Critically Evaluate Maslow’s Hierarchy of Needs as Way of Understanding Employee Motivation in Contemporary Chinese Business

Critically evaluate Maslow’s hierarchy of needs as way of understanding employee motivation in contemporary Chinese business. Because of the great developing and consume potentials in China, more and more multinationals are attracted. Companies who had rich successful experiences in west have difficulties to manage in this unfamiliar emerging market (in Alas, 2008). To define the way of understanding employee in China, needs and motivations of Chinese employees should be considered first. Maslow's hierarchy of needs as one of the most discussed theories which related to people motivations should be included.According to Maslow’s model, individuals have the same order of needs all over the world. Some criticisms pointed out that needs would change under different cultures. Furthermore, following the great changes of China, employee motivations between new China and contemporary China changed as well. Due to the reform in China, Chinese people have more chance to communic ate with western which gave a important impact on Chinese employees’ work values and motivations. This essay will evaluate Maslow’s hierarchy of needs as way of understanding employee motivation in contemporary Chinese business.From Maslow’s perspective (in Geren, 2011), human needs are the same worldwide. It indicated that the hierarchy of needs which developing based on U. S. society can be applied all over the world. Whereas the research of Hofsted (2001) reported that people under different cultures have diverse values which have a motivational influence on life choices and behaviors (in Alas, 2008). Compared with the individualism culture in U. S. , China exists as a collectivist society due to its long history of traditional culture and the dominant position of imperial power.Individuals in the individualistic society are concerned more about self-success, but for Chinese people, maintain harmony within their social environment is more significant. Accordi ng to Kirkman and Shapiro (in Alas, 2008), there are some crucial links between cultural values and job attitudes which can be the approach to study employee motivations between U. S. and China deeply. A diagram about the hierarchy of needs of the People's Republic of China by Nevis (in Gambrel and Cianci, 2003) showed that the order of needs of Chinese people and employees are: social belonging, physiological, safety and elf-actualization. Employees in China tend to emphasize social needs more over individualistic needs which means the status and identity were concerned more in a society, while employees in more individualistic society such as America stress more on individualistic needs. A famous case was at Lenovo when Chinese and American employees worked as a group, Chinese employee considered the team as the key for company’s successful. However, The Americans were trying to identify individual high performers (Gallo, 2008).The hierarchy of needs model seems not appropr iate for understanding the employee motivations in China business. However, an ambitious reform program was launched in China. Instead of a relatively closed system previously, an open, market-driven system had been set up. A series of actions including entering the WTO, opening the western region of China and building up an information network have given dynamic to support the system and take the way to develop. As a result of these great changes of China, employee motivations and work values between new China and contemporary China changed as well.According to studies by Ralston et al. (in Jaw, 2007), Work values of contemporary Chinese leaders who get a higher score on individualism differ from those older generation of the past. It indicated that new generation of Chinese manager characterized more individualistic. Furthermore, because of the experiences to western thought and management practices, Chinese employees who ever had under western cultural influence are more aggressi ve (in Jaw, 2007). It stated that work values are different between Chinese employees who have western cultural experiences and those who have not.Chinese employees who have western cultural exposure experiences focus more on individual values, especially self-esteem and self-actualization which can be applied in Maslow’s model. As the number of those employees increasing, this tendency will become more obviously. For those Chinese employees who do not have a western background, they put more emphasis on the material standard of living and work conditions which can be seen as the first level of Maslow’s model. For example, high wages have been seen as one of the most significant factors to attract employees in contemporary Chinese business.In order to motivate employees more effectively, Google’s office in China not only provide fresh fruit and high quality food, but also create relax and comfortable working environment (Marre, 2011). The ANOVA test of work valu es in 4 areas showed that Chinese respondents pay more attention to the provision of welfare than employees in the other areas (in Alas, 2008) . When employees’ age is old enough to retire, they need the welfare to support daily life without working. It reflected the importance of the security of their work.The reasons behind their needs were attributed to the different developments in the economy after experiencing a centrally planned economy in China and low material standards of living (in Jaw, 2007). Although China has been seen as the emerging market with full of power, the country had experienced a socialist regime which have considerable less wealth than traditional capitalist countries and started to develop only around 30 years. That caused most of Chinese employees still strive for the lowest need and also explain the rationality of Maslow’s hierarchy of needs in China. To sum up, as the representer of U.S. middle class values during the period of individual achievements were stressed, Maslow’s model is not applied across all cultures (in Jaw, 2007). However, as a result of the reform in China in 1978, links between China and the world connected. By the influence of western culture, Chinese manager and employee who had a background in foreign countries shown more aggressive and ambitious which closer the stage of self-esteem and self-actualization among Maslow’s theory. On the other hand, general employees focus more on income, work environment and welfare which explain Maslow’s model in a practical way.Although Maslow’s model is not apply in a collectivistic society, it becomes more proper to express Chinese employees motivations after 30 years’ development. Word count:1004 References: Alas, R. (2008) Attitudes and values in Chinese manufacturing companies: A Comparison with Japanese, South Korean and Hong Kong companies. Chinese Management Studies Vol. 2 No. 1 pp. 32-51 Marre, W. (2011) Is GOOGLE Emp loyee Heaven? Available from: [March 2012] Gambrel, P; Cianci, R. (2003) Maslow’s Hierarchy of needs: Does It Apply In A Collectivist Culture. Journal of Applied Management and Entrepreneurship; Apr 2003; 8,2; ABI/INFORM Global pg. 43 Gallo, F. (2008) Business Leadership In China: How to Blend Best Western Practices with Chinese Wisdom, Publisher: Wiley; (August 1, 2008) Geren, B. (2011) Motivation: Chinese theoretical Perspectives. Journal of Behavioural Studies in Business Vol. 3 [online]. Available from: [March 2012] Hofstede,G. (2001) Culture's Consequences: Comparing Values, Behaviors, Institutions, and Organizations across Nation(2nd ed. ), SAGE Publications: Thousand Oaks, CA Jaw, B-S; Ling, Y-H; Wang, C. Y-P; Chang, W-C. (2007) The impact of culture on Chinese employees' work values. Personnel Review Vol. 36 No. 1, 2007 (pp. 128-144)

