Literary Theory Essay Example | Topics and Well Written Essays - 500 words

Literary Theory - Essay Example To cater to a wider audience, Horace suggests including both these elements in a poem. Besides, the setting, time and location should have unity and coherence. Longinus feels that a prom should immediately elevate the reader to a sublime state as if he has experienced it himself, which element has not been taken into account by Horace. Horace merely suggests that poems should begin in the middle of a situation so that the reader immediately plunges into the poem. Longinus finds that conflicting feelings can be united while Horace feels decorum and coherent effect are essential for unity. Horace believes that learning can come only when there is in an innate quality to be a poet. Learning without innate talent would serve no purpose. Longinus on the other hand feels following too much of formal elements can create or ruin the poetic effect, which is the very purpose of creating poetry. Both agree that poets are innate and not made. As a critic or a writer, being able to express conflicting feelings would be more appealing. Most people do experience such conflicts in their life and it would be easy to transport people to such heights so as to merge the reader and the writer and the written passage or poem. Compare/contrast the rhetorical theories of Plato and Longinus. Try to identify areas of agreement and disagreement in their discussions of how poetry affects its audiences. Do you think one theory is superior, or do they both have value for your work as a critic and writer? Which theory do you think is more helpful in understanding the effect of literary texts in the 20th century? Plato believes that poems do not reflect reality while Longinus contends that poets are innate and hence their creation has to be truth. Plato believes being a poet is a skill that can be created. Longinus asserts that a poem should elevate the reader to such a state that he feels he is the composer which is

People Resourcing and Development Essay Example | Topics and Well Written Essays - 1500 words

People Resourcing and Development - Essay Example ve and motivate employee performance and generally contribute to the overall output (performance) of an organization (Pilbeam&Corbridge2010, p.16).In as much as it is intended for the good of employee, manager, and overall organization, performance appraisal has become a controversial aspect of human resource functions. This is because most managers do not have clear guidelines of enacting it, and in most cases, managers have not described their ratings of the process as completely accurate or honest. In the light of this revelation, the following study text will discuss the practice of performance appraisal in an organization as being more of a curse than a blessing in improving and motivating employee performance. Performance appraisals cannot be done collectively like trainings but are conducted per individual. In short, every employee needs to have their own appraisals done by the manager. Today’s organizations on the other hand range from medium sized to large, meaning that there may be tens to hundreds or thousands of employees per organization, all under the same human resources department. This means that the manager doing the performance appraisals has to invest a lot of time into the activity (Aggarwal, Sundar, & Thakur 2013, p.617). In as much as the appraisals are done to boost the organizations, they can mean wasting a lot of precious production time especially on the part of the manager. Apart from writing the appraisals, the managers are required to meet with staff and supervisors to collect information regarding the employees. This fact portrays the curse part of performance appraisals in that managers are critical factors in organizations and if their time for important matters in diverted to lesser-deserving issues, it may result in dismalperformance due to misalignment of management duties. For instance, time for overseeing of organizational functions may reduce, therefore exposing the organization to functional problems. Managers, who are at

Alfred Hitchcock’s The 39 Steps (1935) Essay Example for Free

Alfred Hitchcock’s The 39 Steps (1935) Essay Alfred Hitchcock’s 1935 film The 39 Steps, is today regarded as among the best of his career, and possibly his best film before he left Britain for Hollywood in 1939. Its history was somewhat tortuous and unconventional, reflecting Hitchcock’s own unconventional working style and eccentric personality, and it became an archetype of how Hitchcock worked with actors and screenwriting collaborators alike. Based on an adventure novel by British-born lawyer and government official John Buchan, the story of an innocent man wrongly accused of murder and embroiled in an espionage plot (which he ultimately foils) bore little resemblance to its source. As was Hitchcock’s practice, he selected a literary source and adapted it freely, adding elements of what he considered a good film – in particular, romantic, frequently sexual subplots and devices intended to keep both the audience and characters within the film off-balance. After completing The Man Who Knew Too Much, Hitchcock discovered his gift for making mystery thrillers and selected as his next project Buchan’s novel, which he had read in his youth along with the author’s other adventure tales. First, Hitchcock had to transform the book into a screenplay, though this involved not merely translating the story – which was really a male-oriented thriller without a heroine or any hint of romance – into a more complex and interesting vehicle, complete with the romantic interest that the era’s audiences expected. Using the novel only loosely, Hitchcock’s main method for creating screenplays was to act as a sort of informal story editor, collaborating with others who would contribute a wide range of ideas and keeping those he found suitable to the story. He also used Plotto, a compendium of interchangeable master plots, into which he freely inserted elements he liked. Film historian Patrick McGilligan comments, â€Å"Never mind that sometimes the inserts were implausible. ‘I’m not concerned with plausibility,’ Hitchcock liked to boast. . . . ‘Must a picture be logical, when life is not? ’† (McGilligan, 2003, p. 158) For this film, Hitchcock chose an informal group of collaborators whom he dubbed the â€Å"Cromwell Road Group;† Buchan was not among them, as Hitchcock preferred. Finding fidelity to literary sources confining, Hitchcock had previously adapted both novels and plays but resented authors’ intrusions into his work, particularly in the case of the latter. Says McGilligan, â€Å"Novelists never claimed the same control over film adaptations as playwrights – and Hitchcock was through with plays, for the time being. . . . Hitchcock had more power now, and he preferred the freedom of working with novels† (McGilligan, 2003, p. 170). His group included writers Alma and Charles Bennett, as well as humorist Ian Hay – the only collaborators credited for the screenplay, though only for â€Å"continuity† in Alma Bennett’s case (McGilligan, 2003, p. 172). From them he fielded ideas about how to flesh out the thin plot and develop its themes. In this early phase, Hitchcock began developing the film’s themes and motifs. Most importantly, he chose to sexualize what film historian Thomas Leitch calls â€Å"Buchan’s adventure yarn for grownup boys† (Leitch, 2002, p. 333) by adding two romantic subplots, neither of which appeared in the novel. The first involves Pamela (Madeleine Carroll), who at first tells the police about protagonist Richard Hannay (Robert Donat) but ultimately falls in love with him, after he convinces her of his innocence. The second concerns the loveless marriage between the Scottish farm couple who hide Hannay during his pursuit; this part, borrowed from a contemporary novel called The Shulamite (McGilligan, 2003, p. 171), offered a counterpoint between the love developing between Hannay and Pamela. Hitchcock often offered contrasts as part of his motifs; for example, in this film he contrasts brunette actress Lucie Mannheim’s mysterious spy character (whose stabbing death is wrongly blamed on Hannay) against blonde Madeleine Carroll, the film’s virtuous heroine. Here, these characters obviously symbolize darkness and light, evil and good. Another contrast he explores is the disparity between appearance and reality, which persists throughout the entire film. Hannay is pursued by the British police and must assume false identities throughout his travels, while also encountering members of the spy ring who pursue him while keeping their own identities secret. Another key Hitchcock motif involved the use of handcuffs, since Hannay and Pamela are handcuffed together for a portion of the film. Reappearing in subsequent films, the handcuffs are thought to have a strong sexual connotation. Film scholar Slavoj Zizek writes that the handcuffs motif is sexual but also used â€Å"to put the love couple to the test . . . [by] maturing [them] through a series of ordeals† (Zizek, 1992, p. 4). Indeed, Hannay and Pamela move from mistrust and betrayal to trust and eventually love. Also, he uses the â€Å"double chase† motif, in which the protagonist is pursued (often under the assumption of guilt) but also pursues the agent of his misfortune, who can also release him from his predicament. (This appeared in Buchan’s novel but also recurs in numerous Hitchcock films, such as Saboteur and North by Northwest. ) Hannay flees from the authorities but is also pursuing the spies responsible for the murder for which he is wrongly accused. Incorporated with this is what film historians dub â€Å"the MacGuffin,† an unseen or little-seen object that matters vastly more to the film’s characters than to the audience. This device serves primarily as a catalyst for the film’s action (in this case, a set of plans for fighter planes). To a lesser extent, Hitchcock shows a prescient warning about the dangers of fascism. The spy ring hails from an unnamed nation, but, given Hitchcock’s own liberal sentiments (and the more leftist leanings of co-producer Ivan Montagu), the film functions as a warning against Hitler. Scholar Ina Rae Hark cites the conclusion, where Mr. Memory’s audience rises to its feet and helps apprehend the spy who shoots the vaudeville performer. Hark claims that â€Å"only after the citizens’ liberation from the social codes of spectatorship that the . . . guardians of democracy can eliminate the external threat† (Boyd, 1995, p. 100). Even before shooting began in January 1935, Hitchcock faced issues with even getting the film made. When Gaumont-British studio chief Michael Balcon took an extended leave of absence to visit the United States, he left control to board member, C. M. Woolf, who had a clear personal and artistic antipathy toward Hitchcock. A financier and film distributor with decidedly conservative tastes (he favored light comedies and lowbrow adventures, which were safe and profitable), Woolf disdained anything â€Å"artistic† and tried to block the film’s production, trying to assign Hitchcock (who relished his creative freedom) to another, less adventurous project. However, co-producer Ivan Montagu managed to stall this until Balcon returned and overruled Woolf’s decision, allowing work on The 39 Steps to proceed and rescuing the film from oblivion (Chandler, 2005, pp.96-97). Another issue involved Hitchcock’s famously brusque treatment of actors, which he considered merely a method for preparing them to assume their roles. According to McGilligan, â€Å"Adopting an attitude toward his actors that the story took toward their characters: it was a Hitchcock strategy rarely expounded upon; perhaps it was subconscious, but it was effective. . . . The iron fist was always there, lurking in reserve† (McGilligan, 2003, p. 174). This film provides a fairly illustrative example of how Hitchcock achieved