Export Consultancy in UAE

Content Marketing Strategy With CoSchedule And WordPress VIP

Content Marketing Strategy With And WordPress VIP Execute Your Enterprise Content Marketing Strategy With Ease Some of you have asked us if we would  integrate with WordPress.com VIP. Its now a reality. WordPress.com VIP is the leading WordPress solution for enterprises. Its essentially an all-in-one package for hosting and  support to help large brands rock with WordPress. will join the ranks of Facebook,  Getty Images, and Chartbeat  as one of only 22  technology partners for WordPress.com VIP users.  Technology partners like provide advanced integrations and partnerships to expand the capabilities of the core WordPress content management system. As a technology partner, will  provide the content marketing editorial calendar that combines blogging, social media, team workflow, and content marketing in a single tool. So, what does all of this mean? is available for WordPress.com VIP! Content marketing for enterprises just got easier.There is now a customized version of that integrates seamlessly with WordPress.com VIP. These special features  extend beyond the traditional editorial calendar to help WordPress.com VIP users  plan great content while saving a lot of time. Heres what you can expect from for WordPress.com VIP: 1. Use The Team Roles That Work For Your Business Every organization is different. You have your own unique names for the roles your team fills to execute your content marketing strategy. And every one of those roles has very specific responsibilities. Customize everyone’s role on your team to give them the permissions they need for their specific responsibilities. Help them use the features they need to do their work, and hide the ones that get in their way. You can even help certain team members only communicate with a few people. So if you have multiple departments or regions, theres a lot less confusion from too many conversations. This core ability will help your entire team communicate more clearly, focus the team on accomplishing their tasks, and gives you more security in your processes. 2. Customize Your Business Social Media Permissions For Advanced Security Sharing your content on social media can help you grow your traffic. Doing it right can help you  grow traffic by 31.5 times within a day of a post publishing. But you may not need every team member to have access to all of your business social media accounts. So give certain members of your team the rights to use specific social media profiles while restricting others access. When would this be extremely useful?  Imagine  teams in different countries managing different social accounts from the same blog. Or possibly different departments that each run separate social media accounts. You get help your team  focus on their own social media projects and protect them  from accidentally sharing content with  the wrong accounts. 3. Help Your Team Share Content With Their Private Social Profiles When your team creates content theyre proud of, theyll want to share it with their personal fans, followers, and friends. Your team can rock at social media with private social profiles and share your content with the best social sharing schedule that will get you even more  traffic. These accounts will never be accessible by other team members. 4. Know Who Published And Shared Your Content For Better Accountability Sometime, you may just have to know who published what. Its really helpful to have a full history log to know who  modified your blog and social media content. Imagine if someone sent an erroneous social media message. Now youll know exactly who did it. 5. Get  The Support You Need So You Can Focus Your Time On What Matters When your team spends time trouble-shooting, thats time they dont spend executing your content marketing strategy. Get the priority level support you need for any questions you have. Your support includes setup assistance, and full support for your entire experience with . Never hesitate to reach out for an extra hand from the people who made the tool youre using. 6. Get  A Lot More Traffic From Social Media and make it worth your time. Your team can schedule social media messages even before your content publishes. By combining social media scheduling with blogging, your team stays on the same page, plans ahead, and saves a ton of time from not having to use multiple tools. That means your team can move faster, be more productive, and work together in the same tool to see  what everyone is working on. 7. Make  Your Workflow Finally Work For You Even if your current workflow isnt going that well right now, it may not be that its wrong for your organization. Its totally possible that you just arent using the right tool to make your workflow work for your team. You just need a tool that helps you build your own task templates, name those tasks, and assign them to the right custom roles for   your team. And if you need to move things around on your calendar, the  due dates for your tasks should move accordingly. That helps you work smarter, not harder. 8. Prove (And Improve)  Your Content Simply By Knowing Whats Working You already know creating content just to create content wont help you achieve your strategic goals. You need to know how your content performs to prove your ROI and learn from what you created. A great way to know how your content is performing is through your social media shares. This is a great measurement for success because: People read what they know is popular. People share what they know is popular. People subscribe to what they know is popular. Use your social media analytics to prove your success and improve your future content. 9. Use  Your Editorial Calendar How It Works Best For You Everyone on your team fills different roles. Therefore, it makes sense that theyd all use an editorial calendar like differently. Every member of your team can choose how to use (and they can mix and match their preferences at any time). Your team can use : Right in the post-edit screen in WordPress as they actually write your blog content. As a plugin in WordPress. As a standalone Web app. That makes the switch to a new editorial calendar easier since everyone can choose how theyll use the tool- but youll all be using the same tool. 10. Get The Security  3,000  Content Marketers Rely On Your  IT department explores every marketing tool you use. Theyll love since it uses the same security technology most banks use to protect your information. And our up time is impeccable. Just check out our status log whenever youd like to see stats on our up times. We will always report our up-time status clearly. We strive for- and achieve- 99.9% up time. We have a full-time team dedicated to technical and front-end support. Youll always have access to at least two support techs during regular business hours, and at least one support tech is on call 24 hours a day. As a WordPress.com VIP user, youll get your own priority support, too. And that means your requests will always be at the top of our to-do list. Plan Awesome Content And Save A Ton Of Time You put a ton of time into planning the perfect content marketing strategy. You need an editorial calendar that will help you execute your strategy perfectly. and WordPress.com VIP  will make your strategy a reality.

