Extended Trial Balance Essay Example for Free

Extended Trial Balance EssayThe extended trial balance works in very much the same way as the trial balance except that there are a few adjustments to make after which you offer then separate out the entries that belong to the balance sheet and which belong to the income statement.The extended trial balance is used for making adjustments to the accounts at the end of an account period. The reason for this is because of the matching principle of accounting, where revenues are matched with expenses in the accounting period in which they were incurred adjusting entries need to be made. These adjusting entries account for such things as expenses that have been incurred simply not yet paid, revenues that have been earned but not yet recorded, and depreciation on equipment.Using the extended trial balance also ensures that the secure double entry method is used correctly to each adjustment without having the wait for the adjustments to be written into the ledgerExample of extendedT he picture shows that caller-out have made a profit of $3,500 and also the document is ready for the end of the accounting period. However, if the columns above did not equal, the company would have to look to probe what error has been made.In the picture you can exit extended trial balance with the adjustments and extended figures made and the totals of the columns show to agree. If you are an accountant and you will be using this extended trial balance, you will be able to calculate whether the company has made profit or a loss.From this picture, you can also see that the accountant set up extended trial balance and added the adjustments which included salaries expenses, accounts receivable and revenue. When the adjustments were made the total for each pair of columns (debit and credit) should equal each other which have shown to be true in the table.

Homelessness in Raleigh, North Carolina Essay Example for Free

Homelessness in capital of North Carolina, North Carolina EssayThis paper presented the subculture of homeless concourse in Raleigh City, North Carolina. The paper focused on describing the wellness problems and issues being experienced by the homeless people in Raleigh. It also enumerated the assorted wellness care systems available in the city that provide health services to homeless individuals, as well as the different organizations built to address the needs, health and housing concerns of the homeless people in the city of Raleigh. Moreover, the researcher also attempted to describe an ideal health care system practices and services that should be made available for homeless individuals and for the whole community. Homelessness in Raleigh, North CarolinaHomelessness is a state and social condition wherein an individual or group of individuals cannot afford to let a house or shelter. Some sociologists associated homelessness with augmented risks of mortality or simply th e inevitable increase of commonwealth. However, other sociologists identify homelessness to be a implication of socio-economically deprived populations. Whatever the cause of homelessness is, the fact remains that homelessness is becoming a drab problem all over the world. It is estimated that more than 100 million people worldwide are homeless, of which 20 million to 40 million are adrift in major urban centers (Habitat International Coalition HIC, 2005).Homelessness is one of the serious problems in Raleigh, capital of North Carolina. Although Raleigh is a capital city, a number of residents here are facing the problem of poverty, unemployment, health problem, and homelessness. This has led whatever people to build different organizations and health care centers which aim to resolve the mentioned problems. There are also several health care services conventional to manage the health problems in the community. This paper will dwell on the subculture of homeless people in Raleig h, North Carolina and on the diversity in health care organizations being provided for the community.The Community Profile of RaleighRaleigh is the capital city of North Carolina with an estimated population of 341,891 of which 49.7% are male and 50.3% are female. Raleigh population is dominated by mostly working-aged adults with 77.6% of its residents aged between 18 to 64 years, 7.5% under age 5, and 7.8% aged 65 years and over. There are different races inhabiting the city wherein 60.4% are White American, 28.2% are African American, 0.4% are American Indian and Alaska Native, 3.8% are Asian, and the rest of the other races not mentioned. The total family household is 136,993 with a median income of $51,647 in 2007. Of the population 273,453 (16 years old and over), 179,896 are employed in industry and civilian labor while 10,738 are unemployed (US number Bureau, 2007).Raleigh is governed by a city mayor, a city council and a city manager with a budget of $557,055,589 in 2006-20 07 wherein municipal service speak to is at $200,000. As for social services Raleigh has three hospitals, seven police stations, 27 fire stations, one library, and six universities. As for recreational establishment, Raleigh has 117 city put, 22 staffed centers, nine non-staffed program centers, two craft centers, 112 tennis courts at 25 different locations, eight public swimming pools, and 8,817 acres of parks and greenways (City of Raleigh Website, 2009).For the past decade, Raleigh had developed as center for education, research and development in North Carolina. Moreover, cultural activity flourishes in the city, for it houses theaters, symphony orchestra, art museums, galleries, and other entertainment and recreational enterprises (Community Link, 2009).

The poems nothings changed Essay Example for Free

The poems nothings changed EssayIn stanza three the main focal point is on the inn. Afrika sees the inn as if it is showing off, forward with glass this could mean that it is being rubbed in the fact he cant commit anything that extravagant. He alike gives the impression that it wants to be noticed, name flaring give care flag, he uses personification to show how much it stands out, he also uses alliteration to make it catchy and so we will remember it. It could also be utilize the flag reference to compare it to their nation, and that it is being represented by what the government want other people to see, not what is actually going on.He is great(p) the inn a personality, it squats this is contradicting the previous statements, with the use of personification it is almost as if the inn is embarrassed about having these features. The inn is upper-class, In the grass and the weeds, incipient sort Jackson trees it is also out of place, as the port Jackson trees are expensi ve and imported, how ever district six is made up of weeds. The inn also only lets white people in, whites only inn although this was illegal after apartheid had ended, he uses a pun here as in only whites allowed in, and it is a whites only, inn.In the beginning of verse four he says no sign says it is but we know where we belong this makes the reader empathise with him, at this point at that place is know apartheid but he still know that the can not mix. When he looks in on the continueaurant there is a contrast with the rest of district six, crushed ice white glasses, linen falls, the single rose there are many luxuries here, it is almost snobbism , while every where else has to clean bewitch by.This again makes you feel sympathetic towards him. In verse five the working mans cafi has a huge contrast to the restaurant, working mans cafi sells bunny chows bunny chow is a cheap African food, this is totally unlike the haute cuisine in the white restaurant, which is an upmarket food. He also has no plate to eat on, eat it at a plastic t competent top he does not have linen falls or a rose there is a defined contrast between them.I think that there is a difference in between because the white have more money and privileges than the blacks also if the blacks did have an inn like that they would not be able to afford it. The writer is trying to put across the point that it is unfair that they should have more than them, just because they are white. In the final verse he feels small, boy again he feels insignificant, and he knows he can not change anything.He feels the indispensableness to use violence to get his point across Hands burn for a stone, a bomb this could insinuate that he want to be able to be heard. He wants to kerfuffle the glass, shiver down the glass the glass could be thought to be a barrier between blacks and whites, and he wants to break it down as if he were breaking down the wall of apartheid. The use of glass for the wall of apartheid could mean that it is fragile. The last line is nothings changed which is the first line, this could be construe as a circle, and that apartheid will never end.

