Compensation Strategy Essay Example | Topics and Well Written Essays - 1000 words

Compensation Strategy - Essay Example However, any compensation strategy must bear the interest and goals of the company and the employee. As such, to achieve this balance, variant compensation strategies apply uniquely in a given company. This paper highlights and evaluates three compensation strategies that can apply in our manufacturing company. Moreover, it will recommend the modes of applying these compensation strategies while considering the company and employee’s interests. Introduction A compensation strategy refers to the planned utilization of the pay system as a fundamental integrating mechanism geared towards achieving company objectives and rewarding employees subject to limitations within the company (Gomez-Mejia, Berrone, & Franco-Santos, 2010). As the human resources manager in our manufacturing company, I have the mandate of evaluating the different compensation strategies that are available for adoption within our organization. Actually, the best compensation strategy will ensure attraction and retention of critical employees. Our manufacturing company has 120 employees and various compensation strategies can apply to them. The compensation strategies that I will evaluate in this paper include the Competitive strategy, Retention-based strategy, and the performance- based strategy. I will hence compare and contrast them with an aim of applying them in our organization. Indeed, the compensation strategies should be reasonable to both the employees and the company itself (Deb, 2009). I will therefore determine recommendations on how to implement them within our organization. Research findings I have done substantial research on the three compensation strategies and gathered relevant information that can help in the application of these strategies in our manufacturing company. Most specifically, in the competitive strategy, the company pays employees the market rate. On the other hand, in the retention-based strategy, the employees earn more as they stay in the company. Additi onally, in the performance- based strategy, the pay relates to the performance of an employee, the team or the entire organization. Specific findings on each compensation strategy follow here in. Findings on the competitive strategy It is notable that one of the main goals of any company is to remain competitive in the market and where possible gain competitive advantage over other competitors (Kumar, 2010). As such, the competitive strategy seeks to retain existing employees in offering them rewards that equal to industry standards. Additionally, this compensation strategy seeks to attract potential employees by motivating them to join the company as it offers compensation that meets what others in the industry offer (Petroleum Human Resources Council of Canada, 2012). Nevertheless, the competitive strategy offers the reference company no competitive advantage over its competitors since its compensation rates are at par with those of its competitors. Hence, this strategy may not mo tivate employees to remain in the company for a long time. Indeed, this strategy keeps the management at risk of fluctuating wages, as the industry would dictate. As such, where the company cannot keep up with the escalating wages, then there is a high risk of employee turnover. Moreover, the existing employees are at a high risk of leaving the company if another company offers higher rewards than the reference com

Teacher Competency Essay Example | Topics and Well Written Essays - 1250 words

Teacher Competency - Essay Example Students, meanwhile, also expect to be able to learn from the teacher. Some even think that teachers can make them smart, an expectation which can not be discounted. Although intelligence is primarily a result of a student’s diligence and genes perhaps, a teacher’s input is a major contributing factor. This is where teacher competency comes into the picture. For a teacher to be able to facilitate learning, he must be competent. Now what is competency? Competency is â€Å"the ability to perform a particular skill or to demonstrate a specified level of knowledge† (D. Sadker & M. Sadker, 2005, p. G-2). A competent teacher therefore is one who not only facilitates learning but does so in a specified, and shall we say exemplary, level. There are a lot of characteristics or qualities that make a competent teacher, all of which are related to the dimensions of one’s personality – intellectual, physical, social, ethical, and emotional (Zulueta, 2006). However, there is no standard which can be considered as the universal set of characteristics a teacher must have in order to be called competent; these qualities are dynamic in that what works for one teacher may not work for another, or what is effective for a student may not be as effective for another, or what applies now may not be applicable years from now. Lack of knowledge on a subject and inability to answer a question is such a horror to think of. Teachers fear it too. It must be understood that learning is a continuous process and no one, not even a teacher knows the answer to everything. Some students are ruthless; they like to test the extent of a teacher’s knowledge. Teachers must be prepared for such events. Although there may be times that he will not be able to answer a question without further research, these instances must be kept to a minimum. Looked up to as a fountain of knowledge, a teacher must therefore be a master at the subject

The Effect of Employee Job Satisfaction

The Effect of Employee Job Satisfaction Study Objectives: The purpose of this paper is to examine the impact of job stress on job satisfaction and organizational commitment. The author studied some of the definitions and the sources of job stress and he mentioned some of the stress related illness; he also examined the types and factors of organizational commitment. The research question of the paper is what is the effect of job stress on employees job satisfaction and organizational commitment? Keywords: job stress, job satisfaction and organizational commitment Introduction The main purpose of the paper is to examine the job stress and its effect on job satisfaction of the employees and organizational commitment and thus on the organization as a whole. Stress, which have a huge effect on job fulfillment that subsequently affect the job performance, is considered a natural division of each and every occupation. Lately, researchers suggest that when the work nature alters the employees welfare is affected. These days, Job stress