The Marketing Strategy For Mix2match - 1268 Words

The company is well aware of the factors driving this change in the market related to the advancement of technology pertaining to online mobile applications for smart phone and tablets, and internet access. The improved economy adds further value increasing disposable income, consumer confidence and spending. The retailing market and consumer trends following this trend are expected to see more sales as internet access become more available and part of consumer’s daily functions. Advertisement and Sales Strategy The Marketing Strategy for MIX2MATCH consists of several categories including the following: Online Advertising o Search Engine Optimization – The webpage will be optimized and within six months will result in first page appearances on Google, Bing, Yahoo and other search engines. o Social Media – MIX2MATCH will hit the ground running with social media marketing, to ensure the Company receives proper online exposure. o Pay-Per-Click – Paid advertising is expensive. MIX2MATCH understands this and intends to start the campaign initially with a large portion focused into PPC. Upon the initial year, the Company will decrease the amount invested as SEO as social media will gain momentum and increase exposure. o Review Sites – The Company will provide top notch customer services and products to ensure top ratings on Yelp.com and other review sites. Paper Advertising o Publishing – MIX2MATCH will work with local newspapers and magazines to publish and advertise theShow MoreRelatedA Report On The Marketing Strategy Of 1 Retailer Of Mobile / Online Subscription Service Available Online929 Words   |  4 Pagesprice, providing prompt and outstanding customer service through its knowledgeable staff. The company will revolutionize the way people shop by providing people with a fun, time saving, and simple way to shop. Keys to Success Key to success for Mix2Match is connected to technology and keeping the online apps updated as the market and consumer demands change. The apps need to attract the users, so the company can test the metrics and real value of systematic campaigns for the retail client. The

Courage Definition Of Courage - 1563 Words

Courage is a cornerstone of wartime leadership. Throughout history, Courage has been the defining virtue of the warrior and for good cause. Warriors face frightening and dangerous situations; and the wartime leader must lead these warriors from the front by displaying the courage they expect to see in their men. Without courage, a leader cannot lead from the front nor do the right thing during unfavorable times. Merriam Webster’s Dictionary defines Courage as, â€Å"mental or moral strength to venture, persevere, and withstand danger, fear, or difficulty.† (Merriam-Webster.com) This definition of courage is very broad and encompassing. In terms of Leadership, courage is composed of two different parts: physical courage and moral courage.†¦show more content†¦Strategically speaking, the battle of Belleau Wood was a crucial point for the war effort. If the woods were lost to the German forces would have an easy time moving on to take Paris, which in turn would strike a significant blow against French morale. As the marines arrived they faced an immediate physical threat of being cut down by machine gun fire, but refused to let fear stop them and continued across an open field into a hailstorm of bullets resulting in a thousand deaths. This action undoubtedly took courage for the average Marine and easily meets the definition of physical courage; continuing on despite the risk of injury. The rest of the battle followed suit, with marines being outnumbered, outgunned, under fed, under slept and still continuing on in the face of adversity. Many Marines displayed courage in the Battle of Belleau Wood; however, First Sergeant Dan Daly became a marine corps legend by leading from the front while demonstrating one of the most staggering displays of PhysicalShow MoreRelatedCourage : The Definition Of Courage?1262 Words   |  6 PagesIndependent Study ENGL 057 13 November 2017 What is Courage?   Ã‚  Ã‚  Nelson Mandela once said, â€Å"I learned that courage was not the absence of fear, but the triumph over it. The brave man is not he who does not feel afraid, but he who conquers that fear.† Courage can be witnessed in various forms, but ultimately courage has the same basis within each construct of the word. Whether overcoming a difficult task or doing something positive for the greater good, courage complies with overcoming fears and performingRead MoreSocrates s Effect On The Heart Of The Soul1387 Words   |  6 Pagesendurance as courage. The reason I think so is this: I am fairly sure, Laches, that you regard courage as a very fine thing† (192c3-c5). Socrates goes on to explain that courage can coexist with wisdom and would become a fine thing, but courage can also coexist with folly and the combination of courage with harm and injurious could not be a fine thing (192d1-d6). Laches agrees that if endurance is accompanied by harmful and injurious things then that kind of endurance cannot be fine like courage is fineRead More`` If I Die By Tim O Brien884 Words   |  4 Pagesattempts to discover an appropriate definition of courage by reflecting upon his comrades, philosophers, and himself. Throughout the novel, O’Brien grapples with whether to be courageous by staying and fighting even though he is fighting a war in which he deems as wrongly conceived and poorly justified, or be courageous by standing for what he believes is ethical but become a deserter. Through the influence of others and self-contemplation of the definition of courage, O’Brien exemplifies the extremityRead MoreThe University Of Southern California1490 Words   |  6 PagesThe University of Southern California promotes five pillars for all of its students to embody: faithful, scholarly, skillful, courageous, and ambitious. Of these five traits, a student’s possession of courage will take him or her on the greatest path to success. USC rel ates the trait â€Å"courageous† to itself by proclaiming that students â€Å"are bold when faced with opportunities to contribute to USC’s continuous efforts to build a greater university for generations to come† (â€Å"Five Traits of a Trojan†)Read MoreCourage Is The Preservation Of A Moral Knowledge1107 Words   |  5 PagesTodd Link Lieutenant Colonel Uhl Philosophy 310 13 September 2015 Knowledge is Power†¦and Apparently Knowledge is Courage Too â€Å"We can’t do it†¦ We’re gonna be in the Hudson.† These were Captain Chesley B. â€Å"Sully† Sullenberger’s unforgettable words on 15 January 2009, just minutes before he miraculously landed US Airways Flight 1549 in the Hudson River after losing both engines due to multiple bird strikes two minutes after takeoff (US). Due to the extensive training, considerable flying time, andRead MoreDefining Virtue in Socrates Meno Written by Plato1050 Words   |  4 Pages Meno’s definition of virtue that appeals most to me is explained by him wherein courage, temperance, and wisdom are virtues. First these are virtues because virtues are qualities that define good and bad behavior. Courage is a good quality because it takes courage to deal with different situations and ordeals encountered on a daily basis. Courage is needed also to stand for what is morally correct in spite of being mistreated or ostracized due to the opposing opinions from people. For exampleRead MoreThe Heroes of History and Poetry1086 Words   |  4 PagesThe current dictionary definitions of courage are inadequate because they only include references to physical courage and omit instances of inner vigor. Three contemporary dictionaries accede proximately on the definition; Webster’s New World Dictionary describes courage as â€Å"an posture of facing and dealing with anything apperceived as hazardous, arduous or painful, without withdrawing from it,† and The American Heritage Dictionary gives a similar explication. While The Shorter Oxford DictionaryRead MoreThe, By Plato, The Question, What Is Virtue?1367 Words   |  6 PagesProtagoras by Plato, the question â€Å"what is virtue?† is being assessed. They come to many definitions of virtue but one definition that is being discussed is that virtue has five different components, this can be seen on page 46 at 349d of Plato’s Protagoras. Protagoras states, â€Å"What I am saying to you, Socrates, is that all these are parts of virtue, and that while four of them are reasonably close to each other, courage is completely different from all the rest. The proof that what I am saying is trueRead MoreEssay about Courage of Characters in Harper Lees To Kill a Mockingbird520 Words   |  3 PagesCourage is what makes ordinary people extraordinary. In Harper Lee’s To Kill A Mockingbird, Tom Robinson, a poor black worker accused of raping a white girl is represented by Atticus Finch, a well-to-do white lawyer during the Great Depression. Even though Atticus, and the town, thinks Tom will be accused, but Atticus takes the case anyway. The thematic topic of courage is defined by Atticus as â€Å"when you know you’re licked before you begin†¦and†¦see it through no matter what,† the characters ofRead MoreKill A Mockingbird By Harper Lee1365 Words   |  6 PagesHarper Lee conveys the concept of courage through differing ind ividual’s perspectives. In the racially segregated community of Maycomb, the existence and genuine form of valour is misinterpreted by the citizens. Audacity is associated with physical strength and will; one’s engagements and victories. However, Harper Lee explores its disparate forms through opposing individuals, defining the presence of authentic courage. Readers are exposed to several forms of courage, from individuals who acquire diverse

