Leadership Assessment Essay Example | Topics and Well Written Essays - 750 words

Leadership Assessment - Essay Example This will encourage them to work harder as well as take an interest in the goals and ambitions of the organization as they do not wish to be responsible for its failure to achieve them. This leadership style allows for the discussion of various issues and the input of all the employees involved in the making of a decision. The organization operates under a Divisional structure that is designed to enhance team development within the organization. This structure functions through grouping each organizational function into a division that is staffed with the necessary individuals and requirements in order to operate efficiently (Robbins & Judge, 2007). For example, the financial aspects of the organization will be dealt with by the finance division of the organization. This allows for the negation of any potential confusion and allows for an individual to hone their relationship skills within the workplace. This is because every division can be considered to be a team thus the emphasis on team development whereby individuals in the same division need to work together and with other divisions to reach the organization’s goals thus developing the relationship skills of the employees as a result (Robbins & Judge, 2007). The performance of the Company CEO in terms of ethical behavior and communication can be considered to be of a high level as he was successful in getting his employees to understand what he needed from them in a way that motivated the various individuals to give their best in the tasks that they were handed (Deckers, 2010). His ethics were also impressive as at no time did he show favoritism to one particular individual or group and operated on a basis of deserved merit when dealing with his employees. This led to the employees being motivated to improve on their work performance as they were encouraged by the fact that only their hard work would be the basis for recognition by the company meaning that everyone in the organization had a fair ch ance at climbing up the ladder. There are various practices that an organizational leader can use to motivate their employees to improve their work ethic. Some of these practices include the issuing of rewards for jobs well done. This will motivate an employee to give their best in whatever their working on as they try to achieve this award (Deckers, 2010). The reward in itself does not have to be a major gift and could be simple such as an additional off day for the employee, a gift card or any small token of appreciation that makes the individual feel the company has recognized the good work they have done. Another way of motivating employees can be through the hosting of social events for the workers. This could be a way of saying "thank you" for the hard work and will motivate them to make their company proud through the work that they do (Deckers, 2010). These events could be Christmas or other holiday parties or even hosting a birthday party for the longest serving employee in the company for example. A third practice in motivating employees is the issuing of equity shares to the workers that will make them feel like they are part of the company therefore its success will be their success. Diversity is an issue that can bring about a

HCL Corporate Ethics Essay Example for Free

HCL Corporate Ethics Essay * Code of ethics statement:- HCL Core Values: * To uphold the dignity of the individual: In line with HCLT ‘s â€Å"Employees First† philosophy, wherein employees are the organization main focus, they place significant emphasis on the respect and dignity of every HCLT employee. HCLT employees are empowered to drive innovation, transforming client engagements and markedly improving client satisfaction. HCLT believes in valuing employees as individuals (not resources), upholding the dignity of all people and displaying tolerance and respect. * To honor all commitments: They keep their commitments to each other and with every stakeholder. * Commitment to quality, innovation and growth in every endeavor: HCLT is committed to supporting quality processes and employee productivity through a working environment and culture in which they feel appreciated and allow innovation to thrive. * To be responsible corporate citizens: They believe in encouraging a sense of social responsibility and to give back to society. They take pride in being a company with a strong social conscience. They firmly believe that every drop counts and every step aimed at helping the community is an important step. Their commitment to making a positive difference to the community and the environment in which they operate is a sustained effort and not just a one-off initiative. EFCS culture at HCL: They create value in a specific place, the interface between their HCLT employees and their customers. This is called the â€Å"value zone.† The â€Å"Employees First, Customers Second† (EFCS) philosophy is about placing the employees first and customers second to activate the value zone the place where the frontline employees interact with customers and create real value for them. This recognizes employees as the strategic elements, turns the management structure upside down and democratizes HCLT‟s functions and way of working. Every employee who works in the value zone is capable of creating more or less value. The whole intent of EFCS is to do everything that can enable those employees to create the most possible value. This approach has led us to take a number of actions to turn the organizational pyramid upside down. In other words, they want management to be as accountable to the people in the value zone as the people in the value zone are to management. Their recruitment and promotion policies are based on meritocracy and ability to learn, adapt and assimilate change. They ensure equal opportunities irrespective of gender, nationality, disability, sexual orientation, religion or ethnicity in hiring, pay and/or career advancement. They focus on promoting workplace diversity and have specific supplier vendor diversity programs.

Essay --

Brazilian Carnival History is more in-depth and more interesting than many people might think. There is a lot more to Carnival than simply parties. The pre-Lent festivities known as carnival originated in Italy in the 1400s. The tradition spread rapidly among Catholic countries in Europe and was in the end adopted in the Americas, taking hold especially in the devoutly Catholic nation of Brazil. The Carnival of Brazil is a festival annually held Friday to Tuesday before Ash Wednesday, which marks the beginning of Lent, the forty-day period before Easter. On certain days of Lent, Roman Catholics and some other Christians traditionally restrain themselves from the consumption of meat and poultry. This is where the term "carnival" comes from, carnelevare, which means "to remove meat." Carnival has roots in the pagan festival of Saturnalia which was adopted in Catholicism becoming a goodbye to things in a season of religious discipline to practice repentance and prepare for Christ's dea th and resurrection. The Brazilian Carnival has gone from being just a party before the silence of Lent to being a major production. It can be traced back to Christian traditions, African influences and Brazilian Indians. Each part of Brazil has developed its own particular style for Carnival. The history of the carnival has multiple influences. Modern Brazilian Carnival History started in the 1800's. Throughout the 1800's a cobbler named Josà © Nogueira de Azevedo started having parades with his friends and family. In 1855 a more organized parade called the Grandes Sociedades, or Great Societies was held. In 1870 a more common parade began, complete with traditions of wearing masks and costumes. Samba Schools are a big 20th Century Part of Brazilian Car... ...ed, and a little something from the food stands that line the festival area. After the parade most festival participants indulge in the country's record famous dish, feijoada. Feijoada can be made in a countless number of varieties. However, in Brazil it nearly always has black beans and always includes a mixture of salted, smoked and fresh meats. Some types are a little spicy from the sausages while others are absolutely mild. Some people’s feijoadas are thick while others are more similar to a traditional stew. Regardless of the variation it is customary to serve this stew with white rice, black beans, and hearts of palm salad, hot peppers, and orange slices. I chose this holiday because it has many parties, different types of music, and amazing costumes. It is a huge festival that attracts many people from different places to just have fun and enjoy themselves.

