Health Promotion and Health Education Assignment

Health Promotion and Health Education - Assignment Example By definition, health promotion, according to H. Seymour, is â€Å"aimed at delivering a â€Å"positive pursuit of fitness and wellbeing by means of a whole range of activities including health education, legal and environmental controls and influences on social and economic factors† (Seymour, 1984). On the other hand, WHO defines health education as the â€Å"Consciously constructed opportunities for learning involving some form of communication designed to improve health literacy, including improving knowledge, and developing life skills, which are conducive to individual and community health† (WHO, 2012) As to the points of perception where they overlap, both are driven to achieve a healthy world, that is, to have healthy individuals who make healthy decisions to manage their well being, community and environment. Both concepts work on the same sphere of interventions such as in the education, health, political, social, economic and environmental arenas to include policy making, empowering communities, better health treatment and care, among others. However, their methods, content and framework models of implementation are done differently. According to Howard Seymour, â€Å"both are not unitary but when looked at in details but from the point of view of their practice, all mirror various aspects of each other† (Seymour, 1984). Both are â€Å"regarded vital to society because both â€Å"address the risks that lead to diseases, reduce medical treatment costs, reduce costly premature deaths and disability, advocate and lobby for health legislation, among others† (Ã¢â‚¬Ë œHealth Education Specialist’, n.d.) and just about anything for the whole welfare of every individual living in this world. Their differences would start from the report that â€Å"health education still exists as a sub-set of overall health promotion activity†

Analyzing a company an dmaking comparisons Research Paper

Analyzing a company an dmaking comparisons - Research Paper Example An analysis of activity ratios and profitability ratios of both companies i.e. ENERSYS and EXIDE is conducted for time period from 2010-2011. The first ratio calculated is profit margin, which is Net Profit/Total Revenue. Net profit margin/Total Revenue is an important measure of profitability and tells how much a company has earned after it has paid off all its expenses. So ENERSYS profitability is calculated to estimate where ENERSYS currently stands in comparison to its competitors. ENERSYS net profit margin is 6% in 2011 and 4% in 2010. Exide’s net profit margin is 1% in 2011 and -4% in 2010. Clearly, ENERSYS is way ahead of Exide in terms of profitability as ENERSYS earns a profit of 6% in 2011over its revenue earned. This means that ENERSYS gets to keep a profit share of 6% after all its expenses has been paid. On the other hand, Exide earns a net profit of only 1% in 2011, which means that Exide gets to keep a profit of only 1% after all its expenses have been paid. So, ENERSYS performs well as it earns more net income then Exide. However, Exide has improved more than ENERSYS since 2010 as Exide’s profit margin improved from -4% to 1%, while ENERSYS’s profit margin increased from 4% to 6% (ENERSYS, 2011). ENERSYS Return on Assets was 6% in 2011, so it earned 6% on its assets which is much better than Exide’s ROA of 1%. . SO, clearly in terms of profitability ENERSYS outperforms Exide. Receivables turnover ratio for ENERSYS was 4.05 in 2011 and 3.98 in 2010, while receivables turnover ratio for Exide was 5.35 in 2011 and 5.23 in 2010. ENERSYS Days Sales outstanding was 89 days in 2011 and 92 days in 2010, while Exide’s days sales outstanding was approximately 68 days in both 2011 and 2010 (Seeking Alpha, 2011).. Looking at the activity ratios for both Exide and ENERSYS, it is surprising to note that Exide performs well then ENERSYS in its asset utilization. Exide is better able to collect its revenue money after sales ha ve been made in few days and so would convert its revenue to cash sooner than ENERSYS. ENERSYS’s competitive financial position is strong in terms of its profitability as it has a higher net income in previous years as compared to its competitors and higher total assets, and has made a lot of capital investments. However, ENERSYS is weaker in utilization of assets and has to put in stringent policies in order to tackle the issue (Yahoo, 2011a). A careful analysis of Free Cash Flow available to the firm will determine which firm is outperforming the other. Calculating the Free Cash Flow to Firm by adding Cash Flow from Operations to Interest expense and fixed investments, it is seen that Exide has greater Free Cash Flow to Firm than ENERSYS. ENERSYS free cash flow to firm is $31945000, while Exide’s Free Cash Flow is $35088000. Also, looking at the cash flow statement of both companies, ENERSYS has a negative cash flow due to higher investment in capital and higher debt financing. However, despite negative cash flow during 2011(Yahoo, 2011b), ENERSYS still has more cash reserves than Exide. This shows that ENERSYS is making profits and is not holding back as it is buying more capital in order to increase and develop further for the future. ENERSYS fixed capital expenditures entails that it will have a much positive outlook in

