a few weeks and it is up to the firm’s management to find new and innovative ways which they can use to stay on top of the competition. For a company to gain competitive advantage there has to be some form of collective effort from all the stakeholders. The employees of a company are some of the most important of these stakeholders, and they can do a lot to uplift their firm’s competitive advantage (Needle 2010). One way that a company can ensure that it has competitive advantage is by making use of its existing work force to the full. However, the employees themselves need to be in a position whereby they can be as productive as possible if the company is to achieve competitive advantage. They have to be equipped with everything it takes for the company to rise above the crowd (Cartwright and Cooper 2009). Training and development for employees is one way of ensuring that they have all the skills that are needed for the success of the firm (Carroll, 2006). Managing absence is another way that a company can ensure that its workforce is in a position to contribute towards high levels of productivity and profitability (Evans, Waters and Palmer, 2002). Training and development is one of the key functions of any Human Resource Department in any organization. In Human Resource Management, training is a term used to describe the process whereby employees gain abilities that will help them achieve the organizational goals. Development on the other hand is the process by which employees gain skills over a specific period of time (Schuler and MacMillan, 1994). The end game of employee training and development is aimed at improving a company’s profitability. Well trained employees are normally motivated to be more productive. This translates to an overall in crease in the company’s output and service delivery, which in turn leads to an increase in revenues (Olian et al., 1998). When an organization is able to fulfill its objectives in

Financial ratios Essay Example | Topics and Well Written Essays - 500 words

Financial ratios - Essay Example There are different ways in which financial ratios can be improved by the firm and hence its performance. However, it is critical to note that financial ratios can also be improved with the help of creative accounting techniques such as use of different depreciation methods, inventory value methods etc. Financial ratios are typically chracterised into five groups and each group consists of different ratios that outline the performance of the firm in that category. For example, liquidity ratios comprises of current ratio as well as acid test ratio. In order to improve upon the liquidity ratios of a firm, a firm can discipline its use of working capital. Since liquidity ratios mostly indicate the firm’s ability to pay off its short term liabilities with its short term assets therefore it is really important that both the current assets as well as current liabilities are managed in optimum manner. In order to improve this ratio, a firm can decrease its reliance on the short term finance and shall encourage the use of internally generated funds to finance its short term working capital requirement. Since current assets are considered as non-productive assets it is therefore important that a balance must be achieved between the current assets and current liabilities to bring the ratios in most favorable condition. Similarly, efficiency ratios indicate the efficiency with which the assets of the firm are managed by the managers. To improve the efficiency ratios, a firm can further tighten its credit extension policy to improve its receivable turnover. This can also be achieved by making the sales activity more robust so that inventories are rotated more frequently rather than piling them up after their production. A higher inventories turnover therefore indicates the ability of the firm to convert its inventories into cash or receivables through sales generation. Profitability ratios can be

E-business( i will upload the topic for the writer) Essay

E-business( i will upload the topic for the writer) - Essay Example The cloth line, sales people have the option of searching for the customer physical premises and deliver the product. In offline selling, the sales person physically identifies the need. For example, the clothe seller may notice that there many new born in the region therefore, decide to major on the present opportunity otherwise one may be wasting time trying to sell school uniforms. On this stage, the seller focuses on the customer needs, evaluates the suitable cloth to fit in well, and then prioritizes the customers (Goldman Sachs Group, 2012:24). It is advisable for the seller to let go off those not likely to buy to save time and other involving resources. The next step is the physical contact with the buyer. The seller uses communication skills to create interest from the first conversation. In this stage, the seller uses humor to make the process interesting and grab customer attention. The seller states the purpose of his visit clearly and time factor is put into consideratio n not to waste customers’ time (Reynar, Phillips, & Heumann, 2010:418). When presenting, the seller focuses on the benefit and qualities of the cloth. Allow the customer to ask many questions and wear a smile on your face. At this stage, he seller may face objections from the customer therefore, one should be able to handle customers’ worries and provide alternatives. ... For Pike to contact a successful online business, it understands the business obligation since its sales force will be performing transactions online. It is very keen not to incur looses from fraud or even viruses. Online business requires Pike to poses clear information and guidelines on order placement, delivery, warranties, refunds, and security. Privacy is also of high importance. The technological change is affecting and influencing the mode of selling and purchasing of goods and services because customers can access products and services in the internet. Even though the customer and the seller are not in the same place, they are able to conduct a business transaction (Marilyn & Judy, 2010:217). Pike has a website where it displays information about the available clothes, size, quality, theme, fabric characteristics, colors, and even price. The online seller has to prospect customers and send them to the website. Pike has to identify with the customer need and therefore, step in to satisfy it. Pike strategizes and outdoes competition since so many products are available online. Once a prospecting customer opens the website, Pike is able to establish a rapport. The rapport may emerge from the speed of downloading items and information, its aesthetics and navigation. Every activity a customer performs on the website is an opportunity to establish rapport. To establish on this, the site is friendly to the customer from the first instance. For example, the customer is able to find all the information required about a dress, the site downloads images first and provide an interactive platform where customers can post questions and recommendations. The site is

Parity conditions in International Finance and Currency Forecasting Essay

Parity conditions in International Finance and Currency Forecasting - Essay Example These global investors are encouraged by the differences that exist among countries in the return rates on assets that are comparable. The theory also proposes that the exchange rate value on the foreign exchange market is affected by the transactions that are undertaken on the financial account of a country (Mukherjee, 2002). Madura, (2014) says that, the interest rate parity is an equilibrium. Why is this so? The author notes that, when the exchange and the interest rates are made to change and adjust to the forces in the market in a way that the interest arbitrage is not achievable, then an equilibrium results. The equilibrium is termed as the interest parity. Hence, when an equilibrium exists, the forward rate varies from the spot rate by an adequate extent. The variation is to such an extent that it counterbalances the interest rate differential among the countries’ currencies. For example, if an investor from the US obtains a greater rate of interest from his or her foreign investment; and he or she has to pay extra per entity of the country’s currency than what he or she obtains per entity when the country’s currency is sold forward, then there is a counterbalancing influence. Hence, if the investor has invested in the UK and the UK pound has an interest rate of 4%, while the equivalent in the US has an interest rate of 1%. Then, the two currencies’ interest rate differential is 3% (4 – 3). It implies that the interest rate differential is the profit the investors presume. However, the exchange rate must remain constant if the profit is to hold (Grath, 2011). In the example, the â€Å"pay extra per entity of the country’s currency†¦Ã¢â‚¬  is what is termed as the spot rate. While, â€Å"what he or she obtains per entity when the country’s currency is sold forward,† is known as the forward rate. Normally, when the spot rate is more than the forward rate, then a discount is in the

World Wild foundation advertisement Research Paper

World Wild foundation advertisement - Research Paper Example It is virtually in all areas of society. Nonetheless, violence is highly depicted in advertisements, from advertising household commodities to industrial machinery. In addition, violence is not only expressed physically, it is also expressed socially and psychologically. All these forms of violence are exhibited through advertisements. Nonetheless, media stakeholders have tried dealing with this issue (Hamilton, 1998). This paper will consider violence in relation to advertisement and how it affects children and women. The significance of violence in television interference impact is highlighted by proof that violence is common in television programs. Nonetheless, while some advertisers avoid programs containing violent content, other advertisers do not air violent programs. Bushman conducted research on the impact of a violent content on memory for advertisements not containing violence. Bushman concluded that while violent television programs may cause enraged thoughts, this may af fect the processing of nonviolent advertisement programs. Violent advertising affect memory of individuals, mostly children and women. ... Also, violence is mostly recalled when a person is placed in a violent environment. An explanation for this is that violence in a violent environment makes violence associated concepts more within reach (National Television Violence Study 2, 1998). The attack on the Twin Towers instigated negative impact on the economy of the country and also had a tremendous effect on world economies. Therefore, advertisements related to the Twin Towers have negative effects to women and children. The analysis of the World Wild foundation advertisement takes into account children and women as the targets of the advertisement. This considers the objective of the advertisement and the view of the advertising content or intention of the advertiser. The analysis also looks at the children and women as advertising resource. This can stimulate impacts at the level of thought, behavioral or affective level. The analysis also may refer to women and children as receivers of advertising. This notion is linked with the habits and behavior of intake of advertising by the women and children (National Television Violence Study 2, 1998). The World Wild foundation advertisement does not consider women and children viewers of the advertisement. This is because there is a person pointing a gun at a child. This will make women and children have a negative view of the advertisement. This is because children will view themselves as targets of violence and women will have a negative attitude due to their care giving nature. The city of New Jersey lost the largest number of people after New York City. Over 90 different nations lost nationals in the World Trade Centre attacks. Additionally, there were two individuals who were listed in the official death number. This was