Anglican Church and the Monarchy

Religion was an ongoing cause of issues in history, and the Church of England was no exception. Issues with the monarchy ruling the church in Britain was the reason for many debates, wars, civil issues and rights to the throne. Initially the Church was under Papal rule, making the Pope have control over something the Throne did not. Hunger for power in the sixteenth century was not limited to land control and civil control; it spread right up to the Church of England causing many problems for the monarchy and Papal authority.The argument during this time was whether or not the monarch had the right to rule church and state, or if the church was meant to be run by Papal authority. The Church of England has a deep history going back to the Roman Empire. An invasion in Britain in the fifth century by pagan Angles, Saxons and Jutes caused the Church to lose its organization. Missionary work in the 6th Century by Pope Gregory the Great, led by St Augustine of Canterbury led to the eventua l combination of three forms of Christianity.The new Church of England amalgamated the Roman tradition of St Augustine, the old Romano-British church and the Celtic traditions from Scotland. As a result of this new formation the influence of the Church was wider spread and more organized. Traditions assimilated with the Western Christians such as liturgy, theology and church architecture. All of this also meant that until the sixteenth century the Church of England was under Papal rule and was considered a branch of the Roman Catholic Church.The Protestant Reformation began in 1517 when Martin Luther published his Ninety Five Theses. They opposed the Catholic Churches doctrines and stated that the teachings and sales of indulgences and the abuses of them showed corruption in the religion. This was the jumping off point for many people questioning the Catholic Church. In the sixteenth century the English monarchy began to question the fact that their church was still following the au thority of the Pope. A main factor in this questioning came from King Henry VIII.Henry wanted his marriage to Catherine annulled, and his marriage would normally be illegal under church law because Catherine was the widow of his brother, but it had been allowed by special consideration from the Pope. Henry claimed that the Papal consideration contradicted church law and therefore the marriage was not legal. The pope upheld his choice and refused to annul the marriage. The underlying cause was the fact that many believed that the authority of the church should belong to the English monarchy not the Pope.Henry broke away from the Roman Catholic Church and declared himself the head of the Church of England (1534), removing the church from the authority of the Pope. During this time Henry also forced the Dissolution of the Monasteries, this was viewed as suppressing the catholic faith. He also started statutes, such as, Statute in Restraint of Appeals, 1533, various Acts of Succession 1 533-36, and the first Act of Supremacy in 1536. These acts all dealt with the relationship between the King and the Pope and how the Church of England should be structured.Henry’s belief in the independence of the Church was the dominant influence in making religious policy. Those who still worshipped Catholic rites during Henry’s rule were quietly moved into secrecy. Henry’s son Edward VI further reformed the church by saying that the Protestant Reformation was more like what the Bible’s teachings meant than that of the Pope. Edward was very young when he was in power so most decisions were ultimately decided by a regency council who were mostly Protestant, so of course the decision was made to keep the church under monarch rule.Edward was the first King who had been raised Protestant even though he was only nine when he was crowned his council did allow him to make decisions. By the age of eleven he had already written a treatise on the Pope as Antichri st and made educated notes on theological controversies. Edward wanted to keep the Church of England Protestant rather than Catholic so instead of allowing his half sister Mary to take the throne upon his death he left the crown to Lady Jane Grey. She was only on the throne for nine days before being imprisoned after the council changed sides declaring Mary Queen.During the reign of Mary Tudor (Henry’s daughter) the Church returned to the Pope’s authority. Throughout her father’s and her half brother’s reign Mary had remained loyal to the Roman Catholic faith, she had even asked for a private chapel to worship in since everyone else in the family worshiped under the Church of England. Mary’s change in the Church did not last long when in 1558 Elizabeth I became Queen, and made the Church of England essentially what it is to this day. She removed it from the Pope’s authority, but she kept the catholic creeds, the architecture and aspects of t he catholic liturgy.While keeping aspects of the Catholic Church she also incorporated Protestant insights of theology and the general shape of its liturgical practices. In the seventeenth century the Church of England had another crisis; tensions over theological and liturgical issues were part of the reasons that led to the English Civil War. From 1649-1660 the Church of England’s bishops were abolished and the Book of Common Prayer was banned. During this time the church was under Papal rule but when the monarchy was restored in 1660 these decisions were over turned and once again the Church was returned to monarch authority.In 1689 the Toleration Act was passed and Protestantism was legally accepted as long as they followed the doctrine of the Trinity. After this was passed the Church of England became the mother church of the Anglican Communion. One of the main arguments throughout the formation of the Church of England was whether or not the monarchy had the right to de cide how the church should be run, or if the church is meant to be run by the Pope. Most believed that since the Pope was not politically affiliated with anyone, it made him impartial and made his rule of the church more pure.He was the representative of God therefore he could settle doctrinal disputes and help spread Christianity without influence from political leaders. Pope Paul III formed the Council of Trent (1545-49) which made the Papacy have power over rulers who wanted to reconcile with Protestants and who were opposed to Papal claims. The monarchy was too powerful and eventually the Papal authority had to bring their focus to spiritual issues as opposed to trying to get secular power (It was not until 1929 that the Lateran Treaty was passed that guaranteed papal independence from secular rule).When the English monarchy declared that the Pope was corrupt and Antichrist they pulled the Church of England out from under papal rule. The throne holds complete political authority in its own state, but the argument of whether this authority crosses over to religion as well was ongoing for many years. Henry VIII makes it easier for himself by having Parliament pass an act appointing him and his successors the head of the Church of England so that they could rule the church whatever way they please. This act caused more problems than solved because now every time the throne was changed the church was changed.The political side of the monarch caused more problems as well. By having political affiliations the monarchs chose rules of the church to follow that suited their political alliances. Affiliations with Scotland made them include Scottish traditions into the Church of England, but bad blood between the British and the Irish made them turn the church away from Catholicism even more. There are arguments that the fact that the Irish worshiped under Papal rule it made the tensions between Britain and Ireland worse.The relationship between France and England wa s even worse; Henry VIII went to war with France three times during his reign. The national religion of France was Catholicism and during this time though there was a large Protestant following, they were greatly persecuted. This was a major contributing factor to these wars; with France under Papal rule and the Protestants being persecuted the British monarchy was livid, giving them plenty of cause to declare war. During this time Henry declared France to be Britain’s number one enemy. When Elizabeth was in power the hostility towards Catholics was increased.While she was not as intense as Henry she did ban mass and other Catholic practices, and also made her Parliament swear an oath of supremacy threatening the charge of treason to anyone who refused. This threat made many Catholics run from England to avoid persecution. Many of these people were writers and went against Protestantism and implied that the Papal authority was superior, but also tried to not anger their Queen in their writings. This showed how the people were expressing their unhappiness in the choices made for them in religious aspects, but they still respected and honored their monarch.Elizabeth’s main fear was that the brash Catholics would attempt to have her taken out of power. Elizabeth’s fear was so profound that in 1571 she passed The Treason Act which made it high treason to say that Elizabeth was not the true monarch. It also made it illegal to say that she was heretic, tyrant, infidel or usurper. This Act made catholic’s even angrier and made them criticize Elizabeth even more. These criticisms towards Elizabeth made her worries of being de-throned more relevant because now Catholic followers were trying to defend Mary Stuart’s right to the English throne.They claimed that Elizabeth caused tensions in foreign affairs because of her focus on religion. At the same time all of these writings that criticize Elizabeth’s choices for religion, they still spoke kindly of her as a person and a Queen in other aspects. Most respected her as a Queen but condemned her choices towards the Church of England. During this time many Catholic writers from France also condemned Elizabeth’s choices showing that the tensions between Britain and France were still very much active in her reign as in Henry’s.The monarchies strive for complete power in the sixteenth century did them more harm than good. Instead of gaining the trust and fellowship of their people, they caused war, tensions, and general unrest among most of their people. With debates between the Papal authorities, who at the time the people viewed as a direct line to God, and the monarch caused distrust for the people against their leaders. With no right to their own choices in religion people that went against the crown were exiled, imprisoned, or worse, executed for their thoughts and beliefs.With most of Britain being raised Catholic during this time a sudden swi tch by Henry VIII because of his unhappiness seemed ungodly. The choice to remove the church from the Papal authority was viewed as blasphemous, and it made the people view their King in a different light. Most of Britain lost faith in their Crown during these Reformations because of unorganized systems, and a constant change between monarch authority and Papal rule. Tensions between Britain and neighboring Countries did not help the monarch’s relationship with their people either, as much of the cause of these tensions was from the monarch persecuting Catholics.The goal of total power over the people, land and neighboring Countries by the monarch was not a success because there was no consistency in the way they chose to run their Parliament, church and state. The monarch may have believed that they had the right to run their church, but realistically the political affiliations and personal wants caused more destruction than if they had allowed a more pure source to lead and make decisions for the church. Ultimately relationships in Western Europe could have drastically changed if the Church of England had remained under Papal authority.

Bachelor of Science nurses (BSN) vs Associate degree nurses (ADN) Essay

More and more workplaces are requiring their employees to have a baccalaureate degree. Is there really a difference in the level of care a patient will receive from nurse with an associate’s degree of Nursing versus a Bachelor of Science degree in nursing? According to many studies and research they say there is a difference between the two. â€Å"In the baccalaureate nursing practice incorporates the roles of assessing, critical thinking, communicating, providing care, teaching, and leading. The caring professional approach includes the values of autonomy, altruism, human dignity integrity, and social justice with unconditional regard for all people (Grand Canyon Philosophy, 2011).† â€Å"Currently, data suggests that approximately 50% of the nursing staff on a given unit are Bachelor of Science nurses (BSNs). The other 50% of the staff may be composed of associate degree nurses (ADNs) with less academic training with more or less professional experience in caring for complex or critical patients in today’s environment (Sexton, 2008).† BSNs are a better-rounded individual. BSN programs include more science based classes and liberal arts, whereas the ADN programs have a basic science background and more focused on the skills and clinical portion of nursing. Many nurse leaders recommend BSN training for entry into practice because studies indicate better patient outcomes, better nurse satisfaction, and greater longevity in the workplace for BSNs as compared with their colleagues with less academic training (differentiating workplace). There have been studies completed that compare the mortality rate of patients that were taken care of by nurses with their ADN versus BSN. According to the fact sheet Creating a More Highly Qualified Nursing Workforce they found that â€Å"a 10-point increase in the percentage of nurses holding a BSN within a hospital was associated with an average reduction of 2.12 deaths for every 1,000 patients and for a subset of patients with complications, an average reduction of 7.47 deaths per 1,000 patients (Creating a More Highly Qualified Workforce, 2103).† All nurses sit for the same N-CLEX-RN licensing examination. â€Å"New nurses pass the licensing exam at the same rate does not mean all nurses are prepared equally for practice (Creating a More Highly Qualified Workforce,  2103).† The N-CLEX exam just tests for the minimum knowledge one needs to become a registered nurse. ADNs and BSNs have the same skill level but BSNs I believe have better critical thinking skills, which in turn cause them to be better at problem solving in a patient care situation. At my current job I was trying to think of some situations where it would be better to have my BSN and where it would improve patient care. I work for an ophthalmologist at an eye surgery center. Our patient population can range from kids to the elderly. We take care of the elderly more so than any other age range. We do surgery once a week, mostly cataract surgery. Other procedures are performed but not as frequently as the cataracts. I work as a pre-op nurse mostly but occasionally will do post-op or work in the operating room. On the days I’m not working in surgery I work in creating quality improvement studies, benchmarking, infection control, and do things with risk management. I have been doing this job for two and half years now. Prior to this job I was a floor nurse that worked in rehab with patients that had just got out of the hospital that weren’t quite ready to go home. My friend told me that she knew a job opening that she thought would be good for me, which is the job I have now. This job was something I had never done or knew nothing about. It was a job that I said I would never want to do. I always wanted to be a nurse because of the patient care aspect and helping patients when they were at their worst helping them to get better. If I had my BSN this would make me better at my job. I have to put together quality improvement studies. I was never been taught anything about quality improvement while in school for my ADN. I have had to learn as I go. Another thing I have to do is write up incident reports. From those incident reports I have to look for trends. If there are trends I have to write up a plan or start a study to keep other patients from experiencing the same situations that put them at risk, which promotes better patient care. If I had my BSN I would have learned about all this and would be able to better care for the patients. Right now I don’t understand why I have to do all that I do and how it makes me take better care of the patients. Having my BSN would allow me to understand this and let me know why we do this. There are many advantages in having a BSN versus an ADN. It makes sense why most workplaces are requiring a bachelor’s degree now a days. It makes the nursing working in the field better-rounded and better able to take care of their patients in all aspects. References Carroll, C. A., Cox, K. S., Hunt, C. E., Sexton, K. A., & Teasley, S. L. (2008). Differentiating the Workplace Needs of Nurses by Academic Preperation and Years in Nursing. Jouranl of Professional Nursing, 28, 105-108. Doi:10.1016/j.profnurs..2007.06.021 Fact Sheet: Creating a M Highly Qualified Nursing Workforce. (2013). Retrieved from http://www.aacn.nche.edu/media-relations/NursingWorkforce.pdf Grand Canyon University College of Nursing Philosophy. (2011). Retrieved from https://lc-ugrad1.gcu.edu/learningPlatform/content/content.html?operation=viewContent&contentId=68ec9ae6-1809-49f7-886b-a80e82621fcf