Ebola: A Deadly Virus :: Ebola Hemorrhagic Fever

Life is a biological internet in which viruses travel like messages, moving at high speed from node to node and from city to city. They are diverse and wild spread in every plane on the surface of the earth. Ironically, such invisible creatures have a substantially enormous effects on human life and health. In most cases, Viruses are harmful and sometimes deadly. One of these deadly viruses is the Ebola virus, a highly contagious, deadly and mysterious microbe, known to be the most lethal virus known to human kind that have caused many devastation. The mere essence of their existence is not to cause harm, they are living organisms who want to reproduce and spread with the help of a host. The Ebola virus, like most viruses, consists of a shell of proteins surrounding genetic material, like RNA and DNA. Once inside the cell, the virus gets hold to the host cell and the virus may enter the cell as it injects its genetic material into the host cell. The virus then uses the host cell's machinery to replicate themselves and make new copies of itself. Each new copy of the virus directs the host cell to make it a protein shell. The new viruses leave the host cell to other cells and repeat the same process over and over again. Although man is not Ebola's natural host, the virus infects people, and the adventure is suicidal as the infected victims struggle with the symptomsThe infected victim staggers, disoriented and exhausted, and collapses in a fever, which is known as the Haemorrhagic fever. The fever is characterized by weakness, muscle pain, headache and sore throat. The victim's eyes turn bright red, and starts vomiting blood. The tongue peels, and the heart muscle becomes soft. Scientists believe that when the victim get in contact with the virus, the virus first triggers a combination of blood clots and hemorrhages. The patient's bloodstream throws clots, and the clots lodge everywhere, especially in the spleen, liver, and brain, then it settle in the victim throat. Bleeding involves the nose, abdomen, and pericardium. Capillary leakage appears to lead to loss of interavascular volume leading the patient to fall in a shock and acute respiratory disorder leaving the patient desperately trying to gasp their breath.The virus kills its victims so quickly, before it even can infect others. The incubation period for the Ebola virus ranges from 2 to 21 days, depending upon the method of infection.

Assess the functionalist explanations of social inequality Essay

Asses the Functionalist explanations of Social Inequality. (40) Social Inequality refers to any difference between groups or individuals in society which results in one having inferior life chances than the other. Functionalists believe these inequalities are the result of the meritocracy we live in. This is a system based on the idea that social stratification is necessary and desirable for the society. Functionalists argue that inequalities have a purpose; they are functional for society. Functionalism is a structural theory based on the notion that society is based on shared values. This consensus means that society will be in a state of equilibrium and there is harmony, as a result of which there will be social solidarity. Inequalities, functionalists argue, exist in all societies and are inevitable and necessary. Durkheim argued that industrial societies are complex. Within these complex societies social inequality and social difference were an inevitable and important part of maintaining social order and preventing a state of ‘anomie’ or chaos. He believed that society needs specialists to undertake the various jobs and roles required to make it run smoothly. This harmony could be achieved by a division of labour whereby people have different jobs based on their talents. Some of the jobs would have higher status than others and greater rewards and power, for example jobs such as lawyers, doctors and barristers. People would accept this as long as they could see that the system was fair. Conflict might occur but it could be controlled by socialisation. Socialisation was the process whereby shared values could be passed from one generation to the next. Disharmony might arise when people felt the system was not fair, for example, when large bonuses are paid to bankers during a recession. Parsons developed on Durkheim’s ideas and stated that in industrialised society’s stratification, and therefore inequality, exists on the basis of which roles are agreed to be the most important, and therefore the most functional for society. The agreement occurs because people are socialised into the shared norms and values of society, initially by the family, and subsequently by education and other agents of socialisation. The value