Organisational Behaviour of Apple Inc Assignment

Organisational Behaviour of Apple Inc - Assignment Example OB is determined by numerous factors in the organization including individual characteristics, group mechanisms, as well as organizational mechanisms; all these factors are directly responsible for both OB as well as organizational effectiveness eventually. Individual factors include levels of motivation, satisfaction, stress, which become the essential determinants of the levels of commitment of people to the organization; personality and cultural values are the main variables of these individual mechanisms. Group mechanisms exert significant influence on individuals since people at the workplace often belong and work in one or more work teams that are led by some formal leader; group dynamics influence motivation, satisfaction, stress, as well as trust and learning in the organization. Eventually, individuals and teams are grouped into the larger organizational structure that also affects satisfaction, stress, motivation among other dynamics; the organizational structure determines the linkages between the various groups, which may either be decentralized or centralized around a central decision-making authority. Besides the organizational structure, organizations also possess an organizational culture that captures a shared knowledge concerning the fundamental values and believes about the way things are done in the organization thereby consequently influencing the attitudes and behaviors of employees significantly. This paper will conduct a case analysis of the OB of Apple Inc from the individual factors perspective, the group dynamics perspective, and the organizational mechanisms perspective; prior to the case evaluation, this paper will highlight the major challenges faced by Apple Inc and a theoretical framework.

World Wild foundation advertisement Research Paper

World Wild foundation advertisement - Research Paper Example It is virtually in all areas of society. Nonetheless, violence is highly depicted in advertisements, from advertising household commodities to industrial machinery. In addition, violence is not only expressed physically, it is also expressed socially and psychologically. All these forms of violence are exhibited through advertisements. Nonetheless, media stakeholders have tried dealing with this issue (Hamilton, 1998). This paper will consider violence in relation to advertisement and how it affects children and women. The significance of violence in television interference impact is highlighted by proof that violence is common in television programs. Nonetheless, while some advertisers avoid programs containing violent content, other advertisers do not air violent programs. Bushman conducted research on the impact of a violent content on memory for advertisements not containing violence. Bushman concluded that while violent television programs may cause enraged thoughts, this may af fect the processing of nonviolent advertisement programs. Violent advertising affect memory of individuals, mostly children and women. ... Also, violence is mostly recalled when a person is placed in a violent environment. An explanation for this is that violence in a violent environment makes violence associated concepts more within reach (National Television Violence Study 2, 1998). The attack on the Twin Towers instigated negative impact on the economy of the country and also had a tremendous effect on world economies. Therefore, advertisements related to the Twin Towers have negative effects to women and children. The analysis of the World Wild foundation advertisement takes into account children and women as the targets of the advertisement. This considers the objective of the advertisement and the view of the advertising content or intention of the advertiser. The analysis also looks at the children and women as advertising resource. This can stimulate impacts at the level of thought, behavioral or affective level. The analysis also may refer to women and children as receivers of advertising. This notion is linked with the habits and behavior of intake of advertising by the women and children (National Television Violence Study 2, 1998). The World Wild foundation advertisement does not consider women and children viewers of the advertisement. This is because there is a person pointing a gun at a child. This will make women and children have a negative view of the advertisement. This is because children will view themselves as targets of violence and women will have a negative attitude due to their care giving nature. The city of New Jersey lost the largest number of people after New York City. Over 90 different nations lost nationals in the World Trade Centre attacks. Additionally, there were two individuals who were listed in the official death number. This was

Strategic Importance of GAP Essay Example for Free

Strategic Importance of GAP Essay GAP is the single most important development project affecting Turkeys regional relations. Its area of operation borders Syria and Iraq, covering close to 30,000 square miles, about 9. 7 percent of Turkeys total territory. About 6. 1 million people, nearly 10 percent of Turkeys population, live there. The reluctance of international financial institutions, especially the World Bank, to finance dam building in disputed river basins meant that GAP had to be almost entirely domestically financed. This region is relatively undeveloped. Agriculture plays twice the role in the areas economy (39. 6 percent versus 17. 7 percent) that it does in the Turkish economy as a whole, while manufacturing is about half as important (11. 7 percent against 25. 2 percent) as in the entire country. The region only produces about 4 percent of the national income and ranks low in almost all aspects of development, including education and purchasing power. GDP per capita in the southeast region has been roughly 55 percent of the Turkish average (Turkish State Institute of Statistics, 1997:722). GAP is an ambitious project to narrow this gap. When completed, it will regulate 28 percent of Turkeys total water potential, generate 27 billion kilowatts of electrical energy, and irrigate more than 4. 2 million acres of land, thus adding another 50 percent to Turkeys arable farmlands. The amount of agricultural land irrigated by the State Hydraulic Works Administration and the total hydraulic energy (42,162 billion kilowatts) generated in Turkey will be doubled. Moreover, expanding irrigation will allow the production of a larger variety and more profitable crops, hich should ease Turkeys balance-of-payments difficulties. When the total irrigation is completed in the GAP region, the total irrigated area is projected to constitute 19 percent of the total irrigated land in Turkey (21 million acres). Power generation is as important as irrigation in GAPs plan. Dams on the Euphrates account for more than 33 percent of current hydroelectric production in the country, with another 14 percent from the Tigris. In sum, almost half the countrys total hydroelectric generation is being met from dams on these two rivers. By improving living standards, GAP is expected to reduce and perhaps reverse the persistent emigration from the area. Finally, it is hoped that GAP will eventually solve social and economic issues that have led to armed conflict: the bulk of the Kurdish population lives in this poorest part of Turkey. Unequal distribution of land here is a major economic problem that has political implications. â€Å"Some 61 percent of the farmers (about 150,000 families) own less than five hectares (12 acres), and 10 percent of the population own 75 percent of the land. The social structure has remained virtually unchanged since feudal times, with wealthy Kurdish landowners owning dozens of villages† (Bruan, 1994: 26). The tendency of all the riparian states to use the water problem as a domestic ideological tool exacerbates the problem. As Kut and Turan suggest, â€Å"Water disputes may be handy to politicians in personifying real or perceived outside threats in the domestic context, and in this way serve to unite the society against foreign enemies and mobilize support for the government† (1997:140). Indeed, the water issue has been effectively used in projecting the developmental needs in each country as strategic priorities and in defining water as an indispensable part of independent, autonomous development. The maximalist positions that all parties adopt regarding this issue might indeed be explained through such ideological imperatives (Kut Turan, 1997). Conclusion Strategic considerations and recent developments have also had a major impact on the water issue. While Turkish-Iraqi relations have been shaped by events in the Persian Gulf region, Syrias stance has been affected by the growing cooperation between Turkey and Israel. There are many reasons for this relationship, but one significant factor is Turkish concern over Syria, and this is in large part related to the water dispute. By shifting the strategic balance toward Turkey and against Syria, the alignment also strengthened Turkeys hand in the water issue (Muslih, 1996:124). From Israels perspective Turkey is the only potential source of water imports. From the perspective of Turkey, having Israel as a credible ally on the southern border of Syria helps ease tensions over the water and related Kurdish separatist activity originating in Syria. All these developments suggest that Syria can no longer use the â€Å"ethnic card† in bargaining over water with Turkey. An additional factor here is the potential for Turkish-Israeli economic cooperation related to GAP, the expansion of agribusiness that uses irrigation, and related industrial projects. An official protocol between the GAP administration and the government of Israel in conjunction with the International Cooperation and Training Center of the Israeli Ministry of Foreign Affairs, for instance, is underway, in which the two sides will cooperate on technology and training. In broader terms GAP could contribute to regional development, including potentially involving Syria in peaceful cooperation. A memorandum of understanding signed between the GAP administration and the International Center for Agricultural Research in Dry Areas in Syria on June 26, 1999, for instance, aims to develop an agricultural research center in the GAP area and monitor national resource utilization. Such confidence-building measures can prove crucial for a cooperative solution to the water dispute. Although Turkey is not a direct party to the peace process it has many expectations from a developing peaceful environment in the region. Despite being only on the periphery of the Arab-Israeli conflict, Turkeys internal and external security has suffered from terrorist and Islamic radical movements that flourish in the region. The Gulf War had devastating effects on the economy of the eastern and southeastern provinces in Turkey and contributed to rising separatist PKK activity in the area. Peaceful southern neighbors would help defuse tensions based on developmental gaps between the region and the rest of the country and increase trade. A more peaceful Middle East, if achieved, is likely not only to ease tensions over the Euphrates-Tigris Basin but also create an environment for a cooperative solution to the issue. Delinking the water issue from the wider security concerns, Kurdish ethnic problems, focus on regional underdevelopment, and optimal utilization of water resources instead can itself be instrumental in building regional cooperation in the Middle East. References Tomanbay, Mehmet (2000). TURKEYS APPROACH TO UTILIZATION OF THE EUPHRATES AND TIGRIS RIVERS , Arab Studies Quarterly, 02713519, Spring, 22(2):79-101Z Demirel, K Kulege (2004). Heavy metal contamination in water and sediments of an estuary in southeastern Turkey. International Journal of Environment Pollution. Geneva: 21(5):499 Ibrahim Kaya (2005). â€Å"Possible Turkish Water Export As A Tool For Peace And Stability In Middle East,† The Journal of Turkish Weekly. Retrieved Dec 11 from http://www. turkishweekly. net/news. php? id=3758 John Waterbury, Transboundary Water and the Challenge of International Cooperation in the Middle East, in Water in the Arab World: Perspectives and Progress, ed. Peter Rogers and Peter Lydon (Cambridge, MA: Harvard University Press, 1994 Gun Kut (1993) â€Å"Burning Waters: The Hydropolitics of the Euphrates and Tigris,† New Perspectives on Turkey 9, 2:1–17. George Gruen (1992). The Water Crisis: The Next Conflict, Los Angeles: Simon Wiesenthal Center John Kolars (1994). â€Å"Managing the Impact of Development: The Euphrates and Tigris Rivers and the Ecology of the Arabian Gulf: a Link in Forging Tri-riparian Cooperation,† Ali I. Bagis, ed. , Water as an Element of Cooperation in the Middle East (Ankara: Hacettepe University. Y. Bakour (1992). â€Å"Planning and Water Management of Water Resources in Syria,† in Le Moigne et al. , Country Experiences with Water Resources Management: Economic, institutional, technological and environment (Washington, D. C. : World Bank Frederick W. Frey (1993). â€Å"Power, Conflict and Cooperation,† Research and Exploration: Water Issue 9: 18–37 Suha Bolukbasi (1993) â€Å"Turkey Challenges Iraq and Syria: The Euphrates Dispute,† Journal of South Asian and Middle Eastern Studies 16, 4. Turkish State Institute of Statistics (DIE) (1997). Provincial and Regional Statistics, Ankara: DIE Armelle Bruan (1994) â€Å"The Megaproject of Mesopotamia,† Centrepiece (March– April) Gun Kut and Turan (1997) â€Å"Political-Ideological Constraints on Intra-Basin Cooperation on Transboundary Waters, † Natural Resources Forum 21 Muhammed Muslih (1996). â€Å"Syria and Turkey: Uneasy Relations, † in Henri J. Barkey, Reluctant Neighbor: Turkeys Role in the Middle East, Washington, D. C. : U. S. Institute of Peace Press.

