Brand Management Toyota Corporation Motors

Introduction In a competitive market, organizations often use brand names to create an image and attract more customers. This makes a brand name a key asset to a company.Advertising We will write a custom case study sample on Brand Management: Toyota Corporation Motors specifically for you for only $16.05 $11/page Learn More ther than the main brand, companies introduce extension brands which are referred to as flanker brands. The current paper is an attempt to explore the concept of flanker brands, their uses, and advantages and disadvantages as a business strategy. For this particular case study, Toyota Corporation Motors has been used to analyse its main flanker brands and how they have been employed in the market. Overview and background information of the brand Toyota Japan is a strong brand that has been in the market for a long period of time. The company was initiated in 1957 in the America motor car and vehicle industry.1 The company which uses modern technology in its production has over the years continued to increase its market share. The major competitors of Toyota are Nissan, General Motors, Ford, and Honda. Toyota brand is dominant in the auto market and is ranked third globally. The Japanese automaker has since 1975 remained as the largest foreign automobile brand to operate in US.2 The currently projections indicate that the brand is expected to replace GM to become the largest and leading automobile manufacturer. Among the different strategies used by organization to differentiate and diversity, Toyota has embarked in brand flanking as a major strategy. For instance, to enter new markets and increase its market share, Toyota came out with Scion and Lexus brands which were part of the Toyota brand. The Scion brand was a low-quality and low-price product which target young people while the Lexus brand which is a high quality and luxury brand targets the rich segment of consumers in the market. 3 The figure below is the logo of Toyota Japan and that of Lexus Brand as provided in Toyota Motor Inc.4 Advertising Looking for case study on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More Figure 1: Toyota Japan and Lexus Brand logos Definition of flanker brands Brand managers design an extension of the existing brands with the aim of tapping segments of the market that have not been fully exploited. This extension is referred to as flanker brand. Therefore, a flanker brand is basically a new product that is introduced into the market by a company in a specific market segment in adding up to the existing brand.5 Flank brands are used to introduce new product(s) by well established and strong brands. Also referred to as fighting brands, flanker brands are launched in an already existing market by an organization that has an already an established brand. The new product launched as a flanker brand lies in the similar product category.6 Throug h the use of flanker brands, a company is able to create a competitive advantage over its competitors. Other than fighting a competitor, the flanker brand creates a unique position that shields the existing brand from weakening its brand premium. It should be noted that a flanker brand is not used to weaken but rather to strengthen the existing established brand.7 This was a metaphor used to protect the main brand from its competitors. The diagram below shows the flanking strategy as adopted by organization as provided by Paul Ducham8 Figure 2: Flanking attack Differentiation of types of flanker brands There are different types of flanker brands used by a company in competitive markets. 9 For instance, when customers in market segment cannot afford the major product provided, the company is compelled to introduce new products of the same category which are suited for that segment. For instance, the company may plan to produce low-priced cars to meet the demands of low income earner s. Price cuts are used to protect the market share and the established brand profitability.Advertising We will write a custom case study sample on Brand Management: Toyota Corporation Motors specifically for you for only $16.05 $11/page Learn More In this specific case, the flanker brand is price brand which is used to defuse the position of larger competitor.10 Other than low price, the company may plan to design highly priced products with new features to counter the offering provided by the competitor without necessarily disturbing the main brand. However, lower-quality flanker brand is commonly used by brand managers to appeal and attract low-price segment of customers.11 Different uses of flanker brands Brand managers use flanker brands for multiple reasons. The major use of a flanker brand is to create a competitive advantage over competitors and rivals in the market. For example, a company may add value to a particular brand by providing a produc t which is of low quality but with multiple benefits and low price with the aim of targeting a particular segment thus preventing the major rivals and competitors from occupying the main and attractive niche in the market.12 Still on the same case, flanker brand is necessary because it necessitates a company in attracting new customers from a defined market segment(s).13 The flanker brand is used together with main brand to attract or convert consumers from different segments to enjoy the multiple benefits associated with the flanker brand. Subsequently, the company is able to cover and gain a larger market share compared to when a single brand was used.14 A flanker brand can also be used when the already established brand has stagnated in terms of sales because its appeal to customers has declined.15 Even if the flanker brand competes with the already established brand, the company is able to gain profits, meet the needs of its customers, attract new customers, and above all retain or increase its market share. In addition, the company may benefit by curving out an unexplored segment or niche in the market. In markets where buyers or consumers have a high bargaining power, flanker brands are used to target buyers seeking for a bargain.16 How the chosen brand has employed flanker brands as a business strategy Toyota is a strong brand which competes favorably in the motor vehicle industry. The company employs flanker brands as a business strategy to create a competitive advantage and create a market share. For example, after receiving high competition from its competitors, Toyota introduced Lexus brand as a flanker brand. Lexus brand which is a high quality brand was introduced in the market to target the prestige segment in the market.17 The brand was designed to create appeal to high class consumers who could afford the product offered in a higher price.Advertising Looking for case study on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More The rationale behind the introduction of Lexus brand in the market was to defend its market from major rivals like General Motors, Honda, and Nissan. As a result, Toyota has been able to retain its position in the market when compared to its competitors. Moreover, the luxury brand was used to target a market share that is increasing in the market.18 The picture below is the flanker brand Lexus as provided by Lexus19 Figure 3: Lexus Brand Car In 2003, Toyota was able to introduce the Scion brand which is a lower-quality product.20 The flanker brand strategy was designed to protect Toyota’s main brands from competitors’ direct competition in terms of price. The targeted customers were a low-price segment in the motor vehicle industry.21 Therefore, it can be concluded that the Scion brand of Toyota was used establish its presence among first time car buyers who are younger and with the desire to possess a car that is well designed, has multiple benefits, and is of low pr ice. This ensured that Toyota brand was insulated from the main rivals and competitors in the market. As a result, the company has been able to defend itself from competitors and increase its market share. In addition, the flanker brands of Toyota have strengthened Toyota’s primary brand while at the same time integrating flanker brands which has created a competitive advantage in its vulnerable market segments. This has enable Toyota in capturing a territory where competitors had not strongly established its presence. Scion cars targeted customers who could not afford Lexus and Toyotas thus attracting younger customers.22 The figure below is a Scion brand car as adopted.23 Figure 4: Scion brand car The advantages and disadvantages of employing flanker brands as a strategy Employing flanker brands is both advantageous and disadvantageous. With reference to Toyota, the discussed flanker brands have not only assisted in the retention of market but also in increased the company ’s market share. This has been achieved through targeting new segments in the market which seemed vulnerable and had not been targeted.24 In addition, the company has been able to increase its profits and at the same time increasing its presence in the American Market thus creating a niche for itself. This has assisted in neutralizing the competitors’ position thus preventing its competitors from absorbing an attractive niche in the market. Therefore, the use of flanker brands as a strategy assist in curving out not only a new niche but also a new market segment.25 Flanker brands help in fighting a competitor through the provision of both low quality and high quality products in the market. This has assisted Toyota in capturing brand switchers through the provision of several brands.26 This has not only created a variety and a choice to select from, but has also resulted to protection of the company from failure risks. For example, in case either of the flanker brands failed or received low market acceptance, the existing Toyota Brand would not be affected because the new products have their own unique names. Lastly, flanker brand strategy is used to create appeal to a certain consumers. For example, Scion car brand has been applied by Toyota to appeal consumers in the Y generation. 27 Despite the advantages, flanker brands strategy is disadvantageous in certain ways. A flanker brand is an expensive venture which requires adequate capital before the new product is launched.28 In addition, the launch of low product in the market may be received negatively because based on price-quality leadership, lowly priced products do no last for long hence they low quality has no value for customer’s money.29 With reference with Toyota, Lexus which is a luxury brand has reduced the market share for Toyota after numerous cars were recalled as a result of brake failure. Although no great harm has been done in the Toyota market, the recall has reduced the trust and perception consumers have towards Toyota products in general. The success or failure of the implementation of flanker brands The implementation of Toyota’s flanker brand could be concluded to have been successful. However, the implementation of flanker brands is not always a success and may sometimes result to a failure. In most cases, new products fail which result to failure of the implementation of flanker brands. For instance, â€Å"when a new product has high trial volume (the first purchase) but low repeat volume (the second and future purchases), the product is more likely to fail than one that has smaller trial volume but high repeat rates†.30 This means that implementation of flanker brands becomes a failure when after the launch the second purchase does not succeed the first purchase. Although Scion brand has not failed, it still continues to struggle given the high level of unemployment among the target group. In addition, the structural constrain ts of the flanker brand to target consumers who are above years may result to its failure in the near future. Bibliography Aaker, David A. Brand Portfolio Strategy. Book Reviews, (2004): 468-469. Aaker, David A. Brand extensions: The good, the bad, and the ugly. Sloan Management Review, 31, no. 4 (1990), 47-56. Duncham, Paul. Marketing Strategies for New and Growing Markets. McGraw Hill Education, (2011) Giddens, Nancy. Building Your Brand with Flanker Brands. University of Missouri, 2010. Kim, Renee. Brand Building and Innovating: The Best Way to Stay Alive. Innovative Marketing, 2, no. 4 (2006): 75-82. Lederer, Chris and Sam Hill. See your brands through your customer’s eyes. Harvard Business Review, (2001): 3-10. Lexus. Lexus. 10 April 2013.  https://www.lexus.com/models/LS/ Lowery, Kristin B. A Re-Branding Campaign. Dissertation, (2007): 1-35 Nijssen, Edwin J. Success Factors of Line Extensions of Fast-Moving Consumer Goods. European Journal of Marketing 33, no. 5/6 (1 999): 450-469 Raaij, W. Fred van and Wim M. Schoonderbeek. Meaning Structure of Brand Names and Extensions. European Advances in Consumer Research 1 (1993): 479-484. Scion Car Models. 10 March 2012,  http://www.automotive.com/scion/t3-13-2/ . Tauber, Edward M. Branch Franchise Extension: New Product Profits from Existing Brand Names. New York City, 1980. Toyota Motor Inc. Toyota Brand Standards. 10 April 2013. Web. Varadarajan, Rajan Mark P. DeFanti and Paul S. Busch. Brand Portfolio, Corporate Image, and Reputation: Managing Brand Deletions. Journal of the Academy of Marketing Science 34 (2006):195 -205. Yada, Katsutoshi, Edward I and Naoki Katoh. Is this brand ephemeral? A multivariate tree-based decision analysis of new product sustainability. Decision Support Systems 44, no. 1, (2007): 223-234. Footnotes 1 Kristin B. Lowery. A Re-Branding Campaign. Dissertation, (2007): 15 2 Ibid 3 Ibid 4 Toyota Motor Inc. Toyota Brand Standards. 10 April 2013. 5 Chris Lederer and Sam Hill. Se e your brands through your customer’s eyes. Harvard Business Review, (2001): 4 6 Nancy Giddens. Building Your Brand with Flanker Brands. University of Missouri, 2010. 7 Edward M. Tauber. Branch Franchise Extension: New Product Profits from Existing Brand Names. New York City, 1980. 8 Paul Duncham. Marketing Strategies for New and Growing Markets. McGraw Hill Education, (2011) 9 Nancy Giddens. Building Your Brand with Flanker Brands. University of Missouri, 2010 10 Nancy Giddens. Building Your Brand with Flanker Brands. 11 Paul Duncham. Marketing Strategies for New and Growing Markets. McGraw Hill Education, (2011) 12 Nancy Giddens. Building Your Brand with Flanker Brands. University of Missouri, 2010 13 Ibid 14 Nancy Giddens. Building Your Brand with Flanker Brands. University of Missouri, 2010 15 Edwin J. Nijssen. Success Factors of Line Extensions of Fast-Moving Consumer Goods. European Journal of Marketing 33, no. 5/6 (1999): 451. 16 Rajan Varadarajan, Mark P. DeFanti and Paul S. Busch. Brand Portfolio, Corporate Image, and Reputation: Managing Brand Deletions. Journal of the Academy of Marketing Science 34 (2006):200. 17 Paul Duncham. Marketing Strategies for New and Growing Markets. McGraw Hill Education, (2011) 18 Ibid 19 Lexus. Lexus. 10 April 2013. 20 ibid 21 Raaij, W. Fred van and Wim M. Schoonderbeek. Meaning Structure of Brand Names and Extensions. European Advances in Consumer Research 1 (1993): 479-484. 22 Paul Duncham. Marketing Strategies for New and Growing Markets. McGraw Hill Education, (2011). 23 Scion Car Models. 10 March 2012. 24 Renee Kim. Brand Building and Innovating: The Best Way to Stay Alive. Innovative Marketing, 2, no. 4 (2006): 76. 25 David A. Aaker. Brand extensions: The good, the bad, and the ugly. Sloan Management Review, 31, no. 4 (1990), 48. 26 Ibid 27 Edwin J. Nijssen. Success Factors of Line Extensions of Fast-Moving Consumer Goods. European Journal of Marketing 33, no. 5/6 (1999): 451. 28 David A. Aaker. Brand Portf olio Strategy. Book Reviews, (2004): 468. 29 Ibid 30 Katsutoshi, Yada, I p, Edward and Naoki Katoh. Is this brand ephemeral? A multivariate tree-based decision analysis of new product sustainability. Decision Support Systems 44, no. 1, (2007): 226 This case study on Brand Management: Toyota Corporation Motors was written and submitted by user F1rebrand to help you with your own studies. You are free to use it for research and reference purposes in order to write your own paper; however, you must cite it accordingly. You can donate your paper here.

