What is at is Optimal Rate of Inflation an Example of the Topic Economics Essays by

What is at is Optimal Rate of Inflation? The optimal Inflation rate can be negative, zero or slightly positive or can be any rate. The optimum rate depends on the economic perspective of the monetary Authorities and political imperatives. (Pally.T, 1998) That means the monetary policy can be based on the Friedman perspective, Neo Keynesian perspective and other economic models such as neo-classical perspectives as well it also depends on the experiences and unique market conditions in goods, labor market financial market and how they form expectation of inflation and how they react to inflation and the combination of perspectives used to determine the optimum rate of inflation. ( Akerlof G. A, Dickens.WT.Perry.L.G,2000) Need essay sample on "What is at is Optimal Rate of Inflation?" topic? We will write a custom essay sample specifically for you Proceed Friedman perspective of optimum rate of inflation under perfect market conditions. University Students Often Tell EssayLab writers:I'm don't want to write my essay. Because I don't have the timeSpecialists suggest: Academic Papers For SaleAcademic Writing Services Buy Essay Online Cheap Essay Company College Essay Writing Service In a perfect economy any goods is priced at its marginal cost. (Sinclair.P Nominal rate of interest is composed of two elements.(Sinclair.P They are the real interest rate, which is positive in the long-term and expected inflation. (Sinclair.P If the nominal interest rate is zero and optimal means having a monetary framework where the prices are declining and inflation to be negative to keep the nominal interest rate negative or prices are expected to keep declining not the optimum rate of inflation positive but negative there fore under Friedman perspective discussed above the optimum rate of inflation must be negative. (Federal Reserve Bank of San Francisco 1997). The case for positive or zero optimum rate of inflation In a neo-classical perspective the long-term Philip curve is vertical at non-accelerating Inflation rate of unemployment (NAIRU).(Hoover.K.D). That is in their perspective if government wants to reduce unemployment to reduce further than NAIRU it can achieve in the short term however the market will tend gravitate towards NAIRU in the log-term and the rate of inflation will be more than before.(Hoover.K.D). If it controls inflation say my monetary policy at NAIRU the inflation rate will come down n the short-term however in the long-term the inflation will come back to the NAIRU level. .(Hoover.K.D). In their perspective optimum rate of inflation can be any rate given the structural market conditions in an economy and the fiscal and monetary policies adopted. They assume the market will always gravitate towards the NAIRU as there exist no price rigidities or stickiness in prices and wages as well all economic participants are rational in forming inflation expectation and react to inf lation in a completely rational manner. .(Hoover.K.D). However most monetary authorities even they have some faith in the NARU they have inflation targeting policies or to determine optimum inflation rate or to control inflation to this target rate my monetary and fiscal policy initiatives.(Palley.T 1998). However there are plausible arguments to have a slightly positive inflation rate by many economists. They prefer some neo-Keynesian perspectives and some perspectives of neo classical but have their own assumption regarding how economic agents form inflation expectation and particularly how they react to inflation. The fundamental arguments are in a real market economy prices and nominal wages are sticky and minimum inflation has the effect of reducing the market power and help reduce prices. .(Sinclair.P In practice economy has occasional recessions which may be a symptom of market failure and the nominal rate cannot be zero if they are to be cut to boost aggregate demand and there fore the optimum inflation rate cannot be negative.( Sinclair.P In practice economy has occasional recessions which may be a symptom of market failure and the nominal rate cannot be zero if they are to be cut to boost aggregate demand and there fore the optimum inflation rate cannot be negative. .(Sinclair.P The effect of reducing the market power and help reduce prices. .(Sinclair.P In practice economy has occasional recessions which may be a symptom of market failure and the nominal rate cannot be zero if they are to be cut to boost aggregate demand and there fore the optimum inflation rate cannot be negative. .(Sinclair.P The effect of reducing the market power and help reduce prices. (Sinclair.P In practice economy has occasional recessions which may be a symptom of market failure and the nominal rate cannot be zero if they are to be cut to boost aggregate demand and there fore the optimum inflation rate cannot be negative. .(Sinclair.P In addition a mild inflation, which is positive make less attractive to hold currency and may be a breaker of the damage caused by the retail-banking sector. .(Sinclair.P Public finance consideration, which is the cause of market failure means that it is reasonable to tax money by mild inflation. .(Sinclair.P There is evidence to support that a mild inflation may lower-unemployment in the longer term. For example for the US Unemployment minimizing rate of annual inflation by Akerlof, Dickson and Perry to be some where between 1.5% and 4%..(Sinclair.P As well Aherlof, Dickson and Perry argued that modest inflation have an effect of clearing the market and lower unemployment. .(Sinclair.P Wyplosz looks at the data for France, Germany, Switzerland and Netherlands and concludes that inflation is not completely independent of unemployment of the rate of inflation and tally with the view that with a little inflation helps to cut unemployment not temporarily. .(Sinclair.P But it does not tell how high the inflation must be and these findings cannot be extrapolated for other countries and in time periods because of many reasons. .(Sinclair.P The public finance argument is supported by Phelps and he argues that if public goods and transfers have to be financed by the wasteful distortionary tax es why should money holdings go un taxed and taxing money may alleviate such distortions and it may also tax informal-economy transactions which are normally conducted by cash. .(Sinclair.P Conclusion The above analysis at least suggests that a slight optimum rate of inflation is plausible at least in the advanced industrialized countries. However the optimum rate of inflation can be different for different countries because of the different monetary Institutional structure and policy framework as well due to different market conditions and differences in the behavior of economic agents. How ever in a real market economy there are plausible arguments in favor of positive mild inflation rather than negative optimum inflation. This is at least empirically true on many advanced industrialized countries. The Friedman perspective of optimum negative inflation is not applicable at least in the advanced industrialized countries because of the plausible arguments discussed above and the empirical evidence supporting it. The determinants of the optimal inflation rate can also be in a policy level can also be influences in actual practice by political considerations and may change over time because of different economic models applied because of the usefulness and its theoretical and practical usefulness given the conditions and institutional changes and changes in the actual behavior of the economic agents. However given the complexity of economic workings and the occurrences of recessions and nominal rigidities and market imperfections in the labor market in particular empirically suggests that inflation targeting or the search for low-unemployment Optimum inflation rate is plausible monetary policy at least in the more advanced Industrialized countries. Bibliography Akerlof. G.A Dickens.W.T Perry.G.L. (2000). Near-Rational Wage and Price setting and Optimal Rate of Inflation. Retrieved February 27, 2007, from http://eml.berkeley.edu//~akerlof/docs/inflatn-employm.pdf Economist.Com, Falling Inflation is a World Wide Worry. (2001). Jubilee Research. Federal Reserve Bank of San Francisco. (1997). What is the Optimal Rate of Inflation, Economic Research & Data. Hoover.K.D. Phiilips Curve, The concise Encyclopedia of Economics Palley. T (1998). Zero is not the Optimum Rate of Inflation. Sinclair.P & Norman. H (2003) The Optimal rate of Inflation: an academic perspective, Bank of England Quarterly Bulletin.

