Affinity Orientation Discrimination Cases Study Essay Example for Free

semblance Orientation Discrimination Cases Study Essay theorize that you argon a department conductor and you find out that a man you work with has become a woman, or you find out a woman you work with enjoys the private family of woman, would these concepts ca intent you to discriminate against your employees in the oeuvre? Analysis of case studies, understanding applic adequate to(p) laws, and recommending clearly defined policies for the workplace will assist with understanding and preventing affinity predilection variety. It is important in todays workplace to have an intricate understanding of the difference between affinity orientation course and the word sex as it pertains to Title septet of the Civil Rights Act of 1964 (Title VII). The term sex referred to in Title VII represents the gender of an individual employee. Affinity orientation refers to the intimate relationship that an individual may have with another individual of the same gender, or an individuals desi re to become the opposite gender, either temporarily or permanently. There are various types of affinity orientation, none of which are protected by Title VII (Bennett-Alexander, 2001 p.243).One example affinity orientation would be a woman who is a lesbian or a man who is gay. It is becoming increasingly popular for men and women to have a surgical procedure performed to become the opposite gender this too is a form of affinity orientation. Affinity orientation has become a subject of adversity in the workforce as a result of there being little guard against discrimination for employees participating in the various types of affinity orientation. Case reputation analysis is a method that management can utilize to better understand affinity orientation in the workplace and preventing discrimination.Case Study 1Michael is employed at ABC Hospital as an operating nurse. Michael had taken a leave of absence from work to have a gender trade operation. Upon Michaels return to work at ABC Hospital Michael wanted to be addressed bythe name Michelle. Since Michelle completed the gender change surgical procedures she mat that she had the right to utilize the womens locker room and shower like all the other women employed at ABC Hospital. The male employees did not want Michelle to use the mens locker room because of her gender change. The women refused to share the womens locker room with Michelle, because the women knew of Michelles original gender.At ABC Hospital it is standard procedure for operating room nurses to outwear unisex surgical scrubs. Therefore, I do not see the reason why she want use the men locker and shower room. Michelle is not draining a uniform dress with a cap as a nurse while at work. I find oneself that she is still considered as a man.Michelle is hoping to file discrimination against her co-workers since having the sex change because no one is accepting her as a female. If she were hired as a male she should not feel discriminatory. I t hink that she should be accommodated with a locker room and shower that is for either a man or a woman.Case Study 2Tracy is a lesbian who alleges that she has been denied an internal phoner promotion due to the fact that her department manager does not want to support her lesbian lifestyle. Mr. honey oil, Tracys department manager, is criminate of discriminating against Tracy by not writing her a earn of recommendation for a promotion. Tracy feels that the excellent yearly performance reviews that Mr. Green wrote for her entitles her to cause a letter of recommendation from Mr. Green. There are legitimate reasons for Tracys discrimination claim to be denied.Title VII offers protection against discrimination at the workplace however, Title VII does not protect against affinity orientation in the workplace. There are no federal laws that prevent a person from being fired or refused a job on the basis of affinity orientation. There are however, the First, Fifth, and Fourteenth Ame ndments to the Constitution of the United States of America, that offer freedom of speech, the right to privacy, and equalprotection under law (Bennett-Alexander, 2001, p.243). Tracy does not have a discrimination claim against her department manager Mr. Green as a result of affinity orientation.Tracys executive program Mr. Green gave her excellent annual performance evaluations that are more than sufficient enough to apply and expect to be eligible any company promotions. Mr. Green is not obligated to give employees earn of recommendation for promotions, transfers, or applications for employment inside or outside of the company where he is employed as a department manager.The company followed all employee performance review procedures correctly. It is standard practice for companies to place the best-suited candidate in vacant positions. The use of employment evaluations ensures that all candidates are given equal opportunity for job advancements. Should Mr. Green have given Trac y poor performance evaluations on a consistent basis, Tracy may have been able to prove a discrimination claim. It is important to have set policies in place to keep employees informed of what criteria must be met for company advancement or promotions. Employment manuals are a suitable method of ensuring that employees are notified of company policies.In an effort to eliminate future claims of discrimination in the workplace relating to company advancement, Mr. Green should have established set policies regarding letters of recommendation. It is recommended that Mr. Green have the employee manual clearly state that department managers are not permitted to write referral letters for employees applying any positions within the company. The policy would be based on the fact that a letter of recommendation made by a department manager could indicate preference in the workplace and unfair advantage for certain employees.Another option Mr. Green could have implemented would be to permit e mployees to obtain letters of recommendation from sources outside of the company. Outside recommendations could strengthen an employees resume while not creating the opportunity for discrimination in the workplace. An implemented policy that addresses the importance of an employees index to meet andsatisfy the requirements of the position would lessen the likeliness of a discrimination claim. Regardless of which position the company takes with respect to letters of recommendation, employees would be advised of company policies well in advance of applying for any positions within the company.Taking precautions in the workplace through the use of implemented policies can eliminate potential discrimination claims. Analyzing case studies, reviewing applicable laws, and recommending policies for the workplace are an excellent method of preventing affinity orientation discrimination.ReferencesBennett-Alexander, D. D., Hartman, L. P. (2001). Employment Law for Business (III ed.) Boston, Massachusetts Mc Graw-Hill Primis.

Dietary Analysis and Reflection

Dietary Analysis and ReflectionDiet Analysis sum-up FinalMyPlate.gov was very informative. It was nice to start the tier reveal with a website that was very detailed but mute interesting so you werent overwhelmed with the Brobdingnagian sum meat of information. It was easy to maneuver and find the information you claimed. It is a very useful tool for an individual to use so they stand learn the strait-laced portions of a healthy fast. The individual plan you jakes receive from a licensed sustenanceitian on the Super Tracker portion of MyPlate.gov is a wonderful feature. It skunk keep track and inform you if you ask surpassed your goal for separately solid food group, how many calories youve eaten per day, and the target make sense of physical activity you should be doing per week. Each food group section down the stairs the MyPlan portion of the SuperTracker gives you the exact keep down of ounces carryed for your personal calorie goal. It breaks down how much an ounce is in popular foods, for example, 1 ounce of bread is 1 regular slice and 1 ounce of brown sift is cup. The individualized sample meal plans take the guess flow out of planning your weekly meals. It is designed to meet your individual nutritional needs and your personal calorie goals. Unfortunately, I viewnt used it since it was a part of the assignment many weeks ago. Since my diet isnt well balanced and I need to add healthier selections off all the food groups into my diet MyPlate.gov is a great place for me to start. It can help me do some weekly meal planning since that is a huge weakness of mine. I can make healthier choices for myself and my family with the help of MyPlate.gov.Carbohydrates atomic number 18 a huge weakness for me as I love sugary candies, breads, pastas, chips, and juices. Each one of my weaknesses has an overmuch amount of sugars. When I eat too many sugars my digestive tract delivers glucose to my line of c rosyitstream and that carries the gl ucose to my liver and body cells. However, my body cells do not need any supernumerary glucose so it is stored as glycogen in the muscle and liver. Once those stores are full the body cells go from burning fat to burning the surfeit glucose which leaves excess fat floating in my bloodstream until its picked up by fatty tissues and stored. Unfortunately, the fatty tissues imbibe an unlimited capacity to store fat. An excess of blood glucose can lead to symbol II diabetes which can lead to circulation problems and nerve damage. Low blood pressure and nerve damage can lead to handout of blood flow to the kidneys which damages them, increased wishlihood of infections, and possible loss of limbs due to gangrene and amputation. How I can prevent type II diabetes is to reach a healthy body weight of 120 pounds. To do that I need to eat healthy meals that are moderate in calories low in saturated fat, game in vegetables, fruit, legumes, chicken, fish, and whole grains. I need to be p hysically active, and limit my alcohol intake. The best way for me to cut out the excess sugars in my diet is to permutation the sugary candies and chips with fruit and vegetables. Change the breads and pastas I eat to 100% whole grain bread. Stop make merrying fruit juices and supersede them with water. Doing all this can also increase my soluble and insoluble fiber intake which can help reduce my risk if type II diabetes, free or prevent constipation, and lower my risk for digestive tract cancers. The change overs I have made this semester about my carbohydrate consumption are I have replaced my breads and pastas with whole wheat breads and pastas. Ive increased the amount of vegetables and fruits Im take workaday. Unfortunately, I havent shined the amount of chips and sugary candies. It has been and still is a very stressful time for me and when Im stressed I eat and I prefer to eat chips and candies.I have a great weakness for have foods that are high in cholesterin and fat. Ive enjoyed eating items like shrimp Alfredo and hamburgers and French fries. I have an empyreal risk of developing spunk disease because I am overweight, I eat high cholesterol and fatty foods, and I am physically inactive. The recommended periodical amounts of fat for someone like Me Is 37 to 66 grams whereas my bonny daily intake was 75grams. The recommended