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Why Hamlet delays

Hamlet is an emotional person. He feels guilt, remorse and has responsibilities, yet at the same time he feels pride and a sense of duty. He is also quick, in Act one, scene five to take on his role of avenger

“Haste me to know’t, that I, with wings as swift

as meditation or the thoughts of love, May sweep to my revenge.” I believe that there are many factors that contribute to hamlets delay in action.




Hamlet is passionate about his role and swears to “wipe away all trivial fond records” and to concentrate avenging his father’s death. However he is concerned with his mother’s betrayal “O most pernicious woman!” and this makes him hesitate.

This was not the main issue his father spoke of, yet Hamlet is troubled by the thought of his mother’s marriage to his uncle. Hamlet idolized his father so much that he would do anything to make him happy, to be the perfect son. However towards the end of the scene he starts to have some doubts, “The time is out of joint. O cursed spite, that ever I was born to set it right!” Although he feels it’s his duty, he says ‘cursed spite’ I think he is resentful of his evident fate and feels put upon to be made to do this terrible deed.

Hamlet tries to convince everyone that he is mad rather than plotting revenge. Although at first Hamlet feels the idea of acting mad is a good one, it becomes obvious that even Hamlet doubts his genuine sanity. In some parts of the play it is hard to tell if he is acting mad or he is really mad particularly in act scenes 4 when Hamlet argues with his mother. He was already accusing her of treachery and when talking to his mother he is threatening, Gertrude becomes scared ‘though wilt not murder me? Help, ho!’

When Hamlet murders Polonius he still seems to be troubled with his mother’s betrayal.

“A bloody deed-almost as bad, good mother, as kill a king and marry with his brother.”

There is a continuous theme of deceit within the play and Hamlet feels strongly about the deceit by his mother. His idolization of his mother being completely shattered may have thrown Hamlet into depression. Also

the death of his father and the sudden marriage is enough to make anyone depressed, so for Hamlet, who is a very philosophical and deep character these events may have tipped him into mad behavior.

Hamlet is battling with his conscious, he has become more aware of his sense of morality towards the end of the play. Hamlet lives in a society where it is thought wrong to kill, even for revenge, law forbids it, but he also lives in a society where duty and personal honor prevail. Hamlet tries to stir up his hatred for his uncle by speaking in harsh language, calling him a ‘bloody, bawdy Villain’ and a ‘remorseless, treacherous, lecherous, kindles villain.’ But this tactic does not work and he continues to dwell.

Hamlet’s ‘play within a play’ again shows some hesitation, there is no physical action-taking place on Hamlets part, however Hamlet is searching for some sort of truth in what he has been asked to do. In seeing Claudius’s reaction to the play that Hamlet has prepared Hamlet has some hard evidence. The ghost of his father, an apparition, has only told Hamlet of the murder. Hamlet wanted to concrete some evidence.

Despite all this, when the play is performed and Claudius’s reacts strongly, hamlet still does not kill Claudius. This is another opportunity Hamlet passes on.

Hamlet has another ideal situation where he can kill Claudius when Claudius is praying in the church, however, Hamlet is quick and realizes that if he were to die now, he would go straight to heaven as he has been purged of all sins. “A villain kills my father, and for that

I, his sole son, do this same villain send to heaven.”

He wants Claudius to suffer the same fate as his father did; he realizes that with the forgiveness Claudius has asked for he will end up in heaven.

Although Hamlet does finally kill Claudius it is the death of his mother that is the key to the murder of Claudius. Hamlet is so enraged and passionate about the death of his mother. The death of his mother leaves Hamlet with nothing left to live for and there is no longer any reason to hesitate as he has nothing left to loose.

In conclusion I think hamlets lack of resolve comes from his personality, he was too uncertain of anything including his own feelings to commit himself to action, he had too many conflicting ideas in his head including knowing that killing is wrong, revenging his fathers death, if there was any truth from what the ghost said, whether he really was mad and his mothers hasty wedding to his uncle. This is enough to put doubts in anybody’s mind.



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It is well known that when families, educators, and communities all work together, schools get better and students get the high quality education they need to lead productive lives. Parents are the essential link in improving American education but job and family demands leave little free time for many of them. Sending a report card home is not enough. Parents want to help their children succeed in school, and often need guidance on how to be most effective. Thus parents look to schools for help even if they do not or cannot make the first contact themselves. Making parents feel welcome in the school is the first step to helping them. That’s why as a forth grade Language Arts teacher, it is very important that I create an environment that fosters involving parents and guardians in student learning process. . One strategy I use to accomplish this educational goal is Parent-Teacher Conferences. The beginning of the school year is a key time to communicate with parents. All will want to know what to expect from schools and new teachers, and how they can help their children learn. Some of this information can easily be mailed to parents as a welcome letter with information about a list of basic subjects and broad plans for the year, a list of materials the child will need for class, a phone number and time when the teacher can be reached, monthly or annual calendars highlight upcoming school events and meetings. Next I will send a sincere invitation to first parent-teacher conference. In order to reach and develop a relationship with parents I create a comfortable and private physical environment with enough adult-sized chairs and no desk separating teacher from parent to generate a climate that invites collaboration with parents. Furthermore, I provide parents with opportunities to speak about their children and involve them in creating solutions to problems. At the end of the conference I classify concrete suggestions for how the parents and the teacher will together help the child, emphasize the parents role in the education of the child, and ways to assist them. Moreover, I present resources and materials such as booklets that families can use at home to build student skills.

. Parent-Teacher Conferences for all families are an essential building block of home-school communication where parents provide important perspectives and information that can be extremely valuable. Together, teachers and parents make a great team to help children get a good start for life.

. Another strategy I would use to achieve this educational goal is Ongoing Communications.

Imagine the impact when parents receive positive phone calls letting them know how much progress their children have made in recent weeks or asking if they need any information about school programs and expectations. Home-school communication is greatly increased through personal contacts such as this between teachers and parents .In addition, newsletters can provide a steady stream of information from the school to the home. To attract the attention of parents, my newsletters would be attractive, well-organized, and easily read with encouraging parents to write letter to this newsletter. Also, I will send home notices about special programs parents may want to watch with their children and suggestions for discussing issues that the program will highlight as well as recommended reading lists or suggestions about how to use household materials, such as newspapers and magazines, to encourage reading.




Ongoing Communications is very effective because it can be easily reenacted through the school year, hold ongoing training for groups of parents who want or need intensive help with home learning, builds partnerships with parents to jointly support home learning activities. Taking the time to read with children is the most successful way to encourage kids to read and is critical to a childs education.

Again, involving parents and guardians in student learning process is an important goal because it promotes clear two-way communication between the school and the family to the school programs and has a direct impact on student’s attitudes, behavior and academic progress. Parent-Teacher Conferences and Ongoing Communications are two strategies that ensure quality learning opportunities to all students in my forth grade Language Arts class.



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On first observation of the subject in question, Willy walked into my room a nervous, tired old man who had clearly entered the first stages of clinical depression and was near breaking point, mentally and physically. His weary limbs crashed onto my chair as if he had not rested in days.

He said that he had been working hard for the good of his family and said he was the one who people came to if they needed something in New England. His appearance told a different story though and it was quite clear that his optimism was merely a mask for a hidden agenda that he clearly did not want to reveal to me.

With further examination, I have come to realise Willy Loman is like an oyster; full of interesting issues waiting to be discussed, but always clams up when asked about more sensitive topics, such as his family and his overall status. From his notes, I am told he has two sons in their early thirties and a wife, Linda.




The eldest son Biff, is currently a farm labourer of sorts and was allegedly looked down upon by his father because of this job he undertook. When I confronted Willy about this, he seemed cold and spiteful about Biff at first, but when we tried to move onto the next subject, he immediately contradicted himself from what he said a few seconds ago and praised Biff for being a hard worker and not being lazy. This may depict a man, unsure of his own judgement and possibly someone who was willing to change his own opinion for the benefit of others.

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If you order your custom term paper from our custom writing service you will receive a perfectly written assignment on Elderly Drivers. What we need from you is to provide us with your detailed paper instructions for our experienced writers to follow all of your specific writing requirements. Specify your order details, state the exact number of pages required and our custom writing professionals will deliver the best quality Elderly Drivers paper right on time.