Cultural representation in the Media The WritePass Journal

Cultural representation in the Media Abstract Cultural representation in the Media ).   Utilizing this media access allows for a wide range of critical national and societal initiatives to be widely disseminated among the relevant populations. The mass media play an important role in mediating between politicians and the general  public (Venuti 2012)).   Ã‚  This point illustrates that a main channel for political information to reach the intended target is from a form of modern media.   The ability to read, view or listen to a report of the topic is commonly preferred to attending the actual event itself (Schaffner, 2008).   The ability to compact information in a manner that can be quickly and easily digested by the consumer is a demonstration of the innate value of any form of media. However, the quality of the media content varies due to the translator, producer and consumer expectations relevant to that particular outlet (Schaffner, 2008). Both culture and media thrive on an inclusive relationship with the population (Zlatar, 2003). The underlying value that exists in the media outlet lies in their ability to reach the populace.   The lack of a product that appeals to a large section of the target population lowers the value of the media outlet.   Due to the increased drive to integrate on a global level cultural values and differences are increasingly visible and have the potential to impact every aspect of any media operation (Zlater, 2003).   Language is the primary method that the media outlets reach their target audience, making the role of translator essential to their form of reporting (Zlater, 2003). News outlets and the process of interviewing people depend on the selection of translator and linguistic competence and preferences (Cecilia, 2009). When broadcasters speak foreign languages translation and interpretation are both crucial, and culturally influenced in the process of conveying the message (Zla ter, 2003). The responsibility for correct translation and dissemination is entirely dependent on the knowledge, ideology and integrity of the media outlet. The UK media outlet the Daily Telegraph and The Independent in 2004, have each provided two culturally varied translations of the same context. Varied approaches to the same account in the media are an illustration of cultural representation and societal values as understood by the individual organizations (Schaffner, 2008).   This is the very concept that creates the perception of differing media reports regarding the same series of events. Modern cultural representation in the Media â€Å"The media has, in fact, been called the fourth estate† (Schaffner and Bassnet, 2010).   The speed in which a message has the ability to reach as wide an audience as possible determines the values of the media outlet (Schffner and Bassnett, 2010). As the world wide culture has embraced innovation, technology has vastly increased the ability of the various forms of media to express their product. The accuracy and strategies of the translation are important in every case, whether it is in print, on screen or online with the media’s ideological and political leanings reflected in their product (Schaffner and Bassnett, 2010). Yet, taking account the political background of the resource and the media itself, there are cultural factors behind the translation and dissemination of information (Bielsa, 2007).   While translation is nearly invisible in the media reports this does not mean there is cultural impartiality in the process of translation. Modern studies of media and their associated translation of material have grown significantly due to the role this mechanism serves in bridging gaps between cultures (Schaffner and Bassnett, 2010).   Media enables communication across languages as well as the capacity to promote independent populations mutual understanding.   The relation between media and translation occurs in a wide range of contexts such as the press, TV or the internet (Schaffner and Bassnett, 2010). Translation in every individual culture is a critical element in the media dissemination process that involves the direct interaction and understanding between cultures. News agencies commonly employ translation and select translators without knowing his or her ideological background (Magder, 2004). The quality of the translation in reporting news need to be taken into account by the news agency and the media due to the potential obstacles that can be created (Magder, 2004). Analysis: The media is argued to be viewed through a cultural perception (Bassnet, 2004). Each news item presented by the mass media, in any form, is only their unique representation and interpretation of the event, not necessarily the full or complete picture. Each person, reporter or journalist will experience the event in their own manner, producing their work according to their innate understanding (Bassnet, 2004). Utilizing the spoken word, literature and cultural instruments this unintentionally biased information is passed on to the consumer through the news outlet. The journalists and those who work to gather the information and eventually produce news are professional, yet, each person and organization is subject to their own ethical and value standards based on their cultural heritage (Bassnet, 2004).   A priority must be placed on clear translation in the production of international news. This is an indication of importance for not only the translation functions, but also transfer ring the news across linguistic and cultural boundaries (Bassnet, 2004). In order to assess this concept this study will take the two examples of the translated excerpt from the trial of the former dictator of the Iraqi regime, Saddam Hussein.   These passages have been translated, edited and then published in the Daily Telegraph as well as the Independent in 2004. Translation plays a fundamental role in the transfer of news around the world and at the same time different definitions of the translation are being used by both layperson and experts (Bassnet, 2004). This is a demonstration that items from one language cannot easily being replaced into another. The translator is transferring the meaning between languages, and cultural clarity is not always present as this process unfolds (Bassnet, 2004). The news reporter often includes non-practical parts or culturally biased elements of a story during the process of translation in order to meet the expectations of the consumers. The often varied and often diverse opinions present in the mass media indicat e a need for universal ethics standards. The first edited transcript of the first court of the dictator Saddam Hussein which is published in the Independent: The Independent, 2 July 2004: The judge opened proceedings by asking Saddam for his name. Saddam. Hussein Majid, the president of the Republic of Iraq. The judge then asks his date of birth. Saddam: 1937 Judge: Profession? Former president of the Republic of Iraq? Saddam: No, present. Current. It’s the will of the people. Judge: The head of the Baath party that is dissolved, defunct. Former commander and chief of the army.   Residence is Iraq. Your mother’s name? Saddam: Sobha, you also have to introduce yourself to me. Judge: Mr Saddam, I am the investigative judge of the central court of Iraq. Saddam: So that I have to know, you are investigative judge of the central court of Iraq? What resolution, what law formed this court? The judge’s response could not be heard. The Daily Telegraph, 2 July 2004: Judge: Are you the former president of Iraq? Saddam: I am Saddam Hussein, president of Iraq. Judge: (to court clerk): put down â€Å"former† in brackets. Saddam: I am the president of the republic so you should not stripe me of my title to put me on trial. Judge: You are the ex-leader of Iraq and the ex-leader of the dissolved armed forces. Were you the leader of the Ba’ath party and head of the armed forces? Saddam: Yes. I’ve introduced myself to you but you haven’t introduced yourself to me. So who are you. Judge: I am a judge of the criminal court of Iraq. Saddam: So you repress Iraqis under the orders of the coalition Do you represent the American coalition? Reading both edited transcriptions that had been published in in the competing British newspapers in 2004 prodcued several interesting questions. To what extent do these printed versions differ? What cultural factors play a role in this difference? Why are they different in terms of information and the structure of the question?   The first version, which is published in the Independent, says that the judge’s response could not be heard, while in the second version the judge is clearly heard giving instruction to the court clerk. This attention or lack of attention to detail is an indication of cultural awareness (Bassnet, 2004).   After the event was over, the translator’s text was compared to the official transcript which illustrated that information was missing and that this text did not contain every element of the conversation. Bassnett (2004) states that during the hearings and sessions the translators are busy producing their own versions. This is an indicati on that media outlets are heavily dependent on the transcripts of the translator.   This point of influence on the part of the translator is very important, as each cultural interpretation depends on the message (Bassnett 2004). Further in the event the judge asks for his mother’s name, but in the Daily Telegraph this point is not mentioned.   How far we should trust the translators and the subsequent reporting by the media? This process of questionable translation is common in a country similar to Iraq which contains different religions and political backgrounds (Bassnett 2004). The ability to find a quality person to fill the role of translator is difficult due to the cultural affiliation to inherent differences in the views of their associated political parties. Another notable difference between both versions, and cultural approaches, is that the person in the first version is a powerful judge that refers to Saddam’s role as a former chief of the army, while in the second version the same concept is approached as a form of a question.   This is a clear demonstration of cultural separation due to the interpretation of the event by the separate media outlets (Bassnett 2004). Each news agency has different policies, conventions and styles in their production of news which highlight these differences. Within every individual organization will be an understanding that is based on information passed between cultures (Bassnett, 2004). The cultural differences become more visible as we read, with more transcripts available in Appendix A. According to the Independent, Saddam refused to sign the documents and both he and the judge were quarrelling about that. The Daily Telegraph reported this same set fo occurences differently. This is direct cultural reflection of the mood the readers expected to see and the willingness of the outlet to accomodate this (Bassnett, 2004).   The Independent approached this in a more adversarial nature, while the Daily Telegraph sought to portray Saddam has more approachable. Moreover, Saddam’s remark in his final comment with the guards that was not recorded in the Independent version is a further indication of the cultural dissemination of information based on the demands of the readers (Bassnett, 2004). The remark in the Telegraph enabled a sense of pity to be communicated culturally, while the absence of this element in the Independent eliminated this. Discussion Despite the fact that we have two different English translations of a transcript in a court session that took place in Arabic, different edited and translation processes have taken place based on the cultural ideologies (Bassnett, 2004). The strategies of the translation that were used for the Independent are more likely to be culturally foreign to the UK as well as much more complex. Due to the nature of the associated readership, this outlet documents the many challenges that Saddam made to the judges, detailing the adversarial nature of the proceedings.   Conversely, the culture associated with the Daily Telegraph expects another variety of reporting, a kinder and wider approach to the story. The version of the same set of events in the Daily Telegraph is shorter and domesticated, a hallmark of the method in which the populace absorbs information (Bassnett, 2004). Saddam in this version does not appear as a former dictator but like a simple man who addresses the judge through his answers and attitudes. Saddam uses (would) which is a question word that often begins a lot of questions and ask for something.   This is a direct representation of the cultural influence present in the writing; the underlying effort is to portray Saddam as demonstrating a gentle quality in the courtroom by saying â€Å"I am not interfering with your responsibilities†. This is a form of outreach that is directly related to the cultural need to empathize with Saddam (Bassnett, 2004). The role played by the translation of material in international news provides the link between politics and the media in both cultures (Bassnett, 2004). The elements revealed by the media outlets will be utilized to galvanize the populace in one form or fashion, thereby driving the governmental approach. Media reports about political events are always forms of re-contextualisation, and any re-contextualisation involves transformation and translation (Schffner and Bassnett, 2010). Each of the separate cultures will have a unique interpretation of these elements. Cultural difference commonly occurs when a text is shifted for obscure political purposes or the translator attempts to skew the meaning in a way to serve the affiliated party. This form of cultural bias by the translator may have a great impact in the transfer of the meaning and the gist of the discourse and the message, thereby creating substantial obstacles (Schaffner and Bassnett, 2010). Each of the media outlets as well as the underling cultures approaches the aspects of reporting and journalists’ ethics as an intensive research need (Schaffner and Bassnett. 2010). Subjectivity and loyalty to the source text and ethics has a direct impact on the quality of media products, yet the quantity of each component rests in the values of the culture. This fact reflects the desire for the news agency and media outlet   to maintain cultural and national credibility at every level (Schaffner and Bassnett, 2010).   This is achieved through the accurate portrayal of world events through the lens of the associated cultural expectations. The international community depends on the media in terms of gaining information about the political state and cultural values and all socio-cultural norms (Schaffner and Bassnett, 2010). Yet, every story must be interpreted utilizing the known population variables that lie behind each writer. In countries where governments interfere with the freedom of the press and sometimes the lack of freedom of expression occur, the media cannot broadcast and work independently (Poyatos, 1997). The culture of a nation will be familiar with the limits, thereby creating an unspoken form of boundaries. This regulatory environment can become another impediment to the accuracy of the translation (Poyatos, 1997). As news about a country is published in various newspapers some adjustments and reshaping is done due to the oversight environment, culture and ideology. A possible solution for this condition would be to create an environment in which no government should intervene into the media affairs and media should be totally independent (Poyatos, 1997).  However, the values of the writers, publishers and readers will have to be taken in to continuous consideration. Public relations professionals help to shape news content in national and local news media, based on the values of the consumers (Fletcher 2006; Franklin 1997). Due to the changes in political situations and relations between countries the news content might not be addressed exactly in every case, as illustrated by the Telegraph and Independent study. This is a reflection of the cultural constraints that must be taken into account for each individual nation in order to continually meet each unique regional need (Franklin, 1997).   Freedom of the press does not mean the independence of any media channel; governments and the population are responsible for laying the foundation for a fruitful relationship between media the freedom of expression. In Conclusion Translation plays a fundamental role in the transfer of different types of news around the world. The veracity of the translation and truthfulness of the translator are matters of primary concern. The societal values and cultural differences of the authors, editors and organization are exposed with every article or broadcast. From the perspective of translation studies this lack of cohesiveness is an issue and has the potential to have substantial ramifications both politically and culturally. The relationship between culture and media is one of inclusion, very much related to each other. In addition, media confers the capacity to reach a large audience in a manner that is efficient and effective. Mass media has, and will continue to have an impact on every person in each nation in the form of Internet, printing papers, Televisions and radios. The information and news passing between different cultures via the media are reshaped, reinterpreted and then republished. Therefore, transforming media representations entails a new way of thinking about media practice. Media as a communication tool should be situated as institutions that allow for cultural development and the protection of cultural diversity. Further, mass media institutions need to be aware every aspect of the cultural contraints and expectations of the underlying society. Yet, in the end, as in all things, it lies with the reader, viewer or person subject to the media report to judge independantly the veracity of the opinion.   Rà ©fà ©rences Bassnett, S. (2004). â€Å"Trusting reporters†: What exactly did Saddam say? The Linguist, 43(6).176-178. Bielsa, E. (2007). â€Å"Translation in global news agencies†. Target 19(1). 135–155. Wadensjà ¶ , C ‎ (2009). â€Å"Clinton’s Laughter: On Translation and Communication in TV News†. CTIS Occasional papers (Maltby. Ed.) Vole 4 Fletcher, K. (2006). â€Å"A Fine Line between Journalism and PR in Media† Franklin, B. (1997). â€Å"Newszak and News Media†. London Magder, T. (2004). â€Å"Transnational media, intercultural trade and the idea of cultural diversity†. Continuum: Journal of Media and Cultural Studies, 18 (3), 380–397. Poyatos, F. (1997).  Nonverbal communication and translation. Amsterdam: John Benjamins. Schffner, C. (2008). ‘The Prime Minister said ’: Voices in translated political texts†. In: SYNAPS Fagsprà ¥k, Kommunikasjon, Kulturkunnskap 22/2008 (University Bergen), pp. 3-25. Schffner, C. and Bassnett, S. (2010). â€Å"Political Discourse, Media and Translation† Cambridge Scholars Publishing. Venuti, L. (2012).  The Translators Invisibility. Hoboken: Taylor and Francis. Zlatar, A. (2003). â€Å"The role of the media as an instrument of cultural policy, an inter-level facilitator and image promoter†: Amsterdam ECUMEST Association, Bucharest.