daily amount of cholesterol should be less than 300mg whereas my average daily intake was 367mg. If I continue to eat this way I volition develop heart issues like hypertension, atherosclerosis which can lead to coronary heart disease or stroke I am also at high risk for developing cancer. I can lower my blood cholesterol by focusing on low cholesterol foods, low saturated fat foods, and Trans fat free foods like whole grains, fruits, soy, vegetables, fatty fish, oats, and beans. I need to be acclaim more physically active. Even doing simple things can impact my physical activity level like using the stairs instea d of the ski lift or I can wash my car instead of taking it to a car wash. One of the best changes I can make to meliorate my health is to start eating fatty fishes like sea bass, herring, trout, and salmon. These fish are an excellent source of omega-3. Omega-3s can lower total cholesterol and LDL and can increase HDL. It can also lower the rates of some cancers by suppressing inflammation. Additional foods I can eat to date cancer are crucifer vegetables like cabbage, cauliflower, and kale which boosts an enzyme in the body that fights cancer. All berries have a phytochemical that can slow down the growth of pre-malignant cells. Tomatoes have lycopene which can stop the growth of endometrial cancer. This semester I have decreased my red meat intake and have replaced it with chicken or turkey. When I organize at home I get a 3% fat ground turkey for our meals instead of ground beef. I have also changed the hamburgers I make at home for turkey burgers or veggie burgers, and my f amily loves them.My biggest weakness with proteins is animal-derived proteins I eat eggs al roughly every morning for breakfast and have an animal derived protein with almost every dejeuner and dinner. An excess amount of protein itself is not known to contribute to heart disease, but excess amount of animal-derived protein does. They add redundant fat calories and saturated fat to my diet. Eating all that animal-derived protein leaves out all the other sources of protein I can consume which are much healthier like whole grains, fruit, legumes, and vegetables. Since I eat a lot of animal-derived protein I have a higher risk in being obese, it causes adult bone loss, and I have a greater risk in heart disease, diabetes, and cancer. To lower my animal-deprived protein I can eliminate the eggs in my breakfast and eat oatmeal. For lunch I can have rice and beans instead of a lunch meat sandwich. For dinner I can make a tofu stir-fry instead of a grilled chicken breast. If I change at least one of my daily meals form animal-derived protein to vegetable-derived protein I can cut down the amount of cholesterol and saturated fat I consume. This semester I havent changed the types of proteins we consume. What I can do that wouldnt change our routine to much is to switch out or eggs for egg beaters. For three tablespoons, which is the same as one egg, it has zero saturated fat and cholesterol but still has 5 grams of protein which is only 1 gram less than a normal egg but so much healthier.My diet is low in folate, vitamin C, and potassium and it is high in sodium. A diet low in folate can lead to many problems like anemia, fatigue, headache, weakness, irritability, and mental confusion. Most adults are to have 400mcg a day of folate my average was 186mcg per day. So I definitely need to consume more foods rich in folate like asparagus, pinto beans, and lentils. A diet low in vitamin C can lead to fatigue, joint pain, bone fragility, bruises, frequent infections, blee ding gums, and poor wound healing. Most adults are to have 75mg a day of vitamin C my average was 49mg per day. So I definitely need to consume more foods rich in vitamin C like sweet red peppers, strawberries, and broccoli. A diet low in potassium can lead to confusion, muscle weakness, and paralysis. Most adults are to have 4700mg a day of potassium my average was 1050mg per day. So I definitely need to consume more foods rich in potassium like lima beans, baked potato, and a banana. I can pick out symptoms that I suffer from, out of each of those deficiencies. A diet high in sodium is also very bad for my health. everyplace time my high sodium diet may damage the linings of my blood vessels in ways that makes hypertension more likely to develop. A high sodium diet can also lead to heart disease and stroke. Some of the foods I eat regularly that are high in sodium are chips, microwave popcorn, turkey dogs, and macaroni and cheese. All that food can easily be replaced with healthi er options. The chips and popcorn can be replaced with the strawberries and sweet red peppers so I can also get the vitamin C I need. The turkey dogs and macaroni and cheese can be replaced with a baked potato and pinto beans. This semester I have been eating more fruits and vegetables so I fell like my folate, vitamin C, and potassium will be better but my sodium intake hasnt been decreased. Im still eating my chips and convenient food.My diet is low on both atomic number 20 and press out. The recommended daily amount of calcium is 1000mg a day. There were old age when I was just under that amount, 750mg, because I would have milk and cereal sometime during the day. However, there were some days where I would only consume 200 mg of calcium. That fluctuation and having more days where I consumed less calcium I am at risk for osteoporosis. Since calcium supplements are less effective than the calcium found in food sources I should increase my consumption of calcium rich foods like tofu, milk, and broccoli. The recommended daily amount of iron is 18mg a day. The average amount of iron I consumed was 12mg. Thats only because one day I had consumed 21mg thats because 12 mg came from eating a fortified cereal. Other days ranged from 2-11mg. Having an iron deficiency I have a higher risk of becoming anemic, being weak and fatigued, having headaches, and impaired immunity. The best way for me to increase my iron consumption is to eat navy and black beans, spinach, and clams. I have tried to increase my calcium intake during this semester by eating more yogurt. Im not a big milk drinker but I like soy milk and almond milk. When we can get back into our condo I plan on making smoothies for breakfast again. I made it with tofu, soy milk, yogurt, spinach, a banana, and frozen fruit. It was delicious and full of nutrients.According to my BMI I am considered obese our book even calls me extremely obese. I absolutely, with every fiber in my being, hate that word. That one word can just get under my skin and make me so angry. I understand Im overweight and I need to lose all the excess pounds Im carrying, but dont degrade me That word has such negative connotations that it only makes you feel even worse about yourself. Is that what that word is meant to do? Is it meant to abase you into losing weight? If so it doesnt work on me, it does the exact opposite. I get so angry and defensive, but inside Im discompose so I eat more and become unhappy. I already have such prejudices for being overweight that I dont need a book to call me names. I cant go to the grocery store and buy healthy food because I get comments from the great unwashed asking if Im on a diet and getting a good for you for trying to be healthy. Or if I go to the store to buy any type of junk food I always get the nasty stares or the comments of are you sure you should be eating this. So either way if youre fat you cant win. Never mind about going to the gym if you want to find the most stuck up nasty people be an overweight person at a gym and theyll find you. I understand that one of the best things I can do to live longer and healthier is to lose weight, but I feel like if I do that then Im agreeing with society that Im not good enough for them just the way I am, and Im not ok with that.Finding out all the information about nutrition, and my specific diet, throughout this semester has made me realize I do need to make some changes. I have come up with 5 SMART goals to accomplish during the summer. My first goal is to make my meals more balanced with healthier selections. Starting Monday I will follow the MyPlate.org guidelines by adding more vegetables, fruits, whole grains, and dairy to my diet. I will do this by adding a fruit and vegetable to each meal and snack having some type of dairy with each meal like low-fat cheese or yogurt and changing all my carbohydrates to 100% whole grains. I will reassess my go on in 4 weeks. My second goal is to lower my dail y sodium intake by 1000mg by the end of June. I will actively intent for low sodium food to replace the high sodium food Im currently eating. Instead of having chips with my lunch Ill have carrots or celery. I will not sprinkle additional salt on to my food during meals. My average daily sodium intake is at 3600mg so by the end of June I will have it to 2600mg or less and then reassess my sodium intake. Since a lot of my protein intake is from animals I would like to change that. My third goal is by the end of June one meal each day will be vegetarian. I will do this by modify my animal protein with plant based protein. Instead of a turkey sandwich for lunch I can make a bowl of brown rice and beans or for breakfast I can have oatmeal. Dinner I can make a tofu stir-fry with fresh vegetables. My fourth goal is to decrease the amount of sugary candies and chips I eat. My go to food when Im stressed, feeling sad or lonely is candies and chips. By the end of July I will be able to swi tch my dependence on candies and chips to exercise and eating healthier. When Im craving a candy Ill go and drink a glass of water and eat an apple. Instead of sitting on the couch and feeling sorry for myself Ill get up and go for a walk. My fifth and final goal is to be more active. By the end of July I will walk for 30 min on Monday, Wednesday, and Friday, and lift weights setoff with 3 reps of 25 on Tuesday, Thursday, and Saturday. By the end of July I will reassess my physical abilities to see if I can increase my routine.My feeling on this assignment was that it was interesting and eye opening. The only complaint I have is with the 7 paragraphs, at least for myself it wasnt that clear on what you were wanting for each paragraph. The 4 bullet points you wanted added to each paragraph didnt fit in with all the paragraphs. One of the bullet points asked for you to discuss your successful strategies what if you havent changed any part of your diet to have any strategies. With the paragraph about MyPlate the 4 bullet points were hard to incorporate into it. I did somewhat enjoy the class I was getting tired of every chapter telling me I was going to die of heart disease and cancer. I need to teach myself to not be so defensive about this subject and to stop thinking that trying to improve myself doesnt mean the person who I was wasnt good enough. kit and caboodle CitedChooseMyPlate.gov.ChooseMyPlate.gov. USDA, 2014. Web. 09 May. 2014.Heartorg Home Page.Heart.org. American Heart Association, 2014. Web. 09 May. 2014.Learn About Cancer.Cancer.org. American Cancer Society, 2014. Web. 09 May. 2014.Supertracker.Supertracker.usda.gov. USDA, 2014. Web. 09 May. 2014.Webb, Frances Sizer., and Eleanor Noss. Whitney.Nutrition Concepts Controversies. 13th ed. Belmont, CA Wadsworth Cengage Learning, 2013. Print.