Internal Factors Affect Change of Leadership in Organization Free Essays

string(40) " theories on social representation \(e\." The current issue and full text archive of this journal is available at www. emeraldinsight. com/1753-8351. We will write a custom essay sample on Internal Factors Affect Change of Leadership in Organization or any similar topic only for you Order Now htm IJWHM 2,1 Work-related health attributions: their impact on work attitudes ? ? Sara Goransson, Katharina Naswall and Magnus Sverke 6 Department of Psychology, Stockholm University, Stockholm, Sweden Abstract Purpose – The purpose of this study is to introduce the concept of work-related health attributions and investigate the effects of such perceptions as well as of health status on work-related attitudes and turnover intentions. Design/methodology/approach – Building on attribution theory, the study tests the assumption that negative work-related health attributions impair employee work-related attitudes and intentions, and moderate the relation between health status and work-related attitudes. Cross-sectional questionnaire data from 785 Swedish retail white-collar workers are collected to test these assumptions by utilizing moderated regression analyses. Findings – The results show that negative work-related health attributions are related to lower levels of job satisfaction and organizational commitment as well as higher levels of turnover intention, even after controlling for demographics, work climate variables, and mental distress. Further, the signi? cant interaction between attributions and mental distress indicates that it makes a difference for employees’ turnover intentions if an individual with high mental distress attributes it to work or not. Practical implications – Work-related health attributions should be taken into account in order to avoid impaired levels of employee work motivation. The measure introduced renders it possible to identify and help those individuals who believe that work affects their health negatively. Originality/value – The results underscore the relevance of how individuals think their health is affected by their work, and contributes to the understanding of how health status relates to work-related attitudes. Since the measure of work-related health attributions is easily administered it is also valuable for practitioners working with employee health and attitudes. Keywords Personal health, Job satisfaction, Employee turnover, Sick leave, Sweden Paper type Research paper International Journal of Workplace Health Management Vol. 2 No. 1, 2009 pp. 6-21 q Emerald Group Publishing Limited 1753-8351 DOI 10. 1108/17538350910945974 1. Introduction The high rates of sick leave and the evidence regarding the effects of work on employee health in general have received increased attention in both research and media as of ? ate (Catalan Matamoros et al. , 2007). This increased attention, along with the importance of work and health to individuals, is likely to have contributed to an increased interest among employees in how work actually affects their health (Harding and Hikspoors, 1995; Harpaz, 2002; Kallenberg and Larsson, 2000). The Third European Study on Working Conditions indicates, for instanc e, that 27 percent of employees believe that their health and safety are at risk because of their work (European Foundation, 2001). Further, a Swedish study on persons on long-term sick-leave found that 66 percent of those asked named work as the underlying cause for ? their sick-leave (Goransson et al. , 2002). Moreover, Ettner and Grzywacz (2001) found that individuals’ perceptions of how work affects health tend to differ between different work situations, even after dispositional differences were controlled for. None of these studies, however, have studied how employee attitudes and behavioral intentions may be affected by such a negative view of how work affects health. We introduce the concept of work-related health attributions, which we argue may add to the understanding of the factors that contribute to variation in job satisfaction, organizational commitment, and the will to stay with the organization. Whereas numerous studies have documented ill-health at work to be related to low job satisfaction (Bradley and Cartwright, 2002; Fairbrother and Warn, 2001; Judge and Watanabe, 1993; Spector, 1997; Wright and Bonett, 2007), low organizational commitment (Leong et al. 1996; Mathieu and Zajac, 1990), as well as turnover cognitions and behaviors (Houkes et al. , 2001; Lee, 1988; Wright and Bonett, 2007), a closer examination of these studies reveals that there are differences in the strength of the association between ill-health and various outcomes depending on the measures used, but also between studies using the same measures. We propose that work-related health attributions can be an important part of the mechanism determining the relationship b etween ill-health and various outcomes. It is likely that an individual who is not feeling well and who attributes this to factors at work will be less satis? ed with work, less committed, and more prone to leave the organization, compared to an individual with same level of ill-health but who does not associate their health status with factors at work. The purpose of the present study is to investigate whether negative work-related health attributions are separate from ill-health, and if the concept contributes to the understanding of negative attitudes towards the job and the organization, and turnover intentions. . 1. Work-related health attributions Work-related health attributions concern the degree to which the individual considers working conditions to be a strong contributing factor to her health status. The perceived contribution of work to health can be positive, negative, or none at all. We propose that work-related health attributions represent an important factor in explaining the link between health and work- related attitudes. By taking work-related health attributions into account it is possible to study differences between those who experience ill-health and attribute this to working conditions and others with ill-health which they do not believe is caused by work. According to attribution theory, people tend to look for causes for events and situations they experience (Michotte, 1963; Weiner, 1985; Stratton, 1997), especially when the outcome is negative, such as in the case of ill-health. Work-related health attributions, then, can be viewed as a type of attribution, since they entail the individual’s explanation of events (in this case how work in? uences health). Furthermore, work-related health attributions focus on how the individual evaluates the contribution of work to her current or future health status, implying that even if the individual currently does not experience any ill-health due to work, she may see a risk of work affecting her health negatively if the situation does not change. Drawing on theories on social representation (e. You read "Internal Factors Affect Change of Leadership in Organization" in category "Essay examples" g. Moscovici, 2000), we also suggest that beliefs are formed from individuals’ experiences as well as socially created and shared ideas and knowledge in groups. Such knowledge may consist of health complaints and sickness absence among people surrounding an individual, as well as the way work and its in? uence on health is discussed in research and media (see, for ? example, Catalan Matamoros et al. , 2007), and is important in shaping the individual’s perceptions of the impact of working conditions on health. Thus, negative work-related health attributions may arise both from an individual’s own experiences of a negative impact of work on health and from the individual’s awareness of a connection between Work-related health attributions 7 IJWHM 2,1 8 work and ill-health in the organization and society. The social aspects in the formation of attributions have been observed in previous research such as, for instance, a study where it was found that norms and social debate affected the overall attitude towards absenteeism in organizations (Van Vuuren et al. 2003). At this point, one important distinction should be made. We consider work-related health attributions to be separate from actual ill-health at work. Actual ill-health is a general concept and takes a person’s current health status and well-being into account, including such factors as problems with social functioning, sleeping problems, low self-esteem, and depression. Work-related health attributions, on the o ther hand, are work-focused and entail to what extent individuals perceive that work in? ences health, and do not have to be connected to actual symptoms or health status. Work-related health attributions can, in other words, be negative in spite of a person being in good health. Conversely, an individual can have symptoms of ill-health but believe that work has nothing to do with these symptoms. This discrepancy between health status and work-related health attributions may be due to early signs of health problems, or a conviction that the current work situation is not bene? ial to one’s health in the long run, but it is ultimately based on the individual’s evaluation of the situation. Figure 1 summarizes the relation between ill-health and work-related health attributions, and how they are expected to relate to work attitudes and turnover intentions. 1. 2. Consequences of work-related health attributions Expectancies and beliefs, of which work-related health attribut ions are one example, tend to affect attitudes and behaviors (Ajzen and Fishbein, 1980; Holland et al. , 2002; Weiner, 1985). In addition, the value placed on an object of interest plays an important part in shaping the attitudes toward that object (Ajzen and Fishbein, 1980). Since health is important and highly valued by most individuals, we expect that individuals with negative work-related health attributions also hold more negative attitudes towards work, such as lower job satisfaction and organizational commitment, and higher levels of turnover intention, compared to individuals with less negative work-related health attributions. In all employment relationships, it is the employer who is responsible for providing a decent work climate, preventing health risks at work, and making efforts to keep the employees healthy (Walters, 2002). Employees expect to stay healthy at work because of labor legislation which emphasizes the employers’ responsibility for occupational safety and health. Employers who take measures to safeguard the work environment show that they value their employees and care about their well-being, and reinforce the Figure 1. The relation between ill-health and work-related ealth attributions and their impact on work-related attitudes employees’ expectations of fair treatment in the employee-employer relationship. In response to such support from the organization, employees may develop more positive attitudes toward the job and increase their loyalty towards the organization (see Robinson et al. , 1994; Shore and Wayne, 1993). However, employees with negative work-related health at tributions probably hold their employer more or less responsible and exhibit strong negative reactions toward the organization (cf. Robinson and Morrison, 2000; Shore and Tetrick, 1994). Such reactions can include feelings of anger, disappointment, or resentment toward the party perceived as being responsible, which can be manifested as lowered satisfaction with the job and decreased commitment to the organization. Moreover, it has been argued that employees (especially those most quali? ed) tend to leave the company when they experience unfavorable working conditions (e. g. Hirschman, 1970; Pfeffer, 1998). The same might apply to individuals high on negative work-related health attributions; those who have the option may very well leave the organization if the employer does not take steps to remedy the conditions perceived to be threatening the individual’s health. We suggest that work-related health attributions should be taken into account when studying the relation between employee health and attitudes toward the organization, especially given that previous research on this relation has found differing results. However, the studies conducted consistently indicate that employee health may have a negative impact on job satisfaction, commitment and the intention to remain with the organization (see, for example, Leong et al. , 1996; Wright and Bonett, 2007). We believe that work-related health attributions make up an important part of the mechanism between employee health and its potential outcomes. 1. 