How to Quit Smoking

In this modern era, our lifestyle has been changed over years. The world is now moving toward a very advanced and busy lifestyle. This has significantly brought a lot of changes in our human lives due to the stressful life. People nowadays, adapting to new habit so they could cope up with their stress and one of the main bad habit adapted by them is smoking. Although they know they smoking is injurious to their health, they just do not willing to give up the habit. There are a few ways for the smokers to quit their smoking habit so they can live up a healthy and happy lifestyle.Firstly, the smokers must be determined not to smoke more than limited sticks per day as a beginning towards their quit process. The smokers must not buy extra cigarette for themselves so they could smoke whenever they need to. Smokers also should not let themselves to smoke continuously over a time period because it may pursue them to continue the habit. As for the beginning the smokers should lessen the amou nt of stick they smoking day by day so they can get rid of the habit slowly and gently.Secondly, the smokers must replace the smoking habit with some other good habits so they could be able to control themselves when they getting the sensation to smoke. Habits such as chewing the chewing gum may help the smokers to forget about smoking over time. They may drink as much as water as they could so they wonaâ‚ ¬Ã¢â€ž ¢t have the feeling to smoke after or before eating. Fresh juices have the properties of overcoming the sensation on nicotine so they may drink a lot of fresh juice to get rid of the smoking sensation. Thirdly, the smokers may try to involve themselves in more outdoor activities to stay active.They can start up jogging as it is a good exercise for the lungs capacity and durability. They can join any kind of sports clubs so they can fill up their free hours with useful activities. The smokers can enjoy their weekend with their family with any outdoor activities such as va cation so they could spend their quality time with their family. As all of us aware, smoking is not a good habit to be continued and adapted by any of us human being due to its nature of destructing the consumers. So throw the habit away and lead a happy life with your loved ones because the life we have now is a gift from the god for us to enjoy and being happy.

Darn Form Essays

Darn Form Essays Darn Form Essay Darn Form Essay We communicated with the client using clear language and she seems to understand everything we said although she did not respond. I was assigned to the patient by my clinical Instructor. Unfortunately, he was hospitalized. I asked my clinical Instructor another client to assign to as a student. I asked the nurse, who worked in my West side, where I could find information about my client. She explained me that most of information about the linen I could find in the computer. The nurse in our side was so nice. She explained every her step without any secret. With my team mates we were able to participate in measured blood glucose level, injection of Morphine, Nitroglycerin patch, TAB shot. Become familiar with the computer system in our facility, clinical instructor was provided training for us. I have been used any opportunity to connect with my team mates, professor, and nurse. As a team, we participated in fire drill and communicated with clients. With the variety of racial and ethnic patients in hospitals today, nurses are faced with the problem of accurate assessing non-English speaking patients. In my clinical day, I used knowledge of background languages such as Hebrew and Russian to help my team mates to understand some clients. In reflecting on my experience this week, I would say I am not alone in clinical, and my clinical instructor, team mates, and nursing staff all there to help each other in any situations. After clinical week, I feel that everyone helps each other. With my team mates I realized that we are team and need to help and collaborate with each other. The clinical week was cognitive and essential. I was really enjoyed working with clinical professor, team mates, and nursing staff. There were a lot of necessary and Interesting information. It was a good experience to provide care for clients with such health conditions as Dementia and Alchemists disease. Next time I need to remember that we are students and some time feel Inexperience and uncertainty. To overcome all of these feelings I also need to remember that there are people to help me. I do not hesitate ask and offer assistance to others students, nurses, and SSW. I learned that being a nurse Is not Just about ladling In providing prescribed medications, doing vital signs, and taking care of the client. Every aspect, communicating, and working together as a team all lead to becoming an excellent nurse. Now that I have experienced and practiced one day In clinical, I feel that with clinical instructor, team mates, and nursing staff I will be able to improve and strengthen my Skills. Communication Ana adjectively working Walt can toner this is I look forward to implementing all my learning skills in clinical situations.

