HR †Selection Process Essay

Today, the human resource plectrum process plays a vital berth in the production and performance value business arrive by making unassailable hires and the high costs of replacing employees following bad hires. This is especi eithery consecutive for small business. Now the human resource department takes on a more strategic role with hiring and weft. What is selection? Selection is the process of selecting a qualified person who can boffoly do a job and deliver valuable contributions to the organization.The selection process is the strategically planned procedural approach created and use by organizations when recruiting and hiring modern employees. This begins when jobs argon posted internally and externally however in some cases recruiting tools are used to draw top-qualified candidates for classical jobs. Screening tools, such as applications, tests, interviews, background investigations and reference checks are all used during this process. star area of the selection pr ocess that is significant and sometimes under-valued is the development of screening tools. The name and address of selection is to employ the applicant who is the best possible match for the job duties which makes using the correct selection tools and developing them effectively crucial.Thorough job analysis assists HR professionals better align selection tools with the job. In addition to locating the best hire, cost efficiency and legal concerns are two main reasons wherefore the HR selection process is so important. When companies make a bad hire, they pay to train and cut a person who ultimately may cause more harm than good if he performs mischievously and negatively affects the work drive. The costs to replace a bad hire are astronomical in many an(prenominal) industries.A Society Human Resource Management study showed that even an $8 an hour retail employee can cost up to $3,500 to replace because of the hiring, administrative and training costs involved.When hiring an employee it is important to find the right person because this will reduce turnover rates and save time and money in the huge run. Many employers seek skills and characteristics in the applicant before they qualify for an interview. Some of these include Self motivate individuals High tolerance for stress Positive side Good communication skills Ability to work as an individual and in a group Good problem solving skillsThese skills and characteristics are highly important because working in a call cracker is extremely stressful and routine. In addition, you are on the frontline representing the company yet you are unable to see the customer. You must keep a positive attitude and for that reason, your presentation over the mobilize is vital.Since the job is base on communication through the phone, a good recruitment practice in the call center would include pre-screening telephone interviews to test out the applicants phone skills.Once a group of applicants are selected, they ar e scheduled for an interview with two call center managers or supervisors and Raj, the Human Resource Recruiter. During the first interview process, they are asked about their interests and career goals to get a general idea if they are fit for the job. During the second interview, questions are more in-depth regarding experience, what they can contribute to the company, and their skills. The thirdly and final interview tests their problem-solving skills by giving them scenario questions regarding their job and their ability to share the same corporate gardening with other ply members.In addition, a lot of call centers also use behavioural based tests and interviews that match skills and interests to the unique mix of products and services provided by the company.Another effective selection and recruitment method they use is the Employee Referral Program. The Employee Referral program offers a costeffective means of attracting applicants, avoiding the need for advertising or ag ency fees. Also, new recruits who countenance been recommended by existing employees often come to the company with more realistic expectations and can provide a better cultural fit. At Bodog.com, under an employee referral program, existing staff are offered a cash inducement ($1000) to recommend friends or former colleagues for vacancies within the company. The bonus payments areonly made if the recommended candidate is successful in his or her application.The payments are also typically dependent on a number of other conditions being met. There is a three month probation period which new recruits must complete satisfactorily before the employees who recommended them are paid a bonus. However, there are a number of potential drawbacks. One of the greatest concerns tends to be that relying too heavily on employee referrals could limit diversity in the workplace, with new staff recruited in the likeness of existing employees. But, provided that there is already a diverse workforce in place this ceases to be such an issue.It is a good idea to keep track your hiring methods to see if they are real working in hiring the right person. If methods start to become ineffective, you can test out some new recruiting methods that may work for your call center.

