Concept of Organisational Citizenship Behaviour

Question: Undertake a Literature Review on the dimensions and antecedents of organisational citizenship behaviour (OCB). The review is to focus solely on refereed academic publications? Answer: Introduction This literature review is aimed at analysing the dimensions and antecedents of organisational citizenship behaviour. However, in analysing such dimensions and antecedents, it is essential that a thorough understanding of the concept of organisational citizenship behaviour is achieved which should be followed by the analysis of these dimensions and antecedents. As a result, the structural analysis including the introduction of such concept of organisational citizenship behaviour and followed by its analysis of antecedents and dimensions is performed as follows: Concept of Organisational Citizenship Behaviour An analysis of the concept of organisational citizenship behaviour in the existing literature suggests that it is mainly known as the discretionary workplace behaviour that exceeds ones basic job requirements. As indicated by Bonaparte (2008), organisational citizenship behaviour (OCB) is an old concept that is being studied since 1970s and it is defined as the voluntary contribution as made by individuals within organisations aimed at leading the organisation to higher success levels. It is a kind of behaviour on the part of employees of the organisation that goes behind what has been indicated in their job requirements. It is therefore largely discretionary and the focus is towards benefitting the organisation in attaining higher success levels. The employee contribution aimed at facilitating the efficient functioning of the organisations is defined as OCB according to Gemmiti (2008). As indicated by Hinrichs, Prieto and Howell (2010), there can be positive level of performance bei ng possible within organisation from applying OCB and these include organisational success in the form of enhancement in the productivity levels, group activity coordination, efficient resource utilisation, and also the benefits in terms of achieving employee adaptability to environmental changes. Overall, it can be defined as the contribution by the employees of the organisation on their own willingness and abilities aimed at enhancing organisations performance. Dimensions of Organisational Citizenship Behaviour An analysis of the existing literature indicates about various major dimensions of the concept of organisational citizenship behaviour. A study by Hinrichs, Prieto and Howell (2010) has identified that there are five important dimensions of organisational citizenship behaviour and these can be best defined as conscientiousness, civic virtue, sportsmanship, courtesy and altruism. These are the important five dimensions of OCB and they are crucial in helping co-workers in following their company rules without involving into any kinds of complaint processes and it involves their active participation in the organisational activities. Although these five dimensions of OCB have been identified, yet an analysis indicates that they have different level of meanings and understanding. An analysis of each such dimension is performed as follows: Altruism: This has been an important dimension that is concerned with the discretionary behaviour and the main purpose has been to help other people in respect to their specific tasks or problems within organisation. This could be in the form of working for other employees or performing his/her task in case of his absence within organisation on a particular day (Solan, 2008). Conscientiousness: This dimension is focused towards going beyond the minimum role requirements from employees within organisation and this could be in the form of not taking any extra breaks or complying with the rules and policies of the company all the time (Organ, Podsakoff and MacKenzie, 2005). Sportsmanship: This particular dimension of OCB indicates that it is concerned with measuring discretionary behaviour that involves the employee willingness in tolerating an ideal situation without performing excessive levels of complaints (Organ, Podsakoff and MacKenzie, 2005). Courtesy: This is another important dimension of OCB and it requires discretionary behaviour on the part of employees with a view to preventing any kinds of occurrences of work related problems. This could be in the form of adverse effect of a situation on other employees of the organisation (Solan, 2008). Civic Virtue: This particular dimension of OCB indicates that the employees of the organisation are highly responsible and they participates in a responsible manner in the activities undertaken within organisation, and their main focus area is towards the political life of the organisation which could be in the form of keeping up with the developments of the company (Organ, Podsakoff and MacKenzie, 2005). These are the important dimensions of the concept of OCB and they are aimed at achieving voluntary contribution