An Overview of the Legitimization and the Improvement of Drug Rules in America

An Overview of the Legitimization and the Improvement of Drug Rules in America Reforming Americas Drug Policies. An extremely controversial question lingers among citizens and government officials of the United States today. Should drugs be legalized ? Is the War on Drugs working ? After thoroughly researching this topic and understanding each side of the argument, I can easily state that the War on Drugs is not working, and the United States government has taken the wrong approach on handling drugs in the United States. Although it may seem as a problematic solution to some Americans, the legalization (and regulation, of course) of drugs is the only way to solve the issues caused by the newly founded War on Drugs. Legalization will not only halt the wasteful, ineffective War on Drugs, but it will help the United States economy, and solve the over crowding problems in our jails and legal systems that are caused by this war that was begun for the nations public health(Harris 1). Despite the strong opposing arguments, many disagree with this opinion. Many people say the War on Drugs is working, and no benefits can result from legalizing drugs. Drugs are looked down upon, and some are known to be very dangerous, even lethal if abused. In addition, some say drug use rates would only increase if legalized, causing even more problems among our communities. Most people would assume drugs would be more readily available to our youth, and addicts would just be able to get the drugs they crave easier. It is easy to assume things such as this when hearing that legalization is the solution to our nations drug problems, but these assumptions are indeed wrong. When government and health officials in our country became aware of some of the problems certain drug users were going through, such as drug abuse, violence, and death, the officials in our government began to make more and more laws restricting drugs in the United States. These resulted in the prohibition of drugs, making all drugs illegal to posses, manufacture, or distribute (Schaffer 3). Then Nixon declared war on all drugs, and the War on Drugs began, becoming increasingly worse as the years progressed. Under Nixons orders, drug laws became stricter, and efforts were made to try and influence the American population not to do drugs. Lies and propaganda were used in commercials, while outrageous claims were being made to scare people away from drugs (Harris 2). Right away, problems were being caused. The US prison population was relatively stable from about 1926, when figures were first compiled, through 1970. After this point, the effects of Nixons war against drugs, and later t he Reagan and Bush war against drugs, produced a dramatic increase in the number of prisoners. (Schaffer 39). Today, this problem has progressed and has become even worse. There are currently about 1.5 million people in state and Federal prisons and jails throughout the United States. At the current time, at least 24 states are under Federal court orders to relieve prison overcrowding.(Schaffer 39) Despite these high numbers of prisoners that resulted from the War on Drugs, about 10 million Americans are casual drug users (Schaffer 4). These statistics clearly show that a large portion of Americans still use drugs, despite the strict laws that make them illegal. Despite the $15 billion spent on drug use prevention every year, most Americans agree that it is not working (Schaffer 5). American citizens are not the only ones holding the opinion that the war is not working. Official reports state that the war on drugs has reduced the American supply of drugs 10 to 15 percent. However, f ormer San Jose Police Chief Joseph McNamara told New York Magazine, Off the record, [the Drug Enforcement Agency says] its more like one percent.'(Schaffer 32). In addition to the War on Drugs being ineffective, the legalization of drugs will not only eliminate that problem, but it will eliminate other problems caused by the prohibition of drugs. One huge problem in our government today is the money wasted on trying to enforce these drug laws. Jails are also becoming overcrowded, clogging our court systems, and wasting even more money. Some people think that it is good that many convicts go to jail, because it eliminates the violence that supposedly is linked to illegal drugs. Violence is not linked to the use of illegal drugs, and it is only caused by the prohibition. Of all psychoactive substances, alcohol is the only one whose consumption has been shown to commonly increase aggression.(Harris 7). All major authorities agree that the vast majority of drug-related violent crime is caused by the prohibition against drugs, rather than the drugs themselves. This was the same situation which was true during alcohol Prohibition. Alcohol Prohibit ion gave rise to a violent criminal organization. Violent crime dropped 65 percent in the year Prohibition was repealed (Schaffer 12). It is obvious that the prohibition against drugs is the problem, and not the drugs themselves. The violence caused by prohibition is apparent in drug marketing, such as disputes among rival distributors, arguments and robberies involving buyers and sellers, property crimes committed to raise drug money and, more speculatively, social and economic interactions between the illegal markets and the surrounding communities (Schaffer 26). Additionally, the money spent each year on this war could be saved, and used more productively. If the governments of America didnt have to spend so much money on putting drug offenders in jail and making efforts to reduce drug use, they could more wisely use the money on putting more serious criminals in jail. The money could also be used to help more drug abusers with their problems. One way to save much of the money sp ent on the war would directly result from less citizens being put in jail for drug offences. State prisons are so crowded, that at least 24 states are under Federal court orders to relieve prison overcrowding. On average, it costs thirty thousand dollars a year to hold one prisoner in a jail (Schaffer 24). The cost to put a single drug dealer in jail is about $450,000. The same $450,000 can provide treatment or education for about 200 people. In addition, putting a person in prison produces about fifteen dollars in related welfare costs, for every dollar spent on incarceration. Every dollar spent on treatment and education saves about five dollars in related welfare costs. (Schaffer 19). Legalization clearly demonstrates benefits that outweigh any negative effect in this situation, and this can lead to making our communities much better places. Not only would the people of our country gain from legalization of drugs, but our countrys economy would as well. The best analysis done to date by any Federal official shows that legalization of the now illegal drugs would result in a net $37 Billion annual savings. This estimate is considered conservative. That is, it is likely that the savings would be more (Schaffer 18). One important substance that would aid in the boost of our economy is marijuana, or the hemp plant. Hemp is cheaper to produce than cotton, and has many more uses and benefits than cotton does. Growing hemp plants as a cash crop would provide many jobs, and prove to be a large, profitable industry (Gieringer 4). Not only will marijuana be used as a cash crop, but it can also be sold to many Americans, with regulations such as those for alcohol. Substances would be safe because they would come from plausible drug companies, it would eliminate dealers from trying to sell drugs, and it would also be taxable, generat ing money for the government. Marijuana legalization offers an important advantage over decriminalization in that it allows for legal distribution and taxation of cannabis.(Gieringer 5) Also, by eliminating dealers and placing regulations on the substance like those on alcohol, marijuana would also be harder for the youth to get a hold of (Gieringer 7). Altogether, legalization would save the taxpayers around $8 $16 billion, not counting the economic benefits of hemp agriculture and other spin-off industries (Gieringer 8). There are clear positive effects on our economy that could result from the legalization of drugs, or even marijuana alone. The legalization of drugs may seem to be a solution that would only cause more problems in our society, and it may seem that drug use would only increase. However, by making all drugs illegal, the government has taken the wrong approach on solving our nations drug issues. The War on Drugs has proven to only more problems in our society, and these problems can and should be eliminated. There are far too many benefits of legalizing drugs for our countrys laws to remain as they are. Not only is the drug war ineffective, but has caused our jails to become overcrowded. It has also brought violence among our nation with the drug traffickers that smuggle drugs into the country and distribute them. The sixty seven billion dollars that is spent each year on the war on drugs can be used more productively by solving many of our nations other problems, in turn making our country a better place to be.