Cereal Aisle Analysis Essay Example | Topics and Well Written Essays - 1000 words

Cereal Aisle Analysis - Essay Example My observations are compiled in short statements in this report. First of all, there were ten different brands on display, out of which I could easily recognize three. These were Kellogg’s, Malt-O- Meal, and Cheerios. Among the Kellogg’s brand, and in the Breakfast Cereal category, there were 27 varieties of Breakfast Cereals, ranging from All- Bran to Mini – Wheat. Each one of them had their name and specialty prominently displayed on its cover. They were of distinct flavor and were available in five different sizes. The packets were specially designed to attract children. The focus on packing and labeling was such that many children were fascinated with them. (Kellogs, 2011) The second observation was that of brand Malt-O – Meal .The packing of Malt-O – Meal was very attractive and the shelves were segregated in two parts, cold and hot cereals. There was another category named Natural Cereal. On closer examination I found that they do not put artificial colors and used only natural preservatives. It gave a feeling that the company cares for the health of its customers. This made the choice easier, especially for the parents (MALT-O-MEAL, 2011) The third prominent brand which I observed was Cheerios. They had varieties for kids, parents, families and adults. I found it very interesting and observed that in the aisle only products meant for kids were stored. The packets were very well designed and as the name suggests, the labeling and packing conveyed the meaning of having fun (General Mills, 2011). I also observed the behavior of shoppers very minutely and there were six distinct behaviors which are worth mentioning here. In some cases, the children saw the displayed packets and took permission of their parents to go and have a look. Once they liked it, they took it out from the respective shelf and put it up for their parents to approve their choice. This type children were very well behaved and I did not find a singly parent declining the request of their children. The second behavior was different from the first one, in the sense that the children left their parents hand and simply grabbed the brand of their liking, In this case also, the parents were in agreement with the children’s choice but before they agreed, they did have a look at the brand and its label and read the nutritional value of the contents. In the third case, some children first grabbed the brand which they liked and then asked their parents for approval. This behavior was frowned upon by the parents. In the fourth instance, the children saw the brand, liked it but their parents were simply aghast with the choice and refused to buy it for them. Later on, after a lot of persuasion they did ask the

Should racial profiling at U.S. borders target people of color to Essay

Should racial profiling at U.S. borders target people of color to exploit whites' fears - Essay Example Millions of Americans and non-Americans often are at a risk of becoming victims to racial profiling in the course of their life. Racial profiling refers to the law enforcement targeting a particular group of people based on their race, ethnic group or religion and linking this group of persons to a criminal incident (Judith 35). The U.S.A by becoming a multicultural, multiethical, and multireligious country, often becomes prone to incidents of racial profiling within its territory and its borders. Racial profiling at U.S border often targets people of color in order to exploit white’s fears.Every year, an overwhelming number of people in U.S become subjected to racial profiling. Racial profiling in U.S borders often affects Native Americans, American Muslims, Persian Americans, Arab Americans, Asian Americans, African Americans, Hispanic Americans, many immigrants and visitors. According to the 14th Amendment of the constitution of U.S. racial profiling is illegal and not acce pted in the American soil. Racial profiling often deprives citizens of their rights and send bad image of U.S.A to the rest of the world. Racial profiling often results to inequality in U.S.A. Racial profiling at the U.S border, as argued by some researchers, remains a means of exploiting white fears. Since the whites often regard them as superior in everything compared to the other races, they sometimes use the fear they get from them and commit racial profiling offenses at the U.S. border

Airline Industry Competitive Analysis Essay Example | Topics and Well Written Essays - 250 words

Airline Industry Competitive Analysis - Essay Example Its use is expected to decline by a minimal figure from 45% to 43% in the coming decades but will further find suitable use. It is suggested that the aerospace manufacturing utilizes an estimated 950 million pounds in raw materials annually. The figure is expected to heighten by half in the subsequent years. The use of Aluminum and steel will further advance as they provide the quality and strength needed to sustain overall development of the sector as stipulated by the government. Composites including glass-fiber and carbon has increased and will further accelerate annually experiencing a 10% utility. Titanium and nickel are other metal that find their application to boost overall productivity of the industry. With these trends there lies a provision that dictates the amount of materials needed to be applied to achieve maximum returns. A steady rise in the overall growth would determine the quality of material applied in the production. The US airline has grown massively with its stressing on the need to produce quality products that abide to the set moral standards. With more input of the raw materials in the production process, maximum returns are

