Hoovers Speech on Rugged Individualism Essay Example | Topics and Well Written Essays - 1000 words

Hoovers Speech on Rugged Individualism - Essay Example   Herbert Hoover was born into a Quaker family in Iowa and became an orphan at the age of nine1. He was adopted by an uncle where he learnt strong work ethics that saw him determined to gain admission into Stanford despite mediocre grades. Hoover graduated with a degree in geology and went on to become a great mining engineer. Hoover’s background shaped his ideals to a great extent because most of his life, he worked hard to get what he got. By 1914, Hoover had amassed great wealth from holding high positions, owning profitable silver mines in Burma and royalties from writing the top textbook on mining engineering.2 In essence, he was a self-made millionaire. Additionally, Hoover was a great humanitarian, building his name organizing various relief efforts in Europe during the Great War and seemed a great presidential candidate during that period in America’s history; one of progressive promise.3 Historical Context Hoover’s speech on rugged individualism was hi s final speech on the presidential campaign trail against Democratic candidate Alfred Smith. Given in October 22nd, the ideals and philosophies he articulated reflected the progressive period that the country was in. The effects of World War I saw America become a determining factor in international finance, becoming a source of financial aid to the Allies such as Britain.4 The US economy was growing at a rate of 7 per cent annually and unemployment rates were dropping e.g. in 1926 it dropped by 2%.5 The country was experiencing an economic boom, strikingly evident in the New York Stock Exchange where share values increased exponentially within this decade. The business sector also, was revitalized and consumerism was very high-fridges, radios and automobiles for all households was the goal of this decade and credit purchases were the norm6. Federal banks provided easy loans to finance the prevalent consumerism culture and speculation was at an all-time high.7 This profitable busine ss climate propelled citizens to consider business as a source of national direction. Summary Description This speech outlines Hoover’s position on government involvement in private business. He argues that the government’s role in the affairs of the business sector does both entities more harm than good. In his opinion, businesses required stricter controls to ensure efficiency and focus but governments were not primarily concerned with efficiency but with other more important issues. If government involved itself in business, Hoover declared that it would have to become more centralized, like a dictatorship, and businesses would lose their efficiency. Businesses should succeed or fail without government interference, he reasoned. Hoover’s ideals reflected those of his party, and thus â€Å"rugged individualism† is a term that can also describe the Republican philosophy of self reliance to succeed or fail, without any government handouts. Hoover pointed out the progress that the country had witnessed since the end of World War I. He argued that â€Å"... I know of no better test of the improved conditions of the average family than the combined increase of life and industrial insurance, building and loan assets, and savings deposits... these alone have in seven years increased by nearly 100 per cent to the gigantic sum of over 50 billions of dollars...† The high consumerism practiced was also reinforced â€Å"

Immigration to the United States Essay Example | Topics and Well Written Essays - 250 words

Immigration to the United States - Essay Example Rather than live as de facto slaves on European estates they moved to America where they could be free. There were clear implications for America, but often obscured ones for Europe too. Another important point that Handlin makes in Chapter 1 involves the process of what can only be called natural selection. The passage from Europe to America was a harsh one. Only the stronger survived it. He writes that the features that allowed for success were more than physical; the ability to adapt mentally and socially were vital. Also in Chapter 1, Bodnar takes issue with the notion that immigrants had a monolithic approach to adapting to the new American life. Every individual and family found their own path. Some called themselves Americans right away and embraced the American capitalist ethic. Others spent generations finding their place. Similarly, as is explained dramatically in Chapter 2, Africa changed too because of â€Å"immigration† to America. Coastal Africans were abducted a nd sailed far across the sea to other lands. It is hard to know due to the dearth of information how this effected these African communities, but the consequences must surely have been devastating.

Shewin Memorandum 1 Essay Example | Topics and Well Written Essays - 2000 words

Shewin Memorandum 1 - Essay Example . Blabber newspaper has only 3 women on upper level of management. . She has worked in the company for a period of 6 years without promotion yet Whiz who is only 26 years of age and with inadequate experience has been offered the post Shewin applied A 26-year-old new recruit by the name of whiz was considered for position she also applied . Senior employees in the company have been heard speculating on when she will retire. . The company only has five African American employees. . Question of Locusstandiis requisite in bringing this cause of since the level and type of engagement between Miss Shewin and the company must be ascertained to enable the court to hear her case. . Remedies available for Miss Shewin in an event of success of his case Sexual Harassment Crude sexual behaviors Ill language against pregnant women Miss Shewin’s interview at the restaurant did not dwell on professional issues but were majored on social questions . Male employees in the company discuss socia l issues including sexual experiences with their girlfriends over the weekend, which is not checked by the company managers despite protest by Miss Shewin. This case instance presents a critical analysis of rights of employees in a work premise as accorded by law. It details a brief operation of the America legal system to facilitate a proper understanding on how to tackle this legal issue. The American labor and employment laws are sourced from a variety of legal sources, including, constitutional law, statutory law being rules extracted from statutes, administrative regulations, and common law, which includes unwritten customs, principles and rules and case law (Hart 56). These sources are available on different levels, including: - federal and state constitutions, federal and state statutes and administrative regulations by both federal and state agencies, case law by both federal and state courts. In other circumstances however, these laws can be