Balkan Wars

The Balkan Wars represent a historical period in Greece.   Why are these wars so important? Why did it occur in the first place? Which countries are involved, and why? Moreover, what were the political, social, cultural and economic conditions of Greece back then? The Balkan Wars consists of two battles that occurred from 1912 to 1913 (Papacosma 38).   These wars were fought on the onset of the apparent decline of the Ottoman Empire, and were founded on the neighboring countries’ desire to divide the territories (Perry 487).   In 1908, a group called the â€Å"Young Turks,† revolted in an effort to restore the empire, but to no avail (Perry 487).   After the revolt, Bulgaria and Serbia both wanted to acquire a part in the Turkish territories in Europe, like Macedonia (Papacosma 38). Thus, both countries agreed to a â€Å"treaty of mutual assistance† on March 13, 1912 (Papacosma 38).   On May 29, 1912, Greece made an agreement with Bulgaria (Papacosma 38).   In the latter part September of the same year, Montenegro also had an agreement with Bulgaria and Serbia (Papacosma 38).   Thus, the Balkan League was formed; it consisted of Bulgaria, Serbia, Greece and Montenegro. The first Balkan War occurred when the Balkan League waged war on Turkey on October 8, 1912 (Papacosma 38).   The Balkan League was successful in their endeavor, and the Ottoman Empire was forced to surrender its European territories to the Balkan League on the grounds of the Treaty of London (Papacosma 38).   This treaty was signed on May 30, 1913 (Papacosma 38). Unfortunately, the division of the territories caused disagreement among the Balkan League (Perry 487).   This disagreement was the reason for the second Balkan War.   Bulgaria objected Greece and Serbia’s claims to Macedonia (Papacosma 38).   On June 30, 1913, Bulgaria attacked its former allies (Papacosma 38).   Soon after, Romania and Turkey joined forces with Greece and Serbia to fight Bulgaria (Papacosma 38).   Bulgaria was badly defeated, and was forced to sign the Treaty of Bucharest, which removed all of Bulgaria’s newly acquired territories (Papacosma 38). The overall condition of Greece during the period of the Balkan Wars was problematic.   It was King George who governed Greece at that time, and as a result of the war, Thessaloniki became a Greek territory (Barrett).   In March 1913, it was in Thessaloniki where King George was assassinated (Barrett).   Constantine I assumed the throne soon after (Barrett).   Then there was the presence of Eleftherios Venizelos, who became prime minister three years prior (Barrett). Venizelos had many supporters, but it did not include the king (Barrett).   Venizelos resigned on June 1913, and was elected again only to be forced to resign on October (Barrett).   In Thessaloniki, Venizelos formed a â€Å"provisional government of the New Hellas† (Barrett).   Meanwhile, King Constantine's government was attacked by the French and British because they want Greece to join the war (Barrett).   This forced the king to leave Greece, and was soon replaced by Alexander, the second son of George (Barrett). The beginning of the 20th century found the navy of Greece in a poor state.   At that time, Greece only had three battleships and several torpedo boats (Barrett).   Fortunately, there was a battleship that the Italian navy purchased, but did not use (Barrett).   Greece bought the said ship, and named it after George Averof, a rich patron (Barrett).   This ship was extremely helpful during the Balkan Wars (Barrett). Greek society was unstable as well.   In 1912, villages were attacked and ransacked by the Turkish army (Barrett).   Many Greeks were killed and properties were destroyed.   The villages that were affected include those located in Didymotichon, Adrianopoli and Malgara (Barrett). Hence, amidst social distress and political instability, Greece came to war to fight the Ottoman Empire.   It was indeed victorious, not only in the war, but also in improving the current state that Greece was in. Works Cited Barrett, Matt. â€Å"Venizelos and the Asia Minor Catastrophe.† History of Greece. ;http://www.ahistoryofgreece.com/venizelos.htm;. Papacosma, S. Victor. â€Å"Balkan Wars.† Lexicon Universal Encyclopedia. New York: Lexicon Publications, Inc., 1992. 38. Perry, Marvin. A History of the World. Revised ed. Boston Massachusetts: Houghton Mifflin Company, 1989. Pounds, Norman. â€Å"Balkans.† Lexicon Universal Encyclopedia. New York: Lexicon Publications, Inc., 1992. 38. Balkan Wars The Balkan Wars represent a historical period in Greece.   Why are these wars so important? Why did it occur in the first place? Which countries are involved, and why? Moreover, what were the political, social, cultural and economic conditions of Greece back then? The Balkan Wars consists of two battles that occurred from 1912 to 1913 (Papacosma 38).   These wars were fought on the onset of the apparent decline of the Ottoman Empire, and were founded on the neighboring countries’ desire to divide the territories (Perry 487).   In 1908, a group called the â€Å"Young Turks,† revolted in an effort to restore the empire, but to no avail (Perry 487).   After the revolt, Bulgaria and Serbia both wanted to acquire a part in the Turkish territories in Europe, like Macedonia (Papacosma 38). Thus, both countries agreed to a â€Å"treaty of mutual assistance† on March 13, 1912 (Papacosma 38).   On May 29, 1912, Greece made an agreement with Bulgaria (Papacosma 38).   In the latter part September of the same year, Montenegro also had an agreement with Bulgaria and Serbia (Papacosma 38).   Thus, the Balkan League was formed; it consisted of Bulgaria, Serbia, Greece and Montenegro. The first Balkan War occurred when the Balkan League waged war on Turkey on October 8, 1912 (Papacosma 38).   The Balkan League was successful in their endeavor, and the Ottoman Empire was forced to surrender its European territories to the Balkan League on the grounds of the Treaty of London (Papacosma 38).   This treaty was signed on May 30, 1913 (Papacosma 38). Unfortunately, the division of the territories caused disagreement among the Balkan League (Perry 487).   This disagreement was the reason for the second Balkan War.   Bulgaria objected Greece and Serbia’s claims to Macedonia (Papacosma 38).   On June 30, 1913, Bulgaria attacked its former allies (Papacosma 38).   Soon after, Romania and Turkey joined forces with Greece and Serbia to fight Bulgaria (Papacosma 38).   Bulgaria was badly defeated, and was forced to sign the Treaty of Bucharest, which removed all of Bulgaria’s newly acquired territories (Papacosma 38). The overall condition of Greece during the period of the Balkan Wars was problematic.   It was King George who governed Greece at that time, and as a result of the war, Thessaloniki became a Greek territory (Barrett).   In March 1913, it was in Thessaloniki where King George was assassinated (Barrett).   Constantine I assumed the throne soon after (Barrett).   Then there was the presence of Eleftherios Venizelos, who became prime minister three years prior (Barrett). Venizelos had many supporters, but it did not include the king (Barrett).   Venizelos resigned on June 1913, and was elected again only to be forced to resign on October (Barrett).   In Thessaloniki, Venizelos formed a â€Å"provisional government of the New Hellas† (Barrett).   Meanwhile, King Constantine's government was attacked by the French and British because they want Greece to join the war (Barrett).   This forced the king to leave Greece, and was soon replaced by Alexander, the second son of George (Barrett). The beginning of the 20th century found the navy of Greece in a poor state.   At that time, Greece only had three battleships and several torpedo boats (Barrett).   Fortunately, there was a battleship that the Italian navy purchased, but did not use (Barrett).   Greece bought the said ship, and named it after George Averof, a rich patron (Barrett).   This ship was extremely helpful during the Balkan Wars (Barrett). Greek society was unstable as well.   In 1912, villages were attacked and ransacked by the Turkish army (Barrett).   Many Greeks were killed and properties were destroyed.   The villages that were affected include those located in Didymotichon, Adrianopoli and Malgara (Barrett). Hence, amidst social distress and political instability, Greece came to war to fight the Ottoman Empire.   It was indeed victorious, not only in the war, but also in improving the current state that Greece was in. Works Cited Barrett, Matt. â€Å"Venizelos and the Asia Minor Catastrophe.† History of Greece. ;http://www.ahistoryofgreece.com/venizelos.htm;. Papacosma, S. Victor. â€Å"Balkan Wars.† Lexicon Universal Encyclopedia. New York: Lexicon Publications, Inc., 1992. 38. Perry, Marvin. A History of the World. Revised ed. Boston Massachusetts: Houghton Mifflin Company, 1989. Pounds, Norman. â€Å"Balkans.† Lexicon Universal Encyclopedia. New York: Lexicon Publications, Inc., 1992. 38.

Catch-22 and Dr. Strangelove Essay

In Joseph Heller’s novel, Catch-22, and Stanley Kubrick’s film, Dr. Strangelove, the bureaucrats are illustrated as illogical and untrustworthy. Heller’s attention to administrations such as the hospital and the military-establishment are recognized for their unreliable rationality and logic. Similarly, in Dr. Strangelove, Kubrick mocks the absurdities of the nuclear arms race and of the officials of the United States and The Soviet Union as he conveys the malfunction of highly placed government bureaucrats. Catch-22 and Dr. Strangelove, are two satirical and somewhat historical works that effectively comment on the corrupt and perhaps insane bureaucrats. The lives of Yossarian and the men in his squadron in Catch-22 are not determined by their own decisions but instead, by the decisions of the impersonal bureaucracy. The bureaucrats are absolutely oblivious to any attempt the men make to reason with them logically. Major Major, for example, will only see people in his office if he is not there and sends them away when he returns. Doc Daneeka refuses to ground Yossarian for his â€Å"insanity† because Yossarian’s desire to be grounded reveals that he is sane. Doc Daneeka elaborates in his discussion of Orr, Yossarian’s tent-mate. â€Å"Orr was crazy and could be grounded. All he had to do was ask; and as soon as he did, he would no longer be crazy and would have to fly more missions. Orr would be crazy to fly more missions and sane if he didn’t, but if he was sane he had to fly them. If he flew them he was crazy and didn’t have to; but if he didn’t want to he was sane and had to.† (46) Yossarian and the others in his squadron find that what they say and do has little effect on their fate when the bureaucracy controls them. Their only option is to follow the illogical rules and use what is expected of them to their own advantage. Yossarian’s superiors are more concerned with getting a promotion than they are about winning the war. Colonel Cathcart, the colonel in command of Yossarian’s squadron, tries to impress his superiors by â€Å"bravely† volunteering his men for dangerous combat. Cathcart’s only concern is being promoted to general. Cathcart continually raises the number of combat missions required of the men before they can be sent home. Yossarian argues with Doc Daneeka who explains, â€Å"†¦regulations do say you have to obey every order. That’s the catch. Even if the colonel were disobeying a Twenty-seventh Air Force order by making you fly more missions, you’d still have to fly them, or you’d be guilt y of disobeying an order of his.† (58) Similarly, Dr. Strangelove also criticizes the malfunctions of bureaucracy and the inadequacy of officials. General Jack Ripper gives the command to attack the Soviet Union without permission from his superiors or the president. Instead of discussing the idea of an attack with is supervisors, Ripper orders the attack because, according to him; Clemenceau†¦ said war was too important to be left to the generals. When he said that, 50 years ago, he might have been right. But today, war is too important to be left to politicians. They have neither the time, the training, nor the inclination for strategic thought. I can no longer sit back and allow Communist infiltration, Communist indoctrination, Communist subversion and the international Communist conspiracy to sap and impurify all of our precious bodily fluids. -Criticizes the malfunction of bureaucracy. (Dr. Strangelove) Mr. President’s embarrassment about the issue demonstrates bureaucracy does not function appropriately because those lower in command should not determine the launch of nuclear powers. Further exemplifying the inadequacy of the bureaucrats, the Joint Chiefs in the war room show their unprofessional and blatant prejudice, especially toward the Russians. General Buck Turgidson clearly states, â€Å"I’m beginning to smell a big fat Commie rat,† and later refers to them as â€Å"a bunch of ignorant peons.† The Germans are also referred to when Turgidson, upon learning Dr. Strangelove’s original German name, passes it off as â€Å"†¦a Kraut by any other name.† Dr. Strangelove, the character, also calls into question the reliability of people in power. Strangelove is clearly the Presidents scientific adviser in the war room whose appearance copies the mad scientist stereotype with his wild hair, black gloved hand, and his clearly brilliant yet insane mind. Through their presentation of bureaucracy, Heller and Kubrick display why officials and politicians are unfit to make important decisions concerning the safety of the country. Catch-22 conveys this notion through the bureaucracy’s enforcement of impractical rules and Catch-22’s on the eccentric men in Yossarian’s squadron. Kubrick suggests the same concept in Dr. Strangelove by frequently demonstrating the disorder, madness and prejudice of the officials. In either piece, the reader carries away the certainty of the instability of the men in control of important military and national decisions.

