Personal reflection - and academic literature to support that Essay - 1

Personal reflection - and academic literature to support that reflection - Essay Example As a secretary, I learnt a lot in regard to how a business is ran as will be discussed in the paper below. Personally, I believe that it is the places I have been working in that have a toll on how I make decisions. In this paper, we will be doing an academic reflection supposed to underscore the importance of available resources and disciplines. In today’s business world, being able to organize, plan, and being able to meet set goals are very important part of a job (Bryson & Alston 2011). In my case, I have worked as a secretary in an area that required such experiences. As the secretary of a robust enterprise, I was supposed to keep all leader board members and shareholders up to date with decisions and company policies. The reason is if people are not kept in the loop, they tend to waste a lot of time finding up what they are supposed to know yet the issue might be trivial. As a secretary, I was supposed to keep record of all financial transactions. In one way or another, such an attribute is fundamental in operabillity of a firm and should be bolstered (Zimmerman 2008). If a secretary is able to keep a clear record of what is happening in the firm, the manager will find it easy to follow up with progress of each department. Clearly, experience is a good teacher. I have worked in administrative roles before and that has helped me significantly in coping up with different tasks. My work as a committee secretary for 2 years has been a great part of my 15 year experience. While it may not seem as a big deal, the truth is that it is this type of experience that acts as way to learn. The experience was very important in my career as it allowed me understand what a business setup is and how it works. With the experience, I was able to understand the course a new business takes and at what timeframes this changes occur. Such a position also equipped me with other important tools in management a business. Some of the tools involve

How do news effect financial market Essay Example | Topics and Well Written Essays - 5000 words - 1

How do news effect financial market - Essay Example The main aim of this paper is to determine whether news affect the performance of financial markets whilst using data from the UK economy. Indisputably, financial markets are fundamental within specific economies as well as the global economy. Through financial markets, various economies can estimate their performances. As a result, any volatility experienced within the financial markets should be identified, tested, and controlled. One of the factors that cause volatility within financial markets is the news. News, irrespective of its nature (good or bad), affects the performance of financial markets within the global economy, which consequently affects the operation of other markets and sectors of the individual economies. Identifying the macroeconomic variables associated with financial markets is an important step in analyzing the impact of news on the performance of financial markets (Tetlock, 2007). Amongst the identified macroeconomic variables in the UK include manufacturing index, oil prices, housing index, UK inflation, unemployment, LIBOR rates, long term interest rates, industrial index, service index, and output expectation. Understanding the behavior of these macroeconomic variables within a financial market as a result of changes in news is likely to assist in the overall understanding of the overall impact of news on financial markets (Roley & Troll, 2003). The methodology used by Ewing (2002) in finding the impact of macroeconomic news on the returns of financial companies shall be broadly adopted in this paper with various changes and modifications to suit the specific research question. The reason for choosing Ewing’s (2002) paper is that it provides a clear understanding on the regression analysis between macroeconomic news and returns of financial companies. Financial companies directly deal with products of the financial markets. In addition, macroeconomic news is a form of news that this paper can

Contracting and Procurement Essay Example | Topics and Well Written Essays - 750 words

Contracting and Procurement - Essay Example The second type of contract is the cost-reimbursement contract wherein all incurred costs that lie with a pre-determined ceiling are agreed to be paid. 1. Hiring of technicians to install and configure the software for a particular environment is indeed a critical task. While hiring people for this purpose, it is very much necessary that, the individual is assessed on different parameters which would help determine if that particular person has the capability and knowledge of how to configure and install softwares. It would be an added advantage if the person has a prior experience in the particular task. The type of contract that can be pursued for such kind of purposes can be a cost reimbursement category contract. In the cost reimbursement contract type, specifically a cost type or cost-plus-incentive-fee contract can be opted for (National Oceanic and Atmospheric Administration, 2008). In these types of contracts payments of all incurred costs which range within a predetermined total estimated cost are paid to the people who are hired. 2. Whenever a training entity is hired for the purpose of teaching Project Management students about the techniques of using the newly installed software, it would definitely be for a particular duration, for instance a stipulated number of days or months. Cost sharing contract is the appropriate choice for such tasks. In a cost sharing contract, both the parties involved in the contract share or agree to split the cost of performance. In this case, it can be said that the company would agree to provide the required infrastructure and the trainer who is being hired for the purpose of training would agree to supply the course curriculum and instruction manuals etc. 3. Buying a new server and software to run the tool and house the project database involves identifying and locating both hardware and software. Identifying both hardware and software service providers involves market research. If a market research is done, then obviously various quotes would be obtained from different vendors from which the company would select the best optimum vendor depending on the quote and place the order. These kinds of contracts can be executed by cost reimbursement contracts and in this specifically, cost-plus-fixed-fee. According to the Cost-plus-fixed-fee contracts, all incurred costs are paid apart from a fixed fee which is not supposed to change all through the contract. 4. Hiring tool usage experts to transfer knowledge to the student PMs about the use of the tool on the job for the first 60 days after going "live" clearly states that it is for a stipulated period i.e. for 60 days. Here, the hiring of an individual is done for a particular time period. Hence, in this case it would be appropriate that the person is hired on the basis of an hourly rate i.e. a particular amount for the number of hours worked. The type of contract that can be pursued in this case would be cost type contract in which payments of all incurred costs which range within a predetermined total estimated cost are paid to the people who are hired. 5. Plan for the removal and disposal of the no longer to be used scheduling tool software and hardware also falls into the same category as to where a person is hired for the installation of the software. The person who