Recommendation of Coca Cola based on performing various valuation models

Recommendation of Coca Cola ground on performing various evaluation modelsThe recommendation of Coca-Cola fraternity is based on performing various valuation models, which include HR practices, economic profit abbreviation, relative valuation and a natural price to earnings valuation model that revealed the Coca-Cola smart set to be everyplacevalued. Even though they find the stock to be overvalued and they feel that KO has some promising outlooks as head as possible ch altogetherenges in the near future and they want to recommend it as a hold instead of a sell.The Coca-Cola Company is the 1 company within the non-alcoholic beverages industry. They have a 20- year standing of being the considerer and investors know that the Coca-Cola Company has an extraordinary reputation for maximizing stockholder value.Opportunities that exist for the company in the future is expanding market make do in the non-carbonated beverages segment, a restructuring of their concern model, and b etter consis tennercy of earnings results.A challenge that the Coca-Cola Company is facing is the struggle with their global competitors in the fact that their HR practices argon greater and less than coke. If coke wants to more reputation in the world they moldiness produce more incentives for employees from which they more done locomote hard and produce smashing quality. Their sunrise(prenominal) make outment team needs to work on implementing viscous goals between the two to r for each one the Coca-Cola Companys long-term growth potential.TABLE OF CONTENTS1INTRODUCTIONMission and vision5History74Brands/product line145Total quality management166Environment of coca the skinny167 health and Nutrition188Management of coca locoweed in Gujranwala199Departmentalization2710 gracious Resource Management2911 Job analysis and designs3012 Planning and forecast3013 Recruitment and selection3114 Training crop3215 Performance and appraisal3316 Compensation and benefits3417 Employees relationship3518 Safety policy3619 Recommendation and Suggestion37INTRODUCTIONFounded in 1886, the coca-cola company is the worlds leading manufacturer, marketer, and distri besidesor of nonalcoholic beverage concentrates and syrups. The companys corporate headquarters atomic number 18 in Atlanta, with topical anaesthetic operations in over 200 countries around the world.Although Coca-Cola was first created in the United States, it quickly became popular wherever it went. Our first inter field of studyistic bottling kit and boodles candid in 1906 in Canada, Cuba and Panama, soon followed by many more. Today, we produce more than 300 dishonors. More than 70 percent of our income comes from outside the U.S., but the real priming coat we atomic number 18 a truly global company is that our products meet the varied try out options of consumers e realwhere.MISSION STATEMENTTo benefit and reexamine everyone it touches and to create values for our shargon professer on a long ter m basis by building a business that enhances the coco-cola company trade marksAccording to Gujranwala plant To have a strong, dominant profitable business in Pakistan.VISIONAll of us in the Coca-Cola family wake up each morning perspicacious that every integrity one of the worlds 5.6 billion bulk will get thirsty that day and that we are the ones with the best chance to refresh them.Our task is mere(a) make Coca-Cola and our other products available, affordable, and acceptable to them, quenching their thirst and providing them a perfect moment of relaxation. If we do this if we make it impossible for these 5.6 billion peopleto escape Coca-Cola thence we assure our future success formany years to come. Doing anything else is not an option.According to Gujranwala Plant To create value for our share holdersWe are committed to Building preference market leadership for our brandsAchieve quality excellence and serve our customers withquality products.Maximizing profitsDeveloping Pe opleOptimum utilization of assetsShared value WE VALUE RESPECT OUR PEOPLEWE COMMUNICATE OPENLYWE HAVE INTEGRITYWE ARE COMMITTED TO WINNINGBeliefs on that point is much in our world to celebrate, refresh, corroborate and protect. The Coca-Cola Company is a vibrant network of people, in nearly 200 countries, putting citizenship into action. Through our actions as local citizens, we strive every day to refresh the marketplace, enrich the workplace, protect the environment and strengthen our communities.We are a local employer, with responsibility to enable our people to tap into their full potential working at their innovative best and representing the regeneration of the world we serve.We are an investor in local economies and a driver of marketplace insane asylum, with a responsibility to act as a good steward of our naturalenvironment.Alocalcitizen, infrastandingourresponsibility to contribute to an improvedquality of manners in ourcommunitiesBRANDS / PRODUCT LINEIn 2002, Coc a-Cola added pop to a category that many believed had lost its fizz in North America. In May, after just six months in development, Vanilla puff became the first extension of the Coca- Cola brand since 1985 and immediately generated profitable volume. Vanilla Coke helped boost sales of Coca-Cola branded beverages while inviting forward-looking consumers to redis concealment the cola category through a completely original flavor experience. In product formulation, the Vanilla Coke team struck a balance that lets the taste of Coca-Cola come through-intriguingly new, yet undeniably Coca-Cola. Already one of our top 10 brands in the United States, Vanilla Coke is performing well in its initial international markets-including Australia and New Zealand, with more countries prep launches for 2003. In response to consumer demand, nutriment Vanilla Coke was introduced to the U.S. marketplace in October, just three-and-a-half months after it was leaven the kB light. In 2002, we excessi vely celebrated the 20th anniversary of diet Coke and the expansion of diet Coke with lemon, which made strong debuts in several international markets after its U.S. launch in 2001.In March 1923, Coca-Cola was sold in a 6-bottle carton for thefirsttimeinNewOrleans,Louisiana. Today, products of The Coca-Cola Company are consumed at the rate of more than one billion drinks per day.Major Brands There are 323 brands of coca-cola. Out of which there are 7 brandsof coke in Pakistan. two brands Lemon and Strawberry are recently introducedproducts of Coca-cola in Pakistan.TOTAL QUALITY MANAGEMENT (TQM)Passion for Quality Our reputation is built on trust. Through good citizenship we willnurture our relationships and continue to build that trust. That is theessence of our promise The Coca-Cola Company exists to benefitand refresh everyone it touches.Wherever Coca-Cola does business, we strive to be trusted partners and good citizens. We are committed to managing our business around the world with a consistent set of values that represent the highest standards of integrity and excellence. We share these values with our bottlers, making our system stronger.These marrow squash values are essential to our long-term business success and will be reflected in all of our relationships and actions in the marketplace, the workplace, the environment and the corporation.Marketplace We will tie up to the highest ethical standards, knowing that the quality of our products, the integrity of our brands and the dedication of our people build trust and strengthen relationships. We will serve the people who enjoy our brands through innovation, superb customer service, and respect for the unique customs and cultures in the communities where we do business.Workplace We will treat each other with dignity, fairness and respect. We will foster an inclusive environment that encourages all employees to develop and perform to their fullest potential, consistent with a commitment to human ri ghts in our workplace. The Coca-Cola workplace will be a place where everyones ideas and contributions are valued, and where responsibility and accountability are encouraged and rewarded.Environment We will conduct our business in ways that protect and preserve the environment. We will integrate principles of environmental stewardship and sustainable development into our business decisions and processes.COMMUNITY We will contribute our time, expertise and resources to help develop sustainable communities in partnership with local leaders. We will adjudicate to improve the quality of life through locally relevant initiatives wherever we do business.Responsible corporate citizenship is at the heart of The Coca-Cola Promise. We believe that what is best for our employees, for the community and for the environment is overly best for our businessENVIRONMENT OF COCA-COLAIn the first decade of the new century, we face the challenge of a new environment, which is driven by a fundamental s hift in international economic dynamics, the growing influence of technology and the fact that people increasingly expect more of striking corporations. That challenge demands innovation. While we will always be disciplined by our purpose and our ideals, we must intensify our focus on innovation and create new ways to deliver the promise of Coca-Cola. In fact, in an era that is increasingly international and interconnected, we must pioneer a movement from a homogenous global approach to a highly tailored approach reflecting the unique character of our markets.This new approach will require1) Being innovative in our marketing, our brands and our consumerrelationships2) Collaborating more productively with our business partners3) Changing some of the structures of our enterprise4) Increasing our commitment to community and the environmentThus, we will reinvigorate our enterprise and bring to full life the unique spirit of Coca-Cola and our people. Such real renaissance of the Coca-Co la spirit will enable us to fulfill our purpose of delivering refreshment and benefit to everyone touched by our business.The Coca-Cola Company and our bottlers have been at the forefront in helping solve environmental, litter and solid waste issues for more than 20 years. We realize that we touch the lives of billions of people around the world and that our responsibility to them includes conducting our business in ways that help preserve the environment. Soft-drink packaging is the most recycled consumer package in the United States. Our system supports haemorrhoid of litter prevention organizations, including the Center for Marine Conservation and Keep America Beautiful. The Coca-Cola Company is a founding member of Keep America Beautiful.Whats more, weve been recycling at our headquarters for years, to the tune of thousands of pounds of waste annually. Weve donated more than $100,000 in proceeds from these recycling efforts to charities.Shaping new Products experiences with pac kaging and technology As we created new products and fresh brand experiences in 2002, one fact became increasingly clear to us Consumers are eager to see The Coca-Cola Company bring excitement to the marketplace. One simple innovation last year-the Fridge Pack -has transfigured the dimensions of 12-pack sales for us and for our