consensus that results is what holds society together and it gives it social order. Sharing a common identity gives people a sense of purpose and a commitment to the maintenance of society. These values also give people common goals such as to work hard. People have a number of roles that women are most naturally suited for and  the instrumental roles of men. These roles are ascribed rather than achieved. Two other functionalists, Davis and Moore, have built on the ideas of Parsons and Durkhiem. They argue that society needs the most talented people to perform the most skilled jobs and therefore has to pay them accordingly and give them high status. There is a meritocracy and the most able will, through the examination system, be allocated to the most important jobs. Their class position w ill reflect this role allocation. There is an expectation that the most talented will be prepared to make sacrifices early on to be educated and trained, and for this they will be rewarded later. The examination system will ‘sift and sort’ people into appropriate jobs. This means that the system is legitimated. The stratification that results will ensure those at the top work to maintain their position and those lower down try to better themselves. However people do not all start from the same point, therefore a true meritocracy is not possible. Society is not harmonious. Functionalists present an over rosy picture of social inequality being a positive force for the society. There is evidence of conflict between social groups in the form of strike as well as disaffection amongst, for e.g. young people who cannot get work. Differences between men and women are socially constructed. Their identity is formed by the expectations the society holds against their gender, therefore they will behave the way the society expects them to. There is not a consensus with regard to which are the most important jobs; for e.g. bankers are paid very well but most people would proba bly argue that nurses are more important to society. Some groups start with more power and status and are therefore are able to ensure they and their children get access to the education that will mean they then get a higher status jobs. Life chances are affected by status and wealth and the poor have less access to opportunity to gain access and wealth. Tumin argued that going to universities is not really a sacrifice, although many people in the UK would probably argue it will be as fees go up. The work of the functionalists is not supported by empirical evidence, particularly with regard to the idea that there is a value consensus. Marxism is based on the macro theory which, like functionalism, is concerned with the structure of society. Marxism explains inequalities in societies such as the UK by examining the ways in which the bourgeoisie exploit and oppress the working class or  proletariat. Inequalities are a result of the economic arrangements people make to meet their basic needs. Bowles and Gintis used Marxist ideas to explain how the education system reproduced the ideas of the ruling class and legitimated inequalities. They argue students’ experience of schooling is an alienating one. School specifically prepares students for their future as workers in a capitalist system. They argue that school does not prepare everyone in the same way it prepares them according to their future position in society. Bowles and Gintis believe that schools are not meritocratic and that claiming they are is part of the ruling class ideology persuading people that inequalities are fair. Neo Marxists have developed on the ideas of Marxism. They argue that the infrastructure and the social relations that arise from it are important in understanding inequalities, but so too is the role of ideas and culture. They particularly focus on a number of areas to explain inequalities. Areas such as the role of the media; the dominance of the ruling class; the nature of the class str ucture; and the relationship between cultural, social, and economic capital. Weber argued that stratification is not just based on the economic relationships people enter into, as Marx argued, but the standing or status a person had and the political influence or power a person might have as a result of membership of a political party or trade union. Class, status and party are all linked to power. However, he accepted that class is the most important determinant of the three in relation to the acquisition of life chances and inequality. Postmodernists argued that the world was becoming increasingly characterised by uncertainty and diversity which cannot be explained by the old grand narratives, that is, the traditional sociological theories. The service sector is now bigger than the primary and secondary sectors. People do not see themselves in class terms; they construct their identities via the media and what they consume. For postmodernists the key to inequalities lies in the development of the post industrial world and the fact that the production of kno wledge has taken precedence over manufacturing.