Project Management and How it Relates to Purchasing and Supply Research Paper - 1

Project Management and How it Relates to Purchasing and Supply Management - Research Paper Example As depicted in this paper, to ensure the success of a project, managers must ensure timely delivery of quality raw materials and other resources as well as proper planning. To ensure that vendors participate in the procurement process, firms are under obligation to issue request for proposal (RFP).Once the vendors receive the RFP, they should submit their proposals. The proposals are then reviewed by selection committee. This paper analyses two ways of improving the assessment of proposals. These include use of preliminary screening and professional review and assessment. Major stages applied during the selection of the most qualified vendor in a proposal include review of all proposal submitted by the vendors, recording the vendor and business requirements, assigning important value for each requirement, assigning performance value to each requirement, computation of total performance value and lastly selection of the successful vendor. In their efforts to create a strong relationsh ip with their clients and suppliers, it is imperative for firms to implement a contract that covers the delivery terms and conditions, duration of a contract and payment terms. Introduction Project management entails the processes that are undertaken by the project managers to ensure that the specific objectives of a project are attained. The key processes include securing, planning, organizing, and managing the available resources (Harold, 2003). On the other hand, purchasing and supply management encompasses the procurement, monitoring of goods while in transit, storage of raw material, the level and quality of supplies. Some of the major factors that determine the success of a project are the availability of raw materials at the required time and quality, the costs of transportation of the raw materials and effective communication between the project managers and the purchasing and supply manager. In this regard, it is clear that project management and purchasing and supply manag ement have a close link that firms cannot overlook. This paper analyses the crucial aspects that covers project management and how it relates to purchasing and supply management. Procurement management Procurement management entails the process of purchasing inputs and other economic resources from the vendors. Economic resources include capital, labor, technology and land that are vital in the production process of a company (Shaw and Felecia, 2010). One of the primary implications of procurement management is that it enables the organisations to negotiate with the suppliers so as to get the best quality inputs at a discounted price. In this way, firms are able to minimize their costs of production thus increasing their level of profitability. Due to limited business operations by smaller business entities, they do not maintain a specific procurement department. However, large companies who are fond of purchasing raw materials in bulk, emulates a comprehensive procurement managemen t process to avoid jeopardizing the production process. Contract management Contract management involves the administration of the contracts made between companies and the vendors, customers, employees and other partners. Major aspects that are covered by contract management include negotiating the terms of contracts, ensuring compliance with the terms and conditions outlined by a contract, as well as making the necessary changes during

International Business Strategy Essay Example | Topics and Well Written Essays - 2500 words - 1

International Business Strategy - Essay Example Productivity of the public sector is again less competent compared to that of the private sector (Bhatia and Drew, 2006). Hence, in order to improve service of the public sector, the authorities are now concentrating on a technique called â€Å"lean management† so as to achieve higher efficiency. This practice has been used extensively in the private sector over years and has shown positive results (Dixon, 2012). This technique is nowadays used in a large variety of public services like, income tax processing, health care systems and urban planning systems, to enhance quality of the service. The lean management system is particularly crucial for the public sector because this improves quality of the service as well as reduces cost of providing them (Panneerselvam, 2005). The concept of lean management has been used both in the field of services and manufacturing. The concept was originally derived from Japanese manufacturing plants. The basic concept behind the idea is that if any process in unable to create value in the process of production, then it must be eliminated. The working of lean management is based on four main principles of flow, value, value stream and pull (Feld, 2001). The first one relates to elimination of interruptions from the process of production; the second one relates to price that customers are willing to pay for the products; the third one relates to elimination of the non-value activities; and finally the fourth factor relates to streamlining the products and process, until final consumption is made (Fliedner, 2011). The use of lean production techniques was embraced by the public sector for a number of reasons, namely quality of service, cost and resolving customer issues. Proper implementation of lean management system has the capability of improving the entire operating system by altering

Offenders and Psychology Coursework Example | Topics and Well Written Essays - 1000 words

Offenders and Psychology - Coursework Example In the Table â€Å"Profile Characteristics of Disorganized Asocial Offenders† it is evident that there are a number of characteristics, which are appropriate in the process of offender personality’s studies. The status of the personalities in their communities is determined with respect to the following features: they have a limited intelligence, are involved in unskilled work and have a few contacts with other members of the community. These persons show the following types of post-offense behavior, such as turning to the place, where the crime was committed; having a visual collage of criminal events etc. After that, when the crime was committed, a disorganized criminal can hardly change a place of his residence, because he is used to his familiar environment. It is possible to differentiate a disorganized asocial offender from the organized nonsocial offender. The former offender would commit his crimes at night, as a rule. For this type of offenders, it is very impo rtant to be understood and supported. Establishment of positive relationship with this personality is very beneficial in the process of investigation. Moreover, the interviews are more effective with these offenders at night, when it is their â€Å"best time†. The features of the organized nonsocial offender can be interpreted in the following way: this type of the offender would be more organized in his daily life. They are lonely persons and they do not want anyone else around them. These persons have an average level of intelligence and they can be active members of the society. These offenders can have his personal relationship and he can even make a good impression (Interview with S. Milena Halterman, 2010). This type of offenders can go to many other places, which are far away from their neighborhood. Post-offense behavior of the organized nonsocial offenders is as follows: he is interested in the consequences of the crime, committed by him. Moreover, â€Å"organized  crime  scenes  reflect  a  high  level  of  control  by  the  offender  where restraints  are  used  and  the  body  is  disposed  of  in  a  thought out  manner, usually  transported  to  another  location  from  where  the  murder  took  place† (Holmes& Holmes, 2009). During the interview sessions, it is relevant to confront these offenders directly, because they are afraid of direct facts. A single-interview strategy is one of the most appropriate for them. These offenders can tell everything sincerely during the interviewing. Therefore, it is appropriate for the criminologists to focus on the peculiar personal features of the offenders in order to determine possible options of serial crime prevention and a proper investigation conduct of every particular case. Thus, the modern paradigm of criminology should be focused on researches and studies, which are concentrated on the peculiar aspects of offendersâ⠂¬â„¢ behaviors. Question 2 In the modern paradigm, it is very important to know that there is a strong relationship between social and psychological issues of the criminals and the actions committed by them. Psychological  profiling has been developing since 1940 and this field was developed for investigation of serial crimes (Schlesinger 2009). The basic points, outlined in this field of study are: characteristics of the  offender,  time factors, modus  operandi, offender’s  and  signature and  staging (Holmes & Holmes, 2009).  There is a great need to take into account organized vs.  disorganized

