A Poetic Journey of Love and Honor :: English Literature Essays

A Poetic Journey of Love and Honor A Trilogy of Love From the second we met in late-winter, as she ventured out of her vehicle and tossed her hair back, I realized I was enamored. â€Å"Her long dim hair, her lovely smile†¦when she say’s â€Å"hi†, I’m swoon for a while†. While looking into her delicate wonderful eyes as she spoke, I couldn’t help yet notice her chuckling that went with that bewildering magnificence. â€Å"Her giggling echo’s, the quiet awakes†¦her excellence flourish.. just makes my heart ache..† She disclosed to me she was from the mountains in Kentucky and the amount she cherished and needed to restore sometime in the not so distant future. â€Å"She originates from the mountains, A spot she calls home†¦This place she cherishes, where she’s not alone†¦Ã¢â‚¬  I realized this was a lady like no other lady in my life. † She’s into my life like a melody and a prayer†¦never previously, it just wasn’t there..† In the days that followed, as we walked around the recreation center submerged with spring scents, I realized I could never be the equivalent. â€Å"My life has changed like blossoms in June†¦A new day is here, â€Å"smell the lilacs in bloom.† I discovered her wonderful as well as wise and I couldn’t quit thinking about her. â€Å"As your excellence comes into center.. My contemplations are yours, eternity yours†. The more I became more acquainted with her, the more joyful I became. â€Å"For nobody has made me more joyful, filling my life as completely†¦ As you had made me, stroking me with your grin when our eyes meet..†. I set out to respect her at whatever point I would, she be able to was such a brilliant mother and sweetheart that I was constrained to tell the world. â€Å"If winds could talk, they’d tell a story that fills the spirit with affection and warmth†¦ And simply having known you, my life is for the better†¦Ã¢â‚¬  At that point simply like that, something changed and we were not, at this point together. â€Å"But now she’s gone like a fresh spring day, and I’m in solitude... with nothing to say†¦Ã¢â‚¬  Where there used to be love, is there no more. â€Å"I know not when, love came and gone†¦ where it finished or when it begun..† Today I can dare to dream and theorize about tomorrow and what may have been. â€Å"With every day passing just expectation is alive†¦sweet dreams of a future that didn't endure.

Revitalizing YAHOO brand

Question: How to remake its image quality, what proposals you would give? Answer: A long time previously, Yahoo was the main web index which was generally perceived on the web. According to the changing patterns in the market fragments, Google is the generally utilized web crawlers at current occasions. It is essential to comprehend the various highlights of Google in contrast with yippee. There were a few equals between the two organizations, yet Google has extended its business as of late. Development in the administrations offered by Google was viewed as the most significant factor for declination of Yahoo (Snider, 2011). The most significant for hurray is to improve its individual center advances and its administrations. The organization needs to advance, its administrations, as this will make an extraordinary effect on the brains of the clients. Then again, Google offers numerous different items and administrations as contrasted and that of Yahoo, for example, the chrome program which is generally utilized everywhere throughout the world. The mail office from the two organizations makes a significant distinction, hurray offers 1GB of online stockpiling for the messages though Google offers 15 GB of the online stockpiling. So as to pick up its unique position, Yahoo needs to improve its administrations and the organization ought to present development and innovativeness in its administrations (Tigani and Naidu, 2014). Next is the showcasing procedure, the organization ought to advance its administrations by means of flawless channels. The association needs to improve its database and ought to furnish answers with uniqueness and right. Chopping down expense and including more highlights will improve the brand notoriety of the organization. References Snider, M. (2011).Yahoo! UI Library 2.x Cookbook. Birmingham: Packt Pub. Tigani, J. furthermore, Naidu, S. (2014).Google BigQuery Analytics. Indianapolis: John Wiley Sons, Inc.