Bacterial Transformation Using pGLO Involving X and Y Genes

Genetic transformation is due to a shoot cause in the change by genes, due to the cell in taking and expressing traits from a break in piece of DNA. Naturally proficient bacterium are able to absorb exogenous DNA and go through genetic transformation. (Chen & Dubnau, 2004) The purpose of this audition was to discover how a gene could be moved from wholeness organism to a different organism with the help of plasmid. The cells that are capable of acquiring these traits from the other organism are known as being competent.Weedman, 2013). In this particular experiment we willing genetically transform the bacteria E. coli by inserting a gene through heat shock, this gene codes for Green Fluorescent Protein, similarly known at GFP. The GFP gene originally comes from a Jellyfish and under an ultraviolet light the bacteria that acquired the gene with glow a brilliant fluorescent green color. (Portman et al. 2013). If the cells nutrient medium has the sugar arabinose added to it thus GFP can be turned on. (Weedman, 2013). To determine if our hypothesis was correct, we used quaternion differently prepared scales.The four plates each contained a different combination of the following arabinose, ampicillin, LB nutrient broth, and pGLO plasmid. The combinations were +pGLO LB/amp, +pGLO LB/amp/ara, -pGLO LB/amp, and -pGLO LB. Our hypothesis was the plates with pGLO will have issue because they are resistant to the antibiotics involved, the plate with ampicillin and without pGLO will show no increment due to the fact that the antibiotic compromises the bacteria, and the plates that will grow will be the whizs containing pGLO since they obtain the trait for glowing.Materials and Methods All methods were obtained from (Weedman, 2013) Before beginning the experiment obtain latex gloves, ii microcentrifuge tube-shaped structures, a beaker filled with glassful, a micropipetter, micropipetter tips, transformation solution containing calcium chloride, sterile loops , pGLO, E. coli, and four plates containing different substances. To begin evaluate the devil microcentrifuge tubes +pGLO and pGLO. Then proceed to obtain 250ul of transformation solution and put it in each wizard of the tubes using a different miropipetter tip each time, this solution will help enhance the permeableness of the cell membranes.Then use a sterile loop to acquire single colony of E. coli to add to the tube labeled +pGLO add this by farting the sterile loop until the pGLO is off. Then repeat the last clapperclaw for the -pGLO tube using a new sterile loop. Next add pGLO to the tube labeled +pGLO, to do this take a new sterile loop and inserted it into a vile containing the plasmid pGLO. Then twist the loop into the tube labeled +pGLO, therefore place both tubes into the beaker filled with ice for approximately 10 proceeding. While the tubes are on ice grab the four LB (Luria Bertani broth) nutrient agar plates.Each plate should be labeled either +pGLO or GLO yo u should nave 1 LB/amp/ara plate (+pGLO), 1 LB plate (-pGLO 2 LB/amp plates (+pGLO)(-pGLO). After 10 minutes in the ice bath place the tubes in a floating rack and put them in a 420C pissing bath for exactly 50 seconds, giving them a heat shock. Immediately place both tubes backside in the ice after the water bath for approximately 2 minutes. Once 2 minutes is up remove the tubes from the ice and put them in the rack at room temperature. Using a new tip each time, add 250ul of nutrient broth to both tubes. Then close the tubes and let them sit at room temperature for 10 minutes.After 10 minutes flick both tubes with your fingers to ix the contents, then using a fresh tip each time add 100ul of the transformation solution (+pGLO) and the deem (-pGLO) to their appropriately labeled plates. Using a new sterile loop each time turn out the contents around in each dish. Then tape the plates together and placed them upside-down in an incubator set at 370 C for 24 hours. Results This ex periment shows how a gene can be transferred from one organism to a different organism through the help of plasmid. Traits are exchanged from one DNA stand toa different one in the bacteria E. coli.Two of the plates were a control group, hich meant there was no growth after the plates were taken out of the incubator. These two control plates were the ones containing -pGLO LB/amp and -pGLO LB. The transformation plates were the two plates containing +pGLO LB/amp and +pGLO LB/ amp/ara. These two plates showed a substantial growth in bacteria after being taken out of the incubator, one plate showing a considerably larger growth than the other and they both glowed under UV light due to the pGLO. The plate that obtained the arabinose had the largest amount of growth over the 24-hour period. http//mol-bi014masters. masters. grkraJ. g/html/Genetic_Engineering4A- Transformation-Bacterial Cells. htm http//faculty. clintoncc. suny. edu/faculty/michael. gregory/files/bio%20101 bio %20101 %201 aboratory/bacterial%20transformation/results. htm Discussion Our hypothesis was the plates with pGLO will have growth because they are glowing. Our results supported our hypothesis, the plates that showed growth were the plates containing +pGLO LB/amp and +pGLO LB/amp/ara. Where as the other two plates showed no growth at all, which matched our hypothesis. Michael Gregory did a previous experiment he came to the same conclusion that our experiments results oncluded.His experiment was identical to ours, involving the same materials and procedure. The same plates showed growth in his experiment as ours, as well as the plates that didnt show growth were the same. (Gregory, 2004). The only weakness that I could think of that would have a major force on the results would be not using sterile equipment and causing cross contamination. Our experiments did not have any problems arise that would affect the results we obtained.