Testing Organizational Communication Satisfaction

Testing Organizational Communication Satisfaction ABSTRACT Communication Satisfaction plays a very critical role in achieving employee engagement in organizations. It becomes even more significant and relevant in the context of the recent global crisis wherein organizations focus on employee engagement was high and was aimed towards employee retention and motivation. While several researchers have studied the relationship between communication and employee involvement, very few studies have established a relationship between Communication Satisfaction and Employee Engagement. Using the second-generation analytical technique Structural Equation Modeling, the present study examines the relationship between various components of Organization Communication Satisfaction (Organization Integration, Supervisory Communication, Personal Feedback, Communication Climate and Media Quality) and various components of Employee Engagement (Organizational Commitment, Job Satisfaction and Withdrawal Cognition). A modified version of the Downs Hazens Communica tion Satisfaction Questionnaire was administered on 235 personnel in the Information Technology/Information Technology Enabled Services industry in India. The scale was tested for reliability and validity using Confirmatory Factor Analysis. The results indicate that Organization Communication Satisfaction has a positive impact on Employee Engagement. The study findings have strategic implications for organizations with regard to laying a greater emphasis on increasing communication satisfaction through various human resource interventions, both at macro and micro levels in the organization. Introduction Employee engagement has been drawing a lot of importance in various organizations in recent times. A global workforce study conducted by Towers Perrin in 2007-2008 revealed that only 21% of the employees were engaged. A more disturbing finding of the study was that 38% of the employees were partly to fully disengaged. The study also concluded that companies with the higher levels of employee engagement are able to retain their valued employees as also achieve better financial results. Similarly, Gallup has also conducted a study on employee engagement and found that 29% of employees are actively engaged in their jobs, 54% are not engaged, and 17% are actively disengaged. Many researchers have studied employee engagement and have found that employee engagement predicts employee outcomes, organizational success and financial performance (Bates, 2004; Harter et al., 2002,). Similarly, Hewitt Associates (LLC, 2005, p.1) have also established a strong relationship between employee engagem ent and profitability through higher productivity, sales, customer satisfaction and employee retention. Unfortunately though, a lot of literature available is only those from Consulting firms and there is very little theoretical or empirical research available on employee engagement. Today, as a result of continuous organizational restructuring (mergers, acquisitions, downturn imperatives), it is commonly observed that organizations are resorting to right sizing strategies. It certainly becomes the most critical priority of CEOs around the world to ensure that the employees who survive the layoffs are fully engaged. Research indicates that there is a decline in engagement levels and that there is deepening disengagement among employees today (Saks, 2006; Richman, 2006; Bates, 2004). It has also been reported that the majority of workers today, roughly half of all Americans in the workforce are not fully engaged or they are dis engaged leading to what has been referred to as an â€Å"engagement gap† that is costing US business $300 billion a year in lost productivity (Saks, 2006, Bates 2004, Johnson, 2004 Kowalski, 2003). Further, with the world becoming a global market place, where every thing is becoming a commodity, people and management of peoples talen t are becoming very critical components of an organizations ability to service its customer. Managing dis-engaged employees or non-engaged employees in a customer facing role is therefore that much more critical to the success and profitability of the business. Lockwood explains, â€Å"As organizations move forward into a boundaryless environment, the ability to attract, engage, develop and retain talent will hence, become increasingly important† In addition to the various literatures available from consultants, there have been a few researches conducted on the antecedents and consequences of employee engagement and also â€Å"What is employee engagement†. A very exhaustive analysis of employee engagement has bee done by Macey and Schneider (2008). In the study employee engagement has been explained as 3 facests viz., Psychological state engagement (Satisfaction, involvement, commitment, empowerment), Trait engagement (personality, conscientiousness) and Behavioural engagement (Organizational Citizenship Behaviour, Personal initiative, role expansion). Another research indicates that employee engagement constitutes two aspects viz., job engagement and organization engagement (Saks, 2006). Saks (2006 further found that employee engagement was significantly positively related to job satisfaction, organizational commitment and organizational citizenship behaviour and negatively related to intention to quit. Organizational Communication plays a very critical part in ensuring employee engagement. It has been established that clear, consise and honest communication is an important tool for employee engagement (Lockwood). It is further established that lack of communication or poorly communicated information can lead to distrust, dissatisfaction, skepticism and unwanted employee turnover. Studies demonstrate that there is a significant influence of Interpersonal trust on individual, group and organizational achievements (Earley, 1986; Robinson, 1996), Job Satisfaction (Driscoll, 1978; Muchinsky, 1977), Job Involvement (Saks, 2006) and Organizational Citizenship Behaviour (Konovsky Pugh, 1994; McAllister, 1995). Studies have also underlined the central role of communication in developing and maintaining Trust (Gail, Zolin, Hartman, 2009; Becerra Gupta, 2003; Muchinsky, 1977). With particular reerence to recession, downsizing has become a harsh reality over the past 2 decades. These downsizing strategies come with other negative consequences of â€Å"attrition of employees who are not impacted by downsizing†. The problem is more profound when the attriting employees are top performers or employees with skills critical to future growth plans of the organization. Various studies have proved that downsizing negatively affects attitudes of employees surviving the downsizing by reducing organizational commitment, morale, job satisfaction and also increasing intention to quit and job stress (Arnold and Feldman, 1982; Greenhalge, 1982; Kozlowski et. al, 1993). It is therefore, very important for organizations to find ways to retain the attriting employees afer downsizing. Managerial communication and Organizational support can be looked at as possible avenues to reduce the negative effects of downsizing. Communication becomes very critical because employees believe that their organization holds them in low regard and ignores their interest (Anderson, 1996; Mclean Parks and Kidder, 1994). They also suspect that management communication is not credible for tat information is being withheld (Noer 1993, ONeill and Lenn, 1995). Employees need to understand how they fit into the overall plans of the organization in terms of their roles and contribution to the growth plans of the organizations. Various surveys in this regard indicate that employees want more communication with their managers (Argenti, 1998). There are various studies that have established a positive relationship between communication satisfaction and job satisfaction (Petit, Gori s and Vaught, 1997; Pincus 1996) and organization commitment (Varona, 1996). A communication ROI study by Watson Wyatt (2007-2008) revealed that â€Å"firms that communicate effectively are 4 times as likely to report high levels of employee engagement as firms that communicate less effectively. This study therefore, attempts to establish the impact of Organizational communication on mediating role of Trust in the relationship between Organizational Communication Satisfaction on Employee Engagement in the Information Technology / Information Technology Enabled Services (IT/ITES) industry in India. We have selected the IT/ITES) industry because of the significance of the impact during the recent recessionary period. Literature Review and Research Hypothesis Organizational Communication Organisation communication constitutes many dimensions spanning from formal and informal means of internal communication and external communications. A review of literature in this area reveals that Organizational communication can be classified into four different levels (SHRM Magazine) (i) Overall Organizational communication (ii) Inter-organizational communication (iii) Group-level communication (iv) Interpersonal communication Further, review of the research in this area underlines the importance of organizational communication towards building commitment, satisfaction and retention of employees in an organization. A number of studies (Burhans 1971, Downs 1971, Jain 1970) studied the relevance and importance of satisfaction with organizational communication. Such examinations of the communication-satisfaction relationship have produced, a construct called communication satisfaction, which is becoming a common reference in organizational literature (Downs and Hazen, 1977). Downs and Hazen, introduced the Communications Satisfaction Questionnaire (CSQ) and conducted a factor analytic study of communication satisfaction. This study established eight stable definitions of communication satisfaction, which has also been enumerated as follows in another study by Clampitt Downs, 1993: Communication Climate reflects communication on both the organizational and personal level. On one hand, it includes items such as the extent to which communication in the organization motivates and stimulates workers to meet organizational goals and the extent to which it makes them identify with the organization. On the other, it includes estimates of whether or not peoples attitudes toward communicating are healthy in the organization. Supervisory Communication includes both upward and downward aspects of communicating with superiors. Three of the principal items include the extent to which a superior is open to ideas, the extent to which the supervisor listens and pays attention, and the extent to which guidance is offered in solving job-related problems. Organizational Integration revolves around the degree to which individuals receive information about the immediate work environment. Items include the degree of satisfaction with information about departmental plans, the requirements of their jobs, and some personnel news. Media Quality deals with the extent to which meetings are well organized, written directives are short and clear, and the degree to which the amount of communication is about right. Co-worker Communication concerns the extent to which horizontal and informal communication is accurate and free flowing. This factor also includes satisfaction with the activeness of the grapevine. Corporate Information deals with broadest kind of information about the organization as a whole. It includes items on notification about changes, information about the organizations financial standing, and information about the overall policies and goals of the organization. Personal Feedback is concerned with the workers need to know how they are being judged and how their performance is being appraised. Subordinate Communication focuses on upward and downward communication with subordinates. Only workers in a supervisory capacity respond to these items, which include subordinate responsiveness to downward communication and the extent to which subordinates initiate upward communication. Crino White (1981) investigated Communication Satisfaction with 137 supervisors from textile mills. Similarly, Pincus (1986) used the CSQ in a study of nurses and their supervisors to investigate the relationship between communication and job satisfaction and job performance. These findings had resulted in the CSQ being the most widely used scale when measuring communication satisfaction. The notable aspect though is, that the studies by Downs Hazens (1977) and Crino White (1981) exploratory factor analysis rather than confirmator factor analysis for assessing the validity of the CSQ. Theerefore, the convergent and discriminant validity of the CSQ was under question. Further, until the introduction of CSQ, Communication was considered as an unidimensional construct. The underlying belief was that employees are either satisfied or dis-satisfied with communication. However, with the introduction of the CSQ changed it communication satisfaction to be viewed as a multi-dimensional construct wherein, employees could be satisfied or dis-sastisfied with one or more aspects of communication and be dis-satisfied. Gary and Laidlaw (2004) assessed the CSQ using Confirmatory Factor Analysis. Their study used a series of congeneric measurement models to study the validity and reliability of the CSQ. Based on the study, Gary Laidlaw concluded, â€Å"the results substantiate CSQ as a valid instrument for measuring communication satisfaction and supports the multi-dimensional aspects of the communication satisfacation construct. This study therefore, proposes to establish the convergent and discriminant validity and reliability of the CSQ for the purpose of IT/ITES sector in India. The study also proposes to establish the relationships between the individual dimensions of Organizational Communication Satisfaction using First order and Second order Confirmatory Factor Analysis. H1 : Dimensions of Organisation Communication Satisfaction are inter-related H2 : Organisational Communication Satisfaction is explained by Organisational Integration, Supervisory communication, Personal Feedback, Corporate Information, Communication Climate and Media Quality. Employee Engagement Employee engagement has been drawing a lot of importance in various organizations in recent times. There have been few research works on employee engagement (Robinson et al, 200) and most of understanding comes from Consulting firms and Independent Research agencies. There have been various definitions of employee engagement. Employee engagement is the level of commitment and involvement an employee has towards their organization and its values (Vazirani, 2007). Engagement is the willingness and ability to contribute to company success, the extent to which employees put discretionary effort into their work, in the form of extra time, brainpower and energy (Towers Perrin, 2007). Often used as a synonym for motivation or motivation and retention; engagement is really more fundamental. Engagement is an employees decision to apply his discretionary effort to the goals of the enterprise, to accept those goals as his own and wholeheartedly commit himself to achieving them. (Fineman Carter 2007) Though employee engagement as a concept has been drawing a lot of importance, it is still a term widely referred among consulting firms and independent research agencies. There have been very few empirical research initiatives in the academic world to establish the definition of the construct â€Å"employee engagement†. Mickey and Schneider (2008) have done a detailed study on â€Å"the meaning of employee engagement† and have established a series of propositions covering 3 