A Study on Employee Attitude and Leadership Behaviour free essay sample

ABSTRACT The Research titled namely â€Å"A Study on Employee attitude Leadership Style† is a research study conducted among various managers in different functional areas in Sify Software Limited Everonn Education Limited. In this research study, the researcher has made an attempt to identify the various styles followed by leaders due to different behavior among employees. The study mainly focus on the various attitudes of employee’s in different groups and its impact of the performance if individual, group or team organization. Further, the study also focuses on finding out the significant relationship between the attitude of employees and its impact of completion of module, work, deadlines, and target. This study is limited to the managers working at Sify Software Limited Everonn Education Limited. The Researcher has proposed to use descriptive type of research Analytical type of result. The Researcher has proposed to use descriptive type research, in order to collect the real facts from the respondent’s regarding the attitude of the employees. We will write a custom essay sample on A Study on Employee Attitude and Leadership Behaviour or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page The Researcher has also proposed to use Analytical type of result to analyze the behavior of employees and its impact of deadline productivity. Once the data has been collected from the respondents (Managers), the Researcher has proposed to use various statistical tools like Percentage Analysis, Weighted Average Method, Chi-Square Method, One-Sample Run Test, etc. , and in order to analysis the various types of behaviors, the researcher has also planned to use cause and effect of diagram. CHAPTER 1 INTRODUCTION 1. 1INTRODUCTION Employee values, attitudes, and leadership behavior play a very important role in enhancing employee work motivation and performance. Employee work values, attitudes and leadership behavior can carefully be adjusted to produce a strong impact on employee work motivation. It would, therefore, be interesting to examine the precise nature of their roles in influencing the intrinsic versus extrinsic motivation of employees. Individuals vary in their value systems. For example, achievement is a concern for the advancement of one’s career while concern for others may reflect caring, compassionate. Supervisory behavior may vary considerably in the same job situation. Behaviors such as encouraging other employees or helping others work on difficult tasks. A supervisory behavior may adopt democratic orientation or punishment when interacting with employees and thus may affect the work behavior. Though research on leadership styles, work values, and attitudes is concerned with finding the conclusions as to what specific leader behavior, work values and attitudes would produce a strong impact on employee work motivation and performance, no clear-cut conclusions have yet been rendered. It is, therefore, necessary to examine these issues, on a relative basis, which characteristics may act as more effective motivators in employee motivation and work performance. With such an understanding, management would better be able to use available motivational tools for their maximum impact on employee work performance. Thus the objective of this study is to examine the importance of values, attitudes and leadership behaviors in employee work motivation and performance. To gain a deeper insight into the exact nature of such influence, the roles of employee values, attitudes and leadership behavior in influencing intrinsic versus extrinsic motivation and performance are examined. Finally, the study explores the managerial implications of the findings and discusses the actions that might lead to improvements in employee motivation. VALUES, ATTITUDES AND EMPLOYEE WORK MOTIVATION The following description relates to values, attitudes, and employee motivation. VALUES Values are enduring beliefs that a specific mode of conduct or end state of existence is personally or socially preferable to an opposite or converse mode of conduct or end state of existence (Rokeach, M 1973). Some basic values, which are expected to affect the attitude and work motivation of an employee, would logically include: Family: The extent to which the job offers family well-being to the employees Recreation: The extent to which the job offers recreational facilities to the employees A sense of accomplishment: The degree to which the person feels the job gives the person a sense of accomplishment after the job is done. Advancing at the company: The degree to which the person feels the job will create opportunities for advancement. Financial security: The extent to which the job offers financial security to person. Integrity: The extent to which the job provides information accurately and emphasizes impartiality and recognizes different points of view ATTITUDES Attitudes are not the same as values. Attitudes are evaluative statements –either favorable or unfavorable—concerning objects people, or events. It has been treated both as a general attitude and as satisfaction with five specific dimensions of job: pay, the work itself, promotion, opportunities, supervision and co-workers (Smith, Kendall, and Hulin, 1969; Balzer and Smith et al, 1990). The combined effects of these factors produce for the individual some measure of satisfaction and dissatisfaction (Herzberg, Mausner, and Snyderman, 1959). Definitions of these five dimensions of the job are given as under: Definitions of key Job Dimensions Job DimensionsDefinition Work SatisfactionThe extent to which an employee is satisfied with work, including opportunities for creativity and task variety, allowing an individual to increase his or her knowledge, changes in responsibility, amount of work, security, and job enrichment (Balzer and Smith et al, 1990; Smith et al, 1969) Pay SatisfactionThe extent to which an employee forms an attitude toward pay based on perceived difference between actual pay and the expected pay. Expected pay is based on the value of perceived inputs and outputs of the job and the pay of other employees holding similar jobs or possessing similar qualifications (Balzer and Smith et al, 1990) Supervision SatisfactionThe extent to which an employee is satisfied with his or supervision, as measured by consideration and employee-centered actions of the supervisor and the perceived competency of the supervisor by the subordinate (Balzer and Smith et al, 1990, Herzberg et al, 1957) Satisfaction with promotionsThe degree to which an employee is satisfied with the Company’s promotion policy, including frequency of promotions, and the desirability of promotions (Balzer and Smith et al, 1990, Herzberg et al 1957) Co-workers’ SatisfactionThe work-related interaction and the mutual liking or admiration of fellow employees (Bazler and Smith et al, 1990, Smith et al, 1969, Alderfer, 1969) Overall Job SatisfactionThe extent to which an individual’s desires, expectations and needs are fulfilled by employment (Szilagi, Sims, and Terrill, 1977) 1. 2INDUSTRY PROFILE As the study is applicable only for e-Learning industry let us have a brief introduction about the software industry below. The current e-learning boom in India has added to the existing woes. Standards apart, the industry hangs on the edge where processes and players are dubious. Much of this blame can be put on the Indian government’s inability to put together a regulatory body. Unregulated and unstructured, the e-learning industry in India is likely to wreck havoc for the global e-learning industry as small vendors pile up huge learning garbage for clients worldwide. E-learning in India has come of age. Two decades and the nation already cherish several global e-learning players on its soil. This can be attributed to some basic reasons like cheap human resources, a large pool of English-speaking workforce and ‘business discounts’ offered by the central and state governments. Although exact figures of the size of the industry is not available, a conservative estimate shows the offshore e-learning industry at about $150 million in 2004-05, up almost by 200 percent in the last two years. In spite such impressive figures, the e-learning industry in India remains mired with a plethora of issues. Some of these issues include lack of uniform e-learning standards and workplace practices, and the lack of adequate human resources to power the spiraling upward growth. These concerns apart, government apathy has also bolstered fly-by-night e-learning entrepreneurs who eye quick bucks and increasingly deliver ‘learning garbage’ to a global clientele. Smaller vendors in India have setup e-learning business houses with paltry investments of a few thousand dollars – in the hope of getting a sizeable pie of the global e-learning business. Most of these short-term vendors run their shows from North India – from places in and around the National Capital Region of Delhi. The modus operandi for these vendors is simple. They rent in a couple of rooms in an urban area and advertise for resources in job websites and newspapers. Writers, designers and technology professionals – mostly unskilled – are hired by the dozens. The average salary of the employees ranges anything between $100 to $400 and the working hours stretch well over 72 hours per week. Next, these companies setup small sales calling teams to call up international clients asking for work. The sales pitch is often exaggerated and boasts of a few â€Å"big names†. To show their experience, these vendors cull-out a few odd CBT’s from other companies or ‘steal’ courses through their contacts. The basic quality that behooves a standard e-learning company is absent