Crazy Eddie Essay

1) Red flags were the increase on short-term investment receiv adequates why would an negatronic community have short-term investments in the first aspire. increase of prepaid entry in 1987 should be alarm nearly double from 1986. The participation gross proceeds margin was stable of around 13%-16% aver eon there was no essential to increase enumeration prepaid. Also lack of accounts payable and account receivable was a sign every retail go with should have bad debt expense or totallyowance for doubtful accounts as customers may commit histrion to purchase products. The parentagetaking age of went from 80 in 1986 to 111 in 1987 yet cost of goods sold earlier consisted of strain was average from 1984 to 19872) Several audit procedures could have been performed to attest groundless Eddie wrong doing A) The falsifying chronicle count woodworking plane would be detected if the auditors randomly performed inventory count and compare it to the Crazy Eddie sheet and consul ted with inventory experts of how companies abide deceive auditors. B) Bogus email could been investigated by requesting back backup man documentation to support the memos and also if this was menti integritydduring executive meetings by reviewing the executive board minutes. Also by contacting the v curioor and reconciling their receivables to payables of Crazy Eddie. C) Transhipping barters would have been by reviewing account receivable process from start to finish. Review payment of the sale invoices and checking shipping department log of when transshipment was done and of course contact the buyer to authenticate the sale to place. D) allegiance of inventory is to also audit their inventory and compare it to Crazy Eddie log and review of the contract in the midst of both parties how they operate the consignment agreement3) As auditors they analyze the industry they are in and redden compare fiscal records of other companies in the same industry for regularities and irreg ularities. During the 80s it was evident that the electronic industry was declining and ever changing leaving certain products to being obsolete. Transhipping made it difficult, as they were able and beg off the reasoning for buying large number of products however auditors should be able to communicate with supervisors of the life ledge of products and be able to produce aging schedule for each product they sell.4) Lowballing in the audit setting is to charge a client cheap in order to offer other services at fair or premium costs. Other services perform by the same fast of the self-sufficing client does violate its independence as the firm footprint with the federation gets bigger and creates conflict of engage as some can be audits of services they provided to the company violating external independence and objectively 5) extremity of the audit team if a third of the sample size I requested cannot be distinguish I would suspicious and question if the sale even took place. Also means that I will need to select more sales with that time period to see if more exceptions appear. Also I would perplex their sales process and witness the process for deficiencies and evaluate other ways to detect red flags for eccentric selecting sales from shipping department or warehouse department for possible red flags as well.6) I believe its common for audit members to join clients team as management already know the time value he brings and since Sarbanes Oxley and PCAOB does not prohibit the practice will continue on. That someone is familiar with theiraccount brass therefore he will be more efficient that bringing a someone impudently also the relationship with audit firm can be strengthen and less problematic having that person as an liaison during the audit period. The cons are the negative light and question the independence of the audit firm. The person may have extensive knowledge how to deceive and commit unethical transactions without his former emp loyer knowing.FactsEddie was innate(p) in 1947 into a large death Syrian family. and dropped out of high school at the age of 16 years old and peddled television in Brooklyn neighborhood. By 1969 Antar and one of his cousins have funds to hold consumer electronic store called Crazy Eddie. Crazy Eddie was nickname given to Antar through his behavior towards customers, vendors, and subordinates. For example Antar would stuff the exit door even locking door until the individual agreed to buy something anything Antar distinctive mark was the inability to trust anyone outside his big family circle and mostly relatives hold company positions in all capacity.Crazy Eddie was know for marketing advertising antics in 1972 Antar hired radio personality know as Dr. Jerry as Crazy Eddies advertising spokesman. Discounting policy was the theme to the campaigns promising to refund the difference of the interchange price and lower retail price with the 30 days of purchase.In the early 1980s e lectron industry exploded lead to increasing growth to Crazy Eddie by 1987 the company product sales were the pastimeAntar encourage to upsell the customer and to purchase extended warranty as the electronic was already check by the manufacturer lead to high profit margin Crazy Eddie would purchase large number of quantity and avoid large concessions expenses that allowed him transhipper commonly known as secondary provider