this. As his second choice for the female lead, Hitchcock hired Madeleine Carroll, whose looks and onscreen charm matched those of start Robert Donat, though he was initially uncertain about her acting ability, which he had previously considered lacking. On the first day of filming, Hitchcock handcuffed Donat and Carroll together, as was required in the script, but claimed to have misplaced the key, leaving his lead performers shacked together for an uncomfortable length of time. Donat apparently accepted it, though Carroll grew annoyed and eventually let down his cool, dignified exterior in order to convey her character’s discomfort and initial disdain for Hannay. Hitchcock began shooting the film in January 1935, making certain to hire the right personnel to realize his vision and, more importantly, follow his specifications (as past crew members had sometimes failed to do). In particular, he chose longtime acquaintance Bernard Knowles as cinematographer, because Knowles specialized in creating the kind of atmospheric lighting The 39 Steps would need as a mystery thriller, and because he would comply with Hitchcock’s precise instructions, as other cinematographers had failed to do in the past (McGilligan, 2003, p. 172). Due to a relatively slim budget of less than sixty thousand pounds, a figure that would pale in comparison to the large budgets he received in Hollywood, Hitchcock shot the film mainly at Gaumont’s Lime Grove studios in London, with two brief forays into Scotland to shot location scenes. He finished in less than four months, and the film was released in Britain in June 1935 and in the United States on 1 August (Leitch, 2002, p. 331). The film’s trailers left much to the imagination, not hinting at the story to come. The original focuses only on the initial performance of â€Å"Mr. Memory,† the vaudeville performer who, in the end, reveals that the Thirty-nine Steps are actually a spy ring (in the presence of numerous witnesses and the authorities), resulting in his on-stage murder; it shows nothing of the plot or subsequent action. A later one is shorter and more sensationalistic, showing Pamela’s betrayal of Hannay to the police, a bit of his chase, and Hannay asking Mr. Memory â€Å"What are the Thirty-nine Steps? † This one promises â€Å"MURDER! MYSTERY!! TREACHERY!!! ROMANCE!!!! † (Alfred Hitchcock’s Trailers) Hitchcock himself promoted the film by suggesting that filmgoers see it â€Å"at least three times, in order to pick out all the details and the intention behind them, and in order to get deeper into things† (Spoto, 1992, p. 46). The 39 Steps was instantly successful on both sides of the Atlantic and considered by some contemporary critics to be Hitchcock’s best work to date (McGilligan, 2002, p. 175). It certainly furthered Hollywood studios’ interest in the director; apparently, American studios had courted Hitchcock prior to the film’s release, but offers appeared in greater numbers after mid-1935. Gaumont-British director Michael Balcon fended off most of them, aiming to keep Hitchcock within his fold as long as possibly. However, lured by larger budgets and promises of the creative freedom he prized, Hitchcock left for the United States in 1939. Today, the film is still highly-regarded, though perhaps less so in light of Hitchcock’s Hollywood films, made between 1940 and 1976. Critics maintain that it is the best of his career’s British years. Film scholar Donald Spoto comments: â€Å"Some critics have dismissed the film as little more than a pleasant diversion . . . but a merely pleasant diversion does not continually generate fresh interest and disclose new richness after multiple viewings and the passage of decades. The 39 Steps . . . improves with age and familiarity† (Spoto, 1992, p. 42). The 39 Steps remains in various ways an example of how Alfred Hitchcock’s creative process. Beginning with a literary work as his inspiration, he transformed it significantly by working loosely with a group of collaborators who supplied ideas that helped him reshape the story into a film that reflected his own favorite themes and sensibilities. He inserted his own themes into the story, particularly the romantic/sexual subplots, and used his somewhat harsh style of shaping actors’ performances. Audiences’ and critics’ opinions of the film have remained high for the last seven decades, giving it even greater stature within the body of the master filmmaker’s work. REFERENCES Anonymous (2006).Alfred Hitchcock’s Trailers. Retrieved 16 May 2006 at http://www. sensesofcinema. com/contents/05/35/hitchcocks_trailers. html. Boyd. D. (1995). Perspectives on Alfred Hitchcock. New York: G. K. Hall. Chandler, C. (2005). It’s Only a Movie. New York: Simon and Schuster. Leitch, T. (2002). The Encyclopedia of Alfred Hitchcock. New York: Facts on File. McGilligan, P. (2003). Alfred Hitchcock: A Life in Darkness and Light. New York: ReganBooks. Spoto, D. (1992). The Art of Alfred Hitchcock. New York: Anchor. Zizek, S. , ed. (1992). Everything You Always Wanted to Know about Lacan (But Were Afraid to Ask Hitchcock). London: Verso.

Strategies for Job Satisfaction

Strategies for Job Satisfaction Introduction Job satisfaction is one of most important fields of study in the subject of human resource management. This important role of job satisfaction function leads the way in assuring high level of job satisfaction among the employees. Job satisfaction function of any HR vertical of an organization is primarily responsible for productivity of employees and the employee turnover. Since these two aspects can make or break the organizations performance in all areas, it requires attention from top management. (Lovelace Rosen, 2006) Job satisfaction function generally is part of the HR vertical with a clear mandate of motivating employee and continuously striving for higher employee job satisfaction through introduction of new policies and frameworks. The topic forms an integral part of organizational effectiveness and that has instigated me to choose this topic of job satisfaction. I shall try to study the existing literature on job satisfaction and will choose multinational companies to stud y their varied job satisfaction strategies and make analysis. (Parkes et al, 2001) Job satisfaction function is a vast topic and cannot be completely covered in this dissertation. Various researchers have already published their research articles on this subject. I shall be developing on it through understanding the different strategies used by MNCs in todays business environment for maintaining better levels of job satisfaction. Job satisfaction as stated earlier is a complex topic and hence I will try to break it down to simpler and more realistic frameworks to understand the thought process of an organization to ensuring better job satisfaction amongst its employees. (Gruneberg, 2009) According to Wood (2003), job satisfaction is the condition of contentment with ones work and its environment, denoting a positive attitude. Locke (2006) stated that, job satisfaction could be viewed as a pleasurable or positive emotional state resulting from the appraisal of ones job or job experiences. In other words, it can also be stated that, job satisfaction was simply a function of the degree to which a job provided the worker with positively values outcomes. Wanous (2000) said that, job satisfaction was a match between a persons need and the reinforcement received from work performed in an organization. The HR vertical of any organization shall try to achieve higher levels of job satisfaction through various techniques like awards program, job rotation, internal promotion scheme, family tours and training processes. (Rounds et al, 2007) There is no destination to achieving job satisfaction but the journey is perpetual in nature. Continuous improvement is the name of the game in achieving relatively good job satisfaction amongst the employees. The measure of job satisfaction can only be achieved through comparison in similar industries and through the employee turnover and productivity data. (Jackson et al., 2001) Job satisfaction is one of the most widely discussed and enthusiastically studied constructs. However, job satisfaction is among the most difficult constructs to define. A review of literature shows that constituted definitions of the construct vary from one researcher to the next. Wood (2003) describes the job satisfaction as the condition of contentment with ones work and its in my mind, denoting a positive attitude (p.8.). Locke (2006) stated that job satisfaction could be viewed as a pleasurable or positive emotional state resulting from the appraisal of ones job or job experiences. (p.1300) There are several reasons for studying job satisfaction. Organizations major job satisfaction primarily because of its presumed direct relationship to the short-term goals of cost reduction through increased individual productivity and reduced absences, errors, and turnover. (Cranny et al, 2002). Levels of job dissatisfaction have been found to be related to job turnover, absences, and tardiness. Turnover rates have been the most consistent major associated with job satisfaction. The potential negative consequences of employee turnover in terms of the impact of organizations. Negative effects of job turnover can include: increased costs to recruit, select and train new employer; demoralization of remaining employees; decreased social relationships among employees; negative public relations; disruption of a hi-fi and two-day activities; and decreased organizational possibilities to pursue growth strategies. In fact, several researchers reported a significant relationship between absenteeism and job satisfaction. According to Lawler (2007), the research evidence clearly shows that employees decisions about whether they will go to work on any given day and whether they will quit as affected by their feelings of job satisfaction. All the literature reviews on the subject have reached the same conclusion. The fact that present satisfaction influences future absenteeism and turnover clearly indicates that the commercial direction is from satisfaction to behavior. The literature also reveals that there is a correlation between job satisfaction and variables such as achievement, recognition, the word itself, responsibility, advancement, policy and administration, supervision, salary, interpersonal relations, working conditions, age, Tenure, educational level, job activities, and gender. The Purpose of the Study The purpose to choose this topic is to analyze the importance of job satisfaction in Multi National Companies (MNCs). The reason to go for MNCs is the increase in the shift over of the employees for future growth. The shifting, thus, includes the satisfaction in the given job role. Through my research, I will try to analyze the causes and effect relationship between the employee and the factors behind job satisfaction in a given MNC. Aim of the Study The main aim of the study is to investigate the remains leading to negative and positive job satisfaction in a MNC. The Objectives of the Study The key objectives of the chosen topic are: Estimating the causes of employee attitudes. Adjudging the results of positive or negative job satisfaction Measuring the employee attitude To assess facet-specific levels of job satisfaction To measure general job satisfaction, Literature Review There are several reasons for studying job satisfaction. Organizations measure job satisfaction primarily because of its presumed direct relationship to the short-term goals of cost reduction through increased individual productivity and reduced absenteeism, errors, and dissatisfaction has been found to be related to job turnover, absenteeism and tardiness. (Glisson Durick, 2008) Turnover rates have been the most constraints measure associated with job satisfaction (Atchison Lofferts, 2002; Brayfield Crockett, 2005, Dawis Lofquist, 2001). Mowday (2004) recapitulate the probable