facets : a) Psychological stage engagement b) Behavioural engagement c) Trait engagement. This research though will focus on the psychological state engagement facet since this has received maximum attention and is central to the engagement issue. Further, the scope of the research is focussed towards examining the impact of Organizational Communication Satisfaction on Employee Engagement. Past researches on similar subjects have all focussed on studying the relationship between Organizational Communication Satisfaction on individual aspects of State Engagement viz., Satisfaction, Commitment and Involvement. Mickey and Schneider (2008), while explaining the psychological state engagement have studied 4 different aspects viz., Job satisfaction, Organizational commitment, Psychological empowerment and Job involvement. They have further referred to various related research in each of the above aspects and thereby analyse each of the aboe aspects as a facet or antecedent or consequence of employee engagement. Their study and analysis is as follows : Engagement as Job Satisfaction In defining Job Satisfaction as a facet of employee engagement, the views of Erickson (2005) are noteworthy; â€Å"Engagement is above or beyond simple satisfaction with the employment arrangement or basic loyalty to the employer. Engagement in contrast is about passion and commitment, the willingness to invest oneself and expand ones discretionary effort to help the employer succeed† Therefore, it is beyond basic loyalty and is about the emotional aspect of Job satisfaction that triggers emotions and feelings of energy, enthusiasm and thereby constitutes a very important aspect of Engagement. Engagement as Organization Commitment In defining Organizational commitment as an important facet of employee engagement, the views from various contributions are noteworthy (Wellins and Concelman, 2005; OReilly Chatman, 1986; Mowday, Porter Steers, 1982; Meyer and Allens, 1997; Meyer, Becker Vanderberghe, 2004). These significant contributions lead to definitions; employees exert extra energy in support of the organization, feel proud as a key contrinbutor to the organization and its success and enjoy a personal identity with the organization. This leads to organization commitment being defined as a key facet of engagement (Mickey Schneider, 2008). While analysing organization commitment, there is also an analysis around organization / job withdrawal thereby suggesting that commitment as a state of engagement also relates to how long an employee stays as a result of commitment (The Corporate Executive Board, 2006) Engagement as Job Involvement The next aspect analysed by Mickey and Schneider (2008) is Job Involvement. Job Involvement has been defined â€Å"as the degree to which an employee psychologically relates to his or her job and the work performed therein and specifically equated job involvement and job commitment (Cooper-Hakim and Visweswaran, 2005). Brown (1996), Mathieu and Zajacs (1990) have also come up the conclusion that job involvement is an antecedent to organizational commitment. Brown further concluded that organizational withdrawal decisions are less related to job involvement than to organizational commitment. Erickson (2005) described job involvement as a key antecedent of the state of engagement. Based on the analysis and significant well researched contributions, we identify Job Satisfaction, Organizational commitment and withdrawal as key facets of employee engagement. Further, Saks (2006) has conducted a good study on the antecedents and consequences of employee engagement. The research conceptualized engagement as being reflective of the extent to which an individual is psychologically present in a particular organizational role (Kahn, 1990; Rothbard, 2001). It was further conceptualized that there are two dominant roles attributable to most organizational members viz., their work role and their role as a member of the organization. These two roles led to the two components of employee engagement: Job and Organization engagement. Saks (2006) further found that that Job and Organization engagement were significantly positively related to Job satisfaction, organizational commitment and Organizational Citizenship Behavior, and negatively related to intention to quit. In summary, employee engagement is about ones emotional commitment towards the organization, being psychologically involved and willingness ability to walk that extra mile in achieving the Organizational goals and objectives. Based on the above review, it is understood that employee engagement mainly constitutes three aspects viz., Organizational commitment, job satisfaction and intention to stay. This study aims at establishing a relationship between the facets / components of Employee Engagement using 2nd order Confirmatory Factor Analysis. This study further proposes to establish the convergent and discriminant validity and reliability of the various facets of employee engagement using First and Second order Confirmatory Factor Analysis H3 : Dimensions of Employee Engagement are interrelated H4 : Employee engagement is explained by Organisational Commitment, Job Satisfaction and Withdrawl Cognition Organization Communication Satisfaction and Employee Engagement The next dimension studied was the relationship between Organizational Communication and Employee Engagement in organizations. Employees see managers as trustworthy when their communication is accurate and forthcoming. In addition, adequate explanations and timely feedback on decisions lead to higher levels of trust (Folger Konovsky, 1989; Konovsky Cropanzano, 1991; Sapienza Korsgaard, 1996). Evidently, managers who take the time to explain their decisions thoroughly are likely to be perceived as trustworthy. Finally, open communication, in which managers exchange thoughts and ideas freely with employees, enhances perceptions of trust (Butler, 1991; Farris, Senner, Butterfield, 1973; Gabarro, 1978; Hart, Capps, Cangemi, Caillouet, 1986). Lockwood states that â€Å"lack of communication or poorly communicated information can lead to distrust, dissatisfaction, skepticism, cynicism and unwanted turnover. This is even more relevant in times of crisis as observed by Meyers in 1986 ; â€Å"When a crisis occurs, employees are affected on a personal level, in ways and to an extent unlike in any other audience. Their immediate reaction is often to be stunned and lose a sense of common purpose and cohesiveness Gripped by fear, employees may stray from their sense of reality and turn inward, focusing exclusively on their personal needs and ignoring the organizations needs†. Pincus Acharya, 1998 observed that â€Å"Employees who are uncertain about their jobs, health, or safety may deny, misinterpret, selectively perceive, or tune out information from management about the crisis situation because they may be blinded by their own sense of a personal crisis.† These studies lead us the understanding that â€Å"clear, consice, timely and honest communication is a very important management tool towards building employee engagement in Organizations (Lockwood). As discussed earlier, there have been many consultants and independent research organizations, which have established communication as a very critical component in enabling employee engagement in organizations. Further, there have been individual studies relating organizational communication and the individual facets and antecedents of employee engagement. This study proposes to study the relationship of Organization Communication Satisfaction on Employee Engagement using second-generation analysis tecnique, Structural Equation Modelling. H5 : Organisation Communication Satisfaction has a positive impact on Employee Engagement.. Research Methodology Questionnaire Design The Communication Satisfaction Questionnaire (Downs and Hazens, 1977) was selected for the Organization Communication construct of the study. We have used on seven factors of the CSQ beause the eighth factor, subordinate communication since this study was not aimed at personnel in their role as employees and not supervisors. For the Employee Engagement construct, each of the individual facets was measured on borrowed scales. Job Satisfaction was measured on 5 items taken from the scale developed by Price and Muellar (1986). Organization Commitment was measured on 6 items taken from the scale developed by Meyer, Allen and Smith (1997) while Withdrawal Cognition was measured on 3-item scale developed by De Conninck and Bachmann (2005). Since we are using borrowed scales for each of the constructs, it is important to first establish the validity and reliability of the scale. In other words, the items must reflect what they are intended to measure (face validity) and represent a proper sample of the domain of each construct (content valididty), and pass other tests of validity (discriminant, convergent and predictive validity) in order for a measure to have construct validity (Hardesty and Bearden, 2003). As a first step, we carried out a face validity of the constructs of the study. Based on the approaches discussed by Hardesty and Bearden, we identified a panel of 7 judges to assess the face validity. The judges were exposed to the definition of each construct, overall scope and objective of the study and the individual items under each construct (Total number of items was 49). Each judge was requested to rate the importance and relevance of the item to the constructs conceptual definition on a scale of 1-10 (1-Lea st important to 10-Most Important). (eg. How would items like â€Å"I find real enjoyment in my job† or â€Å"I am seldom bored with my job†). Additional remarks were also sought from the judges on whether multiple items under a construct mean the same and also which among the items was a better representative of the constructs conceptual definition. These results were summarized by Judge for each item and the items which were given a weightage of â€Å"less than 8† were considered for reduction. During the content validity stage, the judges unanimously felt that co-worker communication, as a dimension was not too relevant from an engagement perspective since a lot of it was not largely under the control of the organization. However, one item in the co-worker communication was felt necessary to be included viz., â€Å"Extent to which communication practices are adaptable to emergencies† and hence, the same was retained and included in the dimension  "Communication climate†. Similarly, the item viz., â€Å"Information about changes in our organization† and â€Å"Information about company goals and policies† were the only 2 items left under the dimenstion â€Å"Corporate Information†. Since it is required to have atleast 3 items under each dimension / factor for Structured Equation Modelling, these 2 items were grouped under the dimension â€Å"Organizational Integration†. Therefore, in the final questionnaire (total number of items 29), Organizational Communication Satisfaction was reduced to 5 factors viz., Organizational Integration, Supervisory Communication, Personal Feedback, Communication Climate and Media Quality. The factors under Employee Engagement were all retained viz., Organization commitment, Job satisfaction and Withdrawl cognition. In addition to the 2 sections representing the main constructs of the study, the questionnaire also covered a brief write up covering the purpose of the study as well as explicit statements of assurance to the respondents about the confidentiality of their responses and that the responses would be used for academic purposes only. Data Collection and Sampling : For this study, primary data was collected through structured undisguised questionnaires adminstered to the respondents. Questionnaires were administered through personal contacts / meetings and through mail as per the convenience of the respondent at home or in office. The respondents were requested to spare few minutes to provide categorical responses to items in the questionnaire The respondents for the study were selected from the personnel of organizations in Information Technology (IT) / Information Technology Enabled Services (ITES) industry in India. A total of 275 questionnaires were administered to the respondents. 264 questionnaires were found to be complete in all respects, giving a response rate of 96.%. A further 29 invalid questionnaires were eliminated (those questionnaires where too many items were left unanswered or the same response was given to all the questions) and thereby 235 valid questionnaires were taken for further analysis. Measurements The study hypothesis covers 2 Constructs Organization Communication Satisfaction (OCS) and Employee Engagement (EE). OCS is measured for 5 key dimensions / Factors viz., Organization Integration, Supervisory Communication, Personal Feedback, Communication Climate and Media Quality while EE is measured on 3 key dimensions / factors viz., Organization commitment, Job satisfaction and Withdrawal Cognition. The 8 categorical dimensions were measured on the following items / variables: Factor / Dimenstion Items / Variables of measurement Organization Communication Satisfaction (OCS) Organization Integration Information about the requirements of my job Information about my progress in my job Information about company policies and goals Information about changes in our organization Supervisory Communication Extent to which my supervisor listens and pays attention to me Extent to which my supervisor offers guidance for solving job related problems Extent to which my supervisor trusts me Extent to which my supervisor is open to ideas Personal Feedback Information about how I am being assessed Information about how my efforts are recognized and rewarded Extent to which superiors know and understand the problems faced by subordinates Communication Climate Extent to which the organizations communication motivates and stimulates an enthusiasm for meeting its goals Extent to which the organizations communication makes me identify with it or feel a vital part of it Extent to which communication practices are adaptable to emergencies Extent to which I receive in time the information need to do my job Media Quality Extent to which written directives and reports are clear and concise Extent to which the attitudes toward communication in the organization are basically healthy Extent to which the amount of communication in the organization is about right Employee Engagement Organization Commitment I really feel as if this organizations problems are my own I do not feel like part of the family at my organization (R) I do not feel emotionally attached to this organization (R) This organization has a great deal of personal meaning for me I do not feel strong sense of belonging to my organization (R) Job Satisfaction I find real enjoyment in my job Most days I am enthusiastic about my job I feel fairly well satisfied with my job Withdrawal Cognition I would be very happy to spend the rest of my career in this Company Within the next six months, I would rate the likelihood of leaving my present job as high All the variables are categorical in nature and were measured on a categorical scale (5 point Likert). Data Analysis We have applied Structural Equation Modeling (SEM) as the tool of analysis for maximum likelihood estimation for examining the proposed hypotheses. As suggested by many researchers (e.g. Anderson Gerbing, 1998), we have chosen the Two-step analysis method wherein in the first step, we conduct the Confirmatory Factor Analysis (CFA) based on the correlation coefficient matrix of each measurement item (i.e. dimenstions / factors of OCS and dimensions / factors of EE). In the second step, after confirming the fitness of the cons

