Rape Prevention As Well As Education Program - 856 Words

1. We choose that exacting source because the Rape Prevention as well as Education Program gives free, secret, trauma-informed support to all affected with sexual aggression and encourages social transform through avoidance learning. Sexual aggression is an important public health difficulty in the United States. Stated by the Centres for â€Å"Disease Control as well as Prevention’s† that is also known as (CDC) and also the National Intimate Partner as well as Sexual aggression Survey, almost 1 in 5 female along with one in seventy men in the America have been raped at various instance in their lives as well as almost one in two female along with one in five men have knowledgeable other forms of sexual aggression discrimination in their existence (for example made to penetrate somebody, and also sexual coercion, as well as also not needed sexual touch and non-contact not needed sexual experiences). The Safe as well as Active board Branch, aggression Prevention Unit, and also manage the Rape Prevention as well as Education Program, among support from the Centres for (CDC). Furthermore the RPE Program ways sexual aggression from a communal health viewpoint in which norms as well as society play a position beyond the conventional role played by law enforcement and the courts. Similar to California’s smoking promotion that has made smoking intolerable, it plans to transform the norms that create sexual aggression reasonable. 2. Type of information does that source contain:Show MoreRelatedRape- An Unwanted Sexual Violence1179 Words   |  5 PagesRape – An Unwanted Sexual Violence Sexual violence, especially rape, is a major emerging health related issue in the United States of America. 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Through university sex educa tion, stricter laws and enforcement, and providing on-campus servicesRead MoreThe Epidemic Of The Hiv Virus1747 Words   |  7 Pagesdevouring the lives of innocent people, typically in Africa, where people are especially prone to acquiring AIDS. South Africa, having one of the highest amounts of rape crimes in the world, is also home to the highest amount of people living with HIV in the world, at about 6.8 million people(Web, HIV AIDS SA). With such a high amount of rape crimes and drug use, the spread of the HIV virus can move rapidly across the nation. It could take anywhere from 5-10 years for the HIV virus to adapt into AIDSRead MoreThe Assault Of Sexual Assault Crimes775 Words   |  4 Pagescolleges and universities. According to Rape, Abuse Incest National Network, RAINN (2009), the different sexual assault crimes are sexual assault, rape, child sexual abuse, sexual assault of men and boys, incest, sexual harassment and intimate partner sexual violence. What defines sexual assault is a crime of power and control in which occurs without a clear consent of the victim. Rape is defined as a form of sexual assault, but not all sexual assault is rape. According to the Commonwealth of MassachusettsRead MoreEssay about Drinking Alcohol Causes Sexual Assault1305 Words   |  6 PagesUnfortunately, there are many sexual assaults, or rapes, per year. According to the Affirmative Action Office at Iowa State University, there have been at least two reported rapes per weekend since classes have begun this year. Throughout the United States in 1996, there were 98,000 completed rapes, and 219,000 attempted rapes (Stanford University, 1999). Most of these assaults were upon women. In fact, women were ten tim es more likely than men to become victims of rape or sexual assault in 1996, a reality thatRead MoreSexual Assault On College Campuses1591 Words   |  7 Pagesprevent sexual assault? 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If Cal State Fullerton is unfortunate enough to align with Jackie Speier’s claim that â€Å"20 percent of coeds say they’ve been sexually assaulted,† then a mass overhaul of current rape prevention programs is necessary. Using communicationRead MoreHiv And Its Effects On The United States1440 Words   |  6 Pagescontraceptives and most schools teach abstinence only education (Starkman, Rajani). Even more alarmingly there is little evidence that abstinence only curriculums are successful in encouraging teenagers from delaying sexual activity until marriage, and consequently, avoiding pregnancy, STD and/or HIV infection (Starkman, Rajani). Comprehensive sexual education, which emphasizes the benefits of abstinence while also teaching about contraception and STD/HIV prevention, has, however been shown to reduce rates ofRead MoreRape Crisis Centers For Women1704 Words   |  7 Pages Rape Crisis Centers SER 101: Kevin Garganta Pierre Sophy Fall 2016 â€Æ' Abstract This research is focused on rape crisis centers for women who have been sexually abused or raped. Some survivors of rape and sexual abuse require the assistance of rape crisis centers to try and gain back control of their lives. Some women may require long-term counseling as a result whereas others do no. Whichever the case, with such a high number of survivors, the help must remain readily available. Read MoreCongratulations You Have Been Accepted To College. These1353 Words   |  6 Pages205 reported and 0 expulsions. If a student is to cheat or plagiarize the days for expulsion would be increasingly larger than those of rape. Perpetrators are raping fellow students and getting a slap on the wrist or even worse an â€Å"ada boy† and nothing is getting done. Until students from University of Carolina began doing research after becoming victims of rape it was common for the female to get blamed for the occurrence. In the horrific aftermath of their assaults, the victims described symptoms

Adhd Research Critique - 2776 Words

ADHD Research Critique The study titled â€Å"Illicit use of Prescription ADHD Medications on College campuses, by DeSantis, Webb, Noar, (2008) from the Journal of American College Health,† is both quantitative and qualitative in design, because the authors used mass surveys to gather statistics and in-depth interviews to collect personal information. The researchers used a multimethodological approach in order to gain the data that was needed to form the conclusion and other studies were referenced in order to add to the findings of this study. From the very beginning of the research, the authors were very detailed with background information about the ADHD prescription phenomenon reporting that the rise in the number of†¦show more content†¦It is of utmost importance that ethical standards are overseen by a governing body like the Institutional Review Board (IRB) to hold researchers to ethical standards (Smith Davis, 2010). The researchers of this study did have the approval process from the IRB. All the names were changed as a safeguard in this study as well on the final data collection so as not to violate anyone’s privacy. This could also be seen as another strength to the study giving no one a reason to lie. Type of Study and Participants The authors of this study used quantitative and qualitative methodolog ies to investigate the college student’s perceptions and use of illegal Attention Deficit Hyperactivity Disorder (ADHD) stimulants. There are important differences between a qualitative research design and a quantitative design. Qualitative research is conducted in a natural setting seeking to understand a certain complex human behavior and then presenting a narrative description of that behavior. With a quantitative research design the gathering and analysis of data is expressed in statistical form. Both have their places in research and the characteristics of each are unique to the effort. This study was conducted with participants from fall 2005 through fall 2006, and the authors used 1,811 undergraduates from a large, public, southeastern research university in the United States. Many different ranges of upper class andShow MoreRelatedPathways That Lead To Mentally Healthy Children Essay836 Words   |  4 Pagesidea of how do we know what a healthy pathway for developmen t is, and how do we facilitate this development? Shankar examines the development of a healthy mind, a bit of the nature-nurture debate and how a healthy mind looks in children and youth with ADHD and Autism. Shankar used plenty of examples of scientific information to confirm what he was writing about. 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In spite of extensive advancements in technology which has brought new insights into the brain and learning, there is still a lacuna in the field of problems faced by children who are unable to remain focused