3. The present study The purpose of the present study was to investigate the role of work-related health attributions in the context of mental distress and work-related attitudes (job satisfaction and organizational commitment) and behavior (turnover intention). We propose that low employee well-being and negative work-related health attributions, respectively, are associated with lower levels of job satisfaction and organizational commitment, and higher levels of turnover intention. We also propose that work-related health attributions moderate the relation between mental distress and work-related outcomes, in the sense that the negative effect of ill-health on work-related attitudes is stronger among individuals who hold negative work-related health attributions than among those with more neutral work-related health attributions. Since work-related health attributions can be considered a rather new empirical construct, we analyze its conceptual relation to mental distress before going on to testing our propositions. Research has shown that characteristics of the work environment are important in shaping attitudes such as job satisfaction and organizational commitment (Fairbrother and Warn, 2001; Parker et al. , 2003), and turnover intention (Griffeth et al. , 2000; Lambert et al. , 2001). In order not to overestimate the effect of work-related health attributions on outcome variables, we control for factors describing the climate at work (job autonomy, quantitative role overload, qualitative role overload, workgroup cohesiveness, and job challenge), in addition to demographic characteristics (gender, age and education). The research model is graphically represented in Figure 2). Work-related health attributions 9 IJWHM 2,1 10 Figure 2. Research model 2. Method 2. 1. Participants and procedure Data were collected within the framework of a project investigating how to attract, develop and retain white-collar workers in the Swedish retail and wholesale sectors. A random sample of 1,589 individuals was drawn from the membership roster of the Union of Commercial Salaried Employees (HTF), which is af? liated with the Swedish Confederation of Professional Employees (TCO). The HTF, which is the union representing white-collar employees in this particular sector, has a unionization rate of approximately 80 percent (Kjellberg, 2001). Questionnaires were mailed to the members’ homes during the spring of 2002. A cover letter explained the general aim of the study and included information about compensation for participation in the study (a gift certi? cate was raf? ed off among the respondents) and that participation was voluntary. Participants returned their questionnaires in pre-addressed, postage-paid envelopes. Two follow-up mailings were administered to increase the response rate, one with a new questionnaire. The response rate after two follow-ups was 52 percent (n ? 829). After listwise deletion of missing data, the sample comprised 785 persons. The mean age of the participants was 44 years (SD ? 11), women made up 54 percent of the sample, 14 percent had a university exam, and the average organizational tenure was 11 years (SD ? 10). 2. 2. Measures Table I presents the correlations, mean values, standard deviations, and reliability estimates (Cronbach’s alpha) for all study variables. In general, the measures exhibited adequate reliability (alpha exceeding 0. 70), with the exception of qualitative role overload (alpha ? . 59). 2. 2. 1. Demographics. Gender (1 ? woman, 0 ? man) and education (1 ? university degree, 0 ? lower education) were assessed as dichotomous variables. Age was measured in years. 2 Mean SD Minimum Maximum Alpha 0. 54 0. 50 0 1 – 43. 57 1. 92 21 65 – Gender (woman) – Age 2 0. 06 – Education (University) 0. 01 2 0. 04 Job autonomy 2 0. 15 0. 13 Quantitative role overload 2 0. 08 0. 00 Qualitative role overload 2 0. 09 0. 05 Work group cohesiveness 2 0. 04 0. 04 Job challenge 2 0. 17 0. 15 Negative work-related health attributions 0. 01 2 0. 10 Mental distress 0. 12 2 0. 10 Job satisfaction 2 0. 03 0. 15 Organizational commitment 2 0. 04 0. 23 Turnover intention 2 0. 03 2 0. 20 1 0. 14 0. 35 0 1 – – 2 0. 05 0. 00 2 0. 09 2 0. 02 2 0. 03 0. 02 2 0. 04 2 0. 08 2 0. 11 0. 08 3 5 6 7 8 9 10 11 12 3. 54 0. 90 1 5 0. 78 3. 44 0. 91 1 5 0. 78 2. 22 0. 78 1 5 0. 59 3. 74 0. 96 1 5 0. 84 3. 57 0. 87 1 5 0. 74 2. 52 1. 08 1 5 0. 84 9. 19 5. 56 0 32 0. 88 3. 74 0. 91 1 5 0. 88 3. 08 0. 94 1 5 0. 71 – 2 0. 13 – 2 0. 08 0. 31 – 0. 32 2 0. 09 2 0. 13 – 0. 38 0. 14 0. 13 0. 35 – 2 0. 40 0. 42 0. 35 2 0. 35 2 0. 20 – 2 0. 37 0. 28 0. 27 2 0. 34 2 0. 26 0. 56 – 0. 63 2 0. 09 2 0. 11 0. 47 0. 55 2 0. 52 2 0. 49 – 0. 48 2 0. 02 0. 03 0. 8 0. 53 2 0. 34 2 0. 32 0. 71 – 2 0. 39 0. 10 0. 10 2 0. 35 2 0. 35 0. 50 0. 40 2 0. 65 2 0. 56 4 Notes: – Not applicable; for r . 0. 06, p , 0. 05; r . 0. 08, p , 0. 01; r . 0. 10, p , 0. 001 (n = 785) 1 2 3 4 5 6 7 8 9 10 11 12 13 Variable 2. 04 1. 06 1 5 0. 80 – 13 Work-related health attributions 11 Table I. Correlations and descriptive statistics for the variables in the analysis IJWHM 2,1 12 Table II. Results of con? rmatory factor analysis of work-related health attributions and mental distress 2. 2. 2. Work climate. All climate variables were measured using a ? ve-point Likert scale (1 ? strongly disagree; 5 ? trongly agree). Job autonomy was assessed with a ? three-item index (Sverke and Sjoberg, 1994), including items (e. g. â€Å"I have enough freedom as to how I do my work†) drawn from Hackman and Oldham (1975) and Walsh et al. (1980). Quantitative role overload was measured using a three-item scale (Beehr et al. , 1976), consisting of items such as â€Å"I often have too much to do in my job†. Qualitative role overload was measured with three items (e. g. â€Å"I consider my responsibilities to be unreasonable;† Sverke et al. , 1999). Three items drawn from Nystedt (1992) were used to assess work group cohesiveness (e. g. Me mbers stick together in my work group†). Job challenge was measured with a three-item scale (e. g. â€Å"I’m learning new things all the time in my job†) developed by Hellgren et al. (1997). 2. 2. 3. Health-related variables. We used the short version of the General Health Questionnaire (GHQ-12) to measure mental distress (Goldberg and Williams, 1988). The 12 items (e. g. â€Å"Have you been feeling unhappy and depressed during the last two weeks? †) were scored on a scale ranging from 0 (never/hardly ever) to 3 (always/almost always). Work-related health attributions were measured with a three-item scale developed for the present study. The items (â€Å"I believe that my work affects my health in a negative way†; â€Å"I think I can continue to work as I do now and remain healthy in the long run† [reverse coded]; â€Å"If I had another job my health would probably be better†) were scored on a ? ve-point Likert scale (1 ? strongly disagree; 5 ? strongly agree). The scale measuring work-related health attributions demonstrated a satisfactory internal consistency (Cronbach’s alpha ? 0. 74), and we went on to investigate whether work-related health attributions and mental distress represented two distinct constructs. This was tested using con? rmatory factor analysis. Three subscales with four GHQ items in every scale were constructed (see Mathieu and Farr, 1991) creating three parallel indices. The GHQ subscales and the items measuring work-related health attributions were then subjected to the con? rmatory factor ? ? analysis procedures in Lisrel 8 (Joreskog and Sorbom, 1996). The chi-square value did not indicate a perfect ? t between the two-factor model and the data (see Table II), but since the chi-square test is sensitive to sample size (Bentler and Bonett, 1980), we also relied on other indicators to determine model ? t. The adjusted goodness-of-? t index ? ? AGFI; Joreskog and Sorbom, 1996), the normed ? t index (NFI; Bentler and Bonett, 1980), the Akaike measure (AIC; Akaike, 1987), the standardized root mean square ? ? residual (SRMR; Joreskog and Sorbom, 1996) and the root mean square error of approximation (RMSEA; Browne and Cudeck, 1993) indicated that the two-factor model provided an improvement in ? t as compared to a model that te sted for a single factor. Thus, our results indicate that work-related health attributions and mental distress represent two distinct constructs. The factor loadings ranged from 0. 78 to 0. 81 Model df x2 RMSEA SRMR AGFI AIC NFI Ddf Dx 2 Null 1 factor factors 15 9 8 2,851. 07* 426. 74* 7. 11* 0. 49 0. 24 0. 10 0. 42 0. 09 0. 04 0. 23 0. 64 0. 92 2,863. 07 450. 74 96. 11 0. 00 0. 83 0. 97 – 6 1 – 2,424. 33* 356. 63* Notes: * p , 0. 05; – not applicable for mental distress, and from 0. 73 to 0. 76 for work-related health attributions, indicating good local ? t. The inter-factor correlation was 0. 68. 2. 2. 4. Work attitudes. All attitude variables were measured using a ? ve-point Likert scale (1 ? strongly disagree; 5 ? strongly agree). Job satisfaction was assessed with a three-item measure (e. g. â€Å"I am satis? ed with my job†) developed by Hellgren et al. (1999) on the basis of Bray? ld and Rothe (1951). Organizational commitment was measured using th ree items (e. g. â€Å"The company means a lot to me personally†) from Allen and Meyer’s (1990) scale re? ecting the affective dimension of commitment. Three items were used to assess turnover intention (e. g. â€Å"I am actively looking for other jobs†). The scale is based on items from Lyons (1971) and Cammann et al. (1979), and ? modi? ed and translated to Swedish by Sjoberg and Sverke (2000). 2. 3. Analyses Three moderated hierarchical regressions were conducted with job satisfaction, organizational commitment, and turnover intention, respectively, as dependent variables. The interaction term between mental distress and work-related health attributions was formed by centering the predictors and calculating the product term, following the procedure described by Cohen et al. (2003). The control variables were entered in the ? rst (demographics) and second (work climate) steps. The main effects of mental distress and work-related health attributions were entered in the third and fourth step, respectively, while the interaction term was entered in the ? fth and last step. 3. Results Table III contains the results of the hierarchical multiple regression analyses. The demographic variables (gender, age, and education) explained 3 percent of the variance in job satisfaction. When the work climate variables were added in the second step, the total amount of explained variance increased substantially to 58 percent, and an additional 2 percent was explained by mental distress in the third step. In the fourth step, when negative work-related health attributions were entered, a total of 62 percent of the variance was explained (DR 2 ? 0. 02). However, the interaction term between mental distress and work-related health attributions (Step 5) did not contribute signi? antly to the explained variance. The regression coef? cients from the last step showed that women and those without a university degree were more satis? ed with their job. Furthermore, autonomy, quantitative overload, work group cohesiveness, and job challenge were positively related to job satisfaction. Of most importance to the present study was the ? nding that both mental distress an d negative work-related health attributions were negatively related to job satisfaction and that they remained signi? cant predictors of job satisfaction when demographics and work climate variables were controlled for. In the next analysis, where organizational commitment was the dependent variable, the demographics explained 7 percent, the climate variables another 36 percent, and mental distress added 1 percent to the explained variance. Negative work-related health attributions added another 1 percent to the explained variance, whereas, again, the interaction effect was found to be non-signi? cant. Taken together, the model variables explained 43 percent of the variation in organizational commitment. All three demographics evidenced signi? cant effects in the last step; being a woman, being Work-related health attributions 13 IJWHM 2,1 14 Table III. Results of hierarchical multiple regression analyses (standardized regression coef? cients from the last step) Dependent variable Step 1 Gender (woman) Age Education (university) DR 2 Step 2 Job autonomy Quantitative role overload Qualitative role overload Work group cohesiveness Job challenge DR 2 Step 3 Mental distress DR 2 Step 4 Negative work-related health attributions DR 2 Step 5 Mental distress* Negative work-related health ttributions DR 2 Model R 2 adjusted Job satisfaction Organizational commitment Turnover intention 0. 2*** 0. 02 2 0. 06** 0. 03*** 0. 10** 0. 14*** 2 0. 08** 0. 07* 2 0. 13*** 2 0. 11*** 0. 07* 0. 05*** 0. 36*** 0. 05* 2 0. 01 0. 14*** 0. 31*** 0. 55*** 0. 24*** 0. 04 0. 06 0. 12*** 0. 34*** 0. 36*** 2 0. 13** 2 0. 08* 2 0. 04 2 0. 09** 2 0. 16*** 0. 24*** 2 0. 11*** 0. 02*** 2 0. 05 0. 01**** 0. 11** 0. 04*** 2 0. 20*** 0. 02*** 2 0. 12*** 0. 01*** 0. 35*** 0. 07*** 2 0. 04 0. 00 0. 63*** 2 0. 00 0. 00 0. 43*** 0. 06* 0. 00* 0. 39*** Notes: * p , 0. 05; ** p , 0. 01; *** p , 0. 