bottling partners. This sleek, refrigerator-friendly pack is increasing consumer awareness and preference, accelerating consumption and case volume in markets where it has been introduced. From our packaging suppliers who assisted us and our bottlers in developing the Fridge Pack, to the retailers whose shelves were reconfigured to accept the new design, partnership made this innovation possible- and profitable. The future of our business in North America also evolved in 2002 with the continuing rollout of iFountain, the most advanced cracked-drink dispensing system in the industry. iFountain gives our customers a technologically advanced fountain system t hat enhances available brand options, improves operating efficiency and mechanically calibrates each drink served to assure consumers of a quality drink every timeHR coca colaHEALTH AND NUTRITIONGIFT art School18Today, people are more concerned than ever about health and nutrition. They on a lower floorstand the importance of good nutrition and proper hydration and they also know that delicious foods and beverages are an enjoyable part of life. People have trusted and enjoyed soft drinks for more than 115 years, and they can continue to be footsure about their favorite beverages.In this section, we answer many of the questions you may have about our family of beverages., We also take a look at how The Coca-Cola Company promotes a dissipated active lifestyle through programs around the world that promote fun and physical activity.There is growing confusion about what constitutes a healthy diet. With so much conflicting information available about health and nutrition, it can be very difficult to determine what is accurate and what is not.The truth is that soft drinks and other beverages have a place in a healthy lifestyle. A healthy diet incorporates the basic principles of variety, balance and moderation without sacrificing enjoyment.Your Health Our Beverages There is growing confusion about what constitutes a healthy diet. With so much conflicting information available about health and nutrition, it can be very difficult to determine what is accurate and what is not.The truth is that soft drinks and other beverages have a place in a healthy lifestyle. A healthy diet incorporates the basic principles of variety, balance and moderation without sacrificing enjoyment.Climate Change The Coca-Cola Company takes the issue of global climate change very seriously. We have adopted a all-inclusive policy aimed at reducing the environmental impact of our cooling equipment overtime. By the 2004 Olympic Games in Athens, we will no longer purchase new cold-drink e quipment using hydrofluorocarbons (HFCs), wherever cost-efficient alternatives are commercially available. Additionally, we will reduce the energy use of our individual equipment by 40-50 percent over the next ten years.As we developed our cooling equipment policy, we referred to the basic tenets of the Kyoto Protocol. While we support the scientific analysis and general objectives of the agreement, we believe that ratification of international treaties and protocols should be left to national governmental processes. By focusing on our own efforts to reduce greenhouse emissions, we hope to provide an example of how businesses can operate in an environmentally sustainable manner.MANAGEMENT OF COCA-COLAFollowing are the information about the management of Gujranwalaplant.The constituenty is control by the BOM (Business operational manager) and under him eight Departments is working. Every Department is young man by a department Manager. The Departments of account is lead by the man ager account and under him assist manager works. Who control the other employees of the department under him? Department of production and engineering is lead by the Prod. Eng. Manager. Under him work Mechanical Engineers Mechanical Supervisor and Assistant Production. Quality control department lead by the manager quality control. Under him working the chief chemist whos responsibility is to give the quality product to the customer. cut-rate sale marketing department is vie the important part in the growing market share in the country. That department led by the Sale marketing manager that department is win divided in the sale and marketing section. The marketing department is lead by the marketing manager and the sale section by sale manager. Sale men work under the sale manager Fleet department control thetransport vehicle of the company the head of the department is Fleet manager and under him work the assistant fleet manager who manages the control over the transportation of the company. The dispersion of the coca-cola around the Gujranwala region is the responsibility of distribution department, which is lead by the distribution Manager. Assistant distribution manager work underHim to full fill their duties. Human recourse and international affair department take control over the external environment of the company and help the in the growth of the company. That Department is lead by the Manager H.R.I.R. other executive work under his supervision.The R D Department plays the most important role in the development and the growth of the company. This Department is lead by the Manager RD. and Assistant Manger work under him.The total number of employees in the coca-cola GujranwalaCompany is 236.To be specific the working environment in the company represents the companys culture in large. The culture is the shared out values among the several(a) people so the environment of the company is widely shared by its employees that conclude to form the com panys culture. In the coming lines the working environment of the Gujranwala Coca-cola factory is described.Company culture-The factors, which must be highlighted in this regard, are asfollowsspecial training is given to employees, New employees also are pose with old ones to learn work and the values prevalent in the company,Two cups tea are free for every employee daily this representsthe hospitable nature of the company, This factor keeps theemployees motivated as they are taken well care this fact isclear by the physical actions took by the company,The company working environment is really a good blend of Asiatic and western values.Motivations for employees Wages-Coca-cola is providing smart reward to its employees, which are competitive and really satisfy its employees. As along with the hire they are provided with a lot of facilities and amenities. In brief structure of wages can be described like this blue collar workers are offered wages along with commission, sales man are offered wages plus commission pursuing certain criteria, White collar workers who are the officers and the executives draw a big(p) amount of salary which is really competitive.Staffing and training The Coca-Cola Company has always believed that education is a powerful force in improving the quality of life and creating opportunity for people and their families around the world.The Coca-Cola Company is committed to helping people make their dreams come true. All over the world, we are involved in innovative programs that give hard-working, knowledge-hungry students books, supplies, places to study and scholarships. From youth in Brazil to first generation scholars, educational programs in local communities are our priority.Annual Leaves-Coca-cola international has different leaves structures in differentregions and countries of the world where they have their company.Their leaves structure regarding Pakistan especially in GujranwalaDivision Company is as followsDesignationAllow ed leavesSupervisor26 leaves per annumAbove then Supervisor26 leaves per annumBelow supervisor24 leaves per annumThe above table shows simply how the leaves structure allows for the leaves and how well the employees are awarded with facility of getting their own personal time to manage their own problems. These leaves are authorized for the employees and these include the with pay leaves. This facility is really great which keeps the employees motivated and thrilled about their work. conviction Management For Work-Time management is the key to grow in this fast and furious century of growth and development, so therefore Coca-cola is doing at their best for this pivotal factor of managing time. To cover this segment of management they have divided the work in to shifts. For this purpose phenomenon of division of labor is contributing for its functioning. In Gujranwala Coca-Cola company has divided the shifts for the work in the following mannerThey are managing the working time in tw o shifts. They can include some extra shift if there is demand but normally there are two shifts, which are explained in the following.8 a.m. to 4 p.m. (all departments other then technicaldepartments),4 p.m. to 12 p.m. (Technical department).These are the shifts in which the work in the factory is mostlyconducted.Medical Facilities-Medical facilities are of prime importance in any organization as the health of employees is in the benefit of the company as well as its the social responsibility of the company to provide nice and healthy work environment to its employees, These facilities are such facilities which can include first aid treatments, emergency handling problems, sickness, and other diseases which are fatal for a person. The Coca-Cola Company is providing Medical facilities to all its employees. These treatments are provided to employees as per their designations. The medical facilities are also provided to supervisors as well as the officers in the company.Employees our Asset The heart and soul of our enterprise have always been our people. Over the prehistorical century, Coca-Cola people have led our successes by living and working with a consistent set of values. While the world and our business will continue to change rapidly, respecting these values will continue to be essential to our long-term success.As we have expanded over the decades, our company has benefited from the various cultural insights and perspectives of the societies in which we do business. Much of our future success will depend onour ability to develop a worldwide team that is rich in its diversityof thinking, perspectives, backgrounds and culture.We are determined to have a diverse culture, from top to bottom thatbenefit from the perspectives of each individual.Employee Forums We believe that a sense of community enhances our ability to attract, retain, and develop diverse talent and ideas as a source of competitivebusinessadvantage.In the U.S., through employee forums, em ployees can connect with colleagues who share similar interests and backgrounds. In those forums and elsewhere, employees support each others personal and professional growth and enhance their individual and collective ability to contribute to the company. Forums that are currently active includeAdministrative ProfessionalsAfrican-AmericanAsian/Pacific-AmericanGay LesbianLatinWomenMentoring Programs The Coca-Cola Company is creating a system of mentoring programs that include, man-to-man mentoring, group mentoring and mentoring self-study tools. Currently, Coca-Cola North America and The Minute Maid Company have one-on-one mentoring programs designed to foster professional growth and