Racial Profiling In Canada Criminology Essay

Racial Profiling In Canada Criminology Essay The public and the police encounters are challenged and stressful events. As a multicultural nation, Canada protects its core values such as the freedom from discrimination and arbitrary. However, activities like the investigation by the law-enforcement officials may make people vulnerable leading to allegation of racial profiling (Sean Kevin, 2006). Yet, the community widely recognizes the intelligence-law as a desirable matter of practice. With this regards, the police are encouraged to use criminal intelligence to eliminate the egalitarian ideals making the citizenry proud (Sean Kevin, 2006). A few years ago, the weight and height criterion on police officers recruitment and the training requirements were guided by physical strength and physiques, and their effectiveness at work rather than the color of the skin. Nonetheless, there are people who think that the skin color, non-legally relevant behavior, clothing can make them subject to unwanted treatments and if it comes from t he police it may qualify to be an infringement. The sense of the infringement in itself can escalate a response. Of course, some policies may lead to racial discrimination without any intention of racism. After careful consideration of Toronto Star investigative journalism report and a few other studies one should conclude that the Canadian Police Force have allegedly engaged in Racial Profiling, thereby demonstrating the negative effect on the public perception of police legitimacy. The Problem Canadian policing in terms of its affect on the publics perception of police legitimacy is a debate whose heart lies on the role of the police. The Canadian Police Force also bears the largest part to the responsibility of racial profiling (Melchers, 2006). In some instances, the police contacts with the public leave the sensitive members of the public bewildered. The quality of the police- public interaction has been intensified by the anti-racial profiling accusations. There are no new facts in the neologism racial profiling since there is a long history of biased policing in the findings and reported accusations. Racial profiling has garnered the attention of the media and public and thus the expression that the old wine is pouring into new bottles reinvigorating the problem. The Toronto Star articles Race and Crime The Toronto Star on October 19 2009 started publishing Race and Crime as series of articles that revolved around the theme of racial profiling. Justice is different for blacks and whites, Police target black drivers, and Blacks are targeted by Toronto police are treated harshly than whites are some of the singled out 2002 articles (Melchers, 2003). These subsequent stories claimed that the Toronto police were connected with racial profiling. The Star defined these acts of stopping people as the practice of stopping people for little reason other than their skin colour. The publication of the interviews with the black community leaders and advocates confirmed the presumption concerning reported charges of racial profiling and articulation of Scott Wortley, a Toronto criminologist (Melchers, 2006). The police representative responded to these acquisitions rejecting that they were singling out the black community. Alan Gold, a prominent lawyer and Edward Harvey a University of Toronto s ociologists were commissioned to conduct the Star independent review analysis by the Toronto Police Service. After their investigation the commission made a conclusion that what the Star analysis was Junk science and that the articles were completely unjustified, irresponsible and bogus slurs (Melchers, 2006). Additionally, the police union on behalf of its 7,200 members filed a $2.7 billion libel suit. To refute or support these claims judges, police officials, and attoneys further weighed to establish concrate contoversial statements. The Stars reported on police racial profiling after analyizing the Toronto Polices Criminal Information Processing System (CIPS) arrest data accessed by the Stars invetigative journalist team. The team was supervised by Dr. Michael Friendly, a director of York University Institute consulting service. The database that was analyzed constisted of more than 400,000 incidents involving arrests or tickets (Melchers, 2006). The identification information w as not included to protect the identity of individuals. Information identifying the incidence of arrest, charged or ticketed in broad category included other attributes such as gender, age, skin colour, the resideny status, and immigation. The data also included limited information housed in the CPIC such as the criminal histories of individuals, conditional release status, previous convictions, probation orders, and bail status (Melchers, 2003). Some of the police-recorded data in various instance was either missing or overrepesented. For instance, the least serious offenses were underreported and the more serious offences and known offenders were over-represented. Notice the CPIC only records information on police actions and incidences included information on arrest, ticket or charged persons. The main purpose of CIPS is to provide relevant information in the subsequent stages of the process of criminal justice. With this regards, no subsequent action can be taken on the recorded information if incomplete, the Star investigative journalist team faced this predicament in the course of their investigation. The Evaluation Over the past few years, the Toronto Star investigative report on Canadian police on racial profiling has attracted considerable attention. Canadian newspaper report on police racial profiling is practice that been highly politicized since the 70s (Melchers, 2003). For instance an earlier report conducted by the Royal Commission in 1992 on Donald Marshal indicated that nearly two-thirds of the total respondents felt that the police were discriminating the Canadian-African community. In reference to the interview with the Black Caribbean-Canadians who lived in Toronto City, Henry (1994) articulates that the police-public relations are filed with racial mistrust and suspicion practices (14). James (1998) also concludes in his examination that the encounters that the Black youth have with the police are characterized by harassment, suspicion, homogenization, and stereotyping which are indicative to police attitudes toward the Black youth (134). In other study conducted by Tanner and Wor tley (2002), the research approximated that more than 3,400 Black students in Torontos high schools attested having been stopped and questioned by police twice or more in a span of one year (369). They also claimed that they were subjected to physical searches. For the sake of this illustration, a keen interest must be developed on the articles that the Toronto Star initiated under the series race and crime with the claim that the Police Force of Toronto were engaging in racial profiling. The claims asserted the Black Torontonians were detained and treated worse than their White counterparts (Melchers, 2003). The citizens and the community leaders took the Stars report as a justification stating that racial profiling is an endemic in the crime and judicial system. The Star article series analyzed two independent data sets for two explicit reasons. First, there are the out-of-sight driving offenses where the driver is stopped without apparent reasons used in the assessment of the various patterns of traffic stops. Second, data sets pertaining to simple drug offenses were used in the assessment of the disparity of treatment of both Black and White drivers. In regard to the analysis of out-of-sight, the Star reported that from 19996 through to 2001, 4,696 out-of-sight offenses with noted skin colour were recorded identifying 33.6% of these as Black (Melchers, 2006). In comparison to the 1996 Canadian census, only 8.1% of Torontos total population was identified as Black therefore the Star reached to a conclusion that racial profiling existed. On the drug offenses, the Star investigative team examined more than 10,000 police depositions of the charged persons. For those involved, 23.6% were Black drivers and 63.8% involved the White counterparts, whereas the 76.5% of the latter were later released at the scene compared to the formers 61.8%. During the same period, 15.3% of the Black drivers were held for bail hearing as compared to the 7.3% of the White drivers (Melchers, 2006). The evidence was clear that the police treat Black Canadian worse than their White counterparts. Racial Profiling in Canadian courts The ambiguity of the phrase racial profiling has found itself favoured in the Canadian Courts. The jurisprudential term articulable cause in Canada equates to lack of reasonable grounds in the U.S., which is regarded as de jure evidence concerning racial profiling even when specific evidence on racial biasness is missing. Such an asymmetry has emerged as a consequence that has affected how the legal rights in regards to the ways the police powers are treated when applying the power of search, investigative detention, and seizure. This form of asymmetry makes the enforcement of law and public safety more difficult when it comes to the members of visible minority threatening to endanger their security, in the midst empowering criminal organizations (Melchers, 2006). There is a growing reception in the courts, the public, and the media on racial profiling allegations whose basis might be evidentiary weak or not completely fabricated. The two most cited sources of claims in Canadian expe rience are the Toronto Star investigative journalism report on race and crime conducted in year 2002 and the recently conducted data collection by Scot Wortley commissioned by Kingston Police Service. The two experiences are still undergoing peer reviews though they continue to circulate as grey literature. Today the two studies suffer from acute methodological problems and the research community have a consensuses view that the two are junk science. Subsequently, if any police work lack sufficient grounds or articulable cause then these cases are submitted as racial profiling when the subject of these actions is from a visible minority community. When the subject stopped by the police present physical and visible characteristics that may evoke stereotyping and the findings of the court report that the police were deficient and unlawfully detained the subject then the court can submit statements supporting the presence of racial profiling. The ant-profiling advocates have made suggestions that all police stops of the visible minority population including those at the street stops of pedestrians be taken as presumptively forms of detention of a higher standards. Many have argued that such a differential standard is crucial because it recognizes how the visible minority perceive things differently from others specifically when they relate with the police. Under looking the developments are advocates whose intentions are to drive an intermediary between the law enforcement authorities and the visible minorities which perhaps unknowingly can further the notion that the police are antagonistic and unsympathetic to the visible minorities. Fighting Racial Profiling In the law enforcement, the issue of racial profiling has purported systemic and widespread biasness. This issue in the public debate has a staying power which requires immediate response from the investigative authorities, the police, and other parties in the criminal justice system (Melchers, 2006). The culture of racial profiling can be dangerous to the public safety and the social cohesion. Furthermore, it has became clear that the conventional accountability mechanisms such as clear polices working in opposition to discrimination and biasness are no longer seen as sufficient as they used to be. Perhaps Stars article series were the eye opener depicting the intractable problems that still permeates the Canadian criminal and Judiciary system. Yet, the racial profiling in other countries such as the U.S. has added much heat and no enlightenment to the debate. Some of the effective tools that can control and suppress the perception of racial profiling policing are the establishing t ask forces that involve the community leaders, disciplinary policies, public statements, training, and written policies that work against racial profiling. These mitigation techniques are rather debatable than costly compared to the difficult flawed collection of evidence that can sometime contradict or even support positive-negative views. Conclusion In todays conformist age, it is very tempting for the progressives to be content with victories such as the official knowledge of Canadian racial profiling. Nonetheless, the realization that the government agencies such as the police force are operating in non-transgressive universe of meaning whose value on acknowledgement concerning issues of social justice are characterized by omissions, distortions and qualifications can lower these temptations (Melchers, 2006). The Stars series articles presented police racial profiling as ubiquitous and dysfunctional producing a report that was more cautious than crucial and more befuddling than enlightening and hence the title of these articles. Significantly, this paper has addressed the specific topic about Canadian policing in terms of its affect on the publics perception and the police legitimacy concerning racial profiling. The paper also presented general arguments about Canada, the presently constituted policies in courts, and the lack of guarantees to substantive anti-racism. It now goes without saying that appeasing measures such as training, establishing task forces that involve the community leaders, disciplinary policies, and public statements can help fight the problem of racial profiling. If these methods are followed, Canada can mollify the effect of racial profiling, lower political costs, and fuel the progressive transformation of major institutions such as the police force. From the point of view Stars investigative journalism report and other studies on race and racism, it is clear that the best racial policy is the one that provide appearance of change without a changing of the status quo.