in these companies. Proprietors remain ignorant of even the most basic information that is essential to run the show. A Java programmer, for example, is asked to hone his skills in C++ or any other program since he is responsible for all ‘programming’ needs. Almost anyone who walks in for the position of writers is employed as an ‘instructional designer’, primarily because they can be asked to work for lesser salaries on the pretext that they lack instructional designing experience. Vendors also rely on these writers to validate the learning content for authenticity even when content validation remains the domain of the expert, the Subject Matter Expert (SME). The writers and designers are instructed to download content from Internet websites and ‘rewrite’ them before using it. A basic ignorance of the Internet medium on the part of the owners means that the writers are often confused with the content because no single idea or information on the Internet appears consistent. E-learning processes are virtually absent in these companies. All that offers a direct benefit to the proprietor becomes part of the practiced processes. A Project Manager, for example, may be required to recruit people, review e-learning courses, undertake marketing activities, and do just anything that catches the fancy of the owner. In some companies, it was observed that programmers were asked to work as typists. The motto: no resource should sit idle. Employees who work for more than 9 hours a day are neither paid additional remuneration nor are given facilities like cabs and food for their late stay and long hours of work. As an e-learning professional once remarked, â€Å"employees in these fly-by-night ventures reminds one of the rampant practice of human slavery in Africa and Arabian countries a few centuries back. Professional torture apart, these employees are also subjected to extremely inhuman conditions of work – congested workplace, outdated computers, stinking toilets, and the same paltry salary year after year. Employees in these companies too appear to have resigned to their fates – partly because their poor education that doesn’t stand them in good stead for jobs in big e-learning MNCs and also because most do not have a professional competence in English language. This phenomenon is rarely reported by any section of the Indian media, perhaps due to ignorance or for fear of antagonizing the international fraternity. The abysmal condition and the unplanned e-learning sector, however, have both a positive and a negative side to it. The positive side is that these e-learning ventures help to reinforce the fact that there is no alternate to quality, and quality comes from the big guys, not the fly-by-night operators. The flipside is that the employees in tiny Indian -learning ventures rarely get the exposure to standard work processes and world-class e-learning products thereby subjecting themselves to professional impairment. Unfortunate for the Indian e-learning industry, at a n era of globalization and information revolution, Indian laws too have failed to contain these IT hawks. While the existing labour laws do have provisions against inhuman practices in the private workplace, in practice they remain a mirage. Most of the employees neither have the financial resources to chase litigation nor are they willing to ‘waste’ their time. The Southern part of India presents a striking contrast to the North. Recent years have seen a rapid and strategic development of global e-learning companies in the South, in places like Bangalore and Chennai. Several global players have also setup their centers in Pune, Mumbai and Hyderabad. Not surprising, the South has become a favorite e-learning destinations for serious e-learning players because of the absence of the mayhem so rampant in the Northern part of the country. Although the same Indian laws apply to all states across India, security and infrastructure is usually better in the Southern states than in the North. Consequently, most of these global giants are reluctant to setup their operations in the North for obvious reasons: lax security, incompetent e-learning resources, and rampant corruption. However of all the paraphernalia, one primary reason that dissuades the big names in e-learning from setting bases in North India is the abysmally poor skill-sets of the workforce here. In an era of cut-throat competition, generalized skills fetch little or paltry returns. In the past companies like Tata Interactive Services, Brainvisa, Sify e-learning and Accenture have all failed to locate substantial trained workforce from the North for its setups in the South. Amidst all the rigmarole, smaller global clients seeking ‘cheap’ e-learning courses remain unconcerned about the operatives of these vile businessmen. The only thing that seemingly matters for them is ‘cheaper products’, even if it comes in poor quality or if the employees who developed them are subjected to inhuman practices. Its time that global clients shed their ignorance and act responsibly by seeking detailed credentials from smaller e-learning vendors in India on their HR processes, employee welfare schemes and workforce competence. Failing to do this will not result in the development of shabby e-learning courses. The state of e-learning in India, particularly the frenzy in North India, remains a serious concern for the industry. Either the law of the land has to haul-up the desperados or wait till the hawks eat up the industry for the worse. A regulatory authority is essential now, if the industry is to survive and prosper. Money-eyed hawks can’t be allowed to have a field day. If they hang around for long, the death of the industry in India is imminent. 1. 3 COMPANY HISTORY 1. 3. 1 SIFY SOFTWARE LIMITED Sify eLearning was formed in December 2000. With over 8 years of experience in the training domain and our speciality in Instructional Design and Interactive Multimedia Content Development, we have developed over 5000 hours of learning content comprising Web based training (WBT), Computer based training (CBT), and Instructor Led training (ILT) courses. We have close to 300 employees located in our offices in India, the US, UK, and the Middle East. In India, Sifys offices are located in Chennai, Delhi, Mumbai, and Bangalore. Sify eLearning, which ranks among the top three eLearning Services providers in India, is a part of Sify Technologies Ltd. (NASDAQ:SIFY), with a revenue of US$150 million in 2008. Sify Technologies (www. sifycorp. com) is a pioneer and leader in the Internet, networking, and e-Commerce services in India and serves more than 1500 corporate and 600,000 retail consumers. We are proud to be the preferred eLearning vendor to many Fortune 100 companies. 1. 3. 2EVERONN EDUCATION LIMITED Everonn is one of the leading educational companies in India. Everonn today is the largest VSAT education network in the World. Everonn is listed in both the NSE and BSE. With a firm belief that technology-enabled learning can truly nullify social and economic boundaries, Everonn’s achievements have helped millions of students achieve their dreams. From its pioneering VSAT-enabled virtual and interactive classrooms to its emphasis on offering only the highest-quality content to students, Everonn’s quest for excellence has enabled the company to repeatedly break new grounds in the Indian education industry. Everonn’s commitment to a better standard of education is the guiding principle behind all its activities, from making Pre-school toddlers school ready to enhancing the employability of college students and providing the best entrance exam guidance in the nation. 1. 4PROBLEMS IDENTIFIED The Research titled namely â€Å"A Study on Employee attitude Leadership Style† is a research study conducted among various managers in different functional areas in Sify Software Limited Everonn Education Limited. In this research study, the researcher has made an attempt to identify the various styles followed by leaders due to different behavior among employees. The study mainly focus on the various attitudes of employee’s in different groups and its impact of the performance if individual, group or team organization. Further, the study also focuses on finding out the significant relationship between the attitude of employees and its impact of completion of module, work, deadlines, and target. This study is limited to the managers working at Sify Software Limited Everonn Education Limited. 1. 5NEED FOR THE STUDY The need for the study is to bring out the various attitude of employee in different groups and its impact on the performance of individual, group or team organization. This research study is restricted to employees working in Sify Software limited Everonn Education Limited. Generally employees working in any software companies are from different background in the sense they are from different regions, different culture, language, belief, Qualification, religion, communities etc. , which generally varies from the employees working in other sectors. This difference in attitude of employees is a very big challenge for software companies since it leads to many conflicts among the employees that affect the conducive working environment of the organization. In this study the researcher mainly focuses on changes in attitude of employees and the level of impact on their performance. Further the researcher has made an attempt to analyze the change in leadership behavior due to changes in employee attitude. In addition, the study will also be helpful in finding out the significant relationship between the attitude of employees and its impact on completion of module, work, deadlines, and target. 1. 6OBJECTIVE OF THE STUDY 1. 6. 