on the part of employees of the organisation with a view to ensure enhanced overall organisations performance. Antecedents of Organisational Citizenship Behaviour Having understood the important dimensions of OCB, this section of literature analysis is now aimed at analysing the antecedents of this concept. There are different studies in the past that have examined various important antecedents of OCB. According to a study as conducted by Suresh and Venkatammal (2010), there are different important antecedents of this concept of OCB. An analysis of the study findings suggests that job satisfaction is the most significant antecedent of this concept of OCB and this has been revealed in a study conducted by Organ and Ryan (1995) which suggested findings that there has been the existence of modest relationship between job satisfaction and OCB. However, it is not only the job satisfaction, but there are other important antecedents that have been noted apart from job satisfaction and these attitudinal measures include organisational commitment, task characteristics, organisational justice and leadership behaviour. Apart from this, a study by Podsakoff, MacKenzie, Paine and Bachrach (2000) indicated about a large range of personality characteristics that have direct level of support as the antecedents of OCB. These are mainly identified as agreeableness, conscientiousness, and positive and negative affectivity. These important personality characteristics are aimed at supporting the practising of OCB within organisation. In addition to the personality characteristics, a study by Todd and Kent (2006) has indicated about a large range of task characteristics and these are identified as routinisation, feedback, and intrinsic satisfaction. There has been a positive level of correlation being identified in respect to these important task characteristics and the dimensions of OCB including altruism, courtesy, civic virtue, conscientiousness, and sportsmanship. Overall, the analysis suggests about the existence of large number of antecedents of the concept of OCB and they are crucial to achieving OCB w ithin organisation in a positive manner, and thereby in leading it to higher success levels. Conclusion This literature analysis was aimed at analysing the concept of OCB and the important dimensions and antecedents of the same. The performance of analysis revealed significant findings which suggest that OCB is voluntary contribution as made by individuals within organisations aimed at leading the organisation to higher success levels. There are important dimensions of this concept being noted and these are identified as conscientiousness, civic virtue, sportsmanship, courtesy and altruism. Apart from this, the analysis of the literature has also resulted into the identification of important antecedents of OCB and these include job satisfaction, organisational commitment, task characteristics, organisational justice and leadership behaviour. These important antecedents are the crucial determining factors of practising OCB in a highly efficient manner across the organisation. There are specific task characteristics as well as personal characteristics that have been identified and it was found that there has been positive level of correlation and support of these characteristics over OCB. References Bonaparte, W. (2008), The Impact of Organizational Citizenship Behavior and Organizational Commitment on Organizational Performance, ProQuest. Gemmiti, M. (2008), The Relationship Between Organizational Commitment, Organizational Identification and Organizational Citizenship Behavior, BoD Books on Demand. Organ, D.W., Podsakoff, P.M. and MacKenzie, S.B. (2005), Organizational Citizenship Behavior: Its Nature, Antecedents, and Consequences, SAGE Publications. Organ, D. W., and Ryan, K. (1995), A meta-analytic review of attitudinal and dispositional predictors of organizational citizenship behaviour, Personnel Psychology, Vol. 48 (4), 775-802. Podsakoff, P. M., MacKenzie, S. B., Paine, J. B., and Bachrach, D. G. (2000), Organizational citizenship behaviours: A critical review of the theoretical and empirical literature and suggestions for future research. Journal of Management, Vol. 26 (3), 513-563. Solan, A.M. (2008), The Relationships Between Emotional Intelligence, Visionary Leadership, and Organizational Citizenship Behavior in Continuing Higher Education, ProQuest. Suresh, S. and Venkatammal, P. (2010), Antecedents of Organisational Citizenship Behavior, Journal of Indian Academy of Applied Psychology, Vol. 36 (2), pp. 276-286. Todd, S. Y., and Kent, A. (2006), Direct and indirect effects of task characteristics on organizational citizenship behaviour, North American Journal of Psychology, Vol. 8 (2), 253-268. Wang, L., Hinrichs, K.T., Prieto, L. and Howell, J.P. (2010), Five dimensions of organisational citizenship behaviour: Comparing antecedents and level of engagement in China and the US, Asia Pacific Journal of Management, Vol. 1, pp. 1-20.

