Childhood Obesity An Epidemic in the United States

â€Å"Between 16 and 33 percent of children and adolescents are obese† states (Children and Teens, 1). Yes, one fourth of all children in the United States are obese, and inevitably this number will continue to rise. Obesity is one of the most obvious conditions to recognize, yet one of the most difficult to treat for quite a few reasons (Children and Teens, 1). Childhood obesity has been an epidemic in the United States for many years, but has recently skyrocketed, due to lack of exercise and unhealthy food choices among children in America. In order to fully understand why so many children are obese, you must first understand what it means to be obese. In order to be medically labeled as obese your BMI has to be over the 95 percentile for your height and gender, whereas normal BMI is between the 5th and 85th (Overweight and Obesity, 1). As sad as it is, childhood obesity is one of the most common issues pediatricians see today. Today’s generation of children is th e most inactive and obese in all of U.S. history (Loonin, 54). Poor exercise habits are developed as early as preschool age (All children above the age of 2 should be getting at least an hour of exercise a day in order to stay healthy and maintain a healthy weight (Overweight and Obesity, 2). Many young children have become accustomed to staying inside and using electronics, where they do not have to exert much energy whereas going outside and playing would. The average child in today’s society spends up toShow MoreRelatedChildhood Obesity : An Epidemic With The United States Essay804 Words   |  4 PagesReducing Childhood Obesity †¢ Introduction o Childhood obesity has become an epidemic with the United States o The Healthy People 2020 Topic †¢ Reduce the proportion of children and adolescents who are considered obese (Healthy People 2020, 2016). o Definition of Childhood Obesity: According to the Centers for Disease Control and Prevention (2015), a child with a body mass index (BMI) at or above the 85th percentile and below the 95th percentile for children and teens of the same age and sex are consideredRead MoreEssay about The Epidemic of Childhood Obesity in the United States994 Words   |  4 Pagesfor Childhood Obesity in the United States?.Matern Child Health. 15. (2011): 310-323. Web. 20 Mar. 2014. 2. Purpose/Main Idea of Article. The purpose of the article is to explore factors associated with early childhood obesity, particularly focusing on whether having a foreign born mother can protect a child from weight-related problems. 3. Information (three important facts) the author uses to support the purpose: A. The child obesity epidemic remains a major public concern in the United StatesRead MoreChildhood Obesity : A Growing Epidemic Within The United States1953 Words   |  8 PagesChildhood and adolescent obesity is a growing epidemic within the United States, creating significant short and long-term impacts on individual health and placing increased economic burdens on the health care system.1 Over the past 30 years, childhood obesity has more than doubled and adolescent obesity has quadrupled, with more than one third of children being overweight or obese in 2012.2 The negative health impacts of childhood obesity include increased risk factors for cardiovascular diseaseRead MoreChildhood Obesity And Its Effects On The United States Today1479 Words   |  6 Pagespediatric obesity now represents one of the most pressing nutritional problems facing children in the United States today. 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Overall, Cristers argument succeeds and his audience walks away convinced that childhood obesity is, in fact, an epidemic that plagues children in their own country and that they must act immediately themselves to help fight the fight and insure that it doesRead MoreChildhood Obesity : A Relatively New And Disturbing Term Essay1129 Words   |  5 PagesChildhood obesity is a relatively new and disturbing term. It is an extremely serious problem that many children in the United States face. According to the Center for Disease Control and Prevention (2014), approxim ately 12.7 million or seventeen percent of children and adolescents aged two to nineteen are considered to be obese (Childhood Obesity). This is an astronomical number and it is only continuing to rise. According to Schroeder et al. (2016), there is approximately an addition fifteen percentRead MoreMedication Can Help Reduce Childhood Obesity Essay841 Words   |  4 Pagesknow that childhood obesity can be very harmful for our nations children. Not only can obesity cause health problems but also psychological problems. In recent years, policymakers and medical experts have expressed alarm about the growing problem of childhood obesity in the United States. While most agree that the issue deserves attention, consensus dissolves around how to respond to the problem. One literature review examines one approach to treating childhood obesity: medicationRead MoreChildhood Obesity800 Words   |  4 Pagesï » ¿ I. Introduction a. Childhood obesity is a rising epidemic in the United States. b. We can teach children healthy eating habits, incorporate physical activity and lead by example. II. Teaching healthy eating habits a. Educate children about healthy foods and their benefits b. Provide healthy alternatives to unhealthy snacks c. Limit fast food for meals III. Incorporating physical activity a. Limit time for electronic use b. Set a specific amount of time for daily outside activity cRead MoreObesity A Social Problem Or A Epidemic1671 Words   |  7 Pages I will be responding to Task 3: OBESITY A SOCIAL PROBLEM OR A EPIDEMIC. In the research that I performed on this topic, I learned many things, including that the problem of obesity is not one or the other it is both. Meaning that it is not just a social problem, or just an epidemic it is both of them depending on the environment or situation that the particular person or people are in at the time. It is also not just a problem in the United States, but it is a problem on a global scale. I plan toRead MoreAnalysis Essay on Childhood Obesity803 Words   |  4 PagesAlthough the issue of what constitutes obesity is not black and white and some experts object to the statement that is what really matters. I agree with the above statement because achieving results benefits young and old. I also feel that childhood obesity is not an epidemic. I do feel that a parent should show their child right from wrong when it comes to eating habits. However, I feel that once the child is seven years o ld he/she should be able to choose what kind of foods are good and bad for