pessimistic significance of employee turnover in terms of the impact on organizations. There are various impacts of pessimism in job satisfaction on the turnover of the company such as: Increase in the recruitment cost. Recruiting new employees and then training them as well. It can lead to reduced social relations ships among employees. No or only few public relations. Reduction in companys prospects which can hamper the growth. According to Lawler (2005), the research evidence clearly shows that employees decisions about whether they will get to work on any given day and whether they will quit are effected by their feelings of job satisfaction. The fact that present satisfaction influences future absenteeism and turnover clearly indicates the causal direction is from satisfaction to behavior. There is a correlation between job satisfaction and variables such as achievement, recognition, the work itself, responsibility, advancement, policy and administration, working conditions, supervision, job activities and gender. Research Methodology Saunders et al (2005) Research design is the arrangement of conditions for collection and analysis of data in a manner that aims to combine relevance to the research purpose with economy in procedure. The research to be followed is a step-by-step process. This makes the entire research process systematic. Only primary research shall be used to draw inferences. (Ryan, 2009) The sources used shall be of international repute and will be trustworthy. The main source will be case study and also some books, journals, articles and publications including Internet sources. Chapter-2: Literature review An Overview Job satisfaction in considered to ones sensation or circumstances of intelligence regarding environment of their work. Job can be prejudiced by diversity of features like quality of ones relationship with their supervisor, quality of physical environment in which they work, degree of fulfillment in their work, etc. Positive attitude towards job are equivalent to job satisfaction where as negative attitude towards job has been defined variously from time to time. (Cherrington et al, 2009) In short job satisfaction is a persons attitude towards job. Job satisfaction is an attitude which results from balancing summation of many specific likes and dislikes experienced in connection with the job- their evaluation may rest largely upon ones success or failure in the achievement of personal objective and upon perceived combination of the job and combination towards these ends. According to pestonejee, Job satisfaction can be taken as a summation of employees feelings in four important areas. These are: Job-nature of work (dull, dangerous, interesting), hours of work, fellow workers, opportunities on the job for encouragement and progression (prospects), eventually system, attention in work, substantial background, and machines and apparatus. Management- managerial behavior, contribution, rewards and sentence, congratulate and responsibility, leaves strategy and preference. Social relations- associates and acquaintances, neighbors, approach towards populace in society, contribution in social activity scalability and background barricade. Personal adjustment-health and emotionality. Job satisfaction is an indicator of employee productivity and employee behavior at work. This may include inter employee relations, pro-activeness of employee, employee absenteeism no. of feedbacks from employees. These all factors are a direct measure of employee satisfaction of the job. The direct correlation has been established by earlier researchers and more so there is logical evidence to it in any business or industry. (Adams, 2003) The higher levels of job satisfaction is evident in an organization through lower absenteeism rates, low employee turnover, high employee productivity , proactively level of employees, labor unrest issues and participation in managerial decisions. (Saks Ashforth, 2007) Obviously, every organization desires for higher levels of employee job satisfaction; however it is a long drawn process with continuous improvement and direct focus from the senior leadership team of the organization. Job satisfaction cannot be used interchangeably with organizational morale; which the possessions of feeling have being accepted by and belonging to a group of employees through adherence to common goals and confidence in desirability of these goals. (Bedeian et al, 2002) Morale is the by-product of the group, while job satisfaction is more an individual state of mind. Definitions of job satisfaction Different authors give various definitions of job satisfaction. Some of them are taken from the book of D.M. Pestonjee Motivation and Job Satisfaction which are given below: As per Weiss, Job satisfaction is defined as a pleasurable, emotional, state resulting from appraisal of ones job. An effective reaction to ones job. For Blum and Naylor, Job satisfaction is general attitude, which is the result of many specific attitudes in three areas namely: Precise occupation features. Personal distinctiveness Group association exterior from the work According to Glimmer, Job satisfaction is defined, as it is result of various attitudes the person hold towards the job, towards the related factors and towards the life in general. Job satisfaction is defined as any contribution, psychological, physical, and environmental circumstances that cause a person truthfully say, I am satisfied with my job. Mr. Smith stated, Job satisfaction is defined, as employees judgment of how well his job on a whole is satisfying his various needs According to Locke, Job satisfaction is defined as a pleasurable or positive state of mind resulting from appraisal of ones job or job experiences. History of job satisfaction The term job satisfaction was brought to lime light by hoppock (2005). He revived 35 studies on job satisfaction conducted prior to 2003 and observes that Job satisfaction is combination of psychological, physiological and environmental circumstances. That causes a person to say. I m satisfied with my job. Such a description indicate the variety of variables that influence the satisfaction of the individual but tell us nothing about the nature of Job satisfaction. Job satisfaction has been most aptly defined by Pestonjee (2003) as a job, management, personal adjustment social requirement. Morse (2003) considers Job satisfaction as dependent upon job content, identification with the co., financial job status priding group cohesiveness. One of the biggest preludes to the study of job satisfaction was the Hawthorne study. These studies (2004-2003), primarily credited to Elton Mayo of the Harvard Business School, sought to find the effects of various conditions (most notably illumination) on workers productivity. Hawthorne Studies It is considered to be one of the best researches done on the job satisfaction. It was conducted by Mayo, Roethlisberger Dickson during the late 2000s and early 2000s at the Western Electric Company. Western Electric Management enlisted the help of Harvard business School professor is Elton Mayo, F.J Roethlisberger, and William Dickson, to help increase the output of workers assembling telephone release. The research started out as an investigation of the effects of physical working conditions on worker productivity, but ended up very differently. Mayo, Roethlisberger Dickson originally begin experimenting with the amount of lighting, expecting that productivity would rise as elimination increased to an optimum level. However, the hypothesis that productivity would write just as elimination increased to an optimum level was strongly disapproved why, after several experiments in large departments of the plant, it was discovered that changes in productivity occurred quite independently of B level of elimination. Mayo, Roethlisberger Dickson then started experimenting by introducing rest pauses of different lengths and different frequencies during the work day, supplying coffee breaks at various points in the day, and shortening the length of the world today at the work week. The results of the second part of the experiment were more amazing there was an upward trend in output, regardless of the introduction or withdrawal of rest periods, lunches, coffee breaks, shorter workdays, or shorten workweeks. Furthermore, avoid the experiment ended after a year, and the original conditions of work were restored in all previous privileges withdrawn, the daily and weekly output rose to our point higher than at any other time. (Mayo, 2003, pp.62-63) In addition, morale among the relay assembly room workers improved dramatically. There was a sharp increase in the amount of socializing among workers after ours. Moreover, absenteeism decreased 80% (Roethlisberger Dickson 2009). According to Dawis Lofquist (2001), the Hawthorne studies have been credited with limiting research into the causes of job satisfaction and dissatisfaction. These researches eventually illustrated that original alterations in job situations provisionally enhanced efficiency (called the Hawthorne Effect). Maslows hierarchy of needs Abraham Maslow, in a classic paper published in 2003, outlined the elements of an overall theory of human motivation. Maslow viewed human motivation in terms of a hierarchy of five needs: physiology needs; safety needs; belonging there is an alarm needs; S team needs; and, the need for self actualization (Maslow, 2000). According to Maslow, 2000, in the majors are motivated to fulfill whichever need was pre-potency, almost fourfold, for them at a given time. The pre-potency of the meat depended on the given current situation and recent experiences. Starting with physical needs, which were most basic, each member must be at least partially dissatisfied before the Indian visual experience to the desire to satisfy a need at the next higher level. Maslows need hierarchy is illustrated in figure 2.1. According to Sergiovanni (2004) and Davis and Newstrom (2009), physiological needs more likely to serve as motivators among workers in todays society, as most jobs issue or the fulfillment of physiological needs, such as food and shelter. However, higher level needs (belonging is and loved needs, S team needs, and the need for self actualization) may influence levels of employee motivation (Davis Newstrom, 2009). Figure 2.1: Maslows need hierarchy Levels of job satisfaction Level can be defined as an extent, major, or degree of achievement. Job satisfaction is a difficult construct a defined. Job satisfaction can be defined generally as the degree to which individuals feel positively or negatively about their jobs. Importance of job satisfaction Job satisfaction is an important indicator of how employees feel about their job and a predictor of work behavior such as organizational, citizenship, Absenteeism, Turnover. Job satisfaction can partially mediate the relationship of personality variables and deviant work behavior. Common research finding is that job satisfaction is correlated with life style. This correlation is reciprocal meaning the people who are satisfied with the life tends to be satisfied with their jobs and the people who are satisfied their jobs tends to satisfied with their life. This is vital piece of information that is job satisfaction and job performance is directly related to one another. Thus it can be said that, A happy worker is a productive worker. Job Satisfaction: Importance to worker organization Job contentment and work-related achievement are main factors in individual satisfaction, self-worth, sense of worth, and self-development. (Bruce Blackburn, 2002) To the employee, job satisfaction brings a pleasant expressive state that can often lead to an affirmative work attitude. (Schneider, 2001) A pleased worker is more likely to be imaginative, flexible, innovative, and dependable. For the organization, job satisfaction of its workers means a work force that is enthused and dedicated to high quality