to smaller stores in the New York City area .In1983 Crazy Eddie decided to go public to raise capital for involution thowas delayed over year for the IPO as underwriter discovered several discrepancies of the company financial records and relatives role in the business key example his wife and mother received 6 figure salaries for little or no work. Recommended Antar to hire CFO with public company experience and hired his cousin Sam Antar as his CFO. The sale of transmission line was tremendous success and with the permission of the SEC issued 200,000 mor e stock. One way to sway financial analyst for positive reviews was to invite them to his store and show his salesman skills to close sales . One analyst wrote Crazy is a self disciplined competently organized firm with a sophisticated management and a well trained, dedicated staff Based on the 1984-1987 financial statement and rave financial reviews investors from the IPO realized 1,000 percent increaseIn 1986 Antar resigned from the company but remained chairperson member but after a few weeks he completely withdrew from the company. By 1987 the end of the electronic bubble, increased local competition, diminished supplier leverage, and family issues most notably bitter divorce as a result family members picking sides were the indication of the Crazy Eddie downfall. Mismanagement of the company and poor financial reports plummeted the stock as regulatory officials started investigating. November 1987 the company was taken over by two individuals while performing delinquent dilige nce they uncovered 65 million inventory storageExtensive investigating SEC aver Antar was worried about company stock and ordered staff commit dupery by hyperbolize/understate balance sheet items like overstate receivable by 2 million the following yellow understating payables by 9 million dollars. Overstated inventory with non-existent productsPrepare bogus memos reports and entered in company accounting records Included consignment & goods to manufacturer as revenueOverstating transshipping inventory transactionsUnderstating COSGSPeat Marwick was the Crazy Eddie accounting firm but the underwriterssuggested to hire bigger recognizable firm and comply to hire Main Hurdman that merge with Marwick was the independent auditor for modest lowball fee while offering over non-auditing services to discharge up the difference. Hurdman charged Crazy Eddie 85 thousand for auditing service while charging millions to do their computer inventory systems. Questioning Hurdman independence and objectively as Crazy Eddie accountant were former Hurdman staff. Hurdman defense was Antar would properly stock year end inventory to hide any shortages and systematically conceal documentations of shortages and to junk their computer operated inventory system and return to manual system making difficult to determine actual ending inventory at time period the entire accounting department participating in the collusion to fix off auditors.In 1989 Crazy Eddie lost line of credit and filed for Chapter 11 bankruptcy Antar was arrested with 17 counts of financial fraud in 1993 and publicly admitted to defrauding investors by manipulating accounting records in May of 1996. Lawsuit was settled in 1993 in the amount of 42 million to various defendants including Peat MarwickAnalysisCrazy Eddie problems started with the idea to increase its puff the heavily tied family business and decided to take the company public than have venture capitalistic provide the capital instead. We can see why it went public electronic started becoming the norm and usable income complimented the fast growing industry. Crazy Eddie had the advantage similar to Wal-Mart being able to purchase large quantities at a low rate and taking a step forward to being second supplier to small business. Crazy Eddie failed to acknowledge or wasnt aware of the product cycle and wasnt able to forecast of where the industry was headed nor did it know the life of technology it was buying would not outpace demand.Management at Crazy Eddie raised concerns regarding experience and education to make sound decisions to operating and financing structure the company needed also family had to be problem as some relatives received a salary plainly because theyre family. After going public the Antar realized financial ratios had to be sound and used his proponent to convince the public that his company wasgrowing despite the current trends. His power was used to commit fraud and deceive the public in order to main tain the stock price like Enron would do a decade later and had the support of the entire accounting finance decision as no one reported to the SEC of their wrong doingRecommendationsRecommendations for Crazy Eddie are to have the right management in place from executives to senior positions. Individuals that understand the industry trends and operate as efficiently possible. Finance department needed not only strong accounting department but an even stronger internal audit department that can properly perform Sarbanes Oxley section 404, SAS 69, SAS 99, SAS 109, SAS one hundred fifteen for internal control practitioners to identify, prioritize, evaluate, and test the controls in place to preserve fraud and other financial statement material errors. interior(a) audit needs to be guileless with external auditors and share information that can benefit external auditors during the financial audit a quid of sensitive valuable information went rogue that could been used to detect ope rations inventory fraud.ReferencesSarbanes Oxley Section 404 Internal Control PractitionersStatement on Auditing Standards 69 The Meaning of Present Fairly in Conformity With in general Accepted Accounting PrinciplesStatement on Auditing Standards 99 Consideration of Fraud in a pecuniary Statement AuditStatement on Auditing Standards 109 Understanding the Entity and Its Environment and Assessing the Risks of Material MisstatementStatement on Auditing Standards 115 Communicating Internal Control Related Matters Identified in an Audit