Theories on Employee Satisfaction and Motivation

Theories on Employee Satisfaction and Motivation This chapter first reviews the HR practices followed in the manufacturing firms in India. Secondly it has a closer examination on the employee satisfaction, motivation, theories on motivation and finally on the factors influencing employee satisfaction. Employees are the important assets of an organization. Many organizations fail to succeed due to employees. Employee motivation is one of the major aspects responsible for organizations prosperity. The motivated employees have the better performance than the unmotivated employees do. Employees performance varies depending upon the motivational level of the employees. Human management practices Human resource management plays a vital role in an organization to achieve the organizational objectives. Each individual possess different skills, abilities and background. Therefore, the organization has to employ the appropriate programs to develop the employees effectively. HRM systems responsible in the successful implementation of employee participation will likely enhance the value of the organization (Arthur, 1994). The authors (Huselid, 1995; Wright, Dunford, Snell, 2001) of strategic human resource management have said that employees behaviors and motivation can effectively be improved through HR practices. The activities of Human resource management are achieved through organization goals. The human resource management (HRM) practices influence the satisfaction of employees in meeting the expectations of the employees. The HRM practices such as involvement programs, performance based compensation , career management practices, performance management , open job -listing and job transfer practices plays a critical role in enhancing the level of motivation. However the response in the Indian manufacturing firms to these critical factors are insufficient towards employee motivation (The Indian express Ltd, 2009). The activities of human resource are human resource policies and human resource planning which involves the recruitment and selection, job design, training and development, wage and welfare management, employee health care benefits, labour relation assistance(photanan,2004). Guest (2002) examined that effect of HRM on Employee performance depends upon the attitude of the Employee towards HRM Practices; hence, the HRM Practices in an organization will be followed depending on the Employees Perception. Wood (1999) and Guest (2002) has focused that the employee commitment and competence is responsible for the successful implementation of Business Strategy. Cooke (2000) has argued that individuals efficiency and effectiveness are more significant than the competitiveness and productivity hence the HR practices such training plays a vital role to increase the individual performance through increased knowledge and skills. The improved productivity of an organization is due to the increased commitment of an employee. The Incentives scheme apart from the associated cost benefits the organization (summers Hyman, 2005). The use of HR practices shows the stronger relationship with the firms productivity in the High growth industry (Datta Et al, 2003). The employee will show an adaptable effort if proper performance management is linked with the compensation system. Qureshi M Tahir and Ramay (2006) have defined Job as a combination of set of activities such as duties, responsibilities, working conditions and expected skills of individual performing the job. Many researchers have proved that employee outcomes have direct relationship with the HR Practices (Sels, et al 2006). These researchers (Collins, Ericksen, Allen, 2005) have examined that the small business units have found that the HR practices has significant relationship with the outcomes of an Employee. In this study, the motivation is found to be the most important activity of HR activities. The HR manager must overlook on the motivational program to different levels of employees in an organization. HRM PRACTICES Employee Satisfaction Organization and structure Mission and Values Company Leadership Opportunity Job satisfaction Pay and benefits Rewards and Recognition Relation between HRM practices and Organization performance OToole and Meier (2008) have examined the relationship between the organization performance and the employees attraction and development of their abilities. However, the previous research has focused the relationship between the HRM outcomes like job satisfaction and the performance of the public organizations. Ostroff (1992), Kim (2005) and Meier Hicklin (2007) have given the relationship between the factors such as job satisfaction, employee turnover and organizational performance. Since the early 1980s, the studies on the HRM in the firms which are privately owned have stressed on the HRM principles. Research has proved that studies have an increased focus in the HRM. (Boselie, 2002). Several authors (Paauwe, 2004 ; Bowen Ostroff , 2004 ; Pfeffer 1995 ; Wall Wood, 2005 ; Boselie et al ., 2005) have supported the assumption that the higher quality of HRM principles that are followed in an organization would lead to the better performance of the employees in the organization. Alt hough many results have found the relationship between the HRM and the performance, there is no clear existence of such relation discovered (Bowen ostroff, 2004). Several authors (Beer, Lawrence, Mill and Walton, 1984) have examined the relation between the HRM practices. For example, the relation between HRM practices such as selection, rewards, training and performance of both individual and organization Relation between the Employee satisfaction and HRM practices Bowen and ostroff (2004) has proposed that employee perceptions play an important role in translating HR practices into desired outcomes in an organization. Furthermore they put on theory by arguing that the employee perceptions of HRM practice are significantly important in an organization .However they have focused not only on the HR practices with respect to the employees behavior that are supported and rewarded by management but rather than HR practices of employees attributions. Thus, the climates for safety-focused behaviors are expected and rewarded. (Zohar, 1980).Schuler Jackson ( 1987) have examined that several authors in the research studies have proposed that every organization establishes the HR strategy in which employees are considered as the assets to exert high quality products and services. The firm likely to have made investments for the continuous development of employee skills, the management also motivates the employees to work hard to achieve the goals moreove r the management focuses on the benefits of the employees in terms of compensation, performance pay above revenues and profits of the organization. In contrast, some firms also adopts the strategy towards the low cost ion theories such as considering employees as cost to control, focused more on the rules and regulations of the organization, quantifies the employee output.