1PRIMARY OBJECTIVE 1. To study the changes in attitude of employees and the behavioral changes of leadership at Sify software limited Everonn Education Limited. 1. 6. 2SECONDARY OBJECTIVES 1. To identify and analyze the relationship between employee attitude and leadership behavior in Sify Software Limited Everonn Education Limited. 2. To analyze the level of impact of leadership behavior on the team and performance of team. 3. To find out various ways to improve the attitude of people towards organizational commitments. 4. To identify the relationship between the attitude of employees and their performance towards their job. 1. 7SCOPE OF THE STUDY The study may help to find out the style to be adapted by leadership that may help them to effectively control the attitude of employees and also it helps to influence the workers and to extract work from them. This study may show the various characteristics of employees and its impact on the performance. Generally employees working in any software companies are from different background in the sense they are from different regions, different culture, language, belief, Qualification, religion, communities etc. , which generally varies from the employees working in other sectors. This difference in attitude of employees is a very big challenge for software companies since it leads to many conflicts among the employees that affect the conducive working environment of the organization. In this study the researcher mainly focuses on changes in attitude of employees and the level of impact on their performance. CHAPTER 2 LITERATURE SURVEY 2. 1REVIEW OF LITERATURE ?Attitudes are not the same as values. Attitudes are evaluative statements –either favorable or unfavorable concerning objects people, or events. Employee values, attitudes, and leadership behavior play a very important role in enhancing employee work motivation and performance. Employee work values, attitudes and leadership behavior can carefully be adjusted to produce a strong impact on employee work motivation. It would, therefore, be interesting to examine the precise nature of their roles in influencing the intrinsic versus extrinsic motivation of employees. ?Leadership Theory Leadership Styles: Leaders and followers each have different traits, values and levels of motivation. Theories that explain leadership effectiveness in terms of situational moderator variables are called contingency theories of leadership (Yukl 2006). Fiedler’s (1964) contingency model of leadership effectiveness is contingent upon the interaction of leadership style and situational favorableness (Liu et al. 2003). Thus, leader effectiveness is the product of many variables related to the followers, the task, and the organization (Tatum, et. al. , 2003). Transformational leadership theory emphasizes longer-term and vision-based motivational processes (Bass Avolio, 1997; Liu et al, 2003) and attempts to capture the emotional and symbolic aspects of leadership, helping researchers understand how leaders influence followers and motivate them to make self-sacrifices, putting the needs of the mission or organization above materialistic self-interests (Yukl, 2006). Researchers have found that most managers believe there is no single universal style of leadership applicable in all situations (Yun, Cox, and Sims, Jr. , 2006; Lord et al. , 2001). For example, a task-oriented leadership style may be most appropriate where a job involves psychologically immature or inexperienced workers; whereas, a relations-oriented leadership style may be most appropriate where workers are highly experienced and can be trusted to work autonomously (Tatum, et. al. , 2003). ?Group Types: Yukl (2006) defines several types of teams that can be found within an organization; two such teams include: Functional and Cross-Functional. Yukl (2006) provides the following about each team: â€Å"Functional teams are characterized by members of an organization with specialized jobs but are all part of the same basic function (e. g. maintenance, quality, etc. ). These teams operate for a long duration of time with membership that is relatively stable. Cross-Functional teams are characterized by members from a combination of functional subunits (e. g. quality, production, sales, and maintenance) working together on projects that require joint problem-solving skills. These teams operate until their task is completed. Membership may be stable over the life of the team or it may change as some functions increase/decrease in importance†. Leadership Credibility: Credibility is the foundation of leadership, and employees want their leaders to be honest, inspiring, competent, and forward looking (Kouzes and Posner, 2000). The credible leader must be seen as well informed and worthy of belief (Stoner, 1989). Credibility n urtures collaborative, cooperative relationships where employees assume responsibility for accomplishing work-related objectives voluntarily (Gabris Ihrke, 1996). For credibility to exist there must be trust between leader and follower (Kouzes Posner, 2000). Leadership credibility deals with perceived believability toward the leader-supervisor as someone an employee can trust in a supervisor-subordinate relationship (Gabris Ihrke, 1996). Organizational Justice: Organizational justice theory is intimately tied to leadership and decision processes (Tatum, et. al, 2003) and is based on the idea that a set of justice rules is used by individuals to evaluate fair treatment; and the extent to which those rules are satisfied or violated determines perceptions of justice or injustice (Mayer, et al. , 2007). Procedural justice refers to the perceived fairness of the methods used to make organizational decisions (Tepper, et. al. , 2006; Bauer, et al, 2001). In procedural justice, employees are concerned about whether the decision process is fair and the process used to determine the outcome was just (Fernandes Awamleh, 2006). Perceptions of fair procedures enhance employee acceptance of organizational outcomes (Latham Pinder, 2005), lead to organizational commitment (Lind Tyler, 1988) and satisfaction at the individual level (De Cremer, 2007). Shared perceptions of justice at the group level are positively related to satisfaction and commitment to the organization (Mayer, et al. , 2007). Just outcomes signal to employees that they are valued by the organization (Tyler Lind, 1992). Individuals experience procedural injustice when they are denied voice and decision control (Tepper, et. al. , 2006). Interactional justice is defined as the interpersonal treatment people receive as procedures are enacted (Bies Moag, 1986; Colquitt, 2001). Interactional justice is concerned with how information is communicated and whether individuals affected by a decision are treated with respect and dignity (Fernandes Awamleh, 2006). ?Group Commitment: Commitment is believed to affect organizational performance (Fiorito, et al. , 2007) and outcomes such as job satisfaction (Williams Hazer, 1986). Commitment is strongly influenced by leadership (Kouzes Posner, 2000). When employees feel unfairly treated, they may respond affectively with low commitment (Latham Pinder, 2005). The effect of leadership style on group interaction depends on both the consistency of the leadership style and the attitude group members have toward the leadership style (Kahai, Sosik, Avolio, 1997). Describing the task in a way that links it to member values and ideals, explaining why a project or task is important, involving members in planning strategies for attaining the objectives, and empowering members to find creative solutions to problems (Yukl, 2006). If members see leadership as legitimate, they should remain more attached to the team and exert more effort to benefit it (Colquitt, Noe, Jackson, 2002). ?It is readily accepted that organizational change impacts employees in a variety of ways (French, Bell, Zawacki, 2000). Consequently, the impact of organizational change on employee attitudes has received considerable research attention (e. g. Gardner, Dunham, Cummings, Pierce, 1987; Griffin, 1997; Lines, 2004; Saari Judge, 2004; Schweiger DeNisi, 1991). Research indicates that employee attitudes are related to how individuals perceive or react to change (Mossholder, Settoon, Armenakis, Harris, 2000). This is important since positive perceptions of change can enhan ce the implementation of these organizational initiatives (Lines, 2004; Armenakis, Harris, Feild, 1999). In this study, employee attitudes are investigated when organizational change is caused by the introduction of new technology. As depicted in Figure 1, salient attitudes of interest include job satisfaction, organizational commitment, intent to turnover, and job stress. The most-used research definition of job satisfaction is by Locke (1976), who defined it as â€Å". . . a pleasurable or positive emotional state resulting from the appraisal of one’s job or job experiences† (p. 1304). Implicit in Locke’s definition is the importance of both affect, or feeling, and cognition, or thinking. When we think, we have feelings about what we think. Conversely, when we have feelings, we think about what we feel. Cognition and affect are thus inextricably linked, in our psy-chology and even in our biology. Thus, when evaluating our jobs, as when we assess most anything important to us, both thinking and feeling are involved. Continuing this theoretical development, Judge and his colleagues (Judge Bono, 2001; Judge, Locke, Durham, Kluger, 1998) found that a key personality trait, core self-evaluation, correlates with (is statistically related to) employee job satisfaction. They also found that one of the primary causes of the relationship was through the perception of the job itself. Thus, it appears that the most important situational effect