Criminal Justice Authority Evaluation Essay Example | Topics and Well Written Essays - 1000 words

Criminal Justice Authority Evaluation - Essay Example Discretionary authority refers to the power to act in accordance with one judgment or discretion. Before a judge or any other person in power in the criminal justice, he or she ought to apply values and principles to facts. Exercise of discretion occurs in different ways, depending on each criminal justice system. Discretionary authority is practiced and exercised in various fields of criminal justice. For instance, discretion occurs when reporting crimes. Some criminal justice systems do not respond to little crimes, like the theft of an item that is of little or no value. The victim of such a minor crime has the discretion to report or not report such a crime to the authority. If there was no witness, when such a crime was committed, then, it would be futile reporting such a crime; hence, most of such crimes go unreported. Police use discretion, in response to reported crimes or cases. Police officers have some discretion, even though they are required to act according to the law a nd professional ethics. For instance, in youth justice such police officers have the authority to hold a youth justice conference, proceed by administering a caution, or proceed by charge in the Children’s Court. Discretion is again practiced in investigation, arrest and charge; police officers may either investigate or fail to investigate an officially reported crime. For example, some criminal justice systems do not require investigation of fraud allegations, unless such frauds are immensely high.... Police officers have some discretion, even though they are required to act according to the law and professional ethics. For instance, in youth justice such police officers have the authority to hold a youth justice conference, proceed by administering a caution, or proceed by charge in the Children’s Court. Discretion is again practiced in investigation, arrest and charge; police officers may either investigate or fail to investigate an officially reported crime. For example, some criminal justice systems do not require investigation of fraud (below $10, 000) allegations, unless such frauds are immensely high (Raines, 2011). However, not all people, in such criminal justice systems, agree to the lack of investigation of such fraud, even though police officers have the discretion to act in such a manner. This is a clear indication of controversial exercise of discretion by some criminal justice systems. When an investigation is carried out, police officers have the power to de cide where such an investigation should be carried out, and the people to be contacted. Police officers have the obligation to make the right decision in approaching a suspect. They may decide to arrest or issue a Court Attendance Notice to such a suspect. Such decision affects both the offender and the community at large; the community may be exposed to further offending, and the offender’s liberty may be put at a risk. Discretionary considerations are exercised when police officers seek advice from prosecutor to establish criminal charges. The community exercise its discretion since some people, in the community, act as witness during a court proceeding. The offender exercise judgment at some stages, during the case proceeding; for instance, he or she may apply for bail.

Presidential Power and Domestic Intelligence Essay

Presidential Power and Domestic Intelligence - Essay Example of 1978 was implemented to guide the people on how to request for a judicial authorization before an electronic surveillance or physical search on a person can be done (FAS, 2012). Based on the original F.I.S.A. guidelines, the local government should first request for a judicial authorization before conducting an electronic surveillance or a physical search on a suspected person. During the Bush administration, there was a conflicting legal issue with regards to the latest intelligence collection practices and the F.I.S.A. guidelines. To correct the gap between the legal issue on electronic surveillance and the actual practice of warrantless domestic wiretapping of phones, tracking of messages from the Internet, the president went out of his way to persuade the Congress to support the need to amend the origninal guidelnes on F.I.S.A. (PBS, 2007). Based on the conversation between Bill Moyers with Fritz Schwarz and Charles Fried, it is clear that Bush was actually manipulating the Congress so that the president can do whatever he decided to do. Even though something is not legal, Bush was using his authoritative power to control the people around the Congress without the knowledge of the local citizens. Regardless of whether or not Bush’s strategy to control terrorism has been effective in serving its purpose, I think that the Bush administration went too far in reforming the domestic intelligence