(Bamberger Meshoulam ,2000). Schuler Jackson (1987) have proposed that employees are seen as the replaceable workers based on low costs, In contrast Osterman (1994) argued that the firm should possess the responsibility to adopt the innovative work practices such as enhancing skills, commitment and motivation rather than reducing costs. According to the underlying managerial philosophy of employee welfare if employees perceive that the HR practices are motivated towards well-being then employees feel satisfied rather than the management cares less about the well-being of the employees. Importance of motivation Motivation is generally driven for the unmet needs of the employees that help to satisfy the employees through their efforts. The needs of the employees could be the emotional and economic expectations that are influenced by both external and internal environment of the firm. The economic expectations have risen significantly in the last decades. However, the firms in the manufacturing sector face difficulty to meet the rising expectations whereas the emotional expectations have proved to be reasonably fair (The Indian express Ltd, 2009). Every individual has motives that are influenced certain factors to achieve better performance (Kressler 2003). The word motivation is derived from the Latin word Movere which means to move (Kressler 1998). These Researchers (Higgins 1994, as cited by Linder, 1998) has defined Motivation as the internal drive of every individual to satisfy the unmet needs. To achieve the specific unmet needs the individual behave in a purposeful manner (Linder 1998). Jones and George (2004) has stated that the motivation drives the psychological forces of the individual that determines the persons level of effort, the direction of persons behaviour in an organization and persons level of determination in face of the obstacles. The concept of motivation is directly linked to the concept of morale, which states that employee feels positive or negative about the work in the organization. Thus from the above definitions of motivation it is understood that motivated work force or the creating an environment for maintaining high levels of motivation remains a challenge for todays management. Motivation theories Motivation theories help managers with the methods to increase the productivity of the organizations. The Motivation theories, industry and society are linked by the motivation factors and the relationship between is diagrammatically represented as follows Motivation Factors Motivation theories Industry Society Source: Bhatti et al (2008) Many researchers have proposed theories based on the concept of employee motivation and its role in enhancing employees performance in every organization. In this research discussion on some of the motivational theories will include Maslow (Need theory), Hertzberg ( two factor theory) , Mc Gregor ( theory X and Y), Vrooms( Expectancy theory ) are as follows. Maslows hierarchy of needs Maslow conducted an investigation into the human behavior between 1939, and 1943. After his investigation, he suggested that the human needs were classified into five categories that are arranged in a hierarchy of importance. These include Physiological needs Safety needs Belongings needs Esteem needs. Self-actualization needs. According to him, a person is motivated primarily to satisfy his physiological needs. As long as the employees remain unsatisfied, they turn to be motivated only to fulfill them. When the physiological needs are satisfied, they cease to act as primary motivational factors and the individual moves up the hierarchy and seek to satisfy the security needs. This process continues until finally self-actualization needs are satisfied. Source: Chapman (2004) Physiological needs Physiological needs are the most basic needs in the Maslows hierarchy and these needs are required to satisfy the minimum survival of the person, which includes food, water, oxygen, sleep, sex and sensory satisfaction. Some of the organizational factors are required to satisfy the needs include the minimum pay necessary for survival and working conditions. Flexible work schedule allowing opportunities for leisure time, vacation, medical leave etc. Good working conditions are provided to all employees of the organization they must not feel any physical strain. Providing a sufficient salary to fulfill their necessities such as shelter, medicine, clothing and food. Once the satisfactory salary is made available to the employee, then he will in a position to fulfill his needs, salary becomes less important and security needs comes in front such as savings plan. In Maslows hierarchy of needs, the money is directly related to physiological needs since money ensures a safety and comfortable environment. Moreover, pay should prove motivational especially to the employees who have strong low level needs. Suppose if the employees receive a healthy pay raise, doubtless, the raise will not only give them prestige among family and friends but also sign their competence as a worker. Thus pay can also function to satisfy the social, esteem and self -actualization needs. If pay has this ability to fulfill a variety of needs, then it should have especially good potential as a motivator (John, 1996). Safety and security needs Once the physiological needs of the employee are satisfied, safety and security needs would come forth. Needs for safety and security includes financial security, stability, dependency and freedom from fear and anxiety. Under organizational conditions the needs include are safe working conditions, fair and sensible rules and regulations, job security, pension and pension plans and freedom to unionize. According to Maslow, these needs must be minimally satisfied before an employee is concerned with social and belonging needs at work. Social needs According to Maslow, this need is also known as belongingness and love. Social needs include love, affection and friendship with people, especially with spouse, children and friends. Organizational factors that might meet the needs include the opportunity to interact with others on the job, friendly and supportive supervision, teamwork and finally to develop new relationship. According to Maslows theory employees in the organization gain to attain things such as salary, benefit and safe working conditions naturally prior to accepting a job. Esteem needs Once the employees feel satisfied with their pay and benefits at work, they are likely feel to distinguish and be recognized. The need for esteem includes self-respect, self -esteem and esteem for others, which are focused internally and externally. Internally the esteem needs includes a desire for strength, achievement, mastery, confidence, independence and freedom. Externally the esteem needs include desire for reputation or prestige, status, fame, dominance, attention etc. organizational factors that might satisfy these needs include the opportunity to master task leading to feelings of achievement, responsibility, awards, promotions, prestigious job titles and professional recognition. Although all employees does not get the opportunity to get responsibility and status , but generally every employee like to be praised and appreciated for doing a good job. Self-actualization The self-actualization is the highest need in Maslows hierarchy includes the need for self-actualization, continuous self-development and finally becoming the best one among all. Organizational conditions that might meet these needs include Providing challenging and rewarding work. Opportunities to be innovative and creative. Certain degree of autonomy is provided in the challenging environment. Steers (1991) has proposed that higher level of needs are not so important until the low level of needs are satisfied. Thus, it is likely to achieve a higher-level need to attain before a lower level need is completely satisfied. Thus, Maslow examined that working adults are satisfied about 85 percent of physiological needs, 70 percent of safety needs, 50 percent of their social needs, and 10 percent of their self -actualization needs. Herzbergs motivation-hygiene theory According to Herzberg, the theory is also known as two-factor theory. He stated that their will certain satisfiers and dissatisfiers for employees at work. Intrinsic factors are related