The Definition Of Downsizing Management Essay

The Definition Of D ingestsizing Management EssayGiven the issues relating to this research field argon introduced and research objectives atomic number 18 in like manner be proposed carefully in Chapter 1. In Chapter 2, the researcher would like to continuous introduces the concepts, definitions and theories relevant to the issues that already mentioned in Chapter 1, done that, Chapter 2 provide provide and defecate research hypothesis for research. Basically, Chapter 2 includes the main parts as follows (1) The definition of curtailment, (2) The definition of Survivors Syndrome, (3) The research hypothesis (4) Chapter summary.Definition of DownsizingIn the economic mount of continuous competitive, developing, changing and unpredictable, make-ups hold placeing severe downturns in their business or facing demandingies, curtailment strategy is being used by many a nonher(prenominal) makeups in every industries and sectors with different goals and visions. There is not a single downsize definition accepted by all researchers (Davis, Savage, Steward Chapman, 2003). There are many different definitions or under liveing about downsizing, for example Cameron, (1994194) defines downsizing as a positive strategy which do as a purpose of plaques a set of organisational activities undertaken on the part of management of an organization and designed to improve organizational efficiency, productivity, and/or competitiveness. In another the way, downsizing is not something closely(p) happen to the organization, it is something that the organization knows and act purposively. Downsizing is whitethorn be implemented as a defensive reaction to decline or as a proactive strategy to enhance organizational capital punishment (Kim S Cameron, 1994). Many organizations for a long time that no longer considered downsizing as a situation solution in the hard time period, provided they considered downsizing as an effective strategy to reduce costs, human focus, g ive stock opportunities, change magnitude production line challenge and promotion. The expenditure cost muckle be cut effectively due to better full termination making and effective human choice controlling if the organization merchant ship maintain the right sized of company. It develops a culture of plump where employees can ca-ca opportunities for growth, they can easily participate and thing in making decision. Moreover, employees easily ol work outy modality be part of organization that they should better participate with more than collaboration, fidelity, and accuracy. According to Mishra and Spreitzer (1998) defines downsizing has become the strategy successful by many organizations attempting to cope with fundamental, structural changes in the world economy. Downsizing as a deliberate reducing in size or complexness of a firms activities intended to improve the profit magnate, productivity, and/or competitiveness of the firms continuing operations(Legatski II, 1998). exclusively in conclusion, just about researches have defined downsizing as any simplification in the size of the organization (e.g. Budros, 1999 Cascio, 1993 Freeman Cameron, 1993 Kozlowski, Chao, Smith Hedlund, 1993). Downsizing, in general, refers to the reduction of work for certain organization. For employees, downsizing is considered as a management weapon to carry out greater control over the workforce. To management, it is a strategic measure to bring optimized operation efficiency and productivity in organization. Cameron and colleagues (e.g. Cameron et all., 1991, 1993 Cameron, 1994b) have identified three organizational strategies to achieve downsizing workforce reduction strategy, work redesign and systematic change. The first strategy is workforce reduction is typically a short- enclosure strategy, which alone focuses on reducing organizations headcount. In a confirmatory study, Mishra and Mishra (1994) found that much(prenominal) strategy might star t to mischief in measured organizational qualification or minus outcome of those who anticipates. Human resource is essential and is a agent that makes the decision for the study of organizations. Lack of human resource go forth increase workload, anxiety about losing their patronages at any time, and these feeling leads to jeopardy mental, these are reasons that cause labor productivity reduced. Work reduction is applied by organizations through some programs such as attrition, early retirement or voluntary severance packages, lay get throughs and terminations. The second and third strategies are work redesign and systematic change strategies. While work reductions resulted is lead to reduction, rather than improvement, the work redesign and systematic change are positively related to organizational performance in term of some(prenominal) cost reduction and quality improvement (Cameron et all.,1993 Mishra and Mishra, 1994) and to survivors (people who remains) of downs izing having a positive learning orientation (Farrell and Mavando, 2004).Many previous researches indicated that the use of workforce reduction is change magnitude and become popular despite the harmful impacts may arise for organization. Workforce reduction or simply called workforce downsizing is becoming the most popular strategy and a plethora of workforce reduction strategies for downsizing of employees has been proposed (e.g. Greenhalgh et al., 1988 Gutchess, 1985 Leana Feldman, 1992 Price, 1990). Whenever reduce equipments, machines organizations can find out the outcome and its impact through ingenuous calculations, but in workforce downsizing, the emotions, loyalty, and human effort cannot simply calculate. In an organizational context, employees not only contribute their individual skills and knowledge, they in addition collaborate and conflate their separate skills toward creating firm capabilities. As such, both human and social capital-and thitherfore the commitme nt and the loyalty of employees-play an all-important(prenominal) role in dictating a firms capacity to create competitive advantage. Reducing headcount may lead to immediate labor cost savings, but it can also seriously erode employee commitment and loyalty, with negative consequences for firm competitiveness and performance.So the questions are what the impacts of workforce downsizing to organizations are, how it effects, and what the advantage and disadvantage of the impact are? Some researches indicated the opinion that organizational downsizing may create better productivity or better performance for organization while, others indicate downsizing may create negative impact or little terror to human resource, break of existed organization culture. Downsizing has been defined as an attempt to increase organizational effectiveness(Kozlowsky, et. al. 1993). Freeman Cameron (1993) and Tomasco (1990) from their finding indicated that organization downsizing created some benefits t o organization such as faster decision making, more flexibilities, and increase in productivity. Cascio (199397) suggested that proponents of downsizing generally expect the following benefits lower overheads, less bureaucracy, faster decision making, smoother communications, greater entrepreneurship and increases in productivity. Downsizing can suggest to financial markets or government funding agencies that an organization is cutting costs and reducing waste, which may increase availability of capital for subsequent activities (Cascio, 1993 Dial Murphy, 1995 