Drug Legalization Essay -- Drugs Legal Legalization Essays

Drug Legalization Drug legalization has become a great issue among Americans for many years, and there have also been those that try to stop that legalization. The article, â€Å"Legalizing Drugs is Not the Solution† by Gerald W. Lynch, has a good argument based on facts and incidents that have occurred from drug use. In this article a person thinks twice about what they are really doing when they use drugs, and it is clear as to why legalizing drugs would not be a logical solution As spoken in this essay about the legalization of drugs and its bad effects, Lynch uses a lot of relevance and sufficiency throughout his piece. Relevance is the appropriateness of his evidence to the case at hand (Faigley and Selzer 45). Sufficiency is the amount of evidence cited (Faigley and Selzer 46). Lynch bases his essay on these key factors throughout his whole piece on the legalization of drugs and how it is not the solution. He bases his argument in paragraph 7 on all the bad things that have occurred to various people who have used drugs illegally. He states this through mentioning accidents, deaths, child abuse, sexual abuse, and various other crimes including destruction of property. His evidence proves to be true in proving his point of going through treatment and therapy for drug use instead of legalizing them. This essay is a successful argument because it convinces a person through all that is detailed why legalization of drugs will not work in this society. He describes through his values on the issue of drug legalization and the effects they have on many people. Lynch makes a few value statements through a claim of values, which states an argument for the paper through his personal reasoning (Faigley and Selzer 32)... ...e because if we feel that if we can treat those that are addicted to drug use and dealing, than we can overcome the thoughts about making drugs legal. Lynch uses people’s values and strong facts that prove his many points of interest in this piece. He has a majority of evidence that helps one be able to believe his point of why drug legalization is not the answer. Drug legalization has turned out to not be the answer and it has been proven through much evidence in Lynch’s essay. References: Faigley, Lester and Jack Selzer. Good Reasons with Contemporary Arguments. Needham Heights, Massachusetts: A Pearson Education Company, 2001. Lynch, Gerald W. â€Å"Legalizing Drugs Is Not the Solution† Good Reasons with Contemporary Arguments. Eds. Lester Faigley and Jack Selzer. Needham Heights, Massachusetts: A Pearson Education Company, 2001. 490-493. Drug Legalization Essay -- Drugs Legal Legalization Essays Drug Legalization Drug legalization has become a great issue among Americans for many years, and there have also been those that try to stop that legalization. The article, â€Å"Legalizing Drugs is Not the Solution† by Gerald W. Lynch, has a good argument based on facts and incidents that have occurred from drug use. In this article a person thinks twice about what they are really doing when they use drugs, and it is clear as to why legalizing drugs would not be a logical solution As spoken in this essay about the legalization of drugs and its bad effects, Lynch uses a lot of relevance and sufficiency throughout his piece. Relevance is the appropriateness of his evidence to the case at hand (Faigley and Selzer 45). Sufficiency is the amount of evidence cited (Faigley and Selzer 46). Lynch bases his essay on these key factors throughout his whole piece on the legalization of drugs and how it is not the solution. He bases his argument in paragraph 7 on all the bad things that have occurred to various people who have used drugs illegally. He states this through mentioning accidents, deaths, child abuse, sexual abuse, and various other crimes including destruction of property. His evidence proves to be true in proving his point of going through treatment and therapy for drug use instead of legalizing them. This essay is a successful argument because it convinces a person through all that is detailed why legalization of drugs will not work in this society. He describes through his values on the issue of drug legalization and the effects they have on many people. Lynch makes a few value statements through a claim of values, which states an argument for the paper through his personal reasoning (Faigley and Selzer 32)... ...e because if we feel that if we can treat those that are addicted to drug use and dealing, than we can overcome the thoughts about making drugs legal. Lynch uses people’s values and strong facts that prove his many points of interest in this piece. He has a majority of evidence that helps one be able to believe his point of why drug legalization is not the answer. Drug legalization has turned out to not be the answer and it has been proven through much evidence in Lynch’s essay. References: Faigley, Lester and Jack Selzer. Good Reasons with Contemporary Arguments. Needham Heights, Massachusetts: A Pearson Education Company, 2001. Lynch, Gerald W. â€Å"Legalizing Drugs Is Not the Solution† Good Reasons with Contemporary Arguments. Eds. Lester Faigley and Jack Selzer. Needham Heights, Massachusetts: A Pearson Education Company, 2001. 490-493.