Free Human Resources Literature Review Free Essays

1. LITERATURE REVIEW 1.1 Human Resource Management In a rapid competitive business environment, the procedures of outlining the role, function and process of Human Resource Management (HRM) within a dynamic and uncertain environment are ongoing for many decades. We will write a custom essay sample on Free Human Resources Literature Review or any similar topic only for you Order Now In the early 1980s numerous books and articles were published by American Business Schools professors to support the widely recognition of HRM concept, and the environmental volatility in today’s contemporary business that specifically identify conflict and heterogeneity (Soderlund and Bredin, 2005). Due to its diverse origins and many influences, HRM covers essential aspects of central concern in organisations such as individual, practice, educational theory, social and organisational psychology, sociology, industrial relations, and organisational theory (Soderlund and Bredin, 2005).. To date there is no widely acceptable definition for HRM and what it entirely involves in our daily business world (Brewster and Larsen, 2000). Fewer satisfactory definitions have been propounded by different writer such as (Soderlund and Bredin, 2005), whom perceived HRM as 1) an ‘executive personnel responsibility’, that mainly concern with management activities; 2) classified HRM as management philosophy that concerns with people treatment and, finally 3) discerned HRM as interaction management between the firm and its people. Due the conflicting theoretical conception and hypothetical disagreement about the general acceptance of the definition, Price (2007) definition would be used to in this literature because it better explained and cover huge areas of the study. According to Price (2007): â€Å"A philosophy of people management based on the belief that human resources are uniquely important to sustained business success. An organization gains competitive advantage by using its people effectively, drawing on their expertise and ingenuity to meet clearly defined objectives. Human resource management is aimed at recruiting capable, flexible and committed people, managing and rewarding their performance and developing key competencies†. The dynamic and uncertainty in HR contemporary organisations are tremendously moving towards a radical dimension (Analoui, 2007). Recent debate by many researchers have laid more emphasis about matching and incorporating the HR-department with other strategic functioning departments within organisation (Soderlund and Bredin, (2005); Analoui, (2007); Price, (2007). 1.2 HR IN A CONTEMPORARY ORGANISATION HR is essentially crucial in today’s contemporary organisations because it induce high-performance management through the use of employees; by enhancing their levels of customer’s service, productivity, growth, profits and quality control (Armstrong, 2000). Lado and Wilson (1994, p 701) outlined a separate interconnected activities, roles, processes and other aspects that are aimed to attracting, maintaining, and developing the firm HR activities in contemporary organisations, such as: 1) planning; 2) recruitment and selection 3) training; 4) performance management; 5) benefits and rewards; 6) compensation; 7) and 8) career development (Banhegyi et al., (2008) and (Robbins Coulter, (2002). 1.2.1 Planning Planning in Human Resource has been discussed in different HRM contexts for many years (Wren, 1994). HR planning was initially an important aspect of job analyses and was often used as bases for determining strengths and weaknesses among the employees and to develop the skills and competences they needed (Gallagher, 2000). As individual career plans started to gain more popularity, companies gradually started to pay more attention to the certain skills and competences among individual employees as a way of aligning and dealing with the companies’ succession planning (Kuratko and Morris (2002). As this aspect been scrutinised rigorously by many researchers, HR planning is still a complicating and complex issue of debate within the HR practices (Schuler, 1986). In 1978, McBeath addressed his view of HR planning by highlighting a set of issues that he regarded as being important with respect to the HR planning. These were; An estimation of how many people the organization needed for the future A determination of what ability, skills, and knowledge requires to compete An evaluation of employees ability, skills and existing knowledge A determination of how the company could fill the identified competence gaps Storey (1995) argues that HR planning today is a very important task of every contemporary organization’s HR department. According to him, HR planning mainly involves the identification of skills and competence within the organization, the filling of identified competence gaps, and the facilitation of movements of employees within the organisation. An essential part of the HR planning is the succession planning which aims to ensure the supply of individuals and filling of gaps on senior key positions when they become vacant and replenish competences to areas where they are most valued (Wolfe, 1996). 