Thursday, May 21, 2020

Gender Roles Half Breed And Anne Of Green Gables

Both Half-breed and Anne of Green Gables are two texts that inherently glorify gender specific roles. It is not to say that gender roles carry with them only the negative connotation that many of us have given them, but with them they also bring the ability for many of us to grow into our personal identities. Maria and Anne accepted some gender roles and fought others but either way it was the journey that helped them to get to their personal identities. Half-Breed, the autobiography of Maria Campbell indicates throughout the book how gender roles affected her personal identity. This autobiography is written in the times when gender roles were the norm for males and females. The first incidence of this is when Maria Campbell’s Mother passes away and the family automatically relies on her to act as the mother figure for her younger siblings and Maria, knowingly or unknowingly, takes on this new role. I am highlighting this gender role because everything else Maria did throughout the novel became actions to help fulfill this motherly role to the best. She stopped her education to better take care of her family. She married not because she loved her partner but because she thought of all the securities it could bring to her family. Continuous self-sacrifice is a gender role that is generally associated with being a mother figure or even a female. Very early on in the novel we can see a glimpse of the expected gender role. This is indicated when her father is â€Å"disappointed†

Wednesday, May 6, 2020

Introduction Of Psychographic Segmentation And The Market...

Introduction of Psychographic Segmentation Psychographic segmentation is a market segmentation strategy that divides the market into groups based on social class, lifestyle, and personality characteristics. Psychographic segmentation is based on the theory that the types of products and brands an individual purchases will reflect a person’s characteristics and their patterns of living. Social class is one of the three key variable for these type of company research purposes, which divides the population into groups based on their individual or household income. Marketers segment social class for the promotion advertising and promotion of services and products such as clothes, home furnishings, and leisure activities. For instance, someone of the lower social class would be able to eat McDonald’s rather than eating at Ruth Chris every weekend because McDonald’s reasonable prices. Lifestyle can be defined as how someone is currently living. In marketing, lifestyle characteristics are known to influence the buyer decision process for consumers. Marketers are known to segment markets according to consumer lifestyles. Marketers promote their products as reflections of consumer lifestyles. For example, Kellogg’s’ promote gluten-free, nourishing products with wholesome ingredients that are ideal for someone living a healthy and active life. Personality elements can be used to segment markets as well. Marketers give products personalities that match consumer personalities inShow MoreRelatedChery a Case Study of Market Segmentation, Targeting and Market Positioning1103 Words   |  5 PagesCHERY A CASE STUDY OF MARKET SEGMENTATION, TARGETING AND MARKET POSITIONING Introduction Built in 1997 Chery is one of the famous Chinese car manufacturers aiming at building ‘independent Chinese brand’ and is now on its way to be international. It has the capability of producing 650 thousand automobiles, 650 thousand engines and 400 thousand sets of gear-boxes annually. There are four sub-brands (Chery, Riich, Rely and Karry) under Chery and three types of cars (passenger cars, business carsRead Moremarket segmentation1426 Words   |  6 PagesMOUNTAIN DEW Introduction Mountain Dew (also known as Mtn Dew as of late 2008) is a soft drink distributed and manufactured by PepsiCo. The main formula was invented in Knoxville, Tennessee, named and first marketed in Knoxville and Johnson City, TN in the 1940s, then by Barney and Ally Hartman, in Fayetteville, North Carolina and across the United States in 1964.When removed from its characteristic green bottle, Mountain Dew is bright yellow-green and translucent. As of 2007, Mountain DewRead MoreMarketing Mix of Kfc1570 Words   |  7 PagesKentucky Fried Chicken ‡ Four P ¶s of Marketing mix. 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Why do you think this?   †¢ Famoso Neapolitan Pizzeria is targeting millennial crowd on the Go or the group in the range of 19-34 years old because it is a continuously growing age group. â€Å"While the average age of population in Canada continues to rise, the country saw an increase in the number of millennials, whose numbers increased by close to 10 percent in 2007-2012 period. †¢ According toRead MoreMarket Segmentation and Positioning1250 Words   |  5 PagesWrite a white paper on a company of your choice and discuss the market segmentation within that industry along with the target market for the company and the selection process for that target market.   Required Elements: * No more than 2100 words * Include demographic, psychographic, geographic, and behavioral characteristics for the selected company. * A positioning statement for the company with careful consideration of their brand and strategy * Paper is consistent with APA guidelinesRead MoreMarket Segmentation1933 Words   |  8 PagesINTRODUCTION : As we all know each and everyone in this world has their own needs and wants and from that we can tell that people’s needs and wants are met in different ways. Therefore in this situation, companies have to make desicions on how to attract their target customers. This can be done through market segmentation in order for the company to achieve their target. Market segmentation refers to a marketing concept which divides complete market into smaller segments. One market segmentRead MoreKeystone Light / Miller Coors865 Words   |  4 PagesKeystone Light/Miller Coors: â€Å"Canhole† Keystone lights primary objectives are to stave off decline in convenience stores and increase overall brand engagement. With the introduction of â€Å"canhole† based on the term â€Å"bro-ments† coined via a combination of quantitative and qualitative research, Keystone light hopes to create more shared moments by brand engagement. Since, the game itself requires multiple roles of participation, in a singular or team setting, shared moments convey between potential