Transactional and Transformational Leadership Free Essays

Harry works in a coal mine laboratory. At the start of each shift, Harry checks the work book which his supervisor completes, where clear instructions are given as to what task is required. Generally each task listed is the same each shift, and every task has a written procedure that must be followed in order to meet Quality Assurance Standards. We will write a custom essay sample on Transactional and Transformational Leadership or any similar topic only for you Order Now At the end of each shift, Harry completes his shift report which is generally the same too. Harry has worked here for 25 years under the same supervisor. He knows the work isn’t stimulating but it pays well. The supervisor is always happy with Harry because he completes the tasks that are set, and never deviates from what is expected. Harry’s supervisor is a transactional leader – a rule follower who likes procedures with no deviations and expects nothing more than those written in the work book. Carly is a new employee at the laboratory. At the start of each shift she too checks the work book in hope that maybe something new or contrary to the norm has been written. Most days she will look for something extra to do but is often reprimanded for doing something that the next shift would do. Carly detests the supervisor, wishing the supervisor offered more. Carly dreams of a supervisor who is motivational, encouraging, one who appreciates an employee who goes above and beyond what is required and would appreciate suggested improvements to age old methods. Carly dreams of a transformational leader to provide inspiration, charisma, vision and promote intelligent thinking to an otherwise mundane regulated workplace. So what is transactional and transformational leadership and what can be expected from each style? The transactional leader works with the present cultural work environment within their organisation, following existing rules, procedures, expected outcomes and operating norms (Lindgreen, A et al. 2009). They have an exchange relationship (Erkutlu 2008) with their followers/subordinates/employees, where guidance and motivation is given to ‘their followers in the direction of established goals by clarifying role and task requirements’ (Robbins et al. 2011, p. 342). It can take the form of contingent reward, management by exception (active and passive) and laissez-faire (Xirasagar 2008). Contingent reward refers to an exchange of rewards (whether verbal or tangible) for effort and good performance (Xirasagar 2008). Management by exception (active) is taking corrective action when a follower deviates from established rules and standards (Robbins et al. 2011). Management by exception (passive) is intervention taken by the transactional leader ‘only if standards are not met’ (Robbins et al. 2011, p. 342). A transactional leader of laissez-faire character is one who ‘abdicates responsibility’ and ‘avoids making decisions’ (Robbins et al. 2011, p. 342). As transactional leadership focuses on established norms and protocols, and ‘results in expected outcomes’ (Erkutlu 2008, p. 711), followers will not extend themselves by going ‘above and beyond the call of duty’ (Robbins et al. 2011, p. 343). In comparison, the transformational leader is ‘capable of having a profound and extraordinary effect on followers’ (Robbins et al. 2011, p. 342) through their charismatic, visionary, inspirational, intellectually stimulating characteristics and their concern for their followers (Erkutlu 2008). They are able to inspire their followers to rise above their own self-interests. Transformational leadership consists of four sub-constructs (individualised consideration, intellectual stimulation, inspirational motivation, idealised influence) which transformational leaders can use to invoke behaviour of followers that exceeds expectations ‘for the sake of the organisation’ (Robbins et al. 2011, p. 343). Individualised consideration is displayed to the follower by ‘giving personal attention’ (Robbins et al. 2011, p. 342) to their development needs, support and coaching (Erkutlu 2008). Intellectual stimulation ‘promotes intelligence, rationality and careful problem solving’ (Robbins et al. 2011, p. 342). Transformational leaders are able to demonstrate idealised influence by providing vision and a sense of mission, instilling pride and gaining respect and trust (Robbins et al. 2011) along with inspirational motivation by communicating ‘high expectations’ (Robbins et al. 2011, p. 342). Although a distinction between the two could be categorised as a difference in leadership flexibility, Robbins et al. (2011) maintains that each leadership style does not actually oppose the other; rather transformational leadership builds upon transactional leadership where levels of follower effort and performance exceed that of transactional leadership alone. However each style of leadership has its own individual strengths and weaknesses. Transformational leadership appears to be heralded as the superior leadership style; although transactional leadership does have its strengths. As ‘transactional leadership results in expected outcomes’ (Erkutlu 2008, p. 711), it is effective in organisations where the desired outcome is measured against ‘clear and precise financial measures, such as revenues per customer segment or the dollar volume of cross-selling’ (Lindgreen et al.2009, p. 26). Research conducted by Liu et al. (2011) has found that in occupations of low emotional labour, transactional leadership has made a positive contribution to team innovation. Whilst Wells Peachey (2011, p. 5) have found that there is a negative relationship ‘between transactional leadership and voluntary organizational turnover intentions’. The application of equity theory’s procedural justice (‘the perceived fairness of the process used to determine the distribution of rewards’ (Robbins et al. 2011, p.191) and distributive justice (‘perceived fairness of the amount and allocation of rewards among individuals’ (Robbins et al. 2011, p. 191) may explain this negative relationship (Wells Peachey 2011). Conversely, transactional leadership is not without its weaknesses. Subordinates of transactional leaders may feel a lower sense of organisation commitment and job satisfaction or commit sabotage against the organisation (Erkutlu 2008). As transactional leadership relies upon defined outcomes with leaders possibly dealing with deviations from the norm ‘with harsh criticisms’ (Liu et al.2010, p. 284), subordinate performance beyond what the leader has requested should not be expected; nor the discovery of new methods of problem solving as subordinates continue using tried and tested solutions ‘for fear of reproach’ (Liu et al. 2010, p. 284). Innovation amongst employees employed in high emotional labour positions is also likely to be depressed under a transactional leader (Liu et al. 2010). Transactional leadership doesn’t allow for followers’ self-actualisation needs to be met; therefore followers may not reach their full ‘potential and self-fulfilment’ (Robbins et al.2011, p. 177). Where transactional leadership has clear weaknesses in respect of followers performance, transformational leadership builds upon this and bolsters followers’ willingness to perform above what is required. Transformational leadership can be thought of what transactional leadership is not. Transformational leaders are acutely aware of the organisations present culture but have a definite vision for the future. They enable this vision by changing the fundamental ‘values, goals, and aspirations of followers’ (Lindgreen et al. 2009, p.15) as the followers embrace the leader’s values. The result is that the followers perform their respective duties not because they expect to be rewarded, but because it is in agreement with their new found values (Lindgreen et al. 2009). By strategically using positive emotions, the leader is able to encourage ‘optimism and positive approaches to group tasks’ (Mitchell Boyle 2009, p. 463). Followers of transformational leadership experience heightened motivation through their leaders’ inspirational motivation and individualised consideration. Mitchell Boyle’s (2009, p.462) research states that this ‘increases their cognitive flexibility to accept new ideas and comments from others’. Transformational leadership has proven advantageous where customer relationship development is important, for example formal customer introductions and personal selling (Lindgreen et al. 2009). Research conducted by Camps Rodriguez (2011) established that employees working under a transformational leader within an organisation that fostered employee learning and skill improvement did not drive the follower to seek employment elsewhere because of their increased skill set. ‘On the contrary, they see this as a commitment to the employer that has trusted and invested in them’ (Camps Rodriguez 2011, p. 437). Although flaunted as the preferred leadership style in comparison to transactional leadership, there are weaknesses of transformational leadership. The charismatic elements of transformational leaders are difficult to reproduce if not naturally present in the personality of the leader. Therefore, organisations seeking applicants to lead in a transformational fashion are instantly subjected to a limited pool of suitable applicants (Muijs 2011). Even when the applicant is of strong transformational personality, a poor organisation fit will fail the applicant. So too will organisational structures that impede ‘the extent to which leaders can be truly transformational’ (Muijs 2011, p. 50). Over zealous transformational leaders can also incite passive resistance from subordinates. In this situation, the subordinates will simply wait for the leader to ‘move on’ (Muijs 2011, p. 51). This type of resistance is prevalent in organisations that have ‘rapid management turnover’ (Muijs 2011, p.51). Transactional and transformational leadership are two contemporary styles of leadership that have their own strengths and weaknesses. Transactional leadership focuses on providing followers clarified tasks requirements in order to achieve desired outcomes, whereas transformational leadership involves the ability of the leader to motivate, inspire, influence and consider their followers in order for the follower to take on the leader’s vision and perform above and beyond what is expected. Transactional leadership is effective in organisations where the desired outcome is definitive however is not conductive in promoting innovation amongst high emotional labour employees or allowing for self-actualisation needs to be met. Transformational leadership is effective in empowering followers and producing results such as employees performing above and beyond what is required. However it can be overbearing for employees who have not embraced transformational leadership exercising passive resistance to such a contemporary style of leadership. How to cite Transactional and Transformational Leadership, Essays

Organization Behavior Human Resource Manager

Question: Discuss about theOrganization Behaviorfor Human Resource Manager. Answer: Introduction The study of human behavior during recruitment process is vital in determining where best to place the individual to perform best. The behavior of an individual indicates to the Human Resource Manager (HRM) if the particular employee can perform well. It is important for the HRM to be on the lookout for such talented individuals during recruitment, selection, and placement (Abraham et al., 2015, p. 336). The organization has different factors that tend to influence the way an employees behavior such as the organization culture and the motivation given to the employee inside the workplace. Often the HRM will try to find the right incentive for a given attitude and behavior to help bring out the best out of employees. Some personality traits show that an individual will perform better than all other candidates when given a particular position. Though this is just a prediction by the HRM, the employee may live up to expectations or perform dismally in the given position. The purpose of this essay is to determine and discuss how different individual attributes have a direct impact in the workplace. The essay goes further to look at how Herzbergs and expectancy theories of motivation can help understand a persons behavior. Conscientiousness relates to how a person behaves around others and how careful a person is with people and the assigned tasks. Conscientious people have high levels of self-discipline and can thus make better employees and perform well. The emotional stability of a person is very crucial as many interviews and recruitment processes test this trait on interviewees. Emotionally stable individuals will cope very well with any work situation, and they do not bring personal problems and let it affect their performance. Emotionally stable persons tend to high-performing employees who are better decision makers. Extraversion is another personality trait that clearly shows that a person can be a productive employee. Extraversion makes a person to interact well with clients. Such a person, has developed good interpersonal and communication skills that help them to convince the customers into a deal. Extraversion correlates positively with performance. Agreeableness positively influences high job productivity. Agreeableness indicates that a person can relate to people better thus has a high chance of being very productive. This trait though is limited to people in higher managerial positions who have to enforce some rules and regulations in the firm. The Cognitive Resource Theory Fred E. Fiedler and Joe Garcia in 1987 developed the theory. The theory was formulated from the Contingency model of 1967. The theory is based on the need for intelligence in leadership. How can organizations detect the level of intelligence they need for certain positions in a candidate during recruitment? This question is crucial for HRM when they are trying to fill a management position. For managers, it is critical to be intelligent and adapt to any given situation for productivity. Intelligence is paramount in leadership. To formulate better decisions and set strategic goals and objectives, a leader has to be intelligent enough. Fiedler views stress as the biggest impediment to a leaders success in the organization. A human resource manager should identify intelligent and talented individuals to be placed in the managerial vacancies. Fiedler also states that a leader has to develop a good rapport with the staff. Good relations are a sign that a given employee will perform best w hen placed in certain positions and given the right motivation (Zhou, 2015, p. 723). The theory argues that various factors influence the rationality in decision making such as stress. The theory views stress as the main impediment to a leaders success in the workplace. To further expound on the theory more, Fiedler says that the more cognitively acute an experienced staff is on leadership issues, the more the employee can deal with the impacts of stress in the workplace. To overcome the effect of stress, the leader has to employ command given that only experience can make a good leader flourish even under high-stress levels. The theory views that candidates who are orderly during stressful interviews are likely to make better leaders and managers in the organization. It is crucial for productivity for the organization to employ talented individuals who when they combine work effort, organizational support and their individual attributes there is high job performance. Though there is no universally accepted way of measuring intelligence, the theory insists that intelligence is the main ingredient that well-performing employees have. This theory is particularly useful for placement of employees in higher positions in the organizations. The main issue that limits the high productivity of leaders is stress. When an organization recruits, selects and places an intelligent individual in a given position that suits his or her ability the person is likely to succeed. Intelligent individuals develop the right attributes needed by the job. These people are