Galileo and Newton :: Galileo, Isaac Newton

Galileo believed the physical world to be bounded. He says that all material things have "this or that shape" and are small or large in relation to other things. He also says that material objects are either in motion or at rest, touching or not touching some other body, and are either one in number, or many. The central properties of the material world are mathematical and strengthened through experimentation. Galileo excludes the properties of tastes, odors, colors, and so on when describing the material world. He states that these properties "reside only in the consciousness." These latter properties would cease to exist without the living creature so the mathematically defined properties are the most accurate in describing the material world. Galileo seems to test his beliefs through experimentation and mathematical reasoning. He sites examples in life that support his hypothesis. His argument is of a scientific nature because he is making a hypothesis on a distinctive type of concept. The conclusions that Galileo made relate directly to the work in physics for which he is so well known. His conclusions put emphasis on shapes, numbers, and motion which are all properties that lend themselves to support through "reasoning back and forth between theory and experiment." I feel that Galileo's argument is a valid one because it explains relations in nature and the physical world through mathematical analysis. This allows him to define a world outside of human existence that can be logically calculated and explained. His view describes the world in which living creatures live and not contrasts it to the world within living creatures. The problem with Galileo's view is that it pioneers a scientific outlook but never actually fulfills it. Newton believes the world is ultimately made up of hard particles that can retain different properties. The central properties are solid, massy, impenetrable, and movable particles. He believes God created matter in the beginning in such a way to allow the particles to take on mathematical forms. His approach is a scientific one because he practices the continual interaction of experiment and theory. It is the hard particles that move in such a way that can be assigned certain mathematical principles that clearly explain the interaction of bodies. Newton's conclusion seems to be a strong one because it deals with the world being made up of particles and shows how these particles act with each other in a way that can be explained scientifically. I like the idea of organized flow in the world and God being the creator of it all. The mathematical/scientific approach offers explanation to how the particles are