How to write analytical report Essay Example

The most effective method to compose expository report Paper There are different assignments that an understudy will look at school, for example, exposition papers, research paper and research papers. Most understudies know about that sort of papers and before attending a university or college they had a better than average involvement in them. Those papers are the most widely recognized assignments at each school or college, yet they are very testing and difficult to manage. Among the assortment of assignments there are likewise very explicit ones that contrast from papers that understudies manage each day. Considering the way that each task has its own goal understudies should remember that a few assignments they will discover very difficult to finish as they all expect of understudies to utilize various qualities. However, not at all like research papers and research papers there is a paper called systematic report and it is as trying as them two. Understudies will infrequently get that sort of papers, notwithstanding, that doesn't mean they ought not be set up to manage it. We will compose a custom article test on How to compose explanatory report explicitly for you for just $16.38 $13.9/page Request now We will compose a custom paper test on How to compose diagnostic report explicitly for you FOR ONLY $16.38 $13.9/page Recruit Writer We will compose a custom paper test on How to compose diagnostic report explicitly for you FOR ONLY $16.38 $13.9/page Recruit Writer How to compose logical report and what's going on here? A logical report is a kind of business report or study that suggests an activity (or activities) to take care of an issue. The report takes an issue, thought or issue and separates it into its segment parts to look at how the parts fit together. These are regularly doled out by educators and teachers to understudies who are studying business or different courses as an approach to test and evaluate them. An expository report is regularly used to examine the practicality of a venture or activity, for example, deciding if it is savvy to execute an answer or change to a current task. It has become an incredible open door to survey the understudy as well as particularly for understudies to see whether they can think carefully thinking about the realities and examine them with one another or not. A few people can't separate significant things from pointless data and when managing explanatory report it is one of the most vital minutes. Notwithstanding, in any event, for the cleverest understudies it is difficult to clarify their choice demonstrating the unmistakable position. When composing Analytical reports, understudies should endeavor to list the entirety of the huge realities and insights concerning what they are expounding on (for example their subject) and ought to clarify each critical angle in as much detail as possible. Understudies need to utilize basic speculation to appropriately break down different qualities and foresee the result if certain occasions occurred. Understudies should then survey any counter-contention or guarantee that can be made towards them and their investigation. They should ensure that their contentions are all around bolstered by confirmations and that their experimental information is pertinent to the point they are attempting to make. They should then sum up the whole report and make it as brief as could reasonably be expected. The exploration work done in expository report is frequently at least in examine paper as understudies ought to have the option to contend with each guarantee they face. In some cases the confound of contentions is there in light of the fact that the wellsprings of data appears to be inconsistent to your adversary and you need to show your solid situation with verification. While organization ought to carefully be limited to what your educator lets you know, with regards to reference, it is ideal to stay with the Turabian style as that is the more regularly utilized one. Understudies can decide to veer off, however they should ensure the entirety of their sources are refered to. It is in every case best to let assignments such an expository reports be taken care of by our composing administration. Our group of refined journalists is incredibly talented with regards to such reports as they have a long history of making great assignments with fantastic substance and unique information. Every one of our essayists are experienced as well as they are for the most part brilliant enough to sum up all realities, reject inconsistent data and abbreviate the report so you will get all examination in brief configuration. 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How to Write an Essay

How to Write an EssayAn essay is written in various ways, and a lot of different topics can be used in order to write an essay. Some of the topics that you may write include self-esteem, relationship, people or family, religion, politics, philosophy, etc.Think about how you would like your topic to be presented. It will determine how you write the essay. These subjects are required for writing an essay, and there are a number of ways that you can use to write an essay.Think about the topic that you want to write. Do you want to write a short essay, a long essay, or do you want to write an essay about some other topic? When you are going through these different scenarios, you will see that there are a number of things that you will need to think about.For example, if you are going to write an essay about self-esteem, you will have to think about the topic that you want to write about. Many people have been talking about self-esteem recently, so you will need to take this into consider ation when you are writing the essay. What will the subject of your essay be? You will also need to consider the personality type of the person that you are writing the essay for.If you are going to write an essay about the relationship, you will also need to think about the subject. There are many different types of relationships. Many times, people will begin to make up stories about relationships when they are first starting out, and you will need to think about this aspect when you are writing the essay. You will also need to think about the personality type of the person that you are writing the essay for.If you are going to write an essay about people or family, you will need to think about this topic as well. The most common way to write an essay is to write it in the form of a story. If you are going to write an essay about the relationship, you will need to think about what the relationship between the two people will be. This is how you will know if you are writing a short essay, a long essay, or an essay about someone else's life.MircoEconomics is an organization that is designed to help you with writing an essay. They have several different tutorials that can help you learn to write an essay.

