Criminal justice

Free Essays on Vincent Price Gallery

Vincent Price Gallery As I am the one who loves the arts, I went to the Vincent Price Gallery. Actually, when I just passed by and saw the sign that said â€Å"To the Gallery†, I was automatically brought by my feet there. As soon as I set my feet on the porch, it attracted me a lot. It was really amazing. It is decorated by white color and used a lot of lights. White color makes it bright and more attractive. Its professionally equipped and maintained facilities are really good. Therefore, it looks like a recently decorated even though it was founded in 1951. The pictures are placed in order. I saw a lot of oil pictures and photograph there. They all attracted me a lot because there are many different style and varsities of interesting such as pictures and photographs. Later, I became to know that all the pictures in the Vincent Price Gallery have been donated by Vincent Price and numerous other contributors. All the art collectors must have a psyche of living in a home surrounded by beauty. In the gallery, I looked all the pieces with great interest. In there, I had a great interest in â€Å"Frankenstein At The Wheel†. It is only a silver gelatin photograph that is presented by Philippe Halsman. Even though it was just a photograph, it had a lot of interest and surprise because one gentleman was driving speedily without looking forwards. At one glance, I was really scary by it because the gentleman in the picture has two faces. One is at the back and it looks like turning backwards. The other is appeared at the front mirror. As I looked at it thoroughly, I found out the face at the back looks like the mask and the face in the mirror is his actual face. The presentation by the photographer successfully gave life to the photograph. I am sure that every one who looked at the photograph was felt the same feeling like me. In the gallery, all the pictures made me have interesting a lot. But the photograph I mentio... Free Essays on Vincent Price Gallery Free Essays on Vincent Price Gallery Vincent Price Gallery As I am the one who loves the arts, I went to the Vincent Price Gallery. Actually, when I just passed by and saw the sign that said â€Å"To the Gallery†, I was automatically brought by my feet there. As soon as I set my feet on the porch, it attracted me a lot. It was really amazing. It is decorated by white color and used a lot of lights. White color makes it bright and more attractive. Its professionally equipped and maintained facilities are really good. Therefore, it looks like a recently decorated even though it was founded in 1951. The pictures are placed in order. I saw a lot of oil pictures and photograph there. They all attracted me a lot because there are many different style and varsities of interesting such as pictures and photographs. Later, I became to know that all the pictures in the Vincent Price Gallery have been donated by Vincent Price and numerous other contributors. All the art collectors must have a psyche of living in a home surrounded by beauty. In the gallery, I looked all the pieces with great interest. In there, I had a great interest in â€Å"Frankenstein At The Wheel†. It is only a silver gelatin photograph that is presented by Philippe Halsman. Even though it was just a photograph, it had a lot of interest and surprise because one gentleman was driving speedily without looking forwards. At one glance, I was really scary by it because the gentleman in the picture has two faces. One is at the back and it looks like turning backwards. The other is appeared at the front mirror. As I looked at it thoroughly, I found out the face at the back looks like the mask and the face in the mirror is his actual face. The presentation by the photographer successfully gave life to the photograph. I am sure that every one who looked at the photograph was felt the same feeling like me. In the gallery, all the pictures made me have interesting a lot. But the photograph I mentio...

Prosecution and Offense Issues Essay Example | Topics and Well Written Essays - 500 words

Prosecution and Offense Issues - Essay Example The prosecutor must go beyond at this point since most police often stop at the point of probable cause. In other words, the prosecutor must be diligent enough to find other corroborating witnesses and employ the help of forensic experts in gathering more crime scene evidence to make the case airtight towards a final conviction. Discussion Other necessary legal prosecution preparations include discussing the merits of the case with the witness/es and also try going over the case of the defense so that all involved in the case has a good overview of what might happen and how to counter the arguments of the defense side and then present counter-arguments; witnesses should be adequately prepared by their offense lawyer on possible questions to be asked by the defense lawyer during their cross-examination. All these required work is collectively termed as witness preparation (Ahmed, 2009, p. 25). The good prosecution lawyers are prepared for anything and do not allow themselves to be cau ght in off-guard situations, such as the presentation of a surprise witness or evidence by the defense. An example would be prosecuting a case for homicide. The prosecuting attorney must be certain about a few things, such as the identification of the suspect, the motive, the opportunity to commit the crime and all the additional evidence that will establish the presence of the suspect at the time and location of the crime scene when the crime was committed.