Palmon, Sun Tang, 1997. Downsizing for some individuals is also a chance to demonstrate the capacity himself, or an hazard for career development. The people who still remain with organization will be the one who give the most effort for the development of organization, if they can prove themselves at this time, success may comes to their organization and will come to them as well.However, in contrast with the benefits that downsizing may bring, many other previous studies indicate their powerfully disagree with those arguments. Downsizing may provide a decrease in operating expenses in the near term, but the long term impacts may not be so positive (Difrances, 2002). Downsizing can lead to a loss of knowledge and experience base because of some laid off will be the people who worked for a long time with organization, old people, who may not have a fast and efficient action in work like young people, but they have extensive knowledge, experiences that young people learn in short time, loss available mentors for existing and new employees, loss of corporate culture, and downsizing can have direct impaction to the customers such as loss of established customer service and middlemans.Therefore, whenever workforce downsizing is elect by organizations in hard time or pacifist(prenominal) time, on that point is definite and obvious impact good or bad on organizations. But in all the affected elements, th e human factor is probably the most affected element. Human capital (i.e., the knowledge, skills, and abilities of employees) is one of the primary factors a business can rely on to differentiate their products or services and build a competitive advantage (Hargis Bradley, 2011). Human resource is one of the 5Ms (Man, Money, Machine, Method, and Material) of management process of production they are five input resources for any businesses. (http//www.setpointusa.com/blog/lean-manufacturing-5-ms/). Even when the world economy is continuous developing, many modern machines are developed and can someway a part replace human resource, but no organization can flourish without human resource. Human resource is a decisive factor that can determine the working of remaining four factors, people is the one who ensure flexible operation of machine, the reasonable use of material as well as appropriate use of money and method, all these actions will help the organization achieve their goals. During crisis situation as well as in the peaceful time, man or human resource is the only factor that helps businesses overcome or limit the adverse impact of crisis. Man is the most important Ms among five Ms, the right and stable number of human resource in appropriate jobs will enable the success beyond imagination of the organization. They are staffs of organization, they sanctified their soul to the development of organization, they are people who be laid off or people who well-disposed enough to keep their job. The individuals who lose their jobs (called victims) are seemingly the most affected by downsizing. Numerous researchers have focused on the impact of downsizing on workers whose employment is terminated due to reasons independent of job competence (Cappelli, 1992). These individuals are often known as the victims of downsizing due to research that documents the devastation of job loss, focusing on negative consequences in terms of psychological and physical well- being (e.g., Bennett, Martin, Bies, Brockner, 1995 Cappeili, 1992 Fallick, 1996 Leana Feldman, 1992). The real pains of downsizing cannot be minimized. Careers change, families struggle, and downsized victims suffer loss of prestige, income and security. While a few downsized individuals may be victims of their own past inefficiency, the vast number are those who have performed well and played by the rules but have become the victims of a changing economic environs.However, several(prenominal) researchers have analyzed those who remain in the downsized organization called survivors (e.g., Allen, Freeman, Russell, Reizenstein, Rentz, 2001 Appelbaum Donia, 2001 Brockner, 1988a 1992 1995 Brockner, Grover, OMalley, Reed, Glynn, 1993 Cascio, 1993 Mollica Gray, 2001 Noer, 1993 ONeill Lenn, 1995 Shah, 2000). The survivors of downsizing are not the happy campers, grateful to have their jobs, but rather that surviving is so difficult that continuing employees experience high levels of assay than displaced employees (Collins-Nakai, Devine, Stainton Reay, 2003). The existent psychological consider between employees and their managers within the organization may be affected by the downsizing. Many researchers reported that it would create feeling of anxiety, uncertainty, suspiciousness and decrease in productivity. The fear and anxiety of survivors who still remain with the organization is increasing due to the increasing feeling of uncertainty, instability and insecurity that downsizing may brings. This is called as survivors syndrome.Definition of survivor syndromeThe literature suggests a condition referred to as survivor syndrome, or a set of attitudes, feelings and perceptions that occur in employees who remain in organizational systems following involuntary employee reductions (Collins-Nakai, Devine, Stainton Reay, 2003 p.109-110). Survivor syndrome is defined by some human resource professionals as being the mixed bag of behaviors and emotions often e xhibited by remaining employees following an organizational downsizing (Appelbaum, Close Klasa, 1999 p.424-436). Survivor syndrome has become known as the excited and attitudinal characteristics of those who have survived from a downsizing (Mossholder et al., 2000 Iverson and Pullman, 2000 Allen et al., 2001). The emotional solutions of each survivor are different.There are not many previous researches confirmed the positive response for survivor when downsizing occurs, some note that concentrating on core operational competencies can reduce unnecessary management layers and increase the speed of decision-making (DeWitt, 1993 Tomasko, 1989), some researches even suggest that fear of termination may increase individual effort among employees who wish to retain their jobs (Kraft, 1991). A few active survivors feel themselves so lucky because they still have their job, survivors may work more hours without compensation to help the organization through the transition. They intrust t hat they quite understand the difficulties as well as the main reasons why organizations choose to apply downsizing strategy, they are will to stick with organization for a long time and treat add their efforts to the development of organizations. Contrary to a few positive responses, a lot of previous researches have provided many evidences to prove the harmful impacts of downsizing may bring for survivors such as lower morale (Armstrong-Stassen, 1993), increase vehemence (Leana and Feldman, 1992), and anger, envy, and guilt (Noer, 1993). According to Collins-Nakai, Devine, Stainton Reay (2003) consistent with the terminology of a syndrome, this collection of symptoms includes anger, depression, fear, distrust, and guilt, or Baruch and Hind (2000) indicates that survivors exhibit a plethora of tasks, such as de motivation, cynicism, insecurity, demoralization and a significant decline in organizational commitment. Termination of co-workers may lead to perceptions of organizatio nal injustice and distrust of top management (e.g. Brockner Greenberg, 1990 Mishra Spreitzer, 1998 Noer, 1998). Kinnie, Hutchinson and Purcell (1998) indicated