Causes for World War 1 Term Paper Example | Topics and Well Written Essays - 750 words

Causes for World War 1 - Term Paper Example Accordingly, the increased tensions led to the formation of alliances such as the Triple alliance (1882) that was formed among Austria-Hungary, Italy and Germany for the sole purposes of defending each other in case of attacks. In response, Britain, Russia and France formed the Triple Entente alliance (1907) thus encircling Germany and Austria-Hungary. In addition, Germany started competing with Britain in building modern battleships and with Russia and France in terms of expansion of the armies (Duiker and Spielvogel 666). One of the long range immediate causes of WWI was imperialism since European countries had divided Asia and African countries in to territories with the aim of strengthening their economic and political influence in European continent. Such countries believe that they could be superior by conquering the others. Britain conquered Africa from north in Cairo while France tried to conquer Africa from the Western Atlantic Sea. The two countries almost went in to War af ter meeting at Fashoda in Sudan thus prompting Germany to demand a share of colonies too. Austria desired to dominate Balkans in order to control Serbia propaganda and German supported Austria in exploiting rich resources of Asia Minor through Balkans policy (Duiker and Spielvogel 667). ... Nationalism led races ruled by Turkey such as Bulgarians and races ruled by Austria-Hungary such as Serbs to demand their won freedom. Nationalism led to disintegration of Austria-Hungary but subsequently resulted to unification of Germany and Italy. Nationalism weakened the existing empires such as Ottoman Empire and Slavic people in Balkan region started demanding for freedom from the authoritarian Ottoman control. Serbia finally declared its independence and allied itself with Russia thus increasing the tensions with Austria-Hungary (Duiker and Spielvogel 661). Another long range immediate cause of the War was increased militarism by the main powers. The countries perceived war as a means of entrenching foreign policy and started building large armies and battleships. For instance, Germany had 2,200,000 soldiers and about 100 warships in 1914 while Great Britain had about 711,000 soldiers and about 200 warships. Other countries like Austria-Hungary, France, Italy and Russia starte d strengthening their military in preparedness of any eventuality (Duiker and Spielvogel 668). Another factor that can be attributed to the War was alliances that were formed between nations in order to protect the territories and ensure economic stability of the alliance members. Germany kept close ties with Russia in 1894 while Britain entered in to a friendly relationship with France in 1904. In 1907, Britain entered in to Triple Entente alliance that comprised Russia, Great Britain and France. In addition, Britain had a naval alliance with Japan that had been formed in 1902. The Triple Entente threatened the superiority of Germany thus leading to aggressive military posturing against the neighboring countries (Duiker and Spielvogel 665). The assassination of

Judicial review Essay Example | Topics and Well Written Essays - 1500 words - 1

Judicial review - Essay Example In England and Wales the Civil Procedure Rules requires that any claim form in respect of an application for judicial review must be filed within three months from the time that the grounds to make the claim first arose1. Judicial review permits people with sufficient interest in a decision or action by a public body to seek judicial review in respect of the legality of an enactment or a decision and action or failure to act in relation to the exercise of a public function2. Judicial review can be resorted to whenever right of appeal is absent or if all avenues of appeal have been exhausted. In such cases the court may insist upon both the defendant and the claimant to provide evidence for the existence of alternative means of resolving their dispute and as such the court will view such litigation as a last resort and will not issue any premature claims. In Morbaine Limited v First Secretary of State3, the Secretary of State granted planning permission for a large mixed-use development. A petition was filed under the Town and Country Planning Act, in the court to quash that decision4. This means of challenge is available to any person who is aggrieved by such decisions. However Blackburne J dismissed the application holding that the petitioners had no grounds of challenge as it lacks sufficient standing for the purposes of section 288. This decision makes it amply clear that petitioner must have a real or genuine interest in obtaining the relief sought. In R v Enfield London Borough Council5, the council accorded permission for Grade II listed building to be used as offices and for the construction of a nursing home in the premises. The conservation advisory group consented to these proposals. The claimant contended that these decisions were invalid due to the bias inherent among the conservation advisory group members. Richards J accepted this and quashed the

Role of Brand Elements in Developing Brand Equity Essay

Role of Brand Elements in Developing Brand Equity - Essay Example It enhances customer loyalty towards a particular product or service. It helps a product or service to distinguish itself from other products or services. Brands have different attributes which help them to cement their place in the minds of consumers. According to Kathiravana, et al., (2010) â€Å"Brand attributes consist of ‘bits’ of information that are linked to a brand name in consumer memory and that, when combined with the brand name, make up a brand’s image†( p.21) â€Å"Brand Equity is the value and strength of the Brand that decides its worth. It can also be defined as the differential impact of brand knowledge on consumer’s response to the Brand Marketing† (Brand Equity - Meaning and Measuring Brand Equity, 2013). It is the value that a consumer gives to a particular brand. For example, iPhone 5, Nokia Lumia and Samsung Galaxy S3 are some of the leading smartphones available in the market at present. Apple Inc. is the second largest company in the world in terms of market capitalization and they are the most valuable technology company in the world at present. Samsung, on the other hand, is one of the rapidly emerging consumer electronics company in the world and its products are well accepted in the market. Nokia was the leader in the mobile phone manufacturing industry until recent times. All these factors or brand elements will influence the consumers when they go for the purchasing of a smartphone. This paper analyses the r ole of brand elements in developing brand equity. Some of the major elements of brand equity are; changing market share, profit margins, consumer recognition of logos and other visual elements, brand language associations made by consumers, consumers perceptions of quality and other relevant brand values (Wilson C. 2008).  

Leadership styles in the public service (public service for example Essay

Leadership styles in the public service (public service for example police, fire service, etc) - Essay Example (SWAITHE, 2001, 26-27). Successful tactical management / leadership turn out to be more important as the pressures for larger implementation and restructuring required of law enforcement organisations, as police leadership entails an innovative approach to these demands. The law enforcement officers normally are under the direction of paramilitary and bureaucratic models of leadership, which models are represented by the extremely centralised and managed theories that police function is quantifiable and controllable. In this respect to deal with growing environmental and technological ambiguities, several agencies transformed to a specialized or post-bureaucratic model of leadership. This style of leadership involves an outstanding methodology to conceptualising organisational public management. Contemporary manners of law enforcement leadership facilitate a decentralisation of commitment, authority, power, and decision-making, together with community concern and assessment. (ROGERS, 2008, 38-39). A better-suggested style of leadership that can possibly help law enforcement agencies as they progress in an environment transformation is Spiritual Leadership Style. This is a fundamental leadership concept for organisational change planned to generate an inherently stimulated, learning organisation. The principle of Spiritual Leadership is to initiate vision and value similarity across the strategic, empowered team and levels of individual and, finally, to promote advanced stages of organisational dedication and efficiency. Spiritual Leadership consists of the values, attitudes, and behaviours that one must assume to inherently motivate oneself and others in order that both have a feeling of spiritual endurance through calling and membership. Furthermore, the Spiritual Leadership paradigm offers an integrating Framework for a police department's transformation struggle, specifically as it associates to growing stages of inherent motivation, dedication, productivity, and employee well-being. Leadership style pertains to the prototype of behaviour a leader applies across the full diversity of leadership circumstances. Evaluating all the variables which influence the efficiency of the work environment and the optional effort prioritized by the group, Leadership Style demonstrates the greatest influence. The extensiveness of a leader's collection of styles establishes his or her efficiency. Leaders descend toward styles that are considered natural to them, and may limit themselves to only those styles that appear naturally. What feels natural is principally determined by the leader's individual proficiencies. In Leadership Style, there is no accurate or erroneous as the most successful style relies on, and differs according to the mission, people, and circumstance to deal with. These styles are comparatively successful depending on the characteristics of the circumstance, such as: 1) experience of the team; 2) employee strengths and weaknesses; 3) intricacy of the mission; 4) time pressures; 5) risk associated with deviation from performance; and resources available (time and people). (THIBAULT ET AL, 2004, 53-54). Whilst managers deal a limitless range of leadership circumstances, research has revealed that there are basically six

Long Term Care Continuum Essay Example | Topics and Well Written Essays - 750 words

Long Term Care Continuum - Essay Example The adult day care program provides support services to impaired adults. Most of the adult centers operate during the day just like business hours while others operate in the evenings as well as the weekend. They also provide medical services as well as rehabilitation therapy. On the other hand hospice care provides care related to the emotional and spiritual mainly to ill patients and their families. These services need involving a big group of people like therapists, social workers, volunteers among others. According to a survey conducted by the National Hospice Organizational in 1999, 65% of patients had cancer. Other diseases present include AIDS, nervous system diseases, and meningitis among others (Katz, 2004). Â  The adult day care program provides support services to impaired adults. Most of the adult centers operate during the day just like business hours while others operate in the evenings as well as the weekend. They also provide medical services as well as rehabilitatio n therapy. On the other hand hospice care provides care related to the emotional and spiritual mainly to ill patients and their families. These services need involving a big group of people like therapists, social workers, volunteers among others. According to a survey conducted by the National Hospice Organizational in 1999, 65% of patients had cancer. Other diseases present include AIDS, nervous system diseases, and meningitis among others (Katz, 2004). Â   The future of long term care will be influenced by a number of forces.