The Re-Emergence of Black Lung Disease-Free-Samples for Students

Question: Discuss about the Causes for the Reemergence of Black lung Disease among Coal Mining Workers. Answer: Introduction This essay discusses the possible causes for the reemergence of black lung disease among coal mining workers. It draws theory from different authors such as Quinlan and Hopkins to grasp a better understanding of the subject. Recent studies have shown that the rate of black lung disease after a long period of decline has started to resurface among coal mining workers. Black lung disease also referred to as chronic lung disease is a form of pneumoconiosis caused by coal dust or inhaling components of carbon like Graphite for an extended period (McIvor and Johnston 2016). Although there are different possible causes for the reemergence of black lung disease, safety measures when compiled together can prevent the disease from reoccurring. Causes for the Re-Emergence of Black Lung Disease According to Quinlan (2014), data from the Health Resources and Service Administration has shown that the overall rate of black lung disease is much higher in places near coal mining areas. The numbers are high for the disease severity stages and attain statistical significance for the cases at the first stage and black lung disease combined in the stages. Finding also shows that black lung clinics are situated in regions of high recognized need, where mining is prevalent and risks of the disease are high (Laney et al., 2010). Although researchers have not yet explained causes for the resurgence of black lung, National Institute of Occupational Safety and Health (NIOSH) had listed some of the possible factors for the re- emergence of the same (CDC, 2012). For example, longer working shifts. As per the centre for public integrity, miners are now working more than ten hours a week hence putting their life at risk. This implies that the more you work, the higher chances you expose yourself to the dust and the fewer chances of recovery when contracts the disease. Finkelman et al., (2002) holds that coal workers are taking advantage of working overtime hours to earn more compared to the regular pay, yet they do not understand that they expose themselves to a chronic respiratory disease that is difficult to treat. Prolonged exposure to tiny dust particulates and silica is another possible factor that could have led to the re-emergence of black lung diseases (Hendryx and Ahern, 2008). Due to thirst for new coal sources, a vast number of mining companies are mining shallow as well as thinner coal seams which are covered by much rock. Unfortunately, dust from these rocks penetrates into the worker's lungs. Moreover, powerful and modern mining equipment creates finer particulates which are very dangerous when inhaled as Petsonk et al., (2013) holds. Outright cheating is another factor where a vast number of mining companies have falsified their air quality test results. Failing a test means a down time for the company until a point when the level of coal dust reaches much safer levels. The downtime implies a massive loss for the company which is the same as falsifying medical records plus time sheets (Rason, 2000). Missed opportunities by the mining workers to go for screening can be another contributing factor to the prevalence of black lungs among coal workers. According to Suatharna et al., (2007) this happens when an operator fails to allocate time to go for early treatment hence living with the condition. Ideally, mining workers should take action to reduce dust exposure and prevent the number of deaths as a result of black lung diseases. Poor disease prevention strategies to allow shifts in the mining sector brought by the scarcity of richer coal reserves is another possible factor that could have led to the prevalence of coal disease among the mining workers. An example of these shifts includes thin-seam mining by cutting the adjacent silica containing rock (Quinlan et al., 2010). Also, there has not been a clear solution on how black lung can be prevented. Majority of the victims of black lung are trying to bind the issue as well as understand how critical the disease is. However, working to solve some of the mysteries behind the disease can be the starting point to coming up with the solutions to black lung disease. Quinlan Approach to Explaining Death and Disasters As Quinlan (2014) postulates, creating productive bonuses in higher risk activities does not correlate to the maintenance of safety of the highest level. However, the mining sector is strongly embedded to such schemes. Quinlan further argues that sticking to unsafe practices detracts from some of the significant safety deficiencies at the mining areas such as the type of ventilation, the mining techniques employed as well as the failure to provide second egress from the mines. As noted in his book Ten pathways to death and disaster Quinlan holds that there are pattern causes that reoccur in mining disasters due to failures and flaws in the work stations. Although black lung is a prevalent disaster experienced by coal workers in the coal mining sector, we can use Quinlan theory to explain the reoccurrence of death and disasters in the mining work places. In his book, Quinlan asks critical questions about death and mining. Some of the questions include; what lessons can be learnt from mining deaths and disasters and what conclusion do the mine workers draw from these events? And are the key causes of disasters in the mining areas much different from those caused by two or more fatalities? To answer these questions Quinlan analyses fatal incidents as well as mine disasters in five different developed nations since 1992. The analysis finds that there is a leading pattern that causes recur in the events. Some of the possible causes identified are explained below. Failure to observe warning signs; Quinlan holds that the point of concern for those who design and implement the OHS management is the inability to learn from previous mistakes where poor auditing systems, routine risks as well as the preoccupation with personal safety have led to the failure of the OHS management systems. Poor risk assessment; ability of workers to risk access the next work environment is vital but not a replacement for the safer system of the work or