performance. (Carrell Elbert, 2004) Augmented output- the quantity and quality of output per hour worked seem to be a by creation of enhanced class of working life. It is vital to note that the literature on the association between job happiness and output is neither definite nor consistent. (Glisson Durick, 2008) On the other hand, research dating back to Herzbergs time (2007) has shown at least low association between high confidence and high efficiency and it does seem logical that more satisfied workers will be likely to add more worth to an organization. Discontented employees, who are stimulated by fear of loss of job, will not give 100 percent of their effort for a very long time. Although apprehension is a powerful motivator, it is also a brief one, and also as soon as the threat is lifted performance will decline. Employment satisfaction profits the organization and includes reduction in complaints and grievances, employee absenteeism, work force turnover, and termination; as well as improved regularity and worker morale. (Ryan, 2009) Job liking is also linked with an improved work force and has been found to be a good pointer of prolonged existence. Even though only slight connection has been found amongst job satisfaction and productivity, Brown (2006) writes that few employers have discovered that satisfying or delighting work force is one of the most important prerequisite to satisfying or delighting customers, thus ensuring the growth of bottom line of the organization. Job Satisfaction: Employees Responsibility If job contentment is a worker advantage, certainly the employee must be talented to add to his or her own contentment and comfort on the job. (Joplin et al, 2007) The following suggestions can assist an employee to find his or her own satisfaction at job: search for opportunities to display skills and aptitude. This repeatedly leads to even more demanding work and higher responsibilities, with assistant increases in salary and other recognition and rewards. Build up extraordinary communiquà © skills. Companys value and rewards excellent reading, listening, writing and speaking skills. Be acquainted with more. Obtain new work related information and skill that helps you to complete job more economically and effectively. This will take off monotony and often gets one noticed. Reveal creativity and initiative. Merits like these are respected by most companies and often come with in recognition as well as improved responsibilities and promotions. Initiate teamwork and man management skills. A big part of job related achievement is the aptitude to work well with others to get the job done. (Lyons et al,2003) Accept the diversity in people. Accept people with their differences and their imperfections and learn how to give and receive criticism constructively. (Peterson Gonzalez, 2009) See the value in your work. Appreciating the significance of what one does can lead to satisfaction with the work itself. This help to give meaning to ones existence, thus playing a vital role in job satisfaction. Learn to de-stress. Plan to avoid burn out by developing healthy stress management techniques. Factors of job satisfaction Hoppock, the earliest investigator in this field, in 2005 suggested that there are six major components of job satisfaction. These are as under: The way the individual reacts to unpleasant situations, The facility with which he adjusted himself with other person The relative status in the social and economic group with which he identifies himself The nature of work in relation to abilities, interest and preparation of worker Security Loyalty Herzberg, mausaer, Peterson and capwell in 2007 reviewed more than 150 studies and listed various job factors of job satisfaction. These are briefly defined one by one as follows: Intrinsic aspect of job It includes all of the many aspects of the work, which would tend to be constant for the work regardless of where the work was performed. Supervision This aspect of job satisfaction pertains to relationship of worker with his immediate superiors. Supervision, as a factor, generally influences job satisfaction. Working conditions This includes those physical aspects of environment which are not necessary a part of the work. Hours are included this factor because it is primarily a function of organization, affecting the individuals comfort and convenience in much the same way as other physical working conditions. Wage and salaries This factor includes all aspect of job involving present monitory remuneration for work done. Opportunities for advancement It includes all aspect of job which individual sees as potential sources of betterment of economic position, organizational status or professional experience. Security It is defined to include that feature of job situation, which leads to assurance for continued employment, either within the same company or within same type of work profession. Company management It includes the aspect of workers immediate situation, which is a function of organizational administration and policy. It also involves the relationship of employee with all company superiors above level of immediate supervision. Social aspect of job It includes relationship of worker with the employees specially those employees at same or nearly same level within the organization. Communication It includes job situation, which involves spreading the information in any direction within the organization. Terms such as information of employees status, information on new developments, information on company line of authority, suggestion system, etc, are used in literature to represent this factor. Benefits It includes those special phases of company policy, which attempts to prepare the worker for emergencies, illness, old age, also. Company allowances for holidays, leaves and vacations are included within this factor. Reasons of low job satisfaction Reasons why employees may not be completely satisfied with their jobs: Conflict between co-workers. Conflict between supervisors. Not being opportunity paid for what they do. Have little or no say in decision making that affect employees. Fear of losing their job. Effects of low job satisfaction High absenteeism Absenteeism means it is a habitual pattern of absence from duty or obligation. If there will be low job satisfaction among the employees the rate of absenteeism will definitely increase and it also affects on productivity of organization. In the above diagram line AB shows inverse relationship between job satisfaction and rate of turnover and rate of absenteeism. As the job satisfaction is high the rate of both turns over and absenteeism is low and vive a versa. High turnover In human resource refers to characteristics of a given company or industry relative to the rate at which an employer gains and losses the staff. If the employer is said to be have a high turnover of employees of that company have shorter tenure than those of other companies. Training cost increases As employees leaves organization due to lack of job satisfaction. Then Human resource manager has to recruit new employees. So that the training expenditure will increases. Key parameters for Job Satisfaction Training and Job Satisfaction- Most of the literature in this area has focused on the impact of education and skills on job satisfaction rather than the effect of training as such. The relationship between skill acquisition and job satisfaction is not straightforward. First, there is the distinction between general and specific skills. (Quinn Staines,2009) The portability of general skills may raise job satisfaction as it is easier to move to other jobs where satisfaction is higher. In contrast, specific skills bind the worker to the firm and may reduce satisfaction by creating a barrier to exit as workers will lose a portion of the return on such skills if they move. (Near et al, 2003) This leads on to the question of the matching of individual skills and levels of education with job requirements. If workers are mismatched in terms of skill and education requirements, this may lower job satisfaction, as evidenced in the earlier literature. In one of the few studies to focus on skilling, Allen and van der Velden (2001) differentiated between education and skill mismatches, finding only a weak relationship between the two. Importantly, they found a significant negative relationship between skill mismatch and job satisfaction, while the link between educations mismatches and job satisfaction was insignificant. Training may influence workplace performance directly by raising output per worker, or be measured indirectly through its impact on the wage on the assumption that this is equal to the marginal productivity of labor. (Peterson Gonzalez, 2009) However, this will not be the case if there are imperfections in the product or labor markets. The nature of training has been examined in a number of studies. Thus Barrett and OConnell (2008) found that specific training had a bigger impact on wages and productivity than general training. Mason et al. (2006) found that both value added and product quality was higher where workers were trained to take charge of several production lines at once. Cosh et al. in a series of papers (2008, 2000 and 2003) found that training had a strong and significant effect on employment growth in small firms when it was undertaken regularly rather than on an ad hoc basis. Especially for larger firms there was also an association between intensity of training and profitability. Training may also stimulate innovation in the workplace (Bartle and Lichtenberg, 2007). Therefore it is doubtful whether different types of training impact either equally or positively on performance. Finally, training can have an indirect effect on performance if it increases job satisfaction by, for example, making it easier for employees to perform the job or feel more valued (as in Akerlofs 2002 conceptualization of the labor contract as a gift-exchange). Petty et al.s 2004 meta-analysis confirms such outcomes. In contrast, if workers feel dissatisfied they may react in a number of ways (Farrell, 2003): through a sense of loyalty they may stick it out; use a voice mechanism (Freeman, 2008, Freeman and Medoff, 2004); neglect their responsibilities to the employer by absence, lateness, striking or reduced effort (Akerlof and Yellin, 2006); or exit (Jovanovic, 2009, Burdett and Mortenson, 2008). Quits and Job Satisfaction- Until recently there had been relatively few studies by economists examining the role played by job satisfaction in quitting decisions. The main reason for this was the lack of large sample longitudinal data which could be used to identify job satisfaction in one period and job turnover in subsequent periods. Locke (2006) provided an extensive review of the literature in the psychology field, concluding that a negative correlation coefficient between job satisfaction and employee turnover was almost always obtained. However, correlation does not always imply causation and most of the studies cited by Locke used simple univariate analysis. In one of the seminal papers on job satisfaction, Freeman (2008) was one of the first economists to analyze the connection between quits and job satisfaction. Based on panel data from two different US sources, the National Longitudinal Survey (NLS, 2006-2001) and the Michigan Panel Survey of Income Dynamics (PSID, 2002-73 ), Freeman showed that job satisfaction was positively and significantly related to the probability of quitting. Moreover, he found not only that job satisfaction was quantitatively more important than wages, but also that the causality ran from job satisfaction to future quitting behavior. This relationship was confirmed by Akerlof et al. (2008) using data from the NLS Older Men Survey. Job Satisfaction and Absenteeism-Absenteeism is the term generally used to refer to unscheduled Strategies for Job Satisfaction Strategies for Job Satisfaction Introduction