Petterson Mound Term Paper Example | Topics and Well Written Essays - 1000 words

Petterson Mound - Term Paper Example C. (Davis & Treganza 1959: 5). A mound, which is known as an ancient Indian habitation site, appeared on the early map of San Francisco Bay area at location Ala-328. However, archeologists usually fail to establish whether the map location represents site Ala-328 or Ala-329 (Davis & Treganza 1959: 6). The Patterson Mound No. 1 is located on a piece of land owned by Mr. William Patterson, in Alameda County, due south of Alvarado town. The size of Mound is approximately 350 feet along the north-south axis, and it is ovoid in shape (Davis & Treganza 1959: 4). It has a known depth of 13 feet near its center. This piece of land extends from a flat alluvial plain, which is six feet above the sea level, and reaches a height of 15 and half feet above the sea-level (Davis & Treganza 1959: 4). The previous height above the sea-level has been significantly reduced due to the intensive cultivation, rodent activity, root crops and farm machinery. Patterson Mound covers an area that is slightly di fferent from other sites along the shore of San Francisco because of its relatively low content of soft-shelled clams (oyster), which is believed to be as a result of marshy slough (Davis & Treganza 1959: 4). ... Several burials and artifacts such as eye bone needle, thatching needle, fiber-strippers, antler digging tool, antler haft, pitted cobble, pecking stone, abrading stone, mussel shell spoon, whale bone object, sharpened elk ulna, drilled canine tibia, backed clay, scrapers and choppers were excavated from the site since 1935 (Davis & Treganza 1959: 27, 38). For instance, about 1000 artifacts and 169 burials have been recovered, with only about 20 percent of the site having been excavated (Davis & Treganza 1959: 12). Moreover, about 2000 artifacts and 260 burials had been recovered, by 1958, with only 25 percent of the site having been dug. Research Question This research method aims at establishing the correlation between material remains such as shells, stones, bones, and other preserved remains, and human migrations, culture growth and change, environmental impacts on cultural growth, and other aspects of human activities around San Francisco Bay area at location Ala-328. Data Requi red for Analysis Measurements: it is necessary to quantify different parameters of artifacts such as length, width, height, density, mass, and weight, including texture and color to collect valid information about burials and artifacts (Ferguson 2010: 12). Additionally, measurements within the Patterson Mound area are also significant, and it include calculating areas of separated fields, strata heights in accordance to the sea level (HASL) and relating HASL to retrieved artifacts. Association: This information is of significance in understanding cultural interactions within a given archeological site because it related the excavated artifacts to its environment (Ferguson 2010: 12). It also involves the classification of artifacts into different groups based on their

Event Risk Management Assignment Example | Topics and Well Written Essays - 1500 words

Event Risk Management - Assignment Example This is coordinated by the risk manager who controls the number of medical personnel to be present as well as the amount of equipments to be used. The equipments should be placed before the event begins. The personnel should also remain in place until the special event is over. There should be a communication plan to avoid conflict of interest in case of fire outbreak. According to Taylor (2002) the risk manager should plan for ambulances in case something happens. That is, the number of ambulances to be used as well as well as their passage to and fro the special event compound. People who reject medical attention should be documented to avoid legal issues later. There should also be a shelter to cater for the victims and medical personnel during rainy, sunny or extreme windy conditions. The medical official vehicles should also be secured to avoid cases of vandalism or theft. Fire incidences can quickly be controlled by the use of smoke alarms. Smoke alarms and sprinkler systems should be checked to reduce the spread of fire. Use of an evacuation plan is highly necessary especially for the old, disabled and children. The evacuation plan should be read and explained to the participants in advance. The evacuation plan should be pre tested and discussed by the various fire officials to prevent the actual fire incidence. The evacuees’ routes should be demarcated to necessitate ease during evacuation. Biochemical precautions should be taken care-of by consultations with the relevant experts. Biochemical hazards increase the intensity of the fire and it complicates the extinction of the fire (Taylor, 2002). The risk management team should ensure emergency power backups and phones are put in place to cater for emergences when need arises. Poison can be minimized by provision of hotline numbers for all poison control

Cultural Analysis Essay Example | Topics and Well Written Essays - 1250 words

Cultural Analysis - Essay Example The main objective of the socio-cultural analysis of India is to find out and recognize the potentiality of business opportunities in the country. This initiation would be effective for foreign investors and marketers in understanding the land, its people and cultural diversity before embarking on any international marketing venture in the country. Indian history has a glorious past starting from 2500 B.C. with the Indus Valley civilization (2500-1500 B.C.). The urban civilization was developed on the bank of the Indus river along with the flourishing commerce and agricultural trade. After its decline in 1500 B.C., came the Aryans who migrated from the northwest of the subcontinent and settled in the middle of the Ganges river valley. Ancient and medieval India witnessed the rise and fall of several kingdoms with shifting political boundaries. The most significant unified India was constructed during the reign of the Gupta Dynasty (4th-5th century A.D.), which is more commonly known as the Golden Age of India. The Islamic period came to exist in the country from 10th century A.D. when the Delhi sultanate was established. In the early 16th century A.D., the Mughal Dynasty was established. During this period, India reached new heights in cultural harmony, political administration as well as economic accomplishment in trade and c ommerce. With the arrival of the British (East India Company began a new chapter by initiating trade with India), Modern India witnessed a new political movement as the political power of the country got transferred to the Crown. The political upheavals signaled the beginning of the uprising of a freedom struggle, which was headed by Mahatma Gandhi, the Father of the Nation. On August 15, 1947, India finally got its independence, freedom of becoming a dominion with the Commonwealth after staying in the clutch of the British for almost 200 years.

Interest groups in the U.S. politics Essay Example for Free

Interest groups in the U.S. politics Essay The United States is a democratic country, which supports non-violent political and social movements, seeking different improvements in the U. S. domestic and international policies. That is to say, the requirements of interest groups are not always met, because whereas various types of interest groups are acknowledged, there still exist those factions, which have narrow social base and whose political presentation is limited in scope, as a rule, to financial interests of their members. For instance, the sugar lobbies (such as SIG) represent the opinion of 10, 000 -15,000 farmers, who call for the restriction of import of sugar and for the special social programs for sugar farmers. Such factions are usually intended as those with narrow interests and their founders and members lobby these interests in special moments and periods, when the atmosphere becomes more conductive for promotion –for instance, when they find out that the imported sugar does not fir into the international quality standards, or before the elections (Elhauge, 2002). Special interest groups are usually distinguished from â€Å"constituency-representing organizations, which have a broad social base, address a wide range of issues, and balance members’ interests with a strong commitment to the commonwealth† (Etzioni, 1990, p. 172). These organizations might pursue such non-financial interests as those related to social status, value issues in addition to financial ones, for instance the Urban League represents the interests of urban residents and seek environmental, social and political changes in large cities. â€Å"While the public views interest groups as threatening pluralistic democracy, the conventional wisdom of political science has seen them as beneficial† (ibid). In fact, it is possible to assume from the present situation, that the most beneficial activity is related to the constituency-representation. Furthermore, special interest groups are likely to bring problems to larger factions, due to dynamic interactions between political parties, movements and non-profit organizations. Small factions pursuing narrow goals are also more likely to use ‘black PR’ technologies, directed to changing public attitudes towards certain political parties and either to increase or to decrease loyalty rates. On the other hand, the eradication of small ‘narrowly-specialized’ factions is neither possible nor useful, as the statement that competing factions (Mcwilliams, 1988) are likely to reduce each other, is valid only for small groups, whose interests are temporary. On the contrary, constituency-representing organizations are more likely to produce long-term programs including political, economic, social and cultural dimensions of human life. â€Å"The balance between interest groups and the shared polity is maintained most effectively when the pro-community forces rise up, but not higher than, the level they are able to contain but not suppress interest groups† (Mcwilliams, 1988, A9). Moreover, the role of factions is viewed in the context of the historical development of the United States. Over the last three decades, the American political institutions have become less integrated, and the power of factions has increased. On the other hand, due to the growth of their number, it is much more difficult nowadays to maintain the balance between the main political course and the consent between the state and narrower interest groups (Etzioni, 1990). It would be also important to mention the functions of interest groups. First of all they serve as a supplementary force that intensifies the public opinion representation, especially during the electoral process. Moreover, they make the political process more receptive comparing to the electoral process, which is intended as a domination of majorities, while factions are more likely to have goals, which are cohesive with the main wishes of social and national minorities; and thus they serve as a mediating force standing between the person and the state. Interest groups are known to improve the disproportionate separation of the legislative and the executive branches, because their propositions of legislative changes are logically supplemented by similar propositions for the executive branch. Another important cultural function is associated with the growth of political consciousness and political culture as well as the amount of political information in media, which represents a number of standpoints. At all times interest groups and political parties served an indicator of public consciousness and diversity as well as intensified political antagonism, especially in the most critical periods: for instance, during the Vietnamese military invasion, Carter’s position were actually weakened by interest groups, including the most peaceful youth movements, dissatisfied with the resolution of Iranian hostage crisis. As a rule, interest groups arise in the most conductive atmosphere (liberal or democratic regime), in which human rights and freedoms are declared. Political, economic and social factions can originate from professional unions or leagues (like social workers’ professional organization), which seek to represent the opinions of their professional group or their customers’ viewpoint (for instance, social workers nowadays initiate law enforcement and the adoption of certain legal acts as well as get directly involved in lobbyist activities). The discontent with government policies is another important recondition for the arousal of an interest group: political activity is actually determined by the existing economic and social policies, so it’s easy to predict, for instance, the activation of industrial unions, when under the pressure of ecological groups, the U. S. government or certain local authorities put additional taxation on enterprises, dealing with toxic substances or with oil and natural gas. It is also important to note that interest groups will exist as long as the democratic system exists, because it is impossible to satisfy the needs of the whole society with respect to its diversity. Consequently, those concerns, which have already been satisfied, are likely to be replaced by new demands. This means, human needs are immeasurable and never-ending, whereas material resources are limited, so the U. S. government today can provide only partial gratification of political claims. Furthermore, the issue of representation is also quite contradictory: on the one hand, the growth of diversity among political parties signifies positive dynamics in this sense, on the other hand, due to the increase of public consciousness, the diversity in worldviews has grown disproportionably to the number of existing factions, so that even small groups (families, local communities) seek social or economic support, but in this case we cannot speak about true representation, since their influence is insufficient to initiate the changes at legislative or executive levels. The representation of each citizen’s interests is a utopia, as at the present time only large (more than 100,000 members) interest groups can achieve representation, can be heard, if speaking figuratively. Furthermore, it is important to note that the complete representation is inhibited by the demands of the epoch, to which self-respecting factions are supposed to adjust. For instance, the ISN movement, whose leaders several years ago (in 2000-2001) called for the changes in the U. S.immigration policy and were representing the viewpoints of national and ethnic minorities, who live and work in the country (Elhauge, 2002), has changed its directions and now are trying to create more constructive basis for the U. S. foreign policy. On the one hand, it is associated with the events of September 11, which were close followed by the violations of Muslim minorities’ human rights. On the other hand, political changes forced this faction to make a more profound inquiry into the current state of affairs and to find the most acute concerns of the society. Similar dynamics can be noticed in a number of special and constituency-representing interest groups which removed irrelevant concerns and posed new questions, such as those related to women’s rights, ethnic minorities’ human rights, social security and intellectual property. As one can assume, certain interests remain overlooked or underrepresented, whereas the most ‘fashionable’ sociopolitical trends (gender equality) are overstated and therefore prioritized. Works cited 1) Elhauge, E. Does interest group theory justify more intrusive judicial review? Yale Law Journal, 2002, Vol. 110 2) Etzioni, A. Special interest groups versus constituency representation: Research in social movements. Conflict and Change, 1990, Vol. 8. 3) Mcwilliams, R. The best and the worst of public interest groups; from lifting up the poor to shaking down the elderly, Washington Monthly, March 1988, Vol. 20.