on job satisfaction—the job itself—is linked to what may be the most important personality trait to predict job satisfaction—core self-evaluation. Evidence also indicates that some other personality traits, such as extra-version and conscientiousness, can also influence job satisfaction (Judge, Heller, Mount, 2002) In the research literature, the two most extensively validated employee attitude survey measures are the Job Descriptive Index (JDI; Smith, Kendall, Hulin, 1969) and the Mi nnesota Satisfaction Questionnaire (MSQ; Weiss, Dawis, England, Lofquist, 1967). The JDI assesses satisfaction with five different job areas: pay, promotion, coworkers, supervision, and the work itself. The JDI is reliable and has an impressive array of validation evidence. The MSQ has the advantage of versatility—long and short forms are available, as well as faceted and overall measures. Another measure used in job satisfaction research (e. g. , Judge, Erez, Bono, Thoresen, in press) is an updated and reliable five-item version of an earlier scale by Brayfield and Rothe (1951). All of these measures have led to greater scientific understanding of employee attitudes, and their greatest value may be for research purposes, yet these measures may be useful for practitioners as well. In practice, organizations often wish to obtain a more detailed assessment of employee attitudes and/or customize their surveys to assess issues unique to their firm. ?Job satisfaction is one of the most extensively researched work-related attitudes (Loscocco Roschelle, 1991). Saari and Judge (2004), however, observed that HR practitioners lack thorough knowledge of job satisfaction and related antecedents. Job satisfaction is operationally defined as an individuals assessment of the degree to which their work-related values have been achieved (Locke, 1969; Locke, 1976). Research suggests that organizational change has a discernable impact on job satisfaction (see, for example, Ferguson Cheyne, 1995) which is associated with organizational citizenship behaviors that are beneficial to organizational effectiveness (Organ, 1990). ?Organizational commitment is also a frequently studied job attitude (Lines, 2004; Loscocco Roschelle, 1991). Definitions and conceptualizations of the organizational commitment construct are numerous and diverse. Morrow (1983) observed at least 25 different conceptualizations of organizational commitment. Despite this diversity, OReilly and Chatman (1986), among others, suggest that psychological attachment to an organization is a theme underlying most conceptualizations of organizational commitment. Of particular interest in this study is the relationship between affective organizational commitment and reactions to the organizational changes since individuals with high levels of affective commitment tend to exert extraordinary effort on behalf of an organization (Porter, Steers, Mowday, Boulian, 1974). In addition, individuals with high levels of affective commitment are likely to remain with an organization because they want to remain with the organization (Porter et al. , 1974), not because they have no other alternatives or because of social pressure. CHAPTER 3 RESEARCH METHODOLOGY 3. 1PROPOSED METHODOLOGY 3. 1. 1FOR EMPLOYEES The Researcher has proposed to use Qualitative and Analytical type of research. The Researcher has proposed to use Qualitative type of research, to assess the behavior of various employees in different teams which has an impact on overall performance of the team. The Researcher has also proposed to use Analytical type of result to analyze the effect of behavior on their individual performance towards their relationship with peers etc. 3. 1. 2FOR MANAGERS To assess the changes in leadership behavior due to changes in employee attitude, the Researcher has used the same Qualitative and Analytical type of research design. 3. 2RESEARCH DESIGN The research design is the blue print for fulfilling objectives and answering questions of specific research problem. A research design is purely and simply the framework a plan for a study that guides the collection and analysis of the data. The research designs used in this project are listed below. 3. 2. 1 DESCRIPTIVE RESEARCH To describe the characteristics of certain groups e. g. users of a product with different age, sex etc. , to determine whether certain variables are associated e. g. , age and usage of a product. 3. 2. 2 ANALYTICAL RESEARCH To analyze the behavior of employees and its impact of deadline productivity. 3. 3DATA COLLECTION METHOD In this study the researcher has proposed to use both Primary and secondary data. 3. 3. 1PRIMARY DATA Primary data will be collected through a structured Questionnaire from the target respondents.

Public Controversy on Bio-ethics Essays

Public Controversy on Bio-ethics Essays Public Controversy on Bio-ethics Paper Public Controversy on Bio-ethics Paper Bioethics can be referred to as a field of study that is philosophical, and addresses the ethical arguments as a result of advances in biology and medicine. (Jonsen et al, 1998). The ethical questions that are addressed by the bio ethicists are used in relation among life sciences, biotechnology, medicine, politics, law, philosophy, and theology (James, 2001). The interdisciplinary field of bioethics was jump-started by the Nuremberg Code. This code was set up in order to set standards for judging physicians and scientists (McGee et al 2003). These physicians and scientists were the one who had worked in concentration camp conducting biomedical experiments on the prisoners. The basic ethical principles that should rule biomedical and behavioural research on human subjects have been suggested to be drafted down. Guide lines that will ensure human rights and respect are upheld should also be included. The rules and guidelines also assist in resolving the ethical problems that surround research conducted on the human subjects. Principles that need to be addressed by the guidelines are: Justice, Beneficence and Respect for autonomy for the person. Public health and health policy challenges and advancement in biotechnology has resulted to a fast-growing academic and professional area of inquiry in bioethics. Degree programs are currently being offered in various education institutions that do specialize in bioethics. The proper scope in bioethics is not certain. While some people feel that ethical evaluation of questions that revolve around biology and medicine should be narrowed down to the morality of medial treatments or technological advances, others feel different. The other groups are of the view that ethical evaluation should include morality of all actions that might help or harm organisms that can feel fear and pain. In addition, all such actions should be included in bioethics. This is because they may bear a relation to medicine and biology. The purpose of bio ethicists is to put to work the huge body of research and history of discussions about bioethics in a manner that is fair, honest and intelligent. Future social, ethical and economic implications. Bioethics as a field was as a result of public attention to ethical questions related to abuses of human subjects in biomedical experiments,www. eubios. info/betext. htm . Bioethics as a field of study is said to be an appropriate way of ensuring human rights and morals are incorporated into the medicine and biological experiments. In this research paper, the issue of Genetically Modified Foods (GMOs) will be discussed. The use of genetically modified organisms has raised public disagreement on whether the organisms should be produced for human consumption or not. The positive perspective of genetic organisms will first be discussed, and negative effects also. Both sides expose the controversy that surrounds this issue. Genetically Modified Food Organisms. (GMOs). Discussion There are various issues that comprise bioethical research analysis. Genetically modified organisms include one of the issues that have raised controversy in the biomedical field. The argument is between the advantages and negative effects of these foods. Part of the global community view GMOs as a benefit to human survival while others see the organisms as unhealthy and having adverse effects on people, animals and the environment in general. Genetically modified organisms (GMO) can be said to be organisms that’s through genetic engineering techniques, their genetic material or make-up is altered (Anderson K. 2005). The recombinant DNA technology is used in alteration of the genetic makes of GMOs include transgenic plants and microbes for example e. g. bacteria (Cohen et al, 1973). Genetically modified organisms have increased production in the agriculture sector and reduced the costs that may be incurred during the production. This is because, there is reduced costs in chemical and mechanical needs during planting, maintenance and harvesting of the agricultural products, (Smith et al, 2000). The savings from costs that might have been incurred can be used to implement programs that can benefit the consumers. The government can therefore, spend less in the cost of production in agriculture if the foods were genetically engineered as compared to the organically produced foods. www. dartmouth. edu-biomed/resources. htmld/bioethics. shtml. Genetically modified organisms require minimal use of chemicals and labour to enhance maximum production. These organisms also result to the production of foods that are more nutritious. This means that the nutritional value of the natural foods can be increased by producing GMOs . A good example is ‘Golden Rice’ which contains beta-carotene, Vitamin A and Iron. The GMOs due to their increased nutritional value helps in preventing and treating