extracted from municipal laws as well. This therefore presents job places with often challenging circumstances of legal requirements and obligations that do not always align (Patterson 98). In case of a conflict or inconsistency between federal and state law, then the law that establishes stricter standard supersedes that whose penalty is less strict. In case of a conflict that cannot be resolved by application of the stricter standard, then the federal law preempts the state law (SS). Miss Shewin case elicits several issues under laws of employment including, discrimination on gender basis, race, sexual harassment of workers as an affirmative action and the extent which the law protects employees in a working place. It is significant to commence this discussion by establishing if Miss Shewin has sufficient locus standi to bring legal complaint against the Blabber newspaper. Locus standi is the legal right to bring an action, to be heard in court, or to address the court on a matter before it. It is the ability of a party to demonstrate to the court sufficient connection to and harm from the action challenged to support that party’s participation in the case. Locus standi in this case can be traced from the legal relationship that existed between Miss Shewinand the Blabber Newspaper. It must be traced if there was a legal contract between the two parties and if the same stipulated

Library system Essay Example for Free

Library system Essay Chapter I Introduction The world of Information Technology transformed and made the life of human beings easier through the innovation of different machines and software applications. Faster and reliable sources have been offered by search engines which are all over the web. But even though this is the case, many schools and universities are still requiring their students to use library materials in their researches and school works. From the statement of purpose, the compute’rized library system: meeting information needs of the people of Saint Michael College of Caraga, Nasipit, Agusan del Norte. Our proposed system, the Saint Michael College of Caraga Library Management System, is a system wherein there is no need of manual library transactions. This will carry out different processes such as searching books, keep records of the books, borrowing of books and return of books. Hence, at present, Saint Michael College of Caraga is maintaining the School Library in a manual basis. Handling bulky records in a manual method is very difficult. And the process of updating could not be done easily and  accurately. Likewise, a manual procedure of handling bulky record is very slow and is prone to manual errors. Consequently, it is proposed that Saint Michael College of Caraga shall maintain an electronic data base management system (DBMS) for the purpose of maintaining the records of the School Library for easy, fast and accurate processing and maintenance of these records that will enhance management decisions and for the improvement of its services to all the stakeholders of Saint Michael College of Caraga. Library is regarded as the brain of any institute; many institutes understand the importance of the library to the growth of the institute and their esteem users (students). Library Management System of Saint Michael College of Caraga supports the general requirement of the library like acquisition, cataloguing, circulation that offers many flexible and convenient features, allowing librarians and library users to maximize time and efficiency. Library System gives the all detailed information about students, staff and books. It will track on the how many books available in library and books issued to the students. It shows popular book among the students. It will provide book lost in library. It keeps the record of the suppliers and book binders. It generates MIS reports for management. Our software is customizable for any library requirement. In this chapter we take opportunity to consider changes in the library services, not in terms of minor, short term change in equilibrium of the sort just noted above, but in longer term. There has been continuing concern about the future of the libraries. Given the extent to which the provision used and the libraries are influenced by the social environment, and given possibilities by the use of new information technology; it would be unreasonable to expect libraries to remain static. But if not, what would be the nature of the change? The issue is not whether there is a change but what will be the change. If we are to make a claim to understand the nature of library services, the surely we ought to have notions, some forecasts, about how library system might change. Purpose and Description In setting up a library, one aspect that should be considered, what are the resources the library has and what are the ways to provide a better service to the students? Well, one of the easiest ways is having a system to  organize all the transactions in the library. A library system is software that will handle basic and systematic organization of function in the library. The system would provide basic set of features to add/update student’s information, add/update books information, search for books and manage check-in/check-out processes. In this application we can maintain the records of students and books and enable to determine how many books are issued and likewise determine the available books in the library. The proposed library system will greatly improve the efficiency of the school library. This study has the following hypothesis: The profiles of the respondents taken are their names, Student ID Number, Year and Course, and Title and Author of the Book Borrowed. The manual system is very time consuming, inconvenient when it comes to recording, organizing and retrieving borrower’s record in the log book. There are few solutions but many a times, we making them works by finding ways to work around system inadequacies. Moreover we have limited staff resources, these work around waste time, effort, and skills that should be spent on user services. solutions do not keep up with the technological changes and hence prove to be time wasters. Library Management system is a small footprint software suitable for personal /individual Libraries. You can store the information about the books and other material and control the movement of the same. Silent Features †¢ Control the movement of books and other material and avoid losing the same. †¢ Search if you have a specific book in your collection based on t he title, author etc. †¢ Print the spine labels for the book. †¢ Find what a specific person has borrowed from you. Objectives The main objective of the application is to automate the existing system of manually maintain the records of the Book Issue, Book Return from the student, Stock Maintenance, and Book Search to be computerized. And to develop a database which stores user