the survivors syndrome include increased levels of stress, absenteeism, distrust as well as decreased levels of work quality, morale and productivity. Lecky (1998) identified the survivor syndrome will lead to decrease employee commitment, increase concern about job security.A lot of research shows that in case of downsizing, the organization breaks the existed psychological postulate between employees and their managers, which is the family blood that make employees get along to their organization or their manager, feel commitment to work, trying their best to the development of the organization. It is a loyalty, commitment with organization. But its consequences may brought by downsizing can create the dependent psychological within employees, they did not want to try, to give their effort because of their worried, unc ertain and the loyal feeling may be replaced by a sense of betrayal. Downsizing survivors often curious about management and spend their times to observe the intention of management after downsizing occurs they have greater concern on their future with the organization. It creates stress among employees in the organization it affects their next attempt and the willing to stay with the organizations. With survivors, organization may thinks they are lucky, but in the reality of many people, their emotions are anger, loneliness, feel lost in broken team work because of missing their colleagues, they do not feel confident enough for work due to their wondering about their job. Downsizing occurs that averages organization is left with fewer employees who are expected to put in their best effort in a manner that enhances organizational productivity (Kets de Vries Balazs 1997). They are the ones who organization put their faith in expect long term commitment, but with few people, it may lead to workload, role conflict, and role ambiguity tend to be high among the remaining staff after downsizing (Hellgren et al. 2005 Parker et al. 1997 Tombaugh sinlessness 1990). Workload reflects the perception of having too much work to do in the time available (Beehr, Walsh Taber 1976). Workgroup membership changes also may be associated with the loss of important organizational knowledge (Fisher White, 2000). Role conflict concerns the experience of having to deal with conflicting terms, instructions, and demands in the work environment (Rizzo, House Lirtzman 1970). Role ambiguity relates to the individuals experience of not knowing what is expected of her at work (Caplan 1971). Besides that, survivors may view downsizing as a threat to their job security, an indication of poor organizational performance, or a symptom of unfair management behavior. Survivors may also develop negative feelings toward the organization, as well as perceiving that organizational goals are diff icult to achieve. According to Isabella (1989) has noted that while organizations are usually take care of the needs of those being laid off, they are often forget and unprepared for the changing emotions, lower morale and productivity often experienced and expressed by survivors. Managers may expect survivors not only to be grateful they were spared and to forgive what happened to their friends, but also to put their feelings aside and work harder. But the reality is not that, a bag of survivor behaviors or called survivors syndrome has always existed, it is like a contract between employees and organizations, the contract gives survivors psychological control over their work environment, which lets them freely invest themselves in caring for customers.TrustGranovetter (1985) and Lewis and Weigert (1985) define trust as a willingness to be vulnerable to others, ground on the prior belief that those others are trustworthy. Another definition of trust is offered by Mayer, Davis and Schoorman (1995), who proposed that trust is the willingness of a party to be vulnerable to the actions of another party based on the expectation that the other will perform a particular action important to the trustor, irrespective of the ability to monitor or control that other party. Or according to Mishra Spreitzer (1998) trust is related to psychological contracts since trust is the expectation of a future action based on the action in the past by observing the rules of behaviors in relationships. If these expectations are not met, the expectation becomes hopeless, frustrated and will lose confidence, distrust will appear instead of trust (Robinson, Kraatz Rousseau, 1994). The trust is an essential part of managing people and building a high performance, productivity organization. Trust is the foundation of all relationship from top to bottom in the organization. If employees believe in their manager, their organization, this relationship will always help to create good worki ng conditions, employees are willing to stand up for their organization at any situations, they will naturally want to do a good things, contribute their best effort for the success of their organization. Conversely, if there is no trust between employees and managers, employees will have negative actions, will not devote their energy to the development of their organization, the relationship is broken.Downsizing organizations appear to suffer a deterioration of trust (Buch Aldridge, 1991 Cascio, 1993) and an increase in fear (Buch et al., 1991). The occurring of downsizing makes employees feel uncertain about organization, stress the responses tends to score lower in problem solving, creativity and the ability to learn new skills, uncertainty and anxiety reduces the focus of work. Trust between employees and organization also reduced because downsizing is usually a headache thought of managers, they need a long time for making the decision, but with employees, downsizing is just a sudden result, sometimes they do not have a chance to prepare or may not believe that they will be the one who be laid off. According to ONeill Lenn (1995), survivors who believe that management is competent and reliable, may view downsizing as less threatening because they believe that the managers will keep their promise, be honest and open for what is expiration on with their employees. Trust is instrumental in overcoming resistance to change, for it shapes how individuals interpret the implementation process (Kotter Schlesinger, 1979). If they have trust, survivors are willing think that all the things that organization do, have a reason, it is a good thing for them, for organization, downsizing just helps organization stand in difficult time as well as creating opportunities for employees in the future. In other words, trust in top management minimizes the categorization of threat by helping survivors to understand and believe in managements intentions and expected behavio r. If they do not have trust, survivors will have negative thinking such as the decision of manager is wrong, or managers put their personal interests above the interests of employees. Without trust, employees are likely to feel threatened by downsizing, leading to resistance and retaliation, rather than the constructive cooperation that is necessary to facilitate deep change (Quinn, 1996).CommitmentThere are a lot of definitions about employee commitment such as A force that stabilizes individual behavior under circumstances where the individual would otherwise be tempted to change that behavior (Brickman, 1987), or The relative strength of an individuals identification with and involvement in a particular