001 older, and having a lower education were all associated with higher levels of organizational commitment. All climate variables except quantitative overload were positively related to organizational commitment. Mental distress was unrelated to organizational commitment, whereas negative work-related health attributions were negatively related to the criterion. The demographic variables explained 5 percent of the variance in turnover intention in the ? rst step and the work climate variables in Step 2 added 24 percent to the variance explained. Mental distress in Step 3 added 4 percent and negative work-related health attributions another 7 percent in the next step. In the last step, when the interaction term was included, the variance explained increased by 6 units and the total model explained 39 percent. The interaction term was signi? cant; individuals high in mental distress and reporting negative work-related health attributions exhibited the strongest intentions to quit whereas those with low levels of distress and less negative work-related health attributions expressed the strongest willingness to stay within the organization. This indicates that it makes a difference for the intentions to turnover if an individual with high mental distress attributes it to work or not. There were small effects of the demographic variables, indicating that men, younger persons, and individuals with a university degree had stronger intentions to leave the organization. In addition, most work climate variables, as well as mental distress (those high in mental distress reported higher levels of turnover intentions), predicted turnover intention. The strongest standardized regression coef? cient was found for the relation between negative work-related health attributions and turnover intention. 4. Discussion Despite the increased research interest in work-related stress and health problems, little attention has been paid to whether, or to what extent, individuals’ attributions of ill-health due to work (making negative work-related health attributions) affects attitudes towards work and the organization. Those few studies that have investigated this phenomenon (see for example Ettner and Grzywacz, 2001) have not studied how these work-related health attributions contribute to the understanding of job satisfaction, organizational commitment and turnover intention. The present study indicates not only that the construct of negative work-related health attributions is distinct from subjective mental distress, but also that it has important implications for employee attitudes and behavioral intentions. Our results show that employees who reported negative work-related health attributions also expressed less satisfaction with their job, less commitment to the organization, and stronger intentions to leave the organization – even after demographics, mental distress, and factors related to the work climate were controlled for. We proposed that there would be an interaction effect between mental distress and work-related health attributions on attitudes and turnover intention, such that the relation between mental distress and the outcome variables would be stronger for those with more negative work-related health attributions than for those not attributing their mental distress to their job. This proposition received partial support. While work-related health attributions failed to moderate the effects of mental distress on job satisfaction and organizational commitment, the interaction term was signi? ant for turnover intentions. This indicates that individuals with negative work-related health attributions and mental distress were more prone to leave the organization compared to individuals with the same level of mental distress but positive work-related health attributions. Hence, whether the individual attributes ill-health to work or not appears to be important for the effect of health status on outco mes, at least in the case of the intention to leave the organization. This result indicates that the concept of negative work-related health attributions may play an important role in explaining employees’ work-related behavioral intentions, and should be taken into account when the relation between health and outcomes is investigated. Another notable ? nding is that work-related health attributions were more important than mental distress for the prediction of work attitudes and withdrawal cognitions. In contrast to mental distress, which only predicted job satisfaction and turnover intentions, work-related health attributions predicted all three outcomes. That mental distress only appears to contribute to a limited extent is contrary to previous arguments that health status is important for employee work motivation and behavioral orientations (e. g. Hom, 2002). One explanation for our ? ndings may have to do with the fact that work-related health attributions concern perceived health risks that are associated with the overall work situation, whereas measures of ill-health, such as mental distress, may concern any aspect of an individual’s life, not only factors related to the job. As long as the individual does not hold negative work-related health Work-related health attributions 15 IJWHM 2,1 16 attributions, it is conceivable that subjective health and well-being are only marginally predictive of attitudes towards work. Negative work-related health attributions may therefore be a better predictor of work-related attitudes and behaviors, and should be included in future research on work-related outcomes. The construct of work-related health attributions can thus have great practical utility, since it in a rather simple and direct way captures how individuals perceive that their work affects their health. This is also in agreement with Harter et al. (2003), who suggest that researchers have conceived employee well-being too broadly and often in a way which is not intuitively actionable for managers and employees. It is also important to note that negative work-related health attributions predicted work attitudes and turnover intention after controlling not only for mental distress and demographics, but also for characteristics of the psychological work climate. Our data from Swedish white-collar workers showed that, consistent with meta-analysis ? ndings (Parker et al. , 2003), job autonomy, role overload, work group cohesiveness, and job challenge were associated with lower levels of job satisfaction and organizational commitment. The present study also goes beyond previous research by suggesting that the evident effects of work climate variables remained after subjective well-being and work-related health attributions had been taken into account. The fact that negative work-related health attributions emerged as one of the strongest predictors of job satisfaction, organizational commitment, and turnover intention clearly indicates that models for the predicting of employee attitudes and behavior could be improved by the inclusion of work-related health attributions. The results from the present study and previous research (see for example ? European Foundation, 2001; Ettner and Grzywacz, 2001; Goransson et al. , 2002) indicate that attributions of work-related ill-health can be understood in terms of psychological contract theory (e. . Rousseau, 1989). Most employees expect that their employers will strive to provide a healthy workplace, and such an assumption is typically sustained by labor law regulations and collective bargaining agreements. If employees experience a work situation which they deem as likely to bring about ill-health, it will be in contrast to their expectations, and thus most likely be perceived as a breac h of the psychological contract with the employer (see Robinson and Morrison, 2000). Perceptions of a breach of the psychological contract are likely to result in negative work-related attitudes and withdrawal behaviors (Davy et al. , 1997; Turnley and Feldman, 1999). The ? nding that negative work-related health attributions were associated with impaired job satisfaction, lower organizational commitment, and stronger turnover intention may be interpreted as the result of a perceived breach of the psychological contract. However, while psychological contract breach was not the main focus in the present study, future research may bene? from explicitly including this concept in the explanatory framework. 4. 1. Limitations and future research Although the results of the present study point to the relevance of the concept of work-related health attributions, our conclusions may be affected by a number of methodological issues. For instance, we utilized data from a single point in time, thus prohibiting the study of temporal order between negative work-related health attr ibutions and its postulated consequences. However, cross-sectional research is a necessary ? rst step to empirically explore theoretical hypotheses before investments in ongitudinal data are fruitful (Spector, 1994), and two events must be found to co-vary with one another before the causal link can be explored. Furthermore, our results were based on Swedish white-collar employees in a particular service industry, and a replication of the present study using longitudinal data as well as data from different industrial sectors in different countries would be necessary before any ? rm conclusions concerning the generality of the ? ndings can be drawn. All variables were assessed using questionnaires, thus potentially making the results susceptible to mono-method bias (Campbell and Fiske, 1959). Even though meta-analytic research suggests that method variance represents less of a problem than has been assumed in the past (Crampton and Wagner, 1994), the use of other types of data, such as interviews or diaries, would contribute to a better understanding of the role played by work-related health attributions. In addition, while we controlled for a number of factors known to be related to job satisfaction (Loher et al. , 1985), organizational commitment (Mathieu and Zajac, 1990), and turnover intention (Griffeth et al. 2000), it would be relevant to take additional control variables, such as personality characteristics, into account in order not to over-estimate the effects of work-related health attributions. Finally, only three potential outcomes of negative work-related health attributions were considered. Despite the consistent associations found between negative work-related health attributions and employee attitudes and turnover intention, it might be that negative work- related health attributions are less predictive of other factors, such as job performance, safety behavior, and more importantly, occupational injuries and sick-leave. . 2. Concluding remarks Despite these potential limitations, the results of the present study clearly suggest that the investigation of employees’ negative work-related health attributions is an important avenue for future research on work and well-being. The results suggest not only that individuals evaluate how work may affect their health and well-being, but also that such perceptions may have important implications for their attitudinal and behavioral orientations toward work. The measure of negative work-related health attributions could be used as a diagnostic instrument for identifying those individuals who are more likely than others to perceive health-threatening conditions at work. The construct can be useful for employers in order to identify and help employees who experience threats to their health due to their jobs. Given that power imbalances may inhibit the direct communication of interests with an employer (Rousseau, 2001), such that more vulnerable individuals, for instance temporary employees, are less likely to share ? nformation on health risks at work (Aronsson and Goransson, 1998), the collection of information regarding work-related health attributions could be one means for employees to communicate this important information with their employer. Work-related health attributions may also constitute a more direct way of assessing the effect of work on health, and may therefore be more useful as a complement to research which gathers infor mation on aspects of the work situation in order to predict health. An important area for future research is how individuals may take these work-related health attributions into account when making decisions regarding their Work-related health attributions 17 IJWHM 2,1 18 work situation, such as changing work tasks, work setting, or even occupation. Work-related health attributions are important for those with good health as well as for those with health complaints, as it concerns how individuals believe work will affect their health in the future as well as how health has already been affected. If such decisions are based on knowledge concerning not only employees’ health status but also their work-related health attributions, this will potentially result in healthier organizations, on which improved health and lower sick-leave rates will follow. References