How to Write a Guest Post Pitch (Based on Real Experience)

Guest posting is a common practice among bloggers and a smart move for driving traffic to your site and building your backlink profile. However, its tough to get started, especially if you dont know how to write a guest post pitch.Fortunately, once you get the hang of it, nailing your guest post pitches will feel like second nature. Its all about thinking strategically and knowing your audience. However, youll need to consider your audience as both the blog youre submitting to and the target reader.A quick note before we begin. We asked our friends at WordCandy to write this guide based on their in-depth experience with guest blogging. We figured that if were going to publish a detailed guide on pitching guest posts, we might as well get it done by someone whos expert on the topic. Enter John:At WordCandy, we spend a lot of time writing guest posts for other blogs. In our experience, when it comes to pitching ideas, appealing to everyone along the chain is vital for landing the gig.I n this article, well discuss five key steps we at WordCandy have found helpful in pitching guest posts to other blogs. Lets dive right in! individual bloggers as you can find. However, this strategy is not much different than throwing fistfuls of spaghetti against the wall and hoping it sticks.The first step to a successful guest post pitch is to choose your target blogs carefully. This can help you avoid wasting time on publications that arent a solid fit for your style, content, and ideal audience.A wise place to start is by looking atThe blogs you read.Businesses where you currently shop.Chances are, your target audience may be into the content these entities produce, too. Plus, because youll ideally like the publication youre writing for, youre more likely to feel motivated to give them your best work.Whats more, blogs and businesses whose audiences overlap with yours can be a source of long-term future relationships. This means your guest post pitch isnt necessarily a proposal for a one-time deal. It carries an implicit offer of further work and could lead to additional guest posts or brand deals.Apart from these types of publications, looking for other blogs that are similar to yours and also have a small following can be mutually beneficial. Chances are other new or small-time bloggers are also eager for a chance to guest post. Offering a post on your blog could help you land one on theirs, although its not something we do currently at WordCandy.2. Research your target blog (and reach out if necessary)Once youve crafted a shortlist of blogs where youd like to guest post, its time to do some research. Even if you think youre familiar with your target blog, this step is still key. You may know a blog as a reader, but thats different from knowing it as a writer.First, look around the site and see if theres any information about guest posting. The blog youre targeting may have guidelines youll want to follow if you want them to accept your pitch.The ThemeIs le guest post guidelinesNext, check out their archives and be on the lookout for any gaps in their content you could fill. The best pitches will offer something to the target blog which that blog currently cant offer – such as your expertise on a subject the blogs audience is interested in. This is where being an authority within your niche could land you work.Note information such as:Post lengthImage usageToneStyleAs a guest poster, youll probably be able to bring some of your own unique voice to your post. However, your target blog will still want your work to blend in well with their overall content strategy.If youre lucky, you may sometimes have sites reach out to you and offer you a chance to guest post. However, more often than not youll be the one who has to make contact. At this point, you should be ready to reach out and ask the target blog if theyre interested in working with you.3. Come up with one or more topic ideasWith any luck, your research will pay off and yo ur target blog will respond to say theyre willing to hear your pitch. This means its time for more research – as such, youll need to pitch some topic ideas.Some of the