The Eight Essential Steps to Conflict Resolution Essay -- essays re

  Ã‚  Ã‚  Ã‚  Ã‚  The book that I chose to read for my book review was, The Eight Essential Steps To Conflict Resolution by Dr. Dudley Weeks. The reason I chose to read a book on conflict resolution was to further improve my skills at avoiding and dealing with problems. Because I feel that a person truly shows their character not when things are going well but when things begin to go bad. And having the ability to deal with those problems strengthens one as a person.   Ã‚  Ã‚  Ã‚  Ã‚  Dudley Weeks, PH.D. is widely commended as one of the world’s leaders in conflict resolution. He lives in Washington, D.C., has worked in over sixty countries and has counseled thousands of businesses, families, and communities in the United States. Dr. Weeks has twice been nominated for the Noble Peace Prize. Dr. Weeks is now teaching conflict resolution at the American University School of International Service and gives workshops throughout the world.   Ã‚  Ã‚  Ã‚  Ã‚  Dr. Weeks basically tears conflict resolution into eight steps. The first step is to create an effective atmosphere. The second step is to clarify perceptions. Third is focus on individual and shared needs. Fourth is build shared positive power. Fifth is look to the future, then learn from the past. Sixth is generate options. Seventh is develop â€Å"Doables.† And the last step is make mutual benefit agreements. Dr. Weeks also touches on topics such as handling anger, dealing with people who only want things their way, and dealing with conflicts that involve an injustice.   Ã‚  Ã‚  Ã‚  Ã‚  The first step is about Creating an Effective Atmosphere. Creating an effective atmosphere is a very important step in the conflict resolution process. It is more likely for mutual agreements be reached when the atmosphere is given careful consideration. When thinking about atmosphere remember these ideas; personal preparation, timing, location, and lastly opening statements. Personal preparation is doing all you can to ready yourself in positive ways to approach issues honestly and openly. Timing means that choosing a time that is best for all parties involved, a time in which no one is feeling pressed to move on or pressured in other ways. Location suggests that where you meet is as important as when you meet, it is best to pick a place where all parties can feel com... ...esolution. I found it extremely helpful incertain areas, I also found that I actually do some of the steps when I am dealing with a conflict. For example, when a conflict occurs I try to understand what happened with past conflicts and avoid repeating the same mistakes over again. Also when we are trying to find a solution I look for a solution that will be both beneficial to me and them. I did learn some good ways to organize our thoughts and solutions. I also learned to get to the heart of the conflict and focus on only that, and avoid all side issues.   Ã‚  Ã‚  Ã‚  Ã‚  As for my opinion of the author, I think he may be a better counselor and doctor than a writer. I found some of the reading sort of confusing and complicated, and had to read several sections over a few times to totally understand his point. Some of the vocabulary he uses is a bit technical, many words I needed look up to understand Dr. Weeks’ point. So basically what I am saying is that I found the reading to be a bit difficult but I really enjoyed the informational aspect of the book and that I learned a lot on how we should work through conflict and come to a resolution that benefits both parties.

Chicken Run Camera Angles

Run has many uses of camera angles. Camera angles can be used in many different ways, (low, high or mid angles), especially in Chicken Run. In Chicken Run camera angles are used to give the viewer a sense of what is going on and influence the viewer on how a character is regarded e. g. if the camera angle is gazing directly upwards towards a character this would usually indicate that the character in question has a lot of power or they are in charge.Camera angles can be used to show effects such as panic and calm on characters epending on what is taking place around them. A great example of this effect takes place as Ginger and the other chickens are being chased through the chicken yard by guard dogs. The camera angle in this scene flickers backwards and forwards constantly, keeping in tempo with what is taking place at present throughout the chase. As the chase comes to a climax Mrs Tweedy appears in front of Ginger and the camera angle changes to a low angled shot and stays fixed, this proves that all is calm again and The very first shot is of the moon.This instantly implies the genre and sets the tone f the film: the shot is very typical of the horror movie genre of films from the 20th century (which is also when the film is set). 3. The first shot pans down across to where Mr Tweedy and his two dogs are walking. The view of the fence surrounding the farm closely resembles the prisoner-of-war films which inspired the film itself. There is almost no sound and the music is quiet and mysterious to effect. He has dogs with him, most likely for protection, with fierce expressions, showing the mood of the scene. 4. Match-on-action shot of Mr Tweedys hand checking the lock on the gate.This suggests that he does not want anything or anyone getting in or out, and that he may be hiding something. Cut to an extreme low-angle close-up of his feet walking away. We never see his face in the first part of this sequence. This creates a sense of mystery as to who he is. It could mean that he is the main antagonist of the film because of this. 5. A fgure emerges and tries not to be noticed. This further suggests the first character we see (Mr Tweedy) is the antagonist since a character wants to hide from him, but we still don't fully understand why the fgure is hiding rom him.There is mystery surrounding the fgure as well as we cannot see (yet) who it is. Foot emerges before the rest of the body, suggests the figure is nervous of showing him/herself. 6. The water tower in the background connotes a guard tower in a typical prisoner-of-war film, so again there is reference to films such as ‘The Great Escape' which the film closely parodies, and also that there is a greater force on Mr Tweedys side. 7. The shadow (Ginger) makes a run for it, again trying not to be caught. The way the dog hears Ginger first suggests the danger is nearer; she is about o be caught. . Ginger is nearly caught; an example of a false alarm' where we believe the character has been caught but hasn't. 9. Match-on-action shot shows her frustration as she digs. Shot of the spoon being thrown back onto the floor; she is forced to leave everything but herself behind. 10. We are misled to believe she is sately across and all the danger is over, but in the next snot more chickens arrive. These two shots echo the previous shots of Ginger running across, so the risk of danger is repeated. 12.Cutting between the two actions of the chickens trying to scape and the dogs running towards them; again this shows frustrationand pressure for the chickens and a sense of danger. The sound and music both add to this effect by suddenly increasing dramatically, rising as the dogs near. 13. The sound and music have now increased to their full volume as Ginger turns to run. We finally see the face of the character we saw at the beginning, albeit for two brief seconds. The camera zooms in sharply on his triumphant expression. 14.Short, sharp cuts between shots, as well as the camera following the dogs, creates a feel of speed and shows the impact of the chase. Ginger stops and turns back in this shot; she has nowhere to turn. 15. Shot-reverse-shot between Ginger and the dogs is used to show she is trapped. The camera also backs away with Ginger; there is a slow zoom out on this shot of the dogs closing in. 16. The dog eating the gnome head (that Ginger tries to force them away with) shows her helplessness and what is destined for her. We don't see the impact of the head being eaten, implying violence. 17. Close-up shot of her head, slowly panning in.The attention is on her terrified expression, as the camera zooming in slowly shows how her ‘doom' is coming nearer nd nearer. 18. Both Ginger and the dogs turn at the light from behind her. The lighting has changed and is like a light from heaven' as if Ginger is being called or summoned, as if everything has already happened. The music has also stopped suddenly. 19. Cutting back to the curious faces o f the chickens. There is no music and very quiet sound; everyone has stopped to look, creating suspense of what they are looking at. 20. The camera pans up revealing the true main antagonist, with a short piece of dramatic music for this shot.