Conscientious, emotionally stable, extraversion and agreeable. These personal attributes when combined help the leader be a better decision maker. Human resource managers need to test for intelligence during recruitment, selection, and placement to identify the talented and most intelligent employee to join the organization (BaleÃ… ¾entis, BaleÃ… ¾entis and Brauers, 2012, p. 7966). The Cognitive resource theory is important in the placement of employees especially in managerial positions by testing for intelligence in addition to the ability to manage stress plus assessing critical leadership qualities. The Social Cognitive Career Theory (SCCT) The SCCT theory, developed in 1994, aims at explaining three interrelated factors of career development (Ali and Menke, 2014, p. 175). The theory investigates how a person develops academic and career interests, makes educational and career choices in addition to ways of obtaining academic as well as career success. The theory incorporates various concepts from previous career theories. The theory uses factors such as interests, abilities environmental factors, values, norms amongst much more. The theory has a linked variables such as self-efficacy, beliefs, goals and outcome expectations make the foundation for SCCT. The theory impacts the recruitment, selection and placement process in organizations. The theory applies personal beliefs to find suitable employees and professionals. In using the theory, the human resource managers have to be very attentive to capture the beliefs of particular candidates and determine whether the candidates are transparent. Self-efficacy refers to a persons faith regarding their capabilities to perform various tasks. Self- efficacy beliefs differ from both global confidence and self-esteem. The self-efficacy beliefs can change swiftly and are tied to certain activity domains. It is worthy to note that an individual might feel extremely confident in their abilities to accomplish a given task successfully while feeling less confident and enthusiastic about their abilities to be highly productive in certain fields. For example, a scientist is confident when dealing with scientific phenomena but is less confident when placed in social or enterprising line. Self-efficacy beliefs emanate from the following primary sources namely; physiological and emotional states, social persuasion, performance accomplishments and common experiences (Duffy et al., 2014, p. 466). All these factors help shape the belief of a person and determine if the individual will be successful in a given position and not miss. Personal accomplishments which include the successes and failures related to specific tasks offer certain source efficacy information. Different factors interact to form a persons self-efficacy. The reinforcing information and messages, nature of social models and the different forms of physiological states a person experience ultimately affect the persons self-efficacy regarding different performances. A potential employee who has strong beliefs about his or her performance in a given position most likely can make a good employee. When a person has developed strong beliefs regarding a particular a given task, the person is rejuvenated and motivated to succeed. The SCCT also includes the belief regarding outcome expectations. A candidates effort and persistence in an engagement and the ultimate success of the activity are influenced by self-efficacy beliefs and outcome expectations. The theory also includes personal goals and their effect on the productivity of an employee (Michael, Hays and Runyan, 2015, p. 310). An employee whose personal goals are aligned with the goals of the organization will certainly make a productive employee. Self-efficacy mixed with personal goals in addition to individual attributes, motivation, and organizational support will improve job performance. Cognitive Placement Theory for Individual Performance The theory is used to determine individual performances. The theory is mostly used by the human resource departments when determining individual performances who become candidates for management positions. The Cognitive placement theory is useful when an organization needs to promote an individual or when hiring new employees (Cook and Artino, 2016, p. 1000). The employees have to be given a test and assigned to different weights to determine their suitability for the particular position they are being interviewed for. The theory is good as it can minimize biasedness and let the best employee from the bunch to be ranked in the top and land the job. The cognitive placement methodology is popularly used in determining individual performance. The study provides critical information that is necessary for the human resource managers make wise decisions on behalf of the company. The human resource manager has to determine who the best employee among a group of candidates is and if he or sh e is suitable for that position. Candidates who perform well individually will certainly make a productive employee when given the opportunity. The theory is useful in making decisions regarding managerial or leadership positions in the organization. A good and effective manager or leader has to be a high performer thus the need to pass the performance appraisal test. The method of cognitive placement is useful in determining the performance groups among potential employees during recruitment, selection and placement procedure. The cognitive placement line in performance appraisal will create two groups of top performers and bad performers. The top performers are seen as talent managers, and they are the ones likely to take up management positions in the company. The human resource managers assign the performance grades to the employees or candidates into one group. The grades vary from zero to a hundred with the top individual performance ranging from grade 90 to grade 100 while poor performance is assigned the lowest grade of 10. For recruitment and placement purposes, the human resource manager will only be interested with the top individual performer. The candidate is the most suitable to fill the vacant position. The candidate who scores high grades has the required individual attributes that are necessary for high productivity. The top indiv idual performers are regarded as talent managers and thus will help the organization to achieve its set objectives. When a high performing individual is well motivated and has the full support of the organization, he or she will perform well. If the individual is a manger the staff in his department will also perform well due to his abilities and influence. Herzbergs Theory of Motivation The two-factor theory or the dual-factor theory as commonly known, is based on the assumption that the workplace harbors factors that cause dissatisfaction or job satisfaction (Evans and Olumide, 2010, p. 73). Frederick Herzberg believed that the satisfaction and the dissatisfaction of jobs are not dependent on one another. Herzberg states that employees are not contented with satisfying the lower ends or aspects of a job. An employee will always want more in the workplace. The presence of a given position characteristic may act as a motivator towards job satisfaction while in another work set up the presence of that factor may lead to job dissatisfaction. For managers to improve job satisfaction, they must attend equally to both sets of characteristics and create no room for assumption. Herzberg found that job satisfaction is dependent upon achieving certain factors beyond the common job factors such as minimum wage rate. Herzberg then developed criteria to group all the factors tha t lead to job satisfaction and dissatisfaction into two groups namely Motivators and Hygiene Factors. The motivators give rise to intrinsic conditions such as recognition and personal growth. The motivators help employees to achieve job satisfaction. The motivators include; challenging work, involvement in the decision-making process, added job responsibilities and recognition for achievements made. On the other hand, the hygiene factors include salary, good pay, and status and job security (Vevoda et al., 2011). The hygiene factors do not lead to job satisfaction and higher motivation to the employee instead they serve as maintenance