Ajzen, I. and Fishbein, M. (1980), Understanding Attitudes and Predicting Social Behavior, Prentice-Hall, Englewood Cliffs, NJ. Akaike, H. (1987), â€Å"Factor analysis and AIC†, Psychometrika, Vol. 52 No. 3, pp. 317-32. Allen, N. J. and Meyer, J. P. 1990), â€Å"The measurement and antecedents of affective, continuance and normative commitment to the organization†, Journal of Occupational Psychology, Vol. 63 No. 1, pp. 1-18. ? ? ? ? Aronsson, G. and Goransson, S. (1998), â€Å"Tillfalligt Anstallda och Arbetsmiljodialogen† ? (â€Å"Contingent workers and the work environment†), Arbete och Halsa, Vol. 3, pp. 1-17. Beehr, T. , Walsh, J. T. and Taber, T. D. (1976), â€Å"Relationships of stress to individually and organizationally valued states: higher order needs as a moderator†, Journal of Applied Psychology, Vol. 61 No. 1, pp. 41-7. Bentler, P. M. and Bonett, D. G. (1980), â€Å"Signi? cance tests and goodness-of-? t in the analysis of covariance structures†, Psychological Bulletin, Vol. 88 No. 3, pp. 588-606. Bradley, J. R. and Cartwright, S. (2002), â€Å"Social support, job stress, health, and job satisfaction among nurses in the United Kingdom†, International Journal of Stress Management, Vol. 9 No. 3, pp. 163-82. Bray? eld, A. H. and Rothe, H. F. (1951), â€Å"An index of job satisfaction†, Journal of Applied Psychology, Vol. 35 No. 5, pp. 307-11. Browne, M. W. and Cudeck, R. (1993), â€Å"Alternative ways of assessing model ? t†, in Bollen, K. A. and Long, J. S. Eds), Testing Structural Equation Models, Sage, Newbury Park, CA, pp. 136-62. Cammann, C. , Fichman, M. , Jenkins, D. and Klesh, J. (1979), The Michigan Organizational Assessment Questionnaire, University of Michigan, Ann Arbor, MI. Campbell, D. T. and Fiske, D. W. (1959), â€Å"Convergent and discriminant validation by the multitrait-multimethod ma trix†, Psychological Bulletin, Vol. 56 No. 2, pp. 81-105. ? Catalan Matamoros, D. J. , Axelsson, R. and Strid, J. (2007), â€Å"How do newspapers deal with health in Sweden? A descriptive study†, Patient Education and Counseling, Vol. 67 Nos 1-2, pp. 78-83. Cohen, J. Cohen, P. , West, S. G. and Aiken, L. S. (2003), Applied Multiple Regression/Correlation Analysis for the Behavioral Sciences, 3rd ed. , Erlbaum, Hillsdale, NJ. Crampton, S. M. and Wagner, J. A. (1994), â€Å"Percept-percept in? ation in micro-organizational research: an investigation of prevalence and effect†, Journal of Applied Psychology, Vol. 79 No. 1, pp. 67-76. Davy, J. A. , Kinicki, A. J. and Scheck, C. L. (1997), â€Å"A test of job security’s direct and mediated effects on withdrawal cognitions†, Journal of Organizational Behavior, Vol. 18 No. 4, pp. 323-49. Ettner, S. L. and Grzywacz, J. G. 2001), â€Å"Workers’ perception of how jobs affect health: a social ecological perspective†, Journal of Occupational Health Psychology, Vol. 6 No. 2, pp. 101-13. European Foundation (2001), Third European Survey on Working Conditions 2000, European Foundation for the Improvement of Living and Working Conditions, Dublin. Fairbrother, K. and Warn, J. (2001), â€Å"Workplace dimensions, stress and job satisfaction†, Journal of Managerial Psychology, Vol. 18 No. 1, pp. 8-21. Goldberg, D. and Williams, P. (1988), A User’s Guide to the General Health Questionnaire, NFER-Nelson, London. ? Goransson, S. , Aronsson, G. and Melin, B. 2002), â€Å"Vilja och Villkor – En Studie om ? Langtidssjukskrivnas Situation† (â€Å"Volition and conditions – a study about long-term ? sickness absence†), Statens Offentliga Utredningar: Handlingsplan for Okad Halsa i Arbetslivet [The Swedish Government’s Public Investigations: A Plan for Increased Health ? ? in Working Life; SOU 2002:5), Allmanna Forlaget, Stockholm. Griffeth, R. W. , Hom, P. W. and Gaertner, S. (2000), â€Å"A meta-analysis of antecedents and correlates of employee turnover: update, moderator tests, and research implications for the next millennium†, Journal of Management, Vol. 26 No. 3, pp. 463-88. Hackman, J. R. nd Oldham, G. R. (1975), â€Å"Development of the job diagnostic survey†, Journal of Applied Psychology, Vol. 60 No. 2, pp. 159-70. Harding, S. H. and Hikspoors, F. J. (1995), â€Å"New work values: in theory and in practice†, International Social Science Journal, Vol. 47, pp. 441-55. Harpaz, I. (2002), â€Å"Expressing a wish to continue or stop working as related to the meaning of work†, European Journal of Work and Organizational Psychology, Vol. 11 No. 2, pp. 177-98. Harter, J. K. , Schmidt, F. L. and Keyes, C. L. M. (2003), â€Å"Well-being in the workplace and its relationship to business outcomes: a review of the gallup studies†, in Keyes, L. M. and Haidt, J. (Eds), Flourishing: Positive Psychology and the Life Well-lived, American Psychological Asociation, Washington, DC, pp. 205-24. ? Hellgren, J. , Sjoberg, A. and Sverke, M. (1997), â€Å"Intention to quit: effects of job satisfaction and job perceptions†, in Avallone, F. , Arnold, J. and De Witte, K. (Eds), Feelings Work in Europe, Guerini, Milan, pp. 415-23. Hellgren, J. , Sverke, M. and Isaksson, K. (1999), â€Å"A two-dimensional approach to job insecurity: consequences for employee attitudes and well-being†, European Journal of Work and Organizational Psychology, Vol. 8 No. 2, pp. 79-195. Hirschman, A. O. (1970), Exit, Voice, and Loyalty: Responses to Decline in Firms, Organizations, and States, Harvard University Press, Cambridge, MA. Holland, R. W. , Verplanken, B. and van Knippenberg, A. (2002), â€Å"On the nature of attitude-behavior relations: the strong guide, the weak follow†, European Journal of Social Psychology, Vol. 32 No. 6, pp. 869-76. Hom, P. (2002), â€Å"The legacy of Charles Hulin’s work on turnover thinking and research†, in Brett, J. M. and Drasgow, F. (Eds), The Psychology of Work: Theoretically Based Empirical Research, Erlbaum, Mahwah, NJ, pp. 169-87. Houkes, I. Janssen, P. P. M. , de Jonge, J. and Nijhuis, F. J. N. (2001), â€Å"Speci? c relationships between work characteristics and intrinsic work motivation, burnout and turnover intention: a multi-sample analysis†, European Journal of Work and Organizational Psychology, Vol. 10 No. 4, pp. 1-23. ? ? Joreskog, K. and Sorbom, D. (1996), LISREL 8: User’s Referen ce Guide, Scienti? c Software International, Chicago, IL. Work-related health attributions 19 IJWHM 2,1 20 Judge, T. and Watanabe, S. (1993), â€Å"Another look at the job satisfaction – life satisfaction relationship†, Journal of Applied Psychology, Vol. 8 No. 6, pp. 938-49. ? ? Kallenberg, K. and Larsson, G. (2000), Manniskans Halsa: Livsaskadning och Personlighet (Human Health: Outlook on Life and Personality), Natur och Kultur, Stockholm. Kjellberg, A. (2001), Fackliga Organisationer och Medlemmar i Dagens Sverige (Union Organizations and Union Members in Sweden Today), Arkiv, Lund. Lambert, E. G. , Hogan, N. L. and Barton, S. M. (2001), â€Å"The impact of job satisfaction on turnover intent: a test of a structural measurement model using a national sample of workers†, The Social Science Journal, Vol. 38 No. , pp. 233-50. Lee, T. W. (1988), â€Å"How job dissatisfaction leads to employee turnover†, Journal of Business Psychology, Vol. 2 No. 3, pp. 263-71. Leong, C. S. , Furnham, A. and Cooper, C. L. (1996), â€Å"The moderating effect of organizational commitment on the occupational stress-outcome relationship†, Human Relations, Vol. 49 No. 10, pp. 1345-63. Loher, B. T. , Noe, R. A. , Moeller, N. L. and Fitzgerald, M. P. (1985), â€Å"A meta-analysis of the relation of job characteristics to job satisfaction†, Journal of Applied Psychology, Vol. 70 No. 2, pp. 280-9. Lyons, T. F. 1971), â€Å"Role clarity, need for clarity, satisfaction, tension, and withdrawal†, Organizational Behavior and Human Performance, Vol. 6 No. 1, pp. 99-110. Mathieu, J. E. and Farr, J. L. (1991), â€Å"Further evidence for the discriminant validity of measures of organizational commitment, job involvement, and job satisfaction†, Journal of Applied Psychology, Vol. 79 No. 1, pp. 127-33. Mathieu, J. E. and Zajac, D. M. (1990), â€Å"A review and meta-analysis of the antecedents, correlates, and consequences of organizationa l commitment†, Psychological Bulletin, Vol. 108 No. 2, pp. 171-94. Michotte, A. E. (1963), The Perception of Causality, Russel and Russel, New York, NY. Moscovici, S. (2000), Social Representations: Explorations in Social Psychology, Polity Press, Cambridge. ? ? ? ? Nystedt, L. (1992), Yrkesof? cerares arbetsmiljo i Armen: resultat fran Delstudie 1 om arbetsmiljo, ? ? ? fortidsavgangar och halsa (Work Environment of Army Of? cers: Results from Study 1 on Work Climate, Turnover, and Health), FOA Report C50093-5. 3, Swedish Defence Research Agency (FOA). Parker, C. P. , Baltes, B. B. , Young, S. A. , Huff, J. W. , Altmann, R. A. , Lacost, H. A. and Roberts, J. E. 2003), â€Å"Relationships between psychological climate perceptions and work outcomes: a meta-analytic review†, Journal of Organizational Behavior, Vol. 24 No. 4, pp. 389-416. Pfeffer, J. (1998), The Human Equation, Harvard Business School Press, Boston, MA. Robinson, S. L. and Morrison, W. E. (2000), â€Å"The development of psychological contract breach and violation: a longitudinal study†, Journal of Organizational Behavior, Vol. 21 No. 5, pp. 525-46. Robinson, S. L. , Kraatz, M. S. and Rousseau, D. M. (1994), â€Å"Changing obligations and the psychological contract: a longitudinal study†, Academy of Management Journal, Vol. 37 No. , pp. 137-52. Rousseau, D. M. (1989), â€Å"Psychological and implied contracts in organizations†, Employee Responsibilities and Rights Journal, Vol. 2 No. 2, pp. 121-39. Rousseau, D. M. (2001), â€Å"Schema, promise and mutuality: the building blocks of the psychological contract†, Journal of Occupational and Organizational Psychology, Vol. 74 No. 4, pp. 511-41. Shore, L. M. and Tetrick, L. E. (1994), â€Å"The psychological contract as an explanatory framework in the employment relationship†, in Cooper, C. L. and Rousseau, D. M. (Eds), Trends in Organizational Behavior, Vol. 1, Wiley, Oxford, pp. 91-109. Shore, L. M. and Wayne, S. J. (1993), â€Å"Commitment and employee behavior: comparison of affective commitment and continuance commitment with perceived organizational support†, Journal of Applied Psychology, Vol. 78 No. 5, pp. 774-80. ? Sjoberg, A. and Sverke, M. (2000), â€Å"The interactive effect of job involvement and organizational commitment on job turnover revisited: a note on the mediating role of turnover intention†, Scandinavian Journal of Psychology, Vol. 41 No. 3, pp. 247-52. Spector, P. E. (1994), â€Å"Using self-report questionnaires in OB research: a comment on the use of a controversial method†, Journal of Organizational Behavior, Vol. 5 No. 5, pp. 385-92. Spector, P. E. (1997), Job Satisfaction: Application, Assessment, Causes and Consequences, Sage, Thousand Oaks, CA. Stratton, P. (1997), â€Å"Attributional coding of interview data: meeting the needs of long-haul passengers†, in Hayes, N. (Ed. ), Doing Qualitative Analysis in Psychology, Psychology Press, Hove , pp. 115-42. ? Sverke, M. and Sjoberg, A. (1994), â€Å"Dual commitment to company and union in Sweden: an examination of predictors and taxonomic split methods†, Economic and Industrial Democracy, Vol. 15 No. 4, pp. 531-64. ? Sverke, M. , Hellgren, J. nd Ohrming, J. (1999), â€Å"Organizational restructuring and health care ? work: a quasi-experimental study†, in Le Blanc, P. M. , Peeters, M. C. W. , Bussing, A. and Schaufeli, W. B. (Eds), Organizational Psychology and Health Care: European Contributions, Rainer Hampp Verlag, Munich, pp. 15-32. Turnley, W. H. and Feldman, D. C. (1999), â€Å"The impact of psychological contract violations on exit, voice, loyalty, and neglect†, Human Relations, Vol. 52 No. 7, pp. 895-922. Van Vuuren, T. , Smulders, P. and Smit, A. (2003), â€Å"Gender differences in absence culture: ? ? n exploratory study†, in Hellgren, J. , Naswall, K. , Sverke, M. and Soderfeldt, M. (Eds), New Organizational Challenges for Human Servi ce Work, Rainer Hampp Verlag, Munich, pp. 175-190). Walsh, J. T. , Taber, T. D. and Beehr, T. A. (1980), â€Å"An integrated model of perceived job characteristics†, Organizational Behavior and Human Performance, Vol. 25 No. 2, pp. 252-67. Walters, D. (2002), â€Å"The framework directive†, in Walters, D. (Ed. ), Regulating Health and Safety Management in the European Union. A Study of the Dynamics of Change, P. I. E. – Peter Lang, Brussels. Weiner, B. (1985), â€Å"‘Spontaneous’ causal thinking†, Psychological Bulletin, Vol. 97 No. 1, pp. 74-84. Wright, T. A. and Bonett, D. G. (2007), â€Å"Job satisfaction and psychological well-being as non-additive predictors of workplace turnover†, Journal of Management, Vol. 33 No. 2, pp. 141-60. Corresponding author ? Sara Goransson can be contacted at: sagn@psychology. su. se To purchase reprints of this article please e-mail: reprints@emeraldinsight. com Or visit our web site for further details: www. emeraldinsight. com/reprints Work-related health attributions 21 How to cite Internal Factors Affect Change of Leadership in Organization, Essay examples

