Professional Action Plan Essay

I am a firm believer that in order to best choose what to do with your life, you must first know who you are in life. Self-awareness can help create a happy, balanced, and fulfilled existence on a personal and professional level. This can equate to success on both sides of the spectrum. HCS/449, Health Care Capstone has helped me understand this statistic more clearly and it will be etched in my psyche for years to come. I will aim to expand on this knowledge of self and how I may effectively convey it to the world around me; specifically the world of health care on a management level. I am a: hard worker, high performer, fast past learner, self-starter, team player, and work well under pressure. I am a motivator by choice and possess keen communication skills. I was lastly employed in the health care industry in 2010, to pursuit a BSHA and will return to the industry as a more valuable asset. My extreme passion is sometimes misread as aggression and I am strategically learning to control my passion to fit my environment. The objective of this essay is to answer: what my professional goals are, what job I plan to have in the health care sector, what skills I currently have for this job, which skills I need to change or alter, my plan for ultimately achieving my professional goals, what professional organizations can help me achieve these goals, and what benefit does the career action plan outline? Professional Goals The health care industry is one of the world’s largest and fastest-growing industries. I am eager to return back to it, for it is one that I love.† Employment of medical and health services managers is expected to grow by 22 percent from 2010 to 2020, faster than the average for all occupations.†(Bureau of Labor Statistics, 2012) At a minimum I seek to obtain a career in health care administration on a management level and ultimately work my way towards executive leadership. My sights are set high because I would like to make a difference in the industry and I feel that I am highly capable of being a good steward in the capacity that I seek to serve. Job Interests There are so many jobs that interest me in the health care industry on a management level. Medical and health services managers also called healthcare executives or healthcare administrators, plan, direct, and coordinate medical and health services. They might manage an entire facility or specialize in managing a specific clinical area or department, or manage a medical practice for a group of physicians. As healthcare changes, medical and health services managers must be able to adapt to changes in laws, regulations, and technology. Upon conducting an assessment of self, I realized that I enjoy making a positive difference in the life of others , being a voice of reason, and an advocate for identified much needed change. That result has led me to the decision of wanting to be a source of knowledge and advocate within the health care industry, taking on a managerial role in any aspect to make a difference. I would like to take on an active role of accountability and assist in bringing about positive change for the consumers and stakeholders alike. Accountability is defined as â€Å"the act of accepting ownership for the results or the lack thereof† (Sullivan & Decker, 2005, p. 144). † Accountability in health care encompasses the procedures and processes by which health care leadership justifies and takes responsibility for its activities such as achieving various organizational goals. Health care providers and officials are constantly striving to improve quality and efficiency in health care by using performance management systems and quality improvement initiatives. Creating and maintaining a culture of accountability in health care is important because accountability is the reason for measuring and improving performance towards the aim of rendering quality, efficient health care.† (O’Hagan & Persaud, 2009) Skills I have a broad range of health care services skills afforded to me by the United States Air Force with a job occupation of 4A071, Health Services Management Craftsman. â€Å"The occupation description from service file for 4A071: Manages health services activities. Plans, develops, manages, and performs health services activities. General Duties and Responsibilities: Performs resource management functions.† (Verification of Military Experience and Training, 2010) I have been trained to perform duties in support of patient services activities to include: admission and disposition procedures, outpatient and inpatient records functions, medical terminology, inpatient unit administration, appointment booking systems, managed care programs, third party liability, medical air evacuation of patients, and information management skills to name a few. In addition I have management and supervisory experience in each capacity. All of my previous skills go hand in hand with the information being afforded to me in the University of Phoenix, BSHA program. Needed Skills Medical and health services managers typically need at least a bachelor’s degree to enter the occupation. Prospective medical and health services managers have a bachelor’s degree in health administration. These programs prepare students for higher level management jobs than programs that graduate students with other degrees. In addition to education other needed qualities consist of: analytical skills, communication skills, interpersonal skills, problem-solving skills, technical skills, and be detail oriented. I truly feel that I possess these much needed skills and excel at them although there is always room for improvement on every level. The only credential I seem to lack is a BSHA in hand. However, I am well on my way to achieving this personal and professional goal that I have chosen and set for myself. My expected time of graduation is May 2013. Ultimate Plan My plan for ultimately achieving my professional goal is to complete the BSHA program at University of Phoenix and be able to meet the minimum education requirements of qualifying to become a health care manager. I will continue on with my education and pursue a MHA to bring about more opportunities and expand my health care knowledge because I feel that it is necessary to advance. I would like to remain current with policies, procedures, and health care laws to bring my best into any organization that affords me the opportunity to be a part of their establishment. I will also seek out professional organizations that can help me achieve my professional goals by way of networking and mentorship. Partnerships are vital in succeeding in the health care industry and I understand that now. I am now curious about joining the American Council for Health Care Executives (ACHE). I think this organization could definitely help me in achieving my professional goals. I think I would also be a valuable asset to their professional organization as well. Action Plan Outline Initially, I was perturbed by the idea of having to complete a career action plan outline, but in all honest it helped. It served as a writing guide and helped shape what I wanted to say. It also served as some sort of SWOT analysis. It highlighted my strengths, weaknesses, opportunities, and threats to selecting a career that I identified as seeming right for me. Conclusion This assignment was highly effective. My career goals have been set and my career action plan is complete. I know what I have done, what I can do, what I want to do, and what I need to do. I have been equipped with the necessary tools and knowledge of making my dreams a reality. I have some immediate goals, and some long term goals. They are all a work in progress but well within reach. Achievement starts with me. References Bureau of Labor Statistics, U.S. Department of Labor, Occupational Outlook Handbook, 2012-13 Edition, Medical and Health Services Managers, on the Internet at http://www.bls.gov/ooh/management/medical-and-health-services-managers.htm (visited August 13, 2013). DD Form 2586 (2010) Verification of Military Experience and Training O’Hagan J. & Persaud D. (2009) Creating a Culture of Accountability in Health Care Retrieved from http://www.nursingcenter.com/lnc/static?pageid=935642 Sullivan, E. & Decker, P. (2005). Effective leadership and management in nursing (6th ed.). Upper Saddle River, NJ: Pearson.

The Looking Glass Self states that we imagine

The Looking Glass Self states that we imagine how we appear to others and how we imagine others reaction to our imagined appearance and that we evaluate ourselves according to how we imagine others have judged us. Every day of my life that I leave the house to go to school or to work or even to do shopping; I spend a long time in the mirror trying to reassure myself that I look alright, when I go out, I imagine that people I pass by look at me and notice that I do not look good. I imagine them passing on judgments at me, commenting at my hair, my shirt, my shoes, my over all appearance etc. Thus when I meet someone who says that I look good, I usually tell myself that they are just saying it out of politeness and that they are just to ashamed to tell me I look awful. I understand now that our self-concept is influenced by how we think other people see us and that it is a very dangerous path to take, because our belief in who we are is dependent on other people and we will end up continuously comparing ourselves to others which ultimately lead us to feel negatively about our selves. When I watched the video of Reviving Ophelia, I felt alarmed at how media has become a greater force in shaping how teens behave and think about themselves. The media portrays what the ideal teen should be and they are sending the message that girls should be provocative and sexy, that to feel good they should make every effort to catch the attention of boys, and the most popular with the boys are the best. After watching the video, I watched TV and took notice more of the present advertisements that targeted teens, and I was appalled at how blatantly sexual the messages are. I strongly feel that something should be done about this advertisements, and that parents and the school should take a more active role in the lives of teens beyond the home and the classroom. Upon completing the readings for chapter 3, I think I have a better understanding of how teens develop their self-concept and their identities. Erikson calls this identity crisis, which refers to the phase that any adolescent undergoes to establish his/her identity and this is a process wherein other people’s perception are the most influential. A number of theorists have explained this phase and have come up with varied explanations ranging from the biological to the psychological and even to the idea of generational differences. What I have learned is that an individual is affected by society and that society affects the individual in a number of ways. Â  