to Job satisfaction and extrinsic factors are associated with dissatisfaction. Herzberg, Mausner and snyderman (1959) referred to factors that influence job satisfaction as motivators because these factors motivate the employees to performance the work better. Conversely, the factors that cause dissatisfaction are referred to as hygiene factors. According to them, the motivational factors include Sense of achievement, Recognition by others, and Responsibility within the job, Advancement and personal growth, Work itself. The Hygiene factors include Pay, Job security, working conditions, Company policy and administration, Level and quality of supervision ,Interpersonal relationship (Naylor, 1999). Those factors that are related to dissatisfaction are called hygiene or nonsatisfiers, maintenance factors, or events. These factors are related to the work environment of the job, which is also referred to as Extrinsic factors (Peretomode, 1991; Ukeje Okorie Nwagbara, 1992; Whawo, 1993). Herzbergs has been faced several important criticisms. King (1970) has proposed that the model has five different theoretical interpretations. Second, a number of scholars believe that that the model that the model does not give sufficient attention to individual differences are , in fact, important moderators of the effect of job enrichment. People commonly argue that money is a primary motivator, but surveys show that other factors motivate more. For example, a survey by development dimensions international published in the UK times newspaper in 2004 interviewed 1,000 staff from companies employing more than 500 workers, and found more than 500 workers, and found many to be bored, lacking commitment and looking for a new job. Pay actually came fifth in the reasons people gave for leaving their jobs. The main reasons were lack of stimulus jobs. Moreover, no opportunity for advancement-classic Herzberg motivators-43 percent left for better promotion chances, 28 percent for more challenging work, 23 percent for a more exciting place to work, 21 percent and more varied work (Chapman, 2004). It is interesting that, despite the number of criticisms against Herzberg model, Herzbergs motivation -hygiene theory is still popular among corporate managers. Source: From Management (p. 545), by J. Naylor, 1999, Harlow, England: Prentice Hall. McGregors theory This theory was proposed by Douglas Mc Gregor in 1960. He has underpinned assumptions about the approaches taken by managers towards the Employees. Theory X assumptions Individuals especially dislike work. Individuals should be committed to do work to achieve the objectives. Individuals expect the supervisors to direct the work. Theory Y assumptions Individuals view the work to be natural. Individuals learn to accept and seek responsibility. The abilities such as imagination, creativity, ingenuity can be used to solve work problems in the organization. In modern organizations, the intellectual potential of the employees are only partially utilized. McClellands theory of needs This theory was proposed by David C McClelland in 1985. This theory focuses on the following three needs: Achievement, Power and Affiliation which are as follows: Need for Achievement An individual feels the need to outrival to achieve and to succeed. Thus the employees who are in need of achievement do not contribute any challenging work to the organization, and then the motivation will not be seen in them. Need for Power An individual with the high need for power are interested in monitoring others activities rather than self-performance. Thus the employees who are in the need of power will take personal responsibility, provide feedback and they take high risks. Need for Affiliation An individual with the need for affiliation will like to perform the tasks individually rather than work with others. Thus the employees who are in high need to affiliation prefer to spend more in maintain social responsibilities. Vrooms Expectancy (VIE) Theory Vroom has developed the Valence, Instrumentality and Expectancy (VIE) in 1964. The expectancy theory is one of the accepted theories of motivation. It tells about the relationship between expectation and outcome and then motivating individuals come down into three important variables that include effort, performance and outcome (The Certified Accountant, 2008) and the relationship is illustrated below Vroom has proposed the mathematical function for motivation, which involves three cognitions. The equation is as follows. Motivation = expectancy X à ¢Ã‹â€ Ã¢â‚¬Ëœ (valences X Instrumentalities) Motivation = expectancy X à ¢Ã‹â€ Ã¢â‚¬Ëœ (valences X Instrumentalities) Gregoriou (2008) has suggested that the employee is motivated to show a maximum level of effort when he /she believe that their effort leads to good performance appraisal. The personal goals of the employee will be satisfied when he/she is rewarded by the organization. In other words the theory focuses on the following three relationships such as Effort-performance relationship, Performance-reward relationship and rewards- personal goals relationship. The above relationships are shown in the figure Ability Environment Personal Goals Individual Performance Individual Effort Organization Rewards Source: Gregoriou (2008) The above figure explains that the majority of employees offer minimum outcome are not motivated towards their jobs. The workers do not show much commitment towards the production when their effort are not recognized by their employers, when they are not rewarded by the organization and when the expected reward is not attractive personally. In simple words, the expectancy theory concentrates on the understanding of the target of the individual and the relationship that exists between his/her effort, performance, reward and satisfaction. Theories of job satisfaction Three theories of job satisfaction will be briefly discussed below: Affect Theory, Dispositional Theory, and Job Characteristics Theory: Affect Theory Edwin A. Locke developed the Affect Theory in 1976. According to this theory, the differentially weighted work is closely related to the expected pay. The decision has a greater positive effect on his or her overall assessment of job satisfaction. Satisfaction is determined by a disagreement between what one wishes in a job and what one has to do in a job. Employees become satisfied or unsatisfied depending on the expectations faced by him at the work place. When the expectations are met, the person feels satisfied and values the work he carries out and finally shows a higher positive impact on his performance. When expectations are not met , the impact on job satisfaction is negative. Dispositional Theory Timothy A. Judge proposed the Dispositional theory in 1998, a well-known job -satisfaction theory. This theory states that employees at the work place have intrinsic dispositions that cause them to have tendencies towards a certain level of satisfaction. This theory explains that job satisfaction tends to be steady overtime across careers and jobs. The basic idea is that satisfaction is directly related with the need and that implies something to be satisfied. He has proposed four core self- evaluations such as self-efficacy, general self- efficacy, locus of control and neuroticism that determine ones disposition towards job satisfaction. In this model, Higher levels of self-esteem and general self -efficacy lead to higher job satisfaction. Focus on Internal locus of control leads to higher job satisfaction. Finally, lower levels of neuroticism leads to higher job satisfaction Job Characteristics Theory Richard Hackman and Greg Oldham have proposed the Job characteristics theory in 1976. This theory is based on five