What Is The Concept Of Electromagnetic Conduction? Essay

What Is The Concept Of Electromagnetic Conduction? Essay The concept of electromagnetic induction was discovered simultaneously in 1831 by Faraday in London and Joseph Henry, an American scientist working in New York that same year. Faradays law describes electromagnetic induction, whereby an electric field is induced, or generated by a changing magnetic field.. but Faraday is credited for the law since he published his work first An emf can be induced in many ways-for instance, by moving a closed loop of wire into a region where a magnetic field exists. The results of these experiments led to a very basic and important law of lectromagnetism known as Faradays law of induction. This law states that the magnitude of the emf induced in a circuit equals to the time rate of change of the magnetic flux through the circuit. With the treatment of Faradays law, we complete our introduction to the fundamental laws of electromagnetism. These laws can be explained in a set of four equations known as Maxwells equations. Together with the Lorentz force law, they represent a complete theory for describing the interaction of charged objects. Maxwells equations relate electric and magnetic fields to each other and to their ultimate source, namely, electric charges. To see how an emf can be induced by a changing magnetic field, let us consider a loop of wire connected to a galvanometer. When a magnet is moved toward the loop, the galvanometer needle deflects in one direction,arbitrarily. When we take magnet away from the loop, the needle deflects in the direction . When the magnet is held stationary relative to the loop, no deflection take place. Finally, if the magnet is held stationary and the loop is moved either toward or away from it, the needle deflects. From these observations, we observe that the loop knows that the magnet is moving relative to it because it experiences a change in magnetic field. Thus, it seems that a relationship exists between current and changing magnetic field. Faradays Law: an Explanation Listed below are the two mathematical forms of Faradays Law: the point or differential form, and the integral form. Although the two forms appear highly distinct, they mean exactly the same thing and can be used interchangeably in calculations. The point form equation can be transformed to the integral form equation and vice versa by the application of a single vector calculus theorem 1. Although synonymous, the two forms of the law lend themselves to different conceptual understanding depending on the physical context. Physicists and electrical engineers often like to state Faradays Law in the more compact point form, but prefer using the integral form for calculations since it is more physically intuitive. Avoiding the drudgery imposed by attempting to understand the sundry mathematical symbols, Faradays law says that a time-varying magnetic field induces an electric field. More formally, here is the essence of Faradays Law: The sum of all electric field components tangent to a closed spatial path, or loop, is equal to the negative time-rate of change of the magnetic flux through the surface bounded by that path. First, lets understand what is meant by flux. Imagine water flowing through a pipe in which a screen spans the cross-section . The flow of water across the screen can be considered flux. Similarly, magnetic flux refers to a magnetic field intersecting a surface. Now imagine that, as the water flows through the creen in the pipe, its rate of flow increases, i.e. it accelerates. This means that the time-rate of change of the water flow is positive relative to the direction of flow. On the other hand, if the flow rate decreases, then this time-rate of change is negative with respect to the direction of flow. The same applies to the magnetic flux through a surface: if its magnitude is increasing with respect to the fields direction, then the time-rate of change is positive; otherwise, it is negative. In this figure, there is a changing magnetic field, represented by the red arrow coming out of the page. Surrounding this changing magnetic field (and flux) is an arbitrary closed path along which are marked several tangential electric field components. The sum of these components, relatively speaking, is what is indicated by the left sides of the equations in table 1. Faradays Law equates the two last concepts: the total electric field summed around a closed path (the left side of the equation) is equal to the time-rate of change of the magnetic flux through the surface bounded by that path (the right side of the equation). Physically, this means a time-changing magnetic flux gives rise to an electric field in its neighbourhood. Recall from our earlier discussion that there must be an electric potential, or voltage, associated with every electric field. Thus our understanding of Faradays law can be extended to say that a time-variant magnetic field induces an electric potential or voltage. Faradays Law: Consequences Faradays Law is so fundamental to the workings of our universe that if the truths it conveys were not so, it is difficult to imagine how the universe as we know it would be different. One could say that electromagnetic waves wouldnt exist, and without these, perhaps, the universe wouldnt either. Or, perhaps, life would continue, but in a dramatically different way than what we experience. But this is a discussion best left for philosophers. What we do know for certain is that mankinds understanding of these laws has had a colossal impact on how we live in our world today: various inventions and technologies that incorporate Faradays Law have revolutionised mankinds living for well more than a century. Faraday law describe how electromagnetic (EM) waves are generated and, with the help of two other electromagnetics equations, propagated through various media. EM waves are essential to our existence and to our quality of life. EM waves of many different frequencies are responsible for myriads of different phenomena: low frequency EM waves are used for radio transmissions and television broadcasts; low- to mid frequency microwaves are used in satellite and mobile communications and in microwave ovens; mid-frequency infrared radiation from the sun heats our planet; mid-frequency visible light waves allow us to see and makes plant and animal life on earth possible; mid-frequency ultraviolet radiation is enjoyed by tanning sunbathers; high frequency x-rays are used in medical diagnostic equipment and in materials analysis; and ultra-high frequency gamma radiation is involved in subatomic phenomena Now let us describe an experiment conducted by Faraday. A primary coil is connected to a switch and a battery. The coil is wrapped around a ring, and a current in the coil produces a magnetic field when the switch is closed. A secondary coil also is wrapped around the ring and is connected to a galvanometer. No battery is present in the secondary circuit, and the secondary coil is not connected to the primary coil. Any current detected in the secondary circuit must be induced by some external agent. Initially, we might guess that no current is ever detected in the secondary circuit. However, something quite amazing happens when the switch in the primary circuit is either suddenly closed or suddenly opened. At the instant the switch is closed, the galvanometer needle deflects in one direction and then returns to zero. At the instant the switch is opened, the needle deflects in the opposite direction and again returns to zero. Finally, the galvanometer reads zero when there is either a steady current or no current in the primary circuit. Th e key to under-standing what happens in this experiment is to first note that when the switch is closed, the current in the primary circuit produces a magnetic field in the region of the circuit, and it is this magnetic field that penetrates the secondary circuit. Furthermore, when the switch is closed, the magnetic field produced by the current in the primary circuit changes from zero to some value over some finite time, and it is this changing field that induces a current in the secondary circuit.As a result of these observations, Faraday concluded that an electric current can be induced in a circuit (the secondary circuit in our setup) by a changing magnetic field. The induced current exists for only a short time while the magnetic field through the secondary coil is changing. Once the magnetic field reaches a steady value, the current in the secondary coil disappears. In effect, the secondary circuit behaves as though a source of emf were connected to it for a short time. It is customary to say that an induced emf is produced in the secondary circuit by the changing magnetic field. The experiments shown in Figures 31.1 and 31.2 have one thing in common: In each case, an emf is induced in the circuit when the magnetic flux through the circuit changes with time. In general, The emf induced in a circuit is directly proportional to the time rate of change of the magnetic flux through the circuit. Where is the magnetic flux through the circuit (see Section 30.5). If the circuit is a coil consisting of N loops all of the same area and if _B is the flux through one loop, an emf is induced in every loop; thus, the total induced emf in the coil is given by the expression. The negative sign in Equations 1 and 2 is of important physical significance. Suppose that a loop enclosing an area A lies in a uniform magnetic field B. From this expression, we see that an emf can be induced in the circuit in several ways: The magnitude of B can vary with time. The area covered by the loop can vary with time. The angle _ between B and the normal to the loop can vary with time. Any combination of the above the three can occur. Faradays law as two different phenomena Some physicists have remarked that Faradays law is a single equation describing two different phenomena: The motional EMF generated by a magnetic force on a moving wire, and the transformer EMF generated by an electric force due to a changing magnetic field. James Clerk Maxwell drew attention to this fact in his 1861 paper On Physical Lines of Force. In the latter half of part II of that paper, Maxwell gives a separate physical explanation for each of the two phenomena. So the flux rule that the emf in a circuit is equal to the rate of change of the magnetic flux passes through the circuit applies whether the flux changes because the field changes or because the circuit moves (or both). Yet in our explanation of the rule we have used two completely distinct laws for the two cases. Applications of Faradays Law The ground fault interrupter (GFI) is an interesting safety device that protects electrical appliances against electric shock. Its operation makes use of Faradays law. In the GFI wire 1 leads from the wall outlet to the appliance to be protected, and wire 2 leads from the appliance back to the wall outlet. An iron ring surrounds the two wires, and a sensing coil is wrapped around part of the ring. Because the currents in the wires are in opposite directions, the net magnetic flux through the sensing coil due to the currents is zero. However, if the return current in wire 2 changes, the net magnetic flux through the sensing coil is no longer zero. (This can happen, for example, if the appliance gets wet, enabling current to leak to ground.) Because household current is alternating (meaning that its direction keeps reversing), the magnetic flux through the sensing coil changes with time, inducing an emf in the coil. This induced emf is used to trigger a circuit breaker, which stops the current before it is able to reach a harmful level. Another interesting application of Faradays law is the producing sound in an electric guitar. The coil in this case, called the pickup coil , is placed near the vibrating guitar string, which is made of a metal that can be magnetized. A permanent magnet inside the coil magnetizes the portion of the string nearest the coil. When the string vibrates at some frequency, its magnetized segment produces a changing