information youve gathered in the first two steps will be useful, such as gaps you found in the archives or other subjects related to your niche. However, there are additional features that make up a well-crafted topic idea, too.For starters, dont forget about search engine optimization (SEO). Choosing topics with high-volume keywords will show the target blog you know what youre doing and may incentivize them to accept your pitch, as a well-optimized post will drive traffic their way as well.Trending topics can also be solid material, provided you have a unique take on them. Stay away from repeating the same information readers can find anywhere on the web and instead put a fresh spin on it.Unless the target blog has specifically asked you not to, its wise to come up with more than one topic idea to pitch. Thi s way if they reject one, theres still a chance theyll take another. Three to five ideas is ideal, and any rejected ideas can form part of a pull-list for future guest post submissions.4. Write a concise summary of each ideaOnce youve chosen the topics you want to pitch, youll need to write up a short description for each of them. This should include:The posts headline or titleAn SEO keyword (optional, but potentially helpful)Suitable anchor text and URL. This is also optional, but will be the lead generator for the post itself, so it pays to heavily consider including it.A summary of what the post will includeFor the summary, youll want to keep things brief but also provide a comprehensive look at what your proposed post will include. Start with a brief explanation of what it will cover, such as A guide to writing guest post pitches for bloggers.Youll also want to mention any key brands, products, or services you intend to feature. This will ensure you dont blindside the target blo g with links they dont approve of. Doing so can seem suspicious or potentially spammy, which is the last thing you want.You might also consider including any key references you plan to cite. This is especially crucial for interview-style posts, for instance. While you dont need a whole bibliography by any means, a citation or two can make you appear knowledgeable and reputable, and hint at the depth youll provide.5. Submit your topic idea(s) to the target blogYoure now ready to send your pitches off to the target blog for approval. Make sure theyre formatted in a clear, readable way to avoid confusion. We typically use a format like the following:First Headline.  [Keyword]. [Anchor text]. A short description of the post, followed by any points of interest we plan to include.Second Headline. [Keyword]. [Anchor text]. The posts short description, then a summary of any important aspects we plan to include.Its also considerate to include a little personalized thank-you to the person w ho will be reading your pitch. Showing that youre agreeable and easy to work with can make you more desirable as a guest poster.Finally, keep in mind that – especially on large sites – it can take a while to hear back from your target blog. Online content is fast-paced, so hopefully, theyll respond to you quickly. However, they also likely have other responsibilities, which could delay their feedback. In short, dont expect a quick win unless youve made direct and personal contact with the person in charge of publishing.ConclusionGuest posting can help get your blogs name out into your niche and drive traffic to your site. Learning how to write a guest post pitch is an important skill for bloggers looking to expand their reach.In this post, weve discussed five steps we use at WordCandy to write top-notch guest post pitches:Choose your target blog.Research your target blog (and reach out if necessary).Come up with one or more topic ideas.Write a concise summary of each i dea.Submit your topic ideas to the target blog. Learn how to #write a guest post pitch that major #blogs will actually accept âÅ" Ã¯ ¸  #blogging Click To Tweet Do you have any questions about how to write a guest post pitch that gets accepted? Let us know in the comments section below!Free guide5 Essential Tips to Speed Up Your WordPress SiteReduce your loading time by even 50-80% just by following simple tips.