organization (Mowday et al, 1979) or simply A psychological state that binds the individual to the organization (Allen Meyer, 1990). Commitment is loyalty to the organization. A loyal employee identifies with an organization and is involved in being an employee of that organizat ion (Price Mueller, 1986). Committed employees feel that there is a tight string between them and the organization, which, in the positive form, makes them more willing to perform their job. Organizational commitment is the driving force behind an organizations performance (Suliman and Iles, 2000, p. 408). The multidimensional approach poses that organization commitment is influenced by three constructs emotional attachment (affective commitment), perceive costs (continuance commitment) and moral obligation (normative commitment) (Allen and Meyer, 1990). Affective commitment is mean that employees stay with organization because they want to, they believes in organization and feel it like their home. Normative commitment is mean that employees stay with organization because they feel obligated to continue to work for many different reasons and purposes. Continuance commitment is mean that employees stay with the organization because cost of giving up the job is too high for them. ( European Motivation-Index.com). It has also been proposed that different types of commitment can have different effects on behaviors and attitudes (Iles et al., 1990). For example, continuance commitment can have detrimental effects on job satisfaction compared to the beneficial effects of affective commitment (Suliman and Iles, 2000). Affective commitment has been shown to be the best predictor of intention to leave (Stallworth, 2004) and found to be more important than job satisfaction in determining service quality of customer-contact employees (Malhotra and Mukherjee, 2004).It can be seen that in human resource management process, organizations should pay economic aid to the affect commitment group because these people will add value, increase productivity and quality to the organization, but they also be the most affected by downsizing, or in other word maintaining a high level of employees affective commitment to the organization is assumed to be a critical factor for success ful downsizing, but downsizing tends to reduce employees affective commitment to the organization (Lee Jaewon, 2002). According to many research about employee commitment, in downsizing context, employees commitment to an organization is challenged. Moreover, commitment has been shown to positively influence other variables related to survivor syndrome, such as job satisfaction (Liou, 1995 Fletcher and Williams, 1996 Mowday et al., 1974 Wong et al., 1995 Vandenberg and Lance, 1992), performance (Hartmann and Bambacas, 2000) and sensed organizational support (Eisenberger et al., 2001). A negative relationship has been shown for absenteeism (Iverson and Deery, 2001 Metcalfe and Dick, 2000) and turnover intention (Schnake and Dumler, 2000)StressAccording to Casico Wynn (2004) stated that the downsizing create a breach of an unwritten rules that constitute the psychological contract between employer and employee leads to a rise in stress and a decrease in satisfaction, commitment, int ention to stay and perceptions of an organizations trustworthiness, honesty, and caring about its employees. Stress has been defined as a stimulus, a response, or the result of an interaction between the two, with the interaction described in terms of some imbalance between the person and the environment (Cooper, Dewe ODriscoll, 2001). When downsizing occurs, like the victims, the survivors often lose control over their employment experimental condition and work situation. Survivors often feel angry and overwhelmed by the sudden time out of the workplace, similar to people who be laid off, survivors also have feelings of betrayal and fury when downsizing occurs. Research also indicates that other stressful characteristics tend to leave when work has to be carried out by fewer employees (Hellgren Sverke 2001 Hopkins Weathington 2006 Pfeffer 1998). The lack of people to work become overwhelmed, constant anxiety because of imbalance as well as job losses can be happened anytime t hat creates stress to survivors.Employee stress can take many forms and significant impact on both employees and organizations it can licence as anxiety, irritability, dependency, depression and it results in reduced productivity, employee burnout, absenteeism (Valueoption.com). It has been suggested that the stress of the survivor may be great or even greater than the stress of those who has been laid off (Kaufman 1982).Job insecurityJob insecurity is the exact opposite of job security, is defined as the perceived powerlessness to maintain desired continuity in a threatened job situation by Greenhalgh and Rosenblatt (1984). Job insecurity represents one of the most frequently investigated stressors in the context of organizational change and downsizing (e.g., De Witte 1999 Sverke/Hellgren 2002). The string sticks employees with organization is job, in other word, any organization keeps their employees by proper job with many opportunities to learn, to develop, and above all of th em, the job has to be permanent and security. When downsizing occurs, survivors feel like the promise of organization has broken down, they see their colleagues lose their job and they fear of losing their jobs at anytime, fear of instability of income, loss of status or self esteem. They believe that their work will no longer be safe, if the organization was willing to let the employees go in the past, they would be willing to do it again in the future. Job insecurity leads to dissatisfaction, people intent to leave the organization and come to a safer place it also leads to greater absenteeism, higher turnovers and disability claims (Boroson and Burgess, 1992 Koco. 1996 Mishra and Spreitzer. 1998 Tombaugh and White. 1990).Previous studies such as Moore, Grunberg Greenberg (2006) Ashford, Lee Bobko (1989) Brockner et al. (1992) or Hellgren Sverke (2003) have concluded that job insecurity are related with organizational downsizing both in short and long term perspective and the worried about future job loss is associated with impaired work attitudes and well-being. Theorists have emphasized that job insecurity is a multidimensional phenomenon (Ashford, Lee Bobko, 1989 Greenhalgh Rosenblatt, 1984 Jacobson, 1991). The first dimension, called severity of threat, consists of the range of work features at risk, the valence of these features, probabilities of losing each feature, and the number of sources of threat. The second dimension is perceived powerlessness, or ones ability to respond to risks. Job insecurity can also be thought of in terms of expectancy (i.e. probability of loss) and valence (i.e. value of job features) from expectancy theory (Jacobson, 1991). Job insecurity is a broad concept, including threats to any desired work features including opportunities for career development or wages. Perceptions of job insecurity also can be considered as stress inducing, so reports of worry and stress are sometimes used as proxies for perception of job ins ecurity. Results showed that perceived job insecurity increased over time as layoffs unfolded but no new information arrived. Job insecurity was lowest among those employees who had no contact with workforce downsizing, with higher insecurity among those who had friends or co-workers laid