core job characteristics such as skill variety, Task significance, autonomy and feedback. These five job characteristics are further related to these critical psychological states such as experienced meaningfulness, experienced responsibility for outcomes and knowledge of the actual results. These, in turn, influence work outcomes such as job satisfaction, absenteeism and work motivation. Therefore, if employees are allowed to complete the task by fully utilizing a variety of skills, it is likely that they perceive their job as meaningful that leads to high job performance and high intrinsic motivation. Therefore, if employees are able to accomplished the work completely then they fell satisfied with what they have accomplished which in turn leads to low absenteeism and high turnover. Core Job Dimensions Critical psychological states Personal and work outcomes Skill variety Task identity Task significance Experienced Meaningfulness of the work Experienced responsibility for outcomes of the work Knowledge of the actual results of work activities Feedback Autonomy High satisfaction with the work High quality work High internal work motivation Low Absenteeism and Turnover Employee Growth and strength Source: Celik (1999) Employee Satisfaction Armstrong (2000) has proposed that the HRM is the strategic management where the members of the organization are responsible for the achievement of organizational objectives. According to SHRM, employees are considered as important assets in the organization. These Researchers (Wallale, Eagleson Waldersee 2000) have argued that the HR strategy of an organization should be focused more on developing skills and ensuring motivation and commitment. According to Hunter (1997), Employees are loyal and productive when they are satisfied, and these satisfied employees influence the customer satisfaction as well as organizational productivity (Porterfield 1999).These Researchers (Cranny , Smith Stone 1992) has defined Employee satisfaction as the combination of affective reactions to the discrepancy perceptions of what he/ she wants to receive. The satisfied employees will work more willingly and contribute to the effectiveness of the organization. Good working conditions, Training and Educ ation, Good Relationships with the colleagues, High salary, opportunities, career developments and other benefits may be related with the employee satisfaction. These researchers (Moyes, Shao Newsome 2008) has investigated that employee satisfaction differs from one employee to other employee, that is, an employee may be more satisfied by a satisfying item whereas the other employee may be less satisfied with the same item . This shows that Employee satisfaction should be analyzed from a larger perspective. To investigate the factors responsible for employee satisfaction and measuring the employee satisfaction at the work place is important for the success and profitability of the organization is gaining the competitive advantage in the market scenario (Kelley 2005). Therefore, various factors responsible for employee satisfaction on different areas (such as manufacturing industry, service industry etc) will enrich the literature. Factors affecting Employee satisfaction Several factors determine an individual motivation level. There are two forms of motivation namely intrinsic motivations and extrinsic motivations. Intrinsic motivation results from satisfying an individual belief and values whereas, extrinsic motivation are based on tangible good or service to the individual (Kreps 1990). Deci and Ryan (1985) have proposed that every organization should determine intrinsic and extrinsic factors that motivate employees. In addition, an individual shows his or her satisfaction of an activity depending upon the reward value of the organization. Deci (1971) found a relationship between the external rewards and internal motivation. The intrinsic motivation decreases when the employee receives an extrinsic reward and intrinsic motivation increases when the individual receives the positive verbal reininforcement and positive nonverbal feedback. Therefore, Immediacy is viewed as a reward that enhances intrinsic motivation. Among several factors Communication, Learning and Growth, Working conditions and Employee Engagement are considered as the most significant factors influencing Employee satisfaction from company point of view. Learning and Development These researchers (Delaney Huselid 1996, Huselid 1995, Koch Mc Grath 1996, Mac Duffie 1995) have examined Employee development as the most important determinant of Company performance. Most of the HRM practices related to the development of the human resources of the firm. The development of knowledge or skills of the employee depend upon the technical and non- technical training offered by the company. This shows that the company investments for training have a greater positive effect towards achieving the performance of the employee in the firm. Francesco and Gold (2005) argue that the training and development focus on planning, individual learning, career development and organization development. Molander (1996) has defined Training and Development as the systematic process focused on acquisition of skills, knowledge and attitudes that lead to organizational performance. In addition, the low training in organizations may tend to lose their attractive to the present and potential labour. Harzing and Van Ruysseveld (1995) have stated that there are certain areas to be focused in the training which, are developing the knowledge of the person towards organizational objectives, specific job and task skills, knowledge about understanding the local situation such as social, legal and cultural issues of the environment .Therefore developing the specific personal skills of the employees to perform well in that environment. Training is the most important factor for the employee retention. Employees who receive extensive training will realize about the company investment and show their commitment towards achieving the goals of the organization (Butler 1999). Clark (2001) has pointed out that the care and concern for employees and opportunities for growth are the most significant drivers in establishing the employee loyalty. Moreover, he argued that care and concern for employees could be delivered through employee training. When the employees are trained, specialized and educated, opportunities for growth on the personnel level as well as within the organization will come into existence. The need for Employee training and development is determined by the Employee performance deficiency, which is given as follows Training and Development Needs = Standard Performance Actual Performance Arondhekar et al (n.d) has proposed that any training and development contain certain inputs that enable the employee to gain skills, learn the theoretical inputs that help them to look into the distant vision. The inputs of training and development are as follows Skills Education Development Ethics Attitudinal changes Decision-making and Problem solving skills. Importance of Training and Development in the organization Arondhekar et al (n.d) has stated there are many benefits of Training and Development to the organization as well as to the employee which are categorized as under Benefits for the organization. Benefits for the Employee. Benefits for the organization Enhances communication between the group and individual. Assist in orientation of new employee especially those who take new job through transfer or Promotion Provides information in equal opportunities and affirmative action. Provides information on administration policies and other Government laws. Improves Interpersonal skills Make