development. TheseHR coca colaGIFT Business School26Every year, the world produces billions of tons of waste. recycle and reusing waste materials is absolutely crucial if we are to maintain the health and beauty of the earth. The Coca-Cola Company is working constantly toward coming up with smart, crea tive ways to recycle waste. Heres a glance at what were doing.To introduce innovative and environmentally friendly packaging, weOpened a breakthrough facility in Sydney, Australia for the worlds first PET bottles to be produced from recycled PET bottles. Today, one in four PET containers sold by our company in North America contains recycled content.Our Commitment To Diversity Our commitment to diversity also extends into the community. Valuing our people helps us better meet the needs of our customers and partners. Through our people and our local bottling partners, we build relationships through local marketing, local civic programs andlocalbusinessopportunities.Realizing the full potential of diversity has a direct impact on ourcompanyIt improves our understanding of local marketsIt makes us a better employer and business partnerIt helps us compete more effectivelyIt makes us better neighbors in our communities andultimately,It builds value for our shareowners.Our company is ener gized with a new entrepreneurial operatingculture, furnish by the twin engines of innovation and diversity.DEPARTMENTALIZATION Following are the departments in Coca-cola company regarding toGujranwala plant-Human Resource and international relationdepartment.Research and Development department. measure department.Engineering department.Production department.Quality Control department.Marketing department.Sale department.Fleet department.Distribution department.Human Resource Management within Coca ColaHuman Resource Management is an essential part for anyorganization. Moreover, development of this department is the firststep, the ground on which the future of the company depends. It isessential for every single business unit and especially for suchinternational company as Coca Cola. It is people, not technologywho create the company. Human Resource Management at Coca ColaCompany has many advantages. It is the global company and it isimpossible to create certain policies or procedur es applicable in alldivisions of the company, cultural and political differences need tobe taken into account. Therefore, the focus of this paper will be onfour tasks and duties of Human Resource Management (performancemanagement, compensation, career development, successionplanning) based on the United States procedures.Basically the HRM practices are necessary for every organization.But unfortunately in Pakistan not so much used HRM practices. In international companies like coca cola have their own separatedepartment of HRM. According senior executive of HR WaqarMahmood our HR department consist of 29 people in Gujranwalaplant.Every organization has its own policies and strategies by which theycontrol the functions of their departments. Similarly, we also haveown policies and strategies by which we control all the functions ofour departments. coca cola HR department is also conducting all thepractices of HRM like Job analysis and design of work ,r e c r u i t m e n tand selectio n, training and development, performance appraisals, compensation, employee relationships, staff welfare and medical policies and some other things like that. These all practices areconducted by own policies and strategies.HR department not make decisions related of its own department,they also conduct in companys decision.Job analysis and designingJob analysis is the procedure for determining the duties and skillrequirements of a job and the kind of person who should be hire forit. Job analysis consists of two products one is job definition andsecond job condition.Job description a list of job duties, responsibilities, reportingrelationship, working conditions, and supervisory responsibilities-one product of a job.Job specification a list of a jobs human requirements that isrequisites education, skills, personality, and so on-other product ofa job analysis.Coca cola company HR department check its own job descriptionand job analysis in which they get the information about employe eswork activities, human behavior, performance standard, job contextand human requirements and also other information related to thisconduct.HR department of coca cola used this information for Recruiting,selection, compensation, performance appraisal, training, andemployees relationship.Planning and ForecastingThe process of deciding what positions the firm will have to fill,and how to fill them.Coca cola HR department involves in company strategic planningand they also make sufficient planning for hiring new employees inthe future. We forecast for the expected employees needs in theorganization. We forecast of employees on the change technologyand increasing in productivity.After planning we delegate this report to the head office for approval. Ifwe get approval from the head office then we start recruitmentprocess.Our recruitment processOur recruitment process is well established first of all we give adsin news papers, company website, institutions etc.Once we receivean applica tion form, from candidates with required documents and CV.Internal recruitmentExternal recruitmentExternalSelection processThe selection process will vary depending on the position youreapplying for, as one process cant fit all the different roles we havehere at CCE. However, in most cases a combination of any of thefollowing tools will be usedInterview sort out exercisesPresentationsPsychometric testsRole plays/Situational ExercisesInterviewThe interview is designed to reveal more about you and yourexperiences. Well ask for examples of how you behaved indifferent situations, maybe at school, university, a club, at home orin previous jobs. This is not

The Concept Of Organizational Citizenship Behaviour Commerce Essay

The Concept Of pipe organizational Citizenship Behaviour Commerce EssayThe concept of OCB has been implemented in plaques for their effective functioning and has promoted such appearance in humanity and private organizations, but in educational education institution OCB is still an unfamiliar concept. Thus, OCB is a useful term to describe military volunteer t separatelyer look that go Extra Mile to help students and colleagues to succeed. Thus, the study of OCB and effectualness of teachers is vital so as to motivate them to do beyond of their orchis duties and making effectiveness/ execution of teachers as required for the betterment of institution. Thus, teachers in well functioning education institutions consistently go beyond the minimum expectations of testicle ruminate descriptions and contracts, hence, demonstrating goodwill, smooth functioning and efficiency of education institutions. Thus teachers in universities with high-pitched citizenship take it upon themsel ves to volunt be innovative suggestions, sponsor extra-curricular activities and serve on new comities and seminars more(prenominal) related to their studies. Moreover, teachers help students on their own judgment of conviction, stay after university to help students if necessary and resist the temptation to give students busy in exert. organizational citizenship style in universities leads a serious educational context in which teachers atomic number 18 rarely absent, make effective use of their time, work collaborately and emphasize on professed(prenominal) activities which results in increase of their effectiveness and directly influence the proceeding of teachers. The term OCB was front introduced by Bateman and Organ (1973).Background of the study.Organ (1988) originally coined the term organization citizenship look (OCB) and define them as separate bearing that is arbitrary, not directly or explicitly recognized by the globe reward system, and that in the unio n promotes the effective functioning of the organization. Also the willingness of the ploughshareicipant to go beyond the formal requirements of their position has been recognized as an essential element of the effective organization. Thus, OCBs can be said to lubricate the social machinery of the organization.Organ (1988) provided a multidimensional scale of OCB. The scale consists of five dimensions that make up the OCB construct the five dimensions are self-sacrifice It is the behavior directed at helping a specific person at work (e.g. coworkers or supervisor). For casing, altruism involves activities such as volunteering to assist a coworker with a project in you are not directly involves activities, or without being asked, assisting new employees.Compliance Generalized compliance is employee scrupulousness that surpass enforceable work standards. For example, generalized compliance involves activities such as doing more than what is required to meet minimum task requiremen ts or offering specific ideas to solve organisational problems without being asked.Sportsmanship Sportsmanship is the tolerance of nuisances on the job (e.g. when employee endure impositions or inconveniences without compliant). Sportsmanship involves activities such not complaining or making huge issues out of minor problems or inconveniences.Courtesy Courtesy is the act of touching the base with others before taking actions or making decisions that would affect their work (e.g. issuing reminders to coworkers, giving coworkers advance tick off and passing along information).Civic Virtue Civic virtue is the active participation and involvement of employees in company affairs and includes activities such as care meetings, responding to messages and keeping up with organisational issues. As an example of diametrical conceptualizations of OCBStatement of the problem.Teaching effectiveness is a major goal of education. It is recognized that teaching method effectiveness has a far- fetched effect on the overall educational programme. Teachers competence refer to the behavior while teaching in a class. Effective teachers use pupils time differently than the less effective ones. Effective teachers spend more time in academic activities and teaching learning process. They inculcate the ideas into the minds of the students by applying various teaching strategies for this purpose they become humorists and witty in the classroom. They concentrate on communication skills. They focus on the subject military issue and monitor the overall educational activities in classroom specifically and in the educational institution in general effectiveness in the sence that optimal results or near to such is obtained on the part of the pupils we in Pakistan are divided into different types of educational systems i.e. Government run, private and Madrassas or Maktabs. The teaching standard is different. Their evaluation criterion is also different. More conveniently, the course an d examination system are not the same. Due to these reasons the effectiveness need to be evaluated and its race with organizational citizenship behavior (OCB). But as an individual each of the employee, whether he/she is a teacher or not, must be able to show the most favourable results in their respective fields. Different approaches are followed to