Job satisfaction is one of most important fields of study in the subject of human resource management. This important role of job satisfaction function leads the way in assuring high level of job satisfaction among the employees. Job satisfaction function of any HR vertical of an organization is primarily responsible for productivity of employees and the employee turnover. Since these two aspects can make or break the organizations performance in all areas, it requires attention from top management. (Lovelace Rosen, 2006) Job satisfaction function generally is part of the HR vertical with a clear mandate of motivating employee and continuously striving for higher employee job satisfaction through introduction of new policies and frameworks. The topic forms an integral part of organizational effectiveness and that has instigated me to choose this topic of job satisfaction. I shall try to study the existing literature on job satisfaction and will choose multinational companies to stud y their varied job satisfaction strategies and make analysis. (Parkes et al, 2001) Job satisfaction function is a vast topic and cannot be completely covered in this dissertation. Various researchers have already published their research articles on this subject. I shall be developing on it through understanding the different strategies used by MNCs in todays business environment for maintaining better levels of job satisfaction. Job satisfaction as stated earlier is a complex topic and hence I will try to break it down to simpler and more realistic frameworks to understand the thought process of an organization to ensuring better job satisfaction amongst its employees. (Gruneberg, 2009) According to Wood (2003), job satisfaction is the condition of contentment with ones work and its environment, denoting a positive attitude. Locke (2006) stated that, job satisfaction could be viewed as a pleasurable or positive emotional state resulting from the appraisal of ones job or job experiences. In other words, it can also be stated that, job satisfaction was simply a function of the degree to which a job provided the worker with positively values outcomes. Wanous (2000) said that, job satisfaction was a match between a persons need and the reinforcement received from work performed in an organization. The HR vertical of any organization shall try to achieve higher levels of job satisfaction through various techniques like awards program, job rotation, internal promotion scheme, family tours and training processes. (Rounds et al, 2007) There is no destination to achieving job satisfaction but the journey is perpetual in nature. Continuous improvement is the name of the game in achieving relatively good job satisfaction amongst the employees. The measure of job satisfaction can only be achieved through comparison in similar industries and through the employee turnover and productivity data. (Jackson et al., 2001) Job satisfaction is one of the most widely discussed and enthusiastically studied constructs. However, job satisfaction is among the most difficult constructs to define. A review of literature shows that constituted definitions of the construct vary from one researcher to the next. Wood (2003) describes the job satisfaction as the condition of contentment with ones work and its in my mind, denoting a positive attitude (p.8.). Locke (2006) stated that job satisfaction could be viewed as a pleasurable or positive emotional state resulting from the appraisal of ones job or job experiences. (p.1300) There are several reasons for studying job satisfaction. Organizations major job satisfaction primarily because of its presumed direct relationship to the short-term goals of cost reduction through increased individual productivity and reduced absences, errors, and turnover. (Cranny et al, 2002). Levels of job dissatisfaction have been found to be related to job turnover, absences, and tardiness. Turnover rates have been the most consistent major associated with job satisfaction. The potential negative consequences of employee turnover in terms of the impact of organizations. Negative effects of job turnover can include: increased costs to recruit, select and train new employer; demoralization of remaining employees; decreased social relationships among employees; negative public relations; disruption of a hi-fi and two-day activities; and decreased organizational possibilities to pursue growth strategies. In fact, several researchers reported a significant relationship between absenteeism and job satisfaction. According to Lawler (2007), the research evidence clearly shows that employees decisions about whether they will go to work on any given day and whether they will quit as affected by their feelings of job satisfaction. All the literature reviews on the subject have reached the same conclusion. The fact that present satisfaction influences future absenteeism and turnover clearly indicates that the commercial direction is from satisfaction to behavior. The literature also reveals that there is a correlation between job satisfaction and variables such as achievement, recognition, the word itself, responsibility, advancement, policy and administration, supervision, salary, interpersonal relations, working conditions, age, Tenure, educational level, job activities, and gender. The Purpose of the Study The purpose to choose this topic is to analyze the importance of job satisfaction in Multi National Companies (MNCs). The reason to go for MNCs is the increase in the shift over of the employees for future growth. The shifting, thus, includes the satisfaction in the given job role. Through my research, I will try to analyze the causes and effect relationship between the employee and the factors behind job satisfaction in a given MNC. Aim of the Study The main aim of the study is to investigate the remains leading to negative and positive job satisfaction in a MNC. The Objectives of the Study The key objectives of the chosen topic are: Estimating the causes of employee attitudes. Adjudging the results of positive or negative job satisfaction Measuring the employee attitude To assess facet-specific levels of job satisfaction To measure general job satisfaction, Literature Review There are several reasons for studying job satisfaction. Organizations measure job satisfaction primarily because of its presumed direct relationship to the short-term goals of cost reduction through increased individual productivity and reduced absenteeism, errors, and dissatisfaction has been found to be related to job turnover, absenteeism and tardiness. (Glisson Durick, 2008) Turnover rates have been the most constraints measure associated with job satisfaction (Atchison Lofferts, 2002; Brayfield Crockett, 2005, Dawis Lofquist, 2001). Mowday (2004) recapitulate the probable pessimistic significance of employee turnover in terms of the impact on organizations. There are various impacts of pessimism in job satisfaction on the turnover of the company such as: Increase in the recruitment cost. Recruiting new employees and then training them as well. It can lead to reduced social relations ships among employees. No or only few public relations. Reduction in companys prospects which can hamper the growth. According to Lawler (2005), the research evidence clearly shows that employees decisions about whether they will get to work on any given day and whether they will quit are effected by their feelings of job satisfaction. The fact that present satisfaction influences future absenteeism and turnover clearly indicates the causal direction is from satisfaction to behavior. There is a correlation between job satisfaction and variables such as achievement, recognition, the work itself, responsibility, advancement, policy and administration, working conditions, supervision, job activities and gender. Research Methodology Saunders et al (2005) Research design is the arrangement of conditions for collection and analysis of data in a manner that aims to combine relevance to the research purpose with economy in procedure. The research to be followed is a step-by-step process. This makes the entire research process systematic. Only primary research shall be used to draw inferences. (Ryan, 2009) The sources used shall be of international repute and will be trustworthy. The main source will be case study and also some books, journals, articles and publications including Internet sources. Chapter-2: Literature review An Overview Job satisfaction in considered to ones sensation or circumstances of intelligence regarding environment of their work. Job can be prejudiced by diversity of features like quality of ones relationship with their supervisor, quality of physical environment in which they work, degree of fulfillment in their work, etc. Positive attitude towards job are equivalent to job satisfaction where as negative attitude towards job has been defined variously from time to time. (Cherrington et al, 2009) In short job satisfaction is a persons attitude towards job. Job satisfaction is an attitude which results from balancing summation of many specific likes and dislikes experienced in connection with the job- their evaluation may rest largely upon ones success or failure in the achievement of personal objective and upon perceived combination of the job and combination towards these ends. According to pestonejee, Job satisfaction can be taken as a summation of employees feelings in four important areas. These are: Job-nature of work (dull, dangerous, interesting), hours of work, fellow workers, opportunities on the job for encouragement and progression (prospects), eventually system, attention in work, substantial background, and machines and apparatus. Management- managerial behavior, contribution, rewards and sentence, congratulate and responsibility, leaves strategy and preference. Social relations- associates and acquaintances, neighbors, approach towards populace in society, contribution in social activity scalability and background barricade. Personal adjustment-health and emotionality. Job satisfaction is an indicator of employee productivity and employee behavior at work. This may include inter employee relations, pro-activeness of employee, employee absenteeism no. of feedbacks from employees. These all factors are a direct measure of employee satisfaction of the job. The direct correlation has been established by earlier researchers and more so there is logical evidence to it in any business or industry. (Adams, 2003) The higher levels of job satisfaction is evident in an organization through lower absenteeism rates, low employee turnover, high employee productivity , proactively level of employees, labor unrest issues and participation in managerial decisions. (Saks Ashforth, 2007) Obviously, every organization desires for higher levels of employee job satisfaction; however it is a long drawn process with continuous improvement and direct focus from the senior leadership team of the organization. Job satisfaction cannot be used interchangeably with organizational morale; which the possessions of feeling have being accepted by and belonging to a group of employees through adherence to common goals and confidence in desirability of these goals. (Bedeian et al, 2002) Morale is the by-product of the group, while job satisfaction is more an individual state of mind. Definitions of job satisfaction Different authors give various definitions of job satisfaction. Some of them are taken from the book of D.M. Pestonjee Motivation and Job Satisfaction which are given below: As per Weiss, Job satisfaction is defined as a pleasurable, emotional, state resulting from appraisal of ones job. An effective reaction to ones job. For Blum and Naylor, Job satisfaction is general attitude, which is the result of many specific attitudes in three areas namely: Precise occupation features. Personal distinctiveness Group association exterior from the work According to Glimmer, Job satisfaction is defined, as