Analysis Of The Republic And Augustine On City Of God

Despite the fact that Ghazali in â€Å"The Rescuer from Error† is searching for certain knowledge but states in a paradoxical manner that this may actually not be possible, he is the most persuasive author when considering the knowledge of the divine alongside Plato in â€Å"The Republic† and Augustine in â€Å"City of God†. Ghazali considers both belief and knowledge as necessary for knowledge of the divine while Plato focuses solely on knowledge. On the other side, while Augustine does support the idea of a rational soul, he refutes his own claim when considering the miracles of God. In this essay I will argue that incorporating both knowledge and belief, Ghazali provides an approach in which humans gain the most knowledge of the divine because knowledge-based belief combines a necessary personal journey and faith in the divine when human intellect can only go so far. I will outline this argument by looking at what each author defines as knowledge of the divine , how he sees this divine affecting human life, and why this argument is either persuasive or non-persuasive using Ghazali as a base to refute and/or support their claims. Ghazali establishes the divine as God Almighty who guides and allows truth to lead (Ghazali 78). God does this through the prophet Muhammad who, among many things, is a messenger (Ghazali 77). The message he is delivering is one from God to humankind; as an intermediary, the prophet himself acts as the source of knowledge of the divine. Ghazali explores howShow MoreRelatedThe Source of a Princes Happiness and Misery in Augustine’s City of God and Aquinas’s On Kingship and Machiavelis The Prince1459 Words   |  6 PagesAugustine’s City of God and Aquinas’s On Kingship ideas on how a prince should rule contrast with Niccolo Machiavelli’s described The Prince. 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Organizational behaviour examples - Free Essay Example

Sample details Pages: 11 Words: 3299 Downloads: 4 Date added: 2017/06/26 Category Management Essay Type Analytical essay Did you like this example? This essay will consider key principles, theories and examples of specific organizational behaviour topics like personality, motivation and group and team working. All three themes are quite related to each other, because in a group or a team there are some people with different personalities and they all need those people need a motivation to work in groups or teams. To understand all topics, the essay is structured into three main parts. First, the explanation of personality, which is define as the distinctive and relatively enduring pattern of thinking, feeling and acting that can characterize persons response to his or her environment will be described. The secrets of motivations driving forces in individuals that affects their direction, intension and persistence of work behaviour will be explained further in the second section, and in particular the motivation will be reviewed. Finally the nature and behaviour of working in the team or a group will be discus sed. The main point in this essay will be to explain and consider the implications of personality, motivation at work and also group and team working. All over the world there is enormous number of organisations, like big worldwide corporations such as Coca-Cola, Microsoft, Apple or McDonalds, local companies such as Morrisons or Tesco, grocery shops around the corner or even clan of mafia, all of them have got several things in common, for example people with different personalities working in various positions and having the same ambition to increase output and profits. There are a lot of researches done how to improve job performance by different means and how to keep workers satisfied at the same time. But, why does managers must know what personalities of their employees are? Do workers have the same traits as their colleagues? What for personalitys revelation is useful for managers and their inferiors? How do the personality characteristics influence motivation at work? Why do some people find it difficult to work in a team, while others are a good team players? If you ask people What do you know about personality? majority of them might feel they understand and know the right answer, because we need to admit we use this term quite often. But what exactly is the personality? According to John Bratton (2007) personality is the distinctive and relatively enduring pattern of thinking, feeling and acting that characterizes a persons response to her or his environment. Personality rests on the observation that people seem to behave somewhat consistently over time and across different situations. Thus, the patterns of thinking, feeling and actions that are viewed as reflecting a persons personality typically have three characteristics. First, they are seen as elements of identity that distinguish that individual from other people. Second, the individuals behaviours seem to interconnect in a meaningful fashion, suggesting an inner element that shapes and directs behaviour. Third, the behaviours are viewed as being caused primarily by internal rather than contextual factors. Moreover, personality prescribes a group of original person characteristics, including emotions, motivation, valuation, interest, attitudes and competences. (Gordon 2002) Personality is possibly the area in psychology which assists employers to connect with labourers easily. Analyses of personality put these persons characteristics together to help managers to understand individuals. They also are admired the behaviour of others and want to know why workers act as they do and what makes them tick (Butt 2004). In the humanistic psychology the most common models of traits incorporate three to five broad dimensions or factors. The personality of humans is classified according to the characteristics supposedly produced by the dominance of one of the four humorous: black bile, blood, phlegm and yellow bile in the individuals bodies. Optimistic or sanguine people ar e cheerful and passionate. Melancholic people have a pessimistic temperament. Phlegmatic individuals are calm and unexcitable and lastly choleric people are bad-tempered and usually very irritable. Although subsequent research discredited the humoral theory, the notion that people can be classified into different personality types per is existing even not present. What is more, trait theorists therefore is trying to clarify various descriptors into a manageable number of the main