details and book details, give reliable search facility for the user, create an easy to understand user friendly environment. So the Book Issue, Return, Searching will be faster. This  application can be used by any Library to automate the process of manually maintaining the records related to the subject of maintaining the stock and Book Issues. The general objective of this study is to design and develop a library system that will serve as a proposal to help librarians save time with the automation of its daily operation. Specific Objectives: To computerize records keeping of books; To allow librarians to retrieve complete information of the book and its borrowers. To check the availability of the books and penalties. To search, issue and return of books. It can only be utilized by the librarian Scope and Limitation The study only focuses on the Information Technology Library Management System of Saint Michael College of Caraga. Without computers, as some libraries are, all of them are dependent on paper work. When compared to computerized systems, data backup and data retrieval systems are inefficient and labor intensive. Users of a paper based system become almost wholly reliant on the librarians, for all levels of service, whether they are enquiries about existing books, inter-library loans, or the availability of books. There is additionally no real involvement of a user in the entire process. The transactions that the system accommodates are the attendance of every student that enter the library, book registration and deletion, updating book information and searching thesis references, Borrowing of books, and keeping the record of transaction. Review of Related Literature This chapter contains the relevant outline of literatures related to the study of Library system. This study composed of programming languages, Database and Graphical User Interface (GUI) that is used in the system. This system would be used by members who may be students or professors of that University to check the availability of the books and borrow the books using automated device, and by the librarian to update the databases. The purpose of this document is to analyze and elaborate on the high-level needs and  features of the Library Management System. It focuses on the capabilities and facilities provided by a Library. The details of what all are the needs of the Library Management System and if it fulfils these needs are detailed in the use-case and supplementary specifications. Automated book monitoring system helps to reduce the effect of entering the wrong quantity and the amount of staff time devoted to repetitive activities. Related Studies According to ACRL (1994) suggested that institution should be prepared to utilized new technologies for accessing information as they are developed. This is why operating the library operations is quite a welcome idea. According to Jeff Kaplan (05/08/2007 A new generation of automated network management software and services is helping in-house staff address this challenge. These let network professionals establish regular patch-management procedures to safeguard against escalating security threats; and create system monitoring routines to identify load imbalances, which could cause service disruptions or performance problems. They also discover, inventory and track assets to make sure that hardware and software licenses are up-to-date and that problems can be resolved faster. According to Voustin Sweere (Aug.2001) Nowadays every book keeping system used in practice is automated. Most book keeping software an integrated information system are based on database. In this paper, we develop a conceptual book keeping model which is not based on manual techniques, but which is applicable in database environment. Technical Background In this chapter, it provides an overview of all the overall system design, features and functionalities. The system is design to implement a computerize library management system in Saint Michael College of Caraga. This system consists of one user, the administrator. The administrator can  access the system by having first the login security which they have to input his/her user name and password. Once the inputted username and password did not match, the required/registered information it displays â€Å"Invalid Username and Password†. If the username and password match the registered information, the next form will display depending on the role of the administrator.

Research Into Job Satisfaction Among Nurses

Research Into Job Satisfaction Among Nurses Nurses in most healthcare facilities have some of the highest levels of direct patient contact of any employees. Nursing force plays an essential role in achieving organizational goals and providing high quality care to the community. Hospitals are important health care and social system where nurses are the cornerstones for their effectiveness and efficiency. Many of the nurses even take on the responsibilities of the medical supervisors or the doctors in command, and this makes them a very important part of the medical system (International Council for Nurses, 200) Devoid of people, organizations can not reach their goals. (Drucker, 1999). High nurse turnover can impact negatively on an organizations capacity to meet patient needs and provide quality care (Gray and Phillips, 1996; Tai et al., 1998; Shields and Ward, 2001). At the nursing unit level, high turnover affects the morale of nurses and the productivity of those who remain to provide care while new staff members are hired and orientated (Cavanagh and Cof ¬Ã‚ n, 1992; Sofer, 1995). Jones (1990a, b) de ¬Ã‚ ned nursing turnover as the process whereby nursing staff leave or transfer within the hospital setting. This de ¬Ã‚ nition Includes intentional and unintentional, as well as internal and external turnovers. Voluntary and involuntary turnovers are not always distinguished in studies because costs are incurred regardless of whether staffs resign or are requested to leave. According to L.J. Hayes et al(2008) turnover is a product of job satisfaction and commitment and can lead to nursing shortage. Nursing shortage and high rates of nurses turnover has become a prevalent global issue (Kingman, 2001). The nursing shortage has a vital effect on healthcare system because of its negative impact on both preventive and curative care. For example, in developing countries, fewer nurses have been available for providing immunizations and prenatal care. Hospitals in many industrialized and developing countries have been forced to close units when nursing staff has not been available (Oulton, 2006,cited in sianze,Malvarez (2008).Shortages can be a symptom of low job satisfaction, poor management and lack of organizational support (Zurn et al., 2005). Shortages are resulting in heavy workload, which is a precursor to job stress, and burnout, which have also been linked to low job satisfaction. Nurses