nutritional related diseases, for example, anaemia, childhood blindness and Marasmus. Another advantage of genetically modified crops is that the foods have an enhanced taste and quality as compared to the natural crops. This is because the crops genes have been modified to improve its quality. Genes from two crops are combined to form a better quality crop. The characteristics that enhance resistance against diseases, adverse weather conditions, pests, and maximum yields in both crops result to an even better crop, www. sciencemag. org/feature/plus/sfg/education/index. dtl. The crops that have been genetically engineered have a reduced maturation time. Some crops have been known to take a very long time before they are ready to be harvested. Decreasing the maturation period increases the crop yield per given piece of land. The crops susceptibility to diseases and pests that occur as a result of long periods of crop in the field is reduced. This increases the rate of production of the crop over a given area of land. The high production is able to supply the world markets in order to satisfy the needs of the people. GMOs violate the ethics that require protection and conservation of both the plants and animal diversity. All organisms or species that exist in nature have their intrinsic values. This value allows plants or animals to exist without being interfered with. They all have a right to life and no one has the right to manipulate them. Gene engineering of these natural organisms denies them the right to exist in their original form. This results to gene loss or reduction of genetic diversity. The GMOs have an increased stress tolerance. Crop stress can be as a result of diseases, pests and unfavourable weather conditions. For example the crops are disease resistant. The crop field is protected from the diseases that are likely to attack it. Due to their disease resistant condition, the quality and nutritional value of the food crop is guaranteed. The hybrid species of crops that are produced as a result of genetic engineering offer a much higher quality crop. There is no reduction in production that may result due to the crop diseases, (Smith et al, 2003). In addition some food crops have been engineered to produce human vaccines against infections diseases. Many human diseases and infections are either incurable or curable. Some incurable human diseases can be prevented by consumption of genetically modified foods. The vaccines boost the human body immune system against the diseases. For example banana species produce a human vaccine against hepatitis. The crops are also resistant to pests that can damage crops to lower the production and its product quality. Some pests may also act as disease vectors of human or animal diseases. Some human diseases can be contagious and that can cause deaths of a large number of people. Foods containing medicinal components assist in providing better health to the people. The GMOs give a chance to the introduction of new products and growing techniques. The GMOs produce toxic substances to the humans. Natural foods contain toxic components that do not cause adverse health effects. Introduction of new genes in a pant trigger production of toxins at high levels and also interferes with a metabolic pathway. This causes a stressed plant to produce more toxins in response to this. For example potatoes bred for increased disease resistance have produced high levels of glycoalkaloids (GEO-PIE Website). These toxins may cause poisoning or diseases in the human body, (Murphy et al, 2004). In animals, the gene technology has led to the introduction of animal species that are resistant to diseases. For example, a cow has been introduced; that is resistant to the mad cow disease (James, 2001). This prevents outbreak of such infectious diseases, which may even be transmitted to the human beings. Animal productivity can be increased its resistant to harsh unfavourable conditions. The animal also acquires an efficient feeding method. Animal diagnostic methods are improved through gene engineering. This ensures diseases can be easily diagnosed and the required treatment administered on time. Genes from different species are mixed in order to form a GMO. This means that the genetic make up is interfered with. Genes that enhance the survival of threat organism may be interfered with. Disease-resistance and stress-tolerance in the organism may be reduced. This makes the organism’s vulnerability to diseases and stress to increase. An outbreak of disease may completely wipe out an entire population due to reduced resistance. Genes tampering may also decrease the survival rate in a species due to its reduced ability to adapt to adverse weather and environmental changes. Other changes may include; behavioural change and low reproductive rate (low survival rate of the offspring). GMOs cause stress to the animals and plants. This is due to the increased human disturbance to the organism. The organism is exposed to so many changes at the same time genetic changes, behavioural changes The environment in which a person lives is very important and needs to be protected from pollution or exposure to overexploitation. Bio-herbicides and bio insecticides have been developed. These chemicals are environment friendly and help in preventing pollution of the environment. Environmental pollution contributes a lot in environment deterioration, diseases increase (in humans, animals and plants) and affects water resources and other natural resources. Environmental pollution has encouraged global warming that has in turn resulted to natural disasters (floods, famine and drought, and hurricanes). These natural disasters cause intense damage to property, transport systems and death. Use of bio-herbicides and insecticides reduce the effects that contribute to disasters that are environmentally related. These chemicals reduce the dangerous effects of chemicals that have been used in the past; non-friendly to the environment. The chemicals can be absorbed in the human environment without causing hazards. Biotechnology as a technique is applied in conservation of soil, water and energy. These resources support the entire human population survival . The resources exploitation or destruction may put to risk the human survival. Both humans and animals depend on the plant resources for their food. Minerals that are extracted from the natural environment are used in the pharmaceutical industry to produce drugs. Others are used to build residential and working facilities. Therefore, people need to protect these resources from over-exploitation and instead promote sustainable use of the resources. In the mission to protect the environment people are inventing measures that will ensure sustainable utilization of the resources. As above stated, chemicals that are genetically produced is environmental -friendly. This ensures that they do not change or affect the soil structure and its fertility. Wild animals are protected from poisoning through the use of non-environmental friendly chemicals on the natural environment. Water sources are protected from poisoning. Both plants and animals in the wild utilize water and poisoning of this water will adversely affect the aquatic organisms that live in the water resources www. gwu. edu/-guides/arts/philosophy. html. The GMOs on the other hand have negative effects on people, environment and safety, also local and global effects. The organism make up of an organism assists a person in resisting diseases in the body system. The GMOs may cause allergies in individuals due to the interference of the genetic composition. The antibiotic resistance markers in the body are transferred reducing the resistance of that person against the disease causing organisms . The environment is exposed to chemicals that in turn affect the natural cycle of the environment. Genetically modified plants may harbour disease vectors that may affect the animals. Allergies introduce other health complications to both humans and animals. Organisms that may be exposed to negative effects of use of GMOs become more susceptible to diseases (www. -sul. Stanford. edu/guides/bietics. html). . Better waste management has been developed as a result of genetically modified organisms. Wastes require to be disposed in the best way possible that does not pose danger to the people or the environment itself. Products those are less harmful to the people if disposed guarantee a community safe waste management. Any waste that is disposed in the environment requires being biodegradable and causing minimal effects to the environment. The waste is easily absorbed in the existing environment without threatening humans and animals, as well as the plant life. There is more efficient processing of products and bio processing of forestry products (Bioethics. georgetown. edu/publications/scopenotes/sn38. htm). In human societies, genetically modified organisms have increased food security for the growing populations worldwide. The food production is increased through huge harvests. Increased yields enable a country to satisfy the nutritional needs of its people . In addition more food can be stored for future use. This guarantees the people of enough food even in cases of unfavourable weather conditions (drought, floods) that may reduce the crop production. A good harvest is as a result of early maturity, disease-tolerant crops, pest resistant crops and their ability to adapt to the adverse weather conditions. The crops are more stress-tolerant and will survive in changing environments. Animal products that supplement human diet can also be produced in high amounts as a result of increased resistance to diseases, increased hardiness and feeding efficiency as well as