Leadership and Management Essay

Leadership and Management Essay Leadership and Management Essay Alex Caprio Bus mgmt. Joanne Orabone 10 Dec 2012 1. Leadership is where individuals motivate and have some type of effect /influence on other people. Leadership focuses on the process of what is happening now rather than later and doing the right thing. For example, someone with leadership qualities will have a positive attitude at work, does the work right themselves and helping people at the same time do improve and gain confidence. Managers are people who see the overall of a company and make sure everything is running smoothly. They solve the problems of the company and how things get done. For example, Managers in a department store are normally upper management like a store manager or shift manager. These managers see what the entire store needs to get done for the day like what needs to be changed and what needs to be put on the shelves. These managers make sure shipments come in on freight trucks and are put out to consumers. If there is a problem with something no being done by an employee or any issue for that matter a manager will take care of it. 2. Physiological need or Basic needs like food, water, air. Safety needs like security and stability Belonging and love needs which are family and relationships. If people feel loved at home and have a sense of belonging at home or in any environment they will have a more positive attitude.. Esteem needs like achievement and reputation, a person must have a high self-esteem to feel like they are wanted in the work place and have a sense of worth. 3. Integrity is doing what’s right

European Law Essay Example | Topics and Well Written Essays - 1500 words - 1

European Law - Essay Example The European Union law is a set of treaties, law and court judgments. These operate alongside the legal systems of the member states of the European Union. It has a direct effect among within the member states of the European Union. When conflicts occur this law takes precedence over national laws. The primary source of the European law is the European Union treaties. These treaties are set on broad policy goals and establish institutions that can enact various types of legislations in order to achieve these goals. There are two types of legislative acts of the European Union, they are regulations and directives. Regulations become law when they come into force in member countries. They do not require any implementing measures and automatically overrides conflicting domestic provisions. The directives of the European Union require member states to achieve a certain result. Meanwhile it is left to the member countries how they are to be implemented. All the European Union legislations derive from the decisions that are taken at the European Union level. But the implementation largely occurs on the national level. Therefore the principle of uniformity is one of the central themes in the decisions made by the European court of justice. This court aims to ensure that the application and interpretation of the European Union laws does not differ between the member states (Application of EU law. 2010). The general principle of the law is found in almost every legal systems of Europe. Moreover the European court of justice has induced them into the legal orders to supplement all the written sources of the law and the treaties that are used as an aid for interpretation. The main principles of this law are protection of fundamental rights of citizens, principle of equality and discrimination, right of defense, principle of legal certainty, principle of

E-waste Dumping - A Challenging Legal and Ethical Choice in Global Essay

E-waste Dumping - A Challenging Legal and Ethical Choice in Global Business - Essay Example This fast growing waste stream is accelerating because the global market for PCs is far from saturation and the average lifespan of a PC is decreasing rapidly - for instance for CPUs from 4-6 years in 1997 to 2 years in 2005 (Culver, 2005). PCs comprise only a fraction of all e-waste. It is estimated that in 2006 approximately 180 million mobile phones will be retired. Similar quantities of electronic waste are expected for all kinds of portable electronic devices such as PDAs, MP3 players, computer games and peripherals (O'Connell, 2002). A lot of this waste (approximately two thirds) ends up in Asian countries, mainly China and India. There this waste is dismantled by bare hands, by low paid workers. This is a very serious environmental and health hazard for those nations. This paper shall consider the ethical and legal aspect of e-waste dumping in different countries, mainly China. Unfortunately, largely for economic reasons, the developed world has used primarily one method of dealing with this crisis-exporting their e-waste to less developed countries that are unable or unwilling to protect their citizens from the resulting harm to the ecology or public health. The minute quantities of reusable minerals contained within these electronic products have value only in places with paltry wages and where health codes for their extraction are nonexistent or not enforced. As a result, studies estimate that 50% to 80% of all e-waste amassed for "recycling" are shipped abroad to countries such as China, India, and Pakistan. Researchers found that approximately 13 million computer systems were channeled to recyclers in the United States during 2002, suggesting that up to 10 million of these units moved offshore to parts of Asia. In response to the growing concern over how China will manage its increasing piles of waste electrical and electronic equipment (e-waste), central government departments have drafted a number of interrelated legislations. A national pilot program has also been initiated by the National Development and Reform Commission (NDRC) to determine the most suitable model for a Chinese e-waste management system. Growing interest in the e-waste recycling business from the private sector is another indicator of the significant changes in store for China's largely unregulated and environmentally unsound e-waste processing industry. The rationale behind these legislative and market developments is clear, driven by factors such as the environmental and health impacts of e-waste recycling and disposal, and the incentive of complying with international environmental standards. Discussion America discards thousands of tons of e-waste annually. Most of this e-waste consists of computers and electronic items. Computers and electronic equipment contains toxins. The toxins in computers aren't harmful while the computer is intact. The problems start only after the computer is discarded and breaks apart, leeching its ingredients into the environment. In China, e-waste is becoming an important waste stream, both in terms of quantity and toxicity. E-waste refers to discarded appliances, such as televisions and refrigerators, as well as a variety of associated waste products, such as electrical wiring, printed wiring boards (PWBs),