Economics Issues Simulation Paper Essay

The purpose of a managed care organization is to coordinate the costs and delivery of health care. A managed care organization oversees money spent on labor, technology, and facilities such as physician offices and hospitals. A type of managed care organization is a Health Maintenance Organization (HMO). A HMO â€Å"provides medical care for all its enrollees in return for a fixed annual fee per enrollee† (University of Phoenix, 2010, Key Terms and Concepts Section). An HMO tightly oversees the use of health care services thereby reducing costs and controlling utilization. For example, HMO’s reduce costs and control utilization among services are by requiring second opinions, performing pre – admission testing and reviews for continued stays or additional procedures, and allowing generic substitutions for drugs. Managed care organizations can save money by providing lower prices through contracting large volumes of services and reducing the amount of hospitalizat ions (Getzen & Allen, 2011). This essay presents a scenario in which I am a representative of Castor Collins Health Plans responsible for maximizing profits and minimizing risks. Within my job description, I am advised to develop a comprehensive health insurance plan for two entities: ConstructIt and E – Editors. This essay explains the company’s employee demographics, health risk factors, premium amount the company is willing to pay, and what company I chose to offer a health insurance plan. Based upon my analysis of potential utilization, I will provide two reasons for why each plan could be selected as well as explain my reasoning for choosing the plan. Last, I will explain why I did not offer the company a different plan. ConstructIt Employee Profile ConstructIt is a construction company composed of 1,000 employees. ConstructIt is [Avoid â€Å"it is,† etc.] comprised of 550 men and 450 women between the ages of 26 – 42 with 60% having spouses. ConstructIt employees  work profile consist of 32% great physical activity, 25% moderate physical activity, and 43% sedentary activities. The age and gender profile of ConstructIt is as follows: Almost half of the population is between the ages of 26 – 30 years One – third of the population is between the ages of 31 – 35 years Approximately 20% of the population is between the ages of 36 – 40 years Less than 10% ages 41 – 45 years. (University of Phoenix, 2010, Health Profile Section) The health profile of major risk factors among ConstructIt employees is depicted within the following table: Obesity 39% High Cholesterol 19.6% High Blood Pressure 19.3% Allergies 17.7% Migraines 16.8% Respiratory Diseases 13.5% Digestive Disorders 8.4% Thirty – eight percent of the population is diagnosed as having no major health risks. Economic Issues Simulation In addition, a combined 18% of the population smokes (University of Phoenix, 2010, Major Health Risks Section). ConstrucIt has a high number of people diagnosed as not having any major health risks. This is good because it means fewer people will seek health care services resulting in saving money for Castor Collins Health Plans. However, ConstructIt does have a high incidence of obesity rates: 39% of the group. Obesity predisposes a person to developing other serious chronic ailments such as high blood pressure, high cholesterol, and diabetes. The high rate of obese individuals may  increase the risks involved whenever offering health insurance to ConstructIt.   Chosen Company and Plan ConstructIt is willing to pay a maximum premium payout of $4000 per enrollee and E – Editors is willing to pay $4500 per enrollee. However, E – Editors has 600 more employees than ConstructIt, which in turn increases costs and utilization rates. Based upon the health profile of ConstructIt versus E – Editor I have decided to offer ConstructIt the Castor Standard insurance plan because they have lower utilization rates in many areas. I have decided not to offer E – Editor any type of insurance plan through Castor Collins Health Plans because E – Editor has high utilization rates. In addition, E – Editors employee age groups range from 35 – 54 years where as ConstructIt employee age groups range from the ages of 36 to 45 years (University of Phoenix, 2010, Health Profile Section). As a person ages, he or she is much more likely to increase the amount of health care goods and services required to maintain one’s health. In turn, thi s also increases the expected utilization rates. Two Reasons For Why Each Plan Can Be Selected Castor Collins Health Plans contain certain factors affecting the pricing of services. These factors include limitations and exclusions for what Castor Collins is willing to pay. Castor Standard health plan does not cover pre – existing conditions where as Castor Enhanced does provide coverage for enrollees with pre – existing conditions. One reason for why I can offer Castor Standard health plans to ConstrucIt is that the majority of ConstructIt employees are younger in age and almost half the population is free from major health risks. A second reason for why I can offer Castor Standard Insurance plans to ConstructIt is that it costs less while covering more conditions. One reason for why I can offer Castor Enhanced health plans to both ConstructIt and E – Editors is because both companies have employees with pre – existing conditions. A second reason for why I can offer Castor Enhanced health plans is E – Editors contains a larger amount of middl e – aged individuals requiring specialized services. Many pre – existing conditions require specialized services that may be added or customized to the Castor Enhanced health plan. Conclusion In summary, an HMO works in connection with a group of hospitals, physicians, and providers to offer health care services for a fixed annual fee. HMOs tightly oversee the use of health care services to reduce costs and control utilization. I evaluated the employee work and health profiles of two companies: ConstructIt and E – Editors. ConstructIt contains 1000 employees willing to pay out $4000 in premiums per enrollee each year. E – Editors contain1600 employees willing to pay out $4500 in premiums per enrollee each year. E – Editors’ health profile revealed a higher utilization rate among services than ConstructIt. Economic Issues Simulation This prompted me not to offer any health plans to E – Editors at a time whenever Castor Collins Health Plans is trying to maximize profits and minimize risks. However, if E – Editors was willing to pay higher premiums Castor Collins Health Plans may have been able to customize a health plan. I did offer a Castor Standard Insurance plan to ConstructIt because their health profile revealed a lower rate of utilization among services. It is important one evaluates the exclusions and limitations listed within health insurance plans to ensure adequate and correct amount of coverage is available. References Getzen, T. E., & Allen, B. H. (2007). Health Care Economics. Hoboken, NJ: John Wiley & Sons. University of Phoenix. (2010). The Financing of Health Care Simulation [Computer Software]. Retrieved from University of Phoenix, Simulation, HCS440 – Economics: The Financing of Health Care website.

Ultimate Dimension and Ultimate Reality Essay Example | Topics and Well Written Essays - 2000 words

Ultimate Dimension and Ultimate Reality - Essay Example This source is known as ultimate reality, defined as the true state of how things are. It offers the standard for measuring the nature of man and reality in relation to Him or It. The norm for a person’s understanding of divine reality is linked to the norms of meaning in manly structures of apprehension, as well as, the self-affirming norm that is given in a religious setting. Enlightenment or revelation is achieved when the inner norm of a religious background and a person’s normative structure of meaning come together (The Gale Group). Regarding ultimate reality in Christianity, Christians believe that God exists as the Father; he reveals himself as both triune and personal. He has no beginning or origin in a primeval impersonal essence. The term â€Å"person† was initially used in Greece as a term for actors’ mask. Nonetheless, in Christian theology, each person on the Holy Trinity has fullness in the divine nature. The Ultimate Reality ontological cha racter is defined by relation and reality that is between the three. This means that, the Holy Trinity is not a tri-theism (sum of three Gods) or a monopersonal God that takes the modalistic heresy (assuming the three distinct forms successively). God as a being is not outside the three as described in the Holy Trinity. God only exists as the Father, Son and the Holy Spirit; therefore, there is no Ultimate Reality above or beyond the Holy Trinity. None of the three should be taken as some type of god like the Hindu Ishvara, which refers to a first manifestation of the Brahman personalization. The accent, in defining divinity, must be taken from Ultimate Reality impersonal view to the individual character of the Holy Trinity, including the relation that exists between the three. God exists through omniscience, omnipotence and love, characterized by perfect harmony and unity (The Gale Group). The Holy Trinity is characterized by perfect love, will or deed; therefore, none manifests it self by infringing on the other. In the Bible, God does not show Ultimate Reality that goes beyond himself. He is not a God that comes and goes or is situated far outside the impersonal absolute. 2. Cultural Dimension of Religion Cultural dimensions refer to a number of value constructs or psychological dimensions that can be used in the description of a culture. There is always an element of symbolism in every religion, and since symbolism is the centre of culture, it means religion has a crucial cultural dimension. Nonetheless, religion is also made up of status and power relations just like the rest of social institutions. Frederick Streng suggests that the cultural dimension of any religion is linked to historical conditions. During the time of Jesus, Rome had imposed many aspects of its culture on the world of Jesus at the time. However, the Semite nation has its own unique and long historical background. The Jewish people stuck to their religion despite being ruled by the Roma ns, for instance, they continued celebrating Passover and sustaining their sense of liberty. The Jews were offended with the way King Herod used Roman architecture to dictate the Roman way of life (Rabbi Eckstein). CITATION FOR QUESTION NO. 2 King heavily taxed the Jews to build an expanded Jerusalem Temple. These heavy taxes led to the disintegration of the family life in the land of Jews as addressed by Jesus in the Gospels. Jesus and the early church had to navigate their way through the uncertainties of imperial dominion during their time. The life of Muhammad as a child was a difficult one. Born in Mecca in 570 AD, Muhammad