How to choose the right employee benefits for you

How to choose the right employee benefits for you When you’re thinking about changing jobs or careers, salary is likely a huge component of your decision. After all, aside from the job itself, what you will earn is one of the most important factors for your personal bottom line. Yet it’s not the end-all-be-all of your employment package. Your job offer package will also include information about benefits, and your workplace will likely also come with perks and programs that are specifically open to you as an employee. Essentially, â€Å"benefits† are your total compensation package for your job. That includes salary, yes, but it also includes things like insurance coverage, time off, retirement plans, and work-life balance tools and programs. These are less tangible forms of compensation that can vary by company, and are often responsible for a lot of your job/company satisfaction. The paycheck is great, but it takes more than that to make a job feel like a good investment on your own part.Let’s look at s ome of the most common benefits. They often vary by company and your employment status (for example, part time jobs often offer fewer benefits than full-time jobs), but here are some of the benefits package highlights you may be considering as part of a job offer.InsuranceHealth Insurance is a big topic these days, to say the least- and that focus on employer-provided healthcare catapults it to the top of the list of important benefits to understand and consider as part of a new job. Health insurance is common for full-time jobs- less so for internships, contract gigs, or part-time jobs, but not unheard of. Employers typically have a contract with a specific insurance provider and offer employees a choice of plans within that insurance company’s options. The employer subsidizes some of the cost of the employee’s health insurance plan, with the employee typically paying a set amount per pay period to cover the plan costs. You may not be able to negotiate much on the hea lth insurance front because employers are required to provide certain options to all employees, but you can certainly ask about what kind of coverage and plans a company offers during the negotiation phase.Medical healthcare insurance is not the only type you may encounter: some employers also offer dental insurance, disability insurance, mental health insurance, vision insurance, or life insurance. Disability and life insurance can be especially important if there are risks associated with your job, so it’s important not to forget those when considering a benefits package.Vacation and Personal DaysAlong with insurance, vacation is the other crown jewel in the benefits crown. Employees need a break, and companies know that it’s in their interest to offer a certain number of paid vacation days per year. This can vary widely by industry and company, but vacation days are often a negotiation point if the company is unwilling to negotiate much on salary or insurance.When t hinking about vacation days, it’s essential to ask about how each company handles them:Do vacation days accrue throughout the year, or do you have your full number of vacation days on your start date/the first day of the year?Can you roll vacation days over if you don’t use them all in one year, or does the company have a â€Å"use it or lose it† policy stating that unused vacation time goes â€Å"poof† after a certain date?Does the company compensate the employee for unused vacation days if the employee leaves before the vacation days are used for the year?Additionally, the company may offer â€Å"personal† days off that aren’t necessarily vacation or sick days, but can be used for employees to attend to personal issues, like appointments or personal obligations.Flexible Work ArrangementsSome companies may offer alternatives to the 9-to-5-at-your-desk grind. For example, it might be possible to work remotely or to adjust hours to create a s horter work week to accommodate childcare, personal time, or other needs. (For example, working 10-hour days Monday through Thursday in order to have Fridays off.) This kind of benefit really depends on how the company is structured and the demands of your job. If you’re expected to be in the office for client meetings or to provide a particular service, this may be a non-starter. But if your job is heavily email-based or you can do it be teleconferencing in for meetings, it could be a good option.Flexible work arrangements are a good negotiating piece if the employer isn’t willing to budge very far on salary.Family BenefitsMany companies offer benefits geared toward employees with family obligations (children, taking care of relatives, etc.). This may mean on-site childcare or opportunities to work from home to spend more time with children. Many companies also have a relationship with specific daycare providers and can offer employees discounts or incentives.Itâ€⠄¢s important to note that companies cannot discriminate against employees based on family status, so it’s in your interest to take advantage of family-friendly benefits as necessary. And even if it’s not really a factor for you at the time you take a job, you never know if it will be something you need in the future, so it’s best to get a sense up front about your new company’s family policies.Some companies will also help pay adoption or foster care expenses for parents who choose this option for their families.Paid LeaveBy law (specifically, the Family and Medical Leave Act), companies that have more than 50 employees are required to provide up to three months of unpaid leave for a personal or family medical issue, and parental leave for the birth of a child. Additionally, some states have requirements about paid leave, so definitely check your state’s requirements.Beyond that, many companies have policies where they offer certain types of paid leave for personal reasons, going beyond the current laws. There may be paid leave for personal or family issues, as well as a certain number of weeks of parental leave when a child is born. And although many companies are now broadening paternal leave policies to match maternal leave, it’s important to see how- or whether- your company differentiates between the two when it comes to parental leave.Sick days often fall under this heading- some companies offer a certain number of paid sick days per year, while others don’t necessarily track the number of paid sick days until you hit a certain number.Retirement PlansLike health insurance, retirement investment plans are among the most common types of employment benefits you’ll see. In these plans (including 401(K)s, Roth IRAs, 403(B)s, and similar investment plans), employees can set aside a certain amount of their pre-tax salary toward retirement funds. Some companies also have a â€Å"matching† program, w here they’ll match an employee’s own contributions and contribute that same amount to the employee’s retirement account (usually capped at a set amount each year). This matching is not a given, however, so definitely ask as part of your initial benefits conversation with your company.These retirement plans often have strict rules, like penalties for withdrawing funds before the employee is a certain age or limits on how much can be contributed/withdrawn in a single year.Relocation ExpensesIf your new job is in your current town, great- you likely won’t need to uproot your life to take it. If you’re moving to a new place for this job, or changing locales in general, it’s important to ask about whether the company provides any relocation expenses. This can include covering moving costs like transportation, temporary housing, or other incidental costs that can come up in the course of moving from one place to another.If a company offers relocat ion expenses, it may offer a percentage of your initial salary, a flat amount marked for moving expenditures, or the entire cost of the move.Professional DevelopmentOnce a company has invested in you as an employee, it makes sense that they would also have an interest in making sure you grow and improve professionally. To that end, many companies offer built-in benefits geared toward helping you learn more about your field or picking up skills that will help you advance. This could be a yearly budget for attending seminars or conferences (including travel) or money earmarked for classes or other professional development programs. For example, it’s unlikely that your job will pay you to learn German if you won’t be visiting the Berlin office, but that management seminar might be an easy sell.Tuition ReimbursementIf you’re in school while also working, your company may offer a program that reimburses you for full or partial education expenses. This could be a stan dalone course or workshop, or full-time enrollment at a college or university. It’s more common to see official tuition reimbursement programs at big companies, but even small ones might be willing to negotiate flexible work time or reimbursement plans on a smaller level.If tuition reimbursement is relevant to you, it’s crucial to understand what the company’s policies are- for example, does the coursework need to be related to your specific job/field, or will they reimburse a broader range of classes?As you can see, benefits can help turn your job from â€Å"new job† into â€Å"established part of my life.† There are ways for a company to compensate beyond the bottom-line salary number, and the more you know about the different kinds of compensation, the more ammo you’ll have for negotiating for more and better benefits.