comprehensive evaluation at the organization levels. Failure in regulatory oversight is another flaw addressed by Quinlan. The regulatory failures in the work place may include inadequacies or omissions in the safety legislation, complex work arrangements and logistic constraints. In chapter four of the book, Quinlan investigates whether the patterns discussed in the previous section apply to fatal accident in other different workplaces. He extends his analysis to find whether similar patterns could be sought in other industries other than mining and then concludes that enough proof exists suggesting a call for recognition. The pattern deficiencies are not only found in the mining sector, but can also be sought in different workplace disaster areas such as oil rig explosions, shipping disasters, and aircraft crashes among others (Quinlan et al., 2010). Still, the examination gives no proof for other explanations of mine safety especially that focus on complex technology, behavior and culture. It is also explained in the write up why repeating causes are resistant to intervention by the government and also gives the cases where lessons have been drawn. At the conclusion of his book, Quinlan (2014) postulates that safety practices in the work places and mine areas are not as a result of culture within that work area as much as the result of risk taking and poor supervision that was allowed by the management and others affects the production pressure as well as incentives. Hopkins Approach to Explaining the Organizational Causes of Disasters In another book, The organizational causes of disasters, the author Hopkins (2007) argues that safety in the work area is an element of great significance to the business managers and the OHS in a work place. Although the matters of culture, safety and risk are of great importance, they are not adequately understood. The author focuses on the issues mentioned above in an informative manner that will inform organizations and companies as well as help them create a better environment for the clients and employers as well as to prevent risk. The first three sections of the book call for development of risk awareness where one part entails a discussion of the organizational culture, the second part analysis of how organization culture impacts safety and part three a case study of how safety and organizational culture played each other. The Best Approach to Explaining Death and Disaster Quinlan theory is the best suited approach in explaining death and disaster in this write-up. The author identifies the possible causes he sees as recurring in the mining as well as other workplace disaster areas across five most developed nations. Most interestingly, the author hardly finds any proof to support miners behavior as a leading cause of such disasters. Quinlan is much well put to respond on these matters. He was engaged in labor department in New Zealand to prepare reports on mine safety among miners in the event of pike river coal mine explosion that killed over 20 miners in New Zealand. Moreover, he was appointed to investigate the fatal rock fall as well as entrapment of the coal miners in Tasmania. Most interestingly, he featured in 2010 by work standards Tasmania to audit the Tasmania miners inspectorate. Therefore, Quinlan theory is the best-suited approach that can be used in this essay to explain death and disasters in the workplace places like mining areas. Conclusion As witnessed in the excerpt above, coal workers pneumoconiosis or black lung is a chronic disease caused by long exposure to coal dust. Although the disease had vanished many years ago, it has recently resurfaced in most parts of the world among coal mining workers. No actual research has yet been done to examine the possible causes for the resurgence, but it is evident that prolonged exposure to coal dust is one of the contributing factors to the diseases. Following the resurgence of the disease in the recent past, those working in the coal mining industries should be screened first to determine whether they have contracted the disease and those already victims seek treatment. References Centers for Disease Control and Prevention (CDC, 2012. Pneumoconiosis and advanced occupational lung disease among surface coal miners--16 states, 2010-2011. MMWR. Morbidity and mortality weekly report, 61(23), p.431. Finkelman, R.B., Orem, W., Castranova, V., Tatu, C.A., Belkin, H.E., Zheng, B., Lerch, H.E., Maharaj, S.V. and Bates, A.L., 2002. Health impacts of coal and coal use: possible solutions. International Journal of Coal Geology, 50(1), pp.425-443. Hendryx, M. and Ahern, M.M., 2008. Relations between health indicators and residential proximity to coal mining in West Virginia. American journal of public health, 98(4), pp.669-671. Hopkins, B., 2007. Safety, Culture and Risk. The Organisational Causes of Disasters. Health Sociology Review, 16(3-4), pp.344-346 Laney, A.S., Petsonk, E.L. and Attfield, M.D., 2010. Pneumoconiosis among underground bituminous coal miners in the United States: is silicosis becoming more frequent?. Occupational and environmental medicine, 67(10), pp.652-656. McIvor, A. and Johnston, R., 2016. Miners' lung: a history of dust disease in British coal mining. Routledge. Petsonk, E.L., Rose, C. and Cohen, R., 2013. Coal mine dust lung disease. New lessons from an old exposure. American journal of respiratory and critical care medicine, 187(11), pp.1178-1185. Quinlan, M., 2014. Ten pathways to death and disaster: learning from fatal incidents in mines and other high hazard workplaces. Sydney: Federation Press. Quinlan, M., Bohle, P. and Lamm, F., 2010. Managing occupational health and safety. Palgrave Macmillan. Reason, J., 2000. Human error: models and management. BMJ: British Medical Journal, 320(7237), p.768. Robson, L.S., Clarke, J.A., Cullen, K., Bielecky, A., Severin, C., Bigelow, P.L., Irvin, E., Culyer, A. and Mahood, Q., 2007. The effectiveness of occupational health and safety management system interventions: a systematic review. Safety Science, 45(3), pp.329-353. Suarthana, E., Laney, A.S., Storey, E., Hale, J.M. and Attfield, M.D., 2011. Coal workers' pneumoconiosis in the United States: regional differences 40 years after implementation of the 1969 Federal Coal Mine Health and Safety Act. Occupational and environmental medicine, pp.oem-2010.