4 ventajas de estudiar en los Community Colleges en USA

4 ventajas de estudiar en los Community Colleges en USA Si ests interesado en estudiar una  carrera universitaria en Estados Unidos, los Community Colleges son una opcià ³n a considerar para cursar los dos primeros aà ±os. La estadà ­sticas ponen de relieve la importancia de los Community Colleges dentro del sistema universitario de los Estados Unidos. Segà ºn el Community College Research Center, el 45 por ciento de los estudiantes universitarios en el paà ­s realizan sus estudios en uno de esos centros. Esto es, ms de ocho millones de estudiantes, de los cuales ms de la mitad estudian a tiempo parcial. Quà © son los Community Colleges   El nombre de Community Colleges se refiere a instituciones universitarias que otorgan un Associates Degree al estudiante que finaliza sus estudios y requieren haber completado 60 crà ©ditos en cursos semestrales. Por contra, los colleges y universidades otorgan un tà ­tulo universitario en la forma de Bachelor ´s Degree y es necesario haber finalizado 120 crà ©ditos. Los Community Colleges tambià ©n se conocen con el nombre de Technical Colleges o Junior Colleges, incluso County Colleges. En las diferentes zonas geogrficas de Estados Unidos hay la costumbre de llamarle de distinta forma. En todo caso, es lo mismo. T ambià ©n se le conoce como instituciones de dos aà ±os, ya que si se estudia a tiempo completo y satisfactoriamente los cursos se finalizan en ese tiempo. Si no ests familiarizado con los Community Colleges y te gustarà ­a realizar estudios universitarios en Estados Unidos, deberà ­as tener en cuenta las siguientes razones para determinar si estudiar los primeros dos aà ±os en ese tipo de institucià ³n es una buena opcià ³n para ti. El costo de los Community Colleges es mucho ms asequible que el de las Universidades de 4 aà ±os El ahorro puede ser muy grande y servir para pagar gastos como alimentacià ³n, libros de texto, viajes, etc. La mayorà ­a de los Community Colleges son pà ºblicos, aunque tambià ©n los hay privados. Estos à ºltimos son ms caros, pero siguen siendo un ahorro notable en comparacià ³n con Universidades y Colleges. Adems, en la mayorà ­a de los estados hay una diferencia en el precio de la matrà ­cula (tuition) entre in state y out of state. Los que califican como in state, es decir, los residentes en ese estado generalmente pagan mucho menos que los de out of state (aunque no siempre es asà ­). Ciudadanos, residentes, refugiados y asilados que vivan en un determinado estado y cumplan con requisitos adicionales que dependen de cada estado pueden calificar para una matrà ­cula in state. Si los indocumentados califican o no para esa calificar depende del estado. Pero en muchos de ellos, sà ­ que se pueden beneficiar y pagar como in state, si realmente residen en el estado. (Si eres un muchacho o muchacha indocumentado  calificado como Dreamer y todavà ­a no has aplicado por la Accià ³n Diferida, considera hacerlo y valora sus posibles ventajas). Los estudiantes internacionales (visas F-1 o M-1) deben pagar como out of state.   Ejemplo de ahorro en coste de pago de matrà ­cula en community college frente a universidad La Universidad de Texas es pà ºblica y prestigiosa con muchos centros. Estudiar en su campus de cuatro aà ±os de Austin tiene un costo de matrà ­cula anual para el curso que empieza en octubre de 2014  de $34,722 para los estudiantes out of state. Y de $9,798 para los in  state. En comparacià ³n, Central Texas Community College, tambià ©n pà ºblico, tiene un costo por aà ±o para el curso que empieza en octubre de 2014 de $6,270 para estudiantes out of state y de $2,130 para los que pueden calificar como in state. En comparacià ³n, Rice University, tambià ©n radicada en Texas pero privada, tiene un costo de matrà ­cula anual para el mismo periodo de $40,665, para todo tipo de estudiantes, ya que al ser una institucià ³n privada no hace distinciones entre residentes en el estado y los que no lo son a la hora de determinar  cunto cuesta la matrà ­cula en ms de 1,000 Community Colleges Menores exigencias en los tests  de ingreso, como TOEFL, SATS o similares Aunque cada centro tiene sus propias reglas, en general admiten estudiantes con resultados ms bajos en los exmenes estandarizados como TOEFL, SATS y equivalentes. O puede suceder que incluso no sean un requisito. Adems, conviene tener en cuenta que los que son pà ºblicos pueden tener normas que los obliguen a aceptar dentro de su sistema a los estudiantes residentes en el estado que han obtenido su graduacià ³n de high school o equivalente, tipo GED. Esto no sucede con los estudiantes internacionales ni con los residentes de otros estados de la Unià ³n Americana. Pero sà ­ que merece resaltar que los requisitos de ingreso son, en general, ms fciles de obtener que los que piden las universidades y colleges de cuatro aà ±os. Por lo tanto, para los estudiantes que todavà ­a no se sienten cà ³modos acadà ©micamente con el inglà ©s, los Community Colleges pueden ser una gran opcià ³n. Excelente oportunidad para familiarizarse con el sistema educativo universitario de los Estados Unidos Los estudios en un Community College son dos aà ±os en los que se puede mejorar notablemente el conocimiento del inglà ©s y sus particularidades acadà ©micas. Adems, brinda la oportunidad de conocer y entender el sistema de crà ©ditos, requisitos, reas de concentracià ³n  (mayors), titulaciones, etc. Esto puede ser recomendable para los estudiantes extranjeros que no han cursado ningà ºn aà ±o de high school en Estados Unidos y desconocen el sistema de estudios. Ofrecen una titulacià ³n en sà ³lo dos aà ±os El tà ­tulo que se gana al completar los crà ©ditos es el de Associates Degree y se conoce como Diploma o Certificate. En muchos casos es suficiente para desempeà ±ar profesiones como algunos tipos bsicos de enfermerà ­a, maestro de educacià ³n temprana, paralegal, tà ©cnico de laboratorio, etc. En otros, se puede utilizar como un trampolà ­n para acceder a una universidad o college de cuatro aà ±os y asà ­ ganar una titulacià ³n universitaria completa. Si ests pensando en aplicar, recuerda que es conveniente hacerlo a ms de una (entre seis y ocho o incluso diez se considera prctica estndar). Y estos son los  ocho tipos de documentacià ³n que vas a necesitar para aplicar a la universidad  y a muchos colleges, por lo que es muy importante planear con tiempo. A pesar de las ventajas que supone estudiar en un Community College y por lo que deberà ­a ser una opcià ³n a considerar, tambià ©n hay que tener presente los siguientes inconvenientes Posible dificultad  para hacer un transfer a una universidad de cuatro aà ±os No todas las universidades y colleges aceptan estudiantes que han realizado parte de sus estudios en otra institucià ³n. O, si los aceptan, imponen condiciones duras para transferir los crà ©ditos ya estudiados. Por esta razà ³n, si lo que se pretende es estudiar una carrera de cuatro aà ±os es obligatorio   asegurarse saber  cuntas universidades y garantizan la admisià ³n de los estudiantes del Community College que se est considerando como una  opcià ³n  para estudiar los dos primeros aà ±os. La admisià ³n est garantizada siempre y cuando se haya cursado un determinado nà ºmero de crà ©ditos y el GPA (calificacià ³n media de los cursos realizados) està © dentro del mà ­nimo  aceptado por la Universidad. Adems, hay universidades que aceptan de buena gana estudiantes internacionales provenientes  de Community Colleges prestigiosos por considerar que ya conocen el sistema acadà ©mico americano. Eso puede ser asà ­ aunque no tengan firmado ningà ºn acuerdo. En estos casos va a depender de la calidad y mà ©ritos de los estudiantes. Para evitar problemas en los transfer analizar en detalle los Community Colleges que pueden ser una opcià ³n.   En el caso de estudiantes internacionales preguntar quà © tipo de apoyo tienen para acomodarse al sistema de vida americano y para mejorar en el inglà ©s. Opciones de visa para los estudiantes internacionales La visa de estudiante ms comà ºn es la F-1 y, en el caso de estudios vocacionales, la M-1. Pero a veces ms que estudiar una carrera lo que se quiere es practicar el inglà ©s y vivir unos meses en USA. En estos casos es recomendable tener en cuenta los  distintos programas que conforman la visa J-1 de intercambio, ya que en algunos casos podrà ­an ser convenientes.   Otra opcià ³n para los estudiantes que viven en Mà ©xico o Canad cerca de la frontera es solicitar una visa F-3, que les permite conocer el sistema educativo estadounidense sin necesidad de tener que vivir en los Estados Unidos. Posibles problemas para sacar la visa de estudiante Si el dinero no es un problema y te han admitido de una buena universidad de cuatro aà ±os, acepta. Los Community Colleges son una buena opcià ³n, dependiendo de las caracterà ­sticas de cada estudiante, incluso pueden ser la mejor opcià ³n en casos de inglà ©s limitado o cuando el dinero va muy justo. Pero si hay la oportunidad de ir a una buena universidad, esa deberà ­a ser siempre la primera opcià ³n. Adems, si eres estudiante internacional, aplicar para un Community College puede ser visto como sospechoso por el oficial consular que debe aprobar la visa de estudiante. Es importante conocer las causas que pueden convertir a una persona en inelegible para una visa no inmigrante, entre las que se encuentra la de estudiante. Adems, estas son  22 causas que convierten a una persona en inadmisible para ingresar a Estados Unidos. De interà ©s Si eres una persona recià ©n llegada a los Estados Unidos, es conveniente familiarizarse con las leyes y costumbres del paà ­s. Por ejemplo, para los jà ³venes es de relevancia saber cules  son las leyes de edad del consentimiento sexual.   Es importante conocer las que aplican en el estado en el que se vive. Ignorarlas puede tener efectos migratorios malos para los estudiantes internacionales. Este es un artà ­culo informativo. No es asesorà ­a legal.

A Dolls House essays

A Doll's House essays Henrik Ibsens, A Doll House, is a realistic play written in the mindset of realism. Throughout the play, lines of mockery and emphasis are present, giving the audience the feeling of fakeness and showing them a particular depiction of women in the 19th century. It is apparent that Ibsen set out to give a specific character, Nora, a role to play as the stereotypical 19th century woman, continually showing her need for individuality and lack of dependency. This is the main theme in A Doll House. From the first lines of the show, it is clear how Ibsen wants the audience to portray the role of women and continues to use this theme throughout the remainder of the show. As the show progresses, we see a parallel progression in the character of Nora. She has been babied her entire life, not only by her father but now by her husband, Torvald, whom only treats her as a pet, not as a wife. Her main struggle through the play is to find her independency and freedom as an individual. This is difficult for her, however, for she has never had to strain to get anything. Shes always had things handed to her and has always lived an over-comfortable lifestyle. Even through her dialogue, its easy to sense that all of her happiness is fake because she feels like a trapped animal, just living life as its given to her, instead of her taking the initiative to do things for herself. As a result of this upbringing, Nora is materialistic and impulsive. Over the duration of the play, however, the development of Noras character shows the audience that her ways are only a cover for the emptiness she feels each day. In the play, we find out that she secretly negoti ates a loan with Nils Krogstad, in order to pay for a trip to Italy for her husbands illness and recovery. Everyone thinks that Noras father funded the trip, but the audience finds, to their surprise, that it was she who actually paid for it. This...