Key Marketing Issues Facing Gillette Indonesia Case Study

Key Marketing Issues Facing Gillette Indonesia - Case Study Example 1). The company sought to satisfy its domestic and export market. As such, the company manufactures high quality razor blades and shaving systems (Quelch & Bartlett 2006, p. 360). Its target market includes adult urban males who include the working class and college students who manifest western grooming habits (Kanter & Dretler 1998, p. 60-68). However, the company faces immense competition from Tatra, Tiger, and SuperNacet companies that manufactures low-end double-edged blades (Harvard Business School 1998, p. 1). Gillette Indonesia operates in developing countries (Ricardo-Campbell 1997, p. 59) and hence records immense growth from the population and prosperity in Indonesia where shaving is relatively new. The company is already planning to implement a sales price increase (Sarah Ellison & Forelle 2005, p. 1). However, Indonesians only shave 4-9 times in a month. Subject to the fact that the incidence of shaving is relatively low in Indonesia, Gillette Indonesia is having problem s in meeting its growth targets. Gillette must consider raising the awareness on shaving and personal grooming to improve the frequency of shaving, to support Gillette’s sales increase. Situational Analysis Gillette Indonesia seeks to grow and satisfy its domestic market as well as its export targets in developing nations. The company is struggling to capture its market share in Indonesia and focuses on expanding its market. However, shaving and personal grooming is not a priority and many people consider it as a luxury. Gillette Indonesia Financial Analysis In 1996, Gillette Indonesia sought to increase its sales by 25%, which necessitated for an effective marketing plan. Indeed, by 1995, Gillette Indonesia had a 48% unit share in Indonesia and the company sought to increase this percentage to 50% in 1996 (Harvard Business School 1998, p. 5). By this time, the overall market had approximately 40 million urban men over 18 years old that shave where about 13 million people in Indonesia used Gillette blades. Notably, the shaving incidence in Indonesia was at an approximated average of 5.5 times per month, which was much lower than the incidence in other countries like U.S. However, with a view of increasing and maintaining profits, Gillette increased its prices, which resulted to a 2% growth of unit sales in the market (Herath & Park 1999, p. 1-35). Actually, the company had a sales value of $23 million and net profit of $4.6 million with its 48% market share in Indonesia. There are two types of Gillette target customers where the premium customer is a male Indonesian in the growing income class of greater than $10,000 household income. On the other hand, the standard customer belongs to the income class of less than $10,000 household income (Harvard Business School 1998, p. 3). Moreover, the economic conditions in Indonesia are on the rise with the average annual GDP growth standing at 7% in 1995 (Harvard Business School 1998, p. 3). As such, the demand and sales for Gillette blades is likely to increase in the future if the economic growth rate persists. Therefore, to increase the sales by 25%, the company must devise an effective marketing plan to segment and target its customers (Herath & Park 1999, p. 1-35), which is seemingly very challenging in a country where many people consider shaving and persona l glooming as a luxury. Gillette Indonesia SWOT Analysis Strengths Gillette Indonesia specializes in the manufacturing of high quality razor blades and shaving systems, which contributes to the competitiveness of the company (Kanter & Dretler 1998, p. 60-68). It offers a wide range of

Work experience Essay Example | Topics and Well Written Essays - 500 words

Work experience - Essay Example When working in this division, I had contact with multiple shipment vendors and worked to develop quality relationships with drivers and their related dispatchers. Invoicing was often a job requirement in the warehousing division. Sales and marketing dealt with identifying target markets for delivery of business-to-business promotional literature. In this business area, job responsibilities included heavy focus on relationship marketing to ensure that vendors within the supply chain remained responsive to our business’ needs. Monitoring strategic alliances for improving costs was often a business responsibility. In similar regard, customer service functions in the steel company included fielding calls from multiple clients and demanded proficiency in materials resource planning software. At the leadership level, accounting job responsibilities included calculating current and future net profit by reviewing balance sheets and income statements and recording revenue receipts. I earned considerable experience in the rules governing sales tax and income tax at the business level. Accounting gave me the ability to assess the financial health of a business through financial

Skin cancer Essay Example | Topics and Well Written Essays - 250 words - 1

Skin cancer - Essay Example This assignment will focus on signs, causes, types, stages, prevention, and treatment of skin cancer. Sun exposure is the major cause of skin cancer (Nouri 22). It begins in the skins top layer that has been exposed to the ultraviolet (UV) radiation found in sunlight as well as in the lights used in tanning beds. There are other factors that can contribute to the disease including exposure to toxic substances or experiencing conditions that weakens the immune system. There are various signs of skin cancer ranging from pale color and unnecessary growth of skin. Skin cancer has two main types, keratinocyte cancers  and melanomas. Keratinocyte skin cancers  are further divided into basal and squamous cell skin cancers. Basal skin cancer is by far the most common cancer of the skin. Both of them are often found in the skin areas that are exposed to the sun. Such as head, neck, and arms.Although they are very common but they are treatable. Furthermore, melanoma skin cancer is the most dangerous form of skin cancer. This form of skin cancer develops when unrepaired DNA damages the skin cells. An estimated 76,100 new cases of invasive melanoma have been diagnosed in the US in 2014(American cancer society). Moreover, there are other skin cancer types that are not quite critical. For example, Markel cell carcinoma, Kaposi sarcoma, Lymphoma of the skin, etc. Success of the treatment of skin cancer depends on how early it is diagnosed. The stages of skin cancer is one of the most important factors in evaluating treatment options and through it can be identified how far the disease have spread.Mostly the staging of skin cancer depends on the type of it. There are four stages of skin cancer. During stage one, the cancer is 2cm across or less and has 1 or no high risk features. During stage two, the cancer is more than 2cm across, or has 2 or more  high risk features. During stage 3 it has grown into the bones in the face, such as the jaw bone or the

Georgia OKeefe and Janet Cummings Good Research Paper

Georgia OKeefe and Janet Cummings Good - Research Paper Example Georgia O’Keefe was born in 1887 outside of Sun Prairie, Wisconsin. She suffered from a great number of afflictions that would leave her bedridden and would interrupt her career from time to time. She had suffered from typhoid fever as a child and later would suffer from difficulties with her vision from a bout of the measles. She worked as a teacher for many years and inspired many students during her career. She had her first gallery showing of ten of her drawings at the 291 galleries in 1916. (Eldridge and O’Keeffe 19). Her life was spent devoted to art, although she did find love with the man who first showed her art in the 291 Gallery. would be the love of her life. Alfred Stieglitz approved her work for the gallery and an attraction developed between them. Unfortunately, Stieglitz was married and their affair would have to wait to be legitimized until he divorced his wife. He was granted a divorce in 1924 and shortly after he and O’Keefe were married. In 1946, Alfred died from the effects of cerebral thrombosis (Eldridge and O‘Keefe). framed perspectives of flowers. However, these works are not the only types of work that were done by the artist. Another one of her more famous pieces shows the skull of a steer with various flowers around the work. This piece, while the artist contended for her whole life that none of her work was sexual in theme, can be seen to represent the female reproduction system (Hein 34). As well, the flowers that are so famously hung in homes and businesses across the world, can be seen as symbolic of the female genitalia. Still, O’Keefe claimed that this was not the case and that she did not intend for there to be eroticism in her art. In fact, she claimed there was no such aspect to her work (Garrard 449). Still, O’Keefe has been the topic of many feminist critics due to the visible sexual undercurrent.

Richard III - Shakespeare Essay Example | Topics and Well Written Essays - 750 words

Richard III - Shakespeare - Essay Example He engages other by his persuasions in order to win their support; he does this using all possible means even killing others in order to achieve his ambitious dream. Although at the end of it all we see Devine power taking control of the scene. Because of Richard’s hunger for power, conflicts have been created in this society throughout the play Richard III. Richard is so ambitious and hungry to be the leader of England no matter the conflicts he brings between him and the people. From the beginning to the end of this play, every move is about Richard and his desire to be the king. He either uses persuasion or even kills to ensure he achieves this ambition. We see Richard sweet talking Lady Anne in order to win her. Lady Anne knows that Richard killed his husband and father in law King Henry VI, but still Richard cunningly is able to lure and win her for marriage. Richard knows that by marrying Lady Anne he makes a strategic move towards getting the throne (Shakespeare, 1597, A4v). He further spreads rumors about his brother through his false prophecy claiming that Clarence was planning to kill the king’s heirs yet he is the one planning to do so. He makes the king furious with Clarence leading to his imprisonment and later he is killed through Richard’s orders (Shakespeare, 1597). Richard had a number of plans of evil thi ngs to do to make himself king and rule England forever. These plans were to; eliminate his brother Clarence, marry Lady Ann, kill king Edward IV, become protector since the heirs were still young, eliminate anyone who supported the heirs, murder the young princes, make himself king, murder his wife then beat up Richmond. Richards hunger and ambition to get to power lead him to commit so many evil deeds in order for him to achieve his dreams. All the deeds by Richard to get himself to power created conflict between

Business decision making Assignment Example | Topics and Well Written Essays - 500 words

Business decision making - Assignment Example For example, a guy in my group would go for a girl or select a girlfriend based on personal satisfaction that he likes or loves her. This decision is based solely on the personal satisfaction of the individual without consideration of outside factors such as parents, teachers or even friends. That even if such outside factor will discourage or disagree with such decision, individuals in my group would still decide based on their own personal satisfaction. The individuals of my group also considers their values and the values of the group in decision making. Often, when they are not sure what to do or which option to decide upon, they would use their own value or ethical system as a moral guide to arrive at a â€Å"correct† decision. The decision process also involves the consideration of the value system of the larger group. This consideration of the value system of the larger group is to maintain the harmony and good relationship of individuals in the group. For example, when there are two members of the group who are involved in conflict, individuals in my group would do the â€Å"right thing† of not blaming who is wrong between the two. That instead of blaming or ostracizing the one who is wrong, individuals in my group would instead mediate so that the friendship and harmony of the group will remain intact. There will be people in my group who would talk to each conflicting party with the end of resolving the issue so that our friendship will remain strong and will not be affected by the conflict. Individuals in my group are no different from the other groups when they approach decision making in complex situation where not all information are available. They tend to rely on proven solution based on their experience and knowledge and would ignore other options or alternative that could be feasible but not tested by their experience. This is called heuristics in decision making where individuals will just focus on an aspect of a

Relationship Marketing Essay Example | Topics and Well Written Essays - 1500 words