Understand the Relationship Between Organizational Structure and Culture

Introduction The aim of this unit is to give learners an understanding of individual and group behaviour in organisations and to examine current theories and their application in managing behaviour in the workplace. Areas of Learning 1 Understand the relationship between organisational structure and culture Types of organisation and associated structures, organisational culture, Diagnosing behavioral problems, perception, significance and of individual difference, Individual behaviour at work 2 Understand different approaches to management and leadershipDevelopment of management thought, functions of management, managerial roles, nature of managerial authority, Frames of reference for leadership activities 3 Understand ways of using motivational theories in organisations Motivation theories, motivation and performance, leadership, Leadership and successful change in organizations 4 Understand mechanisms for developing effective teamwork in organisations Teams and team building, team dynamics, Impact of technology on team functioning: 1|Page BTEC HND in Business/ Organisation and Behaviour/Sept12 -BLANK PAGE- 2|PageBTEC HND in Business/ Organisation and Behaviour/Sept12 UNIT INTRODUCTION This unit focuses on the behaviour of individuals and groups within organisations. It explores the links between the structure and culture of organisations and how these interact and influence the behaviour of the workforce. The structure of a large multinational company, with thousands of employees worldwide, will be very different from a small local business with 20 employees. The way in which an organisation structures and organises its workforce will impact on the development of its culture.A collection of shared values and beliefs will determine and shape the accepted patterns of behaviour of an organisations workforce. Depending upon various factors such as type of industry/sector of the economy, culture of the external community in which the organization operates, physica l environment, profile of the workforce, and size, the cultures of different organizations can vary significantly. The structure and culture of an organisation are key factors that contribute to motivating the workforce at all levels of the organisation.The Japanese were instrumental in developing a culture of ‘continuous improvement through teamwork’ in their manufacturing industry. This feature of a culture has now been exported around the world and plays a major role in the way in which structure and culture contribute to patterns of behaviour in the workplace. This unit, through studying the dynamic relationships between structure and culture, will help learners to appreciate how these two aspects of a business organization can impact the behavior and outcomes of its workforce.SCENARIO You are newly appointed store manager of one of the biggest TESCOS supermarkets in Ireland with members of staff from different cultural and racial background, which required an organ izational culture, teamwork, and participatory decision making style, in order to achieve your short-term and long-term goals. You were recommended to the CEO and Board of Directors to take the above position based on your achievements as a Mini TESCOS supermarket in London.As part of your responsibilities, you are also required to apply different management styles and motivational theories, in order to achieve positive results from the company’s activities. In order to achieve the above objectives, you have to complete the following four (4) tasks: 3|Page BTEC HND in Business/ Organisation and Behaviour/Sept12 Task 1: Understand the relationship between organisational structure and culture 1. 1 Compare and contrast three different organizational structures and cultures. 1. 2 Explain how the relationship between an organization’s tructure and culture can influence on the performance of the TESCOS’ activities at this Irish site. 1. 3 Identify and provide an overv iew of four factors that can influence individual behavior in the workplace at the Irish TESCOS. Task 2:Understand different approaches to management and leadership 2. 1: Compare and contrast three different leadership styles for three different business organizations. 2. 2: Explain how organizational theory underpins the practice of management for the Irish TESCOS scenario. 2. 3: Evaluate four different approaches to management used by different organizations.Task 3: Understand ways of using motivational theories in organisations 3. 1 Discuss how different leadership styles may impact employee motivation in organizations in periods of change. In tackling this task, discuss to what extent specific leadership styles may positively or negatively could affect performance in specific change scenarios (e. g. adoption of new staff rota, etc. ). Please provide how this could help with a change at TESCOS in Ireland. 3. 2 Identify and discuss the application of three different motivational t heories within the workplace. 3. Evaluate the usefulness of a motivation theory for managers at the TESCOS in Ireland. Task 4: Understand mechanisms for developing effective teamwork in organisations 4. 1 Explain the nature of groups and group behaviour within organizations. 4. 2 Discuss factors that may promote or inhibit, limit, or undermine the development of effective teamwork in organizations (physical, social, etc. ) 4. 3 Evaluate the impact of technology on team functioning within such an organization as TESCOS in Ireland. 4|Page BTEC HND in Business/ Organisation and Behaviour/Sept12Submissions Deadlines Tasks 1 (Assignment) 2 (Assignment) 3 & 4 (Assignment) Submissions Guidelines Deadline 4th Week of September 3rd week of October 4th week of November Hardcopy of the assignment should be submitted at the college reception on or before at 4. 00 pm on the date specified. There is no stipulated length for the work but it should not be less exceed 3000 words for all tasks. All w ork must be delivered in softcopy versions. The softcopy should be uploaded on to the security purposes, learners should keep both copies with them. All be properly referenced. han 2000 words or both hardcopy and student portal. For assignments should 5|Page BTEC HND in Business/ Organisation and Behaviour/Sept12 Assessment Information Grading Criteria All Assignments will be assessed according to the following grading. Pass: To achieve each outcome a learner must demonstrate the ability to: LO1 Understand the relationship between organisational structure and culture 1. 1 compare and contrast different organisational structures and culture 1. 2 explain how the relationship between an organisation’s structure and culture can impact on the performance of the business 1. discuss the factors which influence individual behaviour at work LO2 Understand different approaches to management and leadership 2. 1 compare the effectiveness of different leadership styles in different organi sations 2. 2 explain how organisational theory underpins the practice of management 2. 3 evaluate the different approaches to management used by different organisations LO3 Understand ways of using motivational theories in organisations 3. 1 discuss the impact that different leadership styles may have on motivation in organisations in periods of change 3. compare the application of different motivational theories within the workplace 3. 3 evaluate the usefulness of a motivation theory for managers LO4 Understand mechanisms for developing effective teamwork in organisations 4. 1 explain the nature of groups and group behaviour within organisations 4. 2 discuss factors that may promote or inhibit the development of effective teamwork in organisations 4. 3 evaluate the impact of technology on team functioning within a given organisation. 6|Page BTEC HND in Business/ Organisation and Behaviour/Sept12 Merit and Distinction: The grade descriptors provide a framework for the reation of gra ding criteria to be written and set within the context of the assignment. The grade descriptors describe the expected qualities of the learner’s work at Merit and distinction levels. The merit and distinction levels have three descriptors. Merit Descriptors: M1- Identify and apply strategies to find appropriate solutions. Answers reflect that effective judgments have been made about the specific content and the information. The answers show that an effective approach to study and research has been applied within the scenario e. g. comparing features, theories and models comparison etc.M2 – Select /Design and apply appropriate methods / techniques An accurate standard method has been used in defining information sources is well justified and summarized. M3 – Present and communicate appropriate findings A clear, accurate standard for presenting information has been used in terms of diagrams, charts, tables. Distinction Descriptors D1- Use Critical reflection to ev aluate own work and justify valid conclusions Proper evaluation and justification shown in all the answers and relevant conclusions have been arrived at thorough synthesis of ideas.D2- Take responsibility for managing and organizing activities Independence – Tasks have been attempted with minimal assistance provided by the lecturer D3- Demonstrate convergent/lateral/ creative thinking Ideas have been generated and proper evaluation and decisions taken based on facts gathered within the scenario 7|Page BTEC HND in Business/ Organisation and Behaviour/Sept12 Assessment Marking Grid Task Assessment Criteria (A. C) 1. 1 Pass Merit Distinction ? ? –M1 -M2 D2 —-D1 D3 —D1 — One 1. 2 1. 3 2. 1 Two 2. 2 ? 2. 3 3. 1 Three 3. 2 3. ? -Four 4. 1 4. 2 ? 4. 3 ? -? -? M3 —- ? ? ? ? 8|Page BTEC HND in Business/ Organisation and Behaviour/Sept12 Assignment Instructions Students are requested to comply with the following instructions on handing in their assign ment work †¢ †¢ Work should be comprehensively referenced Sources must be acknowledged fully by reference books, journals used and URL visited Include the Harvard Referencing System (guide is available on the college resources portal) All work should be word-processed, font size of 12 and font style of Times New Roman or Arial.Subtitles of the assignment should be in the font size of 14. Pages should be numbered in bottom right hand corner Spell check the document and read thoroughly for grammatical errors 1. 5-line spacing is preferable Bibliography at the end of the assignment All paragraphs should be aligned in justified mode. †¢ †¢ †¢ †¢ †¢ †¢ †¢ 9|Page BTEC HND in Business/ Organisation and Behaviour/Sept12 References Textbooks Buchanan, D. and Huczynski, A. (2004) Organizational Behaviour: An Introduction Text (5th Ed). Harlow: Prentice Hall. French, W. Bell, C. (1984) Organization development: behavioral science Interventions for o rganization improvement. (3rd ed. ) New Jersey: Prentice hall Kinicki, A. and Kreitner, R. (2006) Organizational Behavior: key concepts, skills, & best practices ( 2nd ed. ) McGraw Hill Mullins, L. (2007) Management and Organizational Behaviour. (8th ed. ) London: FT/Prentice Hall Robbins, S. & Judge, T. (2008) Essentials of Organizational Behavior (9th Ed. ) New Jersey: Pearson/Prentice Hall Smith, M. et al (1982) Introducing organizational behavior.London: Macmillan Brooks I — Organisational Behaviour, Individuals, Groups and Organisation 2nd Edition(Prentice Hall, 2003) ISBN: 0877781265 Huczynski A and Buchanan D — Organisational Behaviour: An Introductory Text (Prentice Hall, 2000) ISBN: 0273651021 Maccoby M — Why Work: Motivating and Leading the New Generation (Simon and Schuster, New York, 1998) ISBN: 067147281X (Outlines the changing nature of the workplace and categorises people into five types, giving the characteristics and sources of motivation and de motivation of each. ) 10 | P a g e BTEC HND in Business/ Organisation and Behaviour/Sept12

Teaching Conditional Forms to ESL Students

Teaching Conditional Forms to ESL Students Conditional forms should be introduced to students once they are familiar with the basic past, present and future tenses. While there are four conditional forms, it is best to start off with the first conditional focusing on real situations. To help students understand, I find it helpful to point out parallels in future time clauses: Ill discuss the plan if he comes to the meeting.Well discuss the issue when he arrives tomorrow. This will help students with the structure of using the if clause to begin the sentence, in parallel with the same structure for future time clauses. If we finish work early, well go out for a beer.When we visit our parents, we like to go to Bobs Burgers. Once students have understood this basic structural similarity, its easy to continue on with the zero conditional, as well as the other conditional forms. It is also helpful to use other conditional names such as real conditional for the first conditional, unreal conditional for the second conditional form, and past unreal conditional for the third conditional. I recommend introducing all three forms if students are comfortable with tenses as the similarities in structure will help them digest the information. Here are suggestions to teaching each conditional form in order. Zero Conditional I recommend teaching this form after you have taught the first conditional. Remind the students that the first conditional is similar in meaning to future time clauses. The main difference between the zero conditional and a future time clause with when is that the zero conditional is for situations which dont happen on a regular basis. In other words, use future time clauses for routines, but use the zero conditional for exceptional situations. Notice how the zero conditional is used to underline that a situation does not regularly occur in the examples below. Routines We discuss sales when we meet on Fridays.When she visits her father, she always brings a cake. Exceptional Situations If a problem occurs, we immediately send our repairman.She informs her director if she cant deal with the situation herself. First Conditional The focus in the first conditional is that it is used for realistic situations that will take place in the future. Make sure to point out that the first conditional is also called the real conditional. Here are the steps to teaching the first conditional form: Introduce the construction of the first conditional: If present simple, (then clause) future with willPoint out that the two clauses can be switched: (then clause) future with will if present simpleNote that a comma should be used when beginning the first conditional with the If clause.To help students with the form, use a first conditional grammar chant to repeat the construction.Use a first conditional worksheet to ask students to practice the form.Create a first conditional chain by asking each student to repeat the result of what the previous student has said in the if clause. For example:If he comes, we will have lunch.If we have lunch, well go to Riccardos pizzeria.If we go to Riccardos pizzeria, well see Sarah.etc. Second Conditional Stress that the second conditional form is used to imagine a different reality. In other words, the second conditional is an unreal conditional. Introduce the construction of the second conditional: If past simple, (then clause) would base form of verbPoint out that the two clauses can be switched: (then clause) would base form of verb if past simpleNote that a comma should be used when beginning the second conditional with the If clause.One problem with the second conditional is the use of were for all subjects. Cambridge University now also accepts was. However, many academic institutions still expect were. For example:If I were the teacher, Id do more grammar.If I was the teacher, Id do more grammar.I recommend using your best judgment based on your students objectives. In any case, point out the difference in common usage and academic expectations.To help students with the form, use a second conditional grammar chant to repeat the construction.Use a second conditional worksheet to ask students to practice the form.Create a second conditional chain by asking each student to repeat the result of what the previous stude nt has said in the if clause. For example:If I had $1,000,000, Id buy a new house.If I bought a new house, Id get a swimming pool, too.If I had a swimming pool, wed have lots of parties.etc. Discuss the differences in usage between the first and second conditional. You can also use this ready to go conditionals lesson plan to further help students with the two forms.Practice the differences between the first and second conditional forms with a comparative forms quiz. Third Conditional The third conditional can be challenging for students because of the long verb string in the result clause. Practicing the form repeatedly with the grammar chant and conditional chain exercise are especially useful for students when learning this complicated form. I suggest also teaching the similar form of expressing wishes with I wish I had done ... when teaching the third conditional. Introduce the construction of the first conditional: If past perfect, (then clause) would have past participle Point out that the two clauses can be switched: (then clause) would have past participle if past perfectNote that a comma should be used when beginning the third conditional with the If clause.To help students with the form, use a third conditional grammar chant to repeat the construction.Use a third conditional worksheet to ask students to practice the form.Create a third conditional chain by asking each student to repeat the result of what the previous student has said in the if clause. For example:If I had bought that car, I would have had an accident.If I had had an accident, I would have gone to the hospital.If I had gone to the hospital, I would have had an operation.etc.