Designing a Cover Book Essay Example | Topics and Well Written Essays - 750 words

Designing a Cover Book - Essay Example Richardson and P. Parnell, with illustrations by H. Cole. It is a book based on the real life of Silo and Roy two Chinstrap penguins, both male, in Central Park Zoo, New York. Their life is followed in the book, which trails their six-year partnership during which they are given an egg to raise (Justin et al 15). While winning numerous awards, it has been mired in many culture wars and censorship debates on adoption, same-sex unions and animal homosexuality. It was announced to be the book most challenged from 2006-2010 by the ALA. The page cover is set against a sky blue backdrop, with a few patches being lighter than the dominant color. This is appealing to the target since this is a reflective and dreamy color. The lighter patches show enlightenment and possibility of further existence, and meaning, underneath the backdrop. At the bottom of the cover are bread remains, as in most zoos where animal lovers throw food at penguins, with the bread being concentrated to the center right , though traces are seen still strewn around the completely lower part of the cover. Standing amidst these breadcrumbs are two Chinstrap penguins of similar size and stature to show similar sex, aligned more to the left of the cover, facing the viewer. Behind them is a chain link fence. Their body covering dark in color, they both spot white miniature bow ties, holding wings and looking down at an egg peeking from under the penguin on the right. Between the peeing egg and the right margin of the cover is the title in purple in purple with gold margins. The penguin on the right points at the egg with his free wing, a look of bewilderment on his face, while the other penguin has his free wing holding his left cheek, a look of pure terror on his face. To the right of the cover, further in the background are two penguins, different in size and stature to show different sex. They are deep in conversation with the larger one apparently jabbing his hand at Roy and Silo. The female however has a look of pure contentment and relief, since two eggs overwhelmed her, and another egg can be seen under her feet. The sky above them is full of faceless doves (Richardson et al 8). The back blurb reads: Silo and Roy, plucked from their ideal and wonderful world, have been thrust into a world that cares not about them, but what they bring to this place they have made them call home. Catapulted into the middle of a world they had never even dreamt of, the zookeepers pounce on their apparent affinity for each other. With no prior experience, they find a new guest thrust on them, memories of their fun day’s just ashes in the wind. As they become the center of attention for a world pre-occupied with feelings, allergic to thought and reflection, every day brings them closer to the truth. Number 3! 2. And Tango Makes Three Book Cover for Retired Armed Forces Men and Women. The page cover will be set against a dark cloudy backdrop, with flashes of lightning and barely visible ra indrops. This should show the turmoil and mistrust at all the attention that must be going through Silo and Roy’s minds. The bottom of the cover shows soggy and splashy ground from all the rain, with both Roy and Silo’s feet barely visible in the mud. Silo and Roy are both of the same size and stature denoting similar sex. Both are pencil drawings in blue with a creamish-colored egg visible beneath one of them. They are both standing in the rain holding hands, smack in the

What were Peron's economical and political polices and why did they Essay

What were Peron's economical and political polices and why did they fail† - Essay Example d economic steps taken by the Peron’s government and there is a so called de-peronizing process in the country to reverse the damage done by the regime. There were major issues involved on the social, political as well economical scale which are considered as failed steps taken by the regime. This essay will look into the reasons behind the failure of economic as well as political policies initiated by Peron during his two regimes and their overall impact on the Argentinean economy and the Latin America as a whole. The structure of this essay will be in such a way that it will first discuss the political history of Argentine just before the era of Juan Peron followed by the Political rise of Peron and then how and what was done on the economic front which made Peron as one of the charming and progressive leaders of Latin America and finally it was explored as to why the Economic as well as Political reforms undertaken by Peron can be considered as failure. In discussing the Political history of the Argentine, we will be focusing on the period of the first half of the 19th century but before the overtaking of Peron of the Argentine government. This period will be analyzed in order to explore the political thought of Peron’s time when finally achieved the throne of Argentine government for the first time in 1946. The Political history of Argentine remained much of a troubled history as it has witnessed much trouble and instability in its political as well as social arena despite having such great potential. It is largely considered that the political problems of the country was much due to its own people rather than inflicting trouble from external forces.(Watkins,1996)1. Historically, Argentine has remained an oligarchy under one party rule. However due to Oligarchy, there was a widespread opposition to the rule too as it was perceived that the Oligarch was pursuing their own class interests therefore there was a growing dissent within the middle class

Role of Job Satisfaction on Employee Behavior