job satisfaction is an elusive concept, which is defined within its extrinsic and intrinsic values (Cowin, 2002 cited in Masroor A.M., Fakir M. J 2010). Job satisfaction is an essential elemen t that has strong effects on patient safety, productivity, and performance, quality of care, retention and turnover (Cavanagh and Cof ¬Ã‚ n, 1992; Blegen, 1993; Irvine and Evans, 1995, Murrells, T., et al, 2007). Job satisfaction refers to overall positive feelings towards a job. It is defined as, Pleasurable or positive emotional state resulting from the appraisal of ones job experiences (Locke, 1976). What in terms of job satisfaction counts the attitude of an employee towards his job? Attitude is a point of view of an individual towards an object. The object may be anything, such as, an organization, a manager, a colleague or a job. What is important about attitude is that: people make decisions based on their attitudes. When employees are satisfied with their job, they tend to stay in their job. On the other hand, people who are not satisfied with their job tend to take a decision of quitting their workplace. Workers with positive attitude are likely to be productive and effective in the organization whereas those with negative attitude have poor performance and ultimately less productive (Abu Ajamieh, A. R, 1996). Satisfied employees tend to be more productive, creative, and committed to their industry, and recent studies have shown a direct relation between staff satisfaction and patient satisfaction in health care organizations (Al-Aameri, 2000). The entire employee wants to be satisfied at their job no matter what activities they are engaged in or have the will to carry out. The significance of job satisfaction arises from the fact that the nurses whom job satisfaction is positive are not only pleased and happy within themselves but also affecting the quantitative and qualitative outcomes of the health organization in a positive way. Quite the opposite, the dissatisfied nurses are not peacefully pleasured resulting in poor performance, increased absenteeism, tardiness, burnout, turnover and qualitative and quantitative negative outcomes for the health care system. Nurses shortage and Job satisfaction should be of primary concerns to the health managers because nurses take the responsibility of many positions in the hospital and their turnover would have great impact on the employers and the patients as well. The shortage of nurses has been well recognized and extended to the long-term care services (Fletcher, 2001; Mark, 2002; Mitchell, 2003) Cited in MH 2008. In response population growth, health care organizations are facing problems in finding and keeping skillful nurses (Gohen Van Nostrand, 1995; Kassner Bertel, 1998). High nurse turnover and vacancy rates are affecting access to health care (Best Thurston, 2004) Cited in MH 2008. Continuously hiring new staff is costly and recurrent turnover influence the morality of nurses and vitiates patient care (Sofie, Belzar, Young, 2003) Cited in MH 2008. The increasing rate of turnover resulted in unfavorable physical and emotional effects on nursing home residents, leading to a greater incide nce of falls, medication errors, fear and anxiety, and feelings of hopelessness (Best Thurston, 2004; Sofie, Belza, Young, 2003). Background and significance: There are five governmental schools of nursing spread overall the United Arab Emirates (UAE). Three of them are called Institutes of Nursing (IONs) governed by the Ministry of Health (MOH). The IONs offer a Diploma degree and cover the Northern Emirates. While the Higher College of Technology and the Institute of Applied Technology which are controlled by the Ministry of Higher Education in both of Abu-Dhabi and Al-Ain graduate nurses holding Bachelors degree of nursing science. The period of study in the IONs is three years. All of the graduates are female Emiratis and expatriates and the number of graduates in the northern emirates is relatively higher that of Abu-Dhabi and Al-Ain cities. Despite all such number of graduates, the UAE like the other countries is in severe shortage of nurses related to high rate of turnover. The UAE is need for 30,000 nurses and midwives, only 23000 are available which means that the shortage is 7000 (Underwood, M, 2010). According to the MOH-secretary of the Nursing and Midwifery Council, low remuneration, low status and limited career development are all factors influencing the shortage. Therefore, the UAE must hire up to 25 to 30 per cent; 7000 nurses to overcome the shortage of nursing staff. Dr. Rifaai (2010), the Head of Federal Nursing Department, referred the shortage of nurses and midwives in the UAE to the perceived low status of the profession. The Emirati nurses account only 4% of the total population (UAE-MOH, cited Underwood, M, 2010) which does not run in parallel with the demographics population of the country. The serious nursing shortage has prompted the MOH-UAE to start a national study to identify the factors that could lead to a better workplace at the governmental hospitals. This study was in response to a previous pilot study funded by the Ministry of Health called Thinking Magnetism which revealed that low wages and Lack of autonomy to make decisions are the primary reason for nurses dissatisfaction (Khaleej Times, 23 November 2009). The outcomes of the study drove the government to start looking carefully after these phenomena particularly when the pilot study, the magnet indicators showed very low scores for ministry hospitals as compared with USA magnet hospitals. The indicators studied: nursing contribution in hospital affairs; nursing foundation of quality of care; ability of nurse manager, leadership; staffing; resources; and nurse-physician relationship. Among the 14 urgent requirements identified, the pilot study recommended: part-time jobs; flexible recruitment; promotion p olicies, and competitive salaries. Involvement in decision-making and encouragement of a healthy nurse-physician relationship was also suggested. Expatriate nurses working in the government hospitals demanded equal treatment with UAE nationals and placements according to qualifications. Suliman, A.B., (2006), stated in his study that staffs perceptions of fairness are largely based on comparison. For instance, employee may compare their payment, working hours, and incentives. If the comparison is positive, they are likely to feel positive toward their organization. Conversely, if the result is negative, they will react negatively toward the system and may challenge and oppose it. Consequently, the employees may intent to quit their job. The finding of this study may help the health care managers and policy makers to develop and institutionalize targeted nurse recruitment and retention strategies by taking into consideration the predictors of nurses dissatisfaction and turnover. The significance of the