Essay Topics For the Tell Tale Heart - Which One Should You Use?

Essay Topics For the Tell Tale Heart - Which One Should You Use?If you're writing a true story or you're involved in a play, essay topics for the tell tale heart are something you have to do. While writing a few paragraphs to get the ball rolling is just as important as writing your main theme, you have to remember that each topic is different and you'll need to start at an appropriate place. Some points you'll want to keep in mind:Your topics for the tell tale heart will be different than those used for the high school years. When you're making use of a pen name, you're becoming anonymous. Therefore, you'll have to decide what you really want people to know about you, your family, and your past experiences. It's important that you find a way to stick to the topics that were there before your pen name.Point number one is that when you first get started, you can't make any promises. You'll get opinions from others, which you will get no arguments from. So, you have to be willing to ta ke criticism, if any. Most people who write a tell tale heart tend to be happy with their piece until someone tells them they're not. This is why it's so important to get feedback.Point number two is that you shouldn't assume that your writing will be perfect. If someone isn't pleased with your writing, they'll tell you about it. Therefore, it's important that you proofread before posting it.Point number three is that you shouldn't be afraid to ask questions. People aren't going to give you comments, but you have to realize that you're not going to be able to write a 'perfect' article for the tell tale heart. It's going to take some practice, but you'll eventually get to a point where you'll understand what works for you and what doesn't.You also have to realize that you should work on each essay topics for the tell tale heart at a different pace. For example, if you had a very short chapter for the essay on your life with a love interest, you might feel pressured to add more inform ation right away. By doing this, you're ignoring a part of the information you've already given in the first paragraph.The good thing about essay topics for the tell tale heart is that it isn't a pressure technique, and that you don't have to rush to get the points you want out of it. By understanding that it's a technique, you can start out slow and build up from there. In the end, you're going to get what you need.