How do you Pay for Performance in a downward economy Essay

How do you Pay for Performance in a downward economy - Essay Example A stock option plan gives the employee the opportunity to buy the stock of the company they work for at a discounted price. The workers typically obtain instant capital gains when they exercise their stock options. A good attribute of stock options is that the wealth of the company is being shared with the people that create the corporate empire. The pension plans of companies should not include any investment in common stocks of the firm. One of the lessons from the demise of Enron was the necessity for diversification in employee pension plans. The shaky economy is causing a lot of problems for the workforce in America. Massive layoffs, downsizing, and divesture strategies are hurting the economy. The unemployment rate in the United States in September 2011 was 9.1% (Bls, 2011). People have become hesitant of asking for raises when employees don’t automatically give them because they fear being singled out for future downsizing initiatives. "The communication of economic challenges is an opportune time for financially stable companies to tell their employees that they are taking care of them† (Ceridian, 2011). Loyalty from both sides has decreased a lot in the 21st century. Employees are more willing than ever to quit a job in search for a better employment opportunity. An example of a current labor confrontation among a union and an ownership team is the National Basketball League labor dispute. The NBA players are in lockout because the owners want lower the salaries of its employees. The NBA owners instead of offering higher salaries are looking to decrease the total compensation of the players by a minimum of 12.28% (Myfoxboston, 2011). The entertainment sporting industry has been hit hard by the recession. Last year NBA owners lost $300 million. Employees across every industry are seeing their salaries stagnant compared to the traditional

French ban on full face veils Essay Example | Topics and Well Written Essays - 750 words

French ban on full face veils - Essay Example The ban has been in operation since its enactment in April 2011 and previously let to the arrest of women protesting the conviction of a feminist Russian pussy riot. Wearing of full-face veil is a requirement and practice by the female gender in Muslim religion, and, therefore, imposing a ban on such, would ideally, be an infringement on the rights of the Muslin women’s rights as stated by the critics of such a law. Application of such a law would instead bring about tension among the proponents and the opponents; however, after a year of application, tolerance of both the Muslim women and the police has played a significant role in cooling temperatures of the perceived tension. Indeed, in an era in which terrorism has become a global concern, taking of security measures is crucial aspect, and, as such, France took the initiative of banning the wearing of full-face veil commonly known as niqab as a means of enhancing security. Based on such a perspective, other nations including Belgium and the Dutch are in the process of enacting a similar law that bans the use of full-face veils, especially in public places. Since the law banning the wearing of full-face veil among women was enacted in France, it has resulted in fines warnings by the police who are equally hesitant in the implementation of law citing the tension aspects associated with its full implementation. Most of the women on their part have been cooperative with the police by lifting up their veils upon requests by the police. Such an approach has indeed enhanced peace between the two sides, except for some few cases when conflict seems to erupt between police and some Muslim women. In its initial role, the law banning the wearing of full-face veil involved an aspect of enhancing security and protecting the women from improper accusations and suspicion as terrorists, instead the law seems to have become a prison for a majority of the women, as most prefer to stay indoors as a means of avoiding police

Effective Leadership in Virgin Group Company Assignment - 3

Effective Leadership in Virgin Group Company - Assignment Example Sir Branson has the quality of effective leadership, and he has the quality of being punctual and gives results to the organization. He also ensures that other employees working for him should consider the efficiency an important factor in their performance. Punctuality and hard works are the best things to measure the performance of the leader in the organization. He is famous in an organization because of his quality of the risk taker. The risks on investments are clearly identified by Sir Branson. The outcomes of the performances of the employees are the proof that the leadership of the organization is working effectively to enhance the position of the organization. Sir Branson communicates the requirement of the work to its employees in the much better way to increase the efficiency of workers. His workers easily got the idea about the instructions of their leader. Past performances of the employees of the organization are the evidence that the leadership is quite effective and efficient. The leader of the organization could be made more effective if the leader does not change for a couple of years. Unnecessary changing the leader because of the reason except the performance will be harmful to the organization. Performance of the effective leader could be recognized for his contribution towards the organization. His qualities of performance will put a reflection that has put a positive impact on the organization.Sir Branson is the quality of a passionate leader that take into his account the performance of the employees of the organization. He always remains punctual and teaches others to be punctual. Hardworking practices of the CEO of the company could be seen in the financial reports of the company for past many years.