considers a very important issue because of its unavoidable outcome in any organization as a result of the current life difficulties (Singh, 2009: 255). Also Ziauddin et al (2010: 618) stated that in our society stress is being inevitable; and in order to avoid it, recognition and acceptance can ease its consequences and effects. As job stress will affect organizational commitment, and this will directly lead to the execution of employees and will also affect the firms performance. Thats why organizations have to reduce the stress on its employees. Another important topic in organizational research is organizational commitment. It can be used in the understanding of employees behaviour in the workplace. Organizational commitment imitates the degree to which employees identify with an organization and are loyal to its goals. Meta-analysis studies revealed a strong positive relationship between organizational commitment and job satisfaction (Tett and Meyer, 1993). On the other hand, some studies found that 38 percent only of employees experience a long-term commitment to their workplace. However organizations with highly committed employees will have a higher productivity than an organization with a non committed employees (YUSOB, 1999) The three variables, job stress, job satisfaction and commitment to the organization are grapping the attention of the organizational behavior research, these organizational behaviors directly and strongly affect the general performance of any institution. (Chen, Silverthorne, Hung, 2005:243). One of the most raising problems is job stress that consequences in significant costs to workers and the work association around the globe, and it is the main reason for employees job satisfaction and organizational commitment (Khatibi, Asadi and Hamidi, 2009:272). Some limitations and gaps have been found. Most of the studies on job stress focused only on the effect of job stress on job satisfaction or organizational commitment or even on the organization performance. For example; Sullivan Bahgat (1992) investigate the relation between the organizational stress with job satisfaction and performance .Fairbrother and Warn (2003) applied a research to examine the strong relation between stress, dimensions of workplace and job satisfaction. Chen, Silverthorne Hung (2006) studied the effect of commitment and organizational communication on job stress and job performance. Khatibi, Asadi Hamidi (2009) examined the connection between job stress and organizational commitment in National Olympic and Paralympic Academy (NOPA) employees. But they didnt specify any sectors, like the labor productivity in Egypt or in any other countries. So the Research Question of the Research Gap is what is the effect of job stress on job satisfaction and organizationa l commitment on Egyptian labor? The research question of the paper is What is the effect of job stress on job satisfaction and organizational commitment? since job stress these days is inevitable effect in any corporation because of the current life difficulties, and it might affect employees job satisfaction and organizational commitment, which may lead to the termination of employees and this will have a ruthless impact on the organization performance which will affect the organization as a whole. The paper is consisted of four main segments. The first segment is an overview on job stress; its definition, sources and levels. The second segment is an overview on job satisfaction; definition, variables and importance. The third segment is an overview on organizational commitment; definition, types and factors affecting it. The last segment will examine the impact of job stress on job satisfaction and organizational commitment. Then finally the methodology will be discussed followed by the conclusion. Literature Review Overview on job stress The job stress is indirectly proportional with the organizational commitment and the job performance , whenever the employee is more committed to the organization , the job stress will decrease, thus the job performance will increase and vice versa. . (Chen, Silverthorne, Hung, 2005:243), a raising problem of handling stress at work is being faced by personals and their institutions however, they are vulnerable because they need to understand the nature of their job-related stress (Williams, Cooper, 1998:306). One risk that should grab the attention of managers and they should be responsive to negative factors such as job stress that have a negative effects on employees health and as a result it has a unconstructive effect on job satisfaction and job performance. (Hamidi and Eivazi, 2010:964). Definition of job stress According to Hamidi and Eivazi (2010: 964) work stress is defined as the condition where some features or a group of characteristics that disturb the employee on his/her physical, mental, or societal homeostasis. Furthermore, Williams, Cooper (1998: 307) acknowledged that job Stress, which can be measured by some various measures such as mental physical condition, nervousness, and job satisfaction, is a complicated, multivariate process. Also (Lee Shin: 2005, 100) agreed that job stress is the condition of sentimental fatigue and sarcasm that happens repeatedly between entities who do people work (Lee Shin: 2005, 100). Sources of job stress In the workplace there are many reasons for employees job stress; one of the main reasons is the work overload, employees stay at the organization for a lot of time working to handle their jobs on their deadlines. While executives pay no attention for the stress and moreover they inquire more work from employee to do (Shahu and Gole, 2008: 238) In our life there are many important parts; job life is one of those parts. It causes different types of stress. Competitive nature of the jobs leads employees to be more worried and spend more time in their work; this considered a reason for stress. Generally employees are more anxious about their results and outcomes in their work, this way influence their treatments with people and with their customers as well. As the paper showed before stress is concerned with environmental conditions which invented to present the demand that frightens to exceed the persons abilities. Stress leads a negative impact to the organization, so the employees and their boss should understand the causes or the sources of stress (Abdullah and ahsan 2009: 121-122). There are different variables that have major effect on job stress. Those variables are role ambiguity, role conflict, work overload, and job-induced anxiety. Role conflict and role ambiguity are related to