How do advanced technology and related forces of modernity operate in Essay

How do advanced technology and related forces of modernity operate in relation to culture - Essay Example Cultural values cause a significant effect on how advanced technology and related forces of modernity. Diverse cultures persuade management to incorporate the unique market segment in the company advanced technology and related forces of modernity’s operation. For example, the American company is persuaded to hire a Chinese sales person to sell the American made products to the current as well as prospective Chinese clients. The use of a local resident to sell the American products in China will generate more sales than letting a Native American sell the imported American goods in China. The current and prospective Chinese clients will be more comfortable and trusting of a Chinese neighbor, relative, friend, or resident selling the benefits of imported American goods and services. The Chinese sales person can introduce the benefits of eating the Chinese version of the popular American hamburgers to the current and prospective local Chinese clients. The Chinese would surely pre fer hamburgers more if the modern technology and forces of modernity, known as fast food chain stores, sell the modern day hamburger and other fast food products and services (fast food chain selling versus the traditional style of Chinese food establishment) are handled or managed by Chinese employees of the McDonalds restaurant in China (Brandt 121). Using another cultural setting, it is very clear that culture must be incorporated in the marketing strategy of the American advanced technology and related forces of modernity to ensure a huge market share when venturing into the unknown global market place, Japan. The American films, examples of advanced technology and related forces of modernity, can be easily accepted by the local residences in Japan by incorporating the Japanese culture. The American Film makers can penetrate the Japanese movie industry market by converting the American movies’ conversation pieces into Japanese voices.

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

Primate Virtues: A Cross-species Study of Morality Essay -- Nietzsche

Primate Virtues: A Cross-species Study of Morality In his 1881 book, Daybreak, Friedrich Nietzsche wrote, We do not regard the animals as moral beings. But do you suppose the animals regard us as moral beings? –An animal which could speak said, ‘Humanity is a prejudice of which we animals at least are free’.[1] This passage expresses Nietzsche’s belief that animals do not judge human actions as morally good or bad. Only humans think in moral terms, Nietzsche believes –a prejudice of which â€Å"animals at least are free†. That is, animals do not believe in morality; and modern philosophers, as well as behavioral biologists, would have to agree. Nobody suspects their dog of trying to maximize utility, follow categorical imperatives, or do penance for his sins. Moral agency is uniquely human in this respect; only we maintain that our actions have some greater—moral—significance. Ethical theories try to provide us with a coherent and rational account of precisely this moral aspect of human thought and action. But no matter how coherent and rational a given moral system may be, if it becomes too detached from our regular deliberations and actions, we do not consider it a correct account of our normal moral reasoning. But what exactly constitutes this â€Å"normal moral reasoning† that humans allegedly possess? In this paper, I argue that human â€Å"moral reasoning† is actually a normal biological phenomenon that we share with the rest of the animal community, most noticeably with our closest primate relatives. I demonstrate this by using the standards provided by a normative moral theory to evaluate the actions of one of our animal relatives –Pan Troglodytes, or the African chimpanzee, illustrating the fact that these ... .... Cambridge, Massachusetts, and London, England: The Belknap Press of Harvard University Press. 1986. (p. 378). [7] Aristotle. The Nicomachean Ethics. Trans. David Ross. Revised by J. L. Ackrill and J.O. Urmson. Oxford / New York: Oxford University Press. (p. 64). [8] Ibid. p. 70. [9] Ibid. p. 69. [10] Ibid. p. 35. [11] See Pears, David. â€Å"Aristotle’s Analysis of Courage†. Midwest Studies in Philosophy 3: 273-285. 1978. [12] See â€Å"Modern Moral Philosophy†, esp. p. 354. [13] Mackie, John. â€Å"A Refutation of Morals†. In 20th Century Ethical Theory. Ed. Steven M. Cahn and Joram G. Haber. New Jersey: Prentice-Hall. 1946. [14] See Regal, Philip J. The Anatomy of Judgment. Minneapolis: University of Minnesota Press. 1990. [15] â€Å"A Refutation of Morals†, p. 146. [16] Ibid. p. 146.