it is result of various attitudes the person hold towards the job, towards the related factors and towards the life in general. Job satisfaction is defined as any contribution, psychological, physical, and environmental circumstances that cause a person truthfully say, I am satisfied with my job. Mr. Smith stated, Job satisfaction is defined, as employees judgment of how well his job on a whole is satisfying his various needs According to Locke, Job satisfaction is defined as a pleasurable or positive state of mind resulting from appraisal of ones job or job experiences. History of job satisfaction The term job satisfaction was brought to lime light by hoppock (2005). He revived 35 studies on job satisfaction conducted prior to 2003 and observes that Job satisfaction is combination of psychological, physiological and environmental circumstances. That causes a person to say. I m satisfied with my job. Such a description indicate the variety of variables that influence the satisfaction of the individual but tell us nothing about the nature of Job satisfaction. Job satisfaction has been most aptly defined by Pestonjee (2003) as a job, management, personal adjustment social requirement. Morse (2003) considers Job satisfaction as dependent upon job content, identification with the co., financial job status priding group cohesiveness. One of the biggest preludes to the study of job satisfaction was the Hawthorne study. These studies (2004-2003), primarily credited to Elton Mayo of the Harvard Business School, sought to find the effects of various conditions (most notably illumination) on workers productivity. Hawthorne Studies It is considered to be one of the best researches done on the job satisfaction. It was conducted by Mayo, Roethlisberger Dickson during the late 2000s and early 2000s at the Western Electric Company. Western Electric Management enlisted the help of Harvard business School professor is Elton Mayo, F.J Roethlisberger, and William Dickson, to help increase the output of workers assembling telephone release. The research started out as an investigation of the effects of physical working conditions on worker productivity, but ended up very differently. Mayo, Roethlisberger Dickson originally begin experimenting with the amount of lighting, expecting that productivity would rise as elimination increased to an optimum level. However, the hypothesis that productivity would write just as elimination increased to an optimum level was strongly disapproved why, after several experiments in large departments of the plant, it was discovered that changes in productivity occurred quite independently of B level of elimination. Mayo, Roethlisberger Dickson then started experimenting by introducing rest pauses of different lengths and different frequencies during the work day, supplying coffee breaks at various points in the day, and shortening the length of the world today at the work week. The results of the second part of the experiment were more amazing there was an upward trend in output, regardless of the introduction or withdrawal of rest periods, lunches, coffee breaks, shorter workdays, or shorten workweeks. Furthermore, avoid the experiment ended after a year, and the original conditions of work were restored in all previous privileges withdrawn, the daily and weekly output rose to our point higher than at any other time. (Mayo, 2003, pp.62-63) In addition, morale among the relay assembly room workers improved dramatically. There was a sharp increase in the amount of socializing among workers after ours. Moreover, absenteeism decreased 80% (Roethlisberger Dickson 2009). According to Dawis Lofquist (2001), the Hawthorne studies have been credited with limiting research into the causes of job satisfaction and dissatisfaction. These researches eventually illustrated that original alterations in job situations provisionally enhanced efficiency (called the Hawthorne Effect). Maslows hierarchy of needs Abraham Maslow, in a classic paper published in 2003, outlined the elements of an overall theory of human motivation. Maslow viewed human motivation in terms of a hierarchy of five needs: physiology needs; safety needs; belonging there is an alarm needs; S team needs; and, the need for self actualization (Maslow, 2000). According to Maslow, 2000, in the majors are motivated to fulfill whichever need was pre-potency, almost fourfold, for them at a given time. The pre-potency of the meat depended on the given current situation and recent experiences. Starting with physical needs, which were most basic, each member must be at least partially dissatisfied before the Indian visual experience to the desire to satisfy a need at the next higher level. Maslows need hierarchy is illustrated in figure 2.1. According to Sergiovanni (2004) and Davis and Newstrom (2009), physiological needs more likely to serve as motivators among workers in todays society, as most jobs issue or the fulfillment of physiological needs, such as food and shelter. However, higher level needs (belonging is and loved needs, S team needs, and the need for self actualization) may influence levels of employee motivation (Davis Newstrom, 2009). Figure 2.1: Maslows need hierarchy Levels of job satisfaction Level can be defined as an extent, major, or degree of achievement. Job satisfaction is a difficult construct a defined. Job satisfaction can be defined generally as the degree to which individuals feel positively or negatively about their jobs. Importance of job satisfaction Job satisfaction is an important indicator of how employees feel about their job and a predictor of work behavior such as organizational, citizenship, Absenteeism, Turnover. Job satisfaction can partially mediate the relationship of personality variables and deviant work behavior. Common research finding is that job satisfaction is correlated with life style. This correlation is reciprocal meaning the people who are satisfied with the life tends to be satisfied with their jobs and the people who are satisfied their jobs tends to satisfied with their life. This is vital piece of information that is job satisfaction and job performance is directly related to one another. Thus it can be said that, A happy worker is a productive worker. Job Satisfaction: Importance to worker organization Job contentment and work-related achievement are main factors in individual satisfaction, self-worth, sense of worth, and self-development. (Bruce Blackburn, 2002) To the employee, job satisfaction brings a pleasant expressive state that can often lead to an affirmative work attitude. (Schneider, 2001) A pleased worker is more likely to be imaginative, flexible, innovative, and dependable. For the organization, job satisfaction of its workers means a work force that is enthused and dedicated to high quality performance. (Carrell Elbert, 2004) Augmented output- the quantity and quality of output per hour worked seem to be a by creation of enhanced class of working life. It is vital to note that the literature on the association between job happiness and output is neither definite nor consistent. (Glisson Durick, 2008) On the other hand, research dating back to Herzbergs time (2007) has shown at least low association between high confidence and high efficiency and it does seem logical that more satisfied workers will be likely to add more worth to an organization. Discontented employees, who are stimulated by fear of loss of job, will not give 100 percent of their effort for a very long time. Although apprehension is a powerful motivator, it is also a brief one, and also as soon as the threat is lifted performance will decline. Employment satisfaction profits the organization and includes reduction in complaints and grievances, employee absenteeism, work force turnover, and termination; as well as improved regularity and worker morale. (Ryan, 2009) Job liking is also linked with an improved work force and has been found to be a good pointer of prolonged existence. Even though only slight connection has been found amongst job satisfaction and productivity, Brown (2006) writes that few employers have discovered that satisfying or delighting work force is one of the most important prerequisite to satisfying or delighting customers, thus ensuring the growth of bottom line of the organization. Job Satisfaction: Employees Responsibility If job contentment is a worker advantage, certainly the employee must be talented to add to his or her own contentment and comfort on the job. (Joplin et al, 2007) The following suggestions can assist an employee to find his or her own satisfaction at job: search for opportunities to display skills and aptitude. This repeatedly leads to even more demanding work and higher responsibilities, with assistant increases in salary and other recognition and rewards. Build up extraordinary communiquà © skills. Companys value and rewards excellent reading, listening, writing and speaking skills. Be acquainted with more. Obtain new work related information and skill that helps you to complete job more economically and effectively. This will take off monotony and often gets one noticed. Reveal creativity and initiative. Merits like these are respected by most companies and often come with in recognition as well as improved responsibilities and promotions. Initiate teamwork and man management skills. A big part of job related achievement is the aptitude to work well with others to get the job done. (Lyons et al,2003) Accept the diversity in people. Accept people with their differences and their imperfections and learn how to give and receive criticism constructively. (Peterson Gonzalez, 2009) See the value in your work. Appreciating the significance of what one does can lead to satisfaction with the work itself. This help to give meaning to ones existence, thus playing a vital role in job satisfaction. Learn to de-stress. Plan to avoid burn out by developing healthy stress management techniques. Factors of job satisfaction Hoppock, the earliest investigator in this field, in 2005 suggested that there are six major components of job satisfaction. These are as under: The way the individual reacts to unpleasant situations, The facility with which he adjusted himself with other person The relative status in the social and economic group with which he identifies himself The nature of work in relation to abilities, interest and preparation of worker Security Loyalty Herzberg, mausaer, Peterson and capwell in 2007 reviewed more than 150 studies and listed various job factors of job satisfaction. These are briefly defined one by one as follows: Intrinsic aspect of job It includes all of the many aspects of the work, which would tend to be constant for the work regardless of where the work was performed. Supervision This aspect of job satisfaction pertains to relationship of worker with his immediate superiors. Supervision, as a factor, generally influences job satisfaction. Working conditions This includes those physical aspects of environment which are not necessary a part of the work. Hours are included this factor because it is primarily a function of organization, affecting the individuals comfort and convenience in much the same way as other physical working conditions. Wage and salaries This factor includes all aspect of job involving present monitory remuneration for work done. Opportunities for advancement It includes all aspect of job which individual sees as potential sources of betterment of economic position, organizational status or professional experience. Security It is defined to include that feature of job situation, which leads to assurance for continued employment, either within the same company or within same type of work profession. Company management It includes the aspect of workers immediate situation, which is a function of organizational administration and policy. It also involves the relationship of employee with all company superiors above level of immediate supervision. Social