organizational and individual consequences. Role ambiguity is a degree that obvious data is lacking concerning three steps. The first step is the probabilities related to a role. The second step is the techniques used to accomplish role expectations and probabilities. The third step is the role performance outcomes. Role ambiguity may be caused by unstable expectations and probabilities. Role conflict happened when a person meets the immediate incidence of role requirements where personal performance prevents the others performance. Work overload shows too much work and responsibilities that exceed persons ability. Job-induced anxiety is the degree that individuals know how the indication and signs of worry about their work position and circumstances (Li and Shani 1991: 108-109). Job stress is a result of organizational portions, working for long hours, lack of organizational support and organizational change. Lack of support from supervisors and colleagues, and conflict with demands and pressures can lead to increasing job stress. There are other sources of job stress, insufficient staffing, and long working hours. Responsibility schedules which are in conflict with time for family, projectile field responsibility, deployments, threat of military disciplines, problem with supervisors and a wide diversity of other job related matters and problems. Work overload, work design, job qualifications, job performance and organizational structure are indicators of job stress. This study also added other sources of job stress which are work dimension factors which include lack of clearness of the work role, and disturbance of personal life and every day routines (Bokti and Abu Talib 2009: 301). There are three different influences that have great impact on creating stress. The first influence is personal influence; it confirmed that the feature of the marital relationship will arbitrate the effects of job insecurity (Wilson and Larson 1993: 74). Low wages or salaries, bad environment in work such as low social support and high workload, and high level of stress, those are factors that make employees leave their work and positions. While, getting recognition in the workplace was one of the reasons that make employees to continue in their jobs (Abualrub and Al-Zaru 2008: 228). Work overload related to the amount of stress practiced by people because of the awareness which they are can not deal with the quantity and the amount of required work allocated to them. People are expected to practice strain when they are expected to work hard and do more than the available time that allow them to do. Another source of job stress is lack of autonomy. This source is related to the insight of the control of decision making. This is because of the limitations of job or the workplace. The person is expected to experience stress when there is interdependence between the tasks of individual and the tasks of other people. There are other different sources of stress; broken or poor relationships with work colleagues will leas to high levels of stress. Unfair management will consider a potential source of stress. The jobs basic nature could be a source of stress. This study confirmed that lack of challenging and meaningful tasks, physical working circumstances is considered aspects of the job that may increase stress (Coetzee and Villiers 2010:30). Job stress is an adaptive reply happening in the workplace. Its reply is mediated by the characteristics of individuals and mediated by the psychological processes. In many occupational situations are now usually identified in educational situations. A lot of top stressors associated positively to the limitations of time. Time pressures, work overload and interpersonal relationships were major stressors among universitys staff. Conflict happens among teaching; scholarship and the responsibility of service were highly ranked as stressful condition. Job stress increases with greater public service expectations included faculty members rank, type of institution and gender (Thorsen 1996:474). Universitys teachers stress related to phenomena as poor physical comfort, mental ill-health and intention to leave. Teaching is considered as a demanding profession. There is bad impact of job stress between teachers on their well being and the behavior of work. Stress between universitys teachers leads to burnout. University teachers who practice and understand higher demands on their attention, energy, and time than others, whereas getting fewer prizes and recompenses, they become estranged from their work lives (Taris and Schreurs 2001: 284). Job stress should be at a suitable level, job stress has a negative effect on job performance of university teachers. Pressure of universitys teacher resulted from big competition, role conflict and the expectation of job which introduced in the system of education. This caused problems in professional behavior and job burnout (Cai-feng 2010: 130). He and Li (2000: 254) mentioned in their study that stress has sources, those sources are Social Environment, Family Condit, and workplace culture and atmosphere. Those sources lead to a response from individual, and then it causes job stress symptoms.Job efforts could be considered as stressor, it placed depend on the workplace and the deadlines of meetings. Job efforts have a direct relation with stress in the workplace, when it increases stress level increases also and vise versa. Job reward which is the real wages, categorized into three different mechanisms. The three mechanisms are personal financial need, personal social need, and finally personal esteem on and off the work environment. Job reward has a negative relationship with job stress (Rehman and Khan 2010:43). Levels of job stress The qualified difference between the requirement of the environment and the abilities of the individual is what stress means. Job stressor factor is divided into three main sectors. The first one is individual factor; second one is job factor or group factor and finally organizational factor. Job factors and specific job responsibilities structure the job, the ecological work factors and those factors that is associated to work plan comprise some variables, such as; job duties diversity, job difficulty, temperature, noise, and the level autonomy and control that workers have on their technique and speed on their job (Khatibi, Asadi and Hamidi, 2009:272). Individual level Some studies have been found that individuals stressors are the most important level than other levels. Several individual stressors are; the lack of social support, Individuals stressor factors