Role of Job Satisfaction on Employee Behavior In todays complex work environment maintaining satisfied employees that will continue to serve an organization is the ultimate goal of any human resource department of a company. Job satisfaction is the most frequently studied variable in organizational behavior research (Spector, 1997). It has been considered in a variety of ways, and is defined differently in various studies. Thus in order to understand and appreciate the role of job satisfaction on employee behavior this study has been undertaken. The researcher has introduced the concepts of Attitude and Behavior and then moved further into explaining the three main components of major Job Attitude which consists of Job Involvement, Organization Commitment and Job Satisfaction. The Dimensions, Antecedents and Measures of Job Satisfaction have also been touched upon in detail. The researcher has also gathered information on various motivation theories that are applied in organizations by the managers There is enough discussion on the impact of Job Satisfaction and Dissatisfaction on employee behaviors which in turn affects the workings and performance of an organization. To conclude with the researcher has discussed job satisfactions necessity for an employee since it not only affects his/her work life but also his personal life. It is very important for organizations to identify the determinants of job satisfaction in an effort to optimize the productivity of their employees and avoid the costs of employee turnover. Restructuring of activities and jobs in organizations and the human resources to suit the specific demands and needs of such structures is of vital importance to both the employees and managers. The viewpoint of many managers and employees from various articles has been taken into consideration. INTRODUCTION Organization Behavior (OB) is a very important study and application of knowledge about how people as individuals and as groups act within organizations. It studies what people do in an organization and how their behavior affects the organizations performance. It endeavors to identify ways in which people can act more effectively. It is an applied behavioral science that is built on contributions from a number of behavioral disciplines. It provides a useful set of tools at many levels of analysis. For instance it helps managers understand the behavior of individuals working within an organization. It also aids their understanding of the complexities involved in interpersonal relations. People, structure, technology, and the environment in which the organization operates are the key elements in the study of organization behavior (Robbins, Judge and Sanghi, 2008). In todays work environment, organizations focus a lot of their attention towards ensuring job satisfaction for each of their employees. The cost of dissatisfied employees is extremely high for any organization. Satisfied employees are believed to be more productive, perform better and are more likely to perform acts that lead to customer satisfaction. Dissatisfied employees on the other hand, are those that are not satisfied with their working conditions for a variety of reasons and the consequences of having them in an organization are very disastrous in nature (Newstrom and Davis, 1993; George and Jones, 1999; Bennett, 1991). ATTITUDES AND BEHAVIOR Attitudes are the feelings and beliefs that largely influence as to how the employees would perceive their working environment, commit themselves to designated actions and behave as a result. They are evaluative statements in nature which can be either favorable or unfavorable- concerning objects, people or events. They basically reflect as to how an individual feels about something. Attitudes is formed by three main components: cognitive component which talks about the opinion or belief segment of an attitude, affective component stresses on the emotional or the feelings segment of an attitude and finally behavioral component talks about having an intention to behave in a certain way towards some or something. These components, together, help in understanding the complexity and the potential relationship between attitudes and behavior. In organizations, attitudes are important because of their behavioral component. In order to explain the linkage between attitudes and behavior, Leon Festinger proposed the theory of Cognitive Dissonance in the late 1950s. This theory refers to any incompatibility that an individual might perceive between two or more attitudes or between behavior and attitudes. Recent researches have confirmed to Festingers belief by evidencing that attitudes significantly predict future behavior and also that relationships between employees and the organization can be heightened by taking into concern moderating variables. Important Attitudes that reflect fundamental values, self interest, or identification with individuals or other groups that a person values are considered to be very important in nature. Attitudes that the individuals consider important tend to show a stronger relationship to behavior. The link between the two is even stronger when the attitude and the behavior are very specific in nature. For instance asking an employee about their intention to stay with the concerned organization for the next few months is going to help in predicting the turnover for that person as compared to if they were asked about how satisfied they were with their pay. Attitudes that are easily thought of or are often showed by an employee play a key role in predi cting behavior than those attitudes that are not easily accessible in the memory. Variances between attitudes and behavior are quite likely to occur when social structures stress people to behave in certain ways. This tends to qualify behavior in organizations. Also the attitude-behavior relationship is likely to be much stronger if an attitude refers to something with which the individual has direct