The need for job satisfaction in workplaces - Free Essay Example

Sample details Pages: 13 Words: 3937 Downloads: 7 Date added: 2017/06/26 Category Management Essay Type Analytical essay Did you like this example? Locke (1989) gives a wide-ranging explanation of job satisfaction as a pleasing or optimistic emotional condition resulting from appraisal of ones job or job experience. According to Smith, Kendall and Hulin (1975), job satisfaction is the perceived characteristics of the job in relation to an individuals frames of reference. Alternatives available in given situations, expectations, and experience play important roles in providing the relevant frame of reference. Don’t waste time! Our writers will create an original "The need for job satisfaction in workplaces" essay for you Create order These authors put yourself forward that the evaluation of satisfaction or dissatisfaction is made on the basis of a frame of reference which may be either an internal, absolute standard of value that is unaffected by context or an external, relative standard that is specific to a particular context. In their view, a persons general assessment of how satisfied he/she is on the job is made according to an absolute frame of reference, while a persons assessment of level of satisfaction with individual job facets (e.g., play or management) is based on a relative standard that is specific to the work context and that involves comparison with the situation of other employees. Job satisfaction has been distinct as an enjoyable touching situation resulting from the assessment of ones job; a sentimental response to ones job; and an approach towards ones job. Weiss (2002) has argued that job satisfaction is an attitude but points away that researcher ought to clearly differentiate the bits and pieces of cognitive assessment which are affective (emotional), beliefs as well as behaviors. This description explains that we form attitudes towards our jobs by captivating keen on explaining our feelings, our beliefs, and our behaviors. JOB SATISFACTION VARIOUS FACTORS Job satisfaction is an attitudinal variable that reflects how community feel about there jobs overall as well as various aspects of them. The term job satisfaction refers to the perceived feelings, which an employee has towards his job. It is a psychological feeling and has both rational and emotional elements. Job satisfaction, being global aspect is affected by a large array of variables such as salary, promotion, age, experience, primary and secondary needs, opportunity for advancement congenial working conditions, competent and fair supervision, and degree of participation in goal setting and perception of employees. It is the perceived characteristics of the job in relation to and the individuals frame of reference. Alternatives available in the given situations, expectations, and experience play important roles in providing the relevant frame of reference.(Smith, Kendall Hulin, 1975). Affective satisfaction is that founded on an overall positive emotional assessment of the employees job, this satisfaction focuses on their mood when working; i.e., whether the job evokes a good mood and positive approach while working. Positive feelings or a positive mood displayed by the employee may indicate job satisfaction. Conversely, cognitive satisfaction is satisfaction that is established on a more logical and rational appraisal of the job conditions. Therefore, cognitive satisfaction is an assessment based on comparisons that do not rely on emotional judgments, but are evaluations of conditions, opportunities and/or outcomes (Moorman, 1993). Social scientists have consistently established that job satisfaction differs with age for both women and men in various occupations (Weaver, 1980; Rhodes, 1983; Lee et al., 1985; Lowther, Gill, and Coppard, 1985; Kacmar and Ferris, 1989; Snyder and Dietrich, 1992; Ang, Goh and Koh, 1993). Mood and emotions while functioning are the resources which cumulate to form the moving element of job satisfaction (Weiss a nd Cropanzano, 1996). Moods have a propensity to be longer permanent but often weaker states of uncertain source, while emotions are often more concentrated, short-lived and have an understandable objective or foundation. DIMENSIONS OF JOB SATISFACTION The authority of job satisfaction and its components is one of the more thoroughly investigated topics in organizational commitment literature. Job satisfaction refers to an overall affective orientation on part of individuals towards work rules, which they are presently occupying. This conceptualization implies that job satisfaction is a unitary concept and that individual may be characterized by some sort of vaguely defined attitude towards their job situation. A worker level of job satisfaction is a function of range of specific satisfaction and dissatisfactions that he experiences with respect to various dimensions of work. Attitudinal commitment is related more strongly to overall job satisfaction, whereas calculative commitment is more highly related to satisfaction with promotional opportunities and pay. Mathieu (1991) investigated the relationship between commitment and job satisfaction and concluded that commitment and satisfaction are reciprocally related, however, the in fluence of satisfaction on commitment was