off, and the highest insecurity among those who had been warned that they would be laid off or who had been laid off and then rehired.HypothesesMany organization managers apply workforce downsizing strategy for their organization, often focus their attention and effort for those employees who be laid off and pay little attention to those who remain with organizationAs the large commercial bank in Vietnam, Techcombank is also applying workforce downsizing like many other organizations to overcome the current difficulties. affirm to know the survivors syndrome is very important not only for Techcombank but also for many other organizations. Organizations that understand the causes of survivor syndro me at an early stage can a better chance to find an appropriate way to go.Based on the previous studies, in the scope of this research, researcher would like to find out the impact of workforce downsizing to the behavior such as trust, commitment, and stress and job insecurity of Techcombank staffs to see how they were affected by workforce downsizing and how trust, commitment, stress and job insecurity will be changed between before and after workforce downsizing is applied. Through this research, researcher hopes to put some help for Techcombank managers in order to have a better understanding about their employees so that they can looking for an appropriate direction as well as proper(postnominal) plan to minimize the harmful impacted that may arises from downsizing.Based on the above theory discussion, the Hypothesis is formulated as following(H1) There is a significant difference in stress of respondents before and after workforce downsizing is applied(H2) There is a significa nt difference in stress of respondents before and after workforce downsizing is applied(H3) There is a significant difference in stress of respondents before and after workforce downsizing is applied(H4) There is a significant difference in stress of respondents before and after workforce downsizing is appliedChapter SummaryThroughout the chapter, the researcher gives a deeper review of previous research on workforce downsizing and its impacted on survivors. There are many different opinions about the effects of workforce downsizing on organizations, some studies indicated

What Are The Qualities Of A Trainer Education Essay

What Are The Qualities Of A Trainer Education EssayA good flight simulator get out project good communication skills which means that they forget have a good standard of written and verbal skills where thesubject matter can be demonstrated and explained in a clear, accurate manner.A person who can communicate well with certain groups may not be so roaring when dealing with others.Your trainer leave alone be adequate toadapt quite easily and diverseiate the training to suite the inescapably and aspiration of the trainees.They should be able to conveythe subject matter to beginners without the need for un required jargon and also be ableto ad estimable the level oftraining to suite the more than ripe(p) trainees too.Addition tout ensembley, your trainer provide offer constructive feedback without directly criticising the individuals concerned.Nothing can demotivate a trainee quicker than a trainer who shows a lack of tact in this manner.b) Should be OrganizedYour trainer wil l be organised to the extent where the training session has been planned in advance.Also a good trainer will have the session organised so that all of the intended topics have been covered within the time schedule.Seifert and Stacey, elaborate by saying The prospered trainer is well organized, and has clearscripts and well-defined aims and objectives which enable individuals and groups tobring to the surface abilities and skills that they may not haverecognised in themselves.During the session your trainer will have put together assessments sothat the individuals can track their own progressthroughout the training session.c) Good PatienceAn important part of development is having the opportunity to spend a penny misapprehensions, learn from them, and correct them thenext time youtry.Trainers need agreat deal ofpatience.Often it iseasierto jump in and correctthe mistake rather than let theperson you atomic number 18 training learn. on that pointfore your trainer should have ple nty of patience toensure that all individuals complete the course satisfactorily.They will have the flexibility to respond to trainees diverse learning styles and be skilled enough to differentiate the training sessions so that the slower ones reach their goals while the more advanced trainees will be acceptn more challenging exercises to get to master.In this way, none ofthem will be overwhelmed and but e very(prenominal)one will havesuccessfully completed the training session with a sense ofpersonal pride and achievement.d) Good Training SkillsThere is so much more to training than just reciting theory or facts and lecturing trainees.A good communicator with no training experience would not do justice to anyone.Training sessions work much effectively when there is ahealthy fundamental interaction between the trainers and the trainees.Good trainers will alsohold a professional qualification which formalises their experienceand also makes it somuch easier for any hiring organisati on to filter out inexperienced trainers.Trainers should also begood performers and make the training sessions interesting or even entertaining.In this way it becomes evident that the trainer is unfeignedly interested in learning and teaching their subjecte) EmpathyA good trainer should have a genuine interest in people and easily relate to their postulate, aspirations and frustrations.Having such an interest the trainer will be able to get on well with them disregarding of status, age, abilities or backgrounds.The trainer will have anaptitude for noticing whenever a trainee has a trouble or difficulty but atomic number 18 too shy or afraid to ask for assistance.The problem will be resolved at the earliest opportunity or atleast the trainer will raise themto whateverone who is competent to dealwith the matter.A good trainer will have a warm and approachable manner which make the trainees feel totally at ease andwill be particularly skilled in motivating others to achieve their goals.f) Results FocussedAlthough your trainer will focus on the needs of thetrainees they will fully understand that you have your own targets to meet .One of the keyfactors of good training events is themotivation of trainees. A good trainer will ensure that this is achieved regard little of the individuals self-esteem or confidence.The trainerwill actively encourage collaboration and team work between them to the extent wherethey are actively involved in idea generation andproblem solving.2. ProfessorSome of the important qualities possessed by a professor area) Passion The surmount teachers arent just interested in their subject, they are passionate about it. They are also passionate about teaching and many other things. They have an life force that al nearly makes them glow and that you want to emulate as much as possible. They approach tasks with a sense of challenge rather than routine.b) Successful teachers/professors hold very high expectationsMost of the teachers expect great results from their students, and they dont accept anything less than that. The education in the present age, expectations form a self-fulfilling prophecy. Teachers have to believe that each and all student can soar past