quantify effectiveness. It is conditional to the concerned field for which the employees contribution is judged. The variables or yardsticks may be different the ultimate purpose is the same Effectiveness. Similar is the case with measuring organizational citizenship behaviourObjectives of the study.The main objective of this study is to find out any alliance amongst organizational citizenship behavior and effectiveness of university teachers.Finding on job or internal factors that influence a teacher organizational citizenship behavior and his/her effectiveness.The extent of personal growth and overall integrity provided by the ins titution.Giving recommendations for except improvement.1.4 Scope of the studyA teacher can be effective if he/she gets out of the job what he wants to get. There is a close relationship between organizational citizenship behavior and effectiveness (teaching).Falling standard of education is common now a days. So one may blame the teachers answerable for the deterioration of education teachers may be termed responsible but identification of the facts of their job, which sometimes lead the teachers towards ineffectiveness is also the responsibility of the system. These facts belong to both the external and internal environments of the teachers this study will help in the finding of such factors.CHAPTER 2REVIEW OF LITERATUREOrganizational citizenship behaviors and performance has actually the subject matter of numerous research scholars. They have conducted various research studies and collections. The views of the various research scholars regarding organizational citizenship beha vior and performance are enumerated as under.2.1 Employee Behavior and Job Performance.Rotundo and Sacket (2000, P. 66) defined job performance as those actions and behaviors that are under chasten of the individuals and that contribute to the achievement of the organizations objectives. In higher education setting, Regoxs (2003) finds support for the relationship between OCB and the performance of university teachers, and in turns of students professional motivation and self confidence. His finding suggest that university teacher OCB may be associated with the lineament of the teaching learning processes, however, that association is a unpublished to date.Most of the early research on OCB foc employ on its antecedents. More recently, increasing attention has been paid to the consequences of OCB (Padaskoff, et al.,2000).Finding from this line of research indicate that OCB has primary(prenominal) consequences for both the organization and individual employee (Podaskoff, et al.,200 0). At the organizational level, studies indicate that OCB I related to organization effectiveness (Podsakoff, Ahearne, and Mackenzie, 1997 Podsakoff and Mackenzie, 1994 Walz and Wiehoff, 1996).At the individual level, OCB has been found to affect supervisory evaluations of employee performance (Podaskoff, Mackenzie and Hui, 1993) reward recommendations .Katz (1964) states that three basic types of employee behaviors are critical for the overall effectiveness of any organization.People must be induced to remain at bottom the system.People must carry out their role assignment in a dependable fashion.There must be innovative and spontaneous performance in achieving organizational objectives that goes beyond the role specifications.Behaviors (2) and (3) are the examples of Organizational citizenship behavior (OCB) (Organ, 1988) other examples of OCB are willingness to give time helping others who have work-related problems, taking locomote to prevent problems with other worker and o beying organization rules, regulations and procedures even when no one is watching. Postulating that OCB may lead to haughty outcomes such as high organizational performance and low turnover, researcher have investigated key antecedents of OCB (e.g Moorman, 1991 Organ and Konvovsky 1996 Podsakoff et al., 1990 Smith et al., 1983).Gregory Murphy et al., (2002) made a study to examine the role of OCB as a component of job performance. Participants comprised 41 human- armed service workers, who pick upd a job happiness questionnaire and were rated for their organizational citizenship, as well as being measured on three discretionary organizational participant behaviours job satisfaction correlated profoundly with organizational citizenship behavior (Correlations ranged from + 0.40 to 0.67).2.2 Factors Effecting the Organizational Behavior.Carol C. Bienstock, et al., (2003) have investigated that OCB links human resource charge policies to desired service employee performance, enhanc ing customer perceptions of service quality and organizational financial outcomes. Furthermore, it demonstrates that these behaviors results in more effective service delivery to an organizational standards and enhance customer perceptions of service quality.Aaron Cohen, et al., (2004) were find the relationship between the dimensions of professionalism (profession as referred, sence of calling autonomy) and organizational citizenship behavior (OCB) was direct or intermediate by variables representing justice perceptions (distributive justice, international justice, and formal procedures). Respondents were 1,0.35 registered nurses in four public hospitals in northern isreal. Supervisors in each medical unit at the hospitals provided information strongly supported the mediated model, that is to say the relationship between professionalism and OCB was mediated by variables representing justice in the workplace. The mediated effect as stronger for jewish nurses than for non-jewish nurses and for nurses with academic education in comparison to nurses with a non-academic educational several implications are drawn for the continuing examination of OCB.Carmen Barroso Castro, et al., (2004) have examine the effect of the service company employee behavior on customer perceptions of the quality of services received, and the consequent company performance. Organizational citizenship behavior has been recognized as relevant behavior of some employee, but its role regarding customer perceptions and company favorableness remains unexplored. Beginning with a brief review of the conceptual background of the organizational citizenship behavior, service quality, and its consequence, this paper proposes a model to test these relationships empirically.Daniel J. Comeau et al., (2005) have conducted look into on how the interaction of interdependence work environment and employee record affect organizational citizenship behavior (OCB).Structural interdependence, as defined by levels of tasks and goal interdependence, was manipulated in the laboratory setting to determine the effect on individual level OCB. Also, a regression analysis was utilized to determine whether interdependence could act as a moderator for the relationship between the temperament variable agree bleness and OCB and conscientiousness and OCB.Ferry Koster et al., (2006) have conducted a survey and gathered data from 674 employees nine organizations scales are constructed using multiple group method. OLS regression is used to test the hypothesis, which contribute to the literature on OCB by examining how this kind of behavior is affected by the behavior of the supervisors and coworkers and this article also focus on horizontal and vertical dimensions of cooperative behavior simultaneously.Jose Varela Gonzalez, et al., (2006) have shown the relationship between organization service orientation (OSO), contact lens employee job satisfaction and organization citizenship behavior (OCB). For this they have carried a survey of 149 hotels firms which provides eimperical evidence about the positive effect of the OSO on employee job satisfaction and citizenship behavior in the hospitality industry.Soumend Biswas et al., (2007) indicated the relationship between psychological climate and employee performance, in the Indian environment that includes organization citizenship behavior (OCB) and job satisfaction as mediating variables. information were taken from 357 managerial employees in the manufacturing and service sector to analyze the relationship. The result supports the hypothesis that individuals perceptions of the psychological climate in the organization has a significant positive impact on his/her willingness to engage in OCBs, as well as on his/her job satisfaction levels. Further, OCB and job satisfaction levels have a significant impact on individuals performance.Jawahar, I.M and Dean Carr (2007) conducted and survey to measure conscientiousness and context ual performance of professional employees. Data of 158 professional employees were subjected to confirmatory factor analysis and castigate hierarchical analysis was used to test hither to untested hypothesis. This study makes several contributions. For instance, it extends Motowildo et al., theory to include subjective measures of situational conditions as factor that interact with personality to influence contextual performance the study responds to lepline et als call for theory base attempts to identify variable that have different relationships across the dimensions of contextual performance. drawing off on individual difference and social exchange perspectives this study theorized and found that sensed organizational supports moderates the relationship between conscientiousness and organization directed contextual performance and that the quality of the leader member exchange experience moderates the relationship between conscientiousness and supervisor directed contextual p erformance.EVIJ, Hetty et a., (2007) examined the relationship between personality and three types of OCBs (Organizational Citizenship Behaviors), and to test for the potential moderating effects of team leader effectiveness on the relationship between personality and OCBs. scheme were test with data from 268 teachers of secondary schools. The result indicate that extroverts and teachers open for experience engage more in OCBs towards their school than introverts and teachers less open for experience do. Teachers that are more conscientious score higher on OCBs towards students. That fits with the idea that being conscientious is being careful and responsible. Teachers with introverts and neurotic personalities become more engage in OCBs than extroverts and emotionally persistent teachers do when they appreciate their team leader effectiveness.Omer Torlak and Umut Koc (2007) has made a study in which they examined the relationship between the worldly attitudes of sales people wor king in pharmaceutical and household white goods and furniture (HWGF) sectors and their OCB. A total of 199 sales people who work for pharmaceutical and HWGF sectors in Eskischir, Turkey were surveyed. The questionnaire consisted of two scales to measure materialistic tendencies and OCB, respectively.The results of the study early indicate that materialistic attitude is one of the antecedents that have a interdict impact on OCB. There are negative correlations between all dimensions of OCB and materialistic attitude.Manrique de Lara, PZ et al., (2007) have examined the relationship between an unfavourable attitudinal environment and organizational citizenship behavior (OCB) the proposed model suggests that organization