personality traits that people display all the time, in order to understand and be able to predict human behaviour. Hans J. Eysenck (1916-1997), is well known British psychologist, who used analysis to devise his own theory of personality. According to his research, Eysenck concluded that normal personality can be understood in terms of three basic factors or dimensions: introversion extroversion, stability instability and psychoticism. Introversion refers to a reserved nature and the pursuit of solita ry activities, people which are introverts tend to be shy, thoughtful and risk avoiders. The opposite ones, extroverts, are likely to be sociable, spontaneous and be willing to take risks. Psychotism refers to an aggressive and antisocial nature, people are aggressive, cold, moody and unstable. Another Austrian physician Sigmund Freud (1856-1939) developed the influential psychoanalytic theory of personality. According to Freud, personality is made up three separate but interacting parts: the id, the ego and the superego. This research convinced that personality develops out of each persons struggle to meet persons basic needs in a world. Freud proposed that an individuals personality is determined by conscious, preconscious and unconscious brain activity, with the unconscious part of the mind exerting great influence on consciousness and behaviour. However, trait theorists have made an important contribution by focusing attention on the value of indentifying, classifying and measuring stable and enduring personality characteristics. But as has been argued elsewhere, researchers need to pay more attention to how traits interact with personality. There is a tendency for researchers to make predictions on the basis of a single measured personality trait without taking into account other personality factors that also might influence the action in question. While managers tend to think of diversity in terms of such factors as gender, ethnic origin or race, the variety of personalities in the workplace are also very important. Personality attributes determine how people communicate with other workers, whether they can work on their own without supervision, whether they behave ethically or not and more. John Holland best articulated the view that organisations should consider aligning the requirements of the job and the characteristics of the workplace with personality characteristics. At the present, awareness that organizations should focus on the degree of congruence between the individual and his or her work environment has expanded because of the need for workers to change and adapt to new work structures and employment relations. These include team working, individual performance and organizational culture. The major methods used by organizations to assess personality and predict work behaviour are interview, inventories, behaviour assessment, personality test and e-assessment. However, some critical organisational theorists argue that testing measures what is effectively stereotype of an ideal worker or manager. It might seem obvious that someones personality is a good predictor of job performance, but Frederick P. Morgeson, professor of Management at Michigan State University, says that the relationship between the two is often highly tenuous. One obvious criticism of personality tests is potential for faked answers as candidates seek to present themselves to employers in the best possible way. But the problems with persona lity testing run far deeper than this. According to Kevin Murphy, the professor of Pennsylvania State University, as predictors of a job performance, their validity is disappointingly low.. Nevertheless, while this might suggest that companies ought to reconsider their use of personality measures is making important hiring decisions and key appointments, Frederick Morgeson said that better ways to predict job performance include work samples, cognitive ability tests and structured interviews, all areas in which organizational psychology could greatly benefit human resource managers. Finally, personality assessment based on limited information can be very damaging to every organization. Indentify personality types are embedded only in the organization at the large and the inner tensions. Every human action must be carried out in a number of reasons. In most cases we do something because we want it to. And those desires form our needs. Need is the lack of the internal psychologica l or social sense. Then the individual finds out what he is lack of, he is trying to look for ways to meet his needs. Human needs are very different one of them is the essential necessities of life, such as their life satisfaction is a necessary condition for the support, while others are psychological, social or even philosophical nature. If our needs are being not satisfied they soon become the motives, motives which promote us to work, to make so action, to make changes. Motivation is the process which stimulates us to achieve certain goals. English and French dictionary of terms the word motivation describe as just simply what motivates, ect. Energy depended on individuals actions or the methods which help to increase the motivation of the individuals. I. Balciuniene suggests using the opportunity to separate two concepts motivation as noun and motivation as verb: work motivation is made from conscious and unconscious forces of rising energy, which involves connections betw een the task and individual and determines the behaviour and orientation in the work.; the impact of staff motivation we should call motivation and its effects on the methods and means motivation tools. (Balciuniene, 1996). Similarly those two terms are appointed by foreign scientists: Motivation the psychological feature that determines the degree of personal commitment. This includes all factors responsible for locating and supporting human behaviour in a certain obligation direction. And the statement of reasons is the management process which reflects the impact of the behaviour of people. (Stoner, Freeman, Gilbert Jr., 2000, p. 434). Motivation self and other personal call to operate in favour of individual or organization. (Neverauskas, Find, 2000, p. 66). Thus, Motivation as noun is defined as energy and as a psychological characteristic of the internal stimulation called incentive system, the driver of humans behaviour; motivation as verb the effect of motivation, promoti on, the process which encourages and directs to act. It is not enough that present activities are being