1.2.2 Recruitment and selection In organization the system that responsible for placing diversifies talents throughout is refers to as recruitment and selection processes. The process of recruitment and selection is an ethical approach by a firm to seek and attract the most competent and suitable applicant for a vacant position (Analoui, 2007). Price (2007) inferred that recruitment strategies can be divided in three significant approaches: suitability – the most qualified applicant for the position, malleability – moulded within the cultural norms, and flexibility – the most reliable and versatility employee. These factors are quite complicating and can be easily mistaken during the process of hiring employees. Suitability is a critical aspect hence it mainly concerned with the process of hiring the most suitable applicant for the position. The process of selecting and retaining potential employees is the greatest organisational competitive battle in modern days (Pfeffer, 1994). Having the greatest talent simply implies that the firm will be able to compete aggressively in the market. This phenomenon are quit prevalent in our daily business life and has also pushes organisations to gain a niche by employing the most renowned managers to lead the thriving future. 1.2.2.1 Channels of Recruitment Russo et al., (1995) cascaded channels of recruitment into external and internal recruitment, and formal and informal channels. Internal recruitment channels mainly involve the use of intercommunication between other strategic areas of the organisation and the entire HR department. This approach enhances the firm to prioritise and target in-house or current employees (Russo et al., 1995; Analoui, 2007). Internal recruitment can be fully considered when it is fair and transparent, since favouritism might occur; while external channel of recruitment base on the contrary. 1.2.3 Training In today’s contemporary organisation, employees ‘skills and knowledge can make a positive impact on the firm‘s productivity (Guzzo, Jette Katzell, 1985). Organisations have to counter some difficulties while training a single or more employees (Ostroff Kozlowski, 1992). Previous literatures argue the affordability of some organisations that deprive themselves for a single individual employee particularly when human resources are limited: this can hinder the productivity on the short term and destabilize the organization (Bishop, 2003). He continues to stress that such perception about training implies that organisation should embark on a cost reduction strategies and focuses on in-house or on-job-training (OJT). Formal training is just one of the possibilities for organisations to enhance the personnel performance level, as important roles are covered also by organizational socialization (Chao, 1997) and multitasking (May, 1997). It was suggested in the early 1990s that organisational socialisation is a fine process for newcomers to source out information’s about the organisation, learn about the necessary tasks and how to perform their responsibility; clarifying their roles and relate with others inside the organisation (Ostroff Kozlowski, 1992). This philosophy was also supported by Rollag Cardon (2003) as they indicated that the process of socialisation within a firm enhance newcomer to incorporate and learn in a well conducive atmosphere. 1.2.4 Performance Management The concept of measuring performance or managing performance within organisations is to strategize how firms can get the utmost benefits from their employees (Dransfield, 2000). The approach to measuring performance can be classified as a three-step approach that composed by objectives, appraisal and feedback. The first step is the setting of performance objectives that are quantifiable, easy to measure and simple to communicate throughout the organisation (Dransfield, 2000). After that, the process of performance appraisal should take place (Bredin, 2008). The management of performance includes design of work systems, facilitation of knowledge utilisation, sharing and creation, and appraisal and reward systems (Cardon Stevens, 2004). However, this phenomenon has been supported by different researchers claiming that performance management/appraisal is an outstanding process to determine and supervise employees output within the firm, so as it would be less complicating to assess and achieve maximum performance (Zhu Dowling, 1997). It is an excruciating process to implement and evaluate a systemic approach that can accurately pinpoint employee who is responsible for results within an organisation (McKenna Beech, 2008). However, outcomes of individual behaviours such as job satisfaction, employee turnover, absenteeism (Dyer and Reeves, 1995); motivation and commitment (Seibert, Silver, Randolph, 2004), are proximal hence human resource processes are interconnected. In as much that the human resource practices are intended to achieve result in this area; there effect can also have a tremendous influence on the aforementioned outcomes (Bloom, 1999). 1.2.5 Benefits and rewards Eliciting high contributions within an organisational environment is highly essential for the firm as well as the employees (Appleby and Mavin, 2000). For instance, expectancy theories have explicated aspects of anticipated rewards in line with employee’s motivations. This indicated that every employee will have to face with a logical decision in accordance to the present economical circumstance (Tannenbaum and Dupuree-Bruno, 1994). As a result to that employee considerable effort will manifests into an intended realisations and fulfillment of a specific desire outcome. Such manifestation enhances the explanation of the crucial aspect of organisational reward system and how it can be sustain and elicit the firm human capital investment Tannenbaum and Dupuree-Bruno (1994). The conceptions of both internal and external rewards are highly valued by organisations and its employees. Not only the obvious fact that employees yearns more about promotional opportunities, higher