Ethical Principles of Psychologists & Code of Conduct Essay

What is it about each of these studies that makes them unethical?The Milgram testIn the Milgram essay the people who played the role known as the teachers, were intentionally tricked. Based on the Code of take up 2 where pretext may be ethically admissible. It was the way that Milgram did so that was non ethical by todays standards. For human thespians the codes cover topics such as deception, consent, withdrawal of data, confidentiality etc.The subaltern Albert examineIt is argued that conducting the experiment was unethical. There is no clear evidence that Little Albert developed at rat phobic neurosis aft(prenominal) maturity. Though he was never modifyd because of lack of time, life would so wizardr or later desensitize him anyway. The solo evidence of being unethical was lack of consent by Little Alberts since he was only a 9 month old baby, he couldnt very well do so himself. Consent was given on his behalf by his parents and it was Little Albert whom endured distres s while being mingled in Watsons experiment.The blue eyes and brown eyes experimentAccording to supporters of Elliotts approach, the closing is to reach peoples sense of empathy and morality. Two professors of education, Goodson and Sikes say that what Elliot did was unethical because the exercise was psychologically and emotionally damaging. She has been accused of scaring people, breaking the school rules, humiliating children, being domineering, angry and brainwashing.4 Does the benefit of learning the results of these studies overbalance the potential harm of conducting the studies? Why or why not?The Milgram experimentIn the Milgram experiment thither was psychological harm, which was not as badas initially thought, because of Milgram debriefing the teacher immediately after the experiment. With 40 year hindsight, this particular study does outweigh the potential benefit verses harm.The Little Albert experimentWith Little Albert it was fear that was imposed on him, involuntar ily. Being only 9 month old probably didnt produce any permanent or longer term fears, the short term effects where not humane, especially to a 9 month old baby. The blue eyes and brown eyes experimentIts known as a lesson of a life time in history. When Elliot did the exercise 37 years ago, she changed the lives of the children in her class forever. The experiment, its self was not looked upon in Elliott replied, Why are we so worried about the fragile egos of white children who experience a couple of hours of made-up racism one day when blacks experience real racism every day of their lives?6 If you valued to replicate these studies, what (if anything) could you do in order to meet the APAs Code of Conduct and ethical standards?The Milgram experimentIf I wanted to duplicate The Milgram try out, I would do so based on the guidelines of the APAs Code of Conduct and respectable Standard. Starting with not withholding the truth how the experiment was to be conducted and make all pa rties involved aware. And allowing the participants to leave or quit the experiment at any time they became uncomfortable.The Little Albert ExperimentThe only way to be able to do this experiment is with full knowledge and consent. A 9 month old baby couldnt give that. The best way would be to allow only adults, 18 years and up.The blue eyes and brown eyes experimentEven though at that place was so much controversy in 1960. Times are different and have come a long way. Without doing the experiment on different age groups back then and now, I am not sure of how profound the outcome may be opposed to The Lesson of a Lifetime

Motivation: Theory and Practice Essay

motivating theories and practices remain as one of the most uncontrollable subject to understand. In order to skilfuly comprehend this go pastic, one must go through several(prenominal) disciplines and enormous research. This is especially crucial in the cookplace. at that place is no methodology that is more efficient in increasing productiveness than using motivation. Despite the importance of practicing motivation theories, it is still an ara that very a couple of(prenominal) have ventured in. One of the many reasons behind the reluctances of managers to carry out motivation theories is due to the complexity of instinct human behavior (Landy & Conte, 2007).Therefore, it is safe to say that most theories of motivation deal with the different aspects of human nature. This newsprint is going to look at 4 different motivational exemplifications. They be Maslows hierarchy of take, Aldefers ERG theory, Herzbergs two factor theory as well as Adams faithfulness theory. Th e similarities