Costo de un abogado migratorio en Estados Unidos

Costo de un abogado migratorio en Estados Unidos Lo que puede costar  un abogado de migracià ³n en Estados Unidos depende del estado, de la clase de tramitacià ³n, del tipo de contrato, de su fama, etc. Este artà ­culo informa sobre honorarios promedio que cobran los abogados migratorios por tipo de trmites pero tambià ©n sobre causas para entender las grandes diferencias en los costos y las distintas formas de trabajar de los letrados en Estados Unidos que pueden afectar al monto final de los servicios. Factores que influyen en los honorarios de abogados de migracià ³n El monto de lo que cobra un abogado depende de varios factores, empezando por la dificultad de cada caso ya que no todos son iguales y los ms complejos son los ms caros. Otro factor a tener en cuenta es la ubicacià ³n de la oficina del letrado.  Hay una gran diferencia entre lo que se puede cobrar de un estado a otro, incluso dentro del mismo estado, de un pueblo a una ciudad grande. Asimismo debe tenerse en consideracià ³n el tipo de contrato entre el cliente y el letrado.  Por un lado hay  abogados que cobran por hora  un costo que puede ir entre $100 y $500. Por el contrario otros letrados cobran una cantidad fija segà ºn el tipo de tramitacià ³n. Esto à ºltimo es muy comà ºn entre abogados de inmigracià ³n. En algunos casos, por ejemplo, en las peticiones de una tarjeta de residencia para un familiar, es posible un acuerdo entre abogado y cliente, de tal manera que se paga una cantidad inicial al principio y cuando va avanzando el caso se paga el resto del dinero. Si este es el caso hay que tener muy claro cunto se paga y en quà © momento. Los gastos escondidos pueden incrementar enormemente el costo final de un trmite.  Por ejemplo, a la hora de cerrar un acuerdo con un abogado hay que tener muy claro si actividades extras como acudir a corte, visitar un detenido, etc, estn incluidos o hay que pagarlos a mayores. Y en este caso, cul serà ­a el costo. Los desplazamientos a centros de detencià ³n pueden ser carà ­simos, por eso en este caso preguntar si es posible que el abogado consulte con el detenido por telà ©fono.  Incluso hay que saber si se paga a mayores por traducciones, fotocopias, preparacià ³n de entrevistas etc. Preguntar explà ­citamente si en el precio que se paga van incluidas cosas como hablar con el USCIS si estos dicen que no se ha recibido un documento que se ha enviado. Responder a un RFE, es decir, presentar ms evidencias cuando Inmigracià ³n asà ­ lo pide, etc. Adems, la buena fama de un despacho de abogados con un amplio rà ©cord de casos ganados en su especialidad le permite cobrar ms que la media de sus compaà ±eros de profesià ³n. Finalmente es muy importante tener en cuenta que en los precios que cobran los abogados por sus servicios no estn incluidas las cuotas (fees en inglà ©s ) que hay que pagarle al USCIS o en su caso a un consulado. Esas cuotas se abonan a mayores (verifica si puedes calificar para no hacer el pago de la cuota). Listado de precios medios que cobran los abogados de inmigracià ³n Consulta: puede ser gratuita, pero es muy comà ºn cobrar a partir de $100. Tambià ©n es posible que se cobre menos si es por telà ©fono y ms si es presencial. Y que se limite el tiempo de la consulta, por lo que es importante ir preparado y saber todo lo que se quiere preguntar.Visa de fiancà © (prometido de ciudadano): una gran variacià ³n, desde $340 a $2.000Renovacià ³n, extensià ³n de una visa B1/B2 (turista, paseo o placer): $300-$2.000Visa de turista: $500 a $1.000DACA o Accià ³n diferida para Dreamers: de $200 a $500. Incluso $1.000 en casos complicados. Hay numerosas organizaciones sin fines de lucro que brindan estos servicios gratuitamente a los muchachos que califican para la renovacià ³n de la Accià ³n Diferida.Formulario N-400 para solicitar la ciudadanà ­a americana por naturalizacià ³n: $400-$1.000 y ms si hay complicaciones o es una aplicacià ³n que se hace a los tres aà ±os de recibir la residencia.Visa TN para profesionales mexicanos: a partir de $500V isa J-1, no objection waiver: $500Visa J-1, otras clases de waiver: a partir de $3.000 Visa P para atletas o deportistas: $3.000Preparacià ³n de entrevista: $300 y msMocià ³n para reabrir un caso: $3.000Peticià ³n de los papeles para un familiar (I-130): entre $500 y $1.800. Remocià ³n de condiciones de tarjeta de residencia por matrimonio: $500Ajuste de estatus: $600-$ 2.500I-90 para reemplazar la tarjeta de residencia: $500Permiso de trabajo: $350-$400Perdà ³n por inadmisibilidad 212(d)(3), para no inmigrantes que no pueden obtener visa por razones como salud, prostitucià ³n, ciertos rà ©cords criminales, contrabando de personas o presencia ilegal. $1.000-$2.000Perdà ³n (waiver) 601 o el 601A- ms de $4.000Visa H-1B: $900-$1.000 sin el certificado de trabajoLabor certification Perm: $5.000Visa U para và ­ctimas de violencia: $500-$3.000Tarjeta de residencia por patrocinio del empleador: $1.800Visa L-1, transfer dentro de una misma empresa: $3.500 - $5.000Visa O-1, para personas con habilidades especiales: $2.500-$5.000Visa E2 para inversionistas: en torno a l os $5,000 incluyendo solamente los gastos de la visa. Con inclusià ³n de otros trmites como elaboracià ³n plan negocios la preparacià ³n del paquete completo puede rondar los $9.000. Visa de estudiante: $500-$1.500Waiver para la tarjeta de residencia por interà ©s nacional: $5.000Advance parole que se solicita independientemente de otros trmites: $350-$750El costo por representacià ³n de abogado por casos de asilo, al ser muy particulares dependiendo de las circunstancias del solicitante, pueden variar enormemente. Pero hay que esperar un costo alto, como unos $5.000 por el asilo afirmativo y $7.000 o ms por uno defensivo. Consultas gratuitas con abogados de migracià ³n Algunos abogados brindan la posibilidad de consultas gratuitas, que pueden ser de dos clases. En primer lugar, un pequeà ±o contacto con el abogado o una persona de su equipo, generalmente por telà ©fono. Se trata de ver mà ­nimamente si hay posibilidad de sacar adelante un caso migratorio. En segundo lugar, existe la modalidad de pagar por una consulta pero si posteriormente se decide contratar al abogado del monto total del trmite se descuenta la cantidad pagada por la entrevista inicial. En estos casos, aunque habrà ­a inicialmente el pago de la consulta, al final se recobrarà ­a ese dinero en la forma de descuento sobre la cantidad final a pagar.  ¿Quà © hacer si no se puede pagar abogado? Hay ciertos situaciones donde lo ms aconsejable es contar siempre con un letrado. Por ejemplo, casos en los que honestamente es mejor siempre tener un abogado al lado: citaciones en corte de inmigracià ³n.peticiones de perdones,asilo, tanto para la solicitud como para la entrevista,solicitudes de green card auto patrocinadas en casos de violencia domà ©stica (VAWA)y, en general, en todos los casos en los que hay una situacià ³n de ilegalidad y se intenta pasar a la legalidad. Si es imposible pagar el coste de un abogado, intentar que acepte el caso uno que realiza labores pro bono, es decir, acepta representar a algunos clientes sin cobrar por cuestiones humanitarias. Si no es posible, ya que generalmente tiene listas de espera grandes para estos casos en los que no cobran, intentar hablar con un representante acreditado. Y aunque es cierto que en las cortes de inmigracià ³n es posible representarse a sà ­ mismo y que el gobierno no pone abogado a aquellos acusados que no pueden costearlo, pero lo cierto es que los resultados no son positivos. Contar con un abogado que represente a un acusado en corte de inmigracià ³n no quiere decir que se vaya a ganar el caso, pero sà ­ que se va a tener una mayor oportunidad. En casos de sà ³lo llenar formularios es posible, y la ley asà ­ lo admite, llenarlos uno mismo o acudir a un consejero de inmigracià ³n, que ha de cobrar menos que un abogado. Pero hay que entender que no pueden dar consejo legal para un caso concreto ni tampoco representar en corte de inmigracià ³n, si hiciera falta. Tambià ©n se puede acudir a solicitar ayuda a organizaciones sin fin de lucro que brindan apoyo legal o para llenar documentos. Los hay muy reconocidos y no cobran nada o sà ³lo una pequeà ±a cantidad. Pero muchas veces no pueden hacerse cargo de todos los casos porque estn literalmente desbordados de trabajo. Tips que te pueden interesar Antes de contratar a un despacho es recomendable seguir ciertos consejos sobre cà ³mo  elegir abogado de inmigracià ³n  y si no se est en condiciones de hacerlo, es aconsejable contactar con alguna organizacià ³n  reputada de  defensa de los migrantes. Finalmente, los migrantes mexicanos siempre pueden solicitar informacià ³n sobre abogados y otros asuntos migratorios en el telà ©fono gratuito de la CIAM.   Este es un artà ­culo meramente informativo. No es asesorà ­a legal.

Gustav Mahler Biography and Professional Activity Essay

Gustav Mahler Biography and Professional Activity - Essay Example Mahler entered the Vienne’s Conservatory. Mahler also entered Vienne’s University, studying philosophy and literature. At the Conservatory, he became friends with the future composer Hugo Wolf. Mahler graduated from the Conservatory but failed to achieve the prestigious silver medal The family of the Composer was very poor. His father Gustav Bernhard Mahler was a traveling salesman, who sold alcoholic beverages, sugar, and household products. His mother came from a family of a small manufacturer, producing soap. Gustav was the second of 14 children. Shortly after the birth of Gustav, his family moved to the small industrial town of Jihlava - an island of German culture in South Moravia, where Bernhard Mahler started a tavern. Here, the future composer felt passionately in love with folk dances and songs of the peoples of Austrian Empire: Austrian, German, Hebrew, Czech, Hungarian, Gypsy, Slovak, and so on. All those sounds later became the part of his musical palette. I n 6 years, Gustav began his studies on the piano, and in 10, he gave his first public concert in Jihlava.Despite the regular instruments, such as piano and violin, Mahler used to apply unusual instruments to create his symphonies. For instance, some of his compositions include tenor horn, guitar, mandolin and even cowbell. One can notice a lot of percussions is Mahler’s symphonies, which is quite a distinguishing feature comparing to other musicians of that time. Gustav Mahler was one of the greatest symphonic composers.