found to be stronger than reverse effect. Work attitude have two dimensions: the first dimension is motivation factors, which lead to job satisfaction; the second dimension is maintenance factors. Maintenance factors must be present and sufficient in order to permit motivational factors to exist. If it is not sufficiently present, this may lead to dissatisfaction. Herzberg (1959) maintains that it is not proper thinking that reducing the impact of dissatisfaction will enhance job satisfaction. The sources of dissatisfaction according to Metzler (1994) include: salary, fringe benefits, departmental policies, supervision, interpersonal relations and other extrinsic work aspects. Herzberg (1959) contends that the origins of satisfaction are: achievement, recognition, advancement, growth and the challenge of work itself. While representative satisfaction with the job overall, the literature also documents a pattern of differing degrees of satisfaction with exact facets of the occupation. The lowest ratings nearly always obtain in the areas of extrinsic rewards such as pay and especially advancement opportunities. Other usually voiced dissatisfactions are in the areas of recognition and administrative policies and practices. With admiration to supervision, the findings are mixed, as some studies find high satisfaction with supervision (Lester, 1985; Watland, 1988), others show this to be an area where satisfaction is low (Chen, 1977), and still others demonstrate that the level of satisfaction with supervision is lower for some groups than others (Cole, 1977) According to Robbins (1993) there are four primary factors that determine job satisfaction. The first factor is for employees to have mentally challenging work. Employees generally enjoy jobs that provide them opportunities to make use of their skills and abilities, as well as contributing a diversity of tasks, feedback and freedom. Jobs that have too little c hallenge will often create frustration and feelings of failure. The second determinant of job satisfaction is equitable rewards. Employees want to pay system and promotion policies that they recognize at the same time as being immediate, unmistakable, and in line with their prospect. When employees believe their pay is fair based upon job order, community pay principles and individual skill level, they are likely to feel satisfied; the same is true for promotion standards. The third determinant of job satisfaction is supportive working conditions. Employees prefer working environments that are safe and comfortable, not dangerous. This comfort level may include issues such as lighting, temperature, noise and other environment factors. Many employees in addition, prefer to work close to home with adequate tools to perform their tasks. The last determinant of job satisfaction is supportive colleagues. For many employees, work fulfills the need for social connections. Not shockingly, th erefore, having friendly and supportive coworkers lead to increased job satisfaction. Luthans (1998) describe three dimensions of job satisfaction that can consider more important. First, job satisfaction is an affecting response to a job satisfaction such, it cannot be seen; only is inferred. Second, job satisfaction is over and over again strong-minded by how well outcomes get together or go beyond prospect. E.g if managerial participants experience that they are working much harder than others in the departments but are getting few rewards, they will almost certainly have a negative approach toward the work, the boss, and or co-worker. They will be dissatisfied. On the additional hand over, if they feel they are being treated very well and are being paid justifiably, they are likely to have optimistic attitude towards the work. They will be job satisfied. Third, job satisfaction represents more than a few related attitudes. THE JOB DESCRIPTION INDEX (JDI) The Job Description Index (JDI), formed by Smith, Kendall, Hulin (1969), is an exact survey of job satisfaction that has been comprehensively used. It check ones satisfaction in five facets: pay, promotions and promotion opportunities, coworkers, supervision, and the work itself. RELATIONSHIP BETWEEN JOB SATISFACTION LENGTH OF EMPLOYMENT Ronen (1978) examined the association between job satisfaction and length of employment in a particular job. He long-established the hypothesis that the change in job satisfaction with length of service resembles a U-shaped curve. It is recommended that intrinsic satisfaction in a job is a major contributor to change in the overall satisfaction of workers over time. Thus, according to Ronen, extent of service is related with job satisfaction and job dissatisfaction. Nicholson and Miljus (1972) accomplished in their own studies that promotion and policies and administrative practices appear to be very core of the turnover problems. The researchers did not directly relate turnover and length of services with satisfaction or dissatisfaction. RESEARCHES MADE ON JOB SATISFACTION TO ENSURE TO WHICH EXTENT IT IS IMPORTANT TO AN ORGANZIATION While much of the traditional job satisfaction research (Seymour and Busherhof, 1991; Carr and Kazanouski, 1994; DenSantis and Durst, 1996) demonstrates that employees generally want stable employment, opportunity for promotion and satisfactory compensation, some