magnetic flux through the coil. The changing flux induces an emf in the coil that is fed to an amplifier. The output of the amplifier is sent to the speakers, which produce the sound waves we hear. (a) In an electric guitar, a vibrating string induces an emf in a pickup coil. (b) The circles beneath the metallic strings of this electric guitar detect the notes being played and send this information through an amplifier and into speakers. Applications of electromagnetic induction that has had a tremendous impact on the way the society functions is electric power generation. The electric generator (figure 7) uses electromagnetic induction by rotating windings (loops of wire) in a magnetic field. As the windings rotate through the field, a time-varying flux is incident across them, resulting in an induced voltage. Are Monarchies More Stable Than Republics? Are Monarchies More Stable Than Republics? ISRAA EMAD Are monarchies more stable than republics in the Middle East? Many of the political observers stood bewildered and astonished against how to explain the ability and solidarity of the Arab Monarchs, Emirs and Sultans to ride out and stand against the storm and the tide of the Arab Spring Revolutions that have swept the Arab Countries during the past three years. For many of them, the fetch out answer to this shear dilemma has to be a matter related to the typology of the regime itself. The Arab Monarchs possess a unique cultural and hereditary legitimacy entailed their solidarity and stability rooted in the grounds of better governmental performance. This can help us understand the variation between two types of monarchies prevailing in the Arab World; the dynastic one applicable in the GCC countries and the Individual one as in the case of both Morocco and Jordan (Gause, 2013) No Arab Monarchy has been toppled during the Arab Uprising Revolutions save the Kingdom of Bahrain. These dynastic regimes survived for decades against the political storms that have blown away the republican neighboring states. Claims that monarchies in the ME region are inherently more solid and stable or on the other hand, their fall and collapse are only a matter of years away misinterpret the overwhelming situation justifiably as the Arab monarchies are there to stay. Typology of Regimes : Political scientists classify regimes according to their types; Monarchy as in case of the Sultanate of Brunei and Saudi Arabia, totalitarian dictatorship as in the case of the Nazi of Germany and Qaddafi of Libya, Aristocracy as in the ancient Sparta, Democracy as in ancient Athens and United states, anarchy as in recent Somalia, Authoritarian as in the case of Egypt and China and Constitutional as in the case of united kingdom and Japan (Linz, 2000). Arab Spring Shakes Regimes prevailing in the ME: What were called the Arab Spring Revolutions has erupted in several Arab countries, commencing with Tunisia, then crawling to touch Egypt, Libya, Yemen and strikes Syria, leading to the collapse of the republican regimes produced by the revolutionary legitimacy. Accordingly, a significant and remarkable phenomenon has appeared, which should be studied, analyzed and considered deliberately and objectively. Such phenomenon is represented in fact that the Arab monarchy regimes, with its constitutional legitimacy, withstood, even if for a period of time, against the waves and tides of the Arab Spring Revolutions compared to the notorious collapse of republican regimes. The republican regimes could not withstand it terms of its revolutionary legitimacy; alleged fifty years earlier, to resist such revolutions. One should ask what are the reasons beyond such phenomenon? (Al Abdeh, 2012). The most important reason this domino phenomenon is represented in the fact that the constitutional legitimacy upon which the monarchy regimes grounded their superstructures is emerged from societal, religious and historical heritage of the royal families as in the case in Jordan and Morocco. Moreover, the genealogy of these families is ascribed to the Prophet Mohammad (Peace Be upon Him). Such families have not risen to power through the military barracks or conferences. Additionally, these families have not usurped the power through coup detat or assassinations as was the case with most republican regimes that rule the Arab world since a half of century (Kurzman, 2004). The second reason is that the Arab monarchies have stable semi-democratic regimes resulting from constitutional and institutional heritage that is not owned by the dictatorial, totalitarian and absolute republics of fear that ruled the countries in the name of the leading party and the absolute leader. These dictatorial regimes have never recognized the constitution, elections or parliament except for the last decades (Stavestrand, 2013). Monarchy vs Republican Stability Paradigm On the contrary, the monarchy regimes rely on a constitutional and institutional heritage represented in old and permanent constitutions and parliaments with Bourgeoisie political elites that are educated and aware. Under such regimes, the power is peacefully circulated through elections, while the Monarch shall be non-responsible and have all religious and ethnic diversities in the societies of such countries. Accordingly, the peoples of such countries have peaceful and democratic mechanisms for reform; including the right to protest and exercise pressures on the government calling for cabinet reshuffle. These peoples do not need to overthrow such regimes leading to a constitutional vacuum that cannot serve their countries interests and leads to a great chaos and anarchy. Republican regimes Disappointing the youth generation : The third reason lies in the fact that the Arab youths who lived under the republican regimes suffering their oppression and tyranny have hated and fed up with such regimes. On the contrary, such youths and their counterparts that lived under the monarchy regimes tend to the monarchy ones and watch and observe their stability, openness and democracy, not only within the Arab world, but also all over the world. These youths have found that everything is good with these monarchy regimes compared to what they have felt and found under the totalitarian militarized republics of fear and agony. As for the generations that lived under the monarchy and republican regimes in some Arab countries, they have realized for a long period the big difference between the days of Monarchs and princes in comparison with the rule of military who proved to be amateurs and youngsters in terms of politics (Sean, April 2012). The fourth reason is represented in the fact that the Arab societies are mostly parental thus the monarchy regimes are more consistent with their social nature. Under the monarchy regime, there is the Monarch, who is the comprehensive symbol for all people. The republican regimes are, unlike, unfamiliar with the Arab societies and have not proven their success up to date; whatever their supporters introduce any justification that cannot convince even an infant. The unfamiliarity is attributed to the fact the president, in the republican regime, is usually unknown and unqualified amateur of politics. Such a president comes to the power through a military coup or a party and when he/she rise to the power, the same changes into a dictator and seeks to stay in power for life in spite of the fact that such a president does not come to power through the satisfaction and consent of people. Monarchies in the ME and Reform : The last reason lies in the fact that the possibility of reform and change that is available for the Arab Monarchy regimes are absent inside their republican counterparts. The mechanisms of power and constitutional establishments by which the monarch regimes enjoy allow the people to express opinion and thus criticizing corruption and wrong actions and calling for bringing about the change without being subject to punishment. Moreover, the nature of the democratic regime and power rotation between the parties creates a state of competition for the interest of citizen hoping that these parties be reelected. Under the republican regimes, nevertheless, the criticizing and calling for change are regarded as prohibited, treason and assault against the sacred leader and his/her absolute leading party. Hence, there are no elections to overthrow such leaders and in case there are any elections, they are reelected by 99% and thus, they are not obliged to make reforms and offer service to the citizen, as they do not fear of the latter who has no mechanism for expression and change (Halpern, 1993). Conclusion: The generation of spring revolutions in Egypt, Iraq, Syria, Yemen and Libya, who rushed inattentively, without awareness or thinking, after the military machine and their totalitarian revolutionary parties, have come now to realize how awful are the impacts and effects of the catastrophe and the disgusting crime they have committed fifty years earlier against themselves, their sons and grandsons generation after a generation as they have opened their eyes to find themselves under dictatorial totalitarian republics of fear, especially as they have found out that the monarchy regimes that were called the Vanishing Ones are still alive, vital and dominating, while their revolutionary publics encouraged, promoted and propagated by their leaders and parties have vanished and come to end. In fact, the remarkable governmental and constitutional reforms recently carried out by some Monarchs, like Abdullah II; the reigning king of the Hashemite Kingdom of Jordan, and Mohammed the VI‎, the present King of Morocco, including cabinet reshuffle and making essential constitutional amendments, place confirmation on the fact that the Arab monarchy regimes are more stable and persistent compared to their republican counterparts that collapsed in the wave of the first challenge as a result of the domino effect of the arising Arab Spring revolutions. Bibliography : 01/Al-HYPERLINK http://www.majalla.com/eng/author/malik-al-abdehAbdeh, M. (Dec. 2012) The Monarchical Exception While republican dictators fell, Arab monarchies remain stable, Some reflections on the very different fates of Arab Nasserite-type republics and Arab monarchies. 02/Gause, G. (2013) Kings for all Seasons, How the Middle East monarchies survived and persisted the Arab Spring Revolutions. Brookings Center Number 8, September 2013 03/Kurzman C., (2004) The Islamic Revolution in Iran Harvard University Press, 2004, p. 121. 04/Linz, J. (2000) Totalitarian vs Authoritarian Regimes 01/01/2000 Lynne Rienner Publishers 05/Sean, L. (April 2012), Understanding the Monarchial Resilience During the Arab Spring revolutions. 