personal experience. Attitudes are usually used to evaluate and understand after an action has taken place instead of using it before so as to guide an action. Organization Behavior concentrates on only a limited number of work-related attitudes even though a person could have an unlimited number of attitudes. Either may it be positive or negative evaluations that an employee carries about his/her work environment are captured by these work related attitudes. Job Satisfaction, Job Involvement and Organizational Commitment are the three main attitudes that have been studied by a lot of scholars and researchers. MAJOR JOB ATTITUDES JOB INVOLVEMENT JOB SATISFACTION ORGANIZATIONAL COMMITMENT JOB INVOLVEMENT Job involvement helps in measuring the level to which people psychologically relate themselves with their job and conceive their self worth with the perceived level of performance. It has been evidenced that employees who are highly involved with their jobs strongly identify themselves with their work and value its worth in their life. Because of their attachment with their work they highly engross themselves in their jobs, invest valuable time and energy in them and view work as a fundamental part of their overall lives. Higher level of job involvement and psychological empowerment leads to higher to organizational citizenship and job performance by the individual. Holding meaningful jobs and performing them well are important to their own self image which helps to explain the traumatic effects of job loss on their esteem needs. People involved in their jobs participate in following the code of work ethics of their workplace; exhibit high growth needs, and also enjoy their involveme nt in making decisions. Thus, job involvement also helps in lowering the absenteeism rate and turnover rates. Also a managers high involvement in the job leads to higher job satisfaction of his employees thus making it an important factor for an organizations effectiveness in a highly competitive environment. ORGANIZATIONAL COMMITMENT Organizational Commitment is usually defined as the strength of ones identification and involvement with their respective organization (Mowday et al., 1979) as cited by Silva. P (2006). Its the state when an employee identifies himself/herself with a particular organization and its goals and sees he/she working with that organization in the future also. It is a way by which an employees willingness to remain as a member of that organization for the future also is evaluated. It often reflects the employees belief in the mission and goals of the firm, willingness to put in effort in their accomplishment and intentions to continue working there. Under the case of high job involvement an employee identifies with ones specific job, while under high organizational commitment an employee identifies with ones employing organization. It has been identified that a positive relationship exists between organizational commitment and job productivity. Employees who are organizationally committed u sually have low absenteeism rate, low turnover rates and also have a willingness to adhere their concerned companys policies. JOB SATISFACTION Take away my people, but leave my factories, and soon grass will grow on the factory floors. Take away my factories, but leave my people, and soon we will have a new and better factory Andrew Carnegie (as quoted by Brown, 1996) Job satisfaction, in the words of Ivancevich and Matteson, 1990, is an attitude that individuals carry about their jobs. It results from their perception of their jobs. Various aspects of a job such as pay, promotion opportunities and co-workers plays a role in forming the base of job satisfaction. Also factors such as of the work environment such as the supervisors style, policies and procedures etc. affect a persons level of job satisfaction. It details other determinants of job satisfaction such as promotion, co-workers, managerial styles and policies/procedures. Job Satisfaction is a set of favorable or unfavorable feelings and emotions with which employees perceive their work. Job satisfaction is an affective attitude- a feeling of relative likes or dislikes. It can be viewed as an overall attitude or it can apply to the various parts of an individuals job. Job satisfaction is related to the positive feeling an employee perceives about ones job resulting from an evaluation of its characteristics. Jobs require interaction with coworkers and bosses, following organizational rules and policies, meeting performance standards, living with working conditions. It has been identified that a positive relationship exists between a persons job satisfaction level and holding of positive feelings about the same concerned job whereas a person dissatisfied with his job carries negative feelings about the job and organization. Every organization works towards having satisfied employees. There are multiple reasons for the same such as increased employee performance as pointed out by George and Jones (1999), higher motivation levels as found by Bennett (1991) and longevity in tenure with the organization as stated by Robbins (1996). All of the above are essential for any organization especially in case of the hospitality industry where employee performan ce, high levels of motivation and saving costs incurred in replacing employees are vital. Dimensions of Job Satisfaction Job Satisfaction is a complex concept and not easy to measure at the same time. Job satisfaction is different from motivation. It is more of an attitude, an internal state. It could, for example, be associated with a personal feeling of achievement, either quantitative or qualitative whereas motivation is more of a process which may lead to job satisfaction as a result. It is not clear whether job satisfaction consists of a single dimension or a number of separate dimensions. But