Relationship Marketing - Essay Example The affiliates include the employees, customers, suppliers and distributors. He argues that, it is healthy for a business to establish a strong foundation that will retain its customers rather than trying to acquire new customers every time. Relationship marketing according to Kanagal (2009) is a philosophy to change the eager customer behaviours and the implementations taking consideration of what the customers think about the company and what the employees should know about the customers. He adds that business should dwell on identification, establishment, enlargement, maintenance and modification of relationships with customers thus building both history and future. According to the definitions, relationship marketing entails taking consideration of the channel to acquire new customers, nurturing and satisfying their needs. In satisfying customer’s needs, companies are able maintain their customers rather than trying to convince and attain new customers. It is clear that a good relationship with and knowing what they need fosters success in business. In general, RM can be defined as a channel towards business success developed through building a strong foundation that maintains the stakeholders of the business. The channel considers engaging customer requirements, preference and tastes in an effort to deliver the best services that will retain them and create a bright future of the business. Relationship marketing helps in building knowledge, preference and trust factor in customers. In the current world of technology, there is the luxury to know and decide on whom to trust in every purchase. Businesses need to step extra mile to create know, like and trust factor system (Morgan & Hunt, 1994). The system can be achievable through consistent activeness on social media networks, offline networks and websites. Responses and ability to interact with customers helps build a strong platform for the

Ashok Rajguru Essay Example for Free

Ashok Rajguru Essay From the first session based on the case Ashok RaJguru, I learned that to help a person, it is better to guide him to find a solution to his problems by himself. On the other hand, Ashok helped me in analysing my life by better understanding the mix of value of studies as well as personal relationships in life. Here I learnt that it is important to understand the value of your dreams at each stage and to keep evaluating it after some time, so that you dont have to regret later. For the second case, I could not relate to a lot of things from my past experiences, but I got to know the kind of problems faced by employees in organisations. Here I learned from the experiences of my colleagues, who had faced similar situations at their workplace. I also learned that it is important o let misunderstandings not get created and if they do, then we should sort them out at the earliest. In the third and the fourth session, we analysed our personalities by filling in a questionnaire. With this instrument, I was able to understand the ego states that I follow. It has helped me in understanding various transactions that have taken place afterwards and I have been able to relate to them. From the reading I learned Managerial styles which will help me I my future