The Great Gatsby free essay sample

For the Love of Wealth, Power and Freedom Cars are a symbol of power which has close ties with wealth. The American Dream was originally about finding happiness in the small things but by the 1920’s and 30’s the thirst for wealth tainted the American Dream causing many to believe that money would bring happiness. Through the desire to obtain wealth and â€Å"happiness† cars became significant. Cars were seen as a higher status and gave Americans a sense of freedom. Wealth, freedom, and power were the only things that the characters in The Great Gatsby cared about. Rolls Royce made more than half aircraft engines used by the Allies in World War I. The Phantom I was the replacement for the Silver Ghost, presented in 1925 as New Phantom. Rolls-Royce had a factory in Springfield, USA where at first the Silver Ghost, and then the Phantom I was built, too. The Phantom I was replaced by the Phantom II (Gruszczynski). In addition, because Buchanan is of the â€Å"old money† East Egg ilk, he treats those self-made (such as Gatsby) with conceited contempt. For example he describes Gatsby, despite his vast wealth, as â€Å"Mr. Nobody from Nowhere†. This conceited disposition means he spends money freely and treats people poorly without any justification, an truly unpleasant characteristics. Fitzgerald focuses descriptions of Buchanan on his physicality. His wife Daisy describes him as â€Å" a brute of a man, a great, big, hulking physical specimen†. Buchanan’s appearance is linked to his physical behavior and his need to be in control at all times. According to Nick Caraway the narrator, his clothes fail to hide his â€Å"cruel body†, just as his sophistication and money can’t hide his brutal nature. Moreover, Buchanan is cold and rude in a constant effort to demonstrate his superiority and control over others. WHen he is buying Myrtle a dog he challenges the salesman, â€Å"That’s no police dog†, and then overrules him, â€Å"‘It’s a bitch,’ said Tom decisively†. Interestingly, in this exchange Buchanan also shows a disregard for money which lets him control the lower classes. When he says â€Å"Here’s your money. Go and buy ten more dogs†, Buchanan simultaneously insults the salesman by implying he’s dishonestly overpriced the dog, while showing that he is so wealthy it doesn’t matter to him how much the dog costs. Lastly, Tom’s language also shows that he likes to be in control, he regularly uses the personal pronoun â€Å"I†, for example telling Nick â€Å"I’ve got a nice place here† rather than â€Å"we’ve†, thus he excludes Daisy. Continuing on with these characteristics Fitzgerald consistently portrays Buchanan as a bully. Buchanan bullies both verbally and physically. On the verbal side of his actions Buchanan silences any opposition by interrupting and talking over other people. In his first appearance, he interrupts both Daisy and Jordan so he can make his point. Moreover, Tom uses orders to control people, he ends his first conversation with Nick by turning him around â€Å"abruptly† and telling him â€Å"We’ll go inside. † Lastly, in Chapter 7 he verbally insults Gatsby in an attempt to drive Daisy back into his arms. Such a vitriolic attack causes Daisy to beg â€Å"Please, Tom! I can’t stand this any more. † and causes the reader to view Buchanan as an even more unpleasant person. To make matters even worse, Buchanan shows he is also vindictive, after he’s ended Gatsby’s dalliance with Daisy he makes them travel home together, almost adding insult to injury as he knows that Gatsby is no longer a threat to him. Fitzgerald also displays Buchanan’s stupidity, or at the very least general ignorance, and his incredibly prejudiced views. Of course, often Fitzgerald displays both these attributes at the same time. Fitzgerald tells us Buchanan is a racist who worries that immigrants will challenge his privileged existence. He fears that ‘the white race will be utterly submerged’ and that society will one day allow â€Å"intermarriage between black and white†. Buchanan’s racism could be a front for his fear that the â€Å"new rich† will over turn the class system that he so much enjoys being on top of. His lack of intelligence and racism is also shown very well in Chapter 1 where he gives an incoherent argument about the collapse of the â€Å"Nordic† rule of civilization (of which he believed himself and Nick to be a part of). Of course a lack of intelligence does not make a character unpleasant, however, in Buchanan’s case his stupidity is shown through his racist remarks which is really rather unpleasant. Lastly, throughout the entire book Fitzgerald shows the reader the hypocrisy of the ‘Jazz Age’ or the ‘Roaring Twenties’ and this is reflected in Buchanan’s actions. Firstly, he is appalled when he learns of Daisy’s affair with Gatsby, but he is himself a serial philanderer. In addition, he criticises Gatsby for â€Å"sneering at family life†, but â€Å"was God knows where† when his daughter was born. In fact, whilst Buchanan sets a high level of class and moral standard to others, Nick notes that he moves â€Å"from libertine to prig† and thus has no morals himself. Furthermore, in accordance with the time period Buchanan’s wealth and sense of superiority makes him â€Å"careless† and uncaring. Nick summarises Tom and Daisy’s behavior when he says â€Å"they smashed up things and creatures and then retreated back into their money and let other people clean up the mess † This lack of care, this â€Å"careless[ness]† is an unpleasant characteristic. In conclusion, the entirety of Buchanan’s character is unpleasant. Not only is he controlling, selfish, a bully, a hypocrite and a racist but he is so confident and sure in his decisions and actions that it is even more unpleasant. Fitzgerald shows that Buchanan is not only an unpleasant man, but that through his sense of entitlement he is â€Å"careless† and has no regard for anyone or anything else other than himself. That is without doubt his most unpleasant trait.

Title; A Day Without Electricity Essays - Dried Meat, Jerky

Title; A day without Electricity If their were no electricity their would be o way to create batteries or any machinier to use everything would be man made. When waking up in the morning their would be no alarm or heat or even ari conditioning to keep you cool or warm during the night. Getting to school would be another thing cars would not be drivable due to gas being pupmed by electricity.So you would probably have to ride a home made bike or use a horse but then your school would not have a way to run its self either.So their would not be a way to send a massage or recieve one. NO automatic pencil sharpener either nothing. The school would have to have many windows just to keep the room lit or, a latern. Their would be no intercoms no internet youe would have to use a printing press to copy anything. All meat would spoil due to lack of cooling same tih milk meat would have to be eatin right away or turned into beef jerky. No entertainment possible just play football or other out door sports witch to me i would be to tired after getting to school.No movies video games,T.V nothing. And that would be a day in the life with out electricity. the end.