06/Stavestrand, E. (2013) Freedom and Stability in Contemporary Monarchies, Testing the Theory of Monarchical Exceptionalism. Department of Comparative Politics, University of Bergen Spring 2013 Are Happy Employees More Productive? Are Happy Employees More Productive? Happy employees are productive employees. Happy employees are not productive employees. The topic of employee attitude and job attitude has always been a debatable and confused topic among practitioners even though during periods when employees are being referred to as valuable asset for organizational success and competitiveness. Employees have attitudes or viewpoints about many aspects of their jobs, their careers, and their organizations. However, from the perspective of research and practice, the most focal employee attitude is job satisfaction. The most-used research definition of job satisfaction is by Locke (1976), who described it as a state which is enjoyable or positive that results from the appraisal of ones job or job experiences. Implicit in Lockes definition is the importance of both affect, or feeling, and cognition, or thinking. Organizations are social systems where human resources are the most important factors for effectiveness and efficiency. In order to achieve their goals and objectives organizations require efficient managers and employees. Without their personnel efforts and commitment success cannot be achieved by these organizations. Job satisfaction is critical to retaining and attracting well-qualified personnel. Employee job satisfaction can be described as an attitude that employees have about their organization and job. Methodologically, it can be said that job satisfaction is an employees emotional response which can be compared between actual outcomes and desired outcomes (Mosadeghrad, 2003b). One of the greatest challenge facing service organizations is possibly pursue for quality service. (Sohal, 1994). Thus finding ways for maintaining and improving service quality is necessary. (Bitner et al., 1994). In management employee attitude and reactions to organizational change are associated with departmental performance and this considered as an important assumption. In a service business, customer satisfaction is a critical performance indicator along with measures of unit productivity and administrative effectiveness. In the recent years it has been noticed that the effects of many human resource development factors on business performance has been extensively discussed in business research literature. In service industries, where services are often characterized by an encounter between service providers and customers, the quality and capability of the service providers have a direct, significant effect on the service delivery process and customer satisfaction. The initial interaction, having a great influence on how customers evaluate the service quality, has been better known as the moment of truth as customers start to form their opinion and expectation of the service delivery experience (Normann, 1984). This brief encounter can be vital in achieving a reputation for higher quality and continuous business. PERFORMANCE What is performance? Performance is the result of achieving organizational objectives; a yardstick of success. Porter (1980) asserts that the basis of above average performance in the long run is sustainable competitive advantage. Measuring performance Performance measurement is necessary because it enables firms to take a snapshot of current activity to assess their progress and help refocus strategy. These snapshots must always be compared against others both inside and outside the firm in the following three  main ways: (1) Past performance: recorded successes and achievements in the past. (2) Benchmarking: contrasting performance against that of other firms. (3) Goals: comparing achievements with strategic aspirations and expectations. The problems arise in deciding the criteria by which performance should be measured. Our customers judge quality on a range of objective and subjective issues which are often difficult to pin down. Employee attitude, for example, was ranked as the most important critical success factor to hotel companies, but is difficult to measure accurately. One answer is the balanced scorecard which is a reporting system which shows financial performance for actions already implemented as well as measures that drive performance in the future. These may be viewed in four perspectives as shown in Figure 2: customer perspective financial innovation and learning perspective internal perspective Customer satisfaction Customer satisfaction is related to customer loyalty Service providers are expected to increase their service value over time because customers today are very knowledgeable in seeking out new service alternatives and will defect if they are just merely satisfied. Very satisfied customers were found to be six times more likely to repurchase than those who were just satisfied ( Jones and Sasser, 1995). Other studies, such as Gummesson (1993) and Storbacka et al. (1994), also discussed the link between satisfaction and loyalty. Job satisfaction and job performance The study of the link between job satisfaction and job performance has a controversial history. The Hawthorne studies, conducted in the 1930s, are often credited with making researchers aware of the effects of employee attitudes on performance. Shortly after the Hawthorne studies, researchers began taking a critical look at the notion that a happy worker is a productive worker. Most of the earlier reviews of the literature suggested a weak and somewhat inconsistent relationship between job satisfaction and performance. However, further research does not agree with this conclusion. Organ (1988) suggests that the failure to find a strong relationship between job satisfaction and performance is due to the narrow means often used to define job performance. Organ argued that when performance is defined to include important behaviors not generally reflected in performance appraisals, such as organizational citizenship behaviors, its relationship with job satisfaction improves. In addition, in a more recent and comprehensive review of 301 studies, Judge, Thoresen, Bono, and Patton (2001) found that when the correlations are appropriately corrected (for sampling and measurement errors), the average correlation between job satisfaction and job performance is a higher .30. In addition, the link between job satisfaction and performance was found to be even higher for complex (e.g., professional) jobs than for less complex jobs. Thus, contrary to earlier reviews, it does appear that job satisfaction is, in fact, predictive of performance, and the relationship is even stronger for professional jobs. Relationships between attitudes, performance and customer satisfaction Past research has found positive but weak relationships between employees job-related attitudes and performance (Iaffaldano and Muchinsky 1990 ). Recent research has included customer satisfaction as a correlate of employee attitudes and performance, stressing the importance of quality service to organizational achievement (Wiley 1990, Zeithaml et al., 1985). In todays competitive marketplace, organization effectiveness depends on understanding what customers value and communicating this understanding to employees in the form of employee-performance goals and expectations. ( Crom 1994, Heskett et al.,1994) In another study of relationships between organizational performance, customer satisfaction, and employee attitudes, (Wiley 1990) studied data from over 200 retail stores. He found that, overall, those stores most favourably described by employees were those most favourably described by customers. In particular, customer satisfaction ratings were strongly and positively related to employees descriptions of key aspects of their working environment, especially working conditions, minimum obstacles to accomplishing their work, and a strong sense that supervisors and co-workers stress customer service. A number of employee attitude dimensions were related to customer satisfaction. One such employee attitudinal dimension was effective communication. Thus this study concerns examining relationships between employee attitudes, performance, and customer satisfaction over time. The goal is to determine the extent to which employee attitudes distinguish between departments and the extent to which these differences are associated with productivity, administrative effectiveness, and customer satisfaction. In general, we hypothesize that work groups differ in employee attitudes and that these differences relate to recently achieved performance and customer satisfaction and also predict future performance and customer satisfaction. Defining attitude Secord and Beckman (1969, p. 167) defined attitudes as an individuals feelings, judgment and predispositions which helps to behave in accordance to his environment. Arnold et al. (1995) indicated that attitudes reflect a persons tendency to feel, think or behave in a positive or negative manner towards the object of the attitude. According to Elizur and Guttman (1976), attitudes toward change in general consist of a persons cognitions about change, affective reactions to change, and behavioral tendency toward change. Positive attitudes to change were found to be vital in achieving organizational goals and in succeeding in change programmes (Eby et al., 2000; Martin, 1998; Kotter, 1996; Gilmore and Barnett, 1992). Indicators of employee attitude: The concept of the employees attitudes encompasses a wide range of organizational phenomena (Loscocco and Roschelle, 1991). However, the most significant aspect of this study is the view that employees attitudes are the extent to which people of the organization are able to meet the essential individual needs through their experience to give better performance. There are various employees attitudes that have been selected for inclusion in this study and they will be discussed further. Job satisfaction: The first major cause that will be addressed is job satisfaction. In general, HR practitioners recognize the value of the work condition as a cause of employee attitudes, and it is an area HR can help influence through organizational programs and management practices. In addition, one of the most important areas of the work situation to influence job satisfaction the work itself is often overlooked by practitioners when addressing job satisfaction. Currie (2001) suggests that satisfaction is linked to level to which an individual is satisfied with terms and conditions of employment and the factors relates to the physical work environment. For example, an employee may be satisfied with its pay and their relationship with their peers at work or are satisfied with company policy. Job satisfaction is generally known as a versatile construct which encompasses employee feelings about a range of both intrinsic and extrinsic job elements. It includes important aspects of satisfaction related to pay, benefits, promotion, work conditions, supervision, organizational practices and relationships with co-workers (Misener et al., 1996). As stated, the work situation also matters in terms of job satisfaction and organization impact. Contrary to some commonly held practitioner beliefs, the most notable situational influence on job satisfaction is the nature of the work itself-often called intrinsic job characteristics. Research studies across many years, organizations, and types of jobs indicate that employees give more importance to the nature of the work itself when asked to evaluate different facets of their job such as supervision, pay, promotion opportunities, coworkers, and so forth. (Judge Church, 2000; Jurgensen, 1978). This is not to say that good salary or effective supervision is not important but rather much more consideration should be given to job satisfaction by ensuring that work is interesting and challenging as possible. Of all the main criteria of job satisfaction the works nature involves job challenge, autonomy, variety and scope with other key results like employee retention. (e.g., Fried Ferris, 1987; Parisi Weiner, 1999; Weiner, 2000). Thus, to understand what causes people to be satisfied with their jobs, the nature of the work itself is one of the first places for practitioners to focus on. Employee satisfaction: Employee satisfaction is often referred to as job satisfaction. This is to say that employee needs and wants are satisfied when they perceive certain rewards from the organization, including compensation, promotion, recognition, development, and meaningful work, meet or exceed their expectation (Hackman and Oldham, 1980). The next general point to look at is the notion of wellbeing at work, which (Peccei, 2004) suggests concern an overall sense of happiness, physical and mental health of the workforce. (Currie, 2001). However Warr (2002) argues that job-related wellbeing refers to peoples satisfaction with their jobs in terms of facets like pay, colleagues, supervisors, working conditions, job security, training opportunities, involvement, team working and the nature of the work undertaken. Among determinants of job satisfaction, leadership is viewed as an important predictor and plays a central role. leadership style Among the different factors of job satisfaction, leadership is viewed as an important predictor and plays a central role. Leadership is a management function, which is mostly aimed at people and social interaction, as well as motivating