Malaria Infection and Relatively New Species Free Essays

The Compromise of 1850 is one of the most important compromises in this history of the United States, maybe even the world. The Compromise of 1850 is made up of five bills passed in the United States of America in September 1850, and it terminated a four-year confrontation between the slave states of the south and the free states of the north concerning the position of territories gained during the time of the Mexican-American war which was in 1846-1848. The most important political ramification in the Compromise has to be the Fugitive Slave Act for numerous reasons. We will write a custom essay sample on Malaria: Infection and Relatively New Species or any similar topic only for you Order Now Many historians have argued that the Fugitive Slave Act was very obliging to the abolitionist cause, even though some of the abolitionists did not like its’ provisions. The Fugitive Slave Act was not beneficial to the slaves and it did not help the slaves escape to freedom. The subject matter of fugitive slaves in an intellect became one of the single main influential armaments in the hands of the Abolitionist Movement. The Constitution has an article that says that fugitives from industry must be sent back to the South if they were caught in the North. Also, this gave slavery what people like to call more territory. That meant that it made slavery a global organization. Although the northern states did have the ability to abolish slavery, they could not pass up their own Constitutional priority to enforce the slave laws that were in the southern states. Some fugitives even carried with them the officially authorized status of slavery, even in a territory that didn’t have any slavery at all. In reality, most of the states did not do much about this. That is the reason the Fugitive Slave Act of 1850 was enacted, which made the federal government responsible for tracking down and apprehending fugitive slaves in the North, and sending them back to the South. The Fugitive Slave Law of 1850, one might say, was the most powerful exercise of federal authority within the United States in the whole era before the Civil War. The Fugitive Slave Act also had a great amount of features that seemed to terminate some liberties of free Caucasian northerners. The Fugitive Slave Act permitted the federal government to represent citizens, even if that meant against their will, and make them to take part in posses and any other groups to grab a hold of fugitive slaves. Also, it said that limited courts couldn’t give a ruling whether somebody was a slave or not. Federal commissioners would be likely to come in and see and hear the testimony. Also, the slaves were not permitted to testify either. The person who testified was the owner, or the so-called owner, of the suspected fugitive. Then, the commissioner would arbitrate whether the owner of the suspected fugitive’s testimony was actually believable or not, and after that they would send the person back to slavery. The Fugitive Slave Act was a very powerful tool. It was mostly used to gather a great amount of slaves, escaped slaves, or even people who weren’t even considered slaves at all, who were born free and ship them back to the South. The Fugitive Slave Act wasn’t a success due to an effort to keep the Union together. Rather, they focused on differences on the issue of slavery. The act also brought up some very important problems about what it means to trace the direction of law and go after fairness beneath a Constitution that both advertised freedom and permitted slavery. The acts exasperated Northern sensibilities that had turned aligned with slavery. Both, Northern social and legal reaction next to the acts were intimidating and abusive to Southerners. Southerners felt that a few abolitionists in the North, yet some Northern legislatures heartening slaves to rebel, an option that a great amount of Southerners really feared. The Fugitive Slave Act arranged commissioners to go after slaves who had to flee into Free States to capture them and return them to their masters. Because a great amount of Free States disliked being obligated to assist with a scheme they wanted to border and ultimately abolish, they enacted laws intended to limit the efficiency of the commissioners and a great amount of officials declined to assist even though mandated by law to do so. It brought up the stage of public opinion in the North that felt it could not coexist, both half slave and half free. Previous to 1850, if runaway slaves were captured, they were normally killed, and sometimes even tormented in an open exhibit to fright other slaves. Chastisement in the North for Caucasian citizens and free African-Americans who helped during escapes were formally not as cruel normally a fine for the loss of property and a petite prison sentence that might not be enforced. In 1850, consequences became much steeper and incorporated more jail time. Whites, who fortified slaves, which was frequently mandatory along the hazardous direction, could be executed. Back in the South, anybody whether white or black who helped a fugitive, could face fatality. Northern response in opposition to the Fugitive Slave Act was physically powerful and a great amount of states enacted laws that invalidated its’ effect, making it valueless. On top of that, slave gatherers could officially maintain that any African-American citizen they saw was a runaway slave, which not only threatened free African-Americans but infuriated many white citizens. Northerners were shocked by reports of slave gatherers luring young free African-American kids onto boats and departing them to the Deep South. In cases where the rule was put into effect, intimidation or acts of horde aggression often required the send out of federal troops. Citizens convicted of infringing the act were frequently and seriously fined, locked up, or both. The rejection of northern states to put into effect the Fugitive Slave Act was suspected by South Carolina as one cause for its secession from the Union earlier to the start of the Civil War. Any citizen aiding an escapee slave by providing protection, food or any other form of support was legally responsible to six months’ custody and a $500 fine, Â ¬ a pricey consequence in those days. Those officers catching a fugitive slave were permitted to a fee and this encouraged some officers to take hostage free Negroes and wholesale them to slave-owners. If a runaway slave was seen, he or she ought to be detained and turned in to the authorities for banishment back to the rightful possessor down south. It was considered that the Fugitive Slave Act would reduce the incentive for slaves to try to flee. The underlying principle behind this was the slaves’ comprehension that even if they managed to run away from their cultivated area, they could still be captured and brought back by any citizen in the United States of America. Also, the Fugitive Slave Act led to the Civil War. Northerners, who may have been reluctant to go to war over the slavery in the South, were located in a tricky condition by the obligation that they capture African-Americans who had ran from burden and return them to their previous slave-holders. This put Northerners frankly in conspiracy with slavery, and they couldn’t exist with that. In conclusion, the Fugitive Slave Act was not a success at all. Sure it had great intentions, but it just did not work out. This was one of the most contentious acts of the 1850 compromise and heightened Northern worries of a slave power scheme. It confirmed that all fugitive slaves were; upon detain, to be returned to their owners. Abolitionists called it the Bloodhound Law for the dogs that were frequently utilized to track down fugitive slaves. How to cite Malaria: Infection and Relatively New Species, Papers