Different theories of retirement and ageing

Different theories of retirement and ageing When discussing the subject of retirement, the first issue that one comes across is that of defining what retirement is, and when it occurs. According to Denton and Spencer (2009), the Oxford English Dictionary defines retirement as follows: To withdraw from office, or an official position; to give up ones business or occupation in order to enjoy more leisure or freedom (especially after having made a competence or earned a pension). They continue to add that retirement can be voluntary or involuntary; gradual or sudden; temporary or permanent. Hence, there is no one clear definition which embodies all the possible situations. In contrast, Banks and Smith (2006), argue that retirement is made up of the following characteristics; it is a sudden, rather than a gradual process, it is a permanent and voluntary choice, it equals to drawing a pension, and it is a decision made by the individual rather than cooperatively with household members. This is the concept of retirement that is adopted by most economists. In addition, retirement is a state of mind in the sense that the individual recognizes him/herself as being retired. The definition is hence a subjective one which may mean different things to different people and populations. In itself, it is a broad word which encompasses a number of different elements. For many workers, retirement is seen as an opportunity of long awaited freedom from the responsibilities and stress of employment. It brings change and marks a transition into the later life stages. It is a time of recreation and travel, and an opportunity to develop new mental and physical routines. Planning and anticipating retirement play an essential part in the lives of many workers and their families. Recently, the new phenomenon of early retirement has become increasingly more popular (Rosenkoetter Garris, 2001). Shaw and Hill (2002) stated that a commonly used definition for retirement is an age-related withdrawal from active working life. However, one has to define what constitutes an active working life. Some researchers have chosen to allow their respondents to classify themselves as to whether they are retired or not. This approach, however, has the disadvantage that the definition of retirement will not be the same for everyone as some people who are working and receiving a previous job pension may consider themselves retired whilst others who have stopped working and are taking care of grandchildren, for instance, do not consider themselves as retired. Hence, different definitions of retirement result in different retirement patterns for men and women. The authors go on to argue that as there is no single best definition for retirement, the definition should be adapted according the question being asked, therefore multiple definitions would be helpful when dealing with specific differe nces in men and womens decisions to leave the paid work force. Origins and History of Retirement In their respective works, Graebner (1980) and Costa (2000) provide a brief history on the evolution of retirement. Back in the 1850s, 77% of men who were over 65 years were still working. Not working was viewed as inappropriate and hence people worked as long as they could. In pre-industrial America, most worked in agriculture, and in this area there was no retirement. When a man became too old to do strenuous work such as ploughing, his son would usually take over whilst he shifts to less demanding chores. Before the Civil War, the elderly were viewed as valued people, for a number of reasons such as their knowledge, hard-work, moral guidance they offered and the contribution in reforming the country. As they grew older, they were still respected and played important roles in the community and families. After the Civil War, though, this began to change. The nation shifted from being primarily rural to an increasingly urban society transformed by industrialization. Unlike agricultur al workers, urban workers did not have the familial support to enable them to shift to less strenuous work as they aged. By the 1880s, the American economy relied on manufacturing, and relationships between young and old workers started to become troublesome. The idea of retirement started to develop as a means to deal with these conflicts. As industrialization grew in the United States, business and government leaders realized that they need to develop a mechanism which would stimulate economic growth whilst assisting in the replacement of less efficient older workers with cheaper, younger ones. The preferred mechanism for this was the mandatory retirement of older workers. With the introduction of machines, one began to realize that older workers were neither fast nor strong enough to operate machinery and this slowed down production. By getting older workers out of the way, the workforce would be replaced with a younger, faster, and more efficient one. Attitudes toward elderly people became increasingly negative. By the early 1900s factory owners restricted the hiring of older people and reinforced retirement policies which were mandatory in order to get rid of the ones already employed. Since many business owners were uncomfortable with the idea of getting rid of loyal older workers leaving them without any employme nt and income whatsoever, some of them offered pensions or helped to build company homes for the elderly. By the year 1920, mandatory retirement with a small pension became the preferred method for moving older workers aside. Hence, employers eliminated older workers but in the mean time felt secure that the retired worker would have enough money to survive. Without any doubt, some older workers resisted this plan. Social services were almost inexistent and retirement meant a lower standard of living. Yet, when confronted with so many retirement rules, workers found themselves forced out of their jobs so much so that by the year 1920, almost half of all white male workers over the age of 60 were no longer in the workforce. Still, older workers discovered that retiring and receiving some sort of, even if an insufficient, pension was better than being pushed aside without nothing at all. The first federal retirement legislation became known as The Railroad Retirement Act of 1935, and was a testing ground for later development. The easiest way out of chronic unemployment in the country became the retirement of all older persons; the only problem was making sure that pensions are available. Things changed once again during World War II when anyone who could went back to work. This put back the country into full employment once again. However, after the war, retirement was once again the mechanism which controlled costs and employment rates. Even though pensions became increasingly common, many retired workers remained unhappy about the idea of retirement so much so that an alarming number even refused to apply for social benefits. Hence, business and governments started to instil ideas to older workers with the idyllic thoughts of leisure, and the well-earned reward of free time at their age. This is when insurance companies started to make large profits out of life insurance policies and when sociologists formed the theories of aging. By the late 1960s, the mythology of retirement was completely assimilated into Americans minds. In the mid-1980s, mandates changed pension rules so that widows were not left without any benefits. Also, social security benefits were increased and as a result, the percent of pensioners living in poverty significantly dropped. By the 1970s and 1980s, pensions were fixed to a retirement formula which depended on the length of service and final salary of the person. This meant that a worker would not know what pension he would receive until he actually retired. To avoid all this, business shifted from traditional defined pension plans to defined contribution plans where they promised that a contribution of a certain amount would be done towards each workers pension. Benefits and Drawbacks of Retirement According to Coni, Davison, and Webster (1992), during retirement income is likely to be reduced, however occupational pensions which are becoming more common offer greater monetary security. Those who have become overly dependent on trappings of their employment may realize that their status has changed and that they miss the company of the work-place. On the other hand, retirement should be looked upon as a time of opportunity, which after all, may last for more than 30 years. If the approach towards retirement is a happy and an enthusiastic one, then it is very likely that it will live up to expectations. When it comes to learning new material, older learners usually do better due to higher motivation levels, and increased self-knowledge. The authors go on to argue that everybody has to find their own way through old age and retirement, and if one, at his or her age, feel happy and comfortable doing something, then that thing is right for him or her. When it comes to relationships , retirement may be the only time that one can truly live together with their partner since they are no longer kept apart by employment and family, even though difficulties may arise in this regard as well. Regarding fitness, one should keep in mind that the fitter one is, the less likely it is to become ill and the more likely one would make a full and swift recovery. Since the elderly are affected with degenerative changes, attention should be paid to both physical and mental fitness. Muscles waste in a sedentary lifestyle but they have the ability to redevelop and this can be achieved by doing an activity which one enjoys and gives them pleasure. These include; walking