Sandwich Blitz Unit 6 Essay Example for Free

Sandwich Blitz Unit 6 Essay According to the four step control process, the first step would be to set performance standards. In this scenario Lei would first need to update the employee handbook. Updating the handbook would clearly set new employee standards. Lei would also need to make it mandated that every manager review the new updated version with their staff. Measuring performance is the next step. With this process Lei would need to sit down with the management team and conduct an evaluation on the employees. This would allow them to see who was upholding the rules and regulations in the handbook. This will lead to areas of opportunity and also areas of correction. Buy measuring the performance level this would give the team the ability to give recognition to those that deserve it. Step three is comparing the performance, this step will be challenging for the team. The team will need to evaluate the performance of the employees before the updated handbook. This will give the management team the ability to discuss what further changes need to be made. Also in the evaluation they will be able to evaluate the employees that did not need to make an adjustment with-in the new handbook. Step four is to take action to correct problems and reinforce successes. In my opinion this is the last and most critical step. The individual incorrectly imputed wrong working time, or time that they did not work. This can be handled in a number of ways. They can have the employee make up the hours, and not get paid for them. Another option is that they can deduct the time paid out of their paycheck. This will allow the other employees to be aware that this type of action will not be overlooked. The manager should also be held accountable for his or her action. A manager should not authorize any action that is not cleared or allowed in the handbook. The only way to be fair on both sides is to write the manager up.

Intention to Leave Among Private Sectors Workers in Malaysia Essay Example for Free