The Effects of Childhood Trauma Impacts

Abstract A common theme Northern Ohio Recovery Association have identified is how inappropriate behavior affects children systems education, mental health, child welfare, juvenile justice, and substance abuse. Trauma, the experience of an event by a person that is emotionally painful or distressful which often results in lasting mental and physical effects. This research proposal will attempt to measure how many youth’s at Northern Ohio Recovery Association Positive Action Program, have had effects of childhood traumatic maltreatment and how it impacts delinquent behaviors.The data collection is from SoQuic assessment tool. It will be completed at Northern Ohio Recovery Association facility. The outcome of this proposal will suggest that the youth entering the agency had some form of childhood traumatic maltreatment that caused delinquent behaviors. The number of participants will be according to the Facilitator Administration decision during the six-month treatment time perio d. Statement of the Problem Children exposed to traumatic maltreatment increases delinquent behavior.According to the U. S. Department of Justice the rate of youth involvement in the juvenile system in the United States has increase and continues to grow. However, it shows that youth in the rural communities are experiencing identical delinquent crimes as urban youth (U. S. Department of Justice, 1965-1992). The widespread and nature of crimes that is being committed by our youth are very important issues that needs behavioral modification treatment.Issues of juvenile delinquent offenders could connect to childhood traumatic maltreatment. This social problem has affected the value of life in our society, economical system, educational system, and social structure. This study examines issues in method, focus and how childhood traumatic maltreatment can lead to juvenile delinquency. The societal problems of sex offending behavior, youth attitudes towards violence crime, mental health issues, cost of imprisonment and the cost of boarding children from the child welfare system.These societal problems will indeed boost the crime rate, health cost, housing, and homelessness, which in turn will have the taxpayers, pay an additional cost for the reentry of these juveniles. There are so many youth who have been effected by trauma the significance and purpose of the study is rebuilding intervention program and focusing on the needs of youth. Literature Review According to DSM-V conduct disorder is a behavioral and emotional disorder of childhood and adolescence. Children with conduct disorder act inappropriately, infringe on the rights of others, and violate the behavioral expectations of others.One of the most effective courses of treatment for teenagers at NORA is behavior modification programs. They are designed to help the youth be able to make better choices. Dembo, Richard; Winters, Ken; Belenko, Steven; Gulledge, Laura (2007) looked at Truant youths represent an important target group for addressing drug use and related problems, and lowering risk for moving into the juvenile justice system. We are implementing and evaluating a brief intervention (BI) for truant youths brought to a Tampa, FL Truancy Center by law enforcement.We plan to enroll 300 official non-delinquent and minor delinquent truants and their parents in this NIDA funded Stage 2 clinical trial. The BI is grounded in Rational-Emotive Therapy and Behavior Problem Solving Therapy. Three groups will be compared: (1) a 2-session youth only condition (BI-Y), (2) a 2-session youth and 1-session parent condition (BI-YP), and (3) a standard truancy services (STS) condition. The impact of these service conditions on drug use and related behaviors (e. g. , delinquent behavior) will be assessed up to 18 months, involving five data collection points.We hypothesize that both the BI-Y and BI-YP conditions will reveal significant intervention effects compared to the STS group, and that BI-YP participants will reveal greater treatment effects compared to BI-Y, based on the expectation that enhanced parenting will favorably impact intervention effects. We report on the design, implementation and some preliminary results from this study. Schram, Pamela J. ; Gaines, Larry K (2007) examined Most research indicates that males comprise the greatest proportion of gang members. Since the 1990s, however, there has been an increasing interest in female gangs and gang members.The current study builds on this research interest by examining differences between female gang members and non-gang members who participated in a juvenile probation program designed to identify and intervene with youth considered to be high risk for subsequent criminal and delinquent activity. The results of a logistic regression analysis revealed that two factors significantly influenced a female offender's likelihood of being rearrested: she did not complete the program, and she did not live with her natur al parent(s).We conclude that the significant results do support findings from previous research in this area; we also discuss possible explanations as to why other factors were not significantly related to rear rests. In an identical review Greenwood, Peter (2007) explains how Evidence-Based Practice (EBP) involves the use of scientific data to guide intervention designs and decisions. A number of approaches to (EBP) for delinquent and dependent youth are being tested and marketed. All are facing varying degrees of difficulty with issues such as program transfer, model fidelity, funding, certification, and growth.This presentation will draw on the experiences of some of the leading private providers and program developers who have been dealing