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All was well on a sunny July afternoon at a Santa Monica farmers’ market, where loads of people were gathered outdoors collecting fruit, and enjoying their day. Heart rates increased and tragedy struck as a 1 Buick emerged into the scene at top speed. The car uncontrollably succeeded in knocking stands over disastrously, managing to steal ten innocent lives, and send about forty to the hospital. The driver, Russel Weller, was an 86-year-old man.

This tragedy revived an issue already controversial senior driving. It raised questions about when it is safe for seniors to continue driving, and when it is time to take away the keys.

Elderly drivers are not necessarily terrible drivers, however nobody can deny that the skills necessary for driving deteriorate with age. The older we get, the weaker our senses become. The majority of us begin to find prescription glasses essential in order to sharpen our sight, and hearing aids to enhance our hearing. Reaction time plays a vital role in life tasks, especially in driving. Our reaction time definitely begins to deteriorate as we grow older, increasing the risks of automobile accidents involving elderly drivers. Studies prove that older people are among the most accident-prone groups on the road. According to a specific study by John Hopkins researchers for the Insurance Institute for Highway Safety, the crash-per-miles-driven statistics for people age 80 or over is triple that of people ages 65 � 6.

Though many older drivers see driving slower as being safer and more cautious, this isn’t always the case. When driving slower than the surrounding cars, you are still at risk of getting rear-ended by another vehicle. In driving school, it is taught to go at the speed of traffic, whether it is above or below the speed limit. This is to obviously prevent the risk of collisions.




While elder drivers may be a hazard on the road, it is unfair for their license to be confiscated so suddenly. After all, driving is the ticket to independence. Taking away their advantage of driving is pretty much taking away their freedom, and they are left to burden others in helping them with everyday errands and tasks. Taking the bus may be an alternative, yet a big adjustment as well. The bus is not at your convenience as a personal vehicle would be, waiting for you in your driveway. Instead, one must abide by the schedule and arrangements the bus sets. According to Daniel Yi, Los Angeles Times writer and author of “Behind the Wheel,” some alternatives to driving include bus transportation and walking. Good old fashioned walking can be pleasant as well as a good workout, keeping us in fairly good shape. The bus can be used for long-distance transportation. You rest while the driver takes you to your destination.

Other solutions to the problem with older drivers would be to somehow retest them on their driving ability and skills. Romando Dixon of the Columbus Dispatch suggests testing adults every five to ten years to make sure everything

is working all right. This is a good method until the adult is labeled “unable to drive”. Once they are deemed as driving impaired, they should consider the bus and/or walking, and maybe even count on family to help them out by driving them from place to place.

Older people’s senses may not be as sharp as they used to be, and their reaction time might be deteriorating as time goes by, which are important reasons as to not allowing them the privilege of driving. However, a gesture such as this seems unjust and somewhat discriminating. Indeed, losing driving privileges can be a great loss of independence for seniors, however, loss of control behind the wheel is even worse.



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At the core of successful marketing is a professional approach to segmentation, targeting, and positioning.

Describe using examples how this process might be undertaken. What are the characteristics of a successful market segment? What are the keys to effective positioning?

In virtually any market, if different segments can be clearly identified, specific products with specific marketing programs can be developed to meet both the physical needs of customers and also the emotional needs that customers attach to products and services. Effective marketing programs are built on a platform provided by the marketer’s tools of market segmentation, target marketing, and product positioning; the three decision processes are closely linked, having strong interdependence, and all must be implemented if a firm is to be successful in managing a product-market relationship.

Market segmentation is the process by which a market is divided into subsets of customers with similar needs and characteristics that lead them to respond in similar ways to a particular product offering and marketing program. It is important as most markets are heterogeneous in terms of benefits anted, purchase rates, and process & promotion elasticities so the response rates to products and marketing programs will differ. The critical issue is to find an appropriate segmentation scheme that will facilitate target marketing and product positioning.




Markets can be segmented on the basis of demographic factors (who the target customers are) including age, sex, household lifecycle, income, occupation, education, and race/ethnic origin. Geographic factors (where the customers are) including region, city, population densities, and climate can also be used. Furthermore behavioural factors (what the customers do) can be used in the segmentation process where the benefits sought and the choice criteria used are evaluated. Thus the market segmentation procedure involves surveys on customer motivations, attitudes, and behaviour, followed by an analysis of the appropriate factors that should give a profile of consumers and the level of attractiveness of the market. Ideally the segmentation process should work from the bottom-up.

For the segmentation process to be successful it must be able to identify one or more relatively homogeneous groups with regard to their wants and needs where;

1. the size of each segment is large or profitable enough to serve,

. the size, purchasing power, and profiles of each segment can be measured,

. each segment will respond differently to different product offerings and marketing programs,

4. the segments represent markets that can be reached and served effectively, and

5. one or more of the segments represent markets that the company can attract and serve.

Target marketing involves an evaluation of the relative attractiveness of various segments (in terms of factors like market potential, growth rate, and competitive intensity), and the firm’s mission and capabilities to deliver what each segment wants. This enables the firm to decide on which segment(s) to serve; this is a strategic decision and should fit in with the overall business goals.

As most firms no longer aim a single product and marketing program at the mass market they must develop a market-attractiveness and competitive-position matrix to evaluate the segments as potential target markets. The targeting of markets involves a five step process

1. the selection of factors which can measure market attractiveness and competitive position,

. the weighing of each factor to reflect their relative importance,

. assessing the current position of each segment relative to each weighted factor,

4. projecting the future position of each segment based on expected environmental, customer, and competition trends, and

5. choosing which segments to target based on the data generated.

While most successful entrepreneurial ventures target narrowly defined market segments as this policy increases the odds in their favour by concentrating on the most suitable market segments and by conserving their limited resources, this is not always the best strategy, particularly for established firms having substantial resources. In general there are five patterns of target market selection

1. single segment concentration where only the most suitable product and market is chosen,

. selective specialisation where certain products are targeted in specific segments,

. product specialisation where one product is targeted at all the relevant segments,

4. market specialisation where a full range of products is targeted at a particular segment, and

5. full market coverage where the full range of products is targeted to all relevant segments.

Product positioning entails designing product offerings and market programs that collectively establish an enduring competitive advantage in the target market by creating a unique image, or position, in the customers mind. The success of any product offered to a given target market depends on how well it is positioned within that market segment, i.e. how well it performs relative to competitive offerings and to the needs of the target audience. Thus positioning is basically concerned with differentiation as it refers to both the place the product occupies in customers minds relative to their needs and competing products, and also to the process that companies use to create this position. The positioning process involves

1. the design of the offering and the image so that it occupies a distinctive place in the mind of the target market,

. the creation of a customer focussed value proposition which looks to answer the question as to why should customers buy the product, and

. aligning internal resources to achieve positioning objectives in recognition of the fact that the positioning decision is a strategic one for the whole firm.

The whole process is designed to establish competitive advantage, and the difference that a firm want to establish is usually in both physical and perceptual terms; the latter is also important as customers often evaluate products and services in terms of what they do (as opposed to what they are) in a rather subjective manner.

There are typically seven steps in the positioning process

1. identify a relevant set of competitive products serving a target market,

. identify the set of determinant attributes that define the “product space” in which position of current offerings are located,

. collect data about customers perceptions for products in the competitive set to determine the attributes and score these products on them,

4. analyse the current position of products in the competitive set using a positioning grid, i.e. a product-positioning analysis,

5. determine customers most preferred combination of attributes, i.e. a market-positioning analysis,

6. consider fit of possible positions with customer needs and segment attractiveness, and

7. write a positioning statement or value proposition to guide the development of a marketing strategy.