Curriculum and Cultural Capital relating to Social Justice and Educatio

Education is the process of skills, the acquisition of knowledge and understanding that all children acquire through learning in an institute of education, every individual has an equal right to an education and as a result, an entitlement is provided to all children. However, there are a proportion of children that are at a disadvantaged due to cultural and social indifferences, consequently, for all pupils, education can be seen as the means of a socialising process, which generates a set of principles that may affect many of its learners, Thus the National Curriculum was initiated as an opportunity of equality in addition to an inclusive education, which would provide all its pupils regardless of socio economic backgrounds. However, for a few of the heterogeneous group, the National Curriculum, on the grounds of fairness and opportunities created a socialisation process, which simultaneously is the possibility of why some children achieve, in addition to those who do not. Thus, th e entirety of its pupils has its advantages together with its disadvantages by dividing numerous children into a catalogue of academically able, with the addition of the view being reversed given that this is achieved through the process of social reproduction. Each class has its own cultural background, knowledge, dispositions, and tastes that are transmitted through the family (Bourdieu 1984) which is the predispositions of each student achieving in education. Thus, this essay will consider the ways into which, and how the extent of social justice and education is influenced through cultural capital and the National Curriculum. Cultural capital to some degree is whom you know and what you know. To characterize cultural capital, it is indicated thro... ...al and Cultural Development. London: Continuum. Carr, W. and Hartnett, A. (1996) Education and the Struggle for Democracy. Buckingham: Open University Press. Matheson, D. and Grosvenor, I. (1999) An Introduction to the study of Education. London: David Fulton Publishers. Bartlett, S. and Burton, D. (2007) Introduction to Education Studies. 2nd ed. London: SAGE Publications Ayers, W. Quinn, T. and Stovall, D. (2009) Handbook of Social Justice in Education. New York: Routledge. Bates, I and Riseborough, G. (eds). (1993) Youth and Inequality. Buckingham: Open University Press, pp. 142-43. Selfe, P. (2000) Education, Training and Policy. London: Hodder and Stoughton. Payne, G (ed.) (2000) Social Divisions. London: Macmillan. p. 160. BBC NEWS(2001) School test results 'useless' say critics. [online].[ Available] http://news.bbc.co.uk/1/hi/education/1684247.stm

Ar Rahman Awards

Rahman was the 1995 recipient of the Mauritius National Award and the Malaysian Award for contributions to music. [90] He was nominated for a Laurence Olivier Award for his first West-End production. A four-time National Film Award winner and recipient of six Tamil Nadu State Film Awards, fifteen Filmfare Awards and thirteen Filmfare Awards South for his music and scores. [1] He has been conferred Kalaimamani from the Government of Tamil Nadu for excellence in the field of music, special music achievement awards from the Government of Uttar Pradesh and Government of Madhya Pradesh and thePadma Shri from the Government of India. 91] In 2006, he received an honorary award from Stanford University for contributions to global music. [92] In 2007, Rahman was entered into the Limca Book of Records as â€Å"Indian of the Year for Contribution to Popular Music†. [93] He is the 2008 Lifetime Achievement Award recipient from the Rotary Club of Madras. [94] In 2009, for his score of Slum dog Millionaire, Rahman won the Broadcast Film Critics Association Award, the Golden Globe Award for Best Original Score,[95] the BAFTA Award for Best Film Music, and two Academy Awards for Best Original Music Score and Best Original Song at the 81st Academy Awards.Rahman has received honorary doctorates from Middlesex University and Aligarh Muslim University. [96][97] Later the year Rahman was conferred the honorary doctorate from Anna University in Chennai. [98] He has also won two Grammy Awards, for Best Compilation Soundtrack Album and Best Song Written for a Visual Media. [99] Rahman was awarded the Padma Bhushan, India's third highest civilian honor, in 2010. 100] Rahman's work for the film 127 Hours garnered him Golden Globe, BAFTA, and two Academy Award nominations for Best Original Music Score and Best Original Song in 2011. [101][102][103] He is an Honorary Fellow of the Trinity College of Music, presented to him by Trinity College London. [104] On 7 May 2012, he was confe rred Honorary Doctorate from the Miami University, Ohio. During the acceptance speech, he mentioned that he received a Christmas card from the US President's family and an invitation for the dinner at White House. [105]

4 Tips for Job-Seeking Grads

4 Tips for Job-Seeking Grads Approximately 3.3 million high school students are graduating in 2015, according to the National Center for Education Statistics. Additionally, 1.85 million students will receive their bachelor’s degrees this year. While some of these will go onto further education and others will enter the military or explore volunteerships, many will be pounding the pavement in search of jobs. Unfortunately, the job market remains intensely competitive for new grads, but the good news is that there are some things you can do to position yourself for success. Read on to learn four top tips for today’s job-seeking grads. 1. Narrow Your SearchSending out hundreds of resumes and hoping one will stick is not only a giant waste of time, but is also unlikely to produce meaningful results. Instead, apply only to those jobs which are a match for your background, skills and interests.This will also give you the time to customize each resume and cover letter for the job, increasing your chances of getting hired.2. Use Social Media to Your AdvantageAccording to a recent Wall Street Journal article, as many as two out of five companies use social media to screen candidates.While cleaning up your Facebook and Twitter accounts is the bare minimum, it also pays to go the extra mile and create a professional profile on LinkedIn. Or, consider building a personal website amassing all of your social media into one central, easily accessible place.Social media also offers the invaluable opportunity to network. By joining Facebook groups and â€Å"liking† various industry organizations, you can keep up with the latest news and trends.But don’t forget the power of face-to-face networking, which can also help you make important connections.3. Be Pitch PerfectIn an era of instant gratification, it’s critical to be able to express yourself. Practice a pitch that’s concise yet compelling, conveying who you are, what you do, and why it’s important. Try to keep it to 30 seconds or less.Not sure where to get started? Your high school or college career center can offer valuable insight into crafting the perfect pitch, in addition to offering other helpful job search-related advice.4. Refine Your ResumeThink your resume is perfect? Think again. Rather than viewing your resume as a necessary evil, consider it a tool to help you get a dream job.Spend time going over your resume looking for everything from grammatical mistakes to skills gaps. If and when you identify any issues, take swift corrective measures to ensure that your resume makes the best possible impression.One great way to fill a skills gap? Volunteer or intern. This offers the opportunity to try your hand at something new while strengthening your resume. For example, if you’re interested in marketing but lack marketing training, these skills can be acquired through a volunteering or internship opportunity.While finding a job takes time, finding the right job involves an even greater investment for today’s freshly minted grads. These four tips can help you improve your marketability and make a positive impression on hiring managers.