Variable of Organization Culture and Characteristics

Variable of Organization Culture and Characteristics Purpose Literature has studied the variables of organization culture and managerial characteristics separately in various dimensions. This study investigates the effects of organizational culture and managerial characteristic on the tradeoff between organizational sincerity and work performance for promotion. Design/methodology/approach The data was collected using self-administered questionnaire, from managers of different departments. The final sample size was 250 managers. Findings The result showed that there is a positive relation between organizational culture, work performance, and organizational sincerity. A positive association also exists between managers education level and work performance given that the gender is male. Research limitations/implications Few limitations would be the shortage of time and resources. In future studies other managerial characteristics should also be examined. Practical implications In this era of immense competition, companies may ask themselves what to criteria to choose while promoting employees. Result shows that there is a positive relation between organizations culture, work performance, and organizational sincerity. Originality/value The most interesting and significant finding is that there is a positive relation between organizational culture, work performance, and organizational sincerity. Accordingly the stronger the culture of the organization the better work performers and sincere employees it has. Keywords Organizational culture, Managerial characteristics, Work Performance, Sincerity CHAPTER 1: INTRODUCTION Overview It has been argued that loyal and sincere employees are very important for success of organizations (Jaunch, Glueck, Osborn, 1978). It is said that coherent and carefully developed corporate values play an important role, in making employees, loyal to organizations (Smith Rupp, 2002). Work performance has been studied in different dimensions. Earlier the study of work performance was limited only to job satisfaction (Martin Shore, 1978). Ovadje, Obinna and Muogboh (2009) also studied the relation between job satisfaction and individual performance, according to their study the relationship between the two was high and consistent. Jaunch, Glueck and Osborn (1978) have argued that loyalty has no relationship with work efficiency. They used five point scales to measure organizational sincerity, commitment and productivity. Avolio, Waldman, and McDaniel (1990) studied the effect of age and experience on work performance and concluded that experience is a better predictor of performance than age. It is argued that health of organizations depends upon health of employees, if employees are healthy they will perform better and organizations will grow (Baptiste, 2008). Paswan,Pelton and True (2005) studied perception of managerial sincerity in context of motivation and job satisfaction, they concluded that loyalty of employees is very important in getting good feedback as they are employees are more interactive and motivated. The relationship between employees and organization depends upon how they perceive the organization (Martin Shore, 1989). Baffour (1999) also argues that organizations in which employees are part of decision making perform better than those with centralized decision making. Employees loyalty may lead to employees satisfaction and productivity or it may result in dissatisfaction and absenteeism (Becker, Billings, Eveleth Gilbert, 1996). Previously supervisory ratings and questionnaire have been used to measure organizational sincerity and work performance respectively (Jaunch et al, 1978). It is argued that participative management makes employees satisfied (Kim, 2002). Therefore loyalty and sincerity of employees to organization is considered as an important factor in promotions (Jaunch et al, 1978). It is also said that quality has relationship with satisfaction (Ilias, Rahman Razak, 2008). Barney (1986) argued that that firms which do not have the required cultures cannot sustain optimal financial performance because their respective cultures are neither rare nor difficult to imitate. Weick (1987) also argued that organizations whose cultures value reliability more than efficiency often face unique problems in learning and understanding, which could affect the performance of the organization. It is argued that top management involvement is very essential to handle strategic change efficiently and effectively (Boecker, 1997). Gupta and Govindarajan (1984) also argued that tolerance of mangers contribute positively make business unit more efficient Although work performance is studied by different researchers in different dimensions, but no one has tried to link organizational sincerity to work performance. This study aims to identify the interrelation of work performance and organizational sincerity. Today in the world of immense competition both traits of sincerity and hard working in an employee is hard to find. Through this study we want to find whether a manager will prefer an employee who is hard worker or an employee who is sincere towards his organization. Problem Statement To study the effects of managerial characteristics and organizational culture on managers trade-off between organizational sincerity and work performance for employee promotion. Proposed Research Hypotheses H1: There is a relationship between managerial characteristics and promotion criterion due to organizational sincerity. H2: There is a relationship between managerial characteristics and promotion criterion due to work performance. H3: There is a relationship between organizational culture and promotion criterion due to organizational sincerity. H4 : There is a relationship between organizational culture and promotion criterion due to work performance. H5: There is a relationship between managers education and work performance due to male gender. H6: There is a relationship between managers education and work performance due to female gender. Outline of the Study Chapter one includes the an overview of variables, problem statement that shows the possible relationship between managerial characteristics, work performance and impact of both on promotion criterion and six proposed research hypotheses with a brief outline of the study. Chapter two includes the literature review. In this chapter organizational culture, organizational sincerity and work performance are explained. Chapter three is comprised of method of data collection which is personal survey, sampling technique which is non-probability convenient sampling ,size which is two hundred and fifty, instrument of data collection, research model developed which supports the problem statement and statistical technique which is correlation. Chapter four includes the results which show the relationships between variables. Lastly Chapter five includes conclusion, discussions, implications and possible future researches. CHAPTER 2: LITERATURE REVIEW The labor markets are becoming competitive day by day and it is very rare to find an employee that performs efficiently and whose goals are compatible with those of organizations. Therefore, most of times managers have to choose between a loyal employee and an efficient employee. Several factors influence this phenomenon. Culture It has been argued that there are considerable differences in the attitudes of managers as well as employees in the geographically and historically similar countries. These differences have been found across such variables as control, supervision, commitment, and decision type and leadership style. It was further revealed that these differences in the attitudes of managers and employees was associated with their respective countrys position on the Hofstedes cultural dimensions.(Mockaitis, 2005). Glinow, Huo and Lowe argued that despite numerous researches conducted on International Management styles, the studies have still failed to illustrate how ideal leadership or management style is affected by the specific cultural characteristics in different countries. They argued that although multinational firms should maintain some form of consistency in terms of management style, yet the management style used overseas (in different cultures) should be enfused with the local culture to maintain acceptability within the cultural context. Ralston, Holt, Terpstra and Cheng argued that economic ideology and national culture has a deep impact on individual work values of managers. Barney argues that organizational culture can be a source of sustained competitive advantage. He argued that some organizations have developed a culture which provides means to achieve competitive advantage. Schein argued that organizational culture has profound effects on its survival. He stated that an organization cannot survive if it cannot manage itself as an organized one through the use of deeply entrenched culture. He further argued that organizational culture brings in stability and thus it must be instilled into the new members. Schein argued in another paper that culture needs to be understood thoroughly and analyzed if an organization intends to take advantage of it in the field of organizational psychology. Denison and Mishra argued that there was a relationship between organizational culture and effectiveness. According to them organizational culture can be measured and can be related to critical organizational outcomes. Chatman and Jehn argued that the use of organizational culture to attain competitive advantage may not bear as much fruit as some scholars have argued it to be. They argued that there may be some constraints in the way to achieving this competitive advantage by using organizational culture. According to Sheridan (1992), organizational culture and employee retention are related. His study showed that the differences in employees cultural values and the organizational values resulted in significant cases where employees deliberately left their jobs indicating that cultural fit is imperative to job retention for the organizations. Gordan DiTomaso (1992) argued that a strong organizational culture is positively associated with better performance. Their research also concluded that a strong culture lends itself to a short-term performance hike. Organizational Sincerity Loyalty is directly related to corporate vision, mission and values. As the business world is multifaceted therefore approach should be chosen with great care to analyse the gap between promise and performance gap (Fassin Buelens, 2011). Managers role in encouraging employees, giving them feedback regarding their performance and guiding leading them towards right career is very important. When employees are motivated because of management support they deliver quality sevice. Except of that employees whose goals are compatible with those of organizations are more productive and enthusiastic (Paswan, Pelton and True). Ali and Kazemi (1993) argue that loyal employee are real assets of an organization because they are those who do not quit in rainy days and stand by the organization as they own the problems of organization. Furthermore they say that sincere employees are more productive and are punctual. In case of loyalty, in US skills are preferred on seniority and seniority is not as important promotion criterion as skills are. While in Japan seniority is most important to be qualified as leader. But in Taiwan connections with owners are also valued along with seniority as important criteria to be qualified as leader (Glinow,Huo Lowe,1999). In US mangers are considered more competent than employees therefore speaking skills are important criteria to be promoted as leader and leaders tend to be good speakers to communicate corporate vision. While Japanese believe in equality and homogeneity of human talent therefore subordinates input is considered very important. Taiwan is hybrid of both (Glinow et al, 1999). In US a leader needs to develop specialized skills to be promoted as leader while in Japan to be a leader one needs to possess broad-cope skills and experience. In Taiwan both, specialized skills and broad-scope skills with experience are important criteria to be an effective leader (Glinow et al, 1999). Chen and Tjosvold (2006) have argued that to strengthen the relationship between employees must tbe cooperative and not the competitive especially when mangers are from different countries. Work Performance There is a noteworthy impact of HRM practices that a company adopts on the wellbeing and positive performance of employees (Baptiste, 2007). Performance can be improved by employee participation and flexibility in job design. (Gershenfeld, 1988; Jaikumar, 1986). Managers should encourage employee participation and flexible structures to enhance the performance. Firms that are changing their traditional rigid organizational structure and bringing flexibility in work design are able to improve their performance and output quality (Baffour, 1999). Age and experience have non linear relationship with performance. Experience, rather than age, is a better predictor of performance ( Avolio, Waldman McDaniel, 1990) Blumberg and Pringle (1982) emphasized a model of work performance which says that performance is a result of ability motivation and opportunity. It is argued that health of organizations is directly influenced by health of employees, if employees are healthy they will perform better and organizations will grow and become healthy (Baptiste, 2008). Gillespie and Mann (2004) and Dirks and Ferrin (2002) have argued that trust is an important feature in the relationship that leaders have with their subordinates and that it is through this subordinate trust and respect for their leader, that subordinates are motivated to perform well. This view is supported by Bijlsma and Koopma (2003) who claim that trust is an important factor to organizational performance, because it facilitates discretionary effort to assist the organization. Standing (1997) argues that the critical areas of labor insecurity that should be considered as they effect work performance are those that relate to income insecurity (unsteady earnings or where earnings are contingency-based), working time insecurity (irregular hours at the discretion of the employer, and insufficient hours worked) and representation insecurity (where the employee has limited power to negotiate or participate). Design and physical properties of work place can have negative or positive effect on work performance of employees. A greater environment innovative work settings, a greater task performance in innovative work settings and a greater interaction with innovative work settings are associated with greater satisfaction and enhanced productivity (Ilozer, 2002) According to Armstrong (2000), performance management is a way of getting better results from the whole organization or individuals within it, by understanding and managing performance within an agreed framework of predetermined goals, standards and competence requirements. According to Walters (1995), performance management is about guiding and supporting employees to work as effectively and efficiently as possible according to the goals of the organization. A drug-free workplace helps to enhance output and performance and lowers the chance of injury. Many companies feel testing employees has helped to bring about lower costs, lower absenteeism, and lower medical costs (Bacon, 1989). CHAPTER 3: RESEARCH METHODS Method of Data Collection As our research study is descriptive and sources of information are primary, therefore we have used personal type of survey to collect the data. First of all data collection process was planned properly and then instrument was developed accordingly. After the development of instrument, pilot testing was done. Lastly actual data was collected and compiled. To collect the data through questionnaire we approached managers of different organization and used snow ball technique. Sampling Technique As the number of elements is unknown, we have used Non-probability sampling technique. To collect data in proper and convenient way, Convience sampling is used. The managers are easily accessible so it is most beneficial of all other sampling techniques. First of all the population was defined, and then sampling frame was determined. After determination of sampling frame, sampling technique was decided. Once the technique is decided, sample size was decided too. At