Sunday, April 26, 2020

Internal Campaign Planning for Inclusion of Persons with Disabilities

Situation Analysis In Japan, there are more than seven million people with disabilities. Most of these people face discrimination when it comes to job recruitment due to the attitudes of most employers towards persons with disabilities. So as to address the situation, the government came up with the disabilities act. The key mandate of the act was to protect the employment rights of persons with disabilities.Advertising We will write a custom critical writing sample on Internal Campaign Planning for Inclusion of Persons with Disabilities specifically for you for only $16.05 $11/page Learn More In complying with this act, our organization is strategizing on ways of implementing successful inclusion. This will require effective internal communication aimed at creating awareness among the employees and other relevant stakeholders. Internal communication Internal Communication refers to communication that takes place within an organization. In most organizat ions, internal communication is mostly between the management and the employees or between the management and other stakeholders. An effective campaign planning will require effective modes of internal communication so as to enhance dissemination and exchange of information in a more consistent and coordinated manner Benefits of Internal Communication First, internal communication enhances the experiences of the employees. Second, internal communications keep the employees informed and involved. Here, employees are kept informed on how to carry out their jobs, arising issues that may affect them and the priorities of the organization. Employees are also informed on emerging policies and procedures. Third, internal communication improves the coordination of communication activities and sharing of best practice. Finally, internal communication enables an organization to deliver its priorities to citizens, partners and other stakeholders. The Key Internal Communication Planning (ICP) S teps The size of the organization will largely impact how we plan for internal communication. For instance, if the organization is small, a branch manager can solely draft an internal communication strategy especially if the elements of internal communication are his minors.Advertising Looking for critical writing on communications media? Let's see if we can help you! Get your first paper with 15% OFF Learn More Alternatively, the manager can consult with the staff in making decisions. On the other hand, internal communication includes more players in larger organizations. Such players may include senior executives and human resource managers among others. However, the general ICP process consists of eight steps. These steps include: identifying the culture wanted, identifying the communication tools that are available, determining the tools suited attainment of the vision, describing how each tool will be used, planning for remediation, planning for implementation, a ctual implementation, and monitoring and evaluation. Identifying the Culture Wanted The culture we seek to create should promote the realization of the organization’s vision. In the case of our organization, our vision is to attain full inclusion of persons with disabilities in the organization. Thus we need to come up with values, principles and procedures that will bring this vision to life. Identifying Communication Tools that are Available Since internal communication is a broad area, we need to identify the most effective means of creating the corporate culture that we desire. Some of the communication tools that are commonly used include: training, websites and internets, internal memos, newsletter, slogans, brochures, manager to staff communication, team addresses, policies and procedures, management behavior that sends messages and staff to management forums. Determining the tools suited for attainment of the vision Here, the tools that are most suitable for attainmen t of the vision are selected. In our case, training, brochures, websites and internets, internal memos, newsletters, slogans, manager to staff communication, team addresses, policies and procedures are all suited for the attainment of our vision. Developing a description of how each tool will be used It is important for people in charge of the communication tools to be well informed on how their tools fit into the entire context. For instance, managers need to understand how to write internal memos that match to the goals of internal communication. A corporate newsletter editor also needs to be well informed so as to convey information that promotes the desired culture.Advertising We will write a custom critical writing sample on Internal Campaign Planning for Inclusion of Persons with Disabilities specifically for you for only $16.05 $11/page Learn More Planning for remediation This means that people in the organization needs to be informed on how to c ommunicate. For instance, a corporate newsletter editor may need to learn what inclusion of persons with disabilities entails for him to be able to communicate effectively to the entire staff on this issue. This can be done by prior training. Plan for Implementation Planning for implementation requires that we know what we need to communicate and means of communicating it. Here, we can assign responsibilities to different members and dates for implementation process. Actual Implementation This will entail carrying out the actual plan so as to realize the desired culture or vision. Monitoring and Evaluation It is important that the effectiveness of the communication tools be assessed from time to time. This is because over time, some communication tools may become ineffective, thus requiring replacement. Annual surveys can be used to monitor progress. Case Analysis of Companies that have Achieved Inclusion These two companies have already attained successful inclusion in their compan ies. Thus, understanding their campaign strategies can be of much importance to our organization. Toshiba Company Toshiba Company began implementing inclusion