aspect of job It includes relationship of worker with the employees specially those employees at same or nearly same level within the organization. Communication It includes job situation, which involves spreading the information in any direction within the organization. Terms such as information of employees status, information on new developments, information on company line of authority, suggestion system, etc, are used in literature to represent this factor. Benefits It includes those special phases of company policy, which attempts to prepare the worker for emergencies, illness, old age, also. Company allowances for holidays, leaves and vacations are included within this factor. Reasons of low job satisfaction Reasons why employees may not be completely satisfied with their jobs: Conflict between co-workers. Conflict between supervisors. Not being opportunity paid for what they do. Have little or no say in decision making that affect employees. Fear of losing their job. Effects of low job satisfaction High absenteeism Absenteeism means it is a habitual pattern of absence from duty or obligation. If there will be low job satisfaction among the employees the rate of absenteeism will definitely increase and it also affects on productivity of organization. In the above diagram line AB shows inverse relationship between job satisfaction and rate of turnover and rate of absenteeism. As the job satisfaction is high the rate of both turns over and absenteeism is low and vive a versa. High turnover In human resource refers to characteristics of a given company or industry relative to the rate at which an employer gains and losses the staff. If the employer is said to be have a high turnover of employees of that company have shorter tenure than those of other companies. Training cost increases As employees leaves organization due to lack of job satisfaction. Then Human resource manager has to recruit new employees. So that the training expenditure will increases. Key parameters for Job Satisfaction Training and Job Satisfaction- Most of the literature in this area has focused on the impact of education and skills on job satisfaction rather than the effect of training as such. The relationship between skill acquisition and job satisfaction is not straightforward. First, there is the distinction between general and specific skills. (Quinn Staines,2009) The portability of general skills may raise job satisfaction as it is easier to move to other jobs where satisfaction is higher. In contrast, specific skills bind the worker to the firm and may reduce satisfaction by creating a barrier to exit as workers will lose a portion of the return on such skills if they move. (Near et al, 2003) This leads on to the question of the matching of individual skills and levels of education with job requirements. If workers are mismatched in terms of skill and education requirements, this may lower job satisfaction, as evidenced in the earlier literature. In one of the few studies to focus on skilling, Allen and van der Velden (2001) differentiated between education and skill mismatches, finding only a weak relationship between the two. Importantly, they found a significant negative relationship between skill mismatch and job satisfaction, while the link between educations mismatches and job satisfaction was insignificant. Training may influence workplace performance directly by raising output per worker, or be measured indirectly through its impact on the wage on the assumption that this is equal to the marginal productivity of labor. (Peterson Gonzalez, 2009) However, this will not be the case if there are imperfections in the product or labor markets. The nature of training has been examined in a number of studies. Thus Barrett and OConnell (2008) found that specific training had a bigger impact on wages and productivity than general training. Mason et al. (2006) found that both value added and product quality was higher where workers were trained to take charge of several production lines at once. Cosh et al. in a series of papers (2008, 2000 and 2003) found that training had a strong and significant effect on employment growth in small firms when it was undertaken regularly rather than on an ad hoc basis. Especially for larger firms there was also an association between intensity of training and profitability. Training may also stimulate innovation in the workplace (Bartle and Lichtenberg, 2007). Therefore it is doubtful whether different types of training impact either equally or positively on performance. Finally, training can have an indirect effect on performance if it increases job satisfaction by, for example, making it easier for employees to perform the job or feel more valued (as in Akerlofs 2002 conceptualization of the labor contract as a gift-exchange). Petty et al.s 2004 meta-analysis confirms such outcomes. In contrast, if workers feel dissatisfied they may react in a number of ways (Farrell, 2003): through a sense of loyalty they may stick it out; use a voice mechanism (Freeman, 2008, Freeman and Medoff, 2004); neglect their responsibilities to the employer by absence, lateness, striking or reduced effort (Akerlof and Yellin, 2006); or exit (Jovanovic, 2009, Burdett and Mortenson, 2008). Quits and Job Satisfaction- Until recently there had been relatively few studies by economists examining the role played by job satisfaction in quitting decisions. The main reason for this was the lack of large sample longitudinal data which could be used to identify job satisfaction in one period and job turnover in subsequent periods. Locke (2006) provided an extensive review of the literature in the psychology field, concluding that a negative correlation coefficient between job satisfaction and employee turnover was almost always obtained. However, correlation does not always imply causation and most of the studies cited by Locke used simple univariate analysis. In one of the seminal papers on job satisfaction, Freeman (2008) was one of the first economists to analyze the connection between quits and job satisfaction. Based on panel data from two different US sources, the National Longitudinal Survey (NLS, 2006-2001) and the Michigan Panel Survey of Income Dynamics (PSID, 2002-73 ), Freeman showed that job satisfaction was positively and significantly related to the probability of quitting. Moreover, he found not only that job satisfaction was quantitatively more important than wages, but also that the causality ran from job satisfaction to future quitting behavior. This relationship was confirmed by Akerlof et al. (2008) using data from the NLS Older Men Survey. Job Satisfaction and Absenteeism-Absenteeism is the term generally used to refer to unscheduled

The Working Poor in America Essay example -- Exploratory Essays Resear

The Working Poor in America The concept of the "working poor" has gained prominence in the post-welfare reform era. As welfare rolls shrunk, the focus shifted from the dependent poor to the working poor. It was obvious that without substantial outside support, even families with full-time low-wage workers were still earning less than the official poverty line. And while American society purports that anyone can prosper if they work hard enough, it became apparent that with inadequate opportunity or bad luck, a growing number of families could not attain the American dream, or even break the cycle of poverty. The new challenge for American social policy is to help the working poor lift themselves out of poverty. That's why progressives who supported ending welfare as we know it have set a new goal -- the government should "make work pay" so that no one who works full time is poor. After substantial decreases in the 1990s, poverty rates stopped their decline in 2000 and have actually started to again creep upward. The great conundrum of how one simultaneously alleviates the multiple causes of poverty has become a central obstacle to poverty reduction. Into this debate comes author David Shipler, a former New York Times Pulitzer Prize winner, with an aptly titled look at the state of poverty in America today, The Working Poor. Shipler's book is more anecdotal and descriptive than analytical and prescriptive. Yet it is a valuable portrait of poverty in America, just as Michael Harrington's landmark book, The Other America, was in 1962. While he does not offer many concrete solutions, Shipler provides readers with an intimate glimpse of the plight of the working poor, whose lives are in sharp contrast to the images of excess w... ... funding and direction, including those of local government and philanthropy, are critical to tailoring programs to the specific needs of local communities, and should be leveraged through federal funding. The final ingredient is responsibility, both personal and collective. Individuals must be empowered to improve their own lives, and the community must support the effort rather than look the other way, or looking past the working poor, who can so easily blend into the background. Shipler concludes the book with these thoughts: "Workers at the edge of poverty are essential to America's prosperity, but their well-being is not treated as an integral part of the whole. Instead, the forgotten wage a daily struggle to keep themselves from falling over the cliff. It is time to be ashamed." No, it is time to move past the ideology and make work pay for all Americans.

Software and Copyright Essay example -- Computers History Technology E

Software and Copyright Current copyright and patent laws are inappropriate for computer software; their imposition slows down software development and reduces competition. From the first computer as we know them, the ENIAC, computer software has become more and more important. From thousands of bytes on miles of paper to millions of bytes on a thin piece of tin foil sandwitched between two pieces of plastic, software has played an important part in the world. Computers have most likely played an important role in all our lives, from making math easier with calculators, to having money on the go with ATM machines. However, with all the help that has been given to us, we haven't done anything for software and the people who write it. Software by nature is completely defenseless, as it is more or less simply intellectual property, and not a physical thing, thus very easily copied. Copied software does not make money for its creators, and thus they charge more for whats not copied, and the whole industry inflates. There are two categories of intellectual property. The first one is composed of writing, music, and films,which are covered by copyright. Inventions and innovations are covered by patent. These two categories have covered for years many kinds of work with little or no conflict. Unfortunately, it is not that easy when dealing with such a complex matter as computer software. When something is typed on a computer, it is considered writting, as it is all written words and numbers. However, when executed by the computer, it functions like an invention, performing a specific task as instructed by the user. Thus, software falls into both categories (Del Guercio 22-24). It is generally covered today by copyright laws, for most mass market software at least. More advanced software or programming techniques, however, can be patented, as they are neither obvious nor old. This results in many problems which I will go into later. Copyrights last the lifetime of the author, plus 50 years, and can be renewed. Patents last only 17 years, but cannot be renewed. With technology advancing so quickly, it is not necessary to maintain the protection of the software for the length of the copyright, but also, it is sometimes necessary to renew them (Del Guercio 22-24), say, for a 10th sequel in a video game series or version 47.1 of Bob's Graphic Progra... ... Anne Bilodeau House Bill Would Limit Hyperlinks. http:/.www.webweek.com/96May20/nes/netcopy.html (1996). Richard Raysman et al Computer Law: Internet Copyright Developments. http://www.brmlaw.com/doclib/complaw196.html (1996). Del Guercio, Gino. "Softwars." World Monitor Oct. 1991: 22-24. Reprinted in Technology 3. Boca Raton, Florida: SIRS, Inc., 1996: Article 75. Daniel Grant. "Computer Copycats Blur Rights." Christian Science Monitor Oct. 3 1991: 12. Reprinted in Technology 3. Boca Raton, Florida: SIRS, Inc., 1996: Article 75. Daniel A Tysver BitLaw: Internet Linking http://www.bitlaw.com/internet/linking.html (1996). Daniel A Tysver BitLaw: Internet Software Patents http://www.bitlaw.com/internet/patent.html (1996). David Pressman Patent It Yourself http://www.nolo.com/pat/toc.html (1996). Niva Elkin-Koren Copyright Liability of BBS Operators http://yu1.yu.edu/csl/journals/aelj/articles/13-2/elkin.html (1995). Gleick, James. "I'll Take the Money, Thanks." New York Times 4 Aug. 1996. 