there surely seems to be a positive correlation between satisfaction and different areas of work. But some workers may be satisfied with certain aspects of their work and dissatisfied with other aspects. Level of job satisfaction gets affected by a wide range of variables related to individual, social, cultural, organizational and environmental factors. These factors all influence job satisfaction of individuals in a given set of circumstances, but not necessarily in others (Mullins. L, 2001). It is important that managers know the tremendous discrepancies that seemed to exist in the past between what they thought workers wanted from their jobs and what workers said they actually wanted. It is also important that they realize what effect an economic or other change has on these priorities. One may generalize at this point that individuals act on the basis of their perceptions or interpretation and not on the basis of reality itself. One of the main reasons behind understanding the study of behavioral sciences is that they help in getting our perceptions to realism. Therefore, by bringing their perceptions closer and closer to reality- what their people really want- managers can often increase their effectiveness in working with employees. Managers just cannot make and act on their own self made assumptions. They have to know and understand the factors that motivate their employees (Hersey. P and Blanchard. K, 1992). ANTECEDENTS OF JOB SATISFACTION A lot of researchers and scholars have carried out studies to determine and understand the variables and factors affecting an employees job satisfaction. A wide range of individual, social, organizational and cultural variables have been identified as factors affecting an employees level of job satisfaction. These factors affecting an employees job satisfaction can be divided into internal and external factors. Internal factors usually refer to the factors that can affect the employees job satisfaction within the organization and are always focused around the environment of the organization, working conditions, relation with other members in the organization, benefits that employees receive as outcomes to their work and many other factors. Factors outside the organization like employees family/social life, the identity and image of the organization in the outside market are categorized under external factors affecting an employees level of job satisfaction. It is not important that the employees may be satisfied with their job but may not have the same feelings about all the aspects of their job (Spector, 1997). George and Jones (1999) found that there are four main factors that affect the level of job satisfaction namely, personality, values, the work situation and social influences. These can also be broadly grouped as non work and work related determinants of job satisfaction. Determinants of Job Satisfaction Source: www.google.com Five main components of job satisfaction, that is, work, supervision, coworkers, pay and promotion play a very key role in affecting an employees job satisfaction levels. Personal factors such as age, health, length of job experience, emotional stability, social status, leisure activities, and family and other social relationships also play a certain role in influencing job satisfaction. Even role ambiguity and role conflict are considered to be vital in influencing an employees job satisfaction. An employers behavior at the workplace in many ways can also to some extent affect an employees job satisfaction. Outcomes such as organizational commitment or intention to leave are some of the end results that come into being because of these factors. Personality also plays an influential role in forming as an antecedent of job satisfaction since it is subjective to individual experience and expectations (Judge, Heller Mount, 2002). An employees personality traits can influence satisfaction or dissatisfaction at work. Employees with Type A personalities are usually more aggressive in nature. They believe in setting high standards for themselves and therefore are more prone to job dissatisfaction. Whereas employees who are quite relaxed in their attitude fall under the category of Type B personalities. Their personality shows its effect on their attitude towards work in a very relaxed way. People who find themselves in jobs which fit according to their attitudes and personalities stay more satisfied and committed to their work. The characteristic of the job also influences ones attitude towards it which may include the aesthetics of that workplace. Financial Rewards are viewed as satisfactory only when it is equitable and is in li ne with the expectations of the workers (Khandewal. V, 2008). The use of sound selection methods and having a good match between employee and jobs can ensure right person for the right job which in turn would help in enhancing job satisfaction. Job satisfaction factors for employees keep changing over time. Thus it is the responsibility of the managers and the employers to keep in pace with their changing needs and demands so that they remain committed to the organization. MEASURES OF JOB SATISFACTION To evaluate an employees satisfaction or dissatisfaction at work is a complex process which consists of assessing a number of discrete job elements. One of the popular methods to evaluate the attitudes of employees is by the use of attitude surveys. It helps in drawing out responses from employees through questionnaires as to their feelings about their jobs, work groups, supervisors and the organization. Managers are provided with valuable feedback on how employees perceive their working conditions by using attitude surveys on a regular basis. It helps in revising an organizations policies and procedures so that they work in favor of the employees. In research literature, the two most extensively