Most successful products are positioned based on one, or at most, two determinant attributes; the use of more than this is likely to be confusing to customers. For a positioning process to be successful other pitfalls must also be avoided including underpositioning (vague presentation of the brand by trying to be too many things to too many people), overpositioning (being too closely inked to one segment of the market, e.g. Horlicks), confused positioning (where too many claims are made for the offering), and doubtful positioning (where there are doubts that the product can deliver on the claims made). The determinant attributes are then transformed by companies into value strategies, which include performance leadership, operational excellence, and customer responsiveness. Most firms aim to be the best at one of these values, which are closely linked to the customer aspiration observed in the market-positioning analysis, and adequate at the other two; this means that continuous improvement must be maintained in the key attribute while some resources will be allocated to try and improve the adequacy demonstrated by the firm in the other attributes. Attribute (value) leaders are easily recognised by customers where firms with organisational excellence known for “a great deal” or “trouble free basic service”, firms with performance leadership known for being “always at the cutting edge” or having “a high price, but being worth it”, and firms with customer responsiveness known for “really understanding the business” or being a “close business partner”. The value strategy that a company chooses will affect all aspects of the business including how the organisation operates (top down versus autonomy), how core processes are carried out (standardised versus market sensing), and the economic driver behind the business (scale versus speed). Firms using the operational excellence strategy include Ryanair, while IT firms are typical examples of those following the performance superiority approach.

Thus the characteristics of a successful market segment is that it provides access to growth opportunities, while the keys to effective positioning is to create differentiation and optimise resources behind a successful launch.



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If you order your custom term paper from our custom writing service you will receive a perfectly written assignment on Is there ever an instance where you feel that an employer should be held liable for murder in the death of an employee?. What we need from you is to provide us with your detailed paper instructions for our experienced writers to follow all of your specific writing requirements. Specify your order details, state the exact number of pages required and our custom writing professionals will deliver the best quality Is there ever an instance where you feel that an employer should be held liable for murder in the death of an employee? paper right on time.

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Is there ever an instance where you feel that an employer should be held liable for murder in the death of an employee? Yes, it is the right of the employee to have a safe and healthy working environment. Employers like employees have rules, regulations, and/or guidelines mandating their adherence and if not followed may result in damage, injury, or death. Negligence on behalf of an employer is still a criminal act, and should be dealt with as such. Employers have a duty to uphold and responsibility to their employees well being and if they do not are held accountable.



In today’s workplace, every employee has the right to expect a safe and healthy environment and it is the duty of the employer to provide. Organization such as Occupational Safety and Health Administration (OSHA) have a mission to save lives, prevent injuries and protect the health of Americas workers. To accomplish this, federal and state governments must work in partnership with the more than 100 million working men and women and their six and a half million employers who are covered by the Occupational Safety and Health Act of 170 . Over the years, industry progress has used human lives as a price for their success. No person should accept a job-related accident or illness as status quo. OSHA enables employers and employees comprehend a basic understanding of the fundamentals of workplace safety, which is necessary for those involved in industry today. This understanding of regulations is the first step toward promoting a safe workplace as well as having guidelines both employer and employee must obey.

Companies or corporation do not make willful act against its employees, but specific persons, sometimes their capacity as representatives of disembodied corporations, can be held accountable for a preventable and predictable event. Employers of industry companies have rules and regulations to follow in day-to-day business; these rules established for the greater good of the company. History shows that certain workplace fatality issues are preventable due to cutting corners on safety, which is why I believe negligence of employers resulting in death is murder or manslaughter. If the head of a construction site willfully ignores safety issues and continues to allow his employees to work in such conditions, he is responsible for any events that may take place. Guidelines, regulations, procedures, and/or operating instructions all set in place to assist in preventing such misfortune, and to freely disregard these rules for sake of getting a job done quicker or at less cost is a morale decision someone is prepared to make at the sacrifice of lives.




Negligence on behalf of an employer is the same as negligence of a person driving an automobile; it is a criminal act punishable by the law. He driver did not intend to kill anyone and is horrified that his or her recklessness has resulted in the death of another human being. Like the drunk behind the wheel, corporations generally do not intend to kill people. Yet, they kill people with their reckless actions. Moreover, the majority of in driving cases, individuals will be prosecuted for involuntary manslaughter in drunk driving death cases, in the majority of corporate cases; corporations are not prosecuted for involuntary manslaughter when people die because of their recklessness. Negligence is negligence, whether individual or corporate, someone needs to be held responsible for such actions.

Employees of corporations have the right to work in safe and healthy atmospheres. Organizations like OSHA establish guidelines to prevent injuries and protect the health of these employees. It is when corporations’ neglect established regulations that a criminal act is willfully committed on their behalf. Corporations, employers, and employees all have a duty to one another to uphold and if not held accountable for their actions, then corporation will continue to get away with murder.

Occupational Safety and Health Administration; http//www.osha.gov/oshinfo/mission.html

“When does a worker’s death become murder”? American Journal of Public Health Washington; Apr 000; David Rosner.

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Saudi Arabia is a large market. There is a population of 4,,844. That number includes 5,576,076 non-citizens foreign workers (00). Saudi Arabia is one of the highest growth nations in the world with a growth of .7% a year (00). Children and young teens represent the highest proportion of the population in the country. 0-14 years 4.%, 15-64%years 54.8%, and 65 years and over are .%. Since the product is aimed at all of the population the age division is irrelevant. Most Saudis live in the urban areas (77.%), while the rest live in the rural areas (.7%). The largest concentrations of population are in Riyadh, Jeddah, medina, and Mecca

Saudi Arabia’s economy is based on oil production. Oil wealth made the possible the rapid economic development. There is low inflation rate of 1%. The GDP of Saudi Arabia is $4 billion (00). The purchasing power parity per capita was 11,080 in 00, and is in constant incline from year to year. The consumer prices rate is lower every year and was �0.51% in 00, thus prices of products are in decline. The government of Saudi Arabia subsidizes few aspects for the Saudi people, which allow the population to spend more on other things. Low taxes. The five plans- increase imports. Saudi Arabia’s government had six economic development plans since the 170’s. During those plans private enterprise and foreign investment were encouraged and foreign companies were welcomed in the country (country fact sheet, 14).

Since the product is already in presence in the country there is no special adaptation necessary by the consumers. The product is a necessity because of the water shortage and is part in normal life that the consumers look for anyway. There is a strong base for the soft drinks market in Saudi Arabia. In 001 the consumption of soft drinks in the kingdom was .7 billion liters, and is expected to exceed . billion. In 001 the sales of bottled water in Saudi Arabia increased by 7% in the year 001.

Even though Saudi Arabia’s government is in close relationship with the United States there is a negative factor in this country that affects the soft drinks market. From time to time there is a feeling of resentment against America, and American products. 00 there was a campaign in the country aginst the United States that encouraged the boycott of American brands. Two of the companies that were on the boycott list were Coca Cola ad PepsiCo. These two companies that control high share of the soft drinks in Saudi Arabia distribute mainly carbonated drinks. The soft drinks sector that mainly suffered from the boycott was the carbonated drinks rather then the bottled water sector, since they concentrate on the first sector. The product will be imported form another country, a country that the Saudis have no resentment against like Armenia or turkey.






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Productive work groups are of strategic importance to modern organizations. The purpose of this paper is to briefly outline the significance of group process factors. These process factors cover areas such as group norms, group cohesiveness, and group development. The different group factors are all interrelated and have an effect on other group factors. A work group is a gathering of two or more people working together towards the achievement of a common goal. The process factors which influence the operation of groups can be instrumental to whether the group functions as a positive synergy or a negative synergy, and the effectiveness of the group as whole.



The first group process relates to group norms. Norms are a common occurrence in most aspects of society. Group norms are rules or standards of behaviour that are collectively shared by a group in order to develop a sense of uniformity among the membership of a group. Group norms illustrate a consensus of common values relating to a variety of different issues such as socialising. Socialising plays an important role in forming the norms of a group. Group norms can determine the type of socialising that the group might engage in. Other facets of group norms are the distribution and allocation of materials, equipment, workspace, and worker remuneration (Bartol, Martins, Tein & Matthews, 001, p.468).






There are four mechanisms through which group norms are typically formed; they are explicit statements, critical events, primacy, and carryover behaviours. Explicit statements illustrate the expectations placed upon a group member. Normally an explicit statement is a directive from one member of a group to a new member of what sort of standard or behaviour the group requires. Critical events are precedents that dictate the future direction of the group. Critical events are seen as en event that has occurred in the past and has predetermined the course of action in relation to such an event occurring in the future. Primacy is a mechanism by which the group adopts a pattern of following the primary actions and behaviours of the group as a norm. Carryover behaviours are norms that have been introduced to the group that the members of the group have experienced as norms in previous group situations (Bartol et al., 001).