Testable hypothesis Essay Example | Topics and Well Written Essays - 750 words

Testable hypothesis - Essay Example Its meaning, from a social perspective and from the scope of the reading, is coming together of people who have a common aim in the society and the aim can be implemented at different levels of the associations. Social stability and morality are other variables in the hypothesis. Social stability refers to existence of a systematic and sustainable framework of social norms that may be enforced by a social centre of power or a virtual authority. Morality however defines acceptable acts in a society and emanates from established norms. Operationalization of variables The hypothesis seeks to determine the role of association in moderating social stability and morality. Number and size of associations are the dependent variables while social stability and morality are independent variables. Two measures are used to investigate two independent roles of association. One measure is the number of associations in a locality. The other measure is the size of association in terms of number of m embers, and population size is the measurement basis, measurable on a ratio scale, for both measures. Social stability is measured based on experienced consistency in values within associations and ability to enforce such values. A scale, on a range of one to ten, and based on experiences among members of association is applicable in measuring level of social stability in associations. Incidences of outstanding cases of immorality, leading to mass calls for corrective measures, form basis of determining level of morality within associations. Possible sources of data Members of associations and published empirical data on associations are the possible sources of data for testing the hypothesis. Hypothesis 2 Another testable hypothesis, based on the reading, explores the relationship between independence of the press and perceived level of liberty in a jurisdiction (Tocqueville, 1953, p. 96, 97. The following is the testable hypothesis for the relationship. H2: Level of independence o f the press determines the level of liberty that people enjoy in a territory Definition of variables Two variables, independence of the press and people’s liberty, are important to the hypothesis. Independence of the press defines freedom of the press from regulations by political and legal authorities. Even though a level of regulation is necessary, some regulations are controversial and are widely perceived to be restrictive to the role of the press and the hypothesis focuses on these regulations. Liberty defines statutory rights of citizens and such rights are protected from arbitrary actions by authorities. Operationalization of variables Independence of the press is the hypothesis’ independent variable while liberty is the dependent variable. Number of controversial regulations over freedom of press measures level of independence of the press, on an inverse scale, across provincial and territorial jurisdictions. Number of controversial regulations, limiting people ’s rights and freedoms in the provincial and territorial jurisdictions measures level of liberty on an inverse scale. The measurements are in ratio scale. Possible sources of data Human rights activist groups and legal experts, especially experts who specialize in human rights and freedom of press is the possible source of data. Hypothesis 3 Another possible testable hypothesis is on the role of unrestricted liberty on defining level of anarchy in a territory and the hypothesis

Steriodogenesis has a common pathway but hormonal steriods are Essay

Steriodogenesis has a common pathway but hormonal steriods are secreted in a strongly cell specific manner. Discuss - Essay Example Steroidogenesis takes place in endocrine glands like the adrenal and gonads.P450side chain linked cleaving enzyme get involved in the interconversion of cholesterol to Carbon18, Carbon19, and Carbon21 and this is the committed step of Steroidogenesis (John 1994, p.33). HMG-CoA or the mevalonate pathway generates isopenteyl pyrophosphate and dimethylallyl pyrophosphate which serve as precursors for steroidal hormones biosynthesis. Isopenteyl pyrophosphate and dimethylallyl pyrophosphate become joined forming geranyl pyrophosphate that becomes lanosterol (Mary 2011, p.55). Lanosterol undergoes Steriodogenesis transformation to form other steroids. All steroid hormones in humans follow this pathway, but not all steroids are hormones (John 1994, p.77). Steroid hormones are crucial for proper functioning of the body. They get synthesized from cholesterol which is also a component of the cell membrane thus the hormone is able to enter the cell and bind to its receptor. Steroid hormones get classified as androgens, estrogens, progestins, mineral corticoids and glucocorticoids. Both estrogens and androgens get generated by the gonads and affect sexual development. Progestrins mediate the menstrual cycle and pregnancy. Excretion of water and salts by the kidney get regulated by mineral corticoids while lipid carbohydrate and protein metabolism become affected by glucocorticoids. Steroid hormones become synthesized when they are need. The brain releases a signal when the body wants a certain protein synthesized or needs a certain process done (John 1994, p.78). These signals get transmitted via the intermediary hormones in other words through trophic hormones. Once released, they act on the central nervous system and the peripheral target tissues (Richardb2010, p.67). One can regulate the amount of steroid hormone secretion by regulating the amount of cholesterol produced because cholesterol is the precursor for these hormones. The adrenal cortex has three main tissue re gions: the zona glomerulosa, zona fasciculate, and zona reticular is. These zones are histological and enzymatically distinct and the exact steroid hormone secreted depends on the enzymes present (Reginald 2010, p.34). Adenocorticotropin (ACTH) hormone regulates hormones produced at the zona reticularis and zona fasciculata (Donald 2010, p.56). The hypothalamus releases ACTH in to the blood stream then it become carried to the adrenal glands where it binds to ACTH receptors on the cell membrane activating adenylate cyclase with production of cAMP (second messenger).This leads to ultimate secretion of cortisol. When the body needs to accumulate more sodium, angiotensinogen get released from the liver and it become to angiotensin( i) and later angiotensin (ii) that bind to the cell membrane receptors which get coupled to the phospholipase c of the zona glomerulosa (John 1994, p.32).This leads to secretion of aldosterone; a mineral corticoid. Aldosterone leads to sodium retention by fa cilitating gene expression of messenger RNA for sodium-potassium ATPase which is responsible for reaccumulation of sodium and potassium. Gonadol steroid hormones become secreted by the testis and ovaries. The important hormones in this category are the estradiol and testosterone. Luteinizing hormone stimulates testosterone production in men by binding to Leydig cells. Androgen binding protein transports testosterone sertoli cells which convert it to

Forensic psychology Essay Example | Topics and Well Written Essays - 500 words

Forensic psychology - Essay Example In this respect the psychologist will asses the risk of re-offending; the defendant's attitude and motivation to change; to asses the feasibility of a community based disposal rehabilitation or community service program; to assist the court to avoid the use of custody, instead using a community based disposal; and to evaluate the possible risk of defendant to harm their self and others. The forensic psychologist is required to be aware of and sensitive to the circumstances of under-represented groups in the community, for example, those who experience a mental illness. It has been indicated that the defendant is suspected of having a long-standing illness. As such, the defendant is to be shown respect, community, dignity and to be provided with unbiased and un-discriminatory services in the practices of the forensic psychologist, and in the report that the psychologist prepares for them. The forensic psychologist can develop a criminal profile of the defendant to aid in decisions about the sentencing. Using a risk and needs assessment, the psychologist can also advise the court as to the suitability of the defendant to attend rehabilitation based programs coordinated and supervised by local authorities within the prison system, if the defendant is remanded in custody.

Sex Discrimination in the UK Mobile Phone Industry Essay

Sex Discrimination in the UK Mobile Phone Industry - Essay Example But it is a certain believe that even if such misconceptions exist, it is the responsibility of the management to have them corrected rather than letting them prevail. The aim of this report is to present a case in terms of analysis of the mobile phone industry in the UK, by critically analyzing its environmental issues and prime focus being on the gender discrimination in the industry, which is becoming a leading issue in the organizations world over. Gender discrimination has its roots routed in the very basics of our society and has prevailed in the same for several decades or even more; probably from the time the first sexual harassment case was established, not in the court of law, but on the grounds of earth. However, the topic here is precisely focussed towards the issue relevant to the mobile phone industry in the UK. This industry has a good progressive and growing rate and is more professionally structured than many other industries across the world. the prime aim of targeting this industry is the fact that it has extensive ends of interactions with other industries and it also has some tremendous professionals employed like MBAs and Engineers, and so on. With the boosting growth in this industry, its call centre services have also expanded and outsourcing has taken placed in similar context. Thus, it has huge branches that spread from one end of the world to the other. Therefore, this industry has been chosen. The report conducts a brief literature survey and an extensive interview-cum discussion with around 20 employees of different mobile industry giants, with a 50:50 male-to-female ratio to ensure that the data is not biased and there is less sampling error with more random sampling. The key area that has been highlighted here is the feeling of employees that they are being discriminated based on gender differences, with the prime aim and objective being the same. Gender discrimination, over the years, has been very destructive for organizations on the whole by means of causing loss of motivation and trust amongst the employees over the management decisions leading to loss of productivity and loss of goodwill not just amongst the employees but amongst the other group of stakeholders as well. This has even led organizations into having law-suits filed by employees of the same, tarnishing the goodwill of the organization on the whole in one go. Thus, the said subject is considered of extreme importance for an organization, and thus it is being studied in this research with the focus on the most progressive industries in the world i.e. the mobile industry in the UK. Literature Review European Business Environment The European business environment is probably the most competent and competitive in the world, with the facts standing erect in cases of mostly all industries. This has always been recognized and respected by the European Union as well. With imposition of taxes, quotas, and duties, the local business has always been prevented and promoted towards steady and strong growth. European products

HUMAN SIMULATORS TO TEACH STUDENTS AND RNs Research Paper

HUMAN SIMULATORS TO TEACH STUDENTS AND RNs - Research Paper Example It shall first present a description of the topic selected. It shall also discuss why this topic was selected and how it involves informatics. It shall also discuss the impact of human simulators and how they improve or deter patient care, and how they improve or deter nursing education. This research is being carried out in order to conceptualize a thorough and comprehensive understanding of human simulators as a teaching aid. Discussion Human patient simulation (HPS) is a teaching method which â€Å"allows nurses and other clinicians to refine and apply their skills in realistic health care situations and participate in learning experiences tailored to their education needs† (Beyea and Kobokovich, 2004). Human patient simulation is a new technology which was borne out of the advancement in informatics and computer technology. This new technology uses computer life-sized mannequins which can formulate life-like situations which can be adjusted accordingly in order to comply w ith instructor’s educational goals (Pacsi, 2008). The very first human patient simulator was seen in the late 1950s and was known as Mrs. Chase; it was basically a model with a torso and a separate computer software (Herrmann, 1981). This model was used to assist nursing students in their physical assessment process. The Harvey Model was seen in the 1960s and it model was built with simulated heart and lungs; and it assisted students in distinguishing between normal and abnormal cardiopulmonary indications. A fully equipped computerized human simulator Sim One was then built in order to simulate endotracheal intubations in order to teach medical and graduate nurse anesthesia students (Gaba and DeAndra, 1988). The simulators which are now being used (MetiMan, Laerdal SimMan, and BabySim) are equipped with computer software and can be connected to laptops and desktop computers. Some of these models are able to speak and blink; they have chest walls which expand on inspiration a nd then relax on expiration; and they also exhibit programmable audible lung and heart sounds (Pacsi, 2008). They can be intubated and can receive bag and masks for ventilation. When these devices are plugged into monitors, teachers can then program the heart rates, pulse oximetry readings into these machines (Pacsi, 2008). These simulators can also be programmed to exhibit human-like responses to different diseases and to the reactions to interventions, including administration of IV meds, intubation, ventilation, and CPR. Computers have now been used in classrooms in order to manage communication and the gathering of knowledge. The current computer applications now offer features which help facilitate and support clinical learning (Pacsi, 2008). Colleges and universities have established simulation centers in order for students to practice and develop their technical skills and to develop their critical thinking, decision-making, delegation, and coordination skills. Simulations ar e technologies which have been made possible with the availability of technology-equipped mannequins (Pacsi, 2008). With the hands-on availability of these technologies, students have been exposed to different scenarios; moreover, these simulations can also present students with different situations they may meet during their clinical experience. In effect, the students are able to come up with treatments and interventions and