validated employee attitude survey measures used are the Job Descriptive Index (JDI) which questionnaire widely used to capture job satisfaction data that was created by Smith, Kendall Hulin (1969). It measures ones satisfaction in five facets: pay, promotions and promotion opportunities, coworkers, supervision and the work itself. JDI is a very reliable method. Some more job satisfaction questionnaires include Minnesota Satisfaction Questionnaire (MSQ) created by Weiss, Dawis, England Lofquist (1967), the Job Satisfaction Survey (JSS) And the Faces Scale. The MSQ method has the advantage of skillfulness. All of these measures have led to greater scientific understanding of employee attitudes and it has proven to be very successful for many practioners and researchers (www.wikipedia.org) Many organizations often wish to obtain a more detailed assessment of employee attitudes in order to ensure employee satisfaction as an end result. It is very important to analyze and interpret effectively the data obtained from these employee attitude surveys in order to understand the results and in turn take appropriate actions to improve employee attitudes and job satisfaction. Employee surveys used effectively can act as catalysts for improving employee attitudes and producing organizational change. Survey feedback and action help support and drive organizational change (Ulrich, Brockbank, Yeung, Lake, 1995). IMPACT OF JOB SATISFACTION AND DISSATISFACTION ON EMPLOYEE BEHAVIOR When employees are dissatisfied with their jobs, lack job involvement and are low in their commitment to the organization, a wide variety of consequences follows in. Dissatisfied employees may engage in psychological withdrawal, physical withdrawal or even acts of aggression and retaliation for presumed wrongs. Many researchers and authors like Davis Newstrom (1989), Lawler (1977), Porter Steers (1977), Newcomb, Betts Cano (1987) have attributed job turnover, absenteeism and job burnout to a lack of job satisfaction. Satisfied employees may provide acts of consumer service beyond the call of duty, have sparkling work records, and actively pursue excellence in all areas of their jobs. Some specific outcomes of job satisfaction and dissatisfaction in a workplace are explained as under: Job Satisfaction and Job Performance The relationship between Job satisfaction and Job performance is one of the most researched topic by many scholars (Judge, Thoresen, Bono, and Patton, 2001). According to Landy (1989) their relationship in the field of Industrial psychology was described as the Holy Grail. The satisfaction-performance relationship is more complex that the simple path of satisfaction leads to performance. Thus it is wrong to assume that high satisfaction always leads to high employee performance. Satisfied workers actually may be high, average or even low producers will tend to continue the level of performance that brought them satisfaction before also. The study of the relationship between job satisfaction and job performance has a very controversial history. In 1930s the Hawthorne studies conducted helped the researchers in becoming aware of the effects of employee attitudes on their work performance. According to Newstrom and Davis (1993), one way to view this dimension is in believing the relationship that high performance contributes to high job satisfaction. This sequence states that better performance typically leads to higher economic, sociological and psychological rewards. If these rewards are seen in a fair light then the overall employee satisfaction improves. On the other hand if these rewards are seen inadequate for ones level of performance then dissatisfaction tends to arise. It is important for managers to devote its efforts to aid its employee performance, which will likely produce satisfaction as a by product. In 2001, Judge et al identified seven different models that can be best used to describe the job satisfaction and job performance relationship. Some of these models view the relationship between job satisfaction and job performance to be unidirectional which states that either job satisfaction causes job performance or vice versa. Job Satisfaction and Organizational Citizenship Behavior (OCB) Job satisfaction is considered to be a major determinant of an employees organizational citizenship behavior (OCB). A modest relationship exists between job satisfaction and OCB. Satisfied employees seem more likely to talk positively about the organization, help others, and go beyond the normal expectations in their job. They are also very likely to go beyond the formal requirements of the job just in order to reciprocate their positive experiences. They voluntarily engage in behaviors that work in favor of the organization. Job Satisfaction and Customer Satisfaction Customer satisfaction is a very important requirement for many firms. Their performance gets marked by keeping their customers satisfied and happy. Employees of service based organizations often interact with their customers, thus the satisfaction of these employees is very important in order to keep the customers loyalty to the concerned organization. Satisfied employees increase customer satisfaction and loyalty. Service organizations know that satisfied and loyal customers are highly dependent on how frontline employees deal with their customers. Satisfied employees are more likely to be friendly, upbeat and responsive in nature which the customers appreciate. Since satisfied employees have high retention rate, customers are more likely to encounter familiar faces and receive experienced service. All these qualities build customer satisfaction and loyalty. The dissatisfied customers can increase an employees job dissatisfaction in a similar fashion. Many service based companies like, FedEx, Southwest Airlines, Four Seasons Hotels are American Express