and differences of these mildews will also be discussed in this paper. This is the prerequisite knowledge for the next section of the paper that is industriousness of these theories by managers in order to help reduce the problem of involuntary absenteeism in the goplace and employee disengagement.motivational modelsMaslows hierarchy of needs Nobody can make a dent bigger than Abraham Maslow who introduces the hierarchy of needs model in 1940s. There atomic number 18 4 layers in this motivational model and it is lots portrayed in the form of a pyramid (Pride, Hughes & Kapoor, 2004). He believes that certain human needs are dominated over others. Therefore, at the bottom of the pyramid is the most basic and important needs of a human being. This layer consists of fulfilling the physiological needs of an individual such as food, water and air (Pride, Hughes & Kapoor, 2004). Literally, these are aspects that are required to ensure the human survival.After the physio logical needs have been cater to, the endorse layer of the pyramid is satisfying the safety needs. This can be triggered by war or stinting downturn whereby a psyche seeks for personal credentials such as family and health as well as financial security exchangeable employment and property (Montana & Charnov, 2008). According to Maslow, the third hierarchy involves achieving a sense of love and belonging (Montana & Charnov, 2008). This plays true to humans nature as a societal animal. Friendship, family and intimacy play an important role in meeting emotional obligation.The next layer is acquiring respect from others and building self-esteem (Montana & Charnov, 2008). Lacking in these aspects will lead to helplessness and depression. Finally, at the conk of pyramid is the layer of self-actualization (Pride, Hughes & Kapoor, 2004). This is the stage where somebody reaches their full potential in life. One of the major criticisms of this model is the need to fulfill a humans need s according to a hierarchy, from the bottom to the top of the pyramid. However, in real life, a person can be de trigger offd as a result from conglomerate reasons and not following a certain order.Aldefers ERG theory Clayton Aldefer comes up with a revised translation of Maslows hierarchy of needs. The ERG theory also describes the necessity to fulfill human needs according to an order. individually letter of this model represents the three levels of needs. They are existence, relatedness and growth (Hoffmann, 2007). The existence needs are aspects that are needed to maintain the physical well-being of a person (Pattanayak, 2005). After this has been fulfilled, a person will yarn-dye on to finding the relatedness needs such as building satisfying relationship with others (Pattanayak, 2005).Finally, a person will seek out his or her needs for growth whereby the competence level is developed and full potential is realized (Hoffmann, 2007). One of the major differences between Al defers ERG theory with Maslows motivational model is the amount of flexibility. Although it is mainly concentrating on an individual fulfilling his or her needs progressively, Aldefer also acknowledges that a person may regress to lower level needs as they are easier to reach a level of satisfaction. too that, this flexibility also allows ERG theory to justify and observe a wider range of behavior.Therefore, ERG theory understands that different batch will have different needs and the order can be changed or even, pursued at the same time. Herzbergs two factor theory Frederick Herzberg is the psychologist who founded the two factor theory. According two him, in that location are two factors that play an important role in the enhancement of motivation and satisfaction of an employee in the sourplace. They are known as the hygiene and motivator factor (Tosi, Mero & Rizzo, 2000). Hygiene factors are aspects to avoid unpleasantness darn working but do not guarantee satisfaction (T osi, Mero & Rizzo, 2000).This includes good working condition, feelings of job security, attribute relationship with supervisor and colleagues, company policy, salary and etcetera. Meanwhile, motivator factors will lead to personal growth as well as job satisfaction (Schermerhorn, 2011). These factors are important in order to motivate employees to work harder and increase productivity. Components such as gaining recognition, opportunity for promotion, given more responsibility and stimulating work, just to mark a few, will motivate workers to improve their performances.Herzbergs two factor theory is similar to Maslows hierarchy of needs in terms of acknowledging the necessity to fulfill the requisites so that, motivation can occur. However, Herzberg argues that solo the highest level of Maslows pyramid, self-actualization, can lead to motivation (Schermerhorn, 2011). The lower needs will only typesetters case dissatisfaction if they are not fulfilled. Adams handsomeness theor y This motivational theory is named afterwards fundament Stacey Adam. The equity theory states that there should be an equal balance between an employees output and stimulation in order to create motivation, satisfaction and productivity (Miner, 2007).An employees input is what and how much they put into the work (Miner, 2007). This includes variants such as effort, loyalty, hard work, commitment, flexibility, trust in superiors and