with these issues for a number of years. Salvatore, Christopher; Hiller, Matthew; Samuelson, Benta; White, Elise (2007) examined Although the first juvenile drug court was established over a decade ago, compared to adult drug courts, relative ly little research has been published on these programs and many question whether this intervention for drug-involved youth is a useful addition to the juvenile justice system.Recently, however, findings from a randomized study showed that a juvenile drug court (including modifications for including Multisystem Theory and Contingency Management) reduced the during-program delinquent behavior compared to youth in traditional family court. These findings suggest that it is important to develop a fuller understanding of the program impact theory and services delivery model of extant juvenile drug court programs (particularly as components of on-going evaluation activities.The current paper presents findings from a year-long process evaluation of a large juvenile treatment court serving inner city youth on the East Coast. Qualitative and quantitative data were collected through participant observation, in-depth surveys, and focus groups to describe the theory behind the implementation o f the program as well as the logical sequencing of specific types of services for helping youth to achieve both short-term and long-term goals, including remaining free from new adjudications, reducing and eliminating the use of illicit drugs, increase performance in school, and for becoming â€Å"productive† members of society.A logic model of the program linking characteristics of the target population to services and subsequent outcomes will be discussed as well as initial findings regarding participant compliance in the program. Research Question/ Hypothesis The hypothesis the effects of childhood trauma impacts juvenile delinquent is supported by research findings. (1) do the effects of childhood traumatic maltreatment impacts youth becoming delinquent?Using quantitative methods using the agency SoQuic assessment tool by the direct service management team to provide accurate information about the Bio-psychosocial history of the children engage in the program. 1. Dependen t Variable= Impacts juvenile delinquent 2. Independent Variables= Effects of childhood traumatic maltreatment The relationship between these two variables suggests that the independent variable is a cause of the dependent variable. Therefore, effects of childhood traumatic maltreatment are reason for increase juvenile delinquent. B.Our hypothesis we believe is true based on the literature concerning the effects of childhood traumatic maltreatment impacts juvenile delinquent because children who have been expose to maltreatment tends to engage in juvenile delinquent behaviors. C. The Null hypothesis is: The effects of childhood traumatic maltreatment have no difference on juvenile delinquent Research Design The type of design we will use to test our hypothesis is the classic experimental design. We chose this type of design because we already know the relationship between the variables.However, we wanted to find out if this relationship could show a cause in the impacts of juvenile d elinquency. We will have two groups of thirty youths’ who have engaged in delinquent behaviors. One of these groups will receive positive action (e. g. behavioral modification) intervention group and individual therapy related to delinquent behaviors and the other will not. The therapy will provide counseling on the following areas: degree of youth’s behaviors that evokes conflicts, behavior response expectations, and supportive services provided.The experimental group will receive this therapy for six months. Pretreatment therapy will be provided to engage, observe, and measure patterns of social norms with respect to parental authority. Counselors will be on hand to assist. Discharge process will take place after the six months is up the youths will be individually interviewed about the behavioral modification intervention in the previously mentioned areas once more. The study we are going to conduct also has some strength.Since we randomly select sample into two gro ups of youths, we are assured of being able to generalize our findings from the sample to the population. Due to the fact that our study is experimental, this means that our design is more rigorous and is more controlling for some internal validity concerns. In addition, the design controls for all of the internal validity concerns except for testing effects because we will only measure the change in the experimental and control group once rather than repeatedly. SamplingThe study population is the effects of childhood traumatic maltreatment impacts juvenile delinquent. We will use stratified random sampling in our experiment. We will have sixty youths in our sample and split them into two groups. Each of the groups will have as follows: presenting problems, living situation, social history information, education history, mental health treatment history, current medication information, past psychotropic medications, alcohol/drug history, alcohol/drug treatment history, legal history , abuse history, problem check list including functional domains, and suicidal history.Measurement Operational of the variables shows delinquent youth in this study will be measured by SoQuic assessment tool upon intake at the facility. We are concerned with test-retest reliability since we will be asking self reporting questions for both of the interviews. We will still need to be concerned with interobserver reliability if there is a difference between the different interviewers. Our experiment has face validity due to the fact that our reliable measures make