have been studied more than other levels: role conflict, role ambiguity, volume overload of work, embarrassment changes, the quality of interpersonal relationships, lack of social support and personality type. Those stressor factors that are attributed to organizational factors are cultural and management practicing within the organization, non-participation in decision making, inappropriate and inadequate communication, totalitarian leadership style, organizational policies, insufficient opportunities for advancement, lack of job security which play a role in making stress. Job stress with any model needs the signs to recognize. (Khatibi, Asadi and Hamidi, 2009:272). There are three different influences that have great impact on creating stress. The first influence is personal influence; it confirmed that the feature of the marital relationship will arbitrate the effects of job insecurity (Wilson and Larson 1993: 74). Low wages or salaries, bad environment in work such as low social support and high workload, and high level of stress, those are factors that make employees leave their work and positions. While, getting recognition in the workplace was one of the reasons that make employees to continue in their jobs (Abualrub and Al-Zaru 2008: 228). Group level Organizational level The person environment fit model concerns with two main variables. The two variables are the individual characteristics of the worker and the organizational qualities of the work environment. In this Model, job stress is supposed to arise from an oddity between the environment and the person. This model showed the inconsistency in fit is a stressor. Unresolved issues will lead to psychological and physiological strain and strain is any psychological or physiological variation from what is usual for the person. Bad person environment fit could create a high risk to the employees (Blix and Lee 1991: 290). Stress-related illnesses A considerable relationship between level of peoples stress and repulsive reaction has been found in some therapeutic researches, such as; mental distress, sleep disorders and heart disease which may lead to the increase in the rate of absenteeism and that affect the employees job performance and as a result the organization in general will be affected. (Hamidi and Eivazi, 2010:964). Overview on Job satisfaction Baker College (2004:31-32) stated that the affective reaction to the job satisfaction is reflected by the constructive emotional condition, that defines the term job satisfaction. Job satisfaction is accompanied with two effects either absenteeism or turnover. Job satisfaction is considered a perfect predictor of employee absenteeism or turnover. Definition of job satisfaction Job satisfaction defined by Lambert (2004, p.210) as the amount of which the workers like their job. While Lambert, Barton, and Hogan (1999, p.97) defined job satisfaction as the gratification of peoples need that linked to their work. Camp (1994) and Lambert (2004) mentioned that employees job satisfaction can be measured by the satisfaction from pay, promotion, work, supervision, and coworkers. On the other hand Glisson Durick (1988) mentioned that job satisfaction is attached to another five additional measurements which are; task significance, skill variety, task identity, independence, and feedback. Sources of job satisfaction Some paraphernalia may cause the employees satisfaction or dissatisfaction. The major factors that encourage and satisfy them are wages, chances, raises, bonuses, working hours, environment, communication and relationship with their peers and supervisors. In addition to the availability of resources needed to achieve their jobs and tasks, one more thing is the involvement in the decision making process (Adeyemo, 2007: 325). Researches agreed that culture, race, education, age, residence and relatives can affect employees job satisfaction. For example; the groups of workers who didnt complete their education or even didnt graduate from a high school are more likely to be very satisfied from those who graduate, also the younger employees or workers are least likely to be fulfilled than the older ones. African Americans workers are more likely to be satisfied than Hispanic workers. Also there are some other sources that may affect job satisfaction negatively or positively like for example; the employees that dont show their emotions are more likely to be very fulfilled with each and every increase in the emotional control. On the other hand, employees that come across violence from customers or the members of the family are less likely to be much fulfilled with each and every increase of the abuse occurrences (Delp et al, 2010:929). Monetary limitations that boundary the contact with health care can significantly reduce job fulfillment. There are three main reasons that illuminate the impact of meeting of the physicians. Firstly, the insufficient health aids that dont protect all workers or all costs. Secondly, there is no sick leave that requires workers to sacrifice their salaries when they miss their work for health arrangements. Finally, there are no support respite care workers which will force them to choose between disregard their own health requirements or leaving consumers and caring for themselves (Delp et al, 2010:933-934). Importance of job satisfaction Job satisfaction is a must in any organization, since employees with low level of job satisfaction create a lot of unwanted and adverse behaviors within the organization; like for example wasting the organization working hours doing some personal duties, emotional and actual retirements from their jobs, and other changes that change the work environment (Camp, 1994) in (Getahun, Sims Hummer: 1). Some other negative results is related with low level of job satisfaction such as the early withdrawals, absenteeism and attendance problems, and the absence of involvement in job tasks. Overview on organizational commitment Many researchers concentrated on the association between employees job satisfaction and organizational commitment. They showed that job role encounter and uncertainty have no effect on the organizational commitment in law, but they revealed the presence of the positive relationship between organizational commitment and leader provision, group cohesiveness and promotion chances (Jaramillo, Nixon Sams, 2005). Definition of organizational commitment Organization commitment and job commitment have been studied (Koslowsky, 1990: 167-168). Organization commitment can be simply defined as the level at which the employee attracted to the organization while job