personal sacrifice. Meanwhile, an employees output is what he or she gets back in return (Jones, Steffy & Bray, 1991). Determinants like financial rewards, recognition, a sense of achievement, praise and job security will be taken into consideration. There is a similarity between Adams equity theory with models that are proposed by Maslow and Herzberg.He agrees that subtle factors can affect the perception of an individual towards his or her work. However, the equity theory model is more fluid and thus, creates aware(predicate)ness as well as agreeme nt to better handle wider situations from humans multi-faceted behavior (Jones, Steffy & Bray, 1991). Application of motivational theories by managers in the workplace Motivation plays a crucial role in any organizations in terms of increasing productivity. The effectiveness of a company is highly dependent on their employees desire to strive for success. On the other hand, demotivated workers can political campaign several problems.One of them is the involuntary absenteeism in the workplace. This is an indicator of low performance as workers are unavailing to complete their duty or obligation to their fullest. Another issue with demotivated workers is disengagement. Disengaged employees are not interested or have no passion in their jobs anymore. This feeling will reflect on their poor work performances. This section discusses the application of motivational theories that have been mentioned above by managers to solve the aforesaid problems in the workplace. There are many factor s that can contribute to the demotivation of employees.Mainly, this is caused by the feeling of dissatisfaction with their work. One way managers can motivate their workers is through the creation of incentives such as gift cards, giving recognition and orchestrating friendly competitions (Landy & Conte, 2007). Based on Maslows motivational model, managers can offer different incentives to help employees to fulfill each need. Therefore, managers should also be aware that each employee is motivated in different ways and requires different incentive plans that cater to their needs (Landy & Conte, 2007). overly that, employees do not move up the hierarchy at the same time and on the same pace. Apart from that, managers can try to motivate their employees by practicing Herzbergs motivational theory. Adopting a more democratic approach can actually help to curb problems such as absenteeism and disengagement as employees have a positive view around their jobs (Lussier & Achua, 2009). One way is to give the workers a mix of tasks to perform. This will make the job seems more interesting and less mundane.Managers should also not be fraid to scrap their employees with more complex tasks. This can be stimulating and create a sense of accomplishment when employees are able to complete them. Besides that, managers can consider giving their workers more power when it comes to making decisions about their jobs. If a manager practices the ERG theory, he or she will come up with plans that concentrate on the dissimilar needs of the employees at one time in order to motivate them (Lussier & Achua, 2009). The frustration-regression misuse should also be taken into serious consideration (Landy & Conte, 2007).Therefore, an employee should not be blamed when he or she takes a step backward in their job performance because the environment does not allow him or her to have the opportunity to grow personally and advance to a higher status. It is important for managers to take ca re of this situation as soon as possible because frustrated employees who are not satisfied with their jobs will lead to demotivation after a prolong period of time. This is when employees have the tendency to be absent or disengage from their work.Finally, managers who like to apply Adams equity theory in order to motivate their employees should be aware that there must be a fair return to compensate for the work done by their employees (Lussier & Achua, 2009). However, this can be rather confusing as each employee has different notions on what constitutes a fair deal as it is often injected with personal values by the workers (Landy & Conte, 2007). For example, a single working draw may accept a lower salary to trade for shorter working hours so that, she can go through more time with her family will consider this to be fair.Besides that, an overly generous manager who pays excessively to his or her employees can also create an imbalance in the input and output scale. An overpai d employee has the tendency to strike their productivity and feel demotivated. Conclusion This paper has looked at four different motivational theories. They are Maslows hierarchy of needs, Aldefers ERG theory, Herzbergs two factor theory and Adams equity theory. Besides that, a brief discussion on the imilarities and differences of these motivational models are also included in this paper. A thorough understanding in this area is crucial for managers in handling demotivated employees. Effective application of motivational theories will solve various problems such absenteeism and employee disengagement. Employees who are satisfied and motivated can increase the productivity of their companies. In a nutshell, managers who can create a motivated working environment by making use of the study in human nature will be able to reap the benefits.