Taxes Essay Example

Taxes Essay Example Taxes Essay Taxes Essay Taxes Course Name: Instructor: Institution: Date: Taxes Part A: Why the UK government taxes its citizens U.K taxation involves payment to the central and local government. In 1963, the U.K spent 12 billion a year. Currently, it spends over 600 billion. Due to the great recession suffered by the U.K in the past decades, the U.K is forced to levy taxes on its citizens, as there is a big gap between the cash inflow and outflow in the government. By levying taxes, it reduces the amounts it spends. Until 1930, the government could balance their budget and money levied from taxed was used to pay government expenditure. The government could also resort to borrowing from the economies private sector or even abroad. Though government borrowing could be quite large especially during some war periods, it did not destroy the balance budget principle. In 1945, budget deficit became a norm in the UK. The government has financed the sale of publicly owned assets in the 1980s, which are limited since they are sold once. In this case, the government had to find another way of raising enough revenue to finance their expenditure through levying taxes. UK is going through a world economic crisis now and, it is therefore, forced to tax its citizens. The current crisis focuses on the Euro Taxation in the UK has Bridged the gap between the rich and the poor. The rich are taxed highly and the poor taxed low. This is done to fulfill the canon of equity so that the poor are able to survive on there little income. Tax is used to redistribute wealth in the UK. Tax money of the rich and the middle class will be used in funding benefits program for the low-income persons in the population, therefore, redistributing wealth. A progressive taxation system is adopted to enable equality and wealth between individuals. The UK economies pounds are used to reprise its items all through its economy. The subsidizing of some products and goods reprises them. The governments will subsidies a product by making a difference between the fair market value of the product. This includes what should be made out of the product according to the government. They subsidize by making payments to the seller using the taxpayers’ pounds. People’s interests will be represented by elected officials to keep the scheme of taxes fair. People are free to oppose any unnecessary tax. When they fail to do this, they will be liable to unwanted tax. In most cases, taxpayers seldom resist tax increased by the central government. Despite this, representation still exists. UK carries out taxation to avoid the current losses of more than ?20 billion a year it makes. This is currently with their debt still being handled at the cur rent rate. Taxation prevents most of the pressure in the NHS where the sixth formers lack maintenance allowances and go on a national strike in the UK (Macht, 2001). The main purpose for the UK tax system is to reduce the tax burden, which can be calculated by the GDP percentage taken from the taxes. Secondly, to improve incentives since government reduces tax rates on proceeds and business profits. This helps improve incentives and generate capital in the nation as a way of enabling long-run growth. Thirdly, UK spends the money from the tax than income. This is to move the balance of taxation from income tax towards taxes on spending since income taxes have an effect on work incentives. Lastly, UK government uses taxes in a way that make markets work better. It also considers externalities. The government uses the tax system to correct market failures in this case. A good tax system should be efficient, equitable, transparent, certain, flexible and understandable to the user. In UK, a progressive tax systems rate of tax rises with income. The average tax rate rises from five percent on incomes ranging between ?7,500. The systems are not progressive as it was twenty years ago. Its progressive nature has reduced over the years. Before 1979, the highest rate of income tax was 83 per cent, with a 15 per cent extra for investment income. Currently, taxpayers are experiencing the same rate of tax of twenty-two from the rate of forty per cent. The national insurance contribution is eleven per cent and those earning more pay one percent extra. This makes the 33 per cent, and 41 per cent total rates. Part B: Comparison of UK tax system with that of the United States Since the local revenues are small in the UK, the central government revenues are a greater fraction of the overall government revenues. However, there is a federal government system in the US and important local revenues. The indirect taxes comprise 87 per cent of the local level and state revenues. The US direct taxes are having a higher fraction of Gross National Product than in the UK. Low-income earners are taxed heavily in the US because of the net social security contributions. In the UK, those taxed heavily are the on middle- and higher-income classes (Smith, 1970) The United States depends on the corporation income tax than the UK does. Tax nominal rate in the UK is higher than in the US, though the structures are different. The UK has used a procedure of integration in handling individual and corporate income tax. Its basic rate is 38.75 per cent that is withholding tax on individual tax at source. In the US, expenditure is less as compared to the UK. The UK levies high taxes on tobacco and gasoline. US, on the other hand, levy high taxes on liquor. The U.S. tax system has gone through changes that have shifted the tax system in a less progressive direction. First, there has been a Reduction in the rates of personal income In 1960s, the legal individual tax rates applying to the dollar of the top incomes was 91 percent. On 1998, it reduced to 28 percent and went to 39.6 percent in 1993. In 2003, it reduced to 35 percent. Secondly, as a portion of gross domestic product, corporate income taxes have dropped from 3.5– 4.0 to 2 percent of GDP. Corporate profits, on the other hand, as a share of GDP remain the same over time. This shows that owners of capital above average incomes earn greater net taxes today. Thirdly, payroll tax rates managing Social Security retirement benefits and Medicare have risen. There has also been a rise in the employee and employer tax rate on labor income from six to15 percent. Moreover, the Social Security payroll tax is a minor tax burden. In conclusion, these three changes have reduced the progressive nature of the tax system in the US. In US, someone giving cash is able to use his tax return to remove from his or her income the value of cash given before calculating the income tax. In the UK, fewer people fill a tax return to manage their income tax using the PAYE system. Due to this, UK manages this differently. A taxpayer earning less, therefore, paying low tax can claim the tax paid on their cash they have donated. The taxpayer can claim back the difference if it is a higher rate. Tax paid on donation is claimed back in both countries A UK resident who is not domiciled there is liable to income tax on all income sources and gains. He can register to be taxed in such a way that he will only be liable on UK tax on overseas income. A person who has been a UK resident for seven out of the previous nine tax years should pay a yearly UK tax charge of ?30,000 to claim the payment basis. This applies when he is not domiciled there. UK offshore anti-avoidance provisions review income and gains in offshore structures to tax on behalf of beneficial owners. This applies only to individuals who are UK residents Residency is a crucial factor for UK tax exposure. The US, on the other hand, taxes the worldwide income and capital gains of all its citizens, permanent residents who hold the green card and person’s tax resident. This tax applies to citizens and green card holders irrespective of where they live. US persons, who are not residents like the employees on secondment, usually are not informed of the US worldwide tax net. They, therefore, do not adjust their investment portfolios. The US has a broad set of anti-avoidance regulations that often affect many categories of non-US investments. Lack to enquire into the tax description of non-US investments may result in seriously unpleasant tax penalty. US federal tax applies to common income at marginal rates of up to 35% and assets gains seized for more than a year at 15%. Where varieties of offshore anti-deferral rules exist, unpleasant outcome may follow. Two offshore anti-deferral rules pertain to investments through trusts or holding company structures. One of them applies based on if the investment may be negatively classified. When the gains in investments negatively classified are taxed highly, ordinary income earners suffer additional interest charge compounded in the duration of the holding period. Few investors may take reassurance in knowing that tax and interest charges may not exceed gain amount. Other investors prefer to avoid the relevance of these rules. In both the US and UK there exist intermediaries that can act as tax competent medium. These intermediaries choose from private trusts formed by the individual to well-known bodies such as Community Foundations. However, in the US, these models have become advanced. They have allowed the creation of Charitable Remainder, trusts which grasp the donor’s capital and make accepted annuity payments on that capital. The donor or the Charity can receive these payments and the other part finally getting the capital. In both countries, the donor will get the tax break, but in the US, the tax break can be taken on donations involving difficult financial arrangements. Work Cited Macht, N. L. (2001). Taxes. Philadelphia: Chelsea House Publishers. National Bureau of Economic Research, Brookings Institution. (1964). The Role of direct and indirect taxes in the Federal revenue system: A conference report of the National Bureau of Economic Research and the Brookings Institution. Princeton: Princeton University Press. Smith, K. H. (1970). Taxes. Minneapolis: Lerner Tarrytown, NY: Marshall Cavendish Benchmark.

How British Airways can overcome low profitability and threat of Essay

How British Airways can overcome low profitability and threat of redundancies - Essay Example One of the most important issues for firms in the airline industry – as also in firms in all industries worldwide – would be to understand the needs of the customer and the market trends. The use of creativity when developing a firm’s strategic plans could be particularly valuable towards the improvement of organizational performance. However, managers would have the necessary skills in order to use creativity for the development of their firms’ strategic plans. The use of appropriate supportive tools (like Porter’s five forces, SWOT analysis or benchmarking) would be suggested to managers of all firms internationally especially under current market conditions – when the development of strategic advantages is not sufficient for the improvement of a firm’s position in its market. The radical changes in markets worldwide under the influence of continuous and strong financial turbulences have been often considered to express a change in t he structure/ ethics of societies worldwide. The airline industry has to follow the practices adopted by other industrial sectors in order to survive in current financial crisis.

CIS 333 discussions Coursework Example | Topics and Well Written Essays - 250 words

CIS 333 discussions - Coursework Example One of the biggest attacks on mobile operating systems today as noted by researchers at Silicon Valley Security Company is the malware called WireLurker (Perlroth, 2014). It targets the Apple mobile and desktop users. The malware is designed in a way that unauthorized people can access the data from the devices. The security company confirmed that this is a malware affecting the Apple iOS mobile users in China (Perlroth, 2014). The devices become infected with the malware if they connect their devices to Macs through the USB wires and in cases where mobile users have altered their devices and installed software that Apple has not authorized. In china’s case of malware attack on Apple mobile devices it is important for the device users to avoid the risk by not using unauthorized software applications. Users should also prevent the transfer of the malware from the Macs to the mobile devices which occurs when using the USB wire. Users who have altered their devices by jailbreaking or those updating their devices from unknown sites should accept that it is a risk and the consequence is stolen information. Users of Apple mobiles can mitigate this risk by using the mentioned preventative measures. After the attack on Sony in November last year, the company had to face new attacks in December after the company computer systems were breached (Barnes & Perlroth, 2014). The latest breach exposed the company’s executive compensation documents and had more movies pirated (Barnes & Perlroth, 2014). If I was an IT security professional at Sony, I would join a team of other IT engineers at Sony to work with security encryption companies to ensure that more is done beyond having everyone with the same VPN passwords. Tang Yan, a former employee at NetEase and now the founder of Momo, a dating application in China was accused of lack of professional ethics

Choose one for me Essay Example | Topics and Well Written Essays - 1000 words

Choose one for me - Essay Example Regarding my background, I am the youngest child in our family. Since my father died, my eldest brother has made most of the important decisions. At a young age, he had been in charge with a number of responsibilities. Since childhood, I have learned to show respect to my elders. My mother and older siblings have always emphasized the value of politeness. It is always nice to show gratitude to one’s parents and other relatives. I have been taught that being thankful is a way of showing good conduct. In relation to political behaviour, I have realized that my family background has influenced me to be docile to authority. I have found it almost impossible, if not totally unthinkable, to go against leaders. I have also noticed that I tend to be quite conscious of the tone of my voice when I talk to older people. Actually, people who do not display proper behaviour when communicating with authority or the elderly often irk me. It has also been natural for me to follow rules. Most of the time, I become tensed and check if I am obeying standards when a symbol of authority is nearby. In connection with my relatives, I am proud to say that my roots are from the ancient Arab tribe. Our ancestors were the first inhabitants of the Arabian Gulf. They have initiated the civilization that we are enjoying today. With this history, I have become honoured of my origin. It is also one of my values to be loyal to fellow Arabians. I can say that I regard my heritages with high esteem. This is reflected in my choice of songs. The genre I enjoy listening to is Arabian music. Moreover, I honestly think that my culture is rich with colourful rituals and customs. In addition, Arabian arts and crafts portray interesting painting, delicious dishes, and graceful calligraphy. It would be ideal for our country to continually develop and retain its high-income economy status. I believe that our leaders can do their best in governing the different