The significance of group norms to the performance of a group is of immense importance. Groups need norms to help facilitate group participation. If a member fails to accept the norms of the group, the member may become ostracized from the group. Group norms also help unite groups by providing a common bond between workers. A negative aspect of group norms can be that individuals may go against the rules of the organization to conform to the norms of a group (Smith & Bell, 14). However, a group that has acceptable norms may operate more efficiently and will help the group develop a sense of cohesion.



The second group process factor relates to group cohesiveness. Group cohesion deals with how a group sticks together and the impact that group cohesion can have upon the work level of a group. Riordan and Weatherly (1, p.10) state that group cohesiveness is important to the functioning of the group, and depends upon a worker having some form of identification with the group. Groups that have strong cohesion and a sense of group identity have better greater communication within the group than a group that has little cohesion. Members of cohesive groups demonstrate sensitivity to other group members and feel more satisfied with their profession (Bartol et al., 001).



Group cohesion and identification also have an impact upon the performance of the group. Work group cohesiveness is derived from the personal cognitive connection between an individual and the work group. One of the benefits of group cohesion is a reduction in absenteeism (Goodman & Atkins, 184). Groups that are well formed and respectful of one another tend not to be absent for menial reasons, as individuals feel that they have a responsibility to the group. Negative aspects of strong group cohesion be that the group might attempt to makeup for an under achieving worker, or if a group has good communication the group might engage in more talk than work.



Group cohesion and group norms have a significant impact upon the performance of a group. Groups that display strong cohesion and high performance norms tend to be the most efficient performers. In contrast, groups that are highly cohesive with low performance norms tend to deliberately lower performance levels as a group. Group cohesion is determined by factors such as workers having similar values, attitudes and personalities. Groups that are cohesive tend to develop a group understanding of events and circumstances that can exert a positive influence upon work performance (Bartol et al., 001, p.470).



Group development is the final aspect that influences group processes. Tuckman (165, p.p. 84-) established that there are five distinct stages to the group development process. The first of the five stages is called the forming stage. The forming stage involves the formation of a group of people that are to work towards a common task. In the forming stage the members try to gain an understanding of the task at hand and attempt to work out the best method for completing the task. Members also try to gain an insight into the other members of the group, and establish the basis of how the group begins to interact.



The second stage of group development is the storming stage. The storming stage could also be called the conflict stage, as it the stage of development where conflicts usually occur. Conflicts can range from a difference of opinion over key issues involved in achieving a task, to personality conflicts between members of the group. It is important for the group to find some common ground and resolve the conflicts at this stage, as the group needs to cooperate. Unresolved conflicts can lead to an impact in the effectiveness and efficiency of the group. The storming stage can lead to the emergence of a group leader who can either resolve disputes or can manage to be the most persuasive in arguing their case.



The third stage of development is the norming stage. It is at this stage that group starts to develop group norms and attempts to build a sense of group cohesion. Members begin to identify with the group, and each member gathers an understanding of the role they are expected to play within the group. The norming stage is crucial for the group to unite and attempt to build upon the areas that the group has in common.



The fourth stage of the development process is the performing stage. At this stage the group focuses collectively on accomplishing the task. It is important that group norms have a positive influence on the group in relation to expected levels of performance. Group norms and cohesiveness will determine whether the group develops a positive or negative synergy. The individual members of the group need to identify with the group in order for the group to be able to effectively solve problems. Each individual needs to work towards accomplishing their individual goal while also working towards the task of the group.



The final stage of group development process is the adjourning stage. At this stage the group should have accomplished all of the tasks that the group was attempting to achieve. The group normally breaks up and members prepare to disengage from the group. The group may hold some form of social event to celebrate the group’s achievement and bring closure to the workgroup cohesion. The desire for some form of celebration will depend upon the cohesion of the group, the time spent together, and the complexity of the task (Bartol et al., 001). [ words]



It is important to note that not all researchers are in agreement with the group development theory of Tuckman (165). Seeger (18, p.68) argues that the group development process apply only to groups that have never previously met. Patton & Giffin (17) claim that many groups do not follow a sequence of predetermined events, but follow a sequence that is determined by the various elements that constitute the group. Wanous, Reichers & Malik, (184, p.674) suggest that the integration of a newcomer to a group begins a complete new cycle of group development.



To sum upAs we have seen, group norms, group cohesiveness, and group development are significant to the performance and functioning of a group. Group norms should create a positive environment for the workers to form a cohesive group. Group cohesiveness will lead to the group achieving a greater level performance. Group development is essential for the group to establish norms and cohesiveness before completing the goals of the work group. For organizations to create and maintain productive work groups, the organization should follow the theories of group norms, group cohesiveness and group development.



References

Bartol, K., Martin, D., Tein, M., & Matthews, G., 000, Management, A Pacific Rim Focus, rd Edition, McGraw-Hill, Sydney.

Patton, R., & Giffin, K., 17, Problem-solving group interaction, Harper & Row, New York.

Riordan, C.M., & Weatherly, E.W., 1, ‘Defining and measuring employees identification with their workgroups’, Educational and Psychological Measurement, Vol. 5, No. , p.p. 10-4.

Seeger, J.A., 18, ‘No innate phases in group problem solving’, Academy of Management Review, Vol. 8, No. 4, p.p. 68-68

Smith, J.M., & Bell, P.A., 14, ‘Conformity as a determinant of behaviour in a resource dilemma’, Journal of Social Psychology, Vol.14, Issue .

Tuckman, B.W., 165, ‘Developmental sequence in small groups’, Psychological Bulletin, Vol. 6, p.p.84-.

Wanous, J.P., Reichers, A.E., & Malik, S.D., 184, ‘Organizational socialization and group development Toward an integrative perspective’, Academy of Management Review, Vol. , No. 4, p.p. 670-68.

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When the boys first arrived on the island they automatically seeked for some kind of law and order since there are not any grown-ups. They want to belong to a group, with someone in charge to lead them, and make them feel safe. After being chosen in a democratic election, Ralph becomes this leader.

Ralphs society becomes a symbol of the democratic society, where everyone has their rights and an equal say. He assigned the choir as hunters and Jack the position of being the leader of them. The conch becomes an important symbol for authority and civilisation, anyone who holds it has the right to be heard. In Ralphs society everyone works for the benefit of the whole group. Building shelters, looking for food and keeping the fire alive are the three most important issues.

After a period of time this society starts to brake up. With the fear of the beastie, the boys have become terrified of this creature which lead up to the death of Simon and then Piggy. But there is a difference between these two deaths, as Simons death was accidental and Piggys death was deliberate. This shows the darkness inside mans heart, which is released when mankind becomes savages. Fear is what provokes savagery, as Roger lost control of his actions because of fear. With the destruction of the conch along with the death of Piggy, it also shows the destruction of authority and civilisation.

Jack and the hunters show that mankind are inheritantly evil, if left alone to take care of themselves, fear will turn tem into the savage roots of the ancestors. This is shown near the end of the novel with the killing of piggy and the hunting of Ralph. Though at first Jack felt guilty for killing Simon, because he was still civilised, however as time goes on it turns into a thirst for blood, to kill anything that stands in his way to become the leader of the island.




Ralph represents fairness and morality while Jack represents evil and the decay of civilisation. Piggy symbolizes the law and order of the world they left behind. He attempts to act accordingly to an absolute set of standards. Roger symbolizes mans natural tendency to cause harm to others, as he evolves into a terrorist, a savage, eager to throw rocks, roll boulder and throw spears at his fellow tribe members and act as a follower of Jack to do his dirty work for him.

Fear and frustration provokes the darkness of mans heart, without any law and order man will turn into savages. The events throughout the novel show the deterioration of civilisation to savagery.



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Approaching the front door you I saw that the roof was splintered and patterned with harsh frost and as it creaked wide the only thing that I could hear was the gentle hum of the old TV. There was nobody in the living room, nobody anywhere. I felt alone. Everything surrounding me lay untouched just like the last time I saw it. As I walked around I noticed the kitchen was bigger than it used to be or at least seemed to be, actually the whole house seemed bigger than before.