Research paper Example | Topics and Well Written Essays - 1500 words - 15

Research Paper Example All these present the social welfare of different people in the determination of the inequality levels within communities. The impacts of inequalities of all sorts leave life unbearable on the disadvantaged and marginalised. All forms of inequality have a root cause in the social situations within the respective environments. The people in the marginalised communities lack economic incentives in their places of residence to cater for their medical, educational, income and economic disparities. Once a person is deprived of the economic incentives by state or authorities in the same capacity, the person will find it hard to get all the possible assets to reduce the value of life economically. Such situations can be triggered by political reasons, geographical locations of the homes, and race or ethnicity (Rosenblatt 237). The problems linked to inequalities are very severe and detrimental in the lives of persons affected. The major outcomes of inequalities are poverty to the marginalised communities, death due to the diseases related to food shortages or imbalanced diets, lack of finances and economic support to fight away diseases in such marginalised areas of the world. There is also a lack of support to help in the fight against diseases; hence, likely to cause great harm to the people, their social lives, their environments and their entire lifestyles. This concept proves for the need to frequently address the issues and related concerns of inequality in the communities and social settings (Rosenblatt 240). The persistence of problems in societies is linked to the actions and trails of inequalities. The problems are deemed to be the potential results of the inequality issues in the societies (Baumert, Gabriel and Rainer 1354-1359). Discrimination of people based on the social classes, race or ethnic group, age, gender, religion, geographical community of standards of morals in the societies, all leading to the misappropriation of economic benefits are

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