recent research of employees (Daley, 1996; Emmert and Taher, 1992) show that such things as flexible working hours, social satisfaction and the characteristics and behaviors superiors also have an affect on employees satisfaction levels. The result of such studies support the idea that job satisfaction is a product of many different variables operating on the employees (DeSantis et al., 1996). A enormous deal of the research on this issue has been dominated by the purported structural or job related explanation of job satisfaction. Such explanation centers on the attributes of good jobs as the principal factors explaining worker satisfaction. This approach contends that two fundamental categories of job characteristics are of crucial importance in attaining satisfaction among workers: the jobs internal rewards such as having diverse and challenging work, and the jobs external rewards such as fair compensation and fringe benefits (Hertzberg, Mausner, Peterson and Capwell, 1957; Hertzberg, Mausner and Snyderman, 1959). Although the Hertzberg model is well documented, more recent investigations into job satisfaction have questioned the utility of the two-dimensional model and sought a more interactional approach. Specifically the works of Kalleberg (1977), Lee and Wilbur (1985), and Martin and Hanson (1985) propose that the characteristics of the employee interact with the internal and external characteristics depicted in the structural model. The realization that personal characteristics ( i.e. age, education, gender and job security) have a distinct affect on job satisfaction implies that job satisfaction may perhaps be more a result of the fit between employees need and work requirements on the on e hand and the actual job and characteristics on the other. Blackburn and Bruce (1989), suggest that quality of work life factors have a comparatively diminutive impact on job satisfaction level as compared to the personal factor of age, length of Service and education. Abraham and Medoff (1984) obtainable survey evidence that shield against job loss grows with employees length of service even after controlling for the apparent net value of people to the firm. While long time examination generally translates into extra protection, we have no evidence that this protection directly increase the job satisfaction level of workers. However, it would be levelheaded to expect that protection against arbitrary dismissal directly increase the job satisfaction level of workers, giving characteristics of the current job market in the UK. Abraham and Medoff (1985) also provide confirmation on the relative importance of length of service and ability in the promotion process. Since promotion i s one of the key satisfaction measures (Imparato, 1972; Smith et al., 1969; Wanous and Lawler, 1972; Scarpello and Campbell, 1983), it is logical to link increasing length of service to greater job satisfaction level. JOB SATISFACTION A VITAL FACET Job satisfaction and organizational obligation are significant because they have, in turn, been associated with other positive organizational outcomes. For instance, employees who are more satisfied with their jobs are also absent and less likely to leave ( Carsten and Spector,1987), and they are more likely to display organizational citizenship behavior (Organ and Konovsky, 1989) and to be satisfied with their lives overall ( Judge and Watanable, 1993). Workers who are more dedicated are less likely to intend to leave their jobs (Mathieu and Zajac, 1990) or to actually leave less likely to experience stress (Begley and Czajka, 1993); and more likely to perform well (Methieu and Zajac, 1990) and behave prosaically (Oreilly and Chatman, 1986). Internationally, commitment has been linked to lower intend to leave in India (Agarwal, 1993), and Japan (Marsh and Mannari, 1997) and to higher organizational citizenship behavior in Israel (Kosolowsky, Capsy and Iazar, 1988) and New Zealand (Inkson, 1977). Captivatingly, a consistent body of literature has identified differences in levels of satisfaction and commitment across cultures (Clugston, Howell and Dorfman, 2000; Kanungo and Wright, 1983; Lincoln and Kalleberg, 1985; Luthans, McCaul, and Dodd, 1985; Near, 1989; Palich, Hom, and Griffeth, 1995; Sommer, Bae, and Luthans, 1996; Verkuyten, de Jong and Masson, 1993). LOYALTY Loyalty (characteristically identical with obligation) to the association has from time to time been viewed as an approach (Meyer Allen, 1991). On the other hand, it is not so much an attitude (or consideration component) that is significant in organizations, but rather it is the end product action constituent. Some of these behaviors are basically prearranged aspects of the employees on paper job description, e.g., operational safely, adhering policy, following instructions, maintaining excellence of output, and taking care of corporation property. But supplementary behaviors are based on unrecorded policies or norms of the managerial culture, e.g., staying late to absolute a project, participating in supplementary activities, contributing to company charities, offering suggestions, and remaining with the organization. During outline, four most important themes seem to capture the real connotation of the varied definition of employee loyalty: 1. A keenness stay with the ass ociation (Solomon,1992). 