I looked through the passage way to see the cellar door. It was white now covered in dashes of black, and brown wooden marks. I thought it with one touch would fall to pieces. It didn’t seem to have an effect on me this time � although it looked much scarier I wasn’t scared. I opened the door and switched on the light. This was the first time I had seen down here. I was always afraid to walk these steps when I was younger, afraid of some monster which I knew wasn’t there. The room was just an empty space, a few cardboard boxes here and there but everything had been moved. I walked back by the stairs into the living room and turned off the TV and decided to go upstairs. On the way I went into my grandmother’s room. It was quite spacious with the bed centered in the middle and the dressing table in the far corner.

The long passageway ahead of me was narrow and at the top to the left was my room. It was small, and I had shared it with my brother. The light switch didn’t work but the bed was there, nothing else. Not that the house was an empty shack filled with dust and rats, it was still clean and people were still living here, well at least for a week or so. My uncle’s room had been repainted, and the picture of my grandfather remained above the bed. I walked back down the passageway and along another. The bathroom had also been redone up. Everything was new in here, it felt weird. The rest of the house seemed ancient compared to here, it was like a completely different house. At the very end of the corridor was my parent’s room. It was bigger than all of the other rooms and looking out the window you could see a view of the park. Although quite enormous the house was really nothing special and as I went back downstairs I noticed that the banister was polished to perfection as it always was. I sat down on the ugly grey couch, bored. I heard a car pull up outside, the keys rattling their way into the hole and then, the door opened.






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Tradeshow/Conference Report



Conference 54th Insurance Brokers Association of B. C. Conference

Location Whistler, B. C.




Dates June 1th to 15th, 00

PBC Attendees





Introduction

The 54th Conference and Tradeshow hosted 66 sponsor booths, approximately 570 delegates, and their guests.



Our participation in this conference was to provide both an Individual as well as a Group presence. As with our CUISA Conference, our visibility and support at this conference was important, as we had not attended this conference in a number of years.

As it had been more than 4 years since PBC attended this conference, we have received mention for having not sponsored or participated in this conference.



Conference Objectives



Supporting our broker community and re-establishing ABC presence with them

With over 00 delegates in the broker community, both IP and Group were there to answer questions and field feedback.



Introduce changes with plan design and rates over the past year in Individual Products

In line with changes brought on from the government legislation to our health plan, we were able to answer queries and introduce our new rates and discuss strategies to address our membership and their clients.



Tradeshow

The tradeshow was open two full days, which officially opened and closed the conference. The tradeshow was an opportunity for many of the insurance brokers to acquaint themselves with Jane Doe, who is our broker representative and John Doe with the brokers who sold group products.

Conclusion

Although with over 00 delegates of insurance brokers, many were not accessible at the tradeshow and did not participate fully with the formal agenda. Though we did accomplish parts of our objectives, the conference was not as productive or prospective as we had anticipated given our time put to it. Therefore, would recommend that our future participation with the IBABC Conference be reviewed.

Prepared by

______________________ _______________

Date



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Asahi Metal Industry Co. v. Cheng Shin Rubber Co.

480 U.S. 10 (187)

Author Jim

Facts A gray Zurcher was riding his motorcycle on California highway and due to a sudden flat tire, he got into an accident which rendered him serious injuries and his wife who was the passenger was killed. Zurcher brought suit against Chen Shin Rubber Co., a Taiwanese manufacturer of the tire tube. Chen Shin in turn filed cross complaint seeking indemnification from its codefendants and Asahi Metal Industry Co. which supplied tube’s valve to Chen Shin.




Key Facts Ashai is a Japan based company. Chen Shin was one of Ashai’s customers and the sale of valves took place in Taiwan. Chen Shin claims that Ashai knew that by placing its products in the stream of commerce, some of these products will end up in California. Ashais’ President claims that by supplying the products to Chen Shin, it never subjected itself to California jurisdiction.

Issue Does the mere awareness that a part that defendant manufactured and place in the stream of commerce will result in the forum state establishes the minimum contact for person jurisdiction?

Holding No

Rationale Just the mere knowledge that its product will end up in the forum state does not prove that the defendant purposefully availed itself to the laws of the forum state. A court should consider whether the defendant had the intent or purpose to serve the customers in the forum state. The court can consider whether the defendant advertised in the forum state, whether it designed its products to suit the needs of the customers in the forum state, whether it established channels for providing regular advice to customers in forum state, etc. In the current case, Ashai was involved in no practice that would lead one to believe that it purposefully availed itself to the forum state of California. So the mere knowledge on the part of Ashai that some of its parts will end up in California does not establish minimum contact that is needed for personal jurisdiction. Furthermore, when considering “traditional notions of fair play and substantial justice” clause, it can be concluded that subjection Ashai (Japan based) to California will be quite unfair and burdensome on the defendant. Furthermore, since Chen Shin is Taiwan based company, California does not have the “legitimate interest” in hearing this case in its forum.

NOTES In order to consider reasonableness of practicing personal jurisdiction, it has to consider several factors

1. Burden on the defendant

. Interests of the forum state

. Plaintiff’s interest in obtaining relief

4. Shared interest of the several States in furthering fundamental substantive social policies

Asahi Metal Industry Co. v. Cheng Shin Rubber Co.

480 U.S. 10 (187)

Author Jim

Facts A gray Zurcher was riding his motorcycle on California highway and due to a sudden flat tire, he got into an accident which rendered him serious injuries and his wife who was the passenger was killed. Zurcher brought suit against Chen Shin Rubber Co., a Taiwanese manufacturer of the tire tube. Chen Shin in turn filed cross complaint seeking indemnification from its codefendants and Asahi Metal Industry Co. which supplied tube’s valve to Chen Shin.

Key Facts Ashai is a Japan based company. Chen Shin was one of Ashai’s customers and the sale of valves took place in Taiwan. Chen Shin claims that Ashai knew that by placing its products in the stream of commerce, some of these products will end up in California. Ashais’ President claims that by supplying the products to Chen Shin, it never subjected itself to California jurisdiction.

Issue Does the mere awareness that a part that defendant manufactured and place in the stream of commerce will result in the forum state establishes the minimum contact for person jurisdiction?

Holding No

Rationale Just the mere knowledge that its product will end up in the forum state does not prove that the defendant purposefully availed itself to the laws of the forum state. A court should consider whether the defendant had the intent or purpose to serve the customers in the forum state. The court can consider whether the defendant advertised in the forum state, whether it designed its products to suit the needs of the customers in the forum state, whether it established channels for providing regular advice to customers in forum state, etc. In the current case, Ashai was involved in no practice that would lead one to believe that it purposefully availed itself to the forum state of California. So the mere knowledge on the part of Ashai that some of its parts will end up in California does not establish minimum contact that is needed for personal jurisdiction. Furthermore, when considering “traditional notions of fair play and substantial justice” clause, it can be concluded that subjection Ashai (Japan based) to California will be quite unfair and burdensome on the defendant. Furthermore, since Chen Shin is Taiwan based company, California does not have the “legitimate interest” in hearing this case in its forum.

NOTES In order to consider reasonableness of practicing personal jurisdiction, it has to consider several factors

1. Burden on the defendant

. Interests of the forum state

. Plaintiff’s interest in obtaining relief

4. Shared interest of the several States in furthering fundamental substantive social policies

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The European immigrants who first settled into America brought with them traditions and beliefs from their past countries. These beliefs enveloped a wide spectrum of issues from religion to race and somewhere amongest all of these issues fell gender differences. A gender difference that has weighed down America since the time women first began working outside the home has been wage discrepancies. This wage gap has and is still plaguing the workforce for women because of societal beliefs are Howe ever changing, still exist today.

Women were considered as fragile creatures that couldn’t live or fend for themselves without a man. They weren’t allowed to work because of there supposed physical and mental fragility. Although times have changed and women are now able to work in what was used to thought of as “men’s work”(i.e. anything to do with manual labor, numbers, etc.) they are still discriminated against in the workplace especially when it comes to men and women’s wages. Women being paid a smaller amount for doing as much if not more work than their male counterparts is called the gender wage gap.