Sex Discrimination in the UK Mobile Phone Industry Essay

Sex Discrimination in the UK Mobile Phone Industry - Essay Example But it is a certain believe that even if such misconceptions exist, it is the responsibility of the management to have them corrected rather than letting them prevail. The aim of this report is to present a case in terms of analysis of the mobile phone industry in the UK, by critically analyzing its environmental issues and prime focus being on the gender discrimination in the industry, which is becoming a leading issue in the organizations world over. Gender discrimination has its roots routed in the very basics of our society and has prevailed in the same for several decades or even more; probably from the time the first sexual harassment case was established, not in the court of law, but on the grounds of earth. However, the topic here is precisely focussed towards the issue relevant to the mobile phone industry in the UK. This industry has a good progressive and growing rate and is more professionally structured than many other industries across the world. the prime aim of targeting this industry is the fact that it has extensive ends of interactions with other industries and it also has some tremendous professionals employed like MBAs and Engineers, and so on. With the boosting growth in this industry, its call centre services have also expanded and outsourcing has taken placed in similar context. Thus, it has huge branches that spread from one end of the world to the other. Therefore, this industry has been chosen. The report conducts a brief literature survey and an extensive interview-cum discussion with around 20 employees of different mobile industry giants, with a 50:50 male-to-female ratio to ensure that the data is not biased and there is less sampling error with more random sampling. The key area that has been highlighted here is the feeling of employees that they are being discriminated based on gender differences, with the prime aim and objective being the same. Gender discrimination, over the years, has been very destructive for organizations on the whole by means of causing loss of motivation and trust amongst the employees over the management decisions leading to loss of productivity and loss of goodwill not just amongst the employees but amongst the other group of stakeholders as well. This has even led organizations into having law-suits filed by employees of the same, tarnishing the goodwill of the organization on the whole in one go. Thus, the said subject is considered of extreme importance for an organization, and thus it is being studied in this research with the focus on the most progressive industries in the world i.e. the mobile industry in the UK. Literature Review European Business Environment The European business environment is probably the most competent and competitive in the world, with the facts standing erect in cases of mostly all industries. This has always been recognized and respected by the European Union as well. With imposition of taxes, quotas, and duties, the local business has always been prevented and promoted towards steady and strong growth. European products

Paradoxes of Whistle-blowing Essay Example | Topics and Well Written Essays - 1000 words

Paradoxes of Whistle-blowing - Essay Example Third, the act is required, whether or not it is moral to do so or not. The act needs to be performed because of a rational non-moral reason. In this context, whistle-blowing is morally problematic because there is confusion on whether whistle-blowing should be something morally permissible, morally required or at the other extreme morally wrong. Whistle-blowing involves revealing information that ordinarily, would not be revealed, because one is entrusted with that information. By this definition, the police officer, the criminal informant or the clerk who happens upon evidence of wrongdoing in another department, are not whistle-blowers because they have not been entrusted with the information, even if they were while working under false pretences. According to the standard theory, whistle-blowing is permissible when an organization's product or policy is harmful to the public; when the prospective whistle-blower has identified the harm, reported such to a superior, and the superior does nothing about it; the prospective whistle-blower has done everything possible within the organization to call attention to the identified harm. Additionally, according to the standard theory, whistle-blowing is required when the prospective whistle-blower has evidence that will convince an impartial observer that the threat to public safety is correct; and when the prospective whistle-blower is convinced that revealing the threat will be able to prevent harm at reasonable cost. Generally speaking, there appears to be nothing wrong with the standard theory, except S1 which places the burden of identification of the gravity of the threat is the judgment of the whistle-blower, as well as S5, which again puts the burden of judgment regarding reasonable cost on the shoulders of the whistle-blower.. 3. Explain the three paradoxes that Davis claims the standard theory gives rise to. If you were a defender of the standard theory, how might you respond to Davis' arguments According to Davis, the first paradox that has arisen from the standard theory is the paradox of burden. The standard theory presupposes that whistle-blowers are minimally decent individuals who blow the whistle after complying with five justifications. Actually, whistle-blowers are exemplary individuals who risk financial security and personal relations for the good of the public. The second paradox is the paradox of missing harm. According to the standard theory, the harm that justifies whistle-blowing needs to be serious and considerable in magnitude. Injustice, deception and waste are not justifications for whistle-blowing under the standard theory. The third paradox is the paradox of failure. The standard theory requires that one of the justifications for whistle-blowing is the prevention of harm. Paradoxically, if harm cannot be prevented by whistle-blowing, then it is not justified. In defense of the standard theory, the paradox of burden is the natural result for the whistle-blower. The standard theory works on the premise that organizations, unless those which are criminal, would not deliberately seek to produce harmful products for the general public. So only in extreme cases would there be a need for whistle-blowers. Relaxing the rules would only encourage unfounded complaints and back-stabbing