2. Efficiency that exceeds standard prospects, i.e., goes away from the sense of duty (Mowday, Porter Steers, 1982) 3. Altruistic behavior (Laabs, 1996). 4. Reciprocal, i.e., the employees loyalty to the organization have got to be synchronized by the organizations loyalty to the member of staff (Solomon, 1992). In this look upon, a useful framework in which to envisage loyalty behaviors is to examine them as mechanism of a fair exchange between a corporation and its employees. DEFINITION OF LOYALTY In the Encyclopedic Dictionary of Business Ethics, Axinn (1997) writes that loyalty refers to a willingness to sacrifice. It carries that notion of sacrifice with it, because a loyal individual designates some one who is willing to act for the benefit of someone or something else. A quick etymological sidestep shows such interpretation is very partial. Loyal is traced back through Old French loial and leial to Latin legalis and legalem, with roots leg- and lex-, which designate law. Loyal hence means what is conforming to the law, or that which is of the conditions required by the law. In this sense it is said of goods that they are loyal, or legal. However, when it is said of persons, the reference to an explicit object or promise is still there. Loyal then means true to obligations, faithful to plighted troth, faithful or steadfast in commitment to the independent or constituted government. In that wisdom it is connected with and sometimes mentioned as a synonym for fidelity, whi ch means unfailing fulfillment of ones duties and obligations, but also a strict adherence to vows or promises. Furthermore stemming from that Old French leial is the English Leal which means loyal, faithful, honest, true and also true, genuine, real, actual, exact, accurate. In the light of the realignment of the concept of loyalty, it is important to keep those historical semantic links in mind. For Solomon (1997), loyalty is not an abstract principle but rather a question of mutual obligations. What a company can expect from its employees depends on what employees expect, and have got, from the company (Solomon, 1997). However, Solomon sees that as a new kind of loyalty. A big kind of loyalty seemed to have been one-sided employee loyalty to the corporation and taken for granted, because jobs were hard to come by and important promotions came from the inside. But that kind of loyalty emaciated as corporate mobility increased and job hopping became a way to improve salary and s tatus. That is the context, which has, according to Solomon, made loyalty to a certain extent a question of fair exchange. But that does not mean that loyalty is a material of financial incentives. These might encourage people to stay, but will not inspire loyalty. What Solomon seems to emphasize in winning employee loyalty, is explicitness and exemplarity in standards being set, in expectations, in feedback and in coaching. Hartman (1996) argues that loyalty contributes to organizational effectiveness because it preserves the commons. Indeed, not taking loyalty seriously can have bad economic consequences, like a costly competition among organizations for employees, a lowered willingness to make joint or long-term investments that are in the interests of both employer and employee, and the cost of free rider occurrence.(Hartman, 1996) Loyalty makes an employee further the interests of on organization: (a) because it feels right to do so, (b) because he/she is convinced it is the right thing to do, or (c) a combination of (a) and (b). Also, Hartman sees a kind of second-order desire as characteristic of a loyal person, more precisely: (a) to be motivated by that which serves the interests of the beneficiary of ones loyalty, and (b) to rationally believe that the beneficiary of loyalty is loyal as well. LOYALTY TO THE ORGANZIATION According to Reichheld (2001), unless leaders of an organization have built relationships on loyalty then nothing will keep staff and other stakeholders from jumping ship the instant a better opportunity comes along. This is likely to be reflected in the level of job satisfaction and staff retention rates, and involves staff being loyal to the organization and the organization being loyal to staff. Reichheld (2001) also states that true employee loyalty includes responsibility and accountability for building successful, mutually valuable relationships. Many of the interviewees considered themselves loyal to the service, were happy, and would stay with the service forever. DIMENSIONS OF LOYALTY The first dilemma in studying loyalty in human organizations is so as to not be in general conventional definition of this idea. Frequently, as it has been confirmed above, loyalty is taken to mean outstanding in an association for an extended time. But some studies have exposed how it can have much dissimilar magnitude. Cole (2000), for instance, interviewed David L. Sturn, President of the Loyalty Institute, an arm of Chicago-based Aon Consulting, about a study undertaken by that organization interviewing the employees of more that 200 of its corporate clients. According to that study, what characterizes a committed employee is that (1) he is a team player; (2) willing to make sacrifices for the good of the company; (3) believes in the companys products; (4) will