anomic (OA) acts as a moderator of that link, and and then OA interacts with unfavourable attitudes and OCB by tightening their theoretical negative association. Data collected from 154 non teaching staff at a Spanish public university. Accessibility of the individu al email accounts was similar for all employees. E-mail asking for collaboration were sent in two phases. A questionnaire was posted on the university interanet and could be accessed by clicking on a link in the e-mails multiple hierarchical regression results support the moderating role of OA of the unfavourable attitude OCB link because the unfavourable attitudes towards coworkers and towards the boss as-a-person among employees with compared with high OA, have a stronger negative relationship with OCB. OA moderation existed, but to varying degrees, between attitudes toward. Ones job and some dimensions of OCB (OCBI, and OCBI client). OA also intensified the unpredicted positive relationship between attitudes toward bosss performance and OCB. No moderating influences were observed in the case of attitudes toward oneself and toward clients (students).R. Gert et al., (2007) has conducted a survey of the development of the knowledge share and the role of knowledge sharing in predict ing turnover intensions of registered professional nurses. A literature study was conducted to determine the concepts and activities linked to knowledge sharing in order to compile the questionnaire. The questionnaire was factor examine in order to determine the factor structure of the instrument. Thereafter, the construct of knowledge sharing was introduced together with organization agriculture and various proposed mediating variables, namely organizational commitment, organizational citizenship behavior and job satisfaction, as well as various demographic variables to develop a predictive model of turnover intentions done applying general elongated modeling. A cross sectional field survey design was used with a sample of 530 registered professional nurses in south Africa. A significant negative relationship was found between knowledge sharing behavior and turnover intentions. Furthermore, knowledge sharing interaction with organization culture in a closing model where all th e selected mediating and demographic variables were simultaneously entered into the equation to predict turnover intentions.Kim, Sangmook (2006) the main theme of this study is to investigate whether the distinct classes of organizational citizenship behavior (OCB) such as altruism and generalized compliance are shown in the Korean context, and whether public service motivation, job satisfaction and organizational commitment are predictors of OCB in Korean civil servants.Structural Equation Modeling (SEM) is applied to survey data of 1584 civil servants in Korea to examine the relationship between predictors and two dimensions of OCB. This analyzed the effect of public service motivation on OCB, and shows that public service motivation emerges as a more significant predictor of OCB in the public sector of Korea.It contributes to enhancing the applicability and meaningfulness of the concept of OCB across different cultures.Juliana D. Lilly et al., (2006) have made a study on the effe ct that work locus of control has on perceptions of trust, perceived organizational support, procedural justice and interactional justice. Data were collected from 679 alumi of a university in the southwestern USA. Regression analyses and structural equation modeling were used to test a series of hypotheses.The result indicate that work locus of control has a significant positive relationship on all variables. perceive organizational support fully mediated the relationship between the work locus of control and perceptions of both procedural and interacional justice. Organizational trust fully mediated the relationship between work locus of control and interactional justice, but only partially mediated the relationship between work locus of control and procedural justice.2.3 Perception Regarding OCBCaroline Aube et al., (2007) have conducted a research on that perceived organizational support (POS) is positively and significantly correlated with emotional and prescriptive commitmen t. The sample data includes 249 prison employees, that is by questionnaires. The results of hierarchical multiple regression analysis also support the moderating effect of locus of control and work autonomy with regard to the relationship between POS and affective commitment. This study highlights the importance of providing support to employees in order to faster their affective and normative commitment to the organization. Moreover, the results provide evidence in favour of managerial interventions aimed at enhancing perceived control and consequently, minimizing the negative effects of a lack of organization support on employees affective commitment.In addition to taking into account here dimensions of organizational commitment, this study underlines personality and job design factors that can modulate the relationship between POS and organizational commitment.Joo Y. Jung et al., (2008) have explore the relationship between the organizational culture (Organizational Citizenship B ehavior OCB), TQM practice and organizational performance of the manquiladora companies. A structural equation modeling based on a cross sectional survey (N = 230) is conducted. As multinational companies (MNCs) implement innovative management methodology such as TQM practices, their organizational culture elements play significant roles towards the outcome. The organizational culture, represented by OCB, significantly impacts how TQM is managed and implemented. Furthermore, the result point out soft TQM elements have more significant impact than firmly TQM element towards firms performance. The findings suggest that management should also focus on the intrinsic motivations of employees represented by OCB rather than the role emphasis on training and education.3 RESEARCH METHODOLOGYThe previous chapter shows that a lot of research has been carried out in the past to study the relationship f organizational citizenship behavior with different variables. Here is another attempt to ev aluate the correlation between organizational citizenship behavior (OCB) and effectiveness of teachers a case study of University of Peshawar this chapter consists of existence, sampling, sources of data collection, method for gathering data and statistical analysis.3.1 Purpose of the StudyAs stated earlier the main purpose of the study is to find out the relationship between organizational citizenship behavior and effectiveness of university teachers.3.2 PopulationAll teachers working in University of Peshawar constitute the population for this research study.3.3 SamplingSampling is a process of selecting a commensurate number of elements from the population, (i.e. sample), so that a study of the sample and understanding of its properties or characteristics would make it possible for us to generalize such properties or characteristics to the population elements for example sample statistic X (the sample mean) and S (standard deviation) are used as estimates of the population par ameter m and d .3.4 Stratified Random Sampling methodAs its name implies, involves a process of stratification or segregation, followed by random selection of subjects from each stratum. The population is first divided into mutual undivided i.e. each of the groups should be internally homogenous and externally different from one another, groups that are relevant, appropriate and meaningful in the context of the study and subjects are selected willy-nilly from each stratum. In the present research case a proportionate stratified random sample is used because there is a probability that the population frame of different stratum may be the same sample and the same percentage of population is taken. For the purpose of collecting data the University of Peshawar having faculties of Arts and Humanities, Islamic and oriented studies, life and environmental sciences, management and information sciences, numerical and physical sciences and faculty of social sciences have been considered a s a stratum. Employees of each strata have been selected through stratified random sample for the comparative study.3.5 HypothesisNull Hypothesis Ho Teachers have OCB and teachers have not OCB are equally effective.Alternative Hypothesis (HA) Teachers have OCB is more effective than teachers have not OCB.3.6 Research Tools/InstrumentsThe following two instruments will be used and utilized for collecting and gathered data. They areQuestionnaireObservation check list3.7 Test StatisticSometimes, the actual measurement or counts of individual or objects are either not available, or accurate judgement is not possible, they are then arranged in order according to some characteristics of interest. Such an ordered arrangement is called a ranking and the order wedded up to an individual or object is called its rank. The correlation between such sets of ranking is known as Rank correlation.By formulaWheredi = xi yixi is the first observationyi is the 2nd observationIt is known as spearman s coefficient of Rank correlation.has the least value and is zero when the numbers are incomplete agreement.i.e.When they are in complete disagreement attains the maximum value equal tors = -1 for =In case any tied observation is found the formula becomes.r =Where xi and yi are ranks given to two objects. stands for summation/sumx stands for organizational citizenship behavior-OCBy stands for effectiveness of teachingn stands for number of observation.LITERATURE CITEDBateman and Organ (1973). Employee Psyche, International Journal of Manpower, Vol 27, pp. 728 Bateman and Organ (1973). Employee Psyche, International Journal of Manpower, Vol 27, pp. 728B. Soumendu, V. Arup (2007) Psychological climate and individual performance in India test of mediated model, Employee Relations, Vol. 29, No.5C. Aaron, K. Yardena (2004) Professionalism and OCB An eimperical examination among isreali nurses Journal of Managerial Psychology, Vol. 19 No. 9C.B. Carmen, A.M. Armario, R.M. David (2004) The Influence of employee organizational Citizenship behavior on customer loyality. Internal Journal of Service Industry Management Vol. 15 No. 1C.J. Daniel, G.L. Richard (2005) Structural Interdependence, disposition and organizational citizenship behavior An examination of personal environment interaction, Personal Review, Vol. 34 No. 3.G. Teresa, G.V. Jose (2006) Structural relationships between organizational service orientation, contact employee job satisfaction and citizenship behavior, International Journal of Service Industry Management, Vol. 17 No. 1.H. Soonkwan, J.Y. Joo (2008) Organizational citizenship behavior (OCB), TQM and performance at the maquiladora, International Journal of Quality and Reliability Management, VOl. 25J. Everd, R. Gert (2007) The development of a knowledge sharing construct to predict turnover intentions, Aslib proceedings New InformationJawahar I.M, C. Dean (2007) Conscientiousness and contextual performance, the compensatory effects of perceived org anizational support and leader member exchange, Journal of Management Psychology, Vol. 22 No. 4.Katz (1964) Effects of Organizational Citizen Ship, Management Research News, Vol. 5K, Sungmook (2006) Public service motivation and organizational citizenship behavior, International Journal of Manpower, Vol 27, pp. 728K. Ferry, S. Karin (2006) Organizational citizens or reciprocal relationships An eimperical comparison Personal Review, Vol. 35 No. 5Lara.de, R. Espino (2007) Organizational anomie as moderator of the relationship between an unfavourable attitudinal environment and citizenship behavior (OCB) An eimperical study among university administration and service personal, Personal Review, Vol. 36 No. 6M. Gregory, A. James, K. Neville (2002) Job satisfaction and Organizational Citizenship behavior A study of Australian human service professionals Journal of Managerial Psychology, Vol. 17 No. 4 P. 288M. Gregory, A. James, K. Neville (2002) Job satisfaction and Organizational Citizen ship behavior A study of Australian human service professionals Journal of Managerial Psychology, Vol. 17 No. 4 P. 288Organ (1988) Concepts of Organisational Behaviour , Employee Relations, Vol. 29,T. Omer, K. Unut (2007) Materialistic attitude as an antecedent of organizational citizenship behavior, Management Research News, Vol. 30 No. 8