problem and the absence of related researches and statistical data about the level of nurses satisfaction, and the factors that contribute to turnover give the urge to study these phenomena. Statement of Purpose: The aim of this research is to : Explore the relationship between job dissatisfaction and turnover among registered nurses in the governmental hospitals of UAE. Find relationship between individual/ demographic variables and job satisfaction among the registered nurses in the Governmental hospital in the UAE. Give the nursing managers in the UAE hospitals clear indicators towards improving the nurses job satisfaction, retention and reduction of turnover rates. Research questions: This research is intended to answer the following questions: What is the relation between dissatisfaction factors to turnover? What is the relationship between demographic variables and job satisfaction? Literature Review Theoretical Framework: Job satisfaction is multi-faceted with many definitions and theoretical frames. According to Spector (1997), Job satisfaction is the most important variable that is frequently studied in organizational behavior research. In addition, the fundamental variable in both research and theory of organizational phenomena were ranging from job design to supervision. Moreover, the traditional model of job satisfaction focuses on all the feelings that an individual has about his/her job. Yet, being satisfied or dissatisfied does not rely on the type of the job only but also on the expectations of the individuals from their job. In another definition, Job satisfaction is defined as the degree to which employees enjoy their jobs (McCloskey McCain 1987). Job satisfaction is an enjoyable affecting state resulting from the consideration of ones job (Locke, 1976 cited in Brief, A. P., Weiss, H. M. (2001) cited in Wikipedia), an emotional response to ones job (Cranny, Smith Stone, 1992 cited in Weiss, H. M. (2002) cited in Wikipedia) and an sentiment towards ones job (Brief, 1998 cited in Weiss, H. M. (2002) cited in Wikipedia). Researchers usually relate job satisfaction to motivation. Motivation can be defined as an internal process that activates, guides and maintains behaviour over time (Pintrich 2003; Schunk 2000).There are several theories of motivation .The most important theories are Maslows hierarchy of needs, Hertzbergs dual factor theory, and. Vrooms expectancy theory. Unfortunately, none of these theories have gained adequate support or shown to be valid as job satisfiers. Nevertheless, they are based on satisfying human needs that address motivation. Maslows theory1954: Maslow suggested a hierarchy of needs and links these needs to motivation. Maslow divided human needs into three categories, the deficiency needs (physical and psychological well being) , growth needs(knowing, appreciating, and understanding), and self actualization (ones potential). Maslow pointed out that individuals will not be motivated to the second need until the demands of the first need have been satisfied. Based on Maslows theory, job satisfaction has been approached by some researchers from the perception of need ful ¬Ã‚ llment (Kuhlen, 1963; Worf, 1970; Conrad et al., 1985). The fulfillment of job related needs lead to increase satisfaction as individual moves up in the hierarchy to the highest level. An individual who reaches the self-realization will continue in his job and becomes more efficient and productive, whereas unfulfilled needs will lead to poor performance; less productivity, work related stress and eventually job dissatisfaction which might result in turno ver. Herzberg Motivation-Hygiene theory (1959): Herzberg presented a dual factor theory. He uses the needs satisfaction to explain job satisfaction. He believed that satisfaction and dissatisfaction were separate and unrelated. Intrinsic factors called motivators (i.e. related to the nature and experience of performing work) were found to be job satis ¬Ã‚ ers and included: achievement, recognition, work itself and responsibility and similar to the growth needs of Maslows hierarchy. Extrinsic factors called hygiene factors were found to be job dissatis ¬Ã‚ ers and included: organizational policy, administration, supervision, salary, interpersonal relations and working conditions to the deficiency needs of Maslow. However, the distinction between motivators and hygiene was not supported by many researches (Cronin-1977; Everly and Falcione, 1976; Gangadhraiah, et al.1990; Hutto Davis, 1989; Joiner, Johnson Crokrean, 1981; Koelbel, 1988; Munro, 1983; Simpson, 1985). Cavanagh (1992 cited in Burnard et al., 1999) noted that these theories attempt to specify particular needs that must be met or values that must be attained (p. 705) if an individual is to be satisfied at work. Figure 1: (Maslows and Herzbergs Ideas Compared, cited in Tiffany Jordan, undated) Vrooms Expectancy Theory of Motivation (1964): Vroom predicts that effort lead to increased performance (Expectancy), and performance lead to valued rewards (Instrumentality) and then these values are placed on outcomes (Valence), all three are required for positive motivation. If either of these factors were absent, performance will be altered to zero (Suliman, 2001). However several researches have supported the principles of the theory (Campbell Pritchard, 1976, Hollenback, 1979, Mitchell, 1974). However, questions remain to which extent an employee can increase his/her efforts about the corresponding organizational structure and decision making processes needed to fulfill the expectations of workers. (Expectancy Theory of Motivation (Undated), cited in Arrod, http://www.arrod.co.uk/archive/concept_vroom.php) Definitions of Job Satisfaction based on the theories: Job satisfaction is the affective orientation that an employee has towards his or her work (Price, 2001). Specter (1997) summarized the following facets of job satisfaction: appreciation, communication, co-workers, fringe bene ¬Ã‚ ts, job conditions, nature of the work itself, the nature of the organization itself, an organizations policies and procedures, pay, personal growth, promotion opportunities, recognition, security and supervision. Dentitions Related Theory The individual matching of personal needs to the perceived potential of the occupation for satisfying those needs (Kuhlen, 1963) Maslows human needs theory (Maslow, 1954 Need ful ¬Ã‚ llment, that is, whether or not the job met the employees physical and psychological needs for the things within the work situation (Worf, 1970) A match between what individuals perceive they need and what rewards they perceive they receive from their jobs (Conrad et al., 1985) A function of satisfaction with the different elements of the job (Herzberg 1959) Herzberg motivation-hygiene theory (Herzberg, 1959) All the feelings that an individual has about his job (Gruneberg, 1976) Focus on cognitive process (Spector, 1997) The