There are many reasons for this gap in wages between men and women. During the 1800’s for example, domesticity played a prime excuse for the wage differences between men and women. Advocates of this believed “women were only in these jobs to prepare for their future roles as wives and mothers” (1). A second reason that some state for the differenced between wages is that women’s contribute less at work since they have “competing household responsibilities”(6) such as kids and elderly parents; they work less than men then they would those earn less yearly then their male counterparts. Consequently, discrimination and sexual harassment also play a key role in wage differences. Gender stereotypes like women being docile and non-aggressive lead some people to believe that “women cannot compete as successfully as men for the best jobs because they were not properly socialized to acquire highly valued worker characteristics” (6).

Gender differences that are seen between men and women through American culture have caused much tribulation for women living in the U.S. When women finally entered the work force more discrimination was thrust on them because of their gender including the wage gap. The gender wage gap still exists but is slowly closing. Hopefully in time the ever-changing views and values of the U.S. will become equal to all and not biased because of race, gender or other factors that people cannot change about them. These solutions cannot occur however, without the willingness of the majority to see issues like Gender Wage gap as a problem.








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araby

Araby Essay



Children are dreamers; their imaginations allow them to play out fantasies in their minds. Unfortunately, with maturation of an individual, the whimsy of youth is crushed by the contrasting realities of the world. James Joyces story Araby focuses on this paradox between fantasy and reality.




The boy in the story lived in a Dublin, a place plagued by bitter reality. Portions of the city are described as blind musty, dark, and muddy. Despite the air of stagnancy, the children played and enjoyed themselves. The cold air stung us [the children] and we played till our bodies glowed (Joyce 844). Childish dreams obscure the reality of the situation. The boy dreams of starting a relationship with his friends sister. The girl is several years older than him and really hardly even knows he exists. The boy shows no knowledge of her personality; he only comments on her beauty. The boy has a crush, but he perceives it as love. The relationship is impossible, yet he thinks that he can kindle it by merely buying the girl a present. The boy is swathed in his dreams and sheltered from the reality of the situation with them. The paradox between dreams and reality became clear to the boy after he visited the Araby fair. The boy envisioned the Araby as an exotic place filled with excitement and mystery. When he made it there, the fair was closing. The glamorous aspects of the fair were being taken down and were being replaced by the doldrums of everyday of everyday Dublin life. The boy handed his money to a weary-looking man, people were chatting about unimportant matters, and there was a definite lack of the exotic. The boy came to realize that all his dreams were fanciful and vain, not just his preconception of the Araby. He was confronted with reality.

James Joyces Araby was the story of a boy who dreamed of a girl and a fair. He came to realize his dreams were not compatible with reality. In doing so, he passed out of childhood. The narrative describes the passage of dreams to reality; the passage of youth to adulthood



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As I read the ten themes it seemed that the ten points covered any question I would have about Social Studies Education. The list covers questions such as how things work? Why they work? It also talks about the institutions we have and why we have them. It seems to me that if you follow these ten topics as a teacher you shouldn’t have any problem. The list of ten topics within the subject history seemed to be a good standard for teaching.

I found Culture to be the most important of all ten. It seems to be the basis for the other nine. The fourth strand is individual development identity. This is based on culture because culture shapes your identity. In fact, many people are set in their ways and don’t stray from their culture or religion.

One of the philosophies of history was also hit upon when a few of the ten stated that we try to learn from the past so that history won’t repeat itself. Science, technology, and society brings up a good point when asking the question, is new technology better than old technology? This raises a very interesting question. Technology has changed our entire way of life in just a few short years. A good example is cell phones. My professor tonight even mentioned the fact that he talked to his son in Florida during the LSU football game last Saturday and it didn’t cost any extra money because he had free long distance. He said a few years ago he wouldn’t have been able to do that because it would have cost too much.

I felt civic ideals and practices summed up what social studies are supposed to be all about. The subject is taught so that we as teachers produce educated members who understand our democracy. I really feel that these ten strands arise many interesting questions and make many good points.






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ORGANIZATIONAL BEHAVIOR

Question 10 (Page 6)

What are effectiveness and efficiency, and how are they related to organizational behavior?

Effectiveness and efficiency are two main factors concerned in productivity of the organization and each individual.




Effectiveness concerning the achievement of goals, for example, last year our company had reached the target of sale in 5000 metric tons of stainless steel pipe. But it did not mean efficiency, it mentions the ratio of effective output to the input required to achieve it, so it is efficiency when the target reached in lower cost and the net profit had increased 5 percents

Similarly, it also can explain the productivity of each individual in the organization; For instance, John had sold 00 tons of stainless steel pipes in 800 US dollar in transportation cost. However Jack also had sold 00 tons of stainless steel pipes in 700 US dollar. As a result, John and Jack were effective, but Jack was more efficient than John, because Jack achieved his goal in lower cost.

One of organizational behavior‘s major concerns is productivity, which include the effectiveness and efficiency created by groups and each individual determine the profitability and the long term succeed of the firm.

Question 8 (Page 54)

What are the five steps in behavior modification?

Behavior modification is an application of reinforcement concept to individuals in the work setting. The five steps of behavior modification as below

(1) Identifying critical behaviors that make a significant impact on the employees job performance.

() Developing baseline data. This is obtained by determining the number of times the identified behavior is occurring in the present conditions.

() To perform a functional analysis to identify behavioral consequences of performance, this tells the manager the antecedent cues that emit the behavior and the consequences that are currently maintaining it.

(4) Developing and implementing an intervention strategy to strengthen desirable performance behaviors and weaken undesirable behaviors

(5) Evaluating performance improvement.

In order to clarify above theories, let take an example from HLAC steel company in Vietnam. By the beginning of year 00, HLAC had planned to upgrade its official paper work from hand writing to totally computerize. Previously, nearly 50 percents of paper works in the firm were handwriting; unfortunately those were not accurate and duplicate work, also time consuming. However, to become computerize was not such an easy matter that could be completed in short time. Moreover it should concern to the capacities of using computer of current old employees, therefore all of them had to be retrained. Also, the firm had issued many policies for encouraging employee to upgrade themselves, and reward high-level performance employees.

After three months restructure, almost 0 percents using computer well, the work completed faster and much more accurate, saving more time.

Question 6 (Page 8)

Are most people satisfied with their jobs? Explain

Job satisfaction is a general attitude toward one’s job; the difference between the amount of rewards workers receive and the amount they believe they should receive. The belief that satisfied employees is more productive than dissatisfied employees.

According to my own opinion, it isn’t any people satisfied their current existent job. There are many reasons to explain why they are satisfied and dissatisfied the job. Such as nature of the work, supervision, present pay, promotion opportunity, and relations with co-workers.

-The employees would like to work with their interesting job, and work that they are professional.

-The supervision of the manager would affect their work‘s efficiency.

-Employees always compare their salary with each other, why this paid more or why I paid less. They feel the inequality in their present pay.

-Employees work hard to have a better performance to get promotion opportunity and be paid more.

-If the worker in a department could build up good relationship, the workers are more satisfied and tend to work more effective. Because they do not feel lonely but they do feel they are stronger.

Psychologically, these factors are connected relatively. So the organizations with more satisfied employees tend to be more effective than organizations with less satisfied employees.

As a result, the manager should concern the job satisfaction of employees, whether they are happy with their job and current job condition, environment. Employee dissatisfaction can be expressed in a number of ways. For example, rather than quit, employees can complain, be insubordinate, steal organizational property, or shirk a part of their work responsibilities.

Question (Page 114) but just a and c

What behavioral predictions might you make if you know that an employee had (a) an external locus of control? (b) A low Mach score? (c) Low self-esteem? (d) A Type A personality?

(a) Theoretically, the employees who have external locus of control are the people who see their lives as being controlled by outside forces. They are opposed to internals, those who believes that they control their destinies. Moreover, external are more dissatisfied they job than internals, because they perceive themselves as having little control over those organizational outcomes that are important to them. Therefore external have higher absenteeism rates, are more alienated from the work setting and are less involved on their jobs.