The 8 Worst Office Problems Youll Deal With in the Summer

The 8 Worst Office Problems Youll Deal With in the Summer Summer is here! Which means most days you’ll be daydreaming about being absolutely anywhere else than where you are (aka at your desk). Here are 8 of the absolute worst summer office problems, just so you can be prepared for their awfulness in advance. 1. The Great Temperature DebateIt’s a hundred billion degrees outside and subzero inside. Whoever is in charge of the AC has gone way overboard and you find yourself shivering at your desk. You’ve brought socks and a heavy sweater just to make it through your day without losing a toe. Or worse, you’re the guy at the window with the sun baking in, and no matter what temperature the AC is set on, you’re still sweating buckets!2.  Commuting via Train or BusOkay, so this one is about getting to your office, but it’s still hell. There’s never AC in your subway  car or bus, and no one seems to understand the concept of deodorant. You’ve got smelly armpits and sweaty backs everywhere you turn. Tip: start avoiding rush hour. Come in early! Go home late! You don’t have to stay at work all that time, but you’ll spare yourself the inhumanity of the sardine commute. Happy hour, anyone?3. The â€Å"It† VacayEveryone is talking about going to that one island (like Ibiza or St. John) or that one summer party everybody goes to. None of your vacation plans or party plans are cool enough. You didn’t know people owned that much white linen.4. The Constant Countdownsâ€Å"16 days, 4 hours, and 39 minutes!† Your coworkers are all chirping out their timelines and squealing about just how soon their vacation is coming up! Even worse will be their Instagram feeds when they actually get to their glamorous destination. #neverleaving (sigh)5. Summer TreatsBe it a routine iced coffee run in the afternoon, or an ice cream habit†¦ bad for the waistline, good for morale. Still not really compensation, however, for being stuck inside.6. Outside L unchesOkay, despite sweating into your salad, so this is not a problem so much as a perk. Enjoy it. Sit on a park bench and bask.7. Dressing for WorkDo you dress for the swelter? Or the professional standard? Can you get away with showing all that cleavage? Or should you risk drenching yourself in sweat to arrive at the office modestly covered up? It’s a dilemma every day.8. The Office DeodorizerYes, we’re very glad our coworkers keep extra deodorant in their desks for days such as these. But do we need to SEE them apply? Or worse†¦ spray?

Introduction to management accounting Essay Example | Topics and Well Written Essays - 1500 words

Introduction to management accounting - Essay Example The company is also intending to manufacture natural toothpaste, which is expected to attract a large number of consumers considering that there is an increasing attention in regards to health issue. In this respect, the company expects its sales to grow consistently. 2.0 Target selling price and cost card The selling price of the company’s products is targeted to be low-priced relative to other similar products on the market. However, the company would take into consideration the costs associated with labor, raw materials, direct expenses and other variable costs, as well as fixed costs in calculating reasonable prices for both toothbrush and toothpaste. The use would use the marginal costing with an intention of calculating easily the break-even point (Siegel, & Shim, 2010). The company’s direct material cost for every product is expected to be ?0.15 and ?0.1 for toothbrush and toothpaste respectively. The direct labor cost is anticipated to be ?0.05 and ?0.1 for toot hbrush and toothpaste respectively. Direct expenses are expected to stand at ?0.05 for every product. Other variable costs would also stand at ?0.05 for toothbrush and toothpaste. ... This would ensure that toothbrush and toothpaste are priced at ?0.5 and ?0.6 correspondingly. In relation to the market prices, the company’s prices would be slightly higher relative to Fluoridine Active Fresh of ?0.45 and Tubes High Quality of ?0.3. Conversely, it would be relatively lower with respect to Aquafresh of ?6 and Natural Paste of ?7. Additionally, the company’s toothbrush prices would comparatively lower to that of other firms on the market. 3.0 Breakeven point In order to calculate the breakeven point, there was a need to calculate the contribution margin per product using the marginal costing principle. In this regard, the company calculated the total variable costs, which was estimated at ?0.3 for each of the product (toothbrush and toothpaste). Moreover, the company subtracted the total variable costs for every product from the selling price to arrive at the marginal contribution for both toothbrush and toothpaste. Given that the selling price of toothp aste is ?0.5; its contribution margin per product is bound to be ?0.2. Similarly, considering that the selling price of toothpaste is ?0.6, then, the contribution margin per product would be ?0.3. For an individual to arrive at the breakeven point, one should calculate the number of products that may result in the profits of a firm being zero (Kieso, Weygandt, & Warfield, 2012). In this regard, it is estimated that 2,000 pieces of toothbrushes should be sold to meet the total fixed costs of ?400. On the other hand, it is expected that 1,500units of toothpastes should be sold to pay the total fixed costs of ?450. The company’s average contribution margin is estimated at ?0.25, while the total fixed costs are ?850. As a result, the company would breakeven by selling a total

Sociological interest in the paranormal experiences Essay

Sociological interest in the paranormal experiences - Essay Example I find very little co relation between paranormal /anomalous experiences and the sociology of knowledge because it believes in rationalization of what is being experienced. It is very difficult to point out the theory behind all things related to the paranormal / anomalous. If we try to understand what is really meant by paranormal experiences, one thing that immediately comes to our mind is that it instills a feeling of global oneness. We just cannot say that only those who are educated have had paranormal or anomalous experiences. Neither can we conclude that people following a particular religion have experienced it. Such experiences are common across different cultural communities too. Paranormal or anomalous experiences are those that leave a lasting impression on people who have gone through it but there are not enough evidence or logical explanation to prove their authenticity. Some of the phenomenon that can be categorized paranormal or anomalous are experiences of ghosts, UFO, other supernatural powers, spirituality, folie a deux condition, dj vu condition, parapsychology, occult, pseudoscience, protoscience, abduction phenomenon, extra sensory perception, spontaneous human combustion, out of body feelings, near to death experiences etc. Apart from all these there are other phenomenon like astrology, numerology, phrenology, psychometry, psychic surgery, physiognomy, chiropractic, homeopathy, precognition, remote viewing, faith healing, channeling etc. Very few of the above-mentioned phenomena can be explained in a scientific way. Yet they are more interesting and draw much more sociological interest than those phenomena, which can be proved scientifically. The reason for this is that humans tend to get bored with the tried and tested instances. Dolon rightly states in Coutts that " I want people to know that there is more to life than what we call reality, more than what we can see - and it is not as far beyond our reach as we imagine. It is ordinary, everyday, here and now, in this minute. And it is magical, a gift." (2003 p. 291) There is a constant urge in all of us to discover the thrill of coming across the unusual. This common interest binds people together and make them a part of the group. People from different dimensions become a part of the sociological structure. Their common interest is termed as sociological interest. . Chapter 1 Paranormal and the Sociology of ReligionThe sociology of religion has been an integral part of sociology since the very beginning. Davie in Taylor has very beautifully tried to bring out the link between religion and society. In his words "there are two ways of defining religion in terms of its relationship to society. The first is substantive: it is concerned with what religion is. Religion involves beliefs and practices, which assume the existence of supernatural beings. The second approach is functional: it is concerned with what religion does and how it affects the society of which it is part For example, religion offers answers to otherwise unanswerable questions (what happens when we die), or