affective orientation that an employee has towards his or her work (Price, 2001) (Table 1, Dentitions of job satisfaction, Hong Lu, While, A., Barriball, K.,(2004) C. Previous Research Review: C. Previous Research Review: Locke (1976) defined job satisfaction as a pleasurable or positive emotional state resulting from the appraisal of ones job or job experience. That is, it is the discrepancy between what an employee values and what the situation provides. Job satisfaction is a complex phenomenon. The current global shortage of nurses places of interest the importance of understanding the effect and interrelationships of the factors that contribute to nurses dissatisfaction and consequently turnover so that healthcare organizations may implement strategies that help to retain nurses. Sources of nurses job satisfaction: Satisfaction has been found to be related to performance within the work environment (Landeweerd and Boumans, 1988, cited in Burnard et al., 1999), so it is not amazing that the notion of job satisfaction has gained much attention. Researchers have attempted to identify the different variables of job satisfaction, measure the significance of each variable and examine what effect these variables have on the productivity of the employee (Burnard et al., 1999). A variety of quantitative and qualititative studies have been done on the sources of job satisfaction among nurses and here are the most important findings: Aiken et al. (2001) found in his global study in a sample of 43,329 nurses working in adult acute hospitals that job dissatisfaction among nurses was highest in the United States (41%) followed by Scotland (38%), England (36%), Canada (33%) and Germany (17%). One third of nurses in England and Scotland and more than one  ¬Ã‚ fth in the United States have intent to quit their job within 12 months of data collection. More striking, however, was that 27-54% of nurses less than 30 years of age intended to quit within 12 months of data collection in all countries. Opportunities for the development were the reason behind the satisfaction of the nurses in Germany (61%) while salary was the satisfier for the nurses in USA (57%) and Canada (69%). Similarly, Adamson et al. (1995) found that British nurses were more dissatis ¬Ã‚ ed than Australian nurses. He pointed that the poor insight of professional status, insufficient relationship with hospital management system and improper working environment, were found in British more than Australian nurses. Professional organization and work design, con ¬Ã¢â‚¬Å¡ict between the newly gained experience during training and the available one. Furthermore, lack of communication between nurses and physicians, feeling of being not respected by other related health professionals, hospital managers and physicians were a concern to the British nurses. Nevertheless, the perception of autonomy by the Australian and British nurses was nearly the same. Eventually Tovey and Adams (1999) came up with the main sources of nurses dissatisfaction: working interactions, mainly those with administration, shortage of staff, professional concerns about poor standards of care and external work pressure. Nolan et al. (1998) found that level of job satisfaction had remained stable. They further found in a sample of 518 nurses that 35% of nurses reported reduction in their level of satisfaction and 69% drop in their morality. Price (2002), using the satisfaction scale of Mueller and McCloskeys (1990a, b) in a sample of 141 nurses found that (58%) were generally satis ¬Ã‚ ed with their job. Highest satisfaction was related to co-workers and extrinsic rewards and most dissatisfaction was with the amount of control and responsibility they had and with professional opportunities. Nurses were most satis ¬Ã‚ ed with annual leave, nursing peers and hours worked (79%, 78% and 76% of respondents) and dissatisfied with compensation for working weeke nds and control over work conditions and childcare facilities (55%, 55% and 46% of respondents. Using the same scale, Wang (2002) found that Chinese nurses were mostly dissatis ¬Ã‚ ed with pay and job promotion. Finally, nurses job satisfaction is very essential to organizations as levels of job satisfaction would globally impact the nursing workforce. Sources of job satisfaction are relatively similar, e.g., physical working setting, relations with fellow workers and managers, salary, promotion, job security, responsibility, the recognition from managers and working hours. Effects of job satisfaction of nurses on absenteeism, burnout, turnover and intention to quit: Researchers have generally found that satisfied employees are more productive and committed to their jobs, whereas dissatisfied ones experience absenteeism, grievances and turnover (Smith 1996, cited in Alamri, 2001).Matrunola, (1996) did not find any significant relationship between job satisfaction and abscentism in a small sample of 34 nurses which makes its generalization difficult. Borda and Norman (1997) noted a signi ¬Ã‚ cant positive relationship between job satisfaction and intent to stay and negative relationships between job satisfaction and frequency of 1 day absence and short-term absence. Sius (2002) indicates that job satisfaction was an important predictor of abscentism. Job dissatisfaction is consistently linked to high levels of stress, burn-out or mental and physical exhaustion (Blegen et al. 1993, Adams Bond 2000, Aiken et al. 2002). Keel (1993) cited in Tzeng 2002), indicated that burnout affects mainly nurses, physicians, social workers and teachers. Burnout seems to be caused by stressful working conditions, disproportional-high efforts (time, emotional involvement, and empathy) and dissatisfaction with jobs. For the goals of lowering professional stress and improved satisfaction, social support and improved team cooperation could protect nurses against burnout. There is a vast body of the literature linking job satisfaction in nursing and turnover. Job dissatisfaction has been frequently identi ¬Ã‚ ed as the reason why nurses leave their jobs (Lum et al., 1998; Tzeng, 2002). Tzeng (2002) has also noted that factors such as indirect working environment (hospitals policies, bene ¬Ã‚ ts, leisure activities, housing, parking, and vacation policy), salary and promotion as very important but strongly dissatisfying and indicated that job satisfaction is a predictor of turnover. A study conducted in the United States revealed that dissatisfied nurses were 65% more likely to have intent to quit compared to their satisfied colleagues (Shields Ward, 2001 cited in Masroor A.M., Fakir M. J., 2010). Gray and Philips (1994) Examined turnover rates and relationship to age and length of service in 342,000 employees from nine staff groups in National Health Service (NHS) and explored that annual turnover rate among all NHS staff 13.6%; higher turnover among full-time than part-time; turnover declines