As a result, the employees who have external locus of control are not suitable to be managers, because they believe themselves are controlled by outside forces, they can not control their lives by themselves and should be directed from others; so how can they control and manage their subordinates successfully. Externals should do well one some ready structured and routine job, accountant, for instance.

(c) Self-esteem mentions the degree of the liking and disliking of people. The people who have low self-esteems (SEs) are more susceptible to external influence than are high self-esteems, and they depend on the receipt of positive evaluation from others. They are more likely to seek approval from others and more prone to conform to the beliefs and behaviors of those they respect than are high SEs. In managerial positions, low SEs will tend to be concerned with pleasing others and, therefore, are less likely to takes unpopular stands than are high SEs, therefore, low SEs are not suitable to be a manager, they can not work and think independently and to be affected easily by outsiders.

In conclusion, personality of employees influence the organizational behaviors, the above are two of many types of personality, the workers who are external locus of control and low self-esteem, are not suitable to be managers. A manager should do four tasks planning, organizing, controlling and leading. However, above personality are passive people, they are more likely to be influenced susceptibly and directed by external factors. They are more appropriate to be are normal workers which do some daily routine jobs.

Question 5 (Page 14)

What is stereotyping? Give an example of how stereotyping can create perceptual distortion.

When we judge someone on the basis of our perception of the group to which he or she belongs, we are using the shortcut called stereotyping. In fact, this happened regularly in the organization, we fluently hear comments that represent stereotypes based on age, gender, age, race, ethnicity, and even weight “Women won’t relocate for a promotion”, “ men are not interested in child care”, “older worker can’t learn new skill”, “younger workers are less working experience” and so on.

However, things are not only positive, stereotypes have advantage in case it is accurate, it is a means of simplifying a complex world, and it permits us to maintain consistency. Oppositely, the problems of stereotypes are that they are wildspread, despite the fact that they may not contain a shred of truth or that they may be irrelevant. For instance, many businessmen believe that their relative is more loyalty to them than external recruitment and creditable. In my point of view, it depend of that individual s’ personality and capacity. If you delegate them some important tasks but without thinking about their ability. Some trouble would be made because they are not professional to the jobs even that would influence your regular operation of the organization. Moreover, in case they are cupidity that would make the organization cost more than external recruitment. This situation always happens in some organization of Asia countries.

Question 4 (Page 180)

Describe the three needs isolated by McClelland. How are they related to worker behavior?

In order to motivate employees to perform better, motivation is necessary for the organization, but what motivation methods is suitable to used, first of all the managers 0should realize the need of the worker. Formerly there are many theory describe the need, one of the most popular theories is McClelland‘s theory of needs which developed by David McClelland and his associates, the theory focuses on three needs achievement, power and affiliation.

1. Need for achievement The drive to excel, to achieve in relation to a set of standards, to strive to succeed. The employees who have the need for achievement would like to do challenge of working at a problem and accepting the personal responsibility for success or failure rather than leaving the outcome to chance or the actions of others. Therefore, they dislike the succeed by chance. This kind of employees more tends to work independently, such as personal seller.

. Need for power The need to make others behave in a way that they would not have behaved otherwise, Individuals high in need for power enjoy being “in charge”, strive for influence over other, prefer to be placed into competitive and status-oriented situation, and tend to be more concerned with prestige and gaining influence over others than with effective performance.

. Need for affiliation The desire for friendly and close interpersonal relationship. People in need for affiliation are desire to be liked and accepted by others and they strive for friendship, prefer cooperative situations rather than competitive ones, and desire relationships involving a high degree of mutual understanding.

Individuals high in need for power and affiliation are the best for management; a manager should contain the ability to in charge and make relationship to lower level subordinates.

Therefore, the employees who have different need will have different working behaviors, the top executive should concern to their needs in order to apply the suitable motivation.

Question 10 (Page 10)

What can you do, as a manager, to increase the likelihood that your employees will exert a high level of effort?

Obviously, people work for their needs and they hope the company that they are working can satisfy their needs. However employees have different needs. As a manager, should try to understand the individual s’ needs of each employee in order to motivate their work harder for the company.

Therefore, we couldn’t treat every employee all alike. The reason because of different needs of each other and diversify in experience, skill and abilities. It is challenge for how to motivate professional employees, contingent workers, the diversified workers, low-skilled service workers and people doing highly repetitive tasks. Moreover motivate a supervisor differ to lower workers.

Popularly, the organization motivate by setting goals and reward from performance. The reward is not always money; it can be a promotion, a trip, training course for upgrade their professional knowledges. For instance, motivating some low-skilled workers they are very hard working, the company can pay for them some suitable training course to improve their working-skills. In doing so, I think that can create their appreciation and loyalty to the company.

In conclusion, there are best motivation methods but only a suitable motivation method for the company to encourage the employees to exert a higher level of effort.

Question 1 (Page 76)

Contrast self-managed and cross-functional teams.

Self-managed work teams are groups of employees (typically 10 to 15 in number) who perform highly related or interdependent jobs and take on many of the responsibilities of their former supervisors. Typically, this includes planning and scheduling of work, assigning tasks to members, collective control over the pace of work, making operating decisions, taking action on problems, and working with suppliers and customers, even select their own members and have the members evaluate each other’s performance. As a result, supervisory positions take on decreased importance and may even be eliminated. Members of the team are different level of the organization; the team should select the suitable employees to join the team. For example, create a team to develop safety-working environment in the plant, so that the team need to select which employees are necessary to join the team such as human resource manager, security, representative of labor union, production manager, lower level employees in order to find out the safety problem of the factory and make solution and implement it within in a definite time.

Cross-functional teams, these are teams made up of employees from about the same hierarchical level, but from different work areas, who come together to accomplish a task. For example, creating a new cross-functional team to build up a new line for producing stainless steel tube. Therefore, members of the team should include finance, production, marketing, purchasing, R&D department and so on. The team has to combine all professional ideas together and implement the plan. However, It should be time-consuming in the beginning to understand each other of the members within the team.

Both cross-functional teams and self-managed teams are investigated for solving problem and accomplishing tasks, they are relied on the situation and then we should choose the appropriated one. Furthermore, good performance of team-working are deeply influenced by the reward of the organization.

Question 10 (Page 07)

What can managers do to improve their skills at providing performance feedback?

The chapter further suggests that the goal of perfect communication is unattainable, depending on the situation to carry out the suitable communication methods. For instance, differentiate in high-context culture and low-context culture country ‘s managers would behave variously to increase employees capacities at providing performance feedback.

Vietnam, which perceived is high-context culture country, usually communication channels are rely heavily on nonverbal and subtle situational cues in communication. And people are more emotion and afraid in losing face. Therefore, as a manager to provide feedback from their performances, face to face interviews are often used in order to understand directly the employees and also create job satisfaction of them. Such as praising good-performed employees and encourage bad performed employees, provide a chance for the bad one to perform better in the future.

Question 10 (Page 4)

Contrast the three type of trust. Relate them to your experience in personal relationships.

Trust is a positive expectation that another will not act opportunistically. There are three type of trust Deterrence-based, knowledge-based, and identification-based.

Deterrence-Based trust is based on fear of reprisal of the trust is violated, it will work only to the degree that punishment is possible, consequence are clear, and the punishment is actually imposed of the trust is violated. This form of trust can be found in a relationship between a new manager-employee relationship. As an employee, you typically trust a new boss even though there is little experience to base that trust on. Because this trust lies in the authority held by the boss and the punishment he or she can impose if you fail to fulfill your job-related obligations.

Knowledge-based trust is based on the behavioral predictability that comes from a history of interaction. It exists when you have adequate information about someone to understand them well enough to be able to accurately predict their behavior. This kind of trust can be upgraded from deterrence-based. Though a long duration working relationship can build up more trust, the manager can predict their employees s’ behaviors , on the other hand, employees can predict their manager behaviors.

Identification-Based trust is the highest level of trust is achieved when there is an emotional connection between the parties. It allows one party to act as an agent for the agent for the other and substitute for that person in interpersonal transactions. This trust exists because the parties understand each other’s intention and appreciate the other’s wants and desires. This mutual understanding is developed to the point that each can effectively act for the other. Additionally, this form of trust occasionally in organizations among people who have worked together for long periods of time and have a depth of experience that allows them to know each other inside and out. In this situation, the managers can feel free to delegate important tasks to their employees because they understand well them and believe their employees would fulfill their wants.