commitment is the level at which the employee attracted to the job (Bashaw; Grant 1994: 43). Job commitment describes how people feel towards their duties and tasks. One can be committed to the organization without being committed to his job and vice versa (Freund; Zahavy, 2007: 322). Workers can be more satisfied with their jobs and loyal to their organization by raising their empowerment as a result they will improve their performance as well as the organizations performance (Gallie et al, 2009: 2). Types of organizational commitment There are three types of organizational commitment; affective, continuous, and normative. In the words of Allen and Meyer (1990: 3) employees with strong affective commitment remain because they want to, those with strong continuance commitment because they need to, and those with strong normative commitment because they feel they ought to do so. Affective commitment According to (Solinger, Olffen Roe, 2008: 72) affective commitment was defined as the sentimental link between the employee and the organization, in which the employee is attached to the company; it also comprises employees involvement in the organization as well as their identification with it. Affective commitment represents satisfied and pleased feelings of employees towards their jobs. Indeed affective commitment can be described as the willingness of the employee to stay in the organization because he wants to as said by Allen and Meyer (1990: 3). Also (Turner Chelladurai, 2005:195) agreed that affective commitment imitates an emotional affection to the organization as an objective not to the action of staying or leaving the organization. Consequently, affective commitment greatest prognosticator is the emotional agreeable involvement of work. Continuance commitment Continuous commitment was defined by (Solinger, Olffen Roe, 2008: 72) as the supplementary cost paid by the employee after leaving the company, this resembles with the utilitarian outcomes that consists of penalties and rewards that are supposed to follow from engaging in the behaviour (Eagly Chaiken, 1993: 209). Continuous commitment is the attitude toward a behaviour not headed for the organization. It reveals the deliberation of outcomes of action whether to remain or leave in the organization. In other words as Meyer Allen (1990) that employee with a strong continuous commitment remain in the organization because he needs to. Normative commitment Normative commitment is the state of the employee where he feels responsible to stay in the organization (Solinger, Olffen Roe, 2008: 72). Normative outcomes concern to approval or disapproval that significant others are expected to express after performing the behaviour as well as the self-administered rewards (pride) and punishments (guilt) that follow from internalized moral rules (Solinger, Olffen Roe, 2008: 72) In fact employees that are characterized by normative commitment feel that they should stay in the organization and that they have to carry on their work. Normative commitment is a value where similarity between employees and organizational values might take place. (Turner Chelladurai, 2005:195) Factors affect organizational commitment Chen, Silverthorne Hung (2005) mentioned that not only the job stress that affects the level of organizational commitment but also organizational communication has a substantial and affirmative relationship with organizational commitment. They also found that organizational intervention and personal predisposition can influence organizational commitment. Organizational intervention Personal predisposition Importance of organizational commitment One of the key factors that affect productivity is organizational commitment that increases the performance that leads to a higher productivity as well as the employees are loyal and committed to their jobs in addition to job satisfaction. Therefore organizational commitment leads to the job satisfaction and motivation which affect productivity (Eaton, 2003: 148). (Gallie et al 2009) also believed that workers who are highly committed to their organizations can increase their results because they will be more likely to work hard, they may also decrease their absence as for example in Google organization people are less likely to be absent because they are highly committed to their jobs and organizations and they may not leave their jobs. In contrast employees who have no other choices rather than staying in the organization may have a negative effect on productivity as he is not committed to his organization or to his job in addition he may affect his other employees resulting in fewer outcomes (Eaton, 2003: 148). The impact of job stress on job satisfaction and organizational commitment Many researchers found that in one hand, job stress is indirectly proportional with job satisfaction. On the other hand, they found that between organizational commitment and job satisfaction positive relationship. As a result, it is rational to have a negative relationship between job stress and organizational commitment (Khatibi, Asadi and Hamidi, 2009:273). Low organizational commitment Many researchers concluded in their researches that there is a significant relationship between job stress and the whole organizational commitment. Extra investigation displays that there is also a relationship between the affective and continuous commitment with job stress but they didnt find any clear link between job stress and normative commitment (Ziauddin et al, 2010: 617). While Somers on the other hand stated that there is a relationship between affective and normative commitment with job stress, but no clear link between continuous commitment and job stress. Also Khatibi, Asadi Hamidi (2009: 272) agreed with Somers that there is a negative significant relationship between job stress and organizational commitment, affective commitment and normative commitment, but there was not a significant relationship between job stress and continuance commitment. Lee et al stated that there is an adverse relation between job stress and organizational commitment, while wells et al (2009) on the other hand revealed in his study that there is a positive relationship between job stress and organizational commitment and an adverse relationship between job stress and job commitment. Yaghoubi et al disagreed with all these relations and declared that there is no significant relationship between organizational commitment and job stress, he then added that it is important for any organization to have healthy and committed employees as well as sport organizations as ther are not