in the year 2007. (Toshiba, 2011).The main campaign strategies that Toshiba used to attain inclusion were: education and training, newsletters and brochures. Toshiba (2011) highlights some of the activities that enhanced employees’ awareness of the importance of inclusion as: Education and Training for the Employees The company recruited experts who trained the employees on possible ways of supporting persons with disabilities at work place. The employees were also informed about the rights and limitations of persons with disabilities.Advertising Looking for critical writing on communications media? Let's see if we can help you! Get your first paper with 15% OFF Learn More Development of â€Å"Kirameki† Newsletter This newsletter was developed so as to raise awareness on the importance of diversity and inclusion. The newsletter which was also available in English translation used to be distributed to all employees. According to Toshiba (2011), over a hundred thousand copies of the newsletters used to be distributed to individual employees and group companies. The newsletter’s main purpose was to raise awareness on the importance of inclusion and respect for diversity (Toshiba, 2011). Brochure on Systems to Support Persons with Disabilities The company designed brochures concerning the need of supporting persons with disabilities at work place and distributed them to all employees. The brochures highlighted the limitations faced by persons with disabilities and demonstrated possible ways of supporting them at work place. This equipped the employees with the knowledge required in supporting inclusion of persons with disabilities at work pl ace. Adoption of Slogans Slogans such as â€Å"made for life† were used to campaign for inclusion of persons with disabilities in Japan. Ernst Young Company This company was able to successfully implement inclusion by building understanding among people and providing guidance on work habits among its employees (Ernst Young, 2011). To start with, the company created a group known as Ernst Young Accessibilities People Resource Network that provided guidance and raised awareness of work place issues that affected persons with disabilities (Ernst Young, 2011).This group also held many internal conferences aimed at discussing ways that the firm could support persons with disabilities. Secondly, the company created a group that was known as Abilities Network Championship. This group ensured that disabilities-awareness messages and educational materials were included in local meetings (Ernst Young, 2011). Finally, the company created an assistance program known as Network for P arents of Children with Special Health Care Needs. This program was aimed at ensuring that employees who have children with special needs were given fed with relevant information. Conclusions and Decisions Since inclusion of persons with disabilities is likely to cause anxiety, campaign planning is immensely important. So as to come up with an effective internal campaign strategy on inclusion, ICP is required. Considering that inclusion may take a long duration before it is fully experienced, it is important to take a long term approach to guide ICP. For instance, we can take strategic ICP which is a long term approach as opposed to event based tactical communication planning which is usually short term. Before commencing ICP, it is important that we bear in mind the kind of work place that is intended and the values, principles and procedures that need to be in place so as to attain the intended goals of the organization. Just like in any other strategic planning, we first need to come up with a vision for the organization followed by a well planned communication approach aimed at bringing the vision to reality. Next, it is important that we take a very broad approach to internal communication. This can be achieved by ensuring that we do not only formulate statement of principles and display them on notice boards but also consider the behavior of managers and other internal decisions. The behavior of managers and decisions made represent the real communication tools and if they are ignored, a conflicting situation will arise between the formal communications and the management actions and decisions. Thus, it is important that we come up with a consistent and a comprehensive approach to internal communication. In addition, since Ernst Young and Toshiba companies have achieved successful inclusion, we can adapt some of the communication tools and strategies that they used in their campaign. These include: use of education and training, newsletters, brochures, slogans and networks. The networks should be aimed at promoting inclusion by building understanding. To start with, education and training can be carried out by recruiting experts to train the employees on possible ways of supporting persons with disabilities and the rights and limitations of persons with disabilities. Secondly, newsletters can be developed so as to raise awareness on the importance of diversity and inclusion. The newsletters should also be available in English translation so as to cater for diversity. Individuals and group companies should be given copies of these newsletters. The newsletter’s main purpose should be to raise awareness on the importance of inclusion and respect for diversity (Toshiba, 2011). Consequently, the company can design brochures that explain the need for supporting persons with disabilities. The brochures can then be distributed to the employees. Finally, relevant slogans that relate to inclusion can be formulated so as to raise awar eness. References Bottom of Form Ernst Young (2011). Bringing people together. Retrieved from Toshiba (2011). Corporate social responsibility: respect for diversity. Retrieved from This critical writing on Internal Campaign Planning for Inclusion of Persons with Disabilities was written and submitted by user Madeleine U. to help you with your own studies. You are free to use it for research and reference purposes in order to write your own paper; however, you must cite it accordingly. You can donate your paper here.