The Great I Am Sayings of Jesus free essay sample

In John’s gospel he records the seven great â€Å"I AM† statements of Jesus, each one used to give insight into His person, His deity, and how He relates to God in the OT. â€Å"Seven times John records Jesus saying, ‘I am†¦,’ attaching it to a metaphor. These seven statements give special insight into who Christ claimed to be†¦He was identifying Himself with Jehovah of the Old Testament†. The â€Å"I AM† statement that I will be focusing on is â€Å"I AM the true vine†. Jesus says this in John 15:1 â€Å"I AM the true vine, and My Father is the vinedresser† (NASB). It is interesting to see the context and time when Jesus says this, and to see the relationship between him and his Father. I have always had a found liking to this particular passage as I grew up on an apple orchard, and was very acutely aware of the process of pruning branches at a young age. We will write a custom essay sample on The Great I Am Sayings of Jesus or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page The concept of pruning away or cleaning the branches in order to bear much fruit is something that I related to very easily throughout my life. Reading the surrounding verses, Jesus is talking and walking with his disciples when he spoke this statement. Many theologians agree that this discourse took place right after the Passover meal: â€Å"The fruit of which he had been just speaking of at supper with his disciples; and then informs them, that he himself is the vine from whence that fruit must be expected, which should be partook of by them in his Fathers kingdom†¦Ã¢â‚¬  There are many different reasons given as to why Jesus uses this analogy at this particular time but is simply most likely because vines were something very common in the city. â€Å"The grapevine was a common sight in Israel. In fact, vineyards were so plenteous that the vine became the national symbol of Israel†. This statement by Jesus is also coming at a time when His arrest and death are nearing. This statement is sandwiched right in between Jesus’ promise of the Holy Spirit to his disciples, and His discourse on how and why the world will hate them. As Jesus is telling them these things, he is also comforting them with the fact that they can find rest and security within the true fine. I believe it was very important to Jesus that He portrayed security to the disciples because of the tumultuous times that were to come. That believers are branches of this vine, which supposes that Christ is the root of the vine. The root is unseen, and our life is hid in Christ; the root bears the tree, diffuses sap to it, and is all in all to its flourishing and fruitfulness; and in Christ are all supports and supplies†. As I mentioned earlier, these various â€Å"I AM† statements from Jesus relate back to the OT, and specifically to God in the OT. In regards to Jesus’ statement â€Å"I AM the true vine†, we can see a very sharp connection with God in the OT. We should bear in mind that there are passages in the Old Testament that speak of Israel using vine imagery†¦Each time, however, it seems that God is pointing out Israel’s sin†¦In the Old Testament the vine is often a symbol of Israel, sometimes of degenerate Israel†. Going back to our passage in John 15, Jesus also makes it clear that God is the â€Å"vinedresser†, and that as we are the branches in the vine, he cuts away or cleans the branches to bear much fruit. â€Å"But where Israel failed and had become a false vine, we now see the true vine, the vine in which the purpose of God would be worked out. As Israel was thought of as the â€Å"false vine† in the OT, we now have Jesus, the one true vine, the glory of God. I also believe that Jesus’ statement of being the true vine is a direct correlation to His deity. â€Å"Jesus was also identifying Himself with Jehovah of the Old Testament. The emphatic expression ‘I am’ had a particular connotation for the Jews. In the Old Testament the term Lord is a derivative of the verb to be. When Jehovah revealed His name to Moses as ‘I AM’†¦He was stating, ‘I AM WHO I AM’†¦The Jews of Christ’s time knew that when He said, ‘I am,’ He was claiming, ‘I am Jehovah of the Old Testament’. Just as Jesus was pronouncing His deity when he said â€Å"I am the way, the truth, and the life. No one comes to the Father except through me. †(NIV) So also is He proclaiming with His statement â€Å"I am the true vine†, that He alone is the only way to the Father. Understanding that only the â€Å"branches† rooted in the vine can have life, we also understand that only in Christ, rooted in Him, can we have life. â€Å"We become fruitful Christians when we remain in vital contact with Christ and manifest the effects of that vital contact in our character and deeds†. As we have seen above, Jesus’ â€Å"I AM† statements are very clear in presenting His person, deity, and relationship to God. â€Å"What makes this so important in John is that we find a similar usage in the Greek translation of the Old Testament. There we find that the translators used the emphatic form of speech when they were rendering words spoken by God†. Specifically with Jesus’ statement â€Å"I am the true vine†, we can see and understand that only in a life rooted in Him, and the working of the Father as the vinedresser, can we have a full and fruitful life.

Heres What You Really Sound Like In Job Interviews

Heres What You Really Sound Like In Job Interviews You thought you nailed your last interview. You thought you made a great first impression. You totally answered all the tough interview questions they threw at you, asked them interesting and smart questions. And when they asked you if you had anything to add, you totally had stuff to add. This video by Fastcompany highlights the most common mistakes people make at job interviews. See, there’s what you say during a job interview, and then there’s what they hear.Often in interviews, generic answers do not go down well. Your responses to questions are going to be interpreted, and any deviation from what your interviewer wants to hear  might reflect poorly on you during the interview. This doesn’t mean they are inherently impossible to master; they just require a little careful thinking and planning. Remember- when going into an interview, the worst thing you can do is come unprepared!You say: â€Å"Sorry I’m late, there was so much traffic.† This mi ght be true. You never know when it comes to public transportation. I habitually leave way earlier than I have to and am  still sometimes late because the 4 and 5 trains decide to break down for 30 minutes. But this doesn’t matter, becauseThey hear: â€Å"I just don’t care about your time!† It sucks. But what can you do? Just don’t be late.You say: â€Å"What happened with my last job? They didn’t know how to take advantage of my skills.†Ã‚  Yes, this is a very tricky question to answer. You don’t want to badmouth your old company- but truth be told, your unhappiness is actually why you are looking for a new job right now. However, when you say something like this,They hear: â€Å"I have no useful skills.† Yeah, this is not good. Here are some great tips to help you prepare for a job interview.You say: â€Å"My biggest flaw is my perfectionism.†When we are asked this type of question, our first instinct is to paint one of our positives as a negative so it won’t reflect badly on us, but the problem is thatThey hear: †My biggest flaw is that I am a liar.† The best way to handle is question is to first identify an  actual weakness and be honest about it, but also talk about how you  are working to  conquer that weakness. This type of question is actually less about your actual skills, and more about your character.You say: â€Å"Do I have any questions for you? Yes, what’s your vacation policy like?†Ã‚  Don’t! Just don’t ask this question, no matter how innocently you ask†¦Ã‚  They hear: â€Å"I can’t wait to not be at my new job!† You only start talking about benefits when you’ve actually been offered the job.You say: â€Å"I am a team player and a people person.†Ã‚  Although it’s fine to mention that you are a team player and work well with others, always make sure to back up this assertion with examples, or else it just sounds clichà ©.They hear: â€Å"all I have to offer you are  clichà ©s.† Quick note†¦If you are watching this at work†¦make sure to turn down the volume or use your headphones!