last, the sampling process was executed. Sample Size The proposed number of respondents is two hundred and fifty (250). Instrument of Data Collection To study the effects of managerial characteristics and organizational culture on managers trade-off between organizational sincerity and work performance for employee production, a questionnaire is developed comprising of nine questions. First question is about the work practices of mangers and their individualistic approach towards the work and how they perceive and conceive it. This question is further divided in ten questions in order to become more specific. Second question, which is further subdivided into twenty questions, is about the organizational culture. The number of questions is higher as compare to previous one because culture is more descriptive and a lot of information is required to comprehend it. Third question is about gender. It will tell us that whether gender makes any difference in giving promotion either to an efficient or loyal employee. Question four is about the age. It will also help us to see whether attitudes and beliefs regarding loyalty and efficiency change with respect to age. Fifth and sixth questions are about employee experience with current organization and overall experience respectively. The seventh and eighth questions education and functional department is asked from respondents. It will enable us to comment whether perception of employee importance as education level and department change. Ninth and last question regarding name is optional because we are studying role of managers in promoting efficient or loyal employees impartially and irrespective of name, caste or color. In short the questionnaire was designed to collect about employees work practices, the culture of organization they work in and the managerial characteristics. Validity and Reliability test. The instrument used here is valid and reliable. Because it is specifically designed to collect data specifically required to study the effects of managerial characteristics and organizational culture on managers trade-off between organizational sincerity and work performance for employee promotion. To check the validity and reliability of instrument we did pilot testing and found the instrument valid and reliable in accordance with our study. Therefore data collected through this instrument is also valid and reliable and leads us to more useful and specific results. Research Model Developed Figure 3.1 Managerial Characteristic Organizational Sincerity Work Performance Organizational Culture Organizational management has to deal with different types of employees. Some are very hardworking and efficient while others are very loyal to the organizations. It is of great importance to an organization to understand the relationship between the organizational sincerity and work in order to grow, compete and even survive. Statistical Technique Correlation will be used for data analysis. We have used correlation because it is the statistical technique which enables us to understand and interpret the interdependence between organizational sincerity and work performance for employee performance. CHAPTER 4: RESULTS Table 4.1 Promotion criteria Managerial characteristics Organizational culture Organizational Sincerity Work Performance Age (Male) .055 (.404) -0.13 (.837) Age (Female) .226 (.418) -.170 (.546) Working Experience With Current Organization (Male) .058 (.376) .077 (.238) Working Experience With Current Organization (Female) .262 (.346) -.025 (.930) Overall Working Experience (Male) -0.19 (.768) .049 (.455) Overall Working Experience (Female) .269 (.333) -.239 (.390) Education Level (Male) -0.25 (.706) .117* (.073) Education Level (Female) .107 (.704) .314 (.254) Organizational Culture .395** (.000) .299** (.000) *, Correlation is significant at the 0.10 level (2-tailed). **. Correlation is significant at the 0.01 level (2-tailed). P value is written in parenthesis. All the Managerial characteristics except for Education Level of Male are insignificant as their P value > ÃŽÂ ±. A positive relation is shown between organizational culture, organizational sincerity, and work performance having P-value CHAPTER 5: CONCLUSION, DISCUSSIONS, IMPLICATIONS AND FUTURE RESEARCH Conclusion Data analysis shows that there is no relation between managerial characteristics and organizational sincerity for both the genders, male and female. But in case of managerial characteristics and work performance, a relationship is established between managers education level and work performance but only for male gender. For female gender no such relationship exists. Analysis also shows that organizational culture is positively related to organizational sincerity and work performance. That suggest that stronger the organizational culture, better the wok performance and sincerity. Discussions, Implications and Future Research Organizational culture, sincerity and work performance are very important and crucial towards the achievement of organizational goals. Therefore work performance has been studied in relation to job satisfaction and consistent relations are established. But few attempts are made to find out the impact of organizational culture on achievement of organizational goals which is dependent upon work performance which leads to greater output and organizational sincerity. As we have found out a positive relationship between organizational culture and sincerity and between that of organizational culture and work performance. We can say that organizations in order to improve performance and build stronger relationship with their employees should work on building stronger and compatible organizational culture. It will not only improve employees productivity but employee turnover will also reduce which will save the training costs et cetera ultimately. Except of that competencies and skills which are developed in employees over a period of time can also be retained and even competitive advantage can be achieved on basis of it. Even though we have studied very important relationships among managerial characteristics, organizational culture, organizational sincerity and work performance, a lot needs to be done in this newly identified direction. In this unexplored direction and field of study researchers can study many variables like impact of organizational culture on conflict of interest and can enhance the understanding further. References Ali J Abbas and Kazemi Al- Ali (2005), The Kuwaiti Manager: Work Values and Orientations Journal of Business Ethics , 60: 63-73 DOI 10.1007A10551-005-2626-6 Armstrong, M. (2000), Performance Management: Key Strategies and Practical Guidances, Kogan Page, London. Avolio J. Bruce, Waldman A. David and McDaniel A. Michael (1990),Age and work performance in non-managerial jobs the effects of experience and occupational type, Academy of Management Journal, Vol. 33, No 2, 407-422. Bacon, D. (1989), à ¢Ã¢â€š ¬Ã…“Businesss Role in War on Drugs, Nations Business, January, p.5. Baffour Gyan- George, (1999) The effects of employee participation and work design on firm performance: A managerial perspective, Management Research News, Vol. 22 Iss: 6, pp.1- 12 Baptiste Renee Nicole, (2008),Tightening the link between employee wellbeing at work and performance: a new dimension for HRM Volume: 46 Number: 2 pp: 284-309 Barney B. Jay (1986) , à ¢Ã¢â€š ¬Ã…“Organizational Culture: Can It Be a Source of Sustained Competitive Advantage?,The Academy of Management Review, Vol. 11, No. 3 , pp. 656-665 Becker E. Thomas, Billings S. Robert, Eveleth M. Daniel and Gilbert L. Nicole (1996),Foci and bases of employees commitment: implications for job performance. Academy of Management Journal, Vol. 39, No 2,464-482. Bijlsma, K. and Koopma, K. (2003), à ¢Ã¢â€š ¬Ã‹Å"à ¢Ã¢â€š ¬Ã‹Å"Introduction: trust within organizations, Personnel Review, Vol. 33 No. 5, pp. 600-4. Blumberg, M., Pringle, C. C. 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Harvard Business Review, 64(6). 1986; pp.69-76. Jaunch R Lawrence, Glueck F William and Osborn N Richard (1978),Organizational loyalty, professional commitment, and academic research productivity, Academy of management Journal ,Vol. 2,No 1,84-92 Kim Soonhe (2002), à ¢Ã¢â€š ¬Ã…“Participative management and job satisfaction: lessons for management leadership. Public Administration Review. Martin J. Harry and Shore McFarlane Lynn (1989),Job satisfaction and organizational commitment in relation to work performance and turnover intentions. Human Relations, Volume 42 pp. 625-658 Mockaitis I. Audra (2005). A Cross-Cultural Study of Leadership Attitudes in Three Baltic Sea Region Countries. International Journal of Leadership Studies, Vol. 1 Iss. 1, 2005, pp. 44-63 Ovadje Franca Muogboh S. Obinna, (2009),Exploring the motivation to stay and to perform among managers in Nigeria, International Journal of Business Research. Paswan K. Audhesh, Pelton E. Lou and True L. Sheb (2005),Perceived managerial sincerity, feedback-seeking orientation and motivation among front-line employees of a service organization, Journal of Services Marketing Volume 19  · Number 1, 3-12. Ralston A. David, Holt H. David, Robert H. Terpstra and Cheng Kai Yu (2007). The impact of national culture and economic ideology on managerial work values: a study of the United States, Russia, Japan, and China. Journal of International Business Studies, 1-19 Schein Edger H (1984). Coming to a new awareness of organizational culture. Slogan management Review. Vol 25, Issue: 2, Publisher: Samfundslitteratur, Pages: 3-16 Schein, Edgar H (1990). Organizational culture. American Psychologist, Vol 45(2), Feb 1990, 109-119. Sheridan E. John (1992). Organizational culture and employee retention. Academy of management journal 1992. Vol. 35, No. 5, 1036-1056. Smith D. Alan and Rupp T. William (2002),Communication and loyalty among knowledge workers: a resource of the firm theory view, Journal of Knowledge Management, Vol. 6,No. 3,pp250-261. Standing, G. (1997), à ¢Ã¢â€š ¬Ã‹Å"à ¢Ã¢â€š ¬Ã‹Å"Globalisation, labour flexibility and insecurity: the era of market regulation, European Journal of Industrial Relations, Vol. 3, pp. 7-37. Walters, M. (1995), Performance Management Handbook, Institute of Personnel and Development, London. Weick KE (1987), à ¢Ã¢â€š ¬Ã…“Organizational culture as a source of high-reliability, The California Management Review , volume 29, Issue: 2, Pages: 112-127. Variable of Organization Culture and Characteristics Variable of Organization Culture and Characteristics Purpose Literature has studied the variables of organization culture and managerial characteristics separately in various dimensions. This study investigates the effects of organizational culture and managerial characteristic on the tradeoff between organizational sincerity and work performance for promotion. Design/methodology/approach The data was collected using self-administered questionnaire, from managers of different departments. The final sample size was 250 managers. Findings The result showed that there is a positive relation between organizational culture, work performance, and organizational sincerity. A positive association also exists between managers education level and work performance given that the gender is male. Research limitations/implications Few limitations would be the shortage of time and resources. In future studies other managerial characteristics should also be examined. Practical implications In this era of immense competition, companies may ask themselves what to criteria to choose while promoting employees. Result shows that there is a positive relation between organizations culture, work performance, and organizational sincerity. Originality/value The most interesting and significant finding is that there is a positive relation between organizational culture, work performance, and organizational sincerity. Accordingly the stronger the culture of the organization the better work performers and sincere employees it has. Keywords Organizational culture, Managerial characteristics, Work Performance, Sincerity CHAPTER 1: INTRODUCTION Overview It has been argued that loyal and sincere employees are very important for success of organizations (Jaunch, Glueck, Osborn, 1978). It is said that coherent and carefully developed corporate values play an important role, in making employees, loyal to organizations (Smith Rupp, 2002). Work performance has been studied in different dimensions. Earlier the study of work performance was limited only to job satisfaction (Martin Shore, 1978). Ovadje, Obinna and Muogboh (2009) also studied the relation between job satisfaction and individual performance, according to their study the relationship between the two was high and consistent. Jaunch, Glueck and Osborn (1978) have argued that loyalty has no relationship with work efficiency. They used five point scales to measure organizational sincerity, commitment and productivity. Avolio, Waldman, and McDaniel (1990) studied the effect of age and experience on work performance and concluded that experience is a better predictor of performance than age. It is argued that health of organizations depends upon health of employees, if employees are healthy they will perform better and organizations will grow (Baptiste, 2008). Paswan,Pelton and True (2005) studied perception of managerial sincerity in context of motivation and job satisfaction, they concluded that loyalty of employees is very important in getting good feedback as they are employees are more interactive and motivated. The relationship between employees and organization depends upon how they perceive the organization (Martin Shore, 1989). Baffour (1999) also argues that organizations in which employees are part of decision making perform better than those with centralized decision making. Employees loyalty may lead to employees satisfaction and productivity or it may result in dissatisfaction and absenteeism (Becker, Billings, Eveleth Gilbert, 1996). Previously supervisory ratings and questionnaire have been used to measure organizational sincerity and work performance respectively (Jaunch et al, 1978). It is argued that participative management makes employees satisfied (Kim, 2002). Therefore loyalty and sincerity of employees to organization is considered as an important factor in promotions (Jaunch et al, 1978). It is also said that quality has relationship with satisfaction (Ilias, Rahman Razak, 2008). Barney (1986) argued that that firms which do not have the required cultures cannot sustain optimal financial performance because their respective cultures are neither rare nor difficult to imitate. Weick (1987) also argued that organizations whose cultures value reliability more than efficiency often face unique problems in learning and understanding, which could affect the performance of the organization. It is argued that top management involvement is very essential to handle strategic change efficiently and effectively (Boecker, 1997). Gupta and Govindarajan (1984) also argued that tolerance of mangers contribute positively make business unit more efficient Although work performance is studied by different researchers in different dimensions, but no one has tried to link organizational sincerity to work performance. This study aims to identify the interrelation of work performance and organizational sincerity. Today in the world of immense competition both traits of sincerity and hard working in an employee is hard to find. Through this study we want to find whether a manager will prefer an employee who is hard worker or an employee who is sincere towards his organization. Problem Statement To study the effects of managerial characteristics and organizational culture on managers trade-off between organizational sincerity and work performance for employee promotion. Proposed Research Hypotheses H1: There is a relationship between managerial characteristics and promotion criterion due to organizational sincerity. H2: There is a relationship between managerial characteristics and promotion criterion due to work performance. H3: There is a relationship between organizational culture and promotion criterion due to organizational sincerity. H4 : There is a relationship between organizational culture and promotion criterion due to work performance. H5: There is a relationship between managers education and work performance due to male gender. H6: There is a relationship between managers education and work performance due to female gender. Outline of the Study Chapter one includes the an overview of variables, problem statement that shows the possible relationship between managerial characteristics, work performance and impact of both on promotion criterion and six proposed research hypotheses with a brief outline of the study. Chapter two includes the literature review. In this chapter organizational culture, organizational sincerity and work performance are explained. Chapter three is comprised of method of data collection which is personal survey, sampling technique which is non-probability convenient sampling ,size which is two hundred and fifty, instrument of data collection, research model developed which supports the problem statement and statistical technique which is correlation. Chapter four includes the results which show the relationships between variables. Lastly Chapter five includes conclusion, discussions, implications and possible future researches. CHAPTER 2: LITERATURE REVIEW The labor markets are becoming competitive day by day and it is very rare to find an employee that performs efficiently and whose goals are compatible with those of organizations. Therefore, most of times managers have to choose between a loyal employee and an efficient employee. Several factors influence this phenomenon. Culture It has been argued that there are considerable differences in the attitudes of managers as well as employees in the geographically and historically similar countries. These differences have been found across such variables as control, supervision, commitment, and decision type and leadership style. It was further revealed that these differences in the attitudes of managers and employees was associated with their respective countrys position on the Hofstedes cultural dimensions.