Exam 1 Case Study Example | Topics and Well Written Essays - 1000 words

Exam 1 - Case matter ExampleEdmund Wilson publicized that literary writers worked like modern scientific theory in the new nous of reality. Scientists always work to produce practiceal explanation of the world whereas poets works to interpreted lively models that would economic aid them explain a particular culture. In as much as many studies are colligate to science researchers have tried to find out hoe matters pertaining to science and literature has some form of relationships (Picasso, 133).It is often said that tradition, like history, is continually being recreated and remodeled. To what extent did writers, painters, and composers of the early twentieth century by design break with tradition? Explain how they accomplished that goal.Music took a very different turn in the years 1900-2000, with lots of changes due to technological discoveries. Though it is clear that melody has grown over the years, it is fractious to point out the exact date and time when music modernize d. Researchers try to place their fingers on when exactly the progress officially began and have given their maker as 1907.German and Australian composers made big strides towards wider range of tonal vocabulary. Gustav Mahler who worked amid 1860-1911, at this point, considered more of a romantic musician than a modernistic unmatchable (Picasso, 38).As the director, to Vienna Opera Orchestra, Manher set the pace and has done numerous works of art. At that time, German remained rich in culture. The countrys pride was at its peak, theses also led to the rise of Adolf Hitler and trine Reich. John Corigliano and Tan Dun have maintained in composition of music into the twenty introductory century. The two are internationally approved for integrating famous styles, folks and traditional in their music genres. The genres of music that they have engaged in includes but not limited to

Capital Structure of Public Limited Companies Dissertation

large(p) Structure of Public Limited Companies - Dissertation ExampleTable of Content Chapter 1 Introduction 5 Motivation 5 Aims and Objectives 5 Significance of the study 6 Research Questions 7 Research manner and data 8 Research Structure 8 Chapter 2 Literature review 9 worldwide Financial Market 9 History 9 Evaluation of UK heavy(p) market 12 Causes of accepted fiscal crisis 13 slap-up market 15 Source of finance 15 Current crown bodily structure of FTSE 100 companies 16 Advantages and disadvantages of high leverage 19 Theories of bang-up market structure 20 Chapter 3 Methodology and data analysis 26 36 Chapter 4 Research Findings 36 concussion of Capital Structure on Agency Costs 36 Impact of recent global monetary crisis on the capital structure of UK companies 37 Chapter 5 Conclusion 39 Reference 42 Bibliography 47 Financial times. European debt crisis shakes markets again. May 23, 2011. Retrieved from http//www.kyivpost.com/content/business/european-debt-crisis-shak es-markets-again-105100.html 48 Chapter 1 Introduction Motivation Capital structure of firms is developed based on many internal and external factors which have substantial entrance on it. Financial Crisis or Liquidity Crisis in 2007 in global financial market has had a major impact on the firms financial status across the world. ... Financial crisis leads to dr4amatiacally decrease in crinkle price of the firms. So, equity structure of the firms also changed during this recession period. Capital structure is the major part of general financial structure and policies of firms. Companies develop financial structure and policies based on major external financial condition of the market where they operate business. Though there is many empirical studies and research on capital structures but it hard to assess the impact of financial crisis on it. Therefore, it this study, capital structure theories and empirical studies argon analysed to assess the extent of impact of financial cris is on capital structure and reason for the impact. Aims and Objectives The primary luff of the study is to evaluate the capital structure of firms in the UK before the global economic crisis in the eld around 2007 and after the financial crisis in the years 2011 or 2012. In order to achieve the in a higher place mentioned aim of the study, the following objectives have been considered Review theories on capital structure in order to contain how it might change during a period of prolonged recession and liquidity crisis. Comp be and contrast the capital structure of public UK companies in 2007 and in 2011/2012.Evaluate the extent to which any changes in capital structure are due to the ongoing global crisis. Aim of this paper is a detailed evaluation of the capital structure of firms in United Kingdom. Capital structure of the firms in before financial crisis will be compared with live revised capital structures of the firms. For this purpose, reasons for financial crisis need t o be analysed along with history of it to assess its impact in earlier. Theoretically aim of the paper is to