very customer oriented companies who go out of their way in order to please their customers. In order to provide that great impeccable service to their customers they focus on building employee satisfaction- recognizing that employee satisfaction will go a long way towards contributing to their goal of having happy customers. These firms seek to hire upbeat and friendly employees, train the employees in the importance of customer service, reward customer service, provide positive work climates and track employee satisfaction on a regular basis through various attitude surveys. Job Satisfaction and Absenteeism/Tardiness A consistent negative relationship exists between satisfaction and absenteeism. Dissatisfied employees are more likely to be absent at their work, other factors have an impact on the relationship and reduce the correlation coefficient. Employees who have less job satisfaction tend to be absent more often. But this connection is not sharp for a couple of reasons. Some absences are caused by legitimate medical reasons and therefore a satisfied employee may have a valid absence at times. Tardiness is another way by which employees may exhibit their dissatisfaction with job conditions. A tardy employee is one who arrives late at work. Tardiness is a type of short period absenteeism ranging froma few minutes to several hours for each event, and it is another way by which employees withdraw from active involvement in the organization. This may impede the timely completion of work and disrupt productive relationships with coworkers. Job Satisfaction and Turnover Satisfaction is also negatively related to turnover, but the correlation is way stronger than that in the case of job satisfaction and absenteeism. Yet there are various factors such as labor-market conditions, expectations about alternative job opportunities, and length of tenure with the organization are important constraints on the actual decision to leave ones current job for some other work. Evidence indicates that an important moderator of the satisfaction-turnover relationship is the employees level of performance i. e, it is said that level of satisfaction is less important in predicting turnover for superior employees as compared to the poor performers. But studies suggest that job satisfaction should be more important in influencing poor performers to stay than the superior performers because regardless of level of satisfaction, the high performers are likely to remain with the organization only on account of receipt of recognition, praise and other rewards. Job Satisfaction and Withdrawal Behaviors Numerous studies have shown and proven that dissatisfied employees are more likely to quit their jobs or be absent than satisfied employees (eg. Hackett Guion, 1985; Hulin, Roznowski Hachiya, 1985; Kohler Mathieu, 1993). Job satisfaction shows correlations with turnover and absenteeism. It also appears to be related to other withdrawal behaviors like lateness, unionization, grievances, drug abuse, theft or decision to retire. Using different methods that statistically measure the financial impact of employee attitudes on organizations, practioners can reveal costs of low job satisfaction and the value of improved employee attitudes on such outcomes as absenteeism and retention (Saari Judge, 2004). Job Satisfaction and Workplace Deviance Job dissatisfaction predicts a lot of specific behavior, including unionization attempts, substance abuse, stealing at work, undue socialization and tardiness. Researchers say that these behaviors are indicators of a broader syndrome that is usually termed as deviant behavior in the workplace. If the employees do not like their work environment then they world respond in some way which could either be in favor or not in favor of the organization. If the employers want to control the undesirable consequences of job dissatisfaction, they have to attack the source of the problem i. e. the dissatisfaction rather than trying to control the different responses. Source: An overall model of the Job Dissatisfaction-Job Withdrawal Process www.geocities.com The consequences of job dissatisfaction are very long term in nature. Mowday (1984) suggested that the negative effects of job turnover on organizations may include increased costs in recruiting, selecting and training new employees, demoralization of remaining employees, negative public image of the organization, disruption of day-to-day activities and decreased organizational opportunities to pursue future growth strategies. Thus it is important to have a thorough understanding of the factors that lead to job satisfaction and dissatisfaction so that it would help in putting a stop on the negative consequences associated with job dissatisfaction (Davis Newstrom, 1989; Mowday, 1984 and Berm, 1989). MOTIVATION THEORIES It has been evidenced to consider Job satisfaction as one aspect of life satisfaction because what a person does on the job reflects while he is off the job. A persons job satisfaction can actually impact his life, a person works to earn a living and therefore his entire personal and professional life depends upon his job therefore a single factor leading to dissatisfaction can cause a great deal of damage to his overall life satisfaction and vice versa (Davis and Newstrom, 1989). Similarly, it is important for managers to monitor the employees attitudes towards their life along with their attitude towards their job and also work environment. Motivating employees so that they work more productively and efficiently is one of the crucial problems facing todays organizations. This in turn helps in increasing their feelings of satisfaction, involvement and commitment. Two Factor Theory (Motivator-Hygiene Theory) The two factor theory, also called as motivation-hygiene theory proposed by psychologist Federick Herzberg was used