Job Enrichment

Organizational Behavior Concept: Job Enrichment Jared Stern Introduction The concept of Job Enrichment is a very broad theory within the field of organizational behavior that is applicable within all sectors of organization. Used synonymously with â€Å"job enlargement†, the term job enrichment refers to different methods that are aimed at increasing employee’s job motivation, satisfaction, self-worth, in an attempt to ultimately increase the overall employee productivity within the organization.Research studies conducted on Job Enrichment and its influence on employee productivity date back to the 1950s and 1960s and throughout those years a wide variety of methods have emerged. Most commonly job enrichment is attributed to the process of job redesign in order to reverse the negative effects monotony of employee tasks, which will include boredom, lack of autonomy and dissatisfaction. Other variances of job enrichment include providing worker incentives by involving the employee in the decision making process, the implementation of quality work groups and team building, and job independence as an incentive to increase productivity.Evolution of the concept of Job Enrichment Beginning in the middle of the 20th century up until present day, the theory of job enrichment has offered many compelling concepts to increase employee productivity while simultaneously enriching the employees work experience, all of which remain applicable today. The early works which established Job enrichment among organizational behavior theorists was Frederick Herzberg’s â€Å"Hygiene Theory† and Hackman and Oldham’s â€Å"Job Characteristic Model†.The Hygiene Theory The central figure in developing the theory of job enrichment within the framework of organizational behavior was Frederick Herzberg who’s pivotal â€Å"Hygiene Theory† has contributed a solid basis and foundation for subsequent generations to expand upon. According to Herzberg, for a worker to be happy and therefore productive the environmental factors of his workplace must not cause him discomfort. Herzberg further asserts that although providing employees with a more comfortable environment may in turn make them more productive, this does not necessarily mean they will be motivated to perform their duties.Simonds & Orife, 1975) Herzberg believed that the process of motivating workers is by enhancing their feeling of responsibility and connection to their work. In this case, Herzberg proclaims that it is the work itself that is rewarding. Managers can help the employees connect to their work by giving them more authority over the job, as well as offering direct and individual feedback. The Job Characteristics Model In 1975 Hackman and Oldham advanced the ideas of Herzberg by introducing what they called â€Å"The Job Characteristics Model†. This model is formulated on the assumption that if five core job characteristics are present, thre e psychological states critical to motivation are produced, resulting in positive outcomes. † (Griffin, Patterson, & West, 2001) The five core job characteristics consist of skill variety, task identity, task significance, autonomy, and feedback. Hackman and Oldham state that the three psychological states that motivation is dependent upon are experienced meaningfulness of work, responsibility for work outcomes, and knowledge of results. Hackman andOldham then proclaim that to the degree that these psychological states are present, high personal employee work motivation will result. Relevance of Job Enrichment in 2007 The early works of Herzberg and Hackman & Oldham have provided a feasible and effective framework for increasing employee productivity through job enrichment that is just as applicable today as it was when their research was first conducted. Within the past half century there have been numerous researches conducted that provides useful empirical evidence to illus trate the rewards and benefits of job enrichment.We will further discuss each method that an organization can implement in an attempt to improve worker productivity through job implementation. Employee autonomy In a study analyzing job independence as an incentive device to increase employee productivity, Kay Mitusch emphasizes that when employee autonomy is present it can compensate for an organization lacking an extrinsic reward program yet still remain productive. â€Å"This is pivotal for explaining why workers in independent, responsible jobs are willing to invest in their jobs even if there is no reliable, formalized system of rewarding them. (Mitusch, 2000) To provide further evidence of the success of employee autonomy as a method of job enrichment Griffin, Patterson, and West explored the relationship between teams and satisfaction using data from a large research project in the U. K. that investigated management practices and employee attitudes in manufacturing companies. The researchers conducted this study by distributing a questionnaire survey which asked them to rank their preferred working conditions in response to hypothetical situations which were designed to relate to their actual work duties.The study showed that â€Å"job enrichment was positively related to job autonomy but was not significantly related to perceptions of supervisory support. † (Griffin, Patterson, and West, 2001) The researchers also concluded that â€Å"while both autonomy and supervisory support were important positive influences on job satisfaction, the positive association of teamwork on job autonomy was explained by job enrichment that accompanied teamwork and could not be attributed to teamwork itself. (Griffin, Patterson, and West, 2001) This data shows that by simply trusting an employee’s expertise at his or her job and allowing them to operate more independently an employee will develop an increased level of job satisfaction and in turn increase t he productive output of that worker. Skill Variety Another technique to enrich an employee’s work experience is to utilize employees with a wide range of skills so they can apply them to their daily work routine.In his article White Collar Job Enrichment: The Pay Board Experience, Tim McNamar explored the Pay Board’s experience with job enrichment. By replacing a traditional method of processing cases with an approach built around work groups performing interrelated tasks, it increased productivity, provided better motivation, and vastly improved opportunities for individual self-actualization and esteem. † (McNamar, 1973) By changing the previous operational procedures and by allowing employees to engage in more of a shared task structure, the Pay Board experienced increased productivity across the spectrum. The decision to adopt a team concept for case management was not due to any of the traditional reasons given for blue collar job enrichment – high ab senteeism, low morale, and the like. Rather, it was instituted in hopes that it would drastically increase productivity. Nevertheless, the approach turned out to provide a variety of benefits, many of which directly related to the question of job enrichment. † (McNamar, 1973) Also, the inclusion of employees in critical decisions that will effect the organization as a whole, shows improvement in the employee’s orale regarding their importance within the organization and in turn increase their motivation.â€Å"In general, research on participative decision making has found that participation improves employees’ attitudes and increases their organizational commitment and job satisfaction. † (DeLancer Julnes, 2001) Job Feedback Another key aspect of job enrichment can be achieved through the simple process of providing employees with useful feedback concerning the work performance along with clearly established expectations. Job enrichment focuses on creating individual tasks that give people feedback, increase their influence how work is done, require them to use a variety of skills, and give them a whole piece of work. † (Mohrman, Lawler, Mohrman, 1992) Task significance and task identity The installation of job enrichment by way of task significance is the extent to which an employee’s work has a meaningful impact on other jobs in the same workplace.This can be accomplished with the installation of teams within the employee work population. Teamwork typically involves groups of interdependent employees who work cooperatively to achieve group outcomes. Effective team implementation can enhance the motivational properties of work and increase job satisfaction. † (Griffin, Patterson, and West, 2001) A direct correlation between task significance and task identity can be seen by the use of teams and specific job duties. The idea of task identity is the measure to which the job requires completion of a number of whole a nd identifiable pieces of work. Theoretically, the choice between teams and individual job enrichment should be made based upon the technology of the workplace. Teams are more complicated to build and to maintain, but may be necessary if the work is such that no one individual can do a whole part of it and get feedback about it. Teams are often appropriate, for example, in process production facilities such as a chemical plants and oil refineries and in complex service organizations such as banks and airlines.Where the technology allows an individual to do a whole task or offer a whole service, individual designs are preferred because they are simpler to install and give the individual more direct feedback. † (Mohrman, Lawler, Mohrman , 1992) The city of Rockville, MD conducted an experiment where managers and line staff collaborated in the decision making process and the result was astonishing, including cost savings, improvement of morale and the appreciation of the need for productivity within the organization increased. The key ingredients in the program’s success was the consultation with supervisors and employees and their involvement in selecting the projects. † (Hobbs, 1976) Counter argument of job enrichment Despite all of the overwhelming evidence of the success that is attributed in implementing job enrichment programs there is a minority of speculators that job enrichment is not always the best option when an organization’s sole objective is to reduce costs. The possible increase in the satisfaction of the employees is probably not a sufficient reason for managers to support job enrichment programs. A survey by Reif and Schoderbek showed that the main objective of top management in companies introducing job enrichment programs was to reduce costs. Hence, management support for a new job design approach has to be gained through a cost-benefit treatment to job design. † (Globerson, 1977) If a company’s sole aim is to reduce costs then investing in your current work force might not be the preferable avenue.However, if an organization or company is interested in fully utilizing its talented workforce and provide increased worker motivation and in turn increase worker productivity, then adopting a job enrichment program is the most effective option. Conclusion Throughout the last few decades, the implementation of a job enrichment program has successfully shown to increase employee’s job motivation, satisfaction, self-worth, in an attempt to ultimately increase the overall employee productivity within the organization.No matter what the function or sector of an organization whether it be a government agency, non-profit organization, or company operating within the private sector, the implementation of job enrichment into your organization will result in the key areas of employee production and worker motivation. It is obvious through years of conducted research that a happy and motivat ed workforce coupled with an effective and flexible management will ultimately result in a highly productive organization.Works Cited Albers Mohrman, Susan, Lawler III, Edward E. , Mohrman, Allan M. 992. â€Å"Applying Employee Involvement in Schools. † Educational Evaluation and Policy Analysis DeLancer Julnes, Patria. 