the dog, ballroom dancing, and even cultivating a garden. Mental activities should be taken up to develop and maintain the mind by learning, re-learning, or improving a foreign language. Prevention of illness is a lifelong need, and good habits must be started early and maintained throughout. A common reason for ea gerly anticipating retirement may be the wish to be freed from a strict routine inflicted by employment, which is understandable, but also inappropriate. Retirement should provide the opportunity of restructuring ones routine. This can be done by establishing enough time for physical activity, some time for learning, time for family and time for ones self. Having said all this, during retirement, one may be faced by unpleasant tasks, decisions, and situations. Therefore, fore-thinking potential problems such as loneliness, bereavement, becoming a carer, or becoming disabled, will always help to deal with such dilemmas. Windmill (1992), states that retirement can mean a loss of status, a sense of no longer being a useful society member, losing ones sense of purpose, and becoming part of the receiving end of society. However, one should understand the importance of preparing for retirement so that mental, physical, and social changes do not come by as a shock. Retirement means planning finances, doing leisure activities, and considering health and housing needs. Eliopoulos (1993) adds that retirement may be the first experience of the impact of ageing for many. It is facilitated by learning how to use, appreciate and gain satisfaction from leisure time, which is also a therapeutic outlet for life stresses. The author also mentions the stages of retirement developed by Robert Atchley in 1975, which, however, not all retirees go through: the remote phase where retirement is anticipated but preparation is seldom done; the near phase when preparation for leaving the job begins; the honeymoon phase which is the euphoric period that follows retirement; the disenchantment phase where depression may be experienced; the reorientation phase where realistic choices are considered; the stability phase when an understanding of a retirement roles is achieved and the termination phase when retirement role is lost due to illness or disability. Studies suggest this life event may be a stressful even for those experiencing health or financial issues at the time of retirement; however, those who manage to plan out their retirement are less likely to experience financial burdens. For some, retirement may mean loss of income and identity, loss of status authority, loss of purpose in life and loss of peer contacts (Miller, 1995). Retirement in Malta Locally, workers nearing the retirement age may be eligible for a retirement pension. A person would be eligible to a Contributory Retirement Pension if he or she satisfies a number of conditions; the person has reached the retirement age, 61 for males, and 60 for females, the worker has been employed or self-employed for not less than 10 year prior to retirement; the worker has paid at least 156 contributions; and that on the day of retirement, the worker has satisfied the relevant contribution conditions (Ministry of Education, Employment and the Family, 2011). The General Workers Union (2009) offers a course entitled Preparazzjoni ghall-Irtirar (Preparation for Retirement) and also houses a Pensioners Association whose major task is to attend to special and particular needs of pensioners and retired workers. It protects rights and interests, and safeguards pension levels and standard of living. Cultural, social, and educational activities are held annually and membership is open to all retired workers. Planning for Retirement According to Coni et al., (1992), we should all be planning our own retirement throughout our lives, and that even school-aged children should receive some form of instruction about the topic. This would enable younger people to have a better understanding of what ageing is and learn about some complexities of being old. Having hobbies and leisure pursuits at a young age may introduce them to activities that they enjoy. Hence, once retired, one would be able to revert to these activities. Financial planning must also start early because in order for one to have a secure retirement capital, an adequate income must firstly be assured. Unfortunately, attention also needs to be paid towards the possibility of widowhood (especially in women), and that remarriage may be an additional complication. Rosenkoetter Garris (2001), state that in a study carried out in 1989, retirement planning was the second strongest predictor of satisfaction amongst male respondents, and in another study in 1997; it was found that retirement planning correlated with positive attitudes towards retirement. By participating in pre-retirement programs or courses, one can start assessing his or her attitudes and preparedness towards retiring. These courses would be most successful if they manage to address financial and health matters. Since retirement may prove a new meaning and value to ones life, pre-retirement counseling assists individuals in their preparation. In an Australian study, it was noted that retirement may be a stressful and challenging event and that planning was directly correlated with successful adaptation. The authors conclude that post-retirement perceptions of planning most of the time may not correspond with pre-retirement preparation. In their study, more emphasis was placed of financial planning and psychosocial adjustment to their life after employment. There was a significant increase in sedentary activities with may correlate with an increased risk of health problems found in this age group, hence retirees should be encouraged not only in social interactions, but in physical activity too. Differences were found in planning according to the persons employment position, which relates to the need of developing post-retirement planning programs which are individualized to the type of worker. In their study, Phua and McNall (2008) concluded that as men age, concern about securing their finances increases and that this issue remains at top priority among people approaching retirement. The authors say that studies show that retirees eventually adjust their spending patterns according to the dynamics of their financial situation. Expectations towards marriage and having children is another issues that affects pre-retirement planning and this includes a need to resolve the conflict between saving and increased demands on financial resources that a family can require. According to Elder and Rudolph (1999), retirement satisfaction is based on both financial and non-financial variables. Results from their study indicated that attending preretirement courses and planning meetings were positively related to retirement satisfaction. Also, planning out activities correlated with an increased likelihood of retirement satisfaction. Theories of Ageing Throughout the years, scientists have been trying to develop theories of ageing in an attempt to answer questions such as Why do we age? and How do we age?. Early sociologic theories, in the 1960s, focused on adjustments of older people towards loss of roles and reference groups. Theories which are based on these themes include the disengagement, activity, and continuity theories. In 1961, Cumming and Henry published their first sociologic theory of ageing: the disengagement theory. According to this theory, a process of mutual disengagement takes place during aging where both the individual and the society in which he or she belong withdraw from each other (Redfern, 1996). This process is an inevitable one, and is governed by societys needs which dominate individual needs. This theory further states that older people desire this withdrawal, and as the social contacts of a person diminish, disengagement becomes a circular process that further limits opportunities of interaction (Miller, 1995). Another theory of ageing is the activity theory which is based on the belief that in order for one to age successfully, he or she must keep active. It was first stated by Havighurst and Albrecht in 1953 who said that social role participation is essential for positive adjustment to old age. In 1963, Havighurst and colleagues created the term activity theory. In 1972, then, it was Lemon and colleagues who formalized the theory which proposed that older people could only remain psychologically and socially fit if they remained active and that loss of roles in old age affect life satisfaction negatively. Above all, the quality of interaction is more important than the quantity of activity (Miller, 1995). The continuity (or developmental) theory was put forward by Neugarten in 1968 because none of the other theories successfully explained ageing. According to this theory, a persons coping strategies are in place long before he or she starts to age, however personality features are continuously dynamic and evolving. Therefore the best way to predict how a person will adjust to ageing is by examining how that same person has adjusted to situations throughout his or her life. This theory hence brings out the importance of the relationship between personality and successful ageing (Miller, 1995). Some other proposed theories of ageing include; the subculture theory proposed by Rose (1962, 1965), which states that old people have their own norms, beliefs, habits, and expectations and hence have their own subculture, the age stratification theory by Riley in 1972, which explains the interdependencies between age as an element of social structure and ageing and cohorts as a social process. Other theories include the person-environment fit theory and the human needs theory (Miller, 1995).