people so that they will work towards achieving organisations goals. (Skansi, 2000). Organization believes that their success is in achieving its goals and objectives and this depends on the managers and their leadership style. By adopting the needed leadership style managers can influence employee job satisfaction, commitment and productivity. Leadership style can be categorized as a variety of managerial attitudes, behaviors, characteristics and skills based on individual and organizational values. (Mosadeghrad, 2003b). It is the ability of the leader to motivate employees do perform to the maximum and is also the extent to which management respects workers, operates with honesty and integrity, promotes efficiency, and has open lines of communication with employees (Aronson et al., 2003). Leadership styles comprises of autocratic, bureaucratic, laissez-faire, charismatic, democratic, participative, situational, transactional, and transformational leadership (Mosadeghrad 2003b, 2004). If can be noticed that it is not that a certain style of leadership should necessary result in successful organizational behavior. There is need of different styles for different situations and leaders should know which approach to adopt. A leader may have the skills to act effectively in a particular situation but may not able to perform so in another context. A lot of research stem from research on transformational and charismatic leadership, which have been found to positively affect followers performance and attitudes (Bass and Avolio, 1993 and Shamir et al., 1993). According to Bass (1990, p. 21), transformational leadership takes place when leaders expand and promote the interests of their employees, when they create awareness and acceptance of the purposes and mission of the group, and when they encourage their employees to work towards the benefit of the group and not for their own self interest. Howell and Frost (1989) found that individuals working under a charismatic leader had higher task performance, task satisfaction, and lower role conflict. Employee commitment The concept of organisational commitment refers to a persons affective reactions to characteristics of his employing organization. (Cook and Wall, 1980) Commitment is an internalised employee belief, often associated with soft HRM and a high-trust organisational culture (Mathews and Shepherd, 2002) and is frequently associated with an exchange relationship between the employer and employee. From the point of view of employees, they commit to an organization in return for certain rewards, which can be extrinsic (salary) and intrinsic (belonging, job satisfaction). Legge (1995) suggests that the attitude conceptualization suggests that dedicated employees have confidence on the organisations goals and values, show enthusiasm to put maximum effort and have a strong will to stay with the organization. As such, affective commitment is viewed as an employees positive attachment to the employing organisation and a willingness to contribute towards the attainment of organisational goals (Mowday et al., 1979). It is argued that commitment often establishes an exchange relationship in which individuals attach themselves to the organization in return for certain rewards from the organization (Buchanan, 1974). People join organizations with certain needs, skills, expectations and they hope to find a work environment where they can use their abilities and satisfy their needs. When an organization can provide these opportunities, the likelihood of increasing commitment is increased. It is obvious that this exchange doesnt mean exploitation of employees. Commitment can be characterized by at least three related factors; a strong acceptance of the organizations values and goals, a willingness to exert considerable effort on behalf of the organization and a strong desire to maintain membership in the organization. Other research also indicated that organizational commitment is a better predictor of behavioral intentions than job satisfaction within a change context (Iverson, 1996; Iverson and Roy, 1994). Employees with high organizational commitment are more willing to put more effort in a change project and, therefore, it is more likely to develop positive attitudes towards organizational change (Iverson, 1996; Guest, 1987). It is in the interests of employers to find means of increasing employee commitment. High levels of organizational commitment lead to several favorable organizational outcomes. These include increased attention to safety practices, increased attendance, fewer grievance filings, larger profit margins, and higher customer satisfactions scores (Thompson, 1996), increased organizational effectiveness (Leung, 1997; Ostroff, 1992), more frequent organizational citizenship behaviors (Mayer Schoorman, 1992), higher productivity, lower scrap rates, and reduced turnover (Arthur, 1994), improved customer contract retention (Tornow Wiley, 1991), long-term profitability and shareholder value  (Kravetz, 1991) and higher customer satisfaction (Wiley, 1991; Pugh et al, 2002, Terzo,  2005). Furthermore, employee satisfaction has been positively correlated to service quality, which was then linked to increased customer satisfaction (Pugh et al., 2002). Customer satisfaction has been linked with the financial performance of the company, suggesting that employee satisfaction is linked to financial performance (Terzo, 2005). Further research has shown that satisfied employees have a positive impact on the companys revenues and profits (Jakobson Rauch, 2005). Different variables from employees all link to the customer, which links to the companys profitability and revenue growth (Pugh et al., 2002). Employee voice has been viewed as an aspect of high commitment HRM, and it is considered essential that workers should have the opportunity to express their grievances openly and independently, in addition to being able to contribute to management decision making on task-related issues (Gould-Williams, 2004). Employee involvement and information sharing is another essential component of the high commitment paradigm. Open communication about business matters ensures workers are informed about organizational issues and conveys a symbolic and substantive message that they are to be trusted in an open and positive manner (Marchington and Wilkinson, 2005). Thus it can be said that business success requires more than just satisfied and loyal employees. Instead, it demands the kind of employees who are willing to serve as advocates for the organisation, i.e. committed employees. So, employee commitment represents employee dedication to help the company to achieve its goals. It includes manifests like dedication to doing work of high quality, commitment to resolving customers problems, the investment of adequate time and effort in the work and the will to recommend the companys products and services. Job involvement Job involvement is likely to be affected by aspects of organizational culture. Job involvement is important because of well-established associations with a range of organizational outcome (Gray et al., 2003). It is also found that employees who are more involved in jobs are more satisfied with their jobs and can be expected to be more committed to their organization (ODriscoll and Randall, 1999). Employees who are highly committed towards their organization are more likely to stay than those who are relatively uncommitted (Tett and Meyer, 1993). Employee attachment is an important determinant in predicting organizational success. They describe attachment as having a strong affective component-the degree to which the customer or employee has a positive emotional connection with the organization. It is believed that the way employees are treated (HR practices) leads to a shared employee mind set. This, in turn, leads employees to behave in ways (employee practices) that contribute to a customer mindset that, in turn, contributes to a retention and attraction of customers and the resultant competitive advantage. Therefore, job satisfaction and job involvement are attitudes which are determined by individuals perceptions of their total job situations, including the physical work environment, the terms and conditions of their employment and the degree to which they are given autonomy, responsibility, authority and empowerment in their jobs (Kersley et al., 2006) Thus Organisations that promote and maintain commitment, job satisfaction and work-life balance satisfaction (wellbeing) of their employees through the implementation of high commitment HRM practices will benefit most by superior organisational outcomes and productivity through establishing long-term relationships of support and trust with employees. Organisations that do not pay attention to employee wellbeing at work will have in the long term to deal with the effects of less productive employees. Career satisfaction Career satisfaction was included since such satisfaction refers to overall affective reaction of individuals to their career (Greenhaus et al., 1990). It is reasonable to expect that high levels of career satisfaction would enhance organizational commitment since employees who are satisfied with their careers should perceive greater benefits in retaining membership in their organization than employees whose career have been less gratifying (Igbaria and Greenhaus, 1992). Motivation Herzberg et al.s (1959) two-factor theory of motivation stated that satisfaction and dissatisfaction are two separate entities caused by different facets of work and they were labeled as hygiene factors and motivators. Hygiene factors are categorized as extrinsic factors of job design that contribute to employee dissatisfaction if they are not met. Some examples are: supervision, working conditions, company policies, salary, and relations with co-workers. On the other hand motivators are intrinsic to the job and include achievement, development, responsibility and recognition. There is a very old discussion on whether hygiene factors do contribute to job satisfaction. (Furnham et al., 1999; Warr, 1987). Big five The big five model include five dimensions of personality traits. These traits are useful in determining the behaviour of individuals. These are: extraversion, agreeableness, conscientiousness, neuroticism and openness to experience. Furnham (1997) found that extrovert persons are highly motivated by intrinsic factors. It has been seen that extrovert person would respond more quickly to rewards than introverts. There are other examples that shows how personality traits may affect attitudes is an individual openness to experiences and this allow them to be more innovative and thus more satisfied with their job. (Furnham et al., 2005). Conscientiousness is viewed in earlier findings and suggests that this trait is a constant predictor of job satisfaction. (Furnham et al., 2002). This influence can be explained as conscientious individuals are prone to greater level of intrinsic and extrinsic reward as they are well organized therefore continuously increasing job satisfaction. Managing Employee Negative Attitudes Managers can influence employees in having positive attitudes. Employees should understand behaviours so as to help them to change their attitudes. There should be the will to implement changes even if certain disagree with the idea. Moreover the organization must focus on opportunities rather than concentrating on maters that is not working. Like this negative attitudes can be controlled a to a certain extent. Constraints to achieving positive employee attitude It is said that everyone should have a positive attitude. In practice it is really difficult to maintain a positive attitude every time. Whenever a problem arises, change in attitude is obvious to such an extent that having negative attitude cannot be avoided. The lack of positive attitude is the root cause of tension, anxiety, demoralization, nervousness and depression. Now a day almost everybody is in tension. Employees are tensed because of job dissatisfaction. Conflicts Lack of communication Adaptation in the working environment