coordinated the activities should be encouraged, motivating employees realize their mental capabilities better. Managers are willing to apply to each individual eligible employee motivation measures interested in the work, you should know that individual very well. Motives basis of human actins, which can be formed in some form when individuals needs cant be fully satisfied. So as the motives stimulate the person, it must: The goal must be worthy attention; The goal must stimulate; The goal must be realistic. The importance of motivation is very high. Motivation a behaviour promotion system leads human behaviour into the right direction and helps maintain a whole-employment period. Motivation is well thought action and it does not happen by itself. Promotion of growth potential, ability to assume responsibility for objectives of the organization itself is charact erized by humans. Task for managers is to help their employees to recognize and to develop them, as well as to make conditions and do practices so that employees in the company to achieve its goals, and together make him or her useful for the company. It is very useful to know at least the main theories of motivation, and be able to judge the relevance of them in particular contexts. Content theories of motivation assume that all workers possess a common set of basic needs. Process theories, on the other hand, explain work motivation in terms of a cognitive process workers go through before and during their behaviour. They assume that how individuals think about their work situation will affect their behaviour. The most well known theory is Maslows hierarchy of needs. Psychologist Abraham Maslow proposed that people have built-in set of five basic needs, which can arranged in a hierarchy such as physiological, safety, social, self-esteem and self-actualization as from in pyramid from the bottom to the top where going closer to the pyramids top the individual can find his high-order needs. Maslows theory of needs is based on the fallowing assumptions: one people ten d to meet their own needs, but it is not possible to fulfil all their needs so they have to reduce them and another is that all people have the same needs. Maslows pyramid of needs is a system in which the higher level of demand does not rise till the lower level needs is not satisfied. And he point out that people can simultaneously meet only one levels need at once. Although, this theory has some drawbacks in the practice. Critics say that people can simultaneously meet the immediate needs from different lever, for example, then individuals are having lunch they meet their physiological and communication needs. Others tell that this is an abstract philosophical theory and it cannot be suitable for specific individuals, because people are very different. Maslows need hierarchy appears to offer an advice to managers. But one of the major problems with his theory is that it is extremely difficult to identify which need is dominant at any given time. Without this information managers cannot confidently redesign the workplace or emphasize work-based learning to appeal to their employees self-esteem or self-actualization needs, for instance: this might not in reality be their main motivators. If managers really want to change and improve the outcomes of the work of employees, they must take an active role in the management of reasoning process. This is not what is happening just by itself. Furthermore, motivation is a complex phenomenon and to understand it is not so easy. The group or a team concept is one of the most important organizational developments to hit business since the industrial revolution (Manz and Sims 1993). Work groups are not something invented by management consultants. History shows that they have been part of human social development since ancien t times. For thousands of years men and women lived in small hunting and gathering groups, and later they lived in small farming or fishing groups. It is only in the last 200 years, with the advent of industrial capitalism and the development of the factory system, that small groups became the exception rather that the rule (Johnson 2000). In the international Words Dictionary, the word command is described as a small group of individuals with the intension to do a certain task. Hence, a group of people working together as a team is very important in the working situations and learnt things applicability and usefulness in specific situations is a critical feature. So team work key elements are cooperation, mutual support and balance of variety of different individuals in the group. Team working is a group of people, who are trying to use their all efforts to reach the same goal. According to V.Barvydiene and J.Kasiulis (1988) a group is a community of individuals, in which all me mbers are connected with same features like mutual activity, inter-communion, common interests and belonging to the same organization, while team is a group of people working together, where each members existence is very important to realize the same purpose and meet all needs of each group member. T.Tomosiunas (1999) says that Every individual in belongs to some various groups like family, groups of friends, school or work collective and so on. However, not each member of the group or a team can work harmoniously and successfully.. Author draws attention to the fact that an effective group activity can occur only if the group is able to concentrate and use all of the skills of each member in the team for organizations goals. Most group theory examines group outcomes in term of group performance and effectiveness. it was discovered that workers in a variety of agencies had a great deal in common and that the major component of that common experience lay in their experience with groups. Out of this recognition came the widespread use of the term social group work and the development of interest groups focusing on work with groups in a number of cities. The second discovery was that what was common to all the groups was that, in addition to the activities in which the group engaged, groups involved a network of relationships between the members and the worker, between the groups as a whole. His combination of relationships was called the group process. This second realization produced a search for deeper insights into these relationships, an attempt to describe them and to understand their dynamics (Reid 1981). The work of Maslow helped human relations advocates to clarify their perspective, with