recommend the company as among the best places to work, and (5) is prepared to continue in the company for the next several years, even if offered a modest pay increase elsewhere (Cole, 2000). Perceptibly, the first four individuality of a committed employee go well ahead of the fifth one, which is the simple one connected with outstanding in the organization; and, still qualifying the reality of enduring in the organization by rejecting a revolution with a modest pay boost elsewhere. INDICATORS OF LOYALTY Powers (2000) offers an attractive set of indicators of loyalty: Enduring with the corporation; not leave-taking, not job hunting Staying not on time to complete a mission Maintenance the companys business secret; no whistle blowing Promoting the company to clientele and community Adhering to policy without close up administration Sacrificing individual goals to attain companys goals No gossiping, deceitful, dishonest or robbery Exchange companys products Involvement to company-sponsored charities Offering development suggestions Participating in companys extracurricular behavior Following orders Delightful concern of company belongings and not being wasteful Working safe and sound Not abusing go away policies; including sick leave Serving coworkers; cooperating. LOYALTIES ORGANIZATIONAL IDENTIFICATION: THE BARNARD-SIMON VIEW The Barnard-Simon theory of organization has some implicit concept of loyalty imbedded in it from the beginning. The Barnard (1938) criterion of efficiency essentially means that participants in the cooperative system called organization (including, of course, customers) should find their motives satisfied by the organizational actions and results. But Barnard never dealt with the concepts of loyalty and identification explicitly. Herbert Simon, in contrast, devotes an entire chapter (Chapter X) of his first book, Administrative Behavior published first in 1947, to developing and applying those concepts, from a standpoint similar to that of Barnard. He directly looks at organizations and discusses the concepts of loyalty and organizational identification as two variables that are very close to each other. The two concepts are, in fact, crucial to his work, in the context of Bounded Rationality. In 1985 Ronald Duska, however, did not take that wait-and-see strategy, but rather tr ied to affirmatively argue that employees loyalty to businesses is unjustified. The article in which he tried to do that, however, leaves it somewhat unclear what precisely its crucial argument is. The text arguably allows at least four possible ways of reconstructing the argument: (1) Loyalty is appropriate only in those relation ships that demand self-sacrifice without expectation of reward; employee-employer relationships are not of that nature. (2) Loyalty requires reciprocity; employers will not reciprocate employees (attempts at) loyalty. (3) Loyalty is incompatible with the commercial character of the employee-employer relationship, i.e. with the fact that both parties to it are aiming at a monetary payoff. (4) Loyalty is incompatible with the fact that the employee-employer relationship is, for both parties, merely an instrument for accomplishing something outside the relationship (i.e. that the parties do not aim at the flourishing of the relationship itself for its own sake). LOYALTY TO THE ORGANZIATION Finally, job satisfaction loyalty will impact on motivation to work well and this directly influences employees willingness to share corporate knowledge and their willingness to voice new ideas. Out of the etymological roots and literature review, the framework within which loyalty can be rethought is constrained by four criteria: Loyalty is an attitude aimed at an object. Loyalty has an explicit external referent. Loyalty is a learned attitude. Loyalty is bilateral. Rational loyalty allows consistent decentralized decision-making. It merges with Castells concept of the network enterprise we mentioned earlier on as that precise outline of endeavor whose method of way is constituted by the connection of segments of independent systems of goals (Castells, 1996, p. 171) in the sense that rational loyalty allows autonomous systems of goals to willingly intersect as means to the object of that loyalty. Loyalty is a variable that is at the same time important, elusi ve and equivocal. It is important, as witnessed by its frequent presence in the non academic periodicals, where many writers even ask whether it has altogether disappeared (see, for instance, Evans, 2000; Sheppard; 2000; or Watson, 2000b); although it has to be recognized that this is usually done with the intention to claim that it shouldnt, and to stress the need for it. It is elusive and equivocal, because like trust, or identification, it is difficult to define and to grasp. Nobody seems to be too happy when loyalty is defined merely as permanence in an organization for a long period of time, but it is difficult to see what other dimensions are involved. Powers (2000), and the study of the Loyalty Institute (cited in Cole, 2000) have suggested several other possible dimensions, similar to believing in the companys yield, or taking concern of company material goods and not being wasteful, but for the moment in time being the conception and its applications have not been analyzed in deepness.