various limits and restrictions and they will also have the confidence and work with the teachers to make it happen.c) CreativityThe best teachers are those who make their students think outside the box, outside the classroom, and outside the norms. The teachers make sure that the classroom experience is well understood by the students by educating them while also memory them interested in the work at hand. They provide the students with real world applications for improving their knowledge and also taking their learning to the next action packed level.d) Patience The best teachers were those who were willing to keep explaining, knowing that eventually it would make sense to their students. They were willing to wait until a distraction calmed students down, or abandon a lesson entirely if it was clear material needed to be revisited. The best teachers just stuck with it, willing to do what it took, no matter how long it took.e) Teachers / Professors should be LearnersThese exemplary teachers depict themselves as learners, each making it a priority to keep their teaching information current and updated. As teachers, they must continue to re-engineer the curriculum, experiment with new and different methods of delivering course content, and bring emerging technologies into our classrooms.f) Good teachers/professors are sensitive and versatileThe teachers who consider other peoples needs more than their own are the ones who strive to develop a difference. These teachers are sensitive to the needs of students and their parents, colleagues and the community. This is a challenging process as each and every individual is unique in his behaviour and character, and the teachers have to play a multitude of different roles in a day while remai ning true to themselves.g) Successful teachers emphasize the fun of learningThere are many different learning styles. Bad teachers only look a subject matter one way. They teach based on how they learn. This full treatment for some people, but fails for others. The good teachers are ones that are able to teach to different learning styles. If students dont understand a subject, they teach it a different way. preferably of looking at abstract formulas, they explain with images what the formulas represent. This requires a thorough understand of their subject, as well as the ability to consider that subject in different ways, which not all teachers are able to do. This principle applies whether a teacher or professor teaches Organic Chemistry orbusiness classes online it comes down to their ability to be flexible.3. Call Centre Executivea) Communication SkillsCall centres can be high pressure, fast-paced environments where you may have to deal with hundreds of people in one day. Tha t is why it is so important to fine tune your communication skills. This will help in handling different personalities, questioning skills, and telephone skills. These skills are essential to help you to communicate effectively and professionally with your jaw centre guests. He/She should practise good communication focusing on speed, volume , limpidity of voice , voice modulation and tone of voice .b) Listening skillsListening is one of the most valued skills companies seek in employees working in call centres . Develop listening skills through clarifying questions. Gain information to understand the speaker. For instance, a call centre employee may ask the guest to describe the problem in detail.Acquire feedback from your clients to develop listening skills.c) Multitasking abilityTodays call-centre reps have to pat their heads and rub their stomachs at the same time. They need to be capable of handling more responsibilities because of increased economic, regulatory and customer demands. For instance, agents need to be able to handle calls, answer emails and assist clients via Web chat. If they cant handle multiple tasks or are easily frustrated by pressure, they probably arent passing play to stick around for long.d) Computer LiteracyComputer literary is an important requirement for working with modern customer service facilities. Most centres now use web-based software like predictive dialers. Operators would have to be computer-savvy, particularly in Word processing, and use the internet to be able to work efficiently.e) Good Customer Care SkillsCall agents are supposed to be people who possess the requisite customer care skills necessary for meeting the objective of maximising sales and productivity through excellent customer relations. Having an outgoing and friendly personality is an asset in the field of customer relations contact centres. A good agent must have a people-oriented attitude that enables him or her to handle customers as though they a re the most important people in their (the agents) lives. Good agents are those who are able to use their unique customer relations qualities to turn every inbound or outbound call into an opportunity for having another customer. Adequate knowledge of phone etiquette is crucial for excellent customer care. A good agent therefore needs to be a master of phone manners.Q2. Design an penchant course program for college students.Introducing students to college life requires presenting as full a view as possible of all that the university has to offer. Therefore, academics as well as extracurricular activities should be presented. If students do not become socially integrated within the first few weeks of their arrival, they are less likely to stay at that institution.1. Orientation program can start with a welcome presentation , where the faculty or the dean will give the new students an insight into the student life at the college, gives them a strong overview of academic expectations , the different social setups on campus . This gives the advantage for students in making the change from high school to college.2. The new students will be put in small groups , and will have an predilection leader to take them around . The orientation leaders can give the new students the inside scoop on college life since they too have been in the new students shoes. Many institutions use orientation leaders to lead the new students through a series of workshops, campus tours, and social activities. New students may be more open to receive information from the orientation leaders than from a lecturer in a main auditorium. Orientation leaders can also explain some of the details of university life that some administrators would never think of telling them.3. A campus tour would be a very important aspect of orientation program. acclimating students to their new environment . For some students, going to college is their first time away from home, so orientation should give them ti me to become familiar with their new surroundings. Through guided campus tours orientation provides a impregnable avenue for new students to find their way around campus.This helps students to become familiar with important locations on campus like the library , administration offices canteen, computer labs, auditoriums , hostel facilities..etc .4.Friendly interaction sessions with seniors and faculties ( over dinner or lunch )should also be arranged for the new students to feel completely at ease on campus. Illegal activities of ragging should be strictly prohibited on campus instead the new students should have a friendly association with their seniors and faculty members.These are some of the activities to be included at a good orientation program for the new college students .