with age, are high in  ¬Ã‚ rst year of service, remains high in second year before declining. Leveck and Jones (1996) indicated that experience on unit and professional job satisfaction were predictors of staff nurse retention; job stress and clinical service were predictors of quality of care. The variable contributing the most was management style. While Davidson et al (1997) in a sample of 736 hospital nurses cited that intent to leave predicted by perception of little promotion, high routinization, low decision latitude and poor communication. Lum et al (1998) found among 361 RNs in neonatal and pediatric Intensive Care Unit that Job satisfaction has indirect and organizational c ommitment has direct effect on intent to quit. Boyle et al (1999) recognized that managers position power and in ¬Ã¢â‚¬Å¡uence over work coordination had direct link to intent to stay. Instrumental communication, autonomy, and group cohesion decreased job stress and thus increased job satisfaction. Job satisfaction was directly linked with intent to stay. Furthermore, Hemingway and smith (1999) discovered that high work pressure was predictive of greater role con ¬Ã¢â‚¬Å¡ict and role ambiguity, and of more stress from heavy workload. In addition, poor supervisor support was signi ¬Ã‚ cantly related to greater stress from heavy workload, and lack of autonomy was related to higher role ambiguity. Larabee et al (2003) proposed that major predictor of intent to leave was job dissatisfaction, and the major predictor of job satisfaction was psychological empowerment. Predictors of psychological empowerment were hardiness, transformational leadership style, nurse/ physician collabor ation, and group cohesion. Strachota et al (2003)identified the following reasons: hours worked; better job opportunity; family; poor pay and bene ¬Ã‚ ts; poor staffing; unsupportive management; unacceptable work environment; work stress; no opportunity for advancement. Duffield et al (2004) added the following causes: leaving related to work aspects, structural aspects, professional issues, team support, salary and prestige, employer care, and legal concerns. Turnover has many consequences such as mean cost per RN turnover was $10,198, ranging from $6,886 to $15,152(Jones, 1990b, Waldman et al, 2004)), poor patient satisfaction, risk of infection increased almost 30% and the risk of hospitalization increased more than 80% (Zimmerman et al, 2002). Leiter et al. (1998)cited in Tzeng,2002) concluded that patients, who stayed on wards where nursing staff felt more exhausted or more frequently expressed their intention to quit, were less satis ¬Ã‚ ed with their medical care. This study con ¬Ã‚ rmed the importance of understanding nurses job satisfaction and intention to quit as both concepts, which would contribute to patient outcomes. Moreover, both nurses job satisfaction and patient satisfaction have been identi ¬Ã‚ ed in the Nursing Report Card for Acute Care (American Nurses Association, 1995) as two of the important nursing quality outcome indicators. Lee et al.s (2003) showed that the most common reasons for nurses turnover were work overload, rotating shifts and con ¬Ã¢â‚¬Å¡ict in interpersonal relationships. A total of 24%, 15% and 35% of variance regarding depersonalization, emotional exhaustion and personal accomplishment, respectively, was explained by the individual characteristics, job stress and personal resources were explained by the predictor variables. Turning to, Cavanagh (1990) indicated that job satisfaction was the determining factor of turnover which could be predicted by kinship responsibility, promotion, pay and influential communication skills. Wu et al (2000), found a positive and significant relation between the job stress and intention to quit. This was also confirmed in Yin and Yangs (2002) meta-analysis who revealed that the strongest factors for nurse turnover were job satisfaction, autonomy, advancement opportunity, job stress, pay, group cohesion, marital status and educational level. To sum up, researches from various countries indicate that job satisfaction is a signi ¬Ã‚ cant predictor of nursing absenteeism, burnout, turnover and intention to quit the organization and nursing profession. Related factors to job satisfaction of nurses Blegens (1993) meta-analysis found a strong connection between job satisfaction, stress and organizational commitment. Seven variables had strong correlations: communication with supervisor, autonomy, recognition, routinization, communication with peers, fairness and locus of control; and four variables had very weak correlations: age, years of experience, education and professionalism. A causal model of job satisfaction has been tested in the studies of Chu et al.s (2003) among 308 Taiwanese nurses and Seo et al.s (2004) among 353 South Korean nurses, respectively. In this model 11 independent variables included: job involvement, positive affectivity, negative affectivity, autonomy, distributive justice, procedural justice, job stress (role ambiguity, role con ¬Ã¢â‚¬Å¡ict, and workload and resource inadequacy, pay, promotional chances, routinization and social support .Moreover, four of twelve structural variables (workload, supervisory support, routinization, and pay) were found to have signi ¬Ã‚ cant net effects on satisfaction. Chu et al. (2003) found that six variables had significant impact on job satisfaction: routinization, positive affectivity, involvement, negative affectivity, role ambiguity, supervisor support which explain 45% of the variance in satisfaction. Whereas Seo et al. (2004) found seven variables had statistically signi ¬Ã‚ cant effects on job satisfaction: positive affectivity, supervisory support, pay, routinization, negative affectivity, workload and job opportunity and he found reasonable fit between the casual model and data; all the variables explained 53% of the variance. Interestingly, Packard and Motowidlo (1987) correlated job satisfaction with depression, hostility, subjective stress, frequency of stressful events, intensity of stressful events and anxiety. Knoop (1995) indicated that organizational commitment is positively related to job satisfaction among nurses, satisfaction with work, promotion opportunity, supervision, co-workers and pay among Canadian nurses. Organizational commitment refers to identi ¬Ã‚ cation with and loyalty to the organization and its goals (Blau and Boal, 1987) which Mowday et al. (1979). Commitment is characterized by three factors: a strong belief in and an acceptance of the organizations goals and values; a willingness to exert considerable effort on behalf of the organization; and a strong desire to maintain membership in the organization (Blegen, 1993; Al-Aameri, 2000). Fang, (2001) agreed with the studies of (Blegen, 1993; Al-Aameri, 2000) and cited that job satisfaction was significantly and positively relate d to organizational commitment, professional