exceptions. Job dissatisfaction and termination of employee In the short run, job stress will reduce job satisfaction that results in decreasing the rate of absences of the employees. Absenteeism is the reaction of the employees towards the feeling of being dissatisfied. While in the long run, being dissatisfied will have a huge result in increasing the rate of turnover. On the other hand, some employees may not leave the company as they buildup financial interest which will be so difficult for them to quit the job and these financial interests may include wages, encouragements and it might be the only return to the employees family (Baker College, 2004:36). So whenever the employees are satisfied and committed to the organization they will have a lower tendency to leave it (Ziauddin, 2010:618). Stress affect organizational outcome Some researchers discovered that the previous and the significance of the lower job stress leads to a higher job satisfaction and higher organizational commitment, since it will give them the feeling that the job met expectations (Moncrief et al, 1996) they also added that employees will have a lower tendency to leave the organization when they are highly satisfied and committed to the organization. (Elangovan, 2001) indicates that there are durable fundamental relations between job stress and satisfaction (where the higher the job stress the lower the job satisfaction), and between job satisfaction and organizational commitment (the lower the job satisfaction the lower the organizational commitment). He also stated that there is a mutual association between organizational commitment and turnover goals (lower organizational commitment leads to a great intention to quit). Stress is linked with some negative effects in the workplace some of them are the lack of interest for work, organization, and colleagues. It also includes absence of creativity, loss of duties, reduced effectiveness, increased inflexibility of thinking, and decreased the ability of performing (Fairbrother and Warn, 2003: 9). Job stress is related with significant occupational consequences of job satisfaction, organizational commitment and the withdrawal behaviour of the employees (Sullivan Bhagat, 1992). Organizational commitment and job satisfaction regularly report an adverse relationship with the intent to leave and turnover (Hollenbeck and Williams, 1986). According to Fairbrother and Warn (2003: 9) they stated that organizational commitment and job satisfaction have repeatedly negative relationship to intent to quit and leave the organization, since high level of job stress most of the time connected to the low level of commitment and satisfaction. The major predictive effect of dissatisfaction is job stress and it will have a great tendency to leave the organization (Landsbergis, 1988; Terry et al., 1993) Methodology In order to test the mentioned hypotheses, a quantitative method should be applied which includes questionnaires and interviews. Since we are aiming to examine the effect of job stress on job satisfaction and organizational commitment, a questionnaire will be a valid tool to draw statistical conclusions. The questionnaire will be distributed in two private manufactories one for clothing while the other one for paper and cardboards. Thus a structured face-to-face questionnaire is needed where the interviewer presents the items orally in order to clarify the main purpose of the study and the meaning of the questions, because most of labors are illiterate. The sample of the study will consist of two hundred Egyptian employees working in private manufactories in Egypt, specifically in Cairo for convenience. We chose private manufactories due to the easy access to them in order to distribute the questionnaire, because it will be much more difficult to distribute the questionnaire in public organizations or

Ray Harryhausen :: essays research papers

Ray Harryhausen is the greatest artist in stop-motion animation. With a career that spans 40 years of cinema, he became a by-word for innovation, excitement and entertainment in the world of special effects and film fantasy.   Ã‚  Ã‚  Ã‚  Ã‚  Born 1920 in Los Angelas, Harryhausen from an early age was facinated with stop-motion animation due to seeing King Komg at the agee of thirteen. Ray Harryhausen was given an opertunity to persue a dream and learn from the greatest of animators, Willis O’Brien. American Film magazine, (June 1981 p 49) â€Å"I had a magnicficent two year period while working on Mighty Joe Young with Obie†, â€Å"covering the long perproduction and photography. He was so involved in production problems that I ended up animating about eighty-five percent og the picture†.   Ã‚  Ã‚  Ã‚  Ã‚  After ganing vital experience with Willis o’Brien and having completed studies at the University of Southern California in painting, drama, sculpting, anatomy and photography. Ray Harryhausen produced a series of short films called Mother Goose Fairy Tales. Coming to the final phase of the series, Ray Harryhausen was approached by a young producer, Charles Schneer,and formed a productive patnership which lasted over thrity years. Ray Harryhausen and Charles Schneer went to work and produced a whole series during the science fiction boom of the 1950’s. Titles included It Came from Beneath the Sea, Earth versus the Flying Saucers and in 1957, Twenty Million Miles to Earth.   Ã‚  Ã‚  Ã‚  Ã‚  It was also in this period that Ray Harryhausen pioneered his new form of stop-motion animation – Dynamation – which then became a key feature consistant through out all of his work.   Ã‚  Ã‚  Ã‚  Ã‚  Breaking away from the 1950’s had Ray Harryhausen and Charles Schneer leaving science fiction behind and venture into the world of fantasy, fairy tale amd mythology.. in the decaide of 1950 to 1960, they both produced the highly acclaimed Seventh Voyage of Sinbad. This was also they’re first opportunity to use colour film.   Ã‚  Ã‚  Ã‚  Ã‚  In 1963, Ray Harryhausen produced his most famous and successful film Jason and the Argonants. Quoted by Adrian Wootton interviewing Ray Harryhausen, (1)â€Å"Jason and the Argonants is also regarded by Ray Harryhausen himself, as his most complete film, incorporating as it does much of his seamless and yet outstanding stop-motion animation in many memorable sequences†.   Ã‚  Ã‚  Ã‚  Ã‚   Ray Harryhausen finally brought the curtain down on his film career in 1982 with his and Charles Schneer greek mythological epic, Clash of the Titans. In 1991, at the sixty-fourth Academy awards, Ray Harryhausen received belatent recognition for his abilities and received the Gordon E.