World War II - Women and the Military

World War II - Women and the Military During World  War II, women served in many positions in direct support of military efforts. Military women were excluded from combat positions, but that didnt keep some from being in harms way- nurses in or near combat zones or on ships, for instance- and some were killed.​ Many women became nurses, or used their nursing expertise, in the war effort. Some became Red Cross nurses. Others served in military nursing units. About 74,000 women served in the American Army and Navy Nurse Corps in World War II. Women also served in other military branches, often in traditional womens work- secretarial duties or cleaning, for instance. Others took traditional mens jobs in non-combat work, to free more men for combat. Figures for Women Serving With the American Military in World War II Army - 140,000Navy - 100,000Marines - 23,000Coast Guard - 13,000Air Force - 1,000Army and Navy Nurse Corps - 74,000 More than 1,000 women served as pilots associated with the US Air Force in the WASP (Women Airforce Service Pilots) but were considered civil service workers, and werent recognized for their military service until the 1970s. Britain and the Soviet Union also used significant numbers of women pilots to support their air forces. Some Served in a Different Way As with every war, where there are military bases, there were also prostitutes. Honolulus sporting girls were an interesting case. After Pearl Harbor, some houses of prostitution- which were then located near the harbor- served as temporary hospitals, and many of the girls came to wherever they were needed to nurse the injured. Under martial law, 1942-1944, prostitutes enjoyed a fair amount of freedom in the city- more than theyd had before the war under civilian government. Near many military bases, reputed victory girls could be found, willing to engage in sex with military men without charge. Many were younger than 17. Military posters campaigning against venereal disease depicted these victory girls as a threat to the Allied military effort- an example of the old double standard, blaming the girls but not their male partners for the danger.

Characteristics of a Good Editor

Characteristics of a Good Editor You dont have to work for a magazine or newspaper to benefit from the help of a good editor. Even if she seems nit-picky with her line edits, remember that the editor is on your side. A good editor addresses your writing style and creative content, among many other details. Editing styles will vary, so find an editor that gives you the safe space to be creative and make mistakes simultaneously.   The Editor and the Writer Carl Sessions Stepp, the author of Editing for Todays Newsroom, believes editors should practice restraint and refrain from immediately reshaping the content in their own images. He has advised editors to read an article all the way through, open your mind to the logic of the [writers] approach, and offer at least minimal courtesy to the professional who has dripped blood for it.   Jill Geisler of The Poynter Institute says a writer must be able to trust that an editor respects the writers ownership of a story and can resist the temptation to completely write a new and improved version. Says Geisler, Thats fixing, not coaching. ... When you fix stories by doing instant rewrites, there may be a thrill in showing off your skill. By coaching writers, you discover better ways to craft copy. Gardner Botsford of The New Yorker magazine says that a good editor is a mechanic, or craftsman, while a good writer is an artist, adding that that the less competent the writer, the louder the protests over editing. Editor As Critical Thinker Editor-in-chief Mariette DiChristina says editors must be organized, able to see the structure where it does not exist and able to identify the missing pieces or gaps in logic that bring the writing together. [M]ore than being good writers, editors must be good critical thinkers who can recognize and evaluate good writing [or who] can figure out how to make the most of the not-so-good writing. ... [A] good editor needs a sharp eye for detail, writes DiChristina.   A Quiet Conscience The legendary, shy, strong-willed editor of The New Yorker, William Shawn, wrote that it is one of the comic burdens of [an] editor not to be able to explain to anyone else exactly what he does. An editor, writes Shawn, must only counsel when the writer requests it, acting on occasion as a conscience and helping the writer in any way possible to say what he wants to say. Shawn writes that the work of a good editor, like the work of a good teacher, does not reveal itself directly; it is reflected in the accomplishments of others. A Goal-Setter Writer and editor Evelynne Kramer say the best editor is patient and always keeps in mind the long-term goals with the writer and not just what they see on the screen. Says Kramer, We can all get better at what we do, but improvement sometimes takes a lot of time and, more often than not, in fits and starts. A Partner Editor-in-chief Sally Lee says the ideal editor brings out the best in a writer and allows a writers  voice  to shine through. A good editor makes a writer feel challenged, enthusiastic and valuable. An editor is only as good as her writers, says Lee. An Enemy of Cliches Media columnist and reporter David Carr said the best editors  are the enemies  of clichà ©s and tropes, but not the overburdened writer who occasionally resorts to them. Carr stated that the perfect traits of a good editor are good judgment, an appropriate bedside manner and an ability to conjure occasional magic in the space between writer and editor.