Scenarios of Labor Relations in Bangladesh Essay Example for Free

Scenarios of Labor Relations in Bangladesh Essay In the context of Bangladesh, one can say that the country is not too poorly served by labour laws and their regulations on the employers. Trade union practices providing collective bargaining of workers with their employers are generally allowed in the industries and services here. Labour courts in Bangladesh promote and protect workers rights and enforce laws such as compensation to be paid to workers by employers for the breach of labour laws on their part. Bangladesh is a signatory nation associated to the International Labour Organisation (ILO) and remains committed on the whole to ILO policies. However, trade union practices in Bangladesh seem to be in existence in the countrys older industries and services with new ones-particularly the export oriented garments industries-remaining largely unserved by trade unions. But there are also powerful arguments in favour of such exemptions. The garments industries could never have come to their present number or employ the record number of workers as they do, if they were burdened by demands from workers and lost their competitiveness as a result. The example of the garments industries also demonstrates that it should be a prudent course for eligible workers in this country to first find employment in sectors like the garments industries than to restrict the flourishment of such emerging work opportunities by attempting to introduce trade unions in them too early in the day (The New Nation, 2004). It should be advantageous for workers to put less emphasis first on orthodox trade union practices and accept less regulation on the employers so that they feel encouraged to expand business activities. This should maximise employment creation which should go in the favour of unemployed workers when unemployment is a huge problem in Bangladesh. More employment and some income should be a better choice for the countrys workforce with its vast number of unemployed than no employment and no income from too much of trade unionism. Thus, there is a need for responsible trade unionism in the country if there exists a genuine interest among workers leaders to best advance the longer term interests of their followers. Of course, it is not meant that pressure for better looking after the welfare needs of workers ught not to be there when the new enterprises graduate into stronger entities and, thus, become able to smoothly accommodate reasonable demands from their workers (The New Nation, 2004). Many of the countrys garments industries, for instance, would not lose their competitiveness or experience any major reduction in their profits or the control over their workers by allowing the worke rs certain basic rights, such as a weekly holiday, casual leave, a bearable increase in their wages and safe conditions of work in the factories (The New Nation, 2004). From the governments side, the role expected most is imparting of training and education free of cost to workers. The same should increase their productivity and skills which would be invaluable assets in the work places. Governments in many countries play the desired role of training and educating as many workers as possible and look upon government spending on these areas as long term investment on economic growth. The Government in Bangladesh needs to adopt and pursue vigorously similar policies (The New Nation, 2004). . 2. Trade union rights in law: 2. 2. 1. Many restrictions: The Constitution provides for the right to form or join unions. There are many restrictions, however. Before a union can be registered, 30 per cent of workers in an enterprise have to be members and the union can be dissolved if its membership falls below this level. The ILO has informed the government that this is a clear barrier to freedom of association and recommended the law be amended, but that advice has been continuously ignored. Unions must have government approval to be registered, and no trade union action can be taken prior to registration. Unions can only be formed at the factory/establishment level, with some exceptions (such as private road transport, private inland river transport, tea, jute bailing, bidi production) where union formation can take place based on geographic area. There can be no more than three registered trade unions in any establishment. Membership in a union is restricted only to workers currently working at an establishment, meaning that severance from employment also results in the end of a worker’s membership in the union. Candidates for union office have to be current or former employees of an establishment or group of establishments. The Registrar of Trade Unions has wide powers to interfere in internal union affairs. He can enter union premises and inspect documents. The registrar may also cancel the registration of a union, with Labour Court approval (Annual Survey of Violations of Trade Union: Bangladesh, 2007). . 2. 2. Exclusions from union membership: Under the Industrial Relations Ordinance (IRO), workers in the public sector and state enterprises may not belong to a trade union, with the exception of railway, postal and telecommunications workers. Members of the security forces are also denied the right to form unions. Teachers are also forbidden to form trade unions, in either the public or private sector. Managerial and administrative employees can form welfare associations, but they are denied the right to join a union (Annual Survey of Violations of Trade Union: Bangladesh, 2007). . 2. 3. Right to strike not recognized: The right to strike is not specifically recognised in law. Three quarters of a union’s members must agree to a strike before it can go ahead. The government can ban any strike if it continues beyond 30 days (in which case it is referred to the Labour Court for adjudication), if it involves a public service covered by the Essential Services Ordinance or if it is considered a threat to the national interest. In this last case, the 1974 Special Powers Act can be used to detain trade unionists without charge. The government may ban strikes for renewable periods of three months. Sentences of up to 14 years’ forced labour can be passed for offences such as obstruction of transport. Strikes are not allowed in new establishments either owned by foreign investors or established as joint-ventures in collaboration with foreign investors for a period of three years from the date the establishment begins commercial production (Annual Survey of Violations of Trade Union: Bangladesh, 2007). 2. 2. 4. Compulsory conciliation and court referral procedures: The labour law requires that parties to an industrial dispute must follow procedures (such as request conciliation, serve notice of a strike or lock-out, or refer the dispute to the Labour Court for settlement) within a specified period or the labour dispute will be considered legally terminated. The issue or subject of an industrial dispute which is terminated in this manner cannot be raised for a calendar year after such termination (Annual Survey of Violations of Trade Union: Bangladesh, 2007). . 2. 5. Collective bargaining limited: Only registered unions can engage in collective bargaining, and each union must nominate representatives to a Collective Bargaining Authority committee, which is subject to approval by the Registrar of Trade Unions. The National Pay and Wages Commission, whose recommendations are binding, sets public sector workers’ pay levels and other benefits (Annual Survey of Violations of Trade Union: B angladesh, 2007). 2. 2. 6. EPZ Law – significant restrictions continue: The EPZ Trade Union and Industrial Relations Bill 2004 provided for the formation of trade unions in EPZs from 1 November 2006. The ILO Committee on Freedom of Association recommended numerous amendments to the law to bring it into compliance with Conventions no. 87 and 98 which Bangladesh has ratified. The government of Bangladesh has fundamentally failed to take any appreciable steps to comply with the ILO CFA’s ruling. The law foresees the phased introduction of freedom of association, providing for a different type of workers’ organisation at each stage. However, the law does not go so far as to say that trade unions with full associational rights will be allowed to exist in EPZs after the last stage outlined, which will be after 1 November 2008 (Annual Survey of Violations of Trade Union: Bangladesh, 2007). 2. 2. 6. Stage one – worker representation and welfare committees: Until the end of October, workers in Bangladesh’s EPZs were still operating under the first stage of the law. They were only allowed to set up Worker Representation and Welfare Committees (WRWC). The law requires all enterprises in the EPZ to have one WRWC, whose elected representatives have the power to negotiate and sign collective agreements on a limited set of topics but not to strike or organise demonstrations. However, workers and labour activists in Bangladesh reported that in 2006 employers generally refused to enter negotiations or sign an agreement with a WRWC. Under the law, all WRWCs were supposed to cease to exist on 31 October 2006, unless he employer gave an explicit agreement that the WRWC should continue (which they would in practice only do in the case of compliant WRWCs). (Annual Survey of Violations of Trade Union: Bangladesh, 2007). 2. 2. 7. Stage two – workers’ associations: The second stage of the law provides that a trade union, referred to as a Workers’ Association (WA) in the law, can be organised provided over 30 per cent of the workforce reque sts that the association should be set up. More than 50 per cent of the workers in the factory must vote affirmatively for the WA to be formed. This was scheduled to start on 1 November 2006 but in practice there were significantly delays, notably because the Bangladesh Export Processing Zone Authority (BEPZA) did not provide the necessary forms for applying to set up WAs. In new enterprises that start operations after 1 November 2006, workers are not permitted to form an association for the first three months after the commencement of commercial activities. Only one federation can be formed per EPZ, and over 50 per cent of the registered WA in the zone must vote to affiliate before a federation can be formed. The BEPZA Executive Chairman also has almost unlimited authority to deregister a Workers’ Association, should he determine that the WA has committed an unfair practice, contravened any part of the WA’s own constitution, violated any aspect of the EPZ Law, or failed to submit a report to him. Essentially, the law has made illegal the right of workers to talk about unions in their workplaces or to engage in pressure tactics to persuade recalcitrant employers to sign a collective agreement. Finally, the law explicitly forbids any strikes in the EPZs until 31 October 2008. (Annual Survey of Violations of Trade Union: Bangladesh, 2007). 2. 2. 8. Frequent bans on assembly: The law allows the government to ban any public gathering of more than four people, ostensibly only in cases where public order or public health are at risk. In fact, the government applied this banning power much more indiscriminately. (Annual Survey of Violations of Trade Union: Bangladesh, 2007). 2. 2. 9. Labour appellate tribunal created: The new labour law created an avenue for all the judgements, awards and sentences of the Labour Court to be appealed to a Labour Appellate Tribunal. Previously all such appeals had to be taken up by the Supreme Court, resulting in significant delays in reaching a final legal verdict for labour cases (Annual Survey of Violations of Trade Union: Bangladesh, 2007). 2. 3. Trade union rights in practice: The trade union movement is relatively weak in Bangladesh. This is partly owing to the multiplicity of trade unions and partly owing to the considerable intimidation imposed in practice, especially workers’ fear of losing their jobs should they show any sign of union activity. The right to freedom of association and to collective bargaining at the workplace is not respected in the garment sector or on the tea estates. Where unions do file applications for recognition, their registration is often delayed long beyond the 60 days foreseen by law. 2. 3. 1. Strike bans: The government makes regular use of the Essential Services Ordinance in order to ban strikes. The government’s use of this order was continuously applied over the past four years to the Power Development Board, the Dhaka Electric Supply Authority, the Chittagong Port Authority, Biman Airlines, and the Bangladesh Petroleum Corporation (Annual Survey of Violations of Trade Union: Bangladesh, 2007). 2. 3. 2. Restrictions on bargaining and union meetings: Since 2003, the government has banned any collective bargaining in jute mills during production time. Only pro-government supporters are allowed to hold meetings during work time and unions not affiliated with the government’s labour grouping are not allowed to hold protests even on their day off (Annual Survey of Violations of Trade Union: Bangladesh, 2007). 2. 3. 3. Employers take advantage of legal loopholes: Private sector workers are discouraged from undertaking any union activity. The Industrial Relations Ordinance gives considerable leeway for discrimination against union members and organisers by employers. Workers who try to create a trade union are not protected before registration and are therefore often persecuted by their employers, sometimes by violent means or with the help of the police. The names of workers who apply for union registration are frequently passed on to employers who promptly transfer or dismiss them, particularly in the textile sector. Even after registration, workers suspected of carrying out trade union activities are regularly harassed. One popular ploy is to dismiss a worker for misconduct, as they are then no longer entitled to become a trade union officer. A complaint to the Labour Court is of little use given the underlying corruption and serious backlog of cases which, in some instances, can stretch back more than several years (Annual Survey of Violations of Trade Union: Bangladesh, 2007). 2. 3. 4. Export processing zones – anti-union employers: Employers in the EPZs have been consistently hostile towards trade unions, claiming that many of the companies would be ruined and jobs would be lost if they had to have unions. Some employers in the zones take advantage of the absence of trade unions to commit violations of international labour standards, such as sexual harassment, physical violence, unpaid overtime, child labour, non-compliance with minimum wage regulations and deplorable safety conditions. Despite protections for WRWC committee members provided by the EPZ Law, discrimination against leaders of active WRWCs was reported in 2006, and an undetermined yet significant number of these leaders and activist members have been terminated with permission from the BEPZA in processes that workers claimed were biased and unfair. Since there is no dispute resolution mechanism or tribunal for workers, except to appeal to the BEPZA, workers in the EPZs had few other options but to protest. After 1 November 2006, those factories with WRWCs turned their attention to frustrating efforts of the workers to form Workers Associations, again employing a series of tactics including harassment, intimidation, and termination of leaders (Annual Survey of Violations of Trade Union: Bangladesh, 2007). 2. 3. 5. Failure to set up industrial dispute resolution mechanisms in EPZs: Although the EPZ law provides for the establishment of an EPZ Labour Tribunal and an EPZ Labour Appellate Tribunal, a full two years after the passage of the EPZ law, these two tribunals have yet to be established (Annual Survey of Violations of Trade Union: Bangladesh, 2007). 2. 3. 6. Garment industry anti-union: Textile workers outside the zones fare no better. An estimated two million women workers toil for 3,300 employers to make clothes for export in Bangladesh. Workers are regularly sacked, beaten or subjected to false charges by the police for being active in unions. The General Secretary of the United Federation of Garment Workers (UGFW) has been arrested more than a dozen times. Meanwhile, the country’s garment workers are among the lowest paid in the world. They work long hours with very little leave, and face physical, verbal and sexual abuse (Annual Survey of Violations of Trade Union: Bangladesh, 2007). 2. 3. 7. Employer negligence and government indifference kills hundreds of workers: Negligence by employers and the authorities have had appalling consequences that a strong, vigilant trade union could help to avoid. Based on its analysis of publicly available sources, the respected Bangladesh Institute for Labour Studies found that in 2006 there were 845 workers killed and 3018 injured by occupational accidents. The ready-made garment sector led the way in its toll on workers, with 141 killed, and 1578 hurt or maimed (Annual Survey of Violations of Trade Union: Bangladesh, 2007). 2. 3. 8. Ship recycling industry effectively prohibits unions: The Bangladeshi ship recycling industry is based at Chittagong Port. Workers are employed on an as-needs basis, have no contracts and do not sign any documents which could link them to a specific yard. Thus workers have no legal recourse in the event of a dispute. Largely owing to the fear instilled in them – through violence and the precariousness of their employment situation workers have no way of standing up for their rights or even claiming their dues. Any claim would provoke instant dismissal. Unions are de facto forbidden on the sites and union organisers find it very difficult to gain access.