(Mockaitis, 2005). Glinow, Huo and Lowe argued that despite numerous researches conducted on International Management styles, the studies have still failed to illustrate how ideal leadership or management style is affected by the specific cultural characteristics in different countries. They argued that although multinational firms should maintain some form of consistency in terms of management style, yet the management style used overseas (in different cultures) should be enfused with the local culture to maintain acceptability within the cultural context. Ralston, Holt, Terpstra and Cheng argued that economic ideology and national culture has a deep impact on individual work values of managers. Barney argues that organizational culture can be a source of sustained competitive advantage. He argued that some organizations have developed a culture which provides means to achieve competitive advantage. Schein argued that organizational culture has profound effects on its survival. He stated that an organization cannot survive if it cannot manage itself as an organized one through the use of deeply entrenched culture. He further argued that organizational culture brings in stability and thus it must be instilled into the new members. Schein argued in another paper that culture needs to be understood thoroughly and analyzed if an organization intends to take advantage of it in the field of organizational psychology. Denison and Mishra argued that there was a relationship between organizational culture and effectiveness. According to them organizational culture can be measured and can be related to critical organizational outcomes. Chatman and Jehn argued that the use of organizational culture to attain competitive advantage may not bear as much fruit as some scholars have argued it to be. They argued that there may be some constraints in the way to achieving this competitive advantage by using organizational culture. According to Sheridan (1992), organizational culture and employee retention are related. His study showed that the differences in employees cultural values and the organizational values resulted in significant cases where employees deliberately left their jobs indicating that cultural fit is imperative to job retention for the organizations. Gordan DiTomaso (1992) argued that a strong organizational culture is positively associated with better performance. Their research also concluded that a strong culture lends itself to a short-term performance hike. Organizational Sincerity Loyalty is directly related to corporate vision, mission and values. As the business world is multifaceted therefore approach should be chosen with great care to analyse the gap between promise and performance gap (Fassin Buelens, 2011). Managers role in encouraging employees, giving them feedback regarding their performance and guiding leading them towards right career is very important. When employees are motivated because of management support they deliver quality sevice. Except of that employees whose goals are compatible with those of organizations are more productive and enthusiastic (Paswan, Pelton and True). Ali and Kazemi (1993) argue that loyal employee are real assets of an organization because they are those who do not quit in rainy days and stand by the organization as they own the problems of organization. Furthermore they say that sincere employees are more productive and are punctual. In case of loyalty, in US skills are preferred on seniority and seniority is not as important promotion criterion as skills are. While in Japan seniority is most important to be qualified as leader. But in Taiwan connections with owners are also valued along with seniority as important criteria to be qualified as leader (Glinow,Huo Lowe,1999). In US mangers are considered more competent than employees therefore speaking skills are important criteria to be promoted as leader and leaders tend to be good speakers to communicate corporate vision. While Japanese believe in equality and homogeneity of human talent therefore subordinates input is considered very important. Taiwan is hybrid of both (Glinow et al, 1999). In US a leader needs to develop specialized skills to be promoted as leader while in Japan to be a leader one needs to possess broad-cope skills and experience. In Taiwan both, specialized skills and broad-scope skills with experience are important criteria to be an effective leader (Glinow et al, 1999). Chen and Tjosvold (2006) have argued that to strengthen the relationship between employees must tbe cooperative and not the competitive especially when mangers are from different countries. Work Performance There is a noteworthy impact of HRM practices that a company adopts on the wellbeing and positive performance of employees (Baptiste, 2007). Performance can be improved by employee participation and flexibility in job design. (Gershenfeld, 1988; Jaikumar, 1986). Managers should encourage employee participation and flexible structures to enhance the performance. Firms that are changing their traditional rigid organizational structure and bringing flexibility in work design are able to improve their performance and output quality (Baffour, 1999). Age and experience have non linear relationship with performance. Experience, rather than age, is a better predictor of performance ( Avolio, Waldman McDaniel, 1990) Blumberg and Pringle (1982) emphasized a model of work performance which says that performance is a result of ability motivation and opportunity. It is argued that health of organizations is directly influenced by health of employees, if employees are healthy they will perform better and organizations will grow and become healthy (Baptiste, 2008). Gillespie and Mann (2004) and Dirks and Ferrin (2002) have argued that trust is an important feature in the relationship that leaders have with their subordinates and that it is through this subordinate trust and respect for their leader, that subordinates are motivated to perform well. This view is supported by Bijlsma and Koopma (2003) who claim that trust is an important factor to organizational performance, because it facilitates discretionary effort to assist the organization. Standing (1997) argues that the critical areas of labor insecurity that should be considered as they effect work performance are those that relate to income insecurity (unsteady earnings or where earnings are contingency-based), working time insecurity (irregular hours at the discretion of the employer, and insufficient hours worked) and representation insecurity (where the employee has limited power to negotiate or participate). Design and physical properties of work place can have negative or positive effect on work performance of employees. A greater environment innovative work settings, a greater task performance in innovative work settings and a greater interaction with innovative work settings are associated with greater satisfaction and enhanced productivity (Ilozer, 2002) According to Armstrong (2000), performance management is a way of getting better results from the whole organization or individuals within it, by understanding and managing performance within an agreed framework of predetermined goals, standards and competence requirements. According to Walters (1995), performance management is about guiding and supporting employees to work as effectively and efficiently as possible according to the goals of the organization. A drug-free workplace helps to enhance output and performance and lowers the chance of injury. Many companies feel testing employees has helped to bring about lower costs, lower absenteeism, and lower medical costs (Bacon, 1989). CHAPTER 3: RESEARCH METHODS Method of Data Collection As our research study is descriptive and sources of information are primary, therefore we have used personal type of survey to collect the data. First of all data collection process was planned properly and then instrument was developed accordingly. After the development of instrument, pilot testing was done. Lastly actual data was collected and compiled. To collect the data through questionnaire we approached managers of different organization and used snow ball technique. Sampling Technique As the number of elements is unknown, we have used Non-probability sampling technique. To collect data in proper and convenient way, Convience sampling is used. The managers are easily accessible so it is most beneficial of all other sampling techniques. First of all the population was defined, and then sampling frame was determined. After determination of sampling frame, sampling technique was decided. Once the technique is decided, sample size was decided too. At last, the sampling process was executed. Sample Size The proposed number of respondents is two hundred and fifty (250). Instrument of Data Collection To study the effects of managerial characteristics and organizational culture on managers trade-off between organizational sincerity and work performance for employee production, a questionnaire is developed comprising of nine questions. First question is about the work practices of mangers and their individualistic approach towards the work and how they perceive and conceive it. This question is further divided in ten questions in order to become more specific. Second question, which is further subdivided into twenty questions, is about the organizational culture. The number of questions is higher as compare to previous one because culture is more descriptive and a lot of information is required to comprehend it. Third question is about gender. It will tell us that whether gender makes any difference in giving promotion either to an efficient or loyal employee. Question four is about the age. It will also help us to see whether attitudes and beliefs regarding loyalty and efficiency change with respect to age. Fifth and sixth questions are about employee experience with current organization and overall experience respectively. The seventh and eighth questions education and functional department is asked from respondents. It will enable us to comment whether perception of employee importance as education level and department change. Ninth and last question regarding name is optional because we are studying role of managers in promoting efficient or loyal employees impartially and irrespective of name, caste or color. In short the questionnaire was designed to collect about employees work practices, the culture of organization they work in and the managerial characteristics. Validity and Reliability test. The instrument used here is valid and reliable. Because it is specifically designed to collect data specifically required to study the effects of managerial characteristics and organizational culture on managers trade-off between organizational sincerity and work performance for employee promotion. To check the validity and reliability of instrument we did pilot testing and found the instrument valid and reliable in accordance with our study. Therefore data collected through this instrument is also valid and reliable and leads us to more useful and specific results. Research Model Developed Figure 3.1 Managerial Characteristic Organizational Sincerity Work Performance Organizational Culture Organizational management has to deal with different types of employees. Some are very hardworking and efficient while others are very loyal to the organizations. It is of great importance to an organization to understand the relationship between the organizational sincerity and work in order to grow, compete and even survive. Statistical Technique Correlation will be used for data analysis. We have used correlation because it is the statistical technique which enables us to understand and interpret the interdependence between organizational sincerity and work performance for employee performance. CHAPTER 4: RESULTS Table 4.1 Promotion criteria Managerial characteristics Organizational culture Organizational Sincerity Work Performance Age (Male) .055 (.404) -0.13 (.837) Age (Female) .226 (.418) -.170 (.546) Working Experience With Current Organization (Male) .058 (.376) .077 (.238) Working Experience With Current Organization (Female) .262 (.346) -.025 (.930) Overall Working Experience (Male) -0.19 (.768) .049 (.455) Overall Working Experience (Female) .269 (.333) -.239 (.390) Education Level (Male) -0.25 (.706) .117* (.073) Education Level (Female) .107 (.704) .314 (.254) Organizational Culture .395** (.000) .299** (.000) *, Correlation is significant at the 0.10 level (2-tailed). **. Correlation is significant at the 0.01 level (2-tailed). P value is written in parenthesis. All the Managerial characteristics except for Education Level of Male are insignificant as their P value > ÃŽÂ ±. A positive relation is shown between organizational culture, organizational sincerity, and work performance having P-value CHAPTER 5: CONCLUSION, DISCUSSIONS, IMPLICATIONS AND FUTURE RESEARCH Conclusion Data analysis shows that there is no relation between managerial characteristics and organizational sincerity for both the genders, male and female. But in case of managerial characteristics and work performance, a relationship is established between managers education level and work performance but only for male gender. For female gender no such relationship exists. Analysis also shows that organizational culture is positively related to organizational sincerity and work performance. That suggest that stronger the organizational culture, better the wok performance and sincerity. Discussions, Implications and Future Research Organizational culture, sincerity and work performance are very important and crucial towards the achievement of organizational goals. Therefore work performance has been studied in relation to job satisfaction and consistent relations are established. But few attempts are made to find out the impact of organizational culture on achievement of organizational goals which is dependent upon work performance which leads to greater output and organizational sincerity. As we have found out a positive relationship between organizational culture and sincerity and between that of organizational culture and work performance. We can say that organizations in order to improve performance and build stronger relationship with their employees should work on building stronger and compatible organizational culture. It will not only improve employees productivity but employee turnover will also reduce which will save the training costs et cetera ultimately. Except of that competencies and skills which are developed in employees over a period of time can also be retained and even competitive advantage can be achieved on basis of it. 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Effect of Violent Television on Young People and Children