Technology s Impact On Young Children - 1465 Words

Technology’s impact in the 21’st century is very evident as it continues to advance rapidly and we have become accustomed to it; causing considerable changes to the overall family structure. It is believed that the use of technology can alter the wiring of the brain (Taylor 2012). When children are exposed to technology, it may condition the brain to pay attention to multiple stimuli; as a result become more distracted and cause decreased memory. Technology also hinders a child’s ability to empathise. They are less likely to pick up on non verbal cues, emotions, and awareness of expressions. Therefore, children with less physical contact tend to have trouble developing social skills. Needless to say, there are also various benefits of the use of technology if integrated appropriately into the early childhood curriculum design. However, the benefits usually tend to get easily overlooked by the negatives. This paper will examine the effects of technology on young c hildren and how it supports their development in all domains including physical, cognitive, and social. I will discuss the results of my research from different articles and explore how the findings could be applied to the work of an early childhood educator respectively. Research Summary Using Technology Appropriately in the Preschool Classroom (Ann Epstein 2011) This article stresses the fact that technology can have various benefits on children whilst promoting early learning given the fact that the technologyShow MoreRelatedTechnology Has Changed Our Society Essay1425 Words   |  6 PagesRATIONALE The predominance of technology has significantly influenced our society. Technology is being used all over the place, anywhere and is instant. When we say technology, it can mean a lot of things. 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Design and Construction of Turbine Engines †MyAssignmenthelp.com

Question: Discuss about the Design and Construction of Turbine Engines. Answer: Design and Construction of Turbine Engines: A Review In a turbine engine the entire process of intake, compression, combustion and exhaust takes place inside the combustion chamber simultaneously without any interruption as separate sections are provided for carrying out each function inside the chamber. Major parts of a gas turbine are more or less the same and consists of exhaust section, turbine section, combustion section, compressor section, air inlet, accessories section, sections for fuel supply, lubrication and starting purposes and sections for pressurization, cooling and anti-icing (Anderson, 2009). The main difference between turbine engines are the terminology used by different manufacturers and the type of compressor used. Commonly available types of turbine engine are the high by-pass fan jet, turbo-fan, turbo-prop and turbo-jet (Hunecke, 2010). Based on the type of compressor turbo-jet engines can be divided into two types namely, centrifugal and axial flow turbo-jet engines. The centrifugal flow turbo-engine picks up the air flowing inwards and applies centrifugal action to accelerate it outwards, thereby converting velocity into pressure. The power required by this type of engine could be provided only if the compressor had very large diameter. Both double and single stage impellors have been used to design the compressors. In axial flow turbo-jet engine the flow of air is along its longitudinal axis using a turbine assembly and an axial flow compressor. The pressure of the air taken in by the compressor is increased substantially by passing it through several stages of compression and then passed into the combustion chamber. The compressed air is then mixed with the fuel and ignited which raises the temperature. The by-products expand through the turbine and leave the compressor, in-turn driving it. As the by-products leave the compressor the temperature and pressure falls to reach ambient pressure, producing a high velocity jet as the gas flows through the propelling nozzle. The difference between turboprop and turbojet engines is that there are more stages in turboprop engines and generates more forward power through the gear train and shaft in order to drive the propeller. The exhaust gases which pass through the extra stages help the turbine to provide extra power. Coaxial shafts are used in case of multiple rotor turbines so as to drive the propeller and compressor independently. The turboprop configuration is available in the gear reduction or gearbox assembly which is connected to the torque meter assembly so as to transmit the torque. If the propeller in a turboprop engine is replaced using a duct enclosed axial flow fan, then it is a turbofan turbine (Kroes and Wild 2010). The fan is either mounted on a separate set of blades or on the first stage of compressor blades. Whereas the blades are mounted aft of the turbine wheel or forward of the compressor. This converts more fuel energy to pressure and consequently saves more fuel and in order to provide more power for driving the fan an extra stage has to be added in the turbine and the jet nozzle requires to have a larger area. Forward fan engines use two different duct designs one ducted along the outer case of the engine and the other ducted overboard. Thus the exhaust gases are either directly passed without mixing with the air or are mixed with air and then discharged. References Anderson, K. (2009). Propulsion Plant Accident Investigation. Embry-Riddle Aeronautical University. Hunecke, K. (2010). Jet Engines: Fundamentals of Theory, Design and Operation. Marlborough: The Crowood Press Kroes, M.J. and Wild, T.W. (2010). Aircraft Powerplants (Aviation Technology Series). New Delhi, new Delhi: McGraw-Hill Higher Education.