in order to understand the factors affecting peoples attitudes about their work. This theory states that satisfaction and dissatisfaction are driven by different factors that are intrinsic and extrinsic factors. Intrinsic factors which are also known as satisfiers are related to job content (work itself). It also includes achievement, recognition, work itself and responsibility. It is stated that motivation can be seen as an inner force that drives individuals to attain personal and organizational goals (Hoskinson, Porter Wrench). These motivating factors those aspects of the job that make people want to perform, and provide people with satisfaction. While the extrinsic factors which also know as the hygiene factors are related to the job context (work environment). It involves company policy, administration, supervision, salary, interpersonal relations and working con ditions. According to this theory, the factors leading to job satisfaction are separate and distinct from those that lead to job dissatisfaction. The opposite of job dissatisfaction is, no job dissatisfaction but instead: not satisfaction (Herzberg et al, 1959). Job Characteristics Model (JCM) The Job Characteristics Model was proposed by Hackman Oldham which is widely used in many organizations to study how particular job characteristics impact the job outcomes, including job satisfaction. The model states that there are five core job characteristics (skill variety, task identity, task significance, autonomy and feedback) which impacts three critical psychological states (experienced meaningfulness, experienced responsibility for outcomes and knowledge of the actual results) which in turn influences the work outcomes of the employees (which covers aspects like job satisfaction, absenteeism, work motivation etc). These five core job characteristics can be combined to form a motivating potential score for a job which can be used as an index of how likely a job is going to affect an employees attitudes and behaviors. Attitudes are generally acquired over a long period of time. Similarly, job satisfaction or dissatisfaction emerges as an employee gains more and more information about the workplace. Nevertheless, job satisfaction is dynamic, since it can decline even more quickly than it dev

Mohandas Gandhi`s Use of Nonviolent Methods to Achieve Independence Ess

The mission of Gandhi’s life was to help the people of India free themselves from British rule. Many people have struggled for independence. They have fought bloody battles or used terrorism in an attempt to achieve their goals. Gandhi’s revolution was different. He succeeded as an independence leader with the use of nonviolent methods. The young Mohandas Gandhi did not seem as a boy that would become a great leader. He changed as he studied in Britain and practiced in South Africa. He fought for the rights of Indians in both South Africa and India. Gandhi believed that all people in the world are brothers and sisters. He didn’t hate the English. Actually, he saw a lot that was good about them. His nonviolent means of revolution was referred to as satyagraha, which is a combination of two Sanskrit words, satya, meaning truth and love, plus agraha, meaning firmness. Many people were influenced by satyagraha. Mohandas Gandhi was born into a Hindu family of the Vaisya caste. This was the third ranking caste in the class structure of Hinduism. This class was for farmers and merchants. The whole system was so complex that in Gandhi’s lifetime it had begun to disintegrate. Gandhi’s father and grandfather were not farmers or merchants. They were prime ministers of the tiny principality of Porbandar in Gujarat. Mohandas was extremely shy. He rushed to and from school, too nervous to talk to any of his classmates. Then a pretty and strong-willed girl was married to him by an arranged marriage at the age of 13. Her name was Kasturbai. A marriage at this age was typical in Hindu custom. He was a strict husband and kept control over actions. Kasturbai disliked this. They didn’t spend more than the first five years of their marriage together, since it was typical for the girl to visit her family. At this point in his life, he was very depressed. He was little and suffered fears that didn’t bother his wife. An athletic and older boy who was Muslim fascinated him. He told Mohandas to eat meat if he wanted to become bigger and stronger. He said the Indians were weak and small people, because they didn’t eat meat, and this is why the British, who did, had the strength to rule over them. This was against his religion, but he tried anyway. He ate the meat in secrecy, but after a few meals he stopped. He didn’t like the taste of meat and fe... ...ndence. He demonstrated the value of love and humanity. He never hated anyone and never wanted to harm his enemy. Gandhi sacrificed his family life and personal possessions for what he thought was right. His mission started when he was insulted and decided to take a stand against it. He didn’t start out as a leader but developed into one throughout his years in South Africa. His goal in India was to gain independence for India. Even after the independence of India he sought to resolve the religious conflicts that existed between the Muslims and the Hindus. He was dedicated to serving people. Gandhi succeeded as an independence leader with the use of nonviolent methods. Satyagraha proved to be a technique that required courage, patience and life. When done properly the results were positive. This figure in world history will never be forgotten, but admired for years to come. Bibliography Nigel, Hunter. Gandhi. New York: The Bookwright Press. 1987 Schlesinger, Arthur. Gandhi. New York: Chelsea House Publishers. 1985 Severance, John. Gandhi; Great Soul. New York: Clarion Books. 1997 Sherrow, Victoria. Mohandas Gandhi. Connecticut: Brookfield. 1994