Shakesperes History essays

Shakesperes History essays William Shakespeare-An Introduction to His Life, Times, and Theatre Many factors went into Shakespeares and formed his writings. Including the English Renaissance, and the Elizabethan Theatre. Each played a significant role in plays that he has written and we will explore what roles they have played in this paper. The English Renaissance began around 1485 with the accession of King Henry VII. At the time the Renaissance was closely associated with the arts were all but dying due to the War of the Roses. Once King Henry VIII granddaughter Queen Elizabeth reined the arts flourished some saying that the arts hit their highest peak at this time. I feel that much of the renaissance centers on nature, the universe, church and state, morals, laws, and politics. Medieval philosophers believed god created heaven and earth and that the chaotic world we know was created by mans original sin. The only goal in human life was to live a virtuous Christian life and this would lead to salvation. The universe was believed to be created from a system of hierarchies. Every form of life was arranged on a scale. This extended from the lowest form of algae to God. You can see where some of our philosophies come from and how some still exist. Royalty ruled states in Shakespeares time. The Church of England had its beginnings under Edward the VI. Queen Elizabeth and Queen Mary attempted to return England towards the Catholic faith but failed to do so. The king had governed by the laws that God created. God created three orders the law of Nature, the Law of Nations, and Civil Law. Niccolo Machiavelli however had his own views on these laws. He argued that the Christian religion was harmful to a sated because it taught humility, and this was a quality that was destructive to a ruler. Shakespeares plays revel an awareness of Machiavelli ...

Tourism of Valais,Switzerland Research Paper Example | Topics and Well Written Essays - 1250 words

Tourism of Valais,Switzerland - Research Paper Example Every tourist area undergoes a life cycle that mainly consists of the exploration, involvement, development, consolidation, stagnation, and rejuvenation or decline stages. The involvement stage saw the establishment of a few hotels and the significant growth in the number of tourist arrivals in the destination. The domestic and German markets were the most popular at this time. The development stage saw the involvement of government and private developers in the establishment of infrastructures such as roads, airports and railway networks and expensive facilities for the expansion of the tourism sector. The consolidation stage was characterized by the improvement of infrastructure and tourist facilities so as to boost the tourism economy of the area. Over the last six years, the tourism sector has been on the decline stage with tourist arrivals reducing almost every year and the balance of payment only slightly improving.Valais has gone through most of the stages of the TALC model. A t the exploration stage, locals especially enjoyed the natural environment the number of tourist arrivals being quite low. Considering domestic tourist arrivals as shown in table one, it is evident that for the last six years beginning 2005 and ending in 2010, the popularity of Valais has been on the steady decline. This state of events is mainly as a result of the destination having reached a point of unsustainable development. The destination generally seems to be congested with little room for development.

Causal Arument Essay Example | Topics and Well Written Essays - 1250 words

Causal Arument - Essay Example Some states legally allowed the use of marijuana for some diseases for which the doctors prescribed it as a medicine whereas some other states are still not allowing even the patients to use or keep marijuana under their possession. However, according to medical experts, marijuana use should not be encouraged because of the side effects it can generate later in the user’s life. â€Å"To date, marijuana is still classified as an illegal Schedule 1 drug by the Controlled Substances Act. It is defined as having "no accepted medical use in treatment in the United States" (Roth). American Federal courts are still convinced about the usefulness of marijuana. For them, marijuana is still an addictive and dangerous substance which can damage a person physically and psychologically. Spice, a herbal smoking mixture, is sold on the internet and in some shops in America labeled as legal and nicotine-free smoke. Many people in America are using Spice at present as a substitute to Marijuan a. However, scientific studies shown that Spice is also harmful to human health. Professor Leslie Iversen, chairman of the technical committee of the Advisory Council, said: â€Å"It is a very clever product, sold as a herbal smoking mixture from China, but containing chemicals which can be a lot more potent than cannabis† (Ford). This paper analyses the Spice as legal alternative to marijuana. Cannabis has been used for relaxation and meditation purposes for many thousands of years, and studies carried out today tell us the number of users is rising. Young people especially seem to be attracted to experimenting with mind-altering drugs, such as cannabis, and this can result in abuse, addiction, mental health problems, and prosecution. While cannabis itself is not physically addictive it can be dangerous for those with mental health issues and is often supplied by dealers who also have access to harder, highly addictive drugs (Casundara) â€Å"Herbs or blends of herbs that o ne can smoke as alternatives to marijuana or tobacco- The term marijuana alternatives mean just that. It does not mean we are offering legal marijuana or a marijuana substitute† (Legal Alternatives To Marijuana And Tobacco). Many people who are using Spice like alternate products instead of Marijuana have feeling that these products are less harmful than marijuana and it is legal to use these products in America. In fact Spice like substitute products for marijuana has not been prohibited in America yet and hence no criminal cases can be charged against such users. However, it doesn’t mean that these substitute products are less harmful or superior to marijuana. The only advantage of using spice like alternate product is that the user can escape from any kind of legal formalities in using it. According to a shop owner, â€Å"the demand for spice has doubled each month, and its sales now represent a third of his revenue. On some Fridays, his two District stores can brin g in $10,000 from the sale of spice alone†(Savage). The growing popularity of Spice over marijuana can be attributed mainly to the fewer barriers in getting it in America. No drug screening tests can detect Spice which made it one of the favorite substitutes for marijuana. Many of the Spice users believe that it is less harmful. However, â€Å"Nationwide, the American Association of Poison Control Centers logged 567 cases across 41 states in which people had suffered a bad reaction to spice during the first half of 2010. Just 13 cases were reported in 2009†