Wednesday, March 18, 2020

Views on Abortion essays

Views on Abortion essays All throughout American abortion remains one of the most debatable subjects of the current age. However, in this essay the issue in question is not primarily that of abortion. The main issue lies in when the fetus can be considered a person. An unwanted child is a sad thing, and the social problems which come with this child have no easy solutions. Single motherhood, financial destitution, child neglect, and urban overcrowding are some outcomes of an unwanted child. Several areas of this topic include history, medical, law, and Bible. From the history aspect, information will be brought forth as to church history and when certain groups saw a fetus as an individual. On the other hand, the medical perspective will show doctors opinions to when a fetus (by medical standards) is officially able to be considered a living individual. The law area of the subject covers when, where and on what grounds abortion was legalized. The final branch consists of Biblical interpretation and views on abortion from both pro-choice and pro-life views. The goal of these pages is to examine the intense subject of abortion from several perspectives, with the main focus centered around the question of when the fetus life as a person begins. Both pro-choice and pro-life supporters disagree on the subject. However, there is also agreement. A majority on both sides tend to agree that the life of a child is priceless and should be guarded under the full protection of the law. There is also a high number in agreement with the idea that a has the right to make decisions about her own body. The disagreement lies in when the fetus is considered a person, and thus is protected by the law. If one believes that the fetus is not a person, than the fetus is simply a part of the womans body, and contingent to her control. And with this opinion, any effort to take away from this control is a ...