Exit Voice Loyalty Neglect Model

Exit Voice Loyalty Neglect Model The Exit-Voice-Loyalty-Neglect (EVLN) analyses the consequences of job dissatisfaction, and postulates that employees will respond to job dissatisfaction in one of four ways: by exiting, by speaking out about it, through loyalty, or through job neglect (Withey Cooper 1989, 521). The model is premised upon the principle that job dissatisfaction affects individual behaviour, and has effects on the employee both intrinsically and extrinsically (Leck Saunders 2005, 219). It suggests that the consequences of job dissatisfaction can be predicted, and can be harmful to both the individual and the organisation (Naus 2007, 684). This essay will analyse the EVLN model and will reflect on its application in light of a personal work experience. It will then provide practical recommendations as to how managers can avoid the negative consequences of job dissatisfaction and in particular, the negative behaviours contemplated by the EVLN model. The EVLN model, first devised by Hirschman in 1970 and expanded upon by Rusbult, Zembrodt and Gunn in 1982 and Farrell in 1983, suggests that depending on the person and the situation, employees will respond to job dissatisfaction in any one (or a combination) of four ways, which as the name suggests, includes exit, voice, loyalty or neglect (Withey Gellarly 1998, 111). In this model, exit refers to resigning from the organisation, transferring to another work unit or office, or at the very least, attempting to make the exit (McShane 2006, 117). Voice refers to an attempt to change, rather than escape from, the situation. Voice may be constructive, particularly where employees voice their dissatisfaction and recommend ways their satisfaction levels can be improved (Luchak 2003, 116). Conversely, it can be destructive where employees begin venting to fellow employees, thereby spreading negative energy within the workplace (Turnley Feldman 1999, 897). Loyalty refers to employees who respond to job dissatisfaction by complacency, most typically by patiently waiting for the problem to resolve itself. These types of employees tend to suffer silently in anticipation of their work situation improving (McShane 2006, 118). Neglect, which broadly refers to neglecting ones work responsibilities, is perhaps the most destructive of responses to job dissatisfaction, as it involves decreasing productivity, decreased attention to quality, and increasing absenteeism and lateness (Hagedoorn 1999, 310). The responses can be independent or sequential, meaning that an employee may transition through a series of responses (Farrell Rusbult 1992, 203). For example, a dissatisfied employee may go through a period of neglect, before deciding to quit their job (Humphrey 2000, 714). Once they announce their resignation, they may speak out to their fellow employees and leave with a noisy exit (Withey Cooper 1989, 522). Loyalty and voice can be constructive where they are used to try to maintain satisfactory relationships, though they can be destructive in certain circumstances (Si, Wei Li 2008, 935). Neglect and exit are generally destructive as they occur once employees have decided that the relationship with the organisation is not worth maintaining (Si, Wei Li 2008, 936). Which response a given employee will take will generally depend upon the individual and their circumstances (McShane 2006, 117). A generally determinative factor is the availability of alternative employment. For example, where an employee has a great deal of financial freedom, they may choose to leave an aversive situation (Lee Mitchell 1994, 62). This is far less likely when they are facing financial pressures and have low employment prospects (Hagedoorn 1999, 312). Instead, they may temporarily use the neglect option until a job opportunity comes by (McShane 2006, 119). Employees who have worked at an organisation for a lengthy period of time, and who can identify with that organisation, will generally use the voice option and speak out about their dissatisfaction (McShane 2006, 118; Withey Coopers 1989, 522). This is also the case where employees cannot easily resign or transfer, or decrease their productivity without the fear of retribution (Rusbult et al. 1988, 619). Finally, where an employee feels as though they have overinvested in an organisation, they may engage in lazy or neglectful behaviours and decrease their organisational citizenship behaviour (Farrell 1983, 601). Personal Reflection In a previous workplace, I experienced serious job dissatisfaction which was followed by a series of behavioural changes. The organisation I was working for had lost a number of major clients, and had faced serious staff turnover issues, and as a result was experiencing significant financial distress. My manager had become extremely stressed and was struggling to remain calm. He would take his stress out on me on a constant basis, and his behaviour became increasingly destructive. He had a very short temper and would often shout and yell abusive words. His performance expectations of me increased unrealistically, and he began to criticise the smallest of deviations from the norm. He would confront me (and others) publically, in a way that was both demeaning and humiliating. This was followed by a pay cut of over twenty-five percent, which I felt was inequitable and unjustified. I became extremely dissatisfied and de-motivated, and whilst I would usually opt to speak out about my conc erns, I had no option to do so as my manager was self-righteous and was not interested in receiving constructive criticism or complaints. Somewhat subconsciously, I became extremely unmotivated and the energy that I put into performing my work had significantly decreased. I expressed neglectful behaviour, as my output levels had decreased, as had the general quality of my work (Farrell Rusbult 1992, 207). Furthermore, I began to speak about my problems to fellow employees, but would not confront my manager about the issues. Consistent with studies on counterproductive voice behaviour, this was a form of me using my voice in a highly destructive way (Withey Coopers 1989, 530). In line with studies on negative loyalty behaviours and the exiting response, I did not leave my job immediately as I could not find another job immediately (and I wanted have a given number of months experience on my resume), however I resigned as soon as another job became available (Rusbult et al 1998, 600 ). In hindsight, my dissatisfied work experience had a negative effect on me individually, my co-workers and on the organisation as a whole. Recommendations It is clear that employee responses to job dissatisfaction have direct implications on organisational productivity and effectiveness (Leck Saunders 2005, 219). Constructive responses such as trying to improve working conditions, improving job satisfaction and improving management approaches value-add to an organisation as they aid in decreasing job dissatisfaction on the organisational level (McShane 2006, 120; Naus 2007, 689). In contrast, destructive approaches such as resigning, absenteeism, decreased productivity, decreased quality control or psychological withdrawal can adversely affect the individual, their fellow workers, the quality of output material, and the organisation as a whole (Naus 2007, 690; Farrell Rusbult 1992, 215). Understanding employee behaviour is an all-important task for managers as it can allow them to curb those behaviours that are disruptive to the individual and the organisation, and promote constructive behaviours (Leck Saunders 2005, 221). To decrease the negative effects of job dissatisfaction, managers should be mindful of behaviours contemplated by the EVLN model and should identify them as indicators of job dissatisfaction (Humphrey 2000, 720). As the EVLN model is a typology of consequential behaviour, managers should remedy the behaviour by looking to the actual cause (McShane 2006, 121). Thus, managers should use the behaviour as an indicator of job dissatisfaction, and should immediately act upon it once identified (Si, Wei Li 2008, 940). There are a number of ways in which managers can attempt to re-instil job satisfaction in a dissatisfied employee. Research suggests that employees will be less likely to engage in destructive behaviours such as neglect, exit or negative voice when there is a possibility of improvement, a feeling of autonomy or control over the situation, foreseeable happiness, and a sense of belonging to the workplace (Withey Cooper 1989, 523; Rusbult et al. 1988, 625). Managers should focu s on these characteristics so that they promote constructive behaviour and decrease the stressors causing employees to engage in destructive behaviours. Secondly, and vitally importantly, managers should ensure that there is open communication between employees and management, so that more constructive behaviours such as using ones voice are actually an option (Naus 2007, 700). Had my former manager been more approachable and open to my feedback, I could have resolved my problems by expressing my concerns and having them dealt with. Instead, I was afraid to confront my manager, and resorted to being underproductive and speaking out to my fellow employees, therefore spreading negative energy in the workplace. This may have led to job dissatisfaction and similar consequences for other employees (McShane 2006, 123). Based on my own research and experience, I would recommend that managers be more approachable so that dissatisfied employees can opt for constructive behaviours before resorting to destructive behaviours. Conclusion The EVLN model is an important framework used to describe employee responses to job dissatisfaction. It contemplates that employees will respond to job dissatisfaction in varying ways according to their personality and their situations, and in general will respond through fight, flight, complacency or de-motivation. The framework is useful as it allows managers to identify behaviours that indicate employee job dissatisfaction, which in turn allows them address underlying stressors and concerns. In light of research and personal work experiences, it is recommended that managers be mindful of these behaviours so that they are markers of job dissatisfaction, and keep lines of communication open so that job dissatisfaction issues can be addressed constructively. References Farrell, D. 1983. Exit, voice, loyalty and neglect as responses to job dissatisfaction: a multidimensional scaling study. Academy of Management Journal 26 (4): 596-607. http://www.jstor.org.ezp01.library.qut.edu.au/stable/255909 (accessed December 2, 2009). Farrell, D. and C.E. Rusbult. 1992. Exploring the Exit, Voice, Loyalty and Neglect Typology: The Influence of Job Satisfaction, Quality of Alternatives and Investment Size. Employee Responsibilities and Rights Journal 5 (1): 201-218. http://www.springerlink.com.ezp01.library.qut.edu.au/content/gp4647hl1644p8k2/ (accessed December 1, 2009). Hagedoorn, M. 1999. Employees reactions to problematic events: a circumplex structure of five categories of responses, and the role of job satisfaction. Journal of Organisational Behaviour 20 (3): 309-321. http://www3.interscience.wiley.com/journal/120698377/issue?CRETRY=1SRETRY=0 (accessed December 1, 2009). Humphrey, R.H. 2000. Buyer-supplier alliances in the automobile industry: how exit-voice strategies influence interpersonal relationships. Journal of Organisational Behaviour 21(6): 713-730. http://www3.interscience.wiley.com/journal/72513917/issue (accessed December 4, 2009). Leck, J.D and D.M. Saunders. 2005. Hirschmans loyalty: attitude or behaviour? Employee Responsibilities and Rights Journal 5 (3): 219-230. http://www.springerlink.com/content/k18t27678h637534/ (accessed December 3, 2009). Lee, P.W. T.W. Mitchell. 1994. An alternative approach: the unfolding model of voluntary turnover. Academy of Management Review 19 (1): 51-89. http://web.ebscohost.com.ezp01.library.qut.edu.au/ehost/detail?vid=1hid=6sid=c0a52e8f-6eec-40a4-bdf3-7e0fc6ddf452%40sessionmgr13bdata=JnNpdGU9ZWhvc3QtbGl2ZQ%3d%3d#db=psyhAN=1993-97785-002 (accessed December 2, 2009). Luchak, A.A. 2003. What kind of voice do loyal employees use? British Journal of Industrial Relations 41 (1): 115-134. http://www3.interscience.wiley.com/journal/118865370/issue (accessed December 3, 2009). McShane, S.L. 2006. Organisational Behaviour on the Pacific Rim, 2nd ed, Sydney: McGraw-Hill Higher Education. Naus, F. 2007. Organisational cynicism: Extending the exit, voice, loyalty and neglect model of employees responses to adverse conditions in the workplace. Human Relations, 60 (5): 683-718. http://apps.isiknowledge.com.ezp01.library.qut.edu.au/InboundService.do?product=WOSaction=retrieveSrcApp=360UT=000247621700001SID=R2h3pp%40G%40nI%403ChJJ7jSrcAuth=SerialsSolutionsmode=FullRecordcustomersID=SerialsSolutionsDestFail=http%3A%2F%2Faccess.isiproducts.com%2Fcustom_images%2Fwok_failed_auth.html (accessed December 2, 2009). Rusbult, C.E., D. Farrell, G. Rogers and A.G. Mainous. 1988. Impact of exchange variables on exit, voice, loyalty and neglect: an integrative model of responses to declining job satisfaction. Academy of Management Journal 31 (1): 599-627. http://web.ebscohost.com.ezp01.library.qut.edu.au/ehost/detail?vid=1hid=6sid=c0a52e8f-6eec-40a4-bdf3-7e0fc6ddf452%40sessionmgr13bdata=JnNpdGU9ZWhvc3QtbGl2ZQ%3d%3d#db=psyhAN=1993-97785-002 (accessed December 1, 2009). Si, S.X., F. Wei and Y. Li. 2008. The effect of organizational psychological contract violation on managers exit, voice, loyalty and neglect in the Chinese context. International Journal of Human Resource Management 19 (5): 932-944. http://web.ebscohost.com.ezp01.library.qut.edu.au/ehost/detail?vid=1hid=111sid=842211a4-71fd-4fd2-bb8c-f78afcf2d447%40sessionmgr112bdata=JnNpdGU9ZWhvc3QtbGl2ZQ%3d%3d#db=psyhAN=2008-06433-007 (accessed December 1, 2009). Turnley, W.H. and D.C. Feldman. 1999. The Impact of Psychological Contract Violation on Exit, Voice, Loyalty and Neglect. Human Relations 52 (1): 895-922. http://www.springerlink.com.ezp01.library.qut.edu.au/content/nv179t5777237571/ (accessed December 4, 2009). Withey, M.J. and W.H. Coopers. 1989. Predicting Exit, Voice, Loyalty and Neglect. Administrative Science Quarterly 34 (1): 521-539. http://www.jstor.org.ezp01.library.qut.edu.au/stable/2393565?cookieSet=1 (accessed November 30, 2009). Withey, M.J. and I.R. Gellarly. 1998. Situational and Dispositional Determinations of Exit, Voice, Loyalty and Neglect. Proceedings of the Administrative Sciences Association of Canada 13 (4): 110-119. http://www.jstor.org.ezp01.library.qut.edu.au/stable/256461 (accessed December 3, 2009).