Characteristics of Interviewing Essay

When Susan conversed with Leslie and Scott, she was talking with an eye contact and moving her hands and other body parts. She moved her head whenever she wanted to express that she was able to understand. Susan succeeded while maintaining her eye contact and stopping at interval whenever she felt was the right time to allow the thinking procedure. She demonstrated the pair that she was paying attention to what they were saying by using small phrases like â€Å"I see†, and â€Å"oh hmm†. Her hand movements also helped. Open ended question Susan asked Leslie many open ended questions such as, â€Å"Assist me, how was it helpful? How do you feel about that?† She intended to know about Leslie’s sentiments and thoughts. She wished to view things from Leslie’s prospective. Susan succeeded while asking such questions. Leslie gave answers openly and gives details about her feeling under given circumstances. It helped in creating fruitful discussion. Closed ended question There are few queries which have restricted replies like Susan asking sealed ended queries to Scot, â€Å"Can you show me the evidence?† This resulted in a yes or no conversation with Scott. There are not proper details or sentiments required to reply such queries. It finishes that particular section of discussion. Reflection of content or paraphrase Susan applied the instance of extraction of text and interpretation in the film by stating, â€Å"In my opinion, I am listening to†¦Ã¢â‚¬  and she moves on with  Leslie’s statement by briefing the details. Leslie then let Susan know if she is right. Reflection of feeling A sample of reflection of feeling is when Susan asks Scott, â€Å"and that’s difficult for you Scott?† She also states, â€Å"I couldn’t hear when your wife said that, are you stressed about what she thinks of you?† Susan succeeded with the consideration of Scott’s sentiments and what he feels about Leslie. Reference: Emotionally Focused Couples Therapy, in Couples Therapy with the Experts 7, Governors State University. Communications Services. (Psychotherapy.net, 2009), 115:26 min.

Introduction to Cross-Cultural Psychology Essay

Having culture as a field of psychology makes sense because culture plays a significant role in everyday life. Culture allows someone to define who they are how they survive. Expressions of who one is can be done in many ways, by behavior, appearance, and language. Without culture, one’s human nature would rely on instinct to remain alive. Culture is a product of one’s environment. How important culture is and how culture influences oneself and others will be discussed in this paper. Examining various types of relationships as it pertains to culture and cross cultural psychology will also be deliberated. Critical thinking and the role it plays in cross cultural psychology and the use of scientific method will also be covered. Definition of Cultural and Cross-Cultural Psychology There are many avenues when looking at what culture stands for, but for most there is an agreement that culture is passed down from one generation to the next, there is a strong influence of molding one’s behavior, and that culture is learned. One’s environment is based on the culture that he or she is subjected to. Culture influences humans in many ways that is what makes humans human. Culture separates individuals from any other species and affords one the opportunity to use instinct and cultural knowledge to survive. Culture is woven into one’s fabric of daily life, and aids in how one interacts with others. By definition psychology is the study of performance and human behavior, so when tying to define one’s actions, it is imperative that incorporating one’s culture into the equation. See more: how to start an essay The behaviors of a person can be directly related to the environment or various biological factors, but, behavior can not be solely answered by just those two things without examining the social cultural conditions which impact that person’s behavior. Cultural psychology looks for the connection between psychology and one’s culture. By looking at this link the correlation between culture and behavior is recognized. Acknowledging this permits that cognitive operations are the variable in culture and oneself based on the environment that he or she is surrounded by (Segal, Dasen, Berry & Poortinga, 1999). Culture can bring people together as well as separate others. Cross-cultural psychology is a newer specialty in the field. This field does not just focus on one specific culture when attempting to clarify the actions of someone’s behavior. Rather it views many different cultures that could be affected a person. It is imperative to know not to confuse race, ethnicity and society with culture. They do offer a look at a person’s individualism but it is different than one’s culture. A society consists of people where a culture is a common interest shared by persons with in a group that lead to a given behavior. To understand human behavior, viewing other approaches like sociological, cultural mixtures, integrative approach, eco-cultural and evolutionary all help in understanding how a human’s behavior could fluctuate based on. For example, when looking at the evolutionary approach views the biological factors contributing to the behavior over the eco-cultural approach views the environment (Shiraev & Levy, 2010). The Relationship between Cultural and