Intention to Leave Among Private Sectors Workers in Malaysia Essay Although, there is no standard framework for understanding the employees turnover process as whole, a wide range of factors have been found to be useful in interpreting employee turnover (Kevin MM, 2004). High turnover rate at any organizations levels constitutes a waste of human resources (Newstorm, 1994). Manager of Human Resource Department need to pay more attention regarding this issues. They need to identify the main sources of employee turnover; is it because of the company’s management or the workers itself. Private sector workers change their job more frequent as compared to government servants. Job nature and working environment plays an important role in influencing employee’s intention to leave. Currently there are numbers of studies looking at the relationship between turnover intention and job satisfaction. However the findings are different between each other’s. So we tend to investigate what actually influence people intention to leave the organization. Instead to identify the relationship between job satisfaction with intention to leave we also investigate is there any relationships between demographic factors (age, year of service and education level) towards intention to leave. The main objective of this study is to examine the factors associated with intention to leave among private sector workers. The primary focus of this study is to identify the major factors related with the intention to leave. The factors may help the Human Resource Department to solve this employer issues by making some changes or improvement in the organization. In other point, this research can be used by others researcher in order to investigate this problem. Human Resource Department also can have the information regarding on what workers want totally. So, HR Department may choose the best strategies or solutions in order to reduce workers turnover rate. 1. 2 Problem Statement In the era of globalization, turnover is a persistent problem in organizations and it is common in every type and size of organization and at every organizational level. Staff turnover is a serious issue especially in the field of human resources management. It is very costly for an organizational and the cost is due to termination, advertising, recruitment, selection, and hiring (Abbasi, Hollman, K. W. , amp; Hayes, R. D. , 2008). It is simply said that the level of job satisfaction of an employee could decline when his or her colleague left the company. This is true because the remaining employees may have to take over the job responsibilities of the previous worker in the case that the management has not find any replacement yet. The workload could be doubled; the stress level might increase thus affecting health conditions and also job performance. It is widely believe that in today’s working environment, job satisfaction has been the main factor to retain employees from leaving an organization. Many research also found that when job satisfaction is achieved by each employees, it could increase the level of job commitment towards task given or in other words; reduce the number of intention to leave among workers. To find out whether it is true that job satisfaction has significant effect on intention to leave among private sector workers, questionnaires has been distributed to ask the respondents how they feel working with the current organization. The elements that we tried to focus on are towards job challenge, supervision, income, and promotion. Besides that we would like to see how demographic factors such as age, year of services and educational level could influence one’s decision to quit a job. 1. 3 Research Questions There are many studies on the relationship between turnover intention and job satisfaction but the results are difference between each other’s. So we tend to investigate what actually influence people intention to leave the organization frequently. The research question for this study has been identified as follows: 1. Do job satisfaction factors have relationship with intention to leave? 2. Do demographic factors (age, year of service and education level) have relationship with intention to leave? 3. Which variables (Job Challenge, Supervision, Income or Promotion) are the strongest factors that might influence intentions to leave? 1. 4 Research Objectives The main objective of this study is to examine the factors associated with intention to leave among private sector workers. Generally this study is intended to measure whether job satisfaction is related to intention to leave. Therefore in order to answer the research question above, the following research objectives were formulated. 1. To identify the relationship between job satisfaction and intention to leave among private sector workers. 2. Do demographic factors (age, years of service and education level have relationships with intention to leave. 3. Which variables strongly related with intention to leave? 1. 5 Significance of Study The primary focus of this study is to identify the major factors related with the intention to leave. The factors may help the Human Resource Department to solve this employer issues by making some changes or improvement of the organization. In other point, this research can be used by others researcher in order to investigate this problem. Human Resource Department also can have the information regarding on what workers want totally. So, HR Department may choose the best strategies or solutions in order to reduce workers turnover rate. 1. 6 Definition of Terms 1. 6. 1 Job Satisfaction According to (Graham, 1982) job satisfaction is a measurement of one’s total feelings and attitudes towards one’s job. Job satisfaction is the main predictor of turnover intention (Milkovich amp; Boudreau, 1997). While (Hoppock, 1935) defined job satisfactions as a combination of psychological, physiological and environmental circumstances. Job satisfaction is attributed not only to one but many factors and varies in its impact on individuals’ satisfaction with life because work varies in importance from individual to individual (Nash, 1985). (Wong, 1989) Who did a research on impact of job satisfaction on intention to change jobs among secondary school teachers in Hong Kong. (Wong, 1989) Find that when the teachers’ have low job satisfaction then they will have low commitment and productivity. So, before the things become worse, Human Resource Manager needs to overcome this situation to prevent company loss. They should alert as one of the major company’s success come from employees. 1. 6. 2 Intention to Leave According to (Noor amp; Maad, 2008) intentions to leave are positively related with actual leaving. Intention can be defines as the most immediate determinants of actual behavior and practical value as one people have actually implemented the behavior to quit (Ajzen amp; Fishbein, 1980). Intention to leave the organization has been studied over several decades which in turn contributed to the findings of the positive and negative aspects of turnover (Mossholder, Bedeian, Norris, Giles, amp; Feild, 1988). Managers and researchers consider turnover as a problem because of costs associated with it (Noor amp; Maad, 2008) and difficulties that organizations face in the recruitment and retention of proficient employees (Villanueva amp; Djurkovic, 2009) and (Igbaria amp; Greenhaus, 1992). CHAPTER 2 LITERATURE REVIEW 2. 