For my point of view, building up trust with manager and employee isn’t a thing can be completed within one or two months, it should take challenge and a long periods of time, maybe several years in order to upgrade their trustworthiness step by step. As I am a managing director of a joint stock company in Vietnam, to make employees trust you that you have to give them a chance to perform let them realize that you trust them, in doing so, we can create loyalty and appreciation of the employees. Moreover the trust also can move from deterrence-based to identification-based.

Question 5 (Page 76)

What creates dependency? Give an applied example.

Dependency is increased when the resource you control is important, scarce and nonsubstitutable.

Importance to create dependency, therefore , the thing(s) you control must be perceived as being important. Organizations,

Scarcity A resource needs to be perceived as scarce to create dependency.

Nonsubstitutability The more that a resource has no viable substitute, the more power that control over that resource provides

Absolutely, these three factors are the determinant of power of an organization, therefore, a leader of an organization should be dependency. Because a leader has a long term vision that other do not have. Not only strong in money but also need to have personal power. What you speak that all employees listen and act as like what you expect. For example, the chairman of HLAC Vietnam which is the first manufacture producing carbon steel tube and stainless steel tube. He always predict the market faster and more accurate than other and he have built up good reputation and well-known in steel industry in Vietnam, for that he is very easy to get financing support from the banks, so his business was very successful up to now. Moreover he always dream of setting up a steel making mill in Vietnam in the future. Inside the organization he have built the trust to all workers and he is also respectful by the workers. He always says that” If you don’t upgrade yourself, you will be failed”

In conclusion, being dependent need to be stand out in the organization, you need to control the resource that other can not upgrade in a short time. Such like above example, the individual personality, experience and long term vision are very important, also scarce and non-substitutable in an organization.

Question (Page 406)

Under what conditions might conflict be beneficial to a group?

There are two types of conflicts, functional and dysfunctional, functional conflict can supports the goals of the group and improves its performance. In order to keep conflict to be beneficial to the group, we look at some related conflicts task conflict that is the conflict over content and goals of the work, relationship conflict is the conflict based on interpersonal relationships and process conflict is the conflict over how work gets done.

First of all relationship conflict must be under controlled, avoid the friction and interpersonal hostilities inherent in relationship conflict increases personality clashes and decreases mutual understanding. On the other hand, low levels of process conflict and low to moderate levels of task conflict are functional. For process conflict to be productive, it must be kept low intense arguments about who should do what becomes dysfunctional when it create uncertainty about task roles, increases the time to complete tasks, and leads to members working at cross purposes. Low to moderate levels of task conflict consistently demonstrate a positive effect on group performance because it stimulates discussion of ideas that help groups perform better.

Below factors can make conflict have high performance

Situation Level of Conflict Type of conflict Units internal characteristics Unit performance outcome

A Low or none Dysfunctional Apathetic

Stagnant

Non-responsive to change

Lack of new ideas Low

B Optimal Functional Viable

Self-Critical

Innovative High

C High Dysfunctional Disruptive

Chaotic

Uncooperative Low



In conclusion, different level of conflict creates different unit performance outcomes. The optimal level is the best one could make high performance.

Question 1 (Page 4)

Why isn’t work specialization an unending source of increased productivity?

Work specialization or it can be called as division of labor, to describe the dgree to which tasks in the organization are subdivided into separate jobs. The essence of it is that, rather than an entire job being done by one individual, it is broken down into a number of steps, with each step being completed by a separate individual. In essence, individuals specialize in doing part of an activity rather than the entire activity.

Work specialization was mostly used and efficiently in industrialized countries. Management saw this as a means to make the most efficient use of its employees’ skill. Some tasks require highly developed skills and others can be performed by untrained workers, of course, skilled worker are paid more than unskilled workers, this way also could save cost efficiently.

However, because work specialization require employees do repetitive tasks, by the 160s, there came increasing evidence that a good thing can be carried too far, The point had been reached in some jobs at which the human diseconomies from specialization which surfaced as boredom, fatigue, stress, low productivity, poor quality, increased absenteeism and high turnover-more than offset the economic advantages. As a result, a number of companies found that by giving employees a variety of activities to do, allowing them to do a whole and complete job, and putting them into teams with interchangeable skills, they often achieved significantly higher output, with increased employee satisfaction.

Work specialization is very useful in production line and also very efficient and productivity, however, it lack of humanity, because human is not a machine and they have feeling, behavior, people sometime need some thing new and changing. Such like a Vietnamese could not each Vietnamese food all his or her life, some time he or she would to eat Chinese food or Italian food. That why specialization is not an unending source of increased productivity.

Question 6 (Page 468)

How could you design an office so as to increase the opportunity for employees to be productive?

Office design relied on the organization structure and what kind of industry you are doing. It could be formal or informal, it relate to the size, arrangement, privacy, even Feng Shui, especially Asian people when they arrange their house or office, they should look at which position can bring luck and more money to them.

For my opinion, my company is producing carbon steel tube and stainless steel tube, so the office should be structural and departmentalized, each department in charge a specific task. Each department will be provided enough facility for employees, such as computer, printer, telecommunication, internet access facility and optimal work desk. In order to provide employees enough condition to satisfy their working requirement.

Question 8 (Page 51)

What benefits can socialization provide for the organization? For the new employees?

No matter how good a job the organization does in recruiting and selection, new employees are not fully indoctrinated in the organizations’ culture, because they are unfamiliar with the organizations’ culture, therefore, socialization describes the process that adapts employees to the organizations’ culture.

To make employees get along with organization s’ culture. Normally it should pass thought three steps Prearrival, Encounter, Metamorphosis. The new employee masters the adjustments to his or her successfully performs his or her new roles, and makes the adjustments to his or her work group’s values and norms. This three-stage process has an impact on the new employee’s work productivity, commitment to the organization’s objectives, and eventual decision to stay with the organization decision to stay with the organization.

In practice, when a person has just come into a multinational company, he or she will be realized that there is different organizational culture from his or her former company which Vietnamese domestic company. If this person want to work in environment that he or she need to adapt its culture, therefore it is necessary to go through three-stage process to get along its culture step by step, for example, work environment is needed to communicate with English all the time, because multinational company‘s employees are come from various countries and they have their native languages. Therefore, English is the best choice for them in communication in order to let everyone understand. The new employees, no matter wherever they from, they should learn the organization’s culture to perform their tasks successfully and satisfy organization’s need.

Question 6 (Page 575)

What changes can an organization that has a history of “following the leader” make to foster innovation?

How can an organization become more innovative and to leave out the habit of “following the leader”? Therefore, the reason of changing is to make things different and make better outcomes. The most studied potential source of innovation is structural variables,

A comprehensive review of the structure innovation relationship leads to the following conclusions. First, organic structures positively influence innovation. Because they are lower in vertical differentiation, formalization, and centralization, organic organizations facilitate the flexibility, adaptation and cross-fertilization that make the adoption of innovations easier. Second, long tenure in management is associated with innovation. Managerial tenure apparently provides legitimacy and knowledge of how to accomplish tasks and obtain desired outcomes. Third, innovation is nurtured when there are slack resources. Having an abundance of resources allows an organization to afford to purchase innovations, bear the cost of instituting innovations, and absorb failures. Finally, interunit communication is high in innovative organizations. These organizations are high users of committees, task forces, cross-functional teams, and other mechanisms that facilitate interaction across departmental lines.

Innovative organizations tend to have similar cultures, they encourage experimentation. They reward both successes and failures. By doing so, the managers recognize that failures are a natural by-product of venturing into the unknown. For instance, in my company “HLAC stainless steel tube making company”, we reward the employees which have successfully installed a new machine and support the employees which haven’t worked out. Reduce the penalties and encourage them to take risk try more times.

In conclusion, to create innovation in organization that should flexibly provide more chances for employees are managers. As a result, the workers could apply the experiences in failure to perform better and become innovative. Moreover rewards are shouldn’t be forgotten in the processes.





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