Cross-Cultural Psychology There are two different disciplines, anthropology and philosophy, that overlap in cultural psychology. Then reviewing other disciplines there is a wider viewpoint when researching various actions that others do. The purpose of cultural psychology is to unearth how someone’s culture affects behavior as well as how the connection is generated. Human energy cannot be the only factory determining one’s predisposition. Cultural psychology interprets that one’s mind should not be viewed as separate when explaining behavior. However, cross culture psychology relates to not only history and anthropology but also similarities and differences between histories. Regardless, both disciplines take into account culture so their foundations are close. The difference occurs because cultural psychology is interested in the relationship with culture someone has versus cross-cultural being interested in comparison on cultures (Shiraev & Levy, 2010). The Role of Critical Thinking in Cross-Cultural Psychology Using critical thinking the right way, there are many ways that critical thinking that be a benefit. Life can be complex and complicated to understand. Critical thinking provides someone the ability to steer through life with a certainty. This being said, critical thinking is learned, not n inherited trait. Being able to think hypothetically, decrypt puzzles, synchronizing thoughts and communicating all require critical thinking. Using critical thinking means that one asks questions that will ultimately solve problems. If someone is unqualified or unskilled, it is possible they will not develop to full potential. By developing the critical thinking skill, this means that one could grow and learn. The use of language, patience when making important decisions, and ability to organize (Hunter, 2009). All of those that were mentioned are influences in cross-cultural psychology. Language can lead to discrimination for example. The way words are translated can be confused because of the way that it is understood. Translating word for word could lead to an incorrect translation. Understanding that any language can be translated into other meanings causing traumatization or inspiring depending on the interpretation. The research is another part of cross-cultural psychology that is attached to critical thinking. Research that is conducted without bias, emotion, choosing right from wrong, and accepting validity and reliability of that research is a form of critical thinking. It is normal for there to be comparisons made when linking groups or cultures. Here are a few instances how critical thinking and cross-cultural psychology are intertwined. Without a critical thinking understanding how culture affects behavior could form the wrong impression (Segal, Dasen, Berry & Poortinga, 1999). Methodology Associated with Cross-Cultural Research Research is a critical part of cross cultural psychology. Without having research the only information about cross-cultural psychology would be assumptions. Psychologists who focus their studies on cross cultural psychologists are intrigued with the commonalities between cultures. As psychologists explain, foretell and manage various behaviors of those they observe they do so because humans are consumed with the interactions he or she has with others resulting in behaviors. Generating research is done by scientific investigation. Cross cultural psychology research is subdivided into quantitative and qualitative research. Quantitative research is done through observation by mode, median and mean. Qualitative research is nconditioned settings or a natural setting. This method is picked when the variables are impossible to gather because the tools are not available. There are two different strategies that are also available to use; the application orientated and comparativist strategy. The data collected by these strategies can be done through systematic or random sampling (Shiraev & Levy, 2010). â€Å"Observation (naturalistic and laboratory), survey (direct and indirect), experimental studies (independent and dependent variables), content-analysis, psychobiography, meta-analysis, focus-group method† (Shiraev & Levy, 2010, pp. 5-40) are all available to psychologists who are interested in cross cultural insestigations. When using cross cultural psychology hindrances could occur. Language could create problems when completing research consequently ensuring correct translation is of the utmost importance. Investigators should be able to decipher a specific method as realistically as possible. Attention should also be paid when associating two phenomena and also avoid biases at all times (Shiraev & Levy, 2010). Conclusion Since culture plays a vital role in one’s life, it is critical to recognize that it is what causes one’s behavior. Culture is manmade and appears all of the time without much thought. It is important for one to be a successful psychologist that there is a clear understanding of both cultural and cross cultural psychology and how it effects the individual as well as his or her environment. Because of cultural psychology one can trace the connection between culture and psychology and eventually behavior. Viewing various parallels in cultural psychology can help see the differences as well as similarities between cultures and how it impacts one’s actions. Without it, there will always be a mystery surrounding humanity.