factors. According to psychologist Herzberg, these hygiene factors are responsible for job dissatisfaction in a workplace. Tony like every other employee is compensated well, but the job lacks motivators. Tony tells Shirley that all aspects of the work are okay but he lacks decision-making powers and the repetitive tasks were now boring to him. Though Tony is not well motivated, he would still come to work and do the little he can since payment is the s ame eliminating the need for hard work. Shirley needs to revolutionize the job setting to motivate Tony. Shirley needs to initiate job rotation and job specification to kill the boredom in addition to involving Tony in the decision-making process. Shirley should also develop policies to recognize top performers. This will motivate other employees like Tony to work harder and be recognized. Expectancy Theory of Motivation The expectancy theory was developed in 1964 by Victor Vroom from Yale Management School (Ball et al., 2016, p. 620). The theory focuses on outcomes and not on needs like most motivational theories. The motivation of an employee is an outcome of how hard an employee wants a given reward, expectancy and the belief that the performance will give rise to reward. The theory has three main aspects namely the valence, expectancy, and instrumentality. The valence refers to the reward that makes the employee engage in a given set of activities. Valence is an expected outcome of the activities and not the actual outcome of undertaking the activities. The expectancy is the belief and faith that if the employee exerts greater effort than before, the performance will be better. Many factors influence the expectancy, for example, the technical skills needed for the job and the availability of resources, information, and the support the management is offering the employees. Instrumentality is the b elief that high performance will result in better outcomes. When an employee engages in an activity they expect that there will be something in return though they have a guess of what it may be, they are not sure of the reward. The relationship between effort and performance revolves around the staffs recognition chnces. The relationship between performance and reward aims at talking about the extent to which getting a good performance evaluation will lead to firms goals. Rewards and personal goals relationship focuses on the value of the reward. The theory believes that an employee can decide to perform well or not. The staffs motivational level is influenced by expectancy, instrumentality, and valence. For Tony, there is no recognition in the workplace, the tasks are repetitive thus boring, and he had no control of the job due to the close supervision i.e. no job autonomy. In using the expectancy theory, the best way to motivate Tony is by setting personal targets and achievements. Tony needs to be given job autonomy to work hard and reach the set targets. When the objectives are met, it is up to the management of the organization to recognize such good performances and offer incentives in return. The bes t way to motivate Tony is by relating rewards directly to performance. Conclusion Different organizations motivate their employees differently. To properly motivate employees such as Tony, the organization needs to understand what aspects of the job are lagging behind (Yun et al., 2014, p. 735). Personality traits play a bigger role in recruitment, selection, and placement. A good candidate should have the right personality that suits the particular position. For organizations to succeed, they have to motivate the employees. References Ali, SR, Menke, KA 2014, 'Rural Latino Youth Career Development: An Application of Social Cognitive Career Theory', Career Development Quarterly, vol. 62, no. 2, pp. 175-186 Abraham, M, Kaliannan, M, Mohan, AV, Thomas, S 2015, 'A REVIEW OF SMEs RECRUITMENT AND SELECTION DILEMMA: FINDING A 'FIT'', Journal of Developing Areas, vol. 49, no. 5, pp. 335-342. BaleÃ… ¾entis, A, BaleÃ… ¾entis, T, Brauers, WK 2012, 'Personnel selection based on computing with words and fuzzy MULTIMOORA', Expert Systems with Applications, vol. 39, no. 9, pp. 7961-7967. Ball, C, Huang, K, Cotten, SR, Rikard, R, Coleman, LO 2016, 'Invaluable values: an expectancy-value theory analysis of youths academic motivations and intentions', Information, Communication Society, vol. 19, no. 5, pp. 618-638. Bocanegra, JO, Gubi, AA, Cappaert, KJ 2016, 'Investigation of Social Cognitive Career Theory for Minority Recruitment in School Psychology', School Psychology Quarterly, vol. 31, no. 2, pp. 241-255. Choochom, O 2016, 'A Causal Relationship Model of Teachers' Work Engagement', International Journal of Behavioral Science, vol. 11, no. 2, pp. 143-152. Cook, DA, Artino, AR 2016, 'Motivation to learn: an overview of contemporary theories', Medical Education, vol. 50, no. 10, pp. 997-1014. Duffy, RD, Bott, EM, Allan, BA, Autin, KL 2014, 'Exploring the Role of Work Volition Within Social Cognitive Career Theory', Journal of Career Assessment, vol. 22, no. 3, pp. 465-478. Evans, L, Olumide-Aluko, F 2010, 'Teacher Job Satisfaction in Developing Countries: A Critique of Herzberg's Two- Factor Theory Applied to the Nigerian Context', International Studies in Educational Administration (Commonwealth Council for Educational Administration Management (CCEAM)), vol. 38, no. 2, pp. 73 Fan, W 2011, 'Social influences, school motivation and gender differences: an application of the expectancy-value theory', Educational Psychology, vol. 31, no. 2, pp. 157-175. Ginevra, MC, Nota, L, Ferrari, L 2015, 'Parental Support in Adolescents' Career Development: Parents' and Children's Perceptions', Career Development Quarterly, vol. 63, no. 1, pp. 2-15. Gruji?i?, M, Bata, JJ, Radjen, S, Novakovi?, B, Gruji?i?, S 2016, 'Work motivation and job satisfaction of health workers in urban and rural areas', [Radna motivacija i zadovoljstvo poslom zdravstvenih radnika u urbanim i ruralnim sredinama], Vojnosanitetski Pregled: Military Medical Pharmaceutical Journal of Serbia, vol. 73, no. 8, pp. 735-743 HSIU-LI, L, SU-HOUN, L, SHIH-MING, P 2011, 'MODELING MOTIVATIONS FOR BLOGGING: AN EXPECTANCY THEORY ANALYSIS', Social Behavior Personality: an international journal, vol. 39, no. 2, pp. 251-264. Hyun, S, Oh, H 2011, 'Reexamination of Herzberg's Two-Factor Theory of Motivation in the Korean Army Foodservice Operations', Journal of Foodservice Business Research, vol. 14, no. 2, pp. 100-121. Michel, R, Hays, D, Runyan, H 2015, 'Faculty Member Attitudes and Behaviors Toward Male Counselors in Training: A Social Cognitive Career Theory Perspective', Sex Roles, vol. 72, no. 7-8, pp. 308-320. Morris, CW, Shoffner, MF, Newsome, DW 2009, 'Career Counseling for Women Preparing to Leave Abusive Relationships: A Social Cognitive Career Theory Approach', Career Development Quarterly, vol. 58, no. 1, pp. 44-53. Jean Francois, E 2014, 'Development of a scale to assess faculty motivation for internationalising their curriculum', Journal of Further Higher Education, vol. 38, no. 5, pp. 641-655. Keller, K, Matusitz, J 2015, 'Examining U.S. Navy SEALs Through Cognitive Resources Theory (CRT)', Journal of Applied Security Research, vol. 10, no. 3, pp. 317-329. Pope, DG, Fillmore, I 2015, 'The impact of time between cognitive tasks on performance: Evidence from advanced placement exams', Economics of Education Review, vol. 48, pp. 30-40. Purohit, B, Bandyopadhyay, T 2014, 'Beyond job security and money: driving factors of motivation for government doctors in India', Human Resources for Health, vol. 12, no. 1, pp. 1-26. Vvoda, J, Ivanov, K, Nakldalov, M, Mareckov, J 2011, 'Motivation and Job Satisfaction of general Nurses working in out patient hospital departments from the Prespective of Hertzberg's Two-Factor motivation Theory', Conference Proceedings of the IV. International Conference of General Nurses Workers Educating P YUN, G, JIANQIAO, L, SHUDI, L, YANHONG, Z 2014, 'THE MEDIATING ROLE OF INTRINSIC MOTIVATION ON THE RELATIONSHIP BETWEEN DEVELOPMENTAL FEEDBACK AND EMPLOYEE JOB PERFORMANCE', Social Behavior Personality: an international journal, vol. 42, no. 5, pp. 731-741. Zhou, J 2015, 'International students' motivation to pursue and complete a Ph.D. in the U.S', Higher Education, vol. 69, no. 5, pp. 719-733.