2001. â€Å"Does Participation Increase Perceptions of Usefulness? † Public Performance & Management Review Globerson, Shlomo. 1977. â€Å"The Just Noticeable Difference in Complexity of Jobs. † Management Science Griffin, Mark A. , Patterson, Malcolm G. , and West, Michael A. 2001. â€Å"Job Satisfaction and Teamwork: The Role of Supervisor Support† Journal of Organizational Behavior Hobbs, Daniel D. â€Å"Productivity Through Worker Incentive and Satisfaction. Public Productivity Review King, Albert S. 1974. â€Å"Expectation Effects in Organizational Change. † Administrative Science Quarterly McNamar, Tim. 1973. â€Å"White Col lar Job Enrichment: The Pay Board Experience. † Public Administration Review Mitusch, Kay. 2000. â€Å"Job Independence as an Incentive Device. † Economica Simonds, Rollin H. and Orife, John N. 1975. â€Å"Worker Behavior Versus Enrichment Theory. † Administrative Science Quarterly Staudohar, Paul D. 1975. â€Å"An Experiment in Increasing Productivity of Police Service Employees† Public Administration Review Job Enrichment Based on a major study of High Performance Work Practices (HPWPs) in North America by Appelbaum et al. (2000) found that new forms of job design provided production line employees with the opportunity to contribute increased discretionary effort and to participate in workplace problem-solving. These researchers provided empirical evidence that conscious efforts by employers to increase employee discretion and job autonomy resulted in improved job satisfaction for employees and higher levels of organizational performance (Appelbaum et al. 000). Workforce involvement in decision-making may also be consistent with job enrichment practices (Spence Laschinger et al. 2004). Job enrichment involves providing increased levels of responsibility to lower level employees, including the delegation of work tasks previously undertaken by supervisors, and the provision of increasingly skilled tasks to line employees.The theoretical basis for enrichment efforts is Hackman and Oldham's (1975) ‘ job characteristics' model, which explores how a combination of specific job characteristics such as skill variety and task significance affect the individual's experience of meaningful work and their sense of responsibility for work outcomes. These characteristics have, in turn, been linked to improvements in work motivation, job satisfaction and work quality, reduced absenteeism and lower labour turnover (Ford 1969; Hackman et al. 1975).However, job enrichment has received wide publicity but has not always produced favourable results in the workplace. A great deal of debate exists over the benefits and limitations of job enrichment: it clearly is not for everyone. Ralph Brown (2004) summed it up very nicely: Some people are very resistant to more responsibilities or to opportunities for personal growth. Researchers report that some people they expected to resist seized the opportunity. Enriching jobs is a particularly effective way to develop employees provided the jobs are truly enriched, not just more work for them to do.The disadvantages are that job enrichment may lead to greater work pressure and that employees have to start performing tasks which were not originally required of them. Job design: Job design is the specification of the content of a job, the material and equipment required to do the job, and the relation of the job to other jobs. A well-designed job promotes the achievement of the organization’s strategic business objectives by structuring work so it integrates management requirements for efficiency and employee needs for satisfaction.Thus, effective job design presents a major challenge for the HR manager. And job enrichment is one of the methods of job design. Job enrichment is an attempt to motivate employees by giving them the opportunity to use the range of their abilities. It is an idea that was developed by the American psychologist Frederick Hertzberg in the 1950s. It can be contrasted to job enlargement which simply increa ses the number of tasks without changing the challenge. As such job enrichment has been described as ‘vertical loading' increases the complexity of work to promote interest.Thus, job enrichment builds motivating factors into the job content by: combing tasks, establishing client relationships, creating natural work units, expanding jobs vertically and opening feedback channels. Supporter: Patterson, West and Wail (2004) found that firms providing lower level employees with job enrichment and skill enhancement experienced a significant boost in productivity and profitability. A Sri Lankan study of the impact of introducing self managed teams in a large textile mill reported increased productivity, higher product quality, lower reject rates and higher employee satisfaction.The process of delegating increased decision-making responsibility to workplace teams changed the organization’s structures, decision making processes and job design at workplace level, with increased l evels of empowerment and training being provided to team members (Jayawardana and Fonseka 1996). Nevertheless, the potential for improved performance outcomes to follow the provision of increased employee input into workplace decision-making relies on employee acceptance of the relevance of these practices and on the existence of a climate of involvement.One means of creating this climate is to appoint work group leaders who will model the behaviours valued by the organisation, and who are also able to motivate employees to mirror these behaviours (Richards and Vandenberg 2005). In Sri Lanka's Garment Industry, the manager introduced process controllers into the three production lines from January to April 2002; line employees underwent a series of training programs. The training focused on the company's customers and products, the production process and techniques related to increasing quality and problem-solving.The sessions were conducted by the plant manager, the quality assuran ce manager and the work study manager. Each session was followed by a discussion with production line members. The training programs lasted for two hours after work, with all line employees paid for their participation. At production meetings, held once a week, line employees were given feedback on their performance, in particular in relation to line efficiency and end-line rejects. During the initial training, production line employees were given a briefing on market conditions in the industry and customer requirements.They were also provided with an opportunity to study their line's performance for the previous three months in relation to on-time delivery, total rejects and customer returns. The training provided encouraged employees to take responsibility for performance outcomes such as product reject rates and on-standard efficiency levels. The training manager provided feedback to line employees where the performance of one production line lagged that of the organisation as a whole. The training also addressed skill development, the organisation of work and the use of computer-aided information systems and quality control systems.Each machine was equipped with a computer terminal, which gave details of efficiency standards, losses, stoppages and earnings based on incentive payments. The case explored the impact of a job enrichment initiative to devolve increased responsibility for monitoring workplace productivity, product quality and workforce attendance to line employees. We found that the introduction of process controllers generated substantial improvements in LM Collection's performance over this period.Efficiency levels rose from 41 per cent to 61 per cent and product rejects declined from 10 per cent to 2 per cent, while absenteeism levels declined from almost 10 per cent to 2. 4 per cent by March 2003. On the whole, productivity levels improved, product quality increased and workforce absence and turnover episodes declined over the period of this study. Critiques: In the other hand, there are drawbacks of job enrichment when the HR managers do not think about the matters from employees, and no one seems to mention the costs.In some employees eyes, the job enrichment is merely an enforce change to jobs in order for the organisation to obtain higher productivity from its workers. With the pressure of more responsibilities and tasks, the employees may not have enough time to give the feedback of performance. Either actually the workers do not want enriched their jobs or the job is not that easy to enrich. . Job enrichment is a type of job redesign intended to reverse the effects of tasks that are repetitive requiring little autonomy.Some of these effects are boredom, lack of flexibility, and employee dissatisfaction (Leach & Wall, 2004). The underlying principle is to expand the scope of the job with a greater variety of tasks, vertical in nature, that require self-sufficiency. Since the goal is to give the individual exposure to tasks normally reserved for differently focused or higher positions, merely adding more of the same responsibilities related to an employee's current position are not considered job enrichment.Job enrichment can only be truly successful if planning includes support for all phases of the initiative. Ohio State University Extension began a job enrichment program in 1992 and surveyed the participants five years later. The results, broken down into 3 sub-buckets of data beyond the main grouping of advantages/disadvantages as shown in Table 1, indicate the University had not fully considered the planning and administrative aspects of the program (Fourman and Jones, 1997).While the benefits are seemingly obvious, programs fail not because of a lack of benefits, but rather due to implementation problems. These problems can include a perception of too great a cost, lack of long-term commitment of resources, and potential job classification changes (Cunningham and Eberle, 1990). In order for a job enrichment program to produce positive results, worker needs and organizational needs must be analyzed and acted upon. According to Cunningham and Eberle (1990), before an enrichment program is begun, the following questions should be asked: 1.Do employees need jobs that involve responsibility, variety, feedback, challenge, accountability, significance, and opportunities to learn? 