its focus on the interrelations between workers and the quality if the employment relationship. They suggest casual relationship between five core job characteristics (skill variety, task identity, task significance, autonomy and feedback) and the workers psycholog ical state. If this relationship is positive, it leads to positive outcomes. This model also recognizes the importance of learning to achieve motivation and outcome goals. Teamwork is usually considered an important factor especially in a workplace. However, there are some significant problems and difficulties that are experienced while building teamwork among individuals. In a broader perspective, there are issues such as cultural and personal differences, differences in future prospects, professional and workplace issues, social differences, education levels and gender disparities. Communication barriers, lack of training of employees on teamwork poor commitment from all stakeholders undermine the spirit of team work (Dyer, 1995). In teamwork, some individuals who hold a moderate point of view tend to believe that their teammates hold stronger and extreme views than them. They will eventually adjust their positions in view of the ones perceived to be superior-a conditional p henomenon referred to as a groupthink. This is normally a dangerous and risky way of working things out especially where critical thinking and consultation is required. Sometimes poor leadership and management skills can cause very negative impact in the group. Leaders are normally adamant about getting information from their junior colleagues and whenever they receive any, they are either brushed off or just neglected. In teamwork, every persons point of view should be taken into account. The reality is however different from what is expected in that some team leaders and coordinators tend to push for their own views to be accepted by the other members. Shapers and plants in teamwork are responsible for brainstorming the members of the team but they normally abuse this responsibility (Maund, 2001). Critical evaluations of team working focus on paradoxes and the effects of teams ideology and behaviour of workers. For effective realization of the benefits of teamwork, there should be a well coordinated form of communication. Evaluate all the benefits of groups and team working, insensibly, the question arise is always a team work is better than an individual one. The answer is no. It should be remembered that both group and individual work has both advantages and disadvantages. Team work is useful when the solution is not obvious and we need information, knowledge and abilities of other people to achieve the objectives and range of ideas. Meanwhile, for simple tasks with clear problems and goals, or problems with the logical, subtle reason enough to solve need only individual efforts. To sum up, therefore, that the basic principles of team work are cooperation, listening to other team members opinion, recognition, trust and mutual aid. Individual work often reaches gain for a worker while groups product is both individual and teams performance. In conclusion then, the main point is that in this modern society everything depends on job performance. In the working field a lot of things depend on individuals. To make work successful people need to have motivation and good team. The members in those groups need to be similar, the need to consider their personalities in order to avoid failure. A successful team has to be balanced and cooperative. And all these features combined together give us a great organizational world. Don’t waste time! Our writers will create an original "Organizational behaviour examples" essay for you Create order

The Need to Minimize Plagiarism - 761 Words

When writing scholarly work, we have most of the times based our work from experience, research, and experimentation. Most of the times, we also have tendency of using other people ideas. However when we use other people’s ideas, we have to ensure that they are given due credits for their work or idea. If that does not happen, we start flirting with cheating, dishonesty, or simply put integrity issues. Why is that? The answer to that question is plagiarism. Plagiarism is the intentional or unintentional use of other people’s work or idea without giving them their due credit. This not only limited to scholarly environment, but to everything from literature to music. For example, there is a female pop star in the United States who†¦show more content†¦Walden University has a very defined code of conduct for its student body, and it our responsibility as scholar-practitioner we follow it and apply all aspect related to that. One of the most important and piece that would guaranty our academic integrity is to ensure that we are not plagiarizing (Laureate Education, 2012). Few ways, we can do that is to develop a good note taking techniques, properly citing other scholarly sources, provide concrete applicable examples, or master paraphrasing effectively. After reading the article Tainted: The manipulation of fact in America by Crossen†¨(1994), and compared it to the paragraph below, Consumers must trust that the research that has gone into the manufacture of new drugs is safe. But it is hard to know if a conflict of interest between doctors, researchers, and the drug company stockholders has tainted the results. Biomedical researchers incorporate strict rules of science into their work, which is examined by peers. Yet the resulting information can be warped for five reasons: ending a study too soon, not publishing negative results, publishing results too early, skimming over or ignoring drawbacks, and â€Å"buffing† the results by showing them in the best light (Crossen, 1994, p. 167), I noticed that the student committed plagiarism. And only cited the last sentence which failed the attempt to paraphrase. There are two sentences, which stand out more that the others. TheyShow MoreRelatedPlagiarism And Politics : Plagiarism927 Words   |  4 PagesSaroj Dahal Professor Dr. Sharon Manna GOVT 2305-71005 19 Sep, 2016 Plagiarism and politics Plagiarism is an act of stealing someone else’s original ideas or thoughts (either written or oral) and copying it either exactly in a same way or remixing it, without giving credit to the owner. In today’s world, Plagiarism is omnipresent. People try to imitate others watching them in TVs, movies, and songs which tend them to plagiarize knowingly or accidentally. 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