Americas Transcendental Voice :: Essays Papers

Americas Transcendental VoiceRalph Waldo Emerson was one of the true fathers of transcendentalism in America. He was said to be the founding member of the sm every last(predicate)est church. The congregation included exclusively himself, and his church waited on the world to see his views as the truth. Emersons beliefs were greatly influenced by friends he met in Europe and the romantic movement of the time. Transcendentalists of the time did not gestate in miracles, they thought everything had a common sense answer. They believed that the mind was not just a blank slate to be filled that with what we put up perceive through our senses, but something which was capable of intuition and imagination. Emerson believed that beau ideal along with great peace and serenity could be found in nature. This essay pull up stakes trace how Emersons transcendental beliefs are reflected in Nature. This essay will also follow Emersions appreciation of nature, his transcendental quest to have truths that were beyond the reach of mans limited senses. In his first chapter entitled Nature Emerson writes To go into solitude, a man needs to retire as much from his chamber as from society.(615) This reflects his feelings towards society and how it must be left behind to truly find God. Later in this chapter he marvels over how God Had made the atmosphere in such a way that we can see the rest of the universe, Gods almighty handiwork. Emerson ponders just what the future generations of heap will still appreciate the city of stars God has provided. In Nature Emerson also expresses his love and admiration for the poet when he writes how a woodcutter sees a tree as a stick of timber where the poet sees it for what it is, a tree. Also in this first chapter Emerson expresses his transcendental belief that children are closer to God when he writes, The sun illuminates only the eye of a man, but shines into the eye and the heart of a child.(616). From this first chapter we can tell that Emerson had an almost insatiable love of nature, he believed that god was all around us, in our fields, our forests, and our rivers. The second chapter of Nature is entitled Commodity. In Commodity Emerson is ranking all the advantages which our senses owe to nature.

Globalisation - Australia and Asia Essay examples -- essays research p

Edward Said states, No one today is purely one thing. Labels like Indian, or woman, or Muslim, or American are no more than starting points. Saids idea illustrates the evolution of relations between communities as a result of globalization, and the instinct and recognition of other cultures by dint of the interpretation of cultural borders.In this essay I will analyse to what extent globalisation is affecting identity formation, and too the roles of cultural borders in todays world. I will assess whether through globalisation of the media we are in fact overcoming cultural borders and traditional stereotypes and in turn forging a mutual respect between foreign communities, or as Said argues (Said cited in Crary & Mariani1990), whether globalisation and Western media dominance through peripheral and Third World societies is perpetuating Western superiority, the ever rolling march of commodification, the old form of globalisation, fully in keeping with the west, which is simply ab le to douse everybody else within its drive (Hall 1991), and spreading hegemony, with little or selected representation of local culture. I will be using studies of Australia/Asian relations to illustrate these ideas.In order to apply these ideas to Australian and Asian relations, we must first establish how we some have come to realise that no one today is purely one thing, as opposed to years gone by. As Said (1978) and others have shown, Europe, from which Australias culture originates, has traditionally viewed Asia and Asians with contempt and inferiority, and one of its deepest and closely reoccurring images of Other (Said 1978, p.1). Asians have been repeatedly characterised by some western texts as alternatively lazy, stupid, mindless, barbaric and untrustworthy which has served as a guarantee of the superiority of the Briton, American, German or Australian over many years (Birch, Schirato & Srivastava 2001, p.5). As Said (1978, cited in Crary & Mariani1990) and Birch et al . (2001) show, Asians have been represented as inferior and essentially assorted to their colonising European counterparts. Australians, too, have looked (and arguably continue look) upon Asian people (and in light of this essay any other people) as essentially different to themselves.As DCruz and Steele (2003) demonstrate, Asians have been ostracized in Australian societ... ...ernational Circulation of U.S. Theatrical Films and Television Programming. In G. Gerbner and M. Siefert (eds) World Communications A Handbook. New York Longman.Hall S (1991). The local anaesthetic and the Global. In King AD (ed) Culture Globalization and the World System. London Macmillan.Jin D Y (2005). Is Cultural Imperialism Over Growing U.S. Dominance vs. acclivitous Domestic Cultural Market. The University of Illinois.Patience A & Jacques M (2003). Rethinking Australian Studies in Japanese Universities Towards a New Area Studies for a Globalising World. daybook of Australian Studies, No 77, pp. 43- 56.Rizvi F (1996). racism, Reorientation and the Cultural Politics of Asia-Australia Relations. In Vasta E & Castles S (eds) The Teeth are Smiling The Persistence of Racism in Multicultural Australia. St Leonards Allen and Unwin.Said E (1978). Introduction. In Orientalism. London Routledge.Straubhaar J (1991). Beyond Media Imperialism Asymmetrical Independence and Cultural Proximity. In deprecative Studies in Mass Communication. 8 (1), 39-70. Tunstall J (1977). The Media are American Anglo-American Media in the World. New York Columbia University Press.