System to Control Cars Anti-lock Braking System

System to Control Cars Anti-lock Braking System Giving reasons for your answer based on the type of system being developed, suggest the most appropriate generic software process model that might be used as a basis for managing the development of the following systems: A system to control a cars anti-lock braking system You could use Incremental or Spiral process models as safety is critical so you need a method that a lot of checks and balances at each stage. Incremental development is broken down into increments with each increment delivering part of the required functionality, where the user requirements are prioritized and the highest priority requirements are included in early increments however once the development is started, the requirements are frozen but can be used in later increments. Spiral process is represented as a spiral rather than as a sequence of activities with backtracking where each loop in the spiral represents a phase in the process. There are no fixed phases such as specification or design but loops in the spiral are chosen depending on what is required. Both Incremental and Spiral would achieve the goal of managing development for the cars anti-lock braking system however incremental development would be the most suited since it takes the allows for checks and balances throughout the life of the development. A virtual reality system to support software maintenance An evolutionary model seems to be an ideal solution for a virtual reality system, as the development team has two methods first is the exploratory development which works well with customers and to evolve a final system from an initial outline specification. Second is the throw-away prototyping with this method the objective is to understand the system requirements if the requirements are not fully laid out. A university accounting system that replaces an existing system Waterfall has formal structure to manage the process however the drawback is that it is difficult to accommodate changes after starting. But in the waterfall model you would go through a series of step to manage the large requirements, design and implementation requirements. Requirements analysis and definition System and software design Implementation and unit testing Integration and system testing Operation and maintenance An interactive system, running in kiosks in train stations, for railway passengers that find train times In this scenario the best approach would be evolutionary model using a throw away prototyping to find the requirements then switching to a waterfall model for a structured design and implementation. References Ian Sommerville, (2010) Software Engineering (8th edition), Chapter 4, 5 Pearson Education Lecture Notes (2010) Laureate Online Education University of Liverpool Seminar 1 Introduction to Software Engineering Study Lecture 1 Software Engineering, à ¯Ã‚ ¿Ã‚ ½ All right reserved, 2002-2010

The Character of Antigone Essay -- Antigone Plays Essays

The Character of Antigone Antigone, the character for which the play was named, is a very complex character. She seems to change directions all throughout the play and there is never one point in which you know exactly what she will do because she is just that unpredictable. This unpredictability also makes her seem very hypocritical because she will say something and then turn on a dime and say the complete opposite. Antigone’s character is very intriguing strictly due to the fact that she keeps you guessing. The following will show the many variations that her character shows throughout the play. There are several points in the play that Antigone seems very heroic, especially when she is speaking to Creon about her reasoning for attempting to bury her brother. She reflec...

My First Day in College

My first day in College On August 27, 2012, I began my first day at Petrocelli College. The morning was sunny and warm. I was fill with anticipation. I met my best friend from high school, Nathalie, at the bus stop. We both wonder what our first day would be like. My first day in College was overwhelming because of the excitement, stress and future outlook. I experience excitement. A new beginning is always exciting. For example, I was becoming independent and responsible for making my own decisions.I now have to pay for my college expenses by a work study job. I was also excited to see some students from my high school. For instance, my friend Richard is in all my classes. In addition, I was enthusiastic to meet my new professors and learn about the subjects I was going to be studying throughout the semester. I also experience stress throughout the day. For example, the costs of the books and the bus fare for commuting. In other words, I didn’t have enough money to pay it. I was struggling making new friends. Related reading: Monash College MoodleI’m a shy person and when it comes to socializing I get stressed out. I was confused with my schedule; I had too much time between classes. I was thinking too much on what I was going to do on those long breaks. In addition, my future outlook became focused. For example, I realize attending College was the first step I was taking to accomplish my future goals. I enjoy math and want to become an accountant. Majoring in business and accounting would ensure that I will earn a well paying salary.Therefore, I would be able to financially help my family, and to begin studies to earn a master’s degree. In conclusion, the excitement, stress and future outlook made my first day in college overwhelming. Beginning a new chapter in life initiate my day with excitement. But the financial, social and academic stress disturbs me during the day. It wasn’t only my first day in college it was also my first step in becoming an accountant and pr eparing my future.

North Star Essays

North Star Essays North Star Essay North Star Essay North Star Company is considering establishing a subsidiary to manufacture clothing in Singapore. Its sales would be invoiced in Singapore $. North Star Company expects to receive S$30 million after taxes as a result of selling the subsidiary at the end of year six. Fifty percent of the net cash flows to the subsidiary would be remitted to the parent while the remaining fifty percent would be reinvested to support ongoing operations. North Star anticipates a ten percent withholding tax on funds remitted to the United States. The first financing arrangement would include an initial investment of S$40 million by North Star. Any investment in working capital is to be assumed by the buyer in year six. The expected salvage value has already accounted for this transfer of working capital to the buyer in year six. The initial investment could be financed completely by the parent by converting $20 million at the present exchange rate of $. 50 per Singapore dollar to achieve S$40 million. North Star Company will go forward with its intentions to build the subsidiary only if it expects o achieve a return on its capital of 18 percent or more. The alternative arrangement requires the parent to provide $10 million which means that the subsidiary would need to barrow S$20 million. Under this scenario, the subsidiary would obtains a 20 year loan and pay interest S$ 1. 6 million per year. In addition, the forecasted proceeds to be received from the subsidiary (after taxes) at the end of six years would be S$ 20 million. Assume the parents required rate of return would still be 18 percent.

Edward Scissorhands is much more than just an amusing story- it is a social commentary.

Edward Scissorhands is much more than just an amusing story- it is a social commentary. Many people have enjoyed and laughed along the queer and strange tale of Edward Scissorhands. Yet, as amusing as it is, the story is just not a movie to make people laugh at the absurdities of the characters. It is more of a commentary which portrays how we isolate people just because they are different. Yes, we many deny this kind of behaviour in this world. But it is real- for example- Bullying.Picture this: A man with scissors for hands. He has scars all over his ghostly white face. His body has a skin of hard black material. His hair is wild. Is he a freak? To tell you the truth, I think he is just because of his appearance. But the movie makes the same scene. He is isolated because people only judge him of his appearance and they treat as a freak.Edward Scissorhands also exposes the fear of people to new cultures, races, social groups and the isolated people simple because they are different to 'normal' people.EDWARD ALTMAN 100B9542.JPGFor example in one scene where Edward eats with the family, the whole family is staring, or just feeling awkward. They are acting like that not just because he is a stranger who is eating with them, but he is so different to the family -especially his hands.The film also expresses the need to not just judge people by their looks, but saying that if you go further into their heart, you would find gold. So it joins the 'beauty is not on the outside, but in the outside debate'. It is basically valuing not just beauty, but the beauty of your soul.An issue brought up in the film is also segregation in the community with different groups. It is almost like the olden days in...

Renewable Energy at Point of Consumption Dissertation

Renewable Energy at Point of Consumption - Dissertation Example It is known worldwide that energy is the most used ingredient item featured almost in every area. Since the era of globalization has begun, the consumption of energy in both developed and developing countries have been on rise. Non renewable sources of energy are the main source which people are using. It is widely regarded that energy conservation will be one of the most debated issues in the coming decades. Before giving an outline of the dissertation, let’s first understand the idea of topic on which the whole theory is going to be formulated, the idea of environmental engineering. Environmental engineering broadly speaks about the application of science and engineering principles to conditions of the nature and thus improve the environment. Here the main fields which come under the flag of environment are air, water and land. Apart from the improving the conditions of these its other important function is to find solutions so as to reduce pollution from the affected site. In an informal way of explaining environmental engineering we can say that the main functionality of environmental engineering is to protect the environment from further degradation, preserve the environment and look for possible ways to enhance the environment in future.Renewable energy Alternative sources of energy have become very important and relevant to today’s world. These sources, such as the sun and wind, can never be exhausted and therefore are called renewable. Their use can, to a large extent, reduce chemical.

U.S. influence on the Iraq Oil Economy Essay Example | Topics and Well Written Essays - 2000 words

U.S. influence on the Iraq Oil Economy - Essay Example The importance of the Iraqi oil in the context of establishing American stronghold over global economy and its possible implications on the political scenario of the world has been discussed in detail.The paper focuses on the US influence in shaping the oil economy of Iraq. An attempt has been made to analyze the interest of the US in the oil resource of the country.The steps taken by the present US administration to monitor the oil industry has also been discussed in detail. How successful are they in establishing themselves as a global power; the scopes offered by the present political sensitivity in Iraq. The paper also evaluates the importance of the Iraq oil industry as a significant energy resource, benefiting industries worldwide.Oil constitutes one of the major economy sources of Iraq, the amount of oil present in the Persian Gulf region, has lured many world powers to establish their stronghold. Controlling the resources commanded a power (economical and political), which es tablished its identity has a reigning world power.After Saudi Arabia, Iraq has the largest oil reserve in the world. Researchers of the field are of the opinion that there are more potential oil reserves, estimated to be approximately 200 billion barrels of high quality crude oil. Statistics show that the production of oil in Iraq has remained consistent since 1980, with an estimated production of 2.5 million barrels per day. In comparison the consumption carve had hardly risen over the 0.5 million barrels per day estimated in the last two decades.... Experts have estimated that the oil reserves of Iraq will not dry up for at least 5 more centuries, as compared to the oil source of the US (estimated to last for no more than a decade). BACKGROUND The US monopoly on the global oil industry started with the nationalizing of the British Petroleum in 1953, after the dissolve of the Dr. Muhammad Mosaddeq lead government in Iran. Safeguarding the interest of the US multinationals and restrain any imperialism. The US continues to maintain a stronghold on the oil resources of the Gulf region ever since. Oil contributes to 95% of Iraq's economy. At a rate of 2.5 million barrels per day, experts evaluating the economic potential have estimated the figure to rise to 3.5 million barrels per day. (US to Take Bigger Bite of Iraq's Economic Pie, 2004) The Persian Gulf constitutes about 30 percent of the oil produced worldwide but nearly 70 percent of the total oil reserve of the world also constitutes that of the region. So in the event of any global oil crisis this is the only region that will meet the demands for oil. Controlling this highly profitably resource would not only prove to be beneficial for any country, which wishes to establi sh its power on the world. But it would also increase the chances of boosting the economic status of the respective nation. So the US interest in this highly profitable venture is well established (The US invasion of Iraq: Oil, the Mother of all Factors, 2005) Experts analyzing the reasons for the invasion of Iraq by the US have formulated an opinion that it is perhaps the oil resource of the country that propelled the attack from the US forces. The opinions are broadly based on the Project for the New American Century (PNAC)-"Rebuilding America's