Personel management Research Proposal Example | Topics and Well Written Essays - 2750 words

Personel management - Research Proposal Example The preference of this model over the other contrasting school of thought, which is the hard or Michigan model is based on the flow of the conversation, and the more appropriate model from which the analysis can be made with an in-depth discussion. The part in where analysis of practices is reiterated provides various points to commend and points to evaluate in relation to Acme Engineering's Human Resource Management practices. The soft model from where the company patterns some of its policies provides the human part of the HRM practices-in line with its attention to 'the individual.' However, there are points that are raised by the hard model of HRM that are worthy to be considered as well. This can give a more critical analysis to Acme Engineering's HRM practices. In order to critically analyze the practices, let us look at some points to commend with the company's adoption of the Harvard model in its HRM function. While the counter-arguments are points to evaluate the practices, only a few of these are drawn from the hard model of HRM in order to critically analyze the practices and effect on the organization as a whole. Attention to individual.... he benefit of making employees' concerns heard by the company, the company makes the 'individual' the core foundation of the HRM principle the company adopts. This is what Acme Engineering notes as 'getting the benefit of a union' on the employees' viewpoint by giving them voices to air out their concerns and grievances to management, without having a real union and the disadvantages of it. In an interview with Martin Lawrence, an ACME Engineering employee, this is how he has coined it, "So the first principle was people were not that part of business that was going to be taken for granted or given little consideration. People really were critical to the business, so we had to pay a lot of attention to people. "The second principle was that we decided to work without a trade union. We were going to obviously operate in a team environment with groups of people working together. For that to be effective we wanted to maintain the visibility of individual. And that if anything that has permeated all our policies and steps we have taken to get people's side of the business right - giving the individual the visibility and voice within the company has been the strongest the thread." It is a point to commend, of the HR function also serving as the conscience to the organization, giving guidelines as well as a place where grievances of employees can be brought to and resolved. The company encourages individuals to express their concerns to the company-to be outspoken, to be able to speak their minds without being punished for their thoughts and liberty in thinking. This attention to individual is further reinforced by the company's culture as reflected in the values of management and the type of new hires the recruitment sees fit to contribute to this type of

The United States Constitution and the debates over the merits of the Research Paper

The United States Constitution and the debates over the merits of the constitution - Research Paper Example So these individuals had to come up with a government that not only stood for the sovereignty of the nation but which listened and acted on people’s worries and grievances. This was no simple role to accomplish and the best minds had to evaluate the main systems around the world to get that which would serve the country. Unfortunately, none represented the actual model that would govern the now vast American nation. 2The government model available to follow was the British one which obviously most readily understood the Britons themselves having introduced aspects of their systems in America. This however presented what these individuals feared would be inequitable distribution of power. However at the time, one thing was obvious; the system chosen for the people had to be representative of the people and had to be a choice of the people. This had been the wave at the time especially after the defeat of the monarchy system in Britain at the beginning of the century through the Glorious revolution which had prompted a parliamentary system in governance of countries. This mystery led to the establishment of a system that besides representing the people at the grassroots there would also be a national system that the people identified the state with. This led to the introduction of the federal system which sought to have overlapping governments, overlapping in the sense that the people at the lowest level would choose their respective leaders who would in turn participate in electing leaders of a higher level. This would translate to the national level; the national level is what was to be referred to as the federal government. Was a strong proponent of the federalist system which among other things sought to establish a central government? This central government would in turn oversee the implementation of the American constitution which was to guide the activities as well as participation and association of people and