Technologys Effect on the Acquisition of Knowledg Essay Example For Students

Technologys Effect on the Acquisition of Knowledg Essay eFor a class called Theory of Knowledge. As I walked into my younger brothers elementary school one day to pick him up, I was confronted with a flurry of sounds; it was nothing new, this was just the first time that I noticed it. All I heard was the buzzing of computers, the ringing or phones and the humming of printers. The same at my school, my parents workplaces, and nearly every other public place, as well as some private places. Then I began to wonder if all of these technological advances really help, or rather hinder, how we gather information from the world around us. We will write a custom essay on Technologys Effect on the Acquisition of Knowledg specifically for you for only $16.38 $13.9/page Order now Do these smaller and faster computers, these increasingly tiny cellular phones, or any of these other recent technological inventions really expand the acquisition of knowledge? Or are we just moving backwards?First of all, I think that we need to define technology. My definition, as well as the definition that I will use to determine whether something is technology, is any device that makes life easier for the people who possess and use it. One of the most obvious ways is that now it is a lot easier to access knowledge. You can research any topic and access statistics and primary documents. You have got the world at your fingertips. I, as an International Baccalaureate student, cannot imagine writing papers or researching any issue without access to the Internet. Another example of technology that helps most people is the calculator. I cannot even imagine trying to do Calculus homework without its help. With the aid of the calculator, you need not look up or calculate by hand values such as logarithm, sine or cosineit is just beyond me how they did complicated math like that before everyone had calculators. Another advantage is that, if you have Internet access at home, you have access to seemingly endless information twenty-four hours a day and seven days a week; anytime you want to learn something about any theme, you can. Even devices such as overhead projectors and loudspeakers make access to knowledge easier. Also, as technology progresses, computers get more affordable, along with other learning tools, thus they become available to more people. There is also more information. Examples include movies, photos, audio devices and other entertainment that was not available before. There is also more scientific equipment that allows us to collect more information about the world such as the transition electron microscope, which allows us to examine the inside of cells, and the technology that allows us to carbon date fossils and such. Technology also makes learning a lot more fun. Computer programs such as Word Muncher and Number Muncher help children with vocabulary and math skills, telling them a certain kind or word to eat or gives them a word such as prime and they must find and eat all prime numbers before they get eaten by these little monsters. I learned a lot from these programs, and I see my little brother, who is in second grade, doing the same. He also likes to play a game called Pre-Kindergarten which gives him a colorful certificate if he does well. A program provides visually stimulating colors and rousing sounds that flashcards and textbooks cannot. They allow children to learn things about a variety to topics while captivating them, which can be hard to do. I, personally, have seen my brother greatly benefit from these programs. He also loves to watch movies and television programs that show Barney and Thomas the Train solving the math problem or inserting the missing letter into words. He plays those games and watches those programs for hours on end. .ue921a9f47182158a416a013d1ffcde8c , .ue921a9f47182158a416a013d1ffcde8c .postImageUrl , .ue921a9f47182158a416a013d1ffcde8c .centered-text-area { min-height: 80px; position: relative; } .ue921a9f47182158a416a013d1ffcde8c , .ue921a9f47182158a416a013d1ffcde8c:hover , .ue921a9f47182158a416a013d1ffcde8c:visited , .ue921a9f47182158a416a013d1ffcde8c:active { border:0!important; } .ue921a9f47182158a416a013d1ffcde8c .clearfix:after { content: ""; display: table; clear: both; } .ue921a9f47182158a416a013d1ffcde8c { display: block; transition: background-color 250ms; webkit-transition: background-color 250ms; width: 100%; opacity: 1; transition: opacity 250ms; webkit-transition: opacity 250ms; background-color: #95A5A6; } .ue921a9f47182158a416a013d1ffcde8c:active , .ue921a9f47182158a416a013d1ffcde8c:hover { opacity: 1; transition: opacity 250ms; webkit-transition: opacity 250ms; background-color: #2C3E50; } .ue921a9f47182158a416a013d1ffcde8c .centered-text-area { width: 100%; position: relative ; } .ue921a9f47182158a416a013d1ffcde8c .ctaText { border-bottom: 0 solid #fff; color: #2980B9; font-size: 16px; font-weight: bold; margin: 0; padding: 0; text-decoration: underline; } .ue921a9f47182158a416a013d1ffcde8c .postTitle { color: #FFFFFF; font-size: 16px; font-weight: 600; margin: 0; padding: 0; width: 100%; } .ue921a9f47182158a416a013d1ffcde8c .ctaButton { background-color: #7F8C8D!important; color: #2980B9; border: none; border-radius: 3px; box-shadow: none; font-size: 14px; font-weight: bold; line-height: 26px; moz-border-radius: 3px; text-align: center; text-decoration: none; text-shadow: none; width: 80px; min-height: 80px; background: url(https://artscolumbia.org/wp-content/plugins/intelly-related-posts/assets/images/simple-arrow.png)no-repeat; position: absolute; right: 0; top: 0; } .ue921a9f47182158a416a013d1ffcde8c:hover .ctaButton { background-color: #34495E!important; } .ue921a9f47182158a416a013d1ffcde8c .centered-text { display: table; height: 80px; padding-left : 18px; top: 0; } .ue921a9f47182158a416a013d1ffcde8c .ue921a9f47182158a416a013d1ffcde8c-content { display: table-cell; margin: 0; padding: 0; padding-right: 108px; position: relative; vertical-align: middle; width: 100%; } .ue921a9f47182158a416a013d1ffcde8c:after { content: ""; display: block; clear: both; } READ: For International Baccalaureate Language Essay I way I know these effects through perception and emotion. I perceive the way that my brother has benefited from using technology; he is learning without knowing it and while having fun. I am pleased that I have access to computers and other technological devices that have helped me through school and through life.However, on the other hand, technology can sometimes limit the acquisition of knowledge. Einstein once said, It has become increasingly obvious that our technology has exceeded our humanity. Because of technology there is, for