0 Introduction Recent research identifies a number of factors that increase the vulnerability of the young, adolescent girls in particular, including orphan hood, migration, forced sexual initiation, and the effects of residence. . 1 Turnover Intention A turnover intention is defined as employees to leave the organization voluntarily without being force by the management. According to (Liu, Liu, J. X. , amp; Hu, J. , 2010), reputation on organization might reduce and damage when their turnover rate is shown upward rate beside that the cost for recruiting a new employee will involve cost to the organization and company expenses also increase. Besides that, cost of employees tu rnover are hard to measure but can be control by organization. In addition, higher rate of turnover will cause the organization lose the high degree of knowledge, skill and abilities. In addition, turnover intention is a problem that needs to be solved by human resources and organization management. The organization need to solve the problem of turnover as soon as possible because it may diminishes the organization knowledge capital and weakens its reputation. The better the person fit the organization will lead to higher satisfaction, the organizational commitment and rate of turnover intention will be lower. 2. 1. 1 Relationship between job satisfaction with intention to leave Different individual will have different job satisfaction of needs in their life. Job satisfaction can be described as to what extent to which people or individuals satisfaction or dissatisfaction in their job. Job satisfaction is a general or global affective reaction that individual hold about their jobs. Job satisfaction among workers can be increase and creates by the organization. Job satisfaction facets may be including co-workers, salary, job condition, supervision, nature of the work and can be benefit that the employee received during their operation. According to research done by (Saari amp; Judge, 2004) shown that dissatisfied employees are more likely to quit their job or be absent compare than satisfaction employees. Job satisfaction will influence the performance of the employees in the organization. Most of the dissatisfaction employees tend to shown withdrawal behavior such as lateness, absenteeism, moving to other department and worst they will turnover or make a decision to retire. In addition, the research suggests that job satisfaction does effect life satisfaction but life satisfaction also effects job satisfaction (Judge amp; Watanabe, 1994). Consistent relationship between job satisfactions with depression and influence the employees to let go the job. This research also concludes that organization had so much control on creating and increasing the job satisfaction among their employees. This is because job satisfaction is only a result of spillover of their life satisfaction but if the company less pay attention on low job satisfaction, the organization can see the effectiveness of job performance of the employees reduce and the lead to absent and quitting the job. Intention to leaving the organization is an emotional state and designated as the degree of likelihood an employee will remain employed with an organization (Currivan, 1999). The research is on intention to leave by employees analyzed that there is a causal relationship between job satisfaction and employee turnover and found an inverse relationship. In addition, a studies by (Joel, 2004) found that they is a relationship between job satisfactions with intention to leave but this is not a strong affect as economic condition reasons. Besides that, job satisfaction is a positive or negative attitude the employee has toward his or job or some specific aspect of the job. It is can be consider as internal state of mind of an individual. If the feeling of job satisfaction is positive or the respond is active, then the member is satisfied and vice versa ( Ying, Ching amp; Rong, 2009). Other research from (Pascal, 2011), shown that Job satisfaction fully mediated the relationship between perceived stressful work and intention to leave the employer. The results highlight the importance of employee job satisfaction in stressful environments. . 1. 2 Relationship between demographic factor with intention to leave In this study, we would like to determine relationship between demographic factors such as year of service, education level, age, and years of services and so on toward intention to leave the job. A research done by (Samad, 2006) founded that age, income and tenure of services by employees had a negative effect on turnover intention by employees. Empirical studies indicate that demographic variables are relevant with turnover intentions (William amp; Hazer, 1986). Age, income and tenure are identified as negatively related to turnover intentions although the effects of employee demographic variables on turnover intentions may differ in different international environment, empirical research in international context including in Malaysia is scanty. Some studies have found no significant relationship between gender and correctional turnover for example (Byrd, 2000). However, (Camp, 1994) found that female federal correctional employees were more likely to quit than were male staffs. This research was done for US employees. Furthermore, research done by (Eric, 2006) found that female employees had higher rate of intention to leave the organization compare than male employees. In contrast, research done by Aaron (1999) found that there is a weak relationship between tenure of service with intention to leave the organization. He found that, longer tenure of services of employees will get respect by others employees and normally known is senior but due to age and condition their intention to leave is low. CHAPTER 3 RESEARCH DESIGN AND METHOD 3. 0 Introduction The purpose of this chapter is to describe the research design and methodology used in this research. We will outline the research framework to provide a better understanding towards how the research is done and how the data is being analyzed. 4. 1 Research Framework and Hypotheses This research looks at the cause and effect of job satisfaction on intention to leave between employees in private organizations. Basically four criteria has been define to be the independent variables in this study; Job Challenge, Supervision, Income and Promotion. The second independent variable that has been concerned is the demographic characteristics which include age, year of services and education level of selected respondents. The dependent variables in this study would be employees’ intention to leave. This can be drawn as per Figure 1 below: INDEPENDENT VARIABLES Job Satisfaction * Job Challenge * Supervision * Income * Promotion * DEPENDENT VARIABLES Intention to Leave Demographic Characteristics * Age * Year of Services * Education Level Figure 1: Research Framework 3. 2 Hypothesis Statement Based on previous study, in order to explain the concept of these research three hypotheses has been outlined to be the antecedent of the statement: H1: There is significant relationship between job satisfaction and intention to leave H2: There is significant relationship between demographic factors and intention to leave H3: There is significant influence of job satisfaction factors to intention to leave H4: There is significant influence of demographic factors to intention to leave 3. 3 Research Design This research is intended to lo look at the relationship between Job Satisfaction and the Intention to leave by private sector workers.