commitment, and negatively related to job stress. Organizational commitment has an incremental effect on a professionals intention to leave the organization (Blau and Lunz, 1998). Enhancing professional commitment in nursing has the potential to produce bene ¬Ã‚ ts for both the individual and their organization (Cohen, 1998; Cohen, 1999). Furthermore, professional commitment is positively related to the job satisfaction of nurses (Lu et al., 2000; Jones, 2000).Lu et al., (2002) indicates that professional commitment is more effective in predicting intention to leave the nursing profession than intention to leave the organization at 9.2 %. Lu et al., (2002) added that Job satisfaction was more effective in predicting intent to leave the organization than intention to leave the nursing profession at 8 %. Moreover, role con ¬Ã¢â‚¬Å¡ict and ambiguity are signi ¬Ã‚ cantly related to job stress, organizational commitment, job satisfacti on and intentions to leave the nursing profession (Rosse and Rosse, 1981).Dailey (1990) found that most signi ¬Ã‚ cant predictor of intention to quit was experienced job induced stress symptoms. However, Mitchells (1994) in United State study found that there was not a signi ¬Ã‚ cant linear association between a nurses job satisfaction and the correlation between work role values and actual work roles. Yet, the  ¬Ã‚ nding that workload has the second largest impact emphasizes the relative importance of job stress in determining levels of nurses job satisfaction. This  ¬Ã‚ nding is consistent with the results obtained in other empirical studies which have shown that the job stress variables have negative impacts on job satisfaction (Mathieu, 1990, 1991

Analysis of McDonalds Essay -- Strategic Management

TABLE OF CONTENTS INTRODUCTION 1 VISION, MISSION AND STATEMENT VALUES 1 INTERNAL AND EXTENAL ANALYSIS 3 Strength and weaknesses of McDonalds Opportunities and Threats Five Force Analysis COMPETITIVE AND DEVELOPMENT STRATEGIES 6 The cultural web CONCLUSION 8 REFERENCES 9 INTRODUCTION Strategic management is the way of implementing different business strategies and plans to attain certain specific aims and objectives. It involves collection of decisions and different rules and policies that tend to define the results that are generated in the form of better business performance. For undertaking these activities, management should possess an in depth understanding and be able to assess the general and competitive external and internal business environment to take proper business decisions (Cornelis, 2010). McDonalds is an organization that offers a range of products and services in a very effective manner that makes it a market leader in providing fast food services all over the world. By enforcing suitable strategies, McDonalds can increase its level of sales and will also help in upgrading as well as sustaining the market by acquiring competitive advantage (Schoenberg, Collier and Bowman, 2013). Vision statement of McDonalds McDonald’s vision statement can be said that it wants to be the world’s best quick service restaurant experience. Being the best for McDonald’s means that it needs to provide the best of the quality of food products, services, and cleanliness and value so that it can make everyone of its customer smile (Schmitt and et.al, 2011). A vision statement of the company is an idea for how business can be eventually perceived and what actions it will be taking for coming 5, 10 or 15 years for i... ...rnational Strategic Management: Challenges and Opportunities. Taylor & Francis. Valdani, E., and Arbore, A., 2013. Competitive Strategies: Managing the Present, Imagining the Future. Palgrave Macmillan. Witcher, B., and Chau, S. V., 2010. Strategic Management: Principles and Practice. Cengage Learning EMEA. Online McDonalds and Ethical Issues. 2009. [Online]. Available through: . [Accessed on May 14th, 2014]. Peyeti, J., 2011. Porter's Five Forces - Analysis of the Daily Deals Market. [Online]. Available through: . [Accessed on May 14th, 2014]. The Cultural Web Aligning Your Organization's Culture with Strategy. 2013. [Online]. Available through: . [Accessed on May 14th, 2014].

Surviving the Cold War

When America dropped a bomb on Japan in 1945 it marked the end of World War 2 and the beginning of the Cold War. The government urged citizens to be prepared for the worst; an atomic bomb. It was a time of extreme fear. It was a time to take measures in your own hands to protect your family. As head of my household during the cold war it would be hard not to fall pray to the constant propaganda of the day. Since any above ground post atomic attack survival strategies would be futile; efforts would be made for an underground or bunker survival. I would build a shelter at least four levels deep underground. The engineering behind this structure would have to be well thought out. Things like radiation resistant paint would be carefully considered. Every minor detail would be planned out before taking on construction. The creation of a survival plan would be part of the essential strategy. This would be rehearsed on a regular basis so in the event, things would operate smoothly. Each member of the family would be charged with specific duties, to avoid any confusion and chaos. It would be practiced routinely so that it becomes second nature. In order to survive extended periods of time in a confined space your basic requirements must be met. The storage of water and food would be priority. I would try to build a tank that could hold at least a thousand gallons of water; as for food as many dried and can goods as possible. There would be no such thing as too much. My goal would be to have enough resources to last a year. I would make sure we had adequate power supply with back up generators and batteries for a year. Having an extensive first aid kit would be fundamental, in case of minor injuries and exposure to hazardous materials. Another key strategy would be secrecy. Information about the family bunker and supplies would not be shared with neighbors or any other non family members. I feel this is imperative for our survival. If the news of our location was shared with people our survival would be compromised because of having to share our resources and limited space. Finally the need for information would be a central motivator for reading the paper and watching the news reports about nemy operations and threats against the homeland. Keeping abreast of the news would let me know if it is safe to go outside or not. If we are expecting anymore bomb treats and generally what’s going on in the world around us. In any society that lives under fear, it is extremely important to be informed. Being prepared as best as possible would be your only chance for survival. Throughout history mankind have engaged in wars and I firmly believe that like them, we too; are resilient and can survive with the right preparations.