how not to spend you senior year :: essays research papers

She starts off talking about her life, starting from the third grade. She tells how when she was in third grade her mom was killed by a hit and run. Since then her and her dad have moved a lot. Thirteen elementary schools from third grade to sixth grade, five middle schools, 6 high schools but she stayed in one place for her senior year. She learned not to unpack when ever she goes to a new place. They have always moved into furnished apartments, and she now has learned that not all places come complete with a couch. She remembers every time she moved somewhere there would be the Phone Calls of Mysterious Origin which were phone calls in the middle of the night and her dad would answer them but he wasn’t on for a long time so it couldn’t be a girlfriend. And after the phone calls would stop, she would come home to her dad at the kitchen table with The Map. During her freshman, sophomore, and junior year they moved all over the eastside of Lake Washington. And at the beginning of my senior year we moved to Seattle, Washington. And I started school at Beacon High. And on that first day of school she falls head over heels in love. His name was Alex Crawford. The guy she saw across the classroom but knew that he would not remember her after that. She was standing in the parking lot looking up at this metal column standing straight up on the building and nothing on the end which seemed awkward. Alex came up behind her and said that a car use to be there but it was getting repaired. They began talking and walked towards the school. She was walking out of her first period class when Alex showed up out of the blue. He walked her to all her classes occasionally bringing his friend Elaine Golden. They all went to Drama class together and when they got there everyone was working on Shakespeare. Mr. Barnes made her join in with everyone else. Alex and Elaine did a scene from Romeo and Juliet. When it came time for the kiss Elaine pulled away as he was coming in for the kiss. The whole class was laughing. When the teacher asked some questions she accidentally said what she was thinking out loud.

10 Class Maths Paper

SAMPLE PAPER – 2008 Class – X SUBJECT – MATHEMATICS Time: 3 hrs Marks: 80 General Instructions: ( I ) All questions are compulsory. ( ii ) The question paper consists of 30 questions divided into four sections –A, B, C and D. Section A contains 10 questions of 1 mark each, Section B is of 5 questions of 2 marks each, Section C is of 10 questions of 3 marks each and section D is of 5 questions of 6 marks each. ( iii ) There is no overall choice. However, an internal choice has been provided in one question of two marks each, three questions of three marks each and two questions of six marks each. ( iv ) In question on construction, the drawing should be neat and exactly as per the given measurements. ( v ) Use of calculator is not permitted. SECTION A ( Qns 1 – 10 carry 1 mark each ) 1. If HCF ( a, b ) = 12 and a x b = 1800. Find LCM ( a, b ). 2. Find the zeros of the quadratic polynomial from the graph.Y 4 3 2 1 X X’ -4 -3 -2 -1 0 1 2 3 4 -1 -2 -3 Y’ 3. If the pair of linear equations x – y = 1 and x + ky = 5 has a unique solution x = 2, y = 1, find the value of k. 4. If x = 4sin2? and y = 4 cos2? + 1. Find the value of x + y. 5. Find the value of P, if cos( 810 + ? ) = sin( P/3 – ? ). 6. A horse is tied to a peg at one corner of an equilateral triangle shaped grass field of side 15m by means of a 7m rope.Find the area of that part of the field in which the horse can graze. 7. Two tangents PQ and PR are drawn from an external point P to a circle with centre O. If LQOR = 1200, then what is the value of LOPQ? Q O P R 8. An observer 1. 5m tall is 28. 5m away from a tower. The angle of elevation of the top of the tower from her eye is 450. What is the height of the tower? A B 450 C 1. 5m D 28. 5m E 9. The graph of the less than ogive and more than ogive intersect at the point ( 4, 15). What is the value of the median? 0. Suppose you drop a die on the rectangular region shown in fig. What is the probabil ity that it will land inside the circle with diameter 1m ? 2m 3m SECTION B ( Qns 11 – 15 carry 2 marks each ) 11. If 9th term of an A. P is 99 and 99th term is 9, find its 108th term. 12. A letter of English alphabet is chosen at random. What is the probability that the chosen letter is ( i ) a vowel ( ii ) a consonant. 13. If 2x + y = 35 and 3x + 4y = 65, find the value of x/y. 14.Show that the three points ( 3, 3 ), ( h, 0 ) and ( 0, k ) are collinear if 1/h + 1/k = 1/3 15. Find the zeros of the quadratic polynomial x2 + 11x + 30, and verify the relationship between the zeros and coefficients. OR Divide the polynomial p ( x ) by g ( x ) and find the quotient and remainder. p( x ) = x4 – 3Ãâ€"2 + 4x + 5 g ( x ) = x2 + 1 – x SECTION C ( Qns 16 – 25 carry 3 marks each ) 16. A shopkeeper buys a number of books for Rs80. If he had bought 4 more books for the same amount, each book would cost him Re 1 less. How many books did he buy? 7. Prove that v3 is irra tional. 18. Find the values of k for which the quadratic equation 2Ãâ€"2 – kx + x + 8 = 0 will have real and equal roots. 19. Draw a right triangle in which the sides ( other than hypotenuse ) are of length 4cm and 3cm. Then construct another triangle whose sides are 5/3 times the corresponding sides of the given triangle. 20. Prove the following identity: 1 – 1 = 1 – 1 . cosec? – cot? sin? sin? cosec? + cot? OR Without using trigonometric tables, evaluate:Sec2100 – cot2800 + sin150cos750 + cos150sin750 . Cos? sin( 900 – ? ) + sin? cos( 900 – ? ) 21. In fig. DE // OQ and DF // OR. Show that EF // QR. P D E F O Q R OR XP and XQ are two tangents to a circle with centre O from a point X out side the circle. ARB is tangent to a circle at R. Prove that XA + AR = XB + BR. P A O RX Q B 22. Show that the line segment joining the points ( -5, 8 ) and ( 10, -4 ) is trisected by the coordinate axes. 23.The line segment joining A ( 6, 3 ) to B ( -1, -4 ) is doubled in length by having half its length added to each end. Find the coordinates of the new ends. 24. In fig. LACB = 900 and CD + AB. Prove that BC2 = BD AC2 AD C A D B 25. Find the area of the shaded region if radii of the two concentric circles with centre O are 14cm and 21cm respectively and LAOC = 300. O 300 B D A C OR Calculate the area of the designed region in fig. common between two quadrants of circles of radius 8cm each. cm ***** 8cm ****** 8cm ****** * * 8cm SECTION D ( Qns 26 – 30 carry 6 marks each ) 26. Prove that in a triangle, if square of one side is equal to the sum of the squares of the other two sides, then the angle opposite to the first side is a right angle. Using the above do the following: In quadrilateral ABCD, LB = 900. If AD2 = AB2 + BC2 + CD2, then prove that LACD = 900. D C A B 27. From a stationary shop, Joseph bought two pencils and three chocklates for Rs11 and Sumeet bought one pencil and two chocklates for Rs7.Represent this problem in the form of a pair of linear equations. Find the price of one pencil and one chocklate graphically. 28. A man standing on the deck of a ship, which is 10m above the water level, observes the angle of elevation of the top of a hill as 600 and angle of depression of the base of the hill as 300. Calculate the distance of the hill from the ship and the height of the hill. 29. A vessel is in the form of a hemispherical bowl, surmounted by a hollow cylinder.The diameter of the hemisphere is 12cm and the total height of the vessel is 16cm. Find the capacity of the vessel. Also find the internal surface area of the vessel. OR A hollow cone is cut by a plane parallel to the base and the upper portion is removed. If the curved surface of the remainder is 8/9 of the curved surface of the whole cone, find the ratio of the line-segments into which the cone’s altitude is divided by the plane. 30. The following table gives the distribution of the life time of 400 neon lamps: Life time ( in hours ) |Number of lamps | |1500 – 2000 |14 | |2000- 2500 |56 | |2500 – 3000 |60 | |3000 – 3500 |86 | |3500 – 4000 |74 | |4000 – 4500 |62 | |4500 – 5000 |48 | Find the median life time of a lamp. OR Find the mean marks from the following data: |Marks |Number of students | |Below 10 |4 | |Below 20 |10 | |Below 30 |18 |Below 40 |28 | |Below 50 |40 | |Below 60 |70 | M . P . S U R E S H B A B U Mob: 9 4 4 7 1 4 2 9 3 4 E-mail:suresh_ [email  protected] co. in ANSWERS |1. 150 |11. 0 |21. †¦Ã¢â‚¬ ¦.. or †¦Ã¢â‚¬ ¦ | |2. 3, 1 |12. 5/26, 21/26 |22. †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦. | |3. k = 3 |13. 3 |23. ( 19/2, 13/2 ),(-9/2, -15/2) | |4. 5 |14. †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦ |24. †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦. | |5. p = 270 |15. -6, -5 |25. 64 1/4cm2 or 36 4/7cm2 | | |or q (x ) = x2 + x – 3, r = 8 | | |6. 25 2/3cm2 |16. 16 |26. †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦. | |7. 00 |17. †¦Ã¢â‚¬ ¦.. |27. Re 1, Rs 3 | |8. 30m |18. 9, -7 |28. 10 v3m, 40m | |9. 4 |19. †¦Ã¢â‚¬ ¦.. |29. 1584cm3, 602. 88cm2 | | | |or 1:2 | |10. ? /24 |20. †¦Ã¢â‚¬ ¦. Or 2 |30. 3406. 98 hours | | | |or 40. 7 |