16. Dukelow, Ruth. The Library Copyright Guide Chelsea, Michigan., 1992. Ross, Philip E. "Cops vs Robbers in Cyberspace." Forbes 9 Sept. 1996. 134-140. Software and Copyright Essay example -- Computers History Technology E Software and Copyright Current copyright and patent laws are inappropriate for computer software; their imposition slows down software development and reduces competition. From the first computer as we know them, the ENIAC, computer software has become more and more important. From thousands of bytes on miles of paper to millions of bytes on a thin piece of tin foil sandwitched between two pieces of plastic, software has played an important part in the world. Computers have most likely played an important role in all our lives, from making math easier with calculators, to having money on the go with ATM machines. However, with all the help that has been given to us, we haven't done anything for software and the people who write it. Software by nature is completely defenseless, as it is more or less simply intellectual property, and not a physical thing, thus very easily copied. Copied software does not make money for its creators, and thus they charge more for whats not copied, and the whole industry inflates. There are two categories of intellectual property. The first one is composed of writing, music, and films,which are covered by copyright. Inventions and innovations are covered by patent. These two categories have covered for years many kinds of work with little or no conflict. Unfortunately, it is not that easy when dealing with such a complex matter as computer software. When something is typed on a computer, it is considered writting, as it is all written words and numbers. However, when executed by the computer, it functions like an invention, performing a specific task as instructed by the user. Thus, software falls into both categories (Del Guercio 22-24). It is generally covered today by copyright laws, for most mass market software at least. More advanced software or programming techniques, however, can be patented, as they are neither obvious nor old. This results in many problems which I will go into later. Copyrights last the lifetime of the author, plus 50 years, and can be renewed. Patents last only 17 years, but cannot be renewed. With technology advancing so quickly, it is not necessary to maintain the protection of the software for the length of the copyright, but also, it is sometimes necessary to renew them (Del Guercio 22-24), say, for a 10th sequel in a video game series or version 47.1 of Bob's Graphic Progra... ... Anne Bilodeau House Bill Would Limit Hyperlinks. http:/.www.webweek.com/96May20/nes/netcopy.html (1996). Richard Raysman et al Computer Law: Internet Copyright Developments. http://www.brmlaw.com/doclib/complaw196.html (1996). Del Guercio, Gino. "Softwars." World Monitor Oct. 1991: 22-24. Reprinted in Technology 3. Boca Raton, Florida: SIRS, Inc., 1996: Article 75. Daniel Grant. "Computer Copycats Blur Rights." Christian Science Monitor Oct. 3 1991: 12. Reprinted in Technology 3. Boca Raton, Florida: SIRS, Inc., 1996: Article 75. Daniel A Tysver BitLaw: Internet Linking http://www.bitlaw.com/internet/linking.html (1996). Daniel A Tysver BitLaw: Internet Software Patents http://www.bitlaw.com/internet/patent.html (1996). David Pressman Patent It Yourself http://www.nolo.com/pat/toc.html (1996). Niva Elkin-Koren Copyright Liability of BBS Operators http://yu1.yu.edu/csl/journals/aelj/articles/13-2/elkin.html (1995). Gleick, James. "I'll Take the Money, Thanks." New York Times 4 Aug. 1996. 16. Dukelow, Ruth. The Library Copyright Guide Chelsea, Michigan., 1992. Ross, Philip E. "Cops vs Robbers in Cyberspace." Forbes 9 Sept. 1996. 134-140.

Concept of Divinity in Judaic, Sumerian and Hindu Society

Divinity is the core of all religions and rule most societies. Socialization based on divinity occurs almost everywhere. Most of the acceptable behaviors we have been taught since infancy have religious roots. I will compare and contrast the concepts of divinity in Judaic, Sumerian and Hindu culture, based on Genesis, The Epic of Gilgamesh and The Ramayana of Valmiki, respectively. Judging by the literature, the Judaic concept of divinity seemed to be both polytheistic and monotheistic.I conclude there were multiple gods by several passages in Genesis including when God said, â€Å"Let us make a human in our image, by our likeness†¦,† and in Job where it reads â€Å"†¦and one day, the sons of God†¦Ã¢â‚¬  indicating a belief in multiple gods. Monotheism is evidenced elsewhere throughout Genesis, including in Creation when God, not gods, created heaven and earth, and throughout Job where the title character seems monotheistic. He says things like, â€Å"The LOR D has given and the LORD has taken. May the LORD’s name be blessed. † I do, however, see more evidence of monotheism than polytheism in Judaic culture.The Hindu and Sumerian are polytheistic concepts. The Hindus had multiple gods, like Brahma, the god of creation, Visnu, the god of preservation, and Siva, the god of redemption, from the Ramayana of Valmiki while the Sumerians, in The Epic of Gilgamesh, had Ea, Anu, Adad, Errakal, Shamash, Ninurta and Istar, among others. The Judaic God, from Genesis, was a vengeful entity as evidenced after the serpent hoodwinked Eve into eating and giving Adam fruit from the tree of knowledge, good and evil. All three involved were severely punished severely.God told the serpent â€Å"Because you have done this, cursed be you of all cattle and all beasts of the field. On your belly shall you go and dust shall you eat all the days of your life. Enmity will I set between you and the woman, between your seed and hers. He will boot your h ead and you will bite his heel. † He said to Eve, â€Å"I will terribly sharpen your birth pangs, in pain shall you bear children. And for your man shall be your longing and he shall rule over you. † And to Adam he said, â€Å"Cursed be the soil for your sake, with pangs shall you eat from it all the days of your life.Thorn and thistle shall it sprout for you and you shall eat the plants of the field. By the sweat of your brow shall you eat bread till you return to the soil, for from there you were taken, for dust you ate and to dust shall you return. † The Sumerian gods were also pretty vengeful. I say this because of the great flood to wipe out the humans (except Utanapishtim and his wife) because the gods felt man was out of control and needed to be purged from Earth. Utanapishtim was warned by Ea (or Shamash) of the impending flood, told to build a boat, and not to warn the people of Shuruppak of the impending flood.The Hindu gods seemed less vengeful due to karma; if you follow dharma, karma would reward you. If you stray from the path of dharma, karma would punish you; thus, the gods did not need to be vengeful. This leads me to the conclusion that the Sumerian gods were followed out of fear but the Hindu gods were followed out of faith in dharma. The Judaic concept is a combination of the two. Man initially obeyed God out of fear, but eventually (at the end of Job), obedience was faith-based. Man and God developed faith in each other.There was free will in Judaic society, evidenced by God saying to Adam, â€Å"From every fruit of the garden you may surely eat. But from the tree of knowledge, good and evil, you shall not eat, for on the day you eat from it, you are doomed to die. † This allowed Adam to make a choice; thus giving him free will. I find evidence of fate and free will in Sumerian society. Gilgamesh encountered several instances where he made decisions without knowing there were consequences (indicating fate) and en countered the wrath of the gods. An example is when he rebuffed the goddess Ishtar’s wish to marry him.He knew not what the consequences would be beforehand. Ishtar was so dejected by the rejection that she (unsuccessfully) sent the Bull of Heaven to kill him. I see evidence of free will when Enkidu urged Gilgamesh to slay Humbaba, saying in part, â€Å"Finish him off for the kill, put him out of existence, before Enlil the foremost one hears of this! The great gods will become angry with us†¦,† indicating he knew beforehand the gods would not be happy with Humbaba’s slaying (indicating free will). In the Hindu concept, there was also no free will; you were to follow dharma.This was illustrated by Rama’s response to his mother, Kausalya, when she objected to his banishment to the Dandaka forest for fourteen years and asked that he take her with him. He said to her, â€Å"Mother, that would be extreme cruelty towards father. So long as father lives, please serve him: this is the eternal religion. To a woman her husband is verily god himself. † He was willing to follow the king’s will to follow dharma and kept his mother on the path of dharma, as well. There was evidence of all three cultures of their gods communicate directly to man.In the Judaic view, God spoke directly to Adam and Eve; not through a proxy. After God created them, He said to them, â€Å"Be fruitful and multiply and fill the earth and conquer it, and hold sway over the fish of the sea and the fowl of the heavens and every beast that crawls upon the earth. † There is also evidence in Job that God spoke directly to man, like when He answered Job from the whirlwind, â€Å"Who is this who darkens counsel†¦Ã¢â‚¬  In Sumerian culture, the gods speak directly to the humans as evidenced by Ishtar propositioning him thusly, â€Å"Come, Gilgamesh, you shall be my bridegroom!Give, oh give me of your lusciousness! You shall be my husband and I s hall be your wife. † Hindu divinity had gods communicating with humans, also. The god, Lord Visnu, who took the form of Rama to destroy the evil Ravana, regularly interacted and communicated with mortals throughout The Ramayana of Valmiki. The gods in Judaic and Sumerian culture seemed to be very petty and immature, behaviorally. The story of Job is an example of the Judaic god’s immaturity, when God allowed the Adversary to torture Job to prove his faith in God.This was little more than showing off, because he had no reason to test Job’s faith. Some Sumerian gods were also petty. Ishtar, as mentioned earlier, made the puerile decision to unleash the Bull of Heaven on Gilgamesh in a failed attempt to kill him for turning down her proposal. The Hindu gods do not seem as immature as the others, but they can make bad decisions based on emotion. Visnu (in the form of Rama), for example, was so angry when Sita was kidnapped (he thought a demon had eaten her), he threa tened to kill all living things.He said in part, â€Å"†¦I shall set aside all these virtues and the universe shall witness my supreme glory which will bring about the destruction of all creatures, including the demons. † In this paper, I have compared and contrasted the similarities of and differences between the Judaic, Sumerian and Hindu concepts of divinity. These concepts have many similarities and several distinct differences. I am hopeful I have sufficiently illustrated these common and unique divine attributes of religion.