Malcolm X, the Movie Essay -- Spike Lee

Spike Lees version of Malcolm Xs life is similar to the historical Malcolm X. By watching the movie and knowing who he was and his beliefs, one can easily tell how alike they are. When the movie starts Malcolm Little is getting his hair cut. The appearance is that he wants to look more like a white person. Malcolm Xs initiate is a preacher, but the KKK came to the house to burn it down. Later, Malcolms father is killed by being tied to the rail road tracks when a train comes. His father died when Malcolm was just a child.. After Malcolms dad died A white woman came to tell Malcolm that they were going to take her kids away because she was an "unsuitable m early(a)". They then send Malcolm to a detention home which drove his mother insane.While at a club Malcolm met a white girl by the name of Sophia. They later(prenominal) moved in together.When Malcolm was in his early 20s he met a man which got him into the "gangster" life-style. He then began doing drugs. To to nicity like he was in with everyone else, Malcolm gets innovative clothes and a a gun. The gang, and Malcolm got into a lot of gambling. Malcolm messed up and almost got himself killed by the gang. Malcolm had to leave town with Sophia and Shorty, because the gang was still after them. Malcolm and Shorty later robbed a mans house and got caught. Shorty and Malcolm are sent to jail for 10 years at Charlestown State Prison for sleeping with a white women and for robbery. In prison, Malcolm got beaten for not knowing his prison number. He met a man named Banes. Banes talked to Malcolm about God. Banes was trying to get Malcolm out of prison. Malcolm finally reads and realizes what he has to do to get out of prison. Malcolm reads the Bible, other books, and he wrote letters to fellow Muslims. Banes teaches Malcolm about Islam religion and Elijah Muhammed. Finally after ten long years Malcolm finally gets out of prison.When Malcolm got out of prison he decided he would go out on the str eets and make speeches about the Nation of Islam. After Malcolm became a Muslim, he went to see Archie. The old gang that Malcolm was in is getting in lots of trouble.While involved with the Muslim Nation, Malcolm meets sister Betty. Malcolm falls in love marries Betty and has three children. Brother Banes, a good chum of Malcolms, gets beaten by police and then the police take him to the prison. Malcolm is tol... ... of Afro-American Unity. On the 21, of February in 1965 Malcolm was murdered. When he was buried he went by the name of Al Hajj Al-Shabazz, the name that he took in 1964 after his pilgrimage to Mecca. Malcolm has much influence on blacks and whites. Malcolm was a man of the people, in his ways of teaching on the street instead of going to college to become a preacher. The movie Malcolm X was very well portrayed by Spike Lee. It is historically accurate in the life of Malcolm X. It showed many of the struggles that he faced in making black history. The movie Malcolm X showed all the emotion of the original events, and it made the audience feel like they were reliving history. Some may not agree with Malcolms point of view. However, the movie is accurate, as well as thrilling, and it pulls the audience into it. There is superb emotion and feeling. In all, the movie Malcolm X is a historically accurate movie of the true life of Malcolm Little. --------------------------------------------------------------------------------For more information on Malcolm X, please visit triplet Speeches By Malcolm X, a page that contains other links to resources of this intruiging historical figure.

Short Story Writers :: Writers Literature Fusco Essays

Short Story WritersAnd then I woke up.Thus goes the kind of trick ending that every first grade writing student is told to avoid, a mark of cheap theatrics and poor craftsmanship.Historic anyy, this kind of ending is often associated with Guy de Maupassant, the prolific French writer of the 19th century, or his 20th century American heir apparent, O. Henry (William S. Porter).In this well researched and at moments insightful book, Richard Fusco argues that Maupassants bad rap as first and foremost the inventor and disseminator of the trick ending is undeserved.What Fusco feels Maupassant does deserve is recognition as perhaps the single most important influence on American short story writers of the belated 19th and early 20th century, particularly Ambrose Bierce, Kate Chopin, Henry James, and of course O. Henry.However, even as Fuscos readings of these writers are laudable in their thoroughness (with the exception of his treatment of O. Henry), his overall disputation seems fina lly too strung-out on an understanding of trick ending which does not make necessary distinctions, and is therefore superficial enough to accommodate almost any writer one cares to name. Not that Fusco doesnt differentiate between types of trick endings.In fact, he develops his own seven categories of stories--from the simplest (linear) to most complex (sinusoidal)--based on their varying positioning and number of discovery points for the reader.The first two chapters, where Fusco limits himself to a thorough and interesting analysis of narrative structure in Maupassant, are the best of the book.However, in alter his terms from trick endings to discovery points, Fusco deprives his argument of its specificity and thus its power. To cite one example Fusco argues that Maupassant and Bierce were similar in that they favored fictive structures that depended on last-second, ironic reversals in the readers perception.He then uses this theorized similarity to compare Maupassants much-an thologized The Necklace to the that of Bierces equally popular Occurrence at schnoz Creek Bridge.In analyzing these (and other) stories by the two writers, Fusco uses Poes unity of heart and soul as a synonym for discovery point (which is in itself too reductionist a reading of what Poe meant).However, unity of effect for Maupassant in The Necklace is utterly dependent on information unavailable to the reader, i.e., that the necklace is paste, and thus the readers discovery depends entirely on an absence, a trick of concealment, as in a bad murder mystery.In Owl Creek, on the other hand, one need only read closely in the section where Peyton first falls from the bridge (and, in reality, dies) to obtain all the information necessary to correctly interpret the rest of the story as an hallucination.

Quasars and Active Galaxies Essay -- Essays Papers

Quasars and Active Galaxies The astronomic world is full of phenomena beyond the average persons imagination. The technical tools and analytical methods astronomers use atomic number 18 very complex. The great numbers and distances are mind boggling. Theories behind astronomical phenomena are based on yet another theory. In order to understand the concept of quasars and participating galaxies, one must first have a feel for the astronomical numbers involved. Secondly, a basic knowledge of the tools of the trade, and finally, a working knowledge of astronomical jargon. Once there is a working knowledge of the aforementioned factors, then there is the chance that one could be able to assimilate the complex theory-based properties that are used to discuss quasars and active galaxies. In order to understand the large numbers used to express the vast distances discussed in astronomy, one involve to relate these numbers to everyday life. During everyday conversation, pe ople may say things like the national debt is trillions of dollars, the lottery is up to 31 million dollars, or rear Doe is a billionaire. An astronomer might say that one astronomical unit equals 93,000,000 miles or that a light-year is 5,870,000,000,000,000 miles. The human comprehension level of all of these equipment casualty is probably nowhere near the actual truth behind how large these numbers really are. To obtain a feel for these gigantic distances used by astronomers, Astronomy Magazine writer, John P. Wiley says it may be helpful to keep in mind that it takes thirty-one years to count to one billion at the rate of one number per second. He also puts a voyage to a galaxy that is a billion light-years away into perspective by compute how long it would take to get there in a vessel speeding along at 18,000 miles an hour. The trip would take 37 trillion years. When discussing galaxies and quasars, billions are the smallest numbers used (56,57). The theory of how quasars are created is based on the idea that the universe is expanding. Among astronomers, the popular consensus is that the Earth is in an expanding universe in which the laws of physics lead hold true beyond this planet as well. G. Mark Voit, an astronomer at the Space Telescope Science Institute, believes that the beginning of the universe was a cartridge holder when many galaxies would be visible to the naked eye b... ... telescopes like Hubble, and the Very Long Baseline Interferometry Space Observatory (VSOP), have also proven utilitarian analytical tools for astronomers. Black holes and quasars are interdependent theories. The explanation of black holes leads to an explanation for quasars. These phenomena lead astronomers to believe that there may be places in the universe where the laws of physics may break down, opening doors to new theories for future astronomers (Hawkings).Works CitedBartusiak, Marcia. Outsmarting the Early Universe. Astronomy 26.10 (199 8) 55-59.Chaisson, Eric., and Steve McMillan. Astronomy Today. 3rd ed. Toronto Prentice-Hall, 1999.Disney, Michael. A New Look at Quasars. scientific American 278.6 (1998) 52-57.Hawking, Stephen. Universe. PBS Home Video. BBC-TV, 1997.Olsen, Steve. Black Hole Hunters. Astronomy 27.5 (1999) 48-55.Peterson, Ivars. The Birth of Twin Quasars. Science News 137.4 (1990) 60.Voit, G. Mark. The Rise and Fall of Quasars Dormant Monsters May trickery Sleeping in Nearby Galaxies. Sky & Telescope 97.5 (1999) 40-46.Wiley, John P. Jr. A Googolplex of Galaxies. Astronomy 27.5 (1999) 56-57.