Effect of Violent Television on Young People and Children Violent Television Affect Children and Adolescent’s Behaviors INTRODUCTION According to Sujala S.Nair and P.E Thomas (2012)†Violent can be defined as something which is intended to hurt or kill or it can be just physical or emotional force and energy.†Television program has a big influence in our life. The violent act in the television program can be a powerful influence in the children and adolescent’s behavior. This is because children unable to distinguish violent act in television program is harmful for them. This may seriously cause the development of their childhood. Unfortunately, nowadays much of television program is include violent act. According to many studies report, violent cartoon television program will make children who under the age of 7 may imitate cartoon violence because they may not be able to tell the difference between fantasy and reality. As of 1990, the average of American child aged 2 to 5 years was watching television over 27 hours per week. This may cause the children watching the violent television program will influence them. This might not be bad if the children understood what they are watching. However, mostly children are unable to distinguish fact from fantasy in all the television program. In the minds of children thinks that television is a source of entirely factual information regarding how the world works. When they get older, they may know better. But the earliest and deepest impressions were put down when the child were saw the television as a factual sources of information about a world outside their homes where violence is a daily commonplace and the commission of violence is gener ally powerful, exciting, charismatic, and efficacious. Serious violent is mostly erupt at the moments of severe stress and it is precisely at such moment that adolescents and adults are most likely to their earliest, most visceral sense of what violent is and what its role is in society. Most of this sense will have come from television. Another background for children with aggressive behavior are beginning in the mid-1960s, psychologist Leonard Eron and colleagues followed a group of children they are eight years old then observing their behavior. The study, one of the most extensive ever done, would span three decades and uncover some of the strongest evidence that too much TV can harm children. Not only was there is a relationship between watching violent television program were more likely to be the ones identified by teachers and friends as a aggressive kids in school. When revisited at ages 18, researchers again found that the aggressive behavior is related to the early television viewing habits of the children. Finally, the 30 years old adults are related between aggressive behavior and TV viewing habits again observed. Actually, researchers reported proof that tied television viewing habits developed early in life to arrests for violent crimes. Be just like violence act have been seen on TV contributes to agg ression. Equivalent, non violent television program are containing messages of tolerance and cooperation can inspire pro-social. In addition, another one is about the person who studied the influence of television program by observing by 100 children. The children were separate into three groups. One was shown Batman and Superman cartoons then the second group is shown Mister Rogers’ Neighborhood. Then the last group are shown neutral program with neither violent or pro-social messages. Once again show that the relationship between violent act in TV program and aggressive behavior was apparent.The result show that the children exposed to the Batman and Superman cartoons were more likely to get into fights, play roughly, and break toys. On the other hand, children who watching Mr. Rogers’ Neighborhood tended toward positive behaviors and dislike classmates who watched the superhero cartoons. Furthermore, they were more likely to show sensitivity, offer help to teachers. play cooperatively and express concern about other children’s feelings. The problem is because of the acceleration rate of cases in violent TV influence children and adolescent’s behaviors such as violent crime. Television violence has the greatest potential for both short-term and long-term effect upon children. In light of all the situations where children are affected negatively by viewing violence, there is a need for a study of the effects of television violence on children. The effect of violent television program on children and adolescent’s behaviors is poorly understood. The objective of this research is to collect data for analysis and interpret the result that can know more in detail about the effect of violent act in television program on children and adolescent’s behaviors. Research Question 1. Do you think that violence act on television show will make children act violently  after watching it? Yes ( ) No ( ) 2. Do you think children can be protected against violence on TV? Yes ( ) No ( ) 3. Do you think that school violence is influenced by the television program? Yes ( ) No ( ) 4. Do you think restrict children watching TV can reduce children influence by violent television program? Yes ( ) No ( ) 5. Do you think violent on television is a problem? Yes ( ) No ( ) Literature Review Nowadays, television has become as a indispensable device in our daily life. Almost everyone has at least one set of television at home. Television has a big influence in our life especially for children. Violent act in the television program can be a powerful influence in the children and adolescent’s behavior. This is because children unable to distinguish violent act in television program is harmful for them. This may seriously cause the development of their childhood. Bandura (1965) claimed that children can learn new behavior in one or two ways. They would learn it by direct experiences through trial and error or by observing and imitating others social environment. Children who are emotional, behavioral, learning or impulse control problems may be more easily influence by violence television. Children watching violent television program can make them more aggressive. Furthermore, children also may leave fearful or make them less sensitive to real violence and its consequences after watching violent television program. The three potential harmful effects of expose to television violence are the learning of attitudes and behavior, desensitization are because of all the exposure to television violent. Therefore, children become desensitized to violence and perhaps a tendency develops on violence in their own lives to solve problems According to many studies report, violent cartoon television program will make children who under the age of 7 may imitate cartoon violence because they may not be able to tell the difference between fantasy and reality. Cartoon violence meant for a youthful audience as opposed to animated films for adults such as Heavy Metal are tend to involve minor acts of violence. Although many violent cartoon meant for youthful consumption contain comedic elements but some of the cartoons just portray the violence. Presence or absence of comedy during violence is important consideration when evaluating the effects if viewing cartoons on children or youth. Watching violent cartoon or any violent television program are affects children’s attitudes towards violence. If children watching too much of violent television program may affect the ways a person thinks and behaves later in life, even as an adolescent and adult. The effects may be long-lasting. Children who watching violence movies or any violence TV program at young age are more easily to become aggressiveness and criminal behavior at later years. According to a longitudinal study (Huesmann, 1986) have the a same sample of chidren were tested over a 22 year period. The researchers measured the television viewing habits and aggressive behavior at three different stage of age in time which is when the participants were 8, 19 and 30 years of age. The research are show the relationship between exposure to TV violence at age 8 and self-reported aggression at age 30. Therefore, children watching violent television program on the early childhood were significant predictor of the seriousness of criminal acts performed at about age 30. In conclusion, early childhood television habits are correlated positively with adult criminally independent of other likely causal factors. Methodology The focus of this preliminary of this research was primarily on analysis about the violence television program affect on children, adolescent and even adult. A detailed questionnaire was developed aimed at determining the effect of violence act in television program on children. Five question are used to determine predictor or impact variables. These are show in page ( ) . The first three questions asked about the children after watching violence television program can make them change to violence behavior even at older age and children can be protected against violent on TV or not. Moreover, the fourth question are asked about the restrict children watching violent TV program are the best choice to reduce cases of children, adolescent’s violence behavior. The fifth questions are asked about the thinking question as the violent on television program are the problem to children. The questionnaire are used the methods is internet surveys. While these methods is clearly the most cost effective and fastest methods of distributing a survey. References: Steven J.Kirsh( 2005). Cartoon violence and aggression in youth. Retrieved from: http://www.geneseo.edu/~kirsh/vita/AVB360.pdf Sujala S.Nair and P.E Thomas( 2012). A Thematic study on the cause and effects of Television Violence on Children. Retrieved from: http://www.ipedr.com/vol31/035-ICSSH%202012-S10050.pdf Slotsve, del Carmen, Sarver,and Watkins (2008) .Television Violence and Aggression. Retrieved from: http://swacj.org/swjcj/archives/5.1/4%20Slotsve.pdf