2. What techniques can be implemented without changing the job classification plan? 3. What techniques would require changes in the job classification plan? A job enrichment program can be a very effective intervention in some situations where a Performance Technician is faced with a request for motivational training. Conclusion:In my opinion, job enrichment can bring about improvement in both job performance and job satisfaction. A survey of almost 100 research studies found job enrichment resulted in greater productivity, improved product quality, fewer employee grievances, improved worker att itudes; reduce absenteeism and labour turnover, and lower costs. Therefore, improved quality of working life brought about by job enrichment has not only social benefits but also bottom-line benefits to the organization. Job Enrichment Organizational Behavior Concept: Job Enrichment Jared Stern Introduction The concept of Job Enrichment is a very broad theory within the field of organizational behavior that is applicable within all sectors of organization. Used synonymously with â€Å"job enlargement†, the term job enrichment refers to different methods that are aimed at increasing employee’s job motivation, satisfaction, self-worth, in an attempt to ultimately increase the overall employee productivity within the organization.Research studies conducted on Job Enrichment and its influence on employee productivity date back to the 1950s and 1960s and throughout those years a wide variety of methods have emerged. Most commonly job enrichment is attributed to the process of job redesign in order to reverse the negative effects monotony of employee tasks, which will include boredom, lack of autonomy and dissatisfaction. Other variances of job enrichment include providing worker incentives by involving the employee in the decision making process, the implementation of quality work groups and team building, and job independence as an incentive to increase productivity.Evolution of the concept of Job Enrichment Beginning in the middle of the 20th century up until present day, the theory of job enrichment has offered many compelling concepts to increase employee productivity while simultaneously enriching the employees work experience, all of which remain applicable today. The early works which established Job enrichment among organizational behavior theorists was Frederick Herzberg’s â€Å"Hygiene Theory† and Hackman and Oldham’s â€Å"Job Characteristic Model†.The Hygiene Theory The central figure in developing the theory of job enrichment within the framework of organizational behavior was Frederick Herzberg who’s pivotal â€Å"Hygiene Theory† has contributed a solid basis and foundation for subsequent generations to expand upon. According to Herzberg, for a worker to be happy and therefore productive the environmental factors of his workplace must not cause him discomfort. Herzberg further asserts that although providing employees with a more comfortable environment may in turn make them more productive, this does not necessarily mean they will be motivated to perform their duties.Simonds & Orife, 1975) Herzberg believed that the process of motivating workers is by enhancing their feeling of responsibility and connection to their work. In this case, Herzberg proclaims that it is the work itself that is rewarding. Managers can help the employees connect to their work by giving them more authority over the job, as well as offering direct and individual feedback. The Job Characteristics Model In 1975 Hackman and Oldham advanced the ideas of Herzberg by introducing what they called â€Å"The Job Characteristics Model†. This model is formulated on the assumption that if five core job characteristics are present, thre e psychological states critical to motivation are produced, resulting in positive outcomes. † (Griffin, Patterson, & West, 2001) The five core job characteristics consist of skill variety, task identity, task significance, autonomy, and feedback. Hackman and Oldham state that the three psychological states that motivation is dependent upon are experienced meaningfulness of work, responsibility for work outcomes, and knowledge of results. Hackman andOldham then proclaim that to the degree that these psychological states are present, high personal employee work motivation will result. Relevance of Job Enrichment in 2007 The early works of Herzberg and Hackman & Oldham have provided a feasible and effective framework for increasing employee productivity through job enrichment that is just as applicable today as it was when their research was first conducted. Within the past half century there have been numerous researches conducted that provides useful empirical evidence to illus trate the rewards and benefits of job enrichment.We will further discuss each method that an organization can implement in an attempt to improve worker productivity through job implementation. Employee autonomy In a study analyzing job independence as an incentive device to increase employee productivity, Kay Mitusch emphasizes that when employee autonomy is present it can compensate for an organization lacking an extrinsic reward program yet still remain productive. â€Å"This is pivotal for explaining why workers in independent, responsible jobs are willing to invest in their jobs even if there is no reliable, formalized system of rewarding them. (Mitusch, 2000) To provide further evidence of the success of employee autonomy as a method of job enrichment Griffin, Patterson, and West explored the relationship between teams and satisfaction using data from a large research project in the U. K. that investigated management practices and employee attitudes in manufacturing companies. The researchers conducted this study by distributing a questionnaire survey which asked them to rank their preferred working conditions in response to hypothetical situations which were designed to relate to their actual work duties.The study showed that â€Å"job enrichment was positively related to job autonomy but was not significantly related to perceptions of supervisory support. † (Griffin, Patterson, and West, 2001) The researchers also concluded that â€Å"while both autonomy and supervisory support were important positive influences on job satisfaction, the positive association of teamwork on job autonomy was explained by job enrichment that accompanied teamwork and could not be attributed to teamwork itself. (Griffin, Patterson, and West, 2001) This data shows that by simply trusting an employee’s expertise at his or her job and allowing them to operate more independently an employee will develop an increased level of job satisfaction and in turn increase t he productive output of that worker. Skill Variety Another technique to enrich an employee’s work experience is to utilize employees with a wide range of skills so they can apply them to their daily work routine.In his article White Collar Job Enrichment: The Pay Board Experience, Tim McNamar explored the Pay Board’s experience with job enrichment. By replacing a traditional method of processing cases with an approach built around work groups performing interrelated tasks, it increased productivity, provided better motivation, and vastly improved opportunities for individual self-actualization and esteem. † (McNamar, 1973) By changing the previous operational procedures and by allowing employees to engage in more of a shared task structure, the Pay Board experienced increased productivity across the spectrum. The decision to adopt a team concept for case management was not due to any of the traditional reasons given for blue collar job enrichment – high ab senteeism, low morale, and the like. Rather, it was instituted in hopes that it would drastically increase productivity. Nevertheless, the approach turned out to provide a variety of benefits, many of which directly related to the question of job enrichment. † (McNamar, 1973) Also, the inclusion of employees in critical decisions that will effect the organization as a whole, shows improvement in the employee’s orale regarding their importance within the organization and in turn increase their motivation.â€Å"In general, research on participative decision making has found that participation improves employees’ attitudes and increases their organizational commitment and job satisfaction. † (DeLancer Julnes, 2001) Job Feedback Another key aspect of job enrichment can be achieved through the simple process of providing employees with useful feedback concerning the work performance along with clearly established expectations. Job enrichment focuses on creating individual tasks that give people feedback, increase their influence how work is done, require them to use a variety of skills, and give them a whole piece of work. † (Mohrman, Lawler, Mohrman, 1992) Task significance and task identity The installation of job enrichment by way of task significance is the extent to which an employee’s work has a meaningful impact on other jobs in the same workplace.This can be accomplished with the installation of teams within the employee work population. Teamwork typically involves groups of interdependent employees who work cooperatively to achieve group outcomes. Effective team implementation can enhance the motivational properties of work and increase job satisfaction. † (Griffin, Patterson, and West, 2001) A direct correlation between task significance and task identity can be seen by the use of teams and specific job duties. The idea of task identity is the measure to which the job requires completion of a number of whole a nd identifiable pieces of work. Theoretically, the choice between teams and individual job enrichment should be made based upon the technology of the workplace. Teams are more complicated to build and to maintain, but may be necessary if the work is such that no one individual can do a whole part of it and get feedback about it. Teams are often appropriate, for example, in process production facilities such as a chemical plants and oil refineries and in complex service organizations such as banks and airlines.Where the technology allows an individual to do a whole task or offer a whole service, individual designs are preferred because they are simpler to install and give the individual more direct feedback. † (Mohrman, Lawler, Mohrman , 1992) The city of Rockville, MD conducted an experiment where managers and line staff collaborated in the decision making process and the result was astonishing, including cost savings, improvement of morale and the appreciation of the need for productivity within the organization increased. The key ingredients in the program’s success was the consultation with supervisors and employees and their involvement in selecting the projects. † (Hobbs, 1976) Counter argument of job enrichment Despite all of the overwhelming evidence of the success that is attributed in implementing job enrichment programs there is a minority of speculators that job enrichment is not always the best option when an organization’s sole objective is to reduce costs. The possible increase in the satisfaction of the employees is probably not a sufficient reason for managers to support job enrichment programs. A survey by Reif and Schoderbek showed that the main objective of top management in companies introducing job enrichment programs was to reduce costs. Hence, management support for a new job design approach has to be gained through a cost-benefit treatment to job design. † (Globerson, 1977) If a company’s sole aim is to reduce costs then investing in your current work force might not be the preferable avenue.However, if an organization or company is interested in fully utilizing its talented workforce and provide increased worker motivation and in turn increase worker productivity, then adopting a job enrichment program is the most effective option. Conclusion Throughout the last few decades, the implementation of a job enrichment program has successfully shown to increase employee’s job motivation, satisfaction, self-worth, in an attempt to ultimately increase the overall employee productivity within the organization.No matter what the function or sector of an organization whether it be a government agency, non-profit organization, or company operating within the private sector, the implementation of job enrichment into your organization will result in the key areas of employee production and worker motivation. It is obvious through years of conducted research that a happy and motivat ed workforce coupled with an effective and flexible management will ultimately result in a highly productive organization.Works Cited Albers Mohrman, Susan, Lawler III, Edward E. , Mohrman, Allan M. 992. â€Å"Applying Employee Involvement in Schools. † Educational Evaluation and Policy Analysis DeLancer Julnes, Patria. 2001. â€Å"Does Participation Increase Perceptions of Usefulness? † Public Performance & Management Review Globerson, Shlomo. 1977. â€Å"The Just Noticeable Difference in Complexity of Jobs. † Management Science Griffin, Mark A. , Patterson, Malcolm G. , and West, Michael A. 2001. â€Å"Job Satisfaction and Teamwork: The Role of Supervisor Support† Journal of Organizational Behavior Hobbs, Daniel D. â€Å"Productivity Through Worker Incentive and Satisfaction. Public Productivity Review King, Albert S. 1974. â€Å"Expectation Effects in Organizational Change. † Administrative Science Quarterly McNamar, Tim. 1973. â€Å"White Col lar Job Enrichment: The Pay Board Experience. † Public Administration Review Mitusch, Kay. 2000. â€Å"Job Independence as an Incentive Device. † Economica Simonds, Rollin H. and Orife, John N. 1975. â€Å"Worker Behavior Versus Enrichment Theory. † Administrative Science Quarterly Staudohar, Paul D. 1975. â€Å"An Experiment in Increasing Productivity of Police Service Employees† Public Administration Review