Monday, March 2, 2020

5 Myths Stopping You From Getting Promoted

5 Myths Stopping You From Getting Promoted You know you deserved that promotion, and probably the one before that. People who are newer to the company and not getting the same results you are seem to be getting all of the recognition while you feel left behind. How can you get noticed by the higher-ups doing the noticing? Here are 5 myths you need to debunk right away if getting a promotion is your end goal. 1. Everybody knows you’re  a hard worker.Just because you work hard, doesn’t mean people notice. And certainly not higher-ups who may not interact with you on a daily basis. For all you know, a middle manager could be taking all the credit that should be yours. Find a way to let your boss know when you score big or do especially well. Toot your own horn. Don’t be a braggart, but play it smart. They’ll never reward your hard work if they don’t know about it.2. Your boss knows you  want to be promoted.If you haven’t told your boss explicitly what your ambitions are, and how youà ¢â‚¬â„¢d like to move up in your field, then chances are good she doesn’t know. Not everybody wants to use every job as a springboard higher up the ladder. Some people are quite content to stay in one position for a decade or two. Make your wishes known and ask your boss for her help in your career development. She’ll be flattered and she’ll know exactly what you want when new opportunities open up.3. Your friend would never go after something  you want so much.It’s lovely to have close friends among our colleagues. But keep in mind, this is their livelihood too. Just because you’re pals doesn’t mean your pal won’t throw their hat in the same ring after your coveted promotion. It’s business, after all. Keep your eyes open and don’t miss any chances.4. HR posts all the openings.Sometimes, positions open up and are filled before HR has the chance to make it public. Keep your ear to the ground and pay attention when peopl e in other departments are chatting about their teams. If you hear of someone about to leave, or applying out or up, get on putting yourself out there to replace them before someone else does.5. You’re not supposed be involved  with other departments.If you’ve struck up an interest or affinity with another department or another manager, that’s fine. As long as your work is getting done- and well- there’s no problem pitching in and helping out. That’s a great way to position yourself should any openings come up in that department. Your boss will be fine with it, provided you don’t let it interfere with your work for her and in your current department.Make sure you’re in the game before you complain about being left out of it.

Saturday, February 15, 2020

Prin of Organizational Behav Assignment Example | Topics and Well Written Essays - 500 words

Prin of Organizational Behav - Assignment Example It is not in the best interest of any company to have a high employee turnover rate. It takes money and time to properly train an employee. Also new employees must master the learning curve of their job to become effective workers. Another con associated with high employee turnover is loss of tacit knowledge (Goessl). Employee turnover can hurt a company especially when the firm loses employees that are hard to replace due to a shortage of talent available in the job market. There are different personality types or managerial styles. Three of those styles are charismatic, transactional, and transformational leaders. A charismatic manager is a person that uses their personal abilities to have a profound effect on their workers. This type of personality is effective at the executive management level. The personality type that I think is most effective for your typical manager is transactional leader. A transactional manager is a person that performs the necessary exchanges with their employees to ensure they get the job done. A bad decision maker is a person that does not use the scientific method in order to analyze potential solutions to find the best alternative to solve a problem. Another characteristic of poor decision makers is that they do not listen to the input from their co-workers. Good decision makers follow the six step rational model to make decisions. The six step rational decision model is illustrated below: 5. What variable pay programs does your organization use? If your company does not use variable pay programs, do you think they should? Why or Why Not? Do you think the addition of these programs would be motivational for the employees in your organization? The organization I work for does not use variable pay programs. I believe that the company should implement the use of variable pay program. The reason I believe variable pay would be beneficial to both the