High Self-Esteem Results to High Job Performance Essays

High Self-Esteem Results to High Job Performance Essays High Self-Esteem Results to High Job Performance Essay High Self-Esteem Results to High Job Performance Essay Importance of the Topic Self-esteem reflects an individual’s overall appraisal of his or her own worth, which has a large influence on an individual’s behavior. Accurate prediction on job performance is critical to people in managerial positions, such as managers. Based on the theory of behavioral plasticity and self-monitoring, it is indicated that subordinates’ organization-based self-esteem, which reflects an employee’s self-perceived value as an organization member, moderates two important subordinate outcomes, namely task performance and innovative behavior (Rank, Nelson, Allen Xu,2009). Therefore, the question whether self-esteem is an useful indicator of an individual’s job performance is worth further discussion and research. In order to examine the relationship, self-esteem and job performance will be discussed systematically in this article and a hypothesis is made as below: Two Variables Hypothesis Hypothesis: Self-esteem is positively related to job performance (High self-esteem results to high job performance) Definition of Variables Tharenou defined self-esteem as â€Å"the evaluation which an individual make and customarily maintains with regard to the self. It expresses an attitude of approval or disapproval, and indicates the extent to which the individual believes the self to be capable, significant, successful and worthy† (Tharenou, 1979). In general, self-esteem can be categorized as implicit self-esteem and explicit self-esteem (Grumm, Nestler Collani, 2009). Implicit self-esteem is positively related to the magnitude of the evaluative conditioning effect, while explicit self-esteem shows no significant relationship with the evaluative conditioning effect (Zhang Chan, 2009). Additionally, self-esteem can also be recognized as high self-esteem and low self-esteem (Mruk, 1999). People with high self-esteem react positively active to unexpected challenges while people with low self-esteem under-evaluate their abilities and under-perform in activities. Self-efficacy is easily mistaken for self-esteem, and there are some similarities and differences between these two concepts. According to Natalie Branden, self-esteem relates to a person’s sense of self-worth, which is defined as â€Å"the disposition to experience oneself as being ompetent to cope with the basic challenges of life† (Branden, 1994). In contrast, self-efficacy is known as people’s beliefs about their ability to achieve a goal or perform necessary behaviors under prospective situations (Whyte, Saks Hook, 1986-1998). The similarities between self-esteem and self-efficacy are that they are both self-originated, and act as the essential driving force for one to achieve his or her goals. In addition, they both help to motivate an individual to stay positive. However, both can be detrimental and counter-productive. The difference among the two concepts is that self-esteem is a feeling of self-worth, whereas self-efficacy is the belief in one’s capacity to handle tasks. In other words, they differ in the sense that self-esteem is more subjective, whereas self-efficacy is more objective. (Banndura, 1994) Job performance is the other variable in the hypothesis. Job performance is depicted by the quantity and quality expectation of employees, and which in turn form the basis for performance reviews (BusinessDictionary. com). It can be categorized as an individual’s obligatory behavior and contextual behavior. More specifically, obligatory behaviors are behaviors required by a job while contextual behaviors are voluntary behaviors beyond the requirement of the job (Borman Motowidlo, 1993). Job performance is occasionally mistaken for job outcomes. Performance is presented as a bundle of behavior (Campbell, 1990), while outcomes can be numerical, which measures effectualness of the performance or behavior. The similarities between performance and outcome are that both of them are subsequent to some antecedents and they are recognized as an end or beginning. Moreover, they both are used as benchmarks for bonus or incentives. Evidence on Hypothesis As mentioned earlier, the proposed hypothesis is that self-esteem is positively related to job performance. Certain amounts of empirical studies have been done to prove the validity on the proposed relationship. In study conducted by Elite Hutman, the goal is to test the hypothesis of positive correlation between self-esteem and job performance within the context of the principles of psychometric meta-analysis. The database used in the analysis consisted of published articles from electronic sources such as INFO, Business Index and Academic Index. The meta-analysis included 49 studies, with the dependent variable being job performance, which encompassed aspects of the subjective and objective attributes of job performance. The explanatory variables were measures of self-esteem, one of which was organizational based self-esteem, which was narrowly defined, and appeared to have a strong correlation with job performance. Specifically, this variable had a correlation coefficient of 0. 37 with job performance, indicating a relatively strong relationship. Another variable, namely task specific self-esteem, had a correlation coefficient of 0. 3 with job performance, which indicated a very strong relationship. The results support the hypothesis that self-esteem and job performance are positively correlated in most situations. However, the study cautioned that lab studies produced inflated correlations, and that the true mean lay in the actual field, in an uncontrolled setting. The paper further made suggestions that each organization should tailor the intervention plans to the specific job, which would maximize self-esteem and consequently enhance the level of job performance. With respect to organizational based self-esteem, the study suggested organizations to adopt Schwalbe’s (1985) suggestion to incorporate the concept of autonomy in the workplace to enhance self-esteem. This is supported by the before mentioned high correlation between organizational self-esteem and job performance (Hutman, 1999). On the other hand, the counter hypothesis should be â€Å"Self-esteem is negatively moderating or not related to job performance†. There are also few empirical studies have been done to prove the counter correlation between the two variables. In the study conducted by Baumeister and Heatherton, 35 undergraduate students were divided into two groups based on their self-esteem levels. Specifically, they were divided into high self-esteem group (HSE) and low self-esteem group (LSE). During the test, they were asked to play a video game by setting goals and trying to achieve those goals. Monetary incentive would be given as a reward based on their performance level. Half of the participants were put into an ego-threat condition and they then made unrealistic goals. Results indicated that HSE group won significantly less money than LSE group under the ego-threat condition. In addition, more than 87. 5% of the HSE people failed to attain their goal under ego-threat condition, whereas only 12. 5% from the LSE failed. This is due the poor self-management of HSE people under ego-threat condition (Baumeister Heatherton, 1993). Both of the studies focused on a direct relationship between self-esteem and performance. However, due to the different assumptions and methods used to examine the relationship, inconsistency of the research results occurred. Relevance of Variables There are two features of high self-esteem that benefits performance, one is enhanced initiative and the other is pleasant feelings (Baumeister, Campbell, Krueger Vohs, 2003). People who exhibit enhanced initiative though may not necessarily be good leaders, those who exhibit low self-esteem are shown to be less likely to become good leaders. In addition, it was found that people with high self-esteem were more likely to take initiatives, which further supports the leadership argument. It is found that high performing leadership helps to 1. etter align employees with the company’s goal, 2. build and strengthen the team, 3. allocate tasks effectively and efficiently, 4. develop potential employees and foster growth, and 5. motivate. These five elements all lead to better job performance. Therefore, high self-esteem enables people to take initiatives and improve leadership, which ultimately leads to overall improves job performance (www. exploreHR. org). People who are happy in work settings are generally having more positive experiences than negative ones in connection with the work place and their job. It is shown that people who are happy in work environment tend to have a clear direction, finds that direction motivating, focus on priorities, more likely to engage in their work, have more positive experiences than negative experiences at work, are optimistic looking into the future, and are able to achieve agreed upon results (â€Å"Putting Performance and Happiness Together in the Workplace†, Charles D. Kerns). Accordingly, people who are happy tend to increase their productivity, which ultimately leads to improved job performance. On the contrary, many researchers have supported the idea that self-esteem is negatively related or not related to job performance. First of all, â€Å"correlation does not imply causation† (Irish Times, 2005) Even if the correlation between the two variables is proven to be strong, it does not necessary imply the cause-effect relationship as the proposed hypothesis. Otherwise stated, the cause-effect relationship could be reversed as â€Å"high job performance leads to higher self-esteem†. Additionally, people with igher self-esteem seem to be more prejudiced (Irish Times, 2005). For example, a person who is more prejudiced may have negative opinions towards their boss easily, which may in turn result in unsatisfactory job performance. Cause of Inconsistency As discussed earlier, different empirical sources have showed different results, which are mainly due to two reasons. Firstly, both of Hutman’ and Baumeister’s studies focus on a direct relationship b etween self-esteem and performance. However, the manipulated condition and research method under each study is different. Hutman conducts the study based on the context of the principles of psychometric meta-analysis, and four moderators are defined so as to test the positive correlation. On the other hand, Baumeister conducts the study under the ego-threat condition, which reinforces and limits performance of the participants. Therefore, due to the different assumptions and methods they use to examine the relationship, inconsistency of the research results occurs. Secondly, as mentioned above, the conditions and methods are different among different researches. Consequently, research results may not be applied to a wider group than those who took part in those studies. In other words, there may not be consistent results under different methods or researchers. In order to resolve the inconsistency, future research should be conducted under different targeted group or different methods by different researchers. Validity of Evidence In terms of definition, according to Hutman, performance is defined as job performance, which is â€Å"the effectiveness and value of work behavior and its outcomes†(Hutman, 1999). However, performance is measured in terms of goal achievements, which are not directly related to the actual job performance. Consequently, the definition in Hutman’s study is more suitable for the proposed hypothesis. Baumeister’s experiment was conducted in 1993, which was 6 years prior to the first one and is 17 years past from the present time. Hutman’s study is more reliable since the information used is more recent, which may not be available 6 years ago. In Hutman’s study, 49 studies are tested while only 35 people participated in B’s experiment. Regarding the sample size, Baumeister’s experiment is not as reliable as Hutman’s, since large sample size can reduce unsystematic errors of the experiment and unnecessary volatility of information from test subjects. To sum up, although both studies are creditable, Hutman’s study is of higher degree of validity for the proposed hypothesis which is mentioned at the beginning of this paper. Practical Implications Although different researchers share different opinions about the relation between self-esteem and job performance, managers can still delicately make use of self-esteem in order to improve subordinates’ job performance. As shown by the result of Hutman’s study, self-esteem is positively related to job performance. As a result, managers should enhance subordinates’ self-esteem in order to improve performance. For instance, after a subordinate finishes an assignment, the manager should comment on his or her excellent performance by recognizing the high degree of difficulty of the assignment. If done properly, the subordinate will be motivated to excel next time. However, according to the ego-threat condition introduced by Baumeister, unrealistic goals will decrease the subordinate’s performance. Research Implications In order to better examine the reason why self-esteem is related to performance, a new study should be considered by researchers. A new variable, job satisfaction, may be considered in the study to explain the relationship between the two variables. Job satisfaction is proven to influence job performance positively. People with higher job satisfaction are more dedicated to the organization, which leads to better job performance (Zhang Zheng, 2009). However, it is unknown whether self-esteem and job satisfaction is related. Is self-esteem an effective indicator of an individual’s job satisfaction, which then in turn affects the individual’s job performance? Does job satisfaction act as a moderator between self-esteem and job performance? Researchers are able to further examine and determine the relation between self-esteem and job performance by taking job satisfaction into account. Proposed Study In order to examine the relationship between self-esteem and job satisfaction, a sample of 500 people (250 in HSE, 250 in LSE) should be chosen from the same industry but different regions. The reason given is that participants who are in the same industry will be later assigned with industrial tasks. The intention of this experiment is to evaluate how job satisfaction is affected by people with HSE (high self-esteem) and LSE (low self-esteem). According to their self-esteem level, participants will be equally divided into groups of 50s (50 in HSE, 50 in LSE). Meanwhile, five levels of tasks are designed to influence an individual’s level of job satisfaction. Each group is assigned to one of the five tasks, and the tasks are to be done individually. In order to determine each participant’s job satisfaction level, surveys will be conducted after each task is done. After analyzing the level of job satisfaction between HSE and LSE groups under each task level, correlation between self-esteem and job satisfaction are then formulated. Conclusion After the discussion shown above, the relationship between self-esteem and job performance remains ambiguous. Further studies should be conducted and examined regarding the relationship, so that managers will be able to predict subordinates’ performance according to an individual’s self-esteem level. Abstract This article focuses on the relationship between self-esteem, the evaluation which an individual make and customarily maintains with regard to the self, and job performance, quantity and quality expectations of employees. The hypothesis is that self-esteem is positively related to job performance, which is supported by the study conducted by E. On the other hand, the counter-hypothesis is that self-esteem is not related or negatively related to job performance. The counter-hypothesis is also supported by another study, in which poor performance of the HSE people is shown under an ego-threat condition. In future research, additional variables, such as job satisfaction, should be considered to further examine the relationship. In practical implications, managers are able to delicately make use of self-esteem in order to improve subordinates’ job performance. In conclusion, this article contains limitations. Some evidence was shown approximately 10 years ago, which challenged its validity. Moreover, due to the different assumptions and methods being used, inconsistency of the research results follows.