improved diagnostic methods. Animal products provide food source that supplement the crop products. Increasing human populations have necessitated increase in animal products to satisfy the ever-increasing human needs. Genetically produced animal organisms will also increase in production and their products also easily available to the people. Increased food security prevents scarcity of food even in the events of droughts or floods. The global environment is threatened by the use of genetically modified organisms. Both plants and animal populations have been affected. In a natural environment, conservation of gene diversity is very crucial. Disappearance of a species causes reduction in the genetic diversity. The process of evolution and natural selection favour the survival of organisms with the best genes. Genetic engineering may result to the change of genes that are important for an organism to survive. A species changed wiping out of that species through natural selection. These organisms can therefore be said to threaten survival of some species for example, unintended transfer of transgenes through cross-pollination, effects on soil microbes, and loss of flora and fauna diversity. These changes in turn affect the natural cycle in the environment www. questia. com/Ethics-in-education. To the humans, the genetically modified foods are said to cause health problems. Since they are genetically engineered, the animal and crop products threaten the safety of the person consuming the product. The threats posed by the genetically modified foods vary according to the organism type being modified and the intended application of the modified organism. Products that can enter the human food supply are primary causes of problems in the human health. The GMOs are potential causal factors of food allergies. The allergic reactions result when a normally harmless protein stimulates an immune response after it enters the body, (Bernstein et al, 2003). The allergic response is activated b an introduction of a new gene in the human body, which is from a source with allergic components. The source may also be new to the human body system. This increases allergic reactions possibility. Compared to its traditional counterpart, genetically engineered plant may have decreased nutritional value. This is because a GMO is said to make nutrients in that plant to become unavailable or indigestible to the people. For example, a study conducted showed a strain of genetically modified soybean produce phytoestrogen compound levels. The phytoestrogen compounds in the soybean are believed to protect against heart diseases and cancer. This is as compared to the traditional strain of the soybean. (Bakshi, 2003). Both humans and animals have bacteria that live in the body system. These bacteria have very vital roles in the body. Genetically modified foods consumed may cause these bacteria to pick up antibiotic resistance gene before the complete digestion of the DNA. This results to the antibiotic resistance in the body systems (GEO-PIE website). In terms of access and intellectual property, genetically modified foods causes few companies to dominate world food production. The technology that is applied in gene engineering is very expensive and not easy to acquire. Therefore, only few companies have the knowledge and technical know-how to produce the organisms. This will result to monopolization of the market by these few companies. Reduction in competition will cause the price of these foods to go up. This will in turn deny food to the poor or those who cannot afford these productswww. healthsystem. virginia. edu/internet/bio-ethics/bibliographylombardo. cfm. The developing countries dependency on industrialized countries will increase. Dependency of developing countries on the developed country violates their rights to conduct their government affairs independently. The countries sometimes are blackmailed into accepting political stands that compromise the welfare of their citizens. Laws and policies that should be developed in the country, address more issues that benefit the developed countries, rather than their own country (Jonathan et al, 2006). The process of developing the genetically modified organisms involves the foreign exploitation of natural resources. This is referred to as biopiracy. (Muse. jhu. edu/journals/kennedy-institute-of ethics-journal). This is whereby foreign firms or companies exploit natural resources that belong to others without their authority and recognization. Some companies have been said to exploit resources from the indigenous communities and patenting them as their own. This can be viewed as undermining of natural resources by people who do not own them (Khushf et al, 2004). The genetic engineering advances are thought to direct interests of rich countries. The rich countries gain economically by supplying GMOS to the global market, while the poor developed countries loose. Developing countries lack the technological know how in producing genetically modified organisms. If the organisms were to be introduced in the developing countries, it would be very expensive for the country or its citizens to afford the products www. bu. edu/library/guides/biethics. html. In my own view, genetically modified foods should not be introduced in the market due to the adverse effects they can cause to people, environment and society, (Glad et al, 2008). These effects cannot be ignored due to the further complications they cause to humans, animals and the overall environment. Their advantages can be equited to the negative effects they cause. The organisms should be developed without causing the harm they have caused in the past, if they are to be introduced for everyone to consume. Though these organisms do assist in solving food problems, other methods of ensuring maximum food production without posing threats should be applied. Research in the medical field, through biotechnology has helped in manufacturing of more effective drugs by pharmaceutical companies. Minimizing negative effects that may result should develop these drugs. The organisms’ benefits should be enjoyed without at the same time becoming a hazard. Conclusion Genetically modified organisms are diverse and are beneficial to the humans, animals and plants. Their benefits to human, animals and the environment are benefits to be appreciated Humans can have enough food, diseases can be prevented and the environment protected from exploitation. GMOs definitely contribute to the well being of life on earth in various ways. However they also have their negative side to life on earth. Diseases and infections have been encouraged by the organisms, environmental pollution and poisoning of human, animals and plant life. In future the testing of the Genetically Modified Organisms will be very important to ensure that the benefits outweigh the demerits and costs of development. This is the only way that the moral and ethics of life on earth will be propagated. Genetically Modified Organisms that may be introduced should be acceptable if the benefits people acquire from them are so important and many their negative effects can be comfortably sidelined. References Anderson . K and Lee Ann Jackson . 2005. Some Implications of GM food Technology policies for Sub-Saharan Africa. Journal of African Economies Bakshi 2003. Genetically modified organisms; harmful effects Bernstein et al, 2003 Cohen, S. Chang, A. Boyerit. Helling R. 1973. Construction of Biologically Functional Bacterial Plasmids in Vitro. Glad, John. 2008. Future Human Evolution; Eugenis in the Twenty-First Century: Hermitage Press. James 2001. Principles of Biomedical Ethics, Oxford, New York; Oxford University Press Jonsen, Albert; Veatch, Robert Walters, Leroy (1998). Source Book in Bioethics, Washington; Georgetown University Press. Jonathan, Baron. 2006. Against Bio-ethics. Khushf, Tom(ed) 2004. Handbook of Bio-ethics; Taking Stock of the Field from a Philosophical Perspective. McGee, Glenn (2003). Pragmatic Bioethics, Cambridge Massachusetts Institute of Technology Press. Murphy, Timothy. 2004. Case Studies in Biomedical Research Ethics. The MIT Press. Smith, Nick. April 13, 2000. â€Å"Seeds of opportunity† An assessment of the Benefits, safety and oversight of plant Genomics and Agriculture Biotechnology. www. eubios. info/betext. htm www. dartmouth. edu-biomed/resources. htmld/bioethics. shtml www. sciencemag. org/feature/plus/sfg/education/index. dtl Bioethics. georgetown. edu/publications/scopenotes/sn38. htm www. questia. com/Ethics-in-education www. healthsystem. virginia. edu/internet/bio-ethics/bibliographylombardo. cfm www. bu. edu/library/guides/biethics. html www. gwu. edu/-guides/arts/philosophy. html Muse. jhu. edu/journals/kennedy-institute-of ethics-journal www. -sul. Stanford. edu/guides/bietics. html

The Hierarchical Structure of The Court System in England and Wales Essay