Cómo recuperar la ciudadanía americana

Cà ³mo recuperar la ciudadanà ­a americana Es posible que una persona que en el pasado fue ciudadano de los Estados Unidos y perdià ³ esa condicià ³n puede recuperar la ciudadanà ­a, siempre y cuando se cumplan los requisitos que pide la ley. Es cierto que en la actualidad, y con las leyes que hoy aplican, es muy difà ­cil que un ciudadano de los Estados Unidos pierda su nacionalidad, excepto en los casos de hechos gravà ­simos en contra del paà ­s o cuando una persona asà ­ se desea expresamente. Sin embargo, hasta hace poco, era  un hecho no infrecuente. En este artà ­culo se informa quià ©nes perdà ­an segà ºn las leyes antiguas y pierden segà ºn las actuales la ciudadanà ­a de forma involuntaria y quià ©nes pueden recuperarla, quà © requisitos deben cumplir y quà © trmites deben seguir. Casos en los que antes se poda perder la nacionalidad de EEUU involuntariamente Hace aà ±os, las leyes que regulaban la nacionalidad americana eran distintas de las actuales y,  bajo la legislacià ³n que aplicaba en el pasado, un buen nà ºmero de ciudadanos perdieron la ciudadanà ­a sin que esa fuese su voluntad, simplemente porque asà ­ era la ley. Por ejemplo, y en primer lugar, las personas nacidas fuera de Estados Unidos entre 1934 y 1978 y que adquirà ­an la ciudadanà ­a estadounidense porque uno de sus padres tenà ­a dicha nacionalidad, podà ­an perderla si no se mudaban a Estados Unidos y tenà ­an presencia fà ­sica en este paà ­s por un nà ºmero de aà ±os. Es lo que se conocà ­a como el requisito de retencià ³n.   Asimismo, en segundo lugar, en el pasado y antes de que Estados Unidos reconociese la doble nacionalidad  se castigaba con la pà ©rdida de la ciudadanà ­a a los estadounidenses que adquirà ­an otra nacionalidad. Incluso aà ºn despuà ©s de admitirla, surgà ­an problemas para los americanos que vivà ­an en un paà ­s del que tambià ©n eran nacionales que prohibà ­a la doble nacionalidad y exigà ­a, en algà ºn momento, la renuncia al pasaporte americano para poder conservar el del paà ­s en el que vivà ­an. Incluso algunos paà ­ses exigà ­an prestar unos juramentos de lealtad, que las oficinas consulares americanas consideraban que eran una renuncia a la ciudadanà ­a de los Estados Unidos. En tercer lugar, otro caso en los que la ley preveà ­a la pà ©rdida de nacionalidad se daba cuando con anterioridad a septiembre de 1922 un estadounidense que residà ­a fuera de EE.UU se casaban con un extranjero. En cuarto lugar, otro ejemplo de pà ©rdida de nacionalidad involuntaria era el de las personas que adquirà ­an la nacionalidad mediante naturalizacià ³n y la perdà ­an si no continuaban residiendo dentro de los Estados Unidos. Sin embargo, tener en cuenta que esto ya no sucede ahora. Por à ºltimo, y en quinto lugar, un caso distinto pero relacionado con este tema es el hecho de que con anterioridad a 1934 los nià ±os nacidos en otro paà ­s sà ³lo podà ­an adquirir la ciudadanà ­a americana por parte paterna. Es decir, los nià ±os nacidos fuera de Estados Unidos que eran hijos de mujer estadounidense y padre extranjero no recibà ­an la ciudadanà ­a. Se puede recuperar la nacionalidad estadounidense? En primer lugar destacar que cuando la ciudadanà ­a se pierde de un modo voluntario es para siempre. No hay vuelta atrs, asà ­ que antes de dar el paso es conveniente pensarlo mucho e incluso consultarlo con un abogado de inmigracià ³n. Los casos ms comunes son los de renuncia para no pagar impuestos. En lo que respecta a los casos de pà ©rdida involuntaria, la respuesta depende del caso. En algunos casos no es posible recuperar la ciudadanà ­a de los Estados Unidos, mientras que en otros sà ­. Y es que la Ley de Correcciones Tà ©cnicas de Inmigracià ³n y Naturalizacià ³n que se aprobà ³ en 1994 y que se conoce por sus siglas en inglà ©s de INTCA abrià ³ el camino a posibles recuperaciones en casos especà ­ficos. Por ejemplo, por aplicacià ³n de esta ley se reconoce la ciudadanà ­a americana a las personas nacidas fuera de los Estados Unidos con anterioridad al 24 de mayo de 1934 que tenà ­an un   padre extranjero pero madre ciudadana cuando à ©sta cumplà ­a el requisito de aà ±os vividos en EU antes del nacimiento del hijo o hija, al que ahora por aplicacià ³n de INTCA se le reconoce su condicià ³n de estadounidense. Adems, se establece un camino para la recuperacià ³n de la nacionalidad para todas aquellas personas nacidas fuera de EU entre 1934 y 1978 y que la habà ­an adquirido al nacer porque uno de sus padres eran estadounidenses pero ms tarde la perdieron por no cumplir el requisito para retenerla de presencia fà ­sica en los Estados Unidos. La forma a seguir, por aplicacià ³n de la seccià ³n 324 (d) de la Ley de Inmigracià ³n y Ciudadanà ­a (INA) es hablar con el consulado o embajada de los Estados Unidos ms cercano al lugar de residencia y solicitar prestar el juramento de lealtad al paà ­s. Lo que se conoce en inglà ©s como el oath of allegiance. Y con esto es suficiente para recuperar la ciudadanà ­a. A mayores, aunque no es necesario sà ­ que es conveniente solicitar un Certificado de Ciudadanà ­a (formulario N-600) para poder probarla y tambià ©n para pedir algunos de los posibles beneficios como, por ejemplo, el pasaporte. Asimismo, desde 2002 podrà ­an recuperar la nacionalidad estadounidense las personas que la perdieron con anterioridad al 22 de septiembre de 1922 por haberse casado con un extranjero y residir fuera de los Estados Unidos. Y tambià ©n los que con posterioridad a dicha fecha la perdieron por contraer matrimonio con un extranjero considerado como inelegible para la ciudadanà ­a.   