Minimum Wage in the United States Essay Essay Example

Minimum Wage in the United States Essay Essay Example Minimum Wage in the United States Essay Essay Minimum Wage in the United States Essay Essay A minimal pay is the lowest hourly. day-to-day. or monthly pay that employers may lawfully pay to employees or workers. The argument over minimal pay in the United States has been ongoing for over 100 old ages. It is a hot subject in labour. human involvement. and particularly in economic sciences. Is the minimal pay excessively low? Is it excessively high? Should we hold one at all? Does holding a minimal legal pay aid those who it is intended to assist. or does it really do them worse off? Thesiss inquiries are asked on a day-to-day footing by interested parties. While there may non be one unequivocal correct reply. there are obliging statements on both sides of the issue. and those who represent their â€Å"side† are passionate about their sentiments. This is one of a few societal subjects about which people are by and large non apathetic. Much of the grownup work force in the United States has worked a minimal pay occupation at some point in their calling. so we can easy associate to the challenges that face today’s minimal pay workers. This paper is non intended to work out the argument over minimal pay. nor will it try to carry the reader in one way or the other sing what should be done refering minimal pay. The pages that follow will show a brief history of the minimal pay argument in the United States. and so show some of the statements offered by both sides of the argument. A Brief History of Minimum Wage Although New Zealand was the first state to officially ordain minimal pay statute law in 1896. [ one ] the United States was one of the first major industrialized states to put a national pay floor for their workers. For decennaries during the industrial revolution. workers in the United States endured work environments that consisted of long hours. unsafe working conditions. and low rewards. Small motions to develop a national lower limit pay by labour brotherhoods and militant groups were met with predictable opposition from concern people. and finally struck down by the U. S. Supreme Court. [ two ] Finally. in 1938 President Roosevelt and Congress passed the Fair Labor Standards Act. This act was intended to relieve some of the hapless on the job conditions that largely adult females and immature kids were capable to. Additionally. this act imposed a federally mandated minimal pay of $ 0. 25 per hr. with some exclusions. [ three ] There have been subsequent pieces of statute law that continue to turn to and better workers’ rights since that clip. concentrating more on quality of life issues instead than extinguishing maltreatments by employers. Additionally. single provinces now have the right to ordain their ain minimal pay. so long as it is no lower than the federally mandated minimal pay. Since 1938. the national lower limit pay has been raised 21 times. most late in 2009. and is presently $ 7. 25 per hr. Today. more than 90 % of states in the universe have some kind of pay floor for their work force. [ four ] The Case for Minimum Wage Those in favour of a minimal pay argue that it increases the criterion of life of workers and reduces poorness. [ 5 ] Those workers that are paid minimal pay are unskilled labourers. possibly first come ining the occupation market. Without any marketable accomplishments. the worker needs some protection that they will be paid a just rate that will enable them to be self-sufficing until such clip that they have learned a accomplishment or trade that will let them to work their manner up from the low pay occupations. Without a minimal pay. employers would hold significantly more market power than the workers – a monopsony – and that could ensue in the knowing collusion between employers sing the pay they will offer. [ six ] Absent this protection. workers would be forced to accept the unnaturally low rewards. ensuing in a really low quality of life. Additionally. the statement can be made that paying a â€Å"livable† minimal pay incentivizes workers to non merely acquire a occupation. but to work hard to maintain that occupation. When minimal rewards are significantly greater than payments received through a societal public assistance system. people are rewarded for their difficult work. If a individual could have an sum near to what they would gain at lower limit pay through the public assistance system. what motive would they hold to work the minimal pay occupation? In contrast. if workers are paid an sum that is well more. they will happen and maintain work. This serves another intent. to diminish the cost of authorities administered societal public assistance plans by acquiring people off of public assistance and onto paysheets. Another common statement made by those in favour of the minimal pay is that it really helps to excite disbursement. bettering overall economic conditions. [ seven ] The theory behind this statement is that low pay earners typically spend everything they make. Whether on necessities or luxury points. minimal pay earners are likely to pass their full payroll check. If there were an addition in the minimal pay. the people who would have the wage addition would turn around and pass their new money. This would assist to cover the costs of the increased rewards as many concerns would see an about immediate return through increased gross revenues. While this statement seems to do sense. it must be clarified that no empirical grounds to back up this claim could be found. Another statement made is that an addition in minimal pay helps to better the work moral principle of those who receive the addition. The deduction is that if their employer is forced to give them a rise. they will be compelled to work harder to better their efficiency and increase their productiveness in return. Again. there is no grounds to either support or refute this claim. and sentiments run strong sing this statement. Possibly the most basic and most frequently made statement in support of a national lower limit pay jurisprudence is that it is merely the right thing to make. morally talking. The thought that we should desire to take attention of each other and do certain that everyone made a comfy pay is one of the most basic dogmas of the doctrine of those who support it. Arguments against Minimum Wage Laws: On the other side of the statement are those who are opposed to increasing the lower limit pay. every bit good as some who think it should be abolished wholly. Many business people and economic experts are on this side of the argument. and they present some reasonably compelling statements. They argue that enforcing an addition on the federally mandated minimal pay really will make more economic injury than good. [ eight ] The chief statement trades with the snap of demand sing employment. A minimal pay addition really reduces the measure demanded of workers. either through a decrease in the figure of hours worked by persons. or through a decrease in the figure of occupations. nine ] Simply put. employers are likely non traveling to increase their salary budget. so if the hourly rewards addition. so they must cut down the figure of hours of work that they are paying for. This could ensue in the exact opposite impact of that which is intended. Those gaining the minimal pay and are confronting decreased hours or even being let travel will happen themselves much worse off as a consequence of an addition than go forthing it at its current rate. Additionally. frequently the manner out of gaining minimal pay is through accomplishments learned through those minimal pay occupations. If there are fewer of these occupations as a consequence of the pay being higher. fewer people will be able to larn the accomplishments needed to travel up on a calling way and interrupt the rhythm of poorness. Second. if employers are unwilling or unable to cut down the figure of hours they pay their employees. they will merely try to do up the increased salary disbursal through increased monetary values. On a little graduated table. this may non hold a big impact on the overall economic system. When this is done on a big graduated table because many employers need to cover their increased costs. this is likely to take to rising prices. x ] Higher wages necessitate higher monetary values which will gnaw most if non all of the benefits of the addition in wage. The minimal pay workers will hold the same purchasing power as earlier. but because of unneeded rising prices. the lower in-between category will really confront the biggest impact because their rewards will non hold increased but their buying power will besides hold eroded. Another country that may be impacted by a mandated pay addition is developing. As most workers who earn the lower limit pay typically have small instruction and preparation. their biggest opportunity to work their manner into a higher paying occupation is through on the occupation preparation. One portion of an employer’s budget that could confront cuts would be for supplying preparation to employees. Often employers provide developing to their employees that would assist them progress in their calling. but may non be wholly necessary in their current place. Unnecessary disbursals such as this will most probably be trimmed. ensuing in fewer chances for the on the job hapless. [ eleven ] Possibly the simplest statement is if a minimal pay worker is bring forthing $ 4. 00 per hr worth of merchandise. and so the federal lower limit pay is raised to $ 5. 0. the employer must happen a manner to increase the workers fringy productiveness or face operating loses due to underproductive employees. One concluding idea from oppositions is that one time all of the aforesaid statements are considered. there are more effectual ways of assisting turn to the issue of poorness. The Earned Income Tax Credit is pointed to as a strong illustration of one of the more effectual thoughts. instead than seting the load of poorness on employers. it is shifted to the authorities. [ twelve ] Empirical Data: When sing both sides of this argument. it is of import to recognize who are the workers gaining minimal pay. and what function they have in supplying for their households. Of the 1. 9 million workers in the United States who were paid the lower limit pay in 2005 ( most recent information available ) . more than one half ( 53 % ) are between the ages of 16-24. These workers are most likely high school and college pupils. and most of them do non work a full clip agenda. Two tierces are members of households who have a combined income of at least 2 or more times the official poorness degree based on their household size. Less than 17 per centum are the lone pay earners in their households. and less than 6 per centum are hapless individual female parents. [ thirteen ] What does this information state us? The most of import thing is that an addition in the minimal pay would aim a bulk of people who may non be populating in poorness and are otherwise non in demand of direct aid. The far-reaching effects of raising minimal rewards across the board in order to acquire aid to the about 22 per centum of earners who are genuinely populating in poorness seems to be at the least uneffective. and at worst it could epresent a awful trip in economic policy. It is hard if non impossible to place the occupations lost because of minimal pay. but it is really easy to place the extra income for a minimal pay worker. This is frequently the first rejoinder from minimal pay advocators in response to statements made by the other side. Alison Wellington’s research found that a 10 % addition in the lower limit pay re sulted in a 0. 6 % lessening in adolescent employment. with no consequence on unemployment rates. [ fourteen ] A survey along the same lines by David Neumark and William Washer in 2008 found contrasting consequences. They concluded that lower limit pay resulted in a decrease in employment chances for low skilled workers. it was most harmful to destitute households. and that it lowers the grownup rewards of immature workers by cut downing their ultimate degree of instruction. [ fifteen ] There are infinite surveies on both sides of the issue. and each one merely solidifies each side in their existing sentiment. No affair what place one takes sing the minimal pay argument. there are a battalion of surveies available to back up it. The apparently obvious fact is that these little additions that are enacted every few old ages are neer plenty to truly do a difference in conveying a individual or a household out of poorness. A 50 cent addition in the minimal pay consequences in approximately $ 20 more per hebdomad for a full clip worker. In my appraisal. it is rather improbable that little sum is doing the difference in a individual or a household life in poorness and life comfortably. A survey of PhD members of the American Economic Association found that 46. % of respondents wanted minimal pay wholly eliminated while 37. 7 % want the minimal pay increased. [ sixteen ] Such division among even the most adept economic experts shows precisely how combative this issue is. and that there is no black and white. right or incorrect reply to work out the argument. Possibly as clip goes on and there is more historical informations to reexamine. there may be a more unequivocal reply sing this argument. Until such clip. bot h sides will most probably remain entrenched in their current place.

Movie review Example | Topics and Well Written Essays - 750 words - 6

Movie Review Example Evolutionary anthropology tries to understand the past and present of the human experiences (Sevelius). Under the evolutionary perspective comes cultural anthropology, which can be explained using different scenarios from the chosen movie; it is basically the study of culture, in order to make sense of the behaviors within it, like words, concepts and symbols (Lynch). The movie is about a couple, Meredith and Everett, who visits Everett’s family, on Christmas. Here, the customs of family getting together on Christmas is shown; no matter where each member of the family works or lives, they find time to get together on a holiday. Meredith is quite different from the Stone family; however, she soon finds out that every member of the Stone family is different from one and another. Everett’s sister is a traditional mother, his father has a low key personality, his mother is the glue which holds the whole family together and his brother is gay. Everett has brought Meredith to meet his family, because he wants to propose her, with his grandmother’s ring which is also a family heirloom. This shows another behavior of human kind or custom that whenever the eldest son of the family wants to propose to a girl, he asks his mother for a family heirloom, to make the moment more special; it is also a sign of the mother’s approval. Meredith soon finds out that Everett’s mother, Sybil, is dying; this is the reason why Everett wants to propose to Meredith, so that his mother could see him married and happy, before she passes away. Even though, the movie shows how Everett falls in love with Meredith’s sister, because she is more outgoing and not uptight like Meredith, it shows the expectations of marrying and settling down, which has been part of the present and past of human kind. As Everett’s mother is dying, her wish would be to see her elder son settle down and have children of his own. Even though Everett

How the Law of England and Wales Is Made Essay Example | Topics and Well Written Essays - 1250 words

How the Law of England and Wales Is Made - Essay Example The paper tells that businesses in Wales and England have a different form of ownership that depends on the required level of control and the availability of funds. The variation in the form of ownership determines the rules suitable for a particular business according to the legal system of the countries. The UK parliament is responsible for the creation of laws that govern Wales and England. The parliament is made up of the House of Commons, House of Lords, and the Monarch. The processor creating laws starts with the creation of a bill that has to pass or to be approved by the parliament. Either the bills can be public (presented by government ministers) or private (presented the backbench MPs). English laws can also be created from government policies that have to go through similar approval from the legislature. The bills have to go through first and second readings in the house before being handed to the committee for further debate. From the committee stage, the bill is present ed to the house as a report before it goes through the third reading. After passing through the third readings successful bills proceed to the House of Lords for approval. Finally, the bill has to go through the Royal Assent for it to be adopted as a law. The laws made by the legislature are general laws that govern the countries, however; there are specific laws that are important to the corporate and business world and this fall into the category of business and corporate laws. Creating of business laws is a complex process that requires combined efforts from the business sector and the government’s instruction through the judicial system.