The Hierarchical Structure of The Court System in England and Wales - Essay Example The Civil Division of the Court of Appeal handles any appeals about decisions taken by the High Court. The subcategory of Chancery Division, Companies Court handles cases about business swindles, company disagreements, bankruptcy, organizational administration and disentitlement of directors. Patents Courts, second subcategory of Chancery Division handles cases about scholarly possessions, copyrights, government grants and trademarks. The Divisional Court, the third subpart of Chancery Division handles cases about ‘equity and trusts’, ‘controversial probates’, ‘tax partnerships’ and liquidation (Jones, 2011). The Family Division handles cases about marital issues like guardianship of children, family, espousal, parental accommodation, domestic sadism, breakage of relationships, and termination of marital agreements, divorces, and medical handling situations (Elliot & Thomas 2011). The Queen’s Bench Division is divided into Administrative Court, Admiralty Court, Commercial Court, Mercantile Court, and Technology and Construction Court. The Administrative Court is responsible for hearing the legal reassessments, legislative cases and claims, and claims that come under the category of cases according to ‘Drug Trafficking Act 1984’ and the ‘Criminal Justice Act 1988’. The Administrative Court also supervises the courts and tribunals inferior to it about legitimized decisions. It also supports localized establishments, ‘Ministries of the Crown’ and public authorities in legal decision-making (Elliot & Thomas 2011). The Admiralty Court is responsible for handling disagreements related to nautical and shipment issues such as accidents, rescue, transportation of... This essay mostly focuses on the analysis of the hierarchal structure of court system of England and Wales, that can be noticed today as divided into five levels. Supreme Court also called previously as House of Lords and Judicial Committee of the Privy Council are at first level, Court of Appeal is on the second level, High Court on third, Crown Court and County Courts on four and Magistrates’ Courts and Tribunals Services are at fifth level. The researcher then concludes that the court system in England and Wales is divided into certain levels starting from Supreme Court to the Tribunals and Magistrates’ Courts. The researcher then discusses each level and provides recommendations as to how to understand and differentiate each one. Supreme Court is the highest most court of the court system. Judicial Committee of the Privy Council is also of top level. The second in hierarchy is the Court of Appeal followed by Criminal and Civil Divisions. Magistrates’ Courts a nd Tribunals that are at the last level of hierarchy of court system follow Crown Court and County Courts at forth level. The decisions from lower courts can be appealed in the higher courts. However, the binding precedent cannot be appealed as it is a decision that is taken by a higher court and can be reused if the judges find a similar case with similar issues and facts. If a judge at a lower level of court system does not follow the binding precedent in giving a decision, the case can be appealed at a higher level.

Leadership and Managment Assignment Example | Topics and Well Written Essays - 1500 words

Leadership and Managment - Assignment Example pend largely on the acceptance and diffusion of policy ideas (p.502).† It is important to note that prior to our new reform, all the stakeholders have been used to the previous work arrangements. Supporting Doetter and Gotze’s insight, it will be ignorant of us to assume that the employees and other members of the staff will easily adapt in the new system. Our goals might be hindered in the process and it is a common understanding that those goals are the only reason the new reform is being launched. Compatibility issues may occur in form of difficulties in the working relationships (Daly, Speedy & Jackson, 2004). The new arrangement brings with it new tasks and specialization, plus, of course, greater higher levels of seriousness in what we do as an organization. In the meantime, the preexisting work relationships will certainly become destroyed. That might not rhyme so well with the workers. Adapting to virtually new masters and supervisions in the fields that did not carry much weight before will bring slowness in terms of implementation of the new working policy. In the meantime, workers will be demoralized and hence low productivity will ensue. The Department of Health (2013) and NHS Employers (2013) underpins the necessity of engaging employees in working as a team. However, in our case, such processes might prove to be tougher than we expect especially now that we behave new employees some of whom are from completely different disciplines. Diversity policy The fact that new policy comes with some shortcomings (Bassett, 2012) is one that we must live with. The introduction of new employees some of whom are from different disciplines can easily compromise governance into ensuring that all arms of management work to their best levels and towards fulfillment of... This paper approves that in terms of compatibility and coordination, new workers may find it difficult to adapt to the new environment while the old workers may find it hard to accommodate the new changes in the reform agenda. The result is slowed productivity of our organization, tainting of its name and fame due to unimproved services and loss of costs in terms of costs of hiring new employees. If not well managed, diversity may breed hate among workers which will sabotage coordination, productivity and thus the performance of the company altogether in that order. Insubordination is an already recognizable phenomenon in our organization. This is different from the conflict of personalities. It is the process of demeaning others because they are inexperience or are not learned as one. This paper makes a conclusion that there will be the need to sensitize the entire workforce and the key stakeholders of the new reform necessities. To this end, it will be vital to conduct major inclusive workshops to explain that the new changes are the most effective for the attainment of the goals of our organization. During such inclusive workshop, it will be necessary and possible to coin in the importance of diversity – we are there not to compete but to learn and complement each other. The problem of insubordination is sensitive and if addressed appropriately, it may be termed as rude. Therefore, it may be embedded in the issue of diversity. But first we must come up with a comprehensive employee behavior and policy as an in-between help.

Areas of Sociology Essay Example for Free

Areas of Sociology Essay Sociology is a very broad and diverse field. There are many different topics and scopes in the field of sociology, some of which are relatively new. The following are some of the major areas of research and application within the field of sociology. For a full list of sociology disciplines and areas of research, visit the sociology disciplines page. Family. The sociology of family examines things such as marriage, divorce, child rearing, and domestic abuse. Specifically, sociologists study how these aspects of the family are defined in different cultures and times and how they affect individuals and institutions. Deviance And Crime. These sociologists, also called criminologists, examine cultural norms, how they change over time, how they are enforced, and what happens to individuals and societies when norms are broken. Deviance and social norms vary among societies, communities, and times, and often sociologists are interested in why these differences exist and how these differences impact the individuals and groups in those areas. Demography. Demography refers to a populations composition. Some of the basic concepts explored in demography include birth rate, fertility rate, death rate, infant mortality rate, and migration. Demographers are interested in how and why these demographics vary between societies, groups, and communities. Social Inequality. The study of social inequality examines the unequal distribution of power, privilege, and prestige in society. These sociologists study differences and inequalities in social class, race, and gender. Sociologists who study health and illness focus on the social effects of, and societal attitudes towards, illnesses, diseases, disabilities, and the aging process. This is not to be confused with medical sociology, which focuses on medical institutions such as hospitals, clinics, and physician offices as well as the interactions among physicians. Work And Industry. The sociology of work concerns the implications of technological change, globalization, labor markets, work organization, managerial practices, and employment relations. These sociologists are interested in workforce trends and how they relate to the changing patterns of inequality in modern societies as well as how they affect the experiences of individuals and families. Race And Ethnicity. The sociology of race and ethnicity examines the social, political, and economic relations between races and ethnicities at all levels of society. Topics commonly studied include racism, residential segregation, and the differences in social processes between racial and ethnic groups. Military sociology looks at the military as a social group rather than an organization and examines issues related to coerced collective action, survival in vocation and combat, civilian-military relations, and interactions between other groups or government agencies. Education. The sociology of education is the study of how educational institutions determine social structures and experiences. In particular, sociologists might look at how different aspects of educational institutions (teacher attitudes, peer influence, school climate, school resources, etc. ) affect learning and other outcomes. Religion. The sociology of religion concerns the practice, history, development, and roles of religion in society. These sociologists examine religious trends over time, how various religions affect social interactions both within the religion and outside of it, and relations within religious institutions. The Internet. Sociology of the Internet includes the analysis of online communities (newsgroups, social networking sites, etc. ) and virtual worlds. Sociologists are interested in the social implications of the Internet and how virtual communities and worlds are transforming real communities and societies across the globe.