En estos dos à ºltimos casos del prrafo anterior,   la recuperacià ³n se hace mediante un trmite de naturalizacià ³n. Hay que cumplir con requisitos adicionales y en algunos casos incluso no es necesario. Por sus particularidades, las personas en estos casos de pà ©rdida de nacionalidad por cuestià ³n de matrimonio deberà ­an asesorarse con un abogado sobre el procedimiento a seguir. En los dems casos en los que se ha dejado de ser americano involuntariamente se pueden escribir una carta muy detallada con especificaciones de su caso y pidiendo recuperar la ciudadanà ­a. Incluir entre otros datos el nombre completo, la fecha y lugar de nacimiento, telà ©fonos de contacto, las razones por las que se pierde la ciudadanà ­a y tambià ©n cul era la intencià ³n hacia dicha ciudadanà ­a en el momento en que se produce la pà ©rdida. Enviar la informacià ³n a: U.S. Department of StateOffice of Leal Affairs (CA/OCS/L)600 19th  Street, N.W.- 10th  Floor600 19th Street, NWWashington, D.C. 20431 Si se utiliza servicio de correo exprà ©s. Por el contrario, si se utiliza correo ordinario la direccià ³n es la siguiente: U. S. Department of StateDirectorOffice of Legal Affairs (CA/OCS/L)Overseas Citizens ServicesU.S. Department of StateSA-17, 10th FloorWashington, D.C. 20522-1707 Tambià ©n se puede contactar por correo electrà ³nico, telà ©fono o fax: Tel: 202-736-9110Fax: 202-736-9111Email:  ASKPRIstate.gov Corresponde al gobierno decidir si concede o no la peticià ³n para que una persona recupere la ciudadanà ­a y lo har teniendo en cuenta los mà ©ritos particulares de cada caso. Es conveniente saber que el proceso puede demorarse varios meses antes de tener una respuesta. Lo habitual es una demora entre 4 y 6 meses. Por à ºltimo, si la peticià ³n es concedida la persona tendr que jurar lealtad a los Estados Unidos  y sà ³lo a partir de entonces volver a gozar de los derechos de ser americano como, por ejemplo, votar en las elecciones, ser elegido representante, viajar con pasaporte de ese paà ­s, tener acceso a ayudas sociales reservadas para ciudadanos y pedir los papeles para familiares. Aclaraciones, derechos y obligaciones a tener en cuenta Por lo tanto, los hijos que se tuvieron en el tiempo en el que una persona perdià ³ la ciudadanà ­a y antes de recuperarla no obtienen automticamente ningà ºn beneficio, en otras palabras, no se convierten ni en ciudadanos ni residentes permanentes. Sin embargo, si se cumplen los requisitos, la persona que fue ciudadana, perdià ³ la ciudadanà ­a y posteriormente la recuperà ³, podrà ­a iniciar los trmites para pedir la green card para esos hijos y otros familiares  en el momento en que recupera la ciudadanà ­a.   Asimismo, tener en todo momento presente que la ciudadanà ­a americana brinda derechos, lo cierto es que tambià ©n lleva aparejada obligaciones, incluso para las personas que residen habitualmente o siempre fuera de los Estados Unidos. Respecto a esos à ºltimos, siguen obligados  pago de impuestos  y, en el caso de varones, es aconsejable familiarizarse con el Servicio Selectivo, ya que es necesario registrarse. Este artà ­culo es meramente informativo. No es asesorà ­a legal.

Describe how agency theory can be used to explain the mixture of Essay

Describe how agency theory can be used to explain the mixture of measurement methods observed in contemporary financial reporting. You may provide examples, where relevant, to support your answer - Essay Example orical costs for property and equipment, fair value for financial instruments) were developed, they are used to calculate such monetary amounts that will be used as the basis for the incentives and rewards and, ultimately, to calculate the rewards and incentives. In connection with the above, the principal also often have performance measurement systems in place to assess the performance of their agents. These systems include (among others) an analysis of the financial statements and its relevant ratios (particularly the debt to equity ratio). The measurement methods are used to provide reasonable monetary amounts that can be assigned to each account in the financial statements. In turn, these monetary amounts are used to assess the agent’s performance (in terms of profits, growth and asset base) and are also used to calculate the critical ratios used for such assessment. Thus, the agency theory and its related performance measurement and rewards systems are supported by the measurement methods as the latter provide the means by which the principals can assess the performance of their agents and the amount of rewards or incentives that the former will give to the latter. Corollary with the agency theory is the concept of agency costs (Jensen, n.d.). The measurement methods may actually affect the agency costs. Agency costs may actually encourage â€Å"companies to choose accounting methods that pre-commit against management opportunism† (Christensen and Nikolaev, 2009). This makes companies prefer the historical cost method it is perceived to be a â€Å"more effective mechanism for reducing agency costs† (Christensen and Nikolaev, 2009). Fair value and its estimates, on the other hand, may be subjected to the agent’s (management’s) discretion, which in turn, may translate to an increase in agency costs that will be borne by the company. Thus, the presence (or absence) of agency costs actually influence the choice of measurement methods that will be used by