Anatomy of Criticism by Northrop Frye Essay -- Anatomy Criticism North

Anatomy of Criticism by Northrop Frye In Anatomy of Criticism, author Northrop Frye writes of the low mimetic tragic hero and the society in which this hero is a victim. He introduces the concept of pathos saying it â€Å"is the study of the isolated mind, the story of how someone recognizably like ourselves is broken by a conflict between the inner and outer world, between imaginative reality and the sort of reality that is established by a social consensus† (Frye 39). The hero of Hannah W. Foster’s novel, The Coquette undoubtedly suffers the fate of these afore mentioned opposing ideals. In her inability to confine her imagination to the acceptable definitions of early American female social behavior, Eliza Wharton falls victim to the ambiguity of her society’s sentiments of women’s roles. Because she attempts to claim the freedom her society superficially advocates, she is condemned as a coquette and suffers the consequences of exercising an independent mind. Yet, Eliza does not stand a lone in her position as a pathetic figure. Her lover, Major Sanford -- who is often considered the villain of the novel -- also is constrained by societal expectations and definitions of American men and their ambition. Though Sanford conveys an honest desire to make Eliza his wife, society encourages marriage as a connection in order to advance socially and to secure a fortune. Sanford, in contrast to Eliza, suffers as a result of adhering to social expectations of a male’s role. While Eliza suffers because she lives her life outside of her social categorization and Sanford falls because he attempts to maneuver and manipulate the system in which he lives, both are victims of an imperfect, developing, American society. Though Eliza’s ... ... comic hero. This flaw seems to be a result of the greater defect of the society in which he functions. Certainly not an innocent and having his own characterization of the same fatal flaw as Eliza – a decisive determination for independence -- Sanford shares in the traditional tragic conclusion of isolation and loss. Despite an attractive interpretation that Eliza Wharton deserves her tragic fate because she is too scandalous of a seductress, her fall is actually a result of her desire for autonomy in a society that denies women that right. Also, to view Sanford as a heartless villain would be reductionary. He too, like Eliza, is subject to the judgements, constraints, and values of a flawed society in which he is separated from his true love. Both characters fall as a result of their desire for relational freedoms that early American society denies them.

Effective Career Management and Planning Essay

For individuals career management is one of the important tasks which should be arranged in order for theme to be employable, and successful in their work and life. This essay introduces terms career management, career planning and explain how these two tasks are linked together. Subsequently it also explain how to effectively manage careers. Lastly conclusion and explanation will be given on who is responsible for managing careers, as well as who should plan individuals career to improve effectiveness. There is many ways to describe career management. As it is described by American Management Association it is a cycle of events that enables individuals and companies to achieve their goals (HR Focus 1999). Good management of careers would preferably put employees in most profitable and competitive situation for the businesses, at the same time employees are required to understand what skills will help them to improve and develop in order to achieve rewards from work and personal life. There are two different career managements: organizational and individual (De Vos, A et. all 2008). Organizational career management is set to improve workers effectiveness, this is achieved by findings what workers want and helping them in achieving the goals, at the same time selecting the employees who deserve opportunities the most, in order to motivate them. Individual career management is effort which individual puts to improve career aspiration, it is also very important that employees, while satisfying their personal goals, also satisfy the goals of the organisation. In changing economy of 21st century, people are not able to remain in only one job for the duration of their life. As Handy (1976) said traditional careers are not compatible with new organisation structures. It is also proven by Guest and Mackenzie (2006) that the number of the opportunities of work promotion decreased which would make it more difficult for the employees to move up the ladder in their organisation (Newell 2000). Due to the changes in the organisations, and the fact that employees are not able to work for one employer for the duration of their career, puts more responsibilities for managing careers on the employees themselves in order to achieve their life ambitions. Career management in today’s world requires people to learn continuously for the duration of their career due to increasing amount of technology being used in day to day work. To be competitive in the work, employees have to be current with new technologies and skills, which will increase their employability. Another very important skills employees have to develop are relationships with colleagues and competitors, which will help in observation how the industry is changing, to be modern and competitive in the workplace. Psychological contract is a mutual obligation of employees and employers, this obligation can include promises and expectation from both parties of the contract. Over the years Psychological contract has changed dramatically due to changes in the economy. Psychological contract no longer gives job security, and mainly focuses on short term financial relationship (Atkinson, 2002). These changes put more responsibilities on employees and demand from them to be highly skilled, and marketable. Career planning is a part of career management which consist of activities which lead to achieving career goals, as well as finding their strength and weaknesses (Orpen 1994). Tasks are associated with exploring people’s interests and abilities; it also should include identifying new skills people want to develop. Career planning also involves drawing action plans and making sure the plans are realistic. Planning is one of the tasks which are compulsory to remain employed and competitive in employment market. Planning of career must include variety of strategies carried out in order for the individual to be successful. In order to develop a career plan individual have to go through four steps: self assessment which helps people identify their skills and qualities, research which is design to introduce individual to job from inside, decision making requires individual to choose one of the options available, and lastly taking actions such as looking for jobs as well as keeping in touch with the people in the field (Zigelstain, T). Each of these steps is design to help individual find his ideal career based on skills and attributes of individual. Research conducted by Orpen (1994) shows that the employees who plan and use different tactics are more successful in their careers even if the tactics do not work. The responsibility of managing and planning the careers for individuals lies between the employers and employees, mainly because employment is seen as a relationship between these two parties. It is very important that there are different tasks assign to this two parties in order for them to work effectively. Then again career management on the organization side helps empl oyee become more successful, encourages workers to identify what they want, it also support self-development (Barnet & Bradley 2007). Involvement of the organisation in career management brings confidence to an employee which makes them feel their careers are better. Taking in the account the fact that in today’s world people will frequently change jobs- as indicated by Bureau of Labour Statistics 64% of individuals change job between 5 to 14 times in their life (Loretto 2010)- responsibility of managing career is principally placed on the individuals themselves. In the conclusion it is vital to saying that the career management and planning is very important in individuals’ career. Tasks associated with planning and managing help people to uncover their skills and attributes which then can be used in their career. Managing careers is broadly responsibility of employees, but in order for the employees to take the right steps in managing the career help from employers in form of various activities is needed. If the help from the organizations is not significant there will be only little progress made in managing the careers (Newell 2000). At the same time due to changes in economy and organizations themselves people have to take control in planning and managing their careers on their own in order to make career effective and gain benefits as well as satisfaction from work and personal life. Without participation in the tasks associated with planning and managing careers individuals will find it very difficult to find the precise occupation in which they will feel comfortable. Concurrently share responsibility of career management improves performance as well as increases benefit for organization and individuals. There will be help available from your employer in managing and planning career but before individual or graduates get job they should take control of their career and life.