pay or better benefits, but also their desires and anguish spins from autonomy, personal growth and valued responsibility. Different authors have suggested the positive relationship, size and the implementation of innovative ideas in human resource practice as a result to economic of scale (Baldridge and Brunham, (1975) and Moch and Morse, (1977). This conception has locus the local firms at greater disadvantage in-terms of retaining or recruiting top-notch talent (Tannenbaum and Dupuree-Bruno, 1994). Figure 2: model for reward management Source: Bratton Gold, 2003, p.282 1.2.6 Compensation According to Patel Cardon (2010) compensation is vital for contemporary organisation as it contributes to attract and retain high skilled workers with superior salaries, and it encourages a desired stakeholder behavior regarding recognition and legitimacy. Minbaeva et al. (2003) inferred that compensation would enhance motivation among personnel too. Even though non-financial compensation can really work as a positive stimulus for the workers, providing monetary benefits is necessary to increase the productivity of the employees on the individual or group level (Gomez-Meja, 1992). Balkin and Swift (2006) suggest a more flexible approach toward the payment issue. They proposed to relate it to the life stage of the organisation with a higher rate of non-monetary benefits during the first years of activity, and a re-equilibration whenever the company enters the mature stage. Non-monetary paybacks are represented by stock options, stocks or other form of equity sharing that enhance the participation and the motivation of employees, while spreading the risks over a larger number of people (Graham et al., 2002). The aforementioned ownership sharing represents also a long-term planning for compensation, as Graham et Al. (2002) stated, but also short-term rewards exist. These are represented by profit sharing policies aiming to encourage the employees toward group work, or to control the organizational outcomes (Heneman Tansky, 2002). 1.2.7 Career development (CD) Many practitioners and scholars within human resource development (HRD) field have claimed that the utmost crucial aspect of the practices is career development (McLagan, 1989; Weinberger, 1998; Swanson Holton, 2001). However, this area of studies has been given little attention (Upton, Egan Lynham, 2003). With the intense competition in the 21 century, many organisations have realised that in order for them to stay competition they have to improve their employees and enhance their career development (Boudreaux, 2001); rather than individual career development (Swanson Holton, Upton, Egan Lynham, 2003). Therefore, many organisations are now taking a proactive measures towards equipping their staffs and educationally (Leana, 2002) or create a climate that supports their staffs at all levels of the organisation to be more resultant and productive (Sullivan, 1999); which Boudreaux, (2001); Brown, (1997) referred to as ‘‘shared responsibility’’. However, learning within an organisation is quite critical and expensive; (McDonald, Hite Gilbreath, 2002). The most common learning methods within organisations are informal (i.e. on-the-job coaching, sessions, lesson learned, development assignment) Power, Hubschman, Doran, (2001) and formal learning (i.e. as traini ng/workshop and other forms of professional training conducted by professional bodies internally or externally (McDonald, Hite Gilbreath, 2002). 1.3The importance of HR in organisation The sole aim of HRM is to guarantee that the firm human capitals are being used in the fullest capability to produces the greatest organisation results that meets with the firm needs Nadeem Moiden, (2003) and Gilley and Gilley, (2007). Therefore, the philosophy of empowering employee’s capabilities is coined to the conception that HR is extremely crucial for sustainable competitive advantage and organisational success (Koch McGrath, 2003). HR in organisation is also crucial because its assist managers and employees through a change process (Hendry, Jones, Arthur Pettigrew, 1991). Businesses can gain enormous competitive advantages when their employees are used effectively to drawing on their expertise and ingenuity to meet clearly defined objectives. When organisation recruit the most effective, capable, committed and flexible people; and managed and reward them accordingly their performances, competencies and efficiency would help the firm productivity immensely (Price A., 2007). Managers that tactfully execute organisational goals depend on the HR practices to deliver excellences so that they can achieve the utmost business performance (Becker, B. and Gerhart, B., 1996). However, the HRM field has been isolated and misunderstood by many researchers and practitioner, failing to realise that without employees there would be no functioning organisation Argote, McEvily and Reagans (2003). As employees remain the most expensive and reliable asset of the organisation, the practices of HR will remain a vital area of discussion (Becker, B. and Gerhart, B., 1996). 1.3.1 Advantages and disadvantages of HR As many other departments within an organisation encounter, challenges are inevitable and are present in our daily business lives. There are three main disadvantages, or some may refers to a challenges facing HR, namely: 1.Managers â€Å"need to support corporate productivity and performance improvement efforts† (Dessler, 2008, p 87). 2.â€Å"Employees play an expanded role in employers’ performance improvement efforts† (Dessler, 2008, p 87). All the basics contents associated with high-performance organisation, such as high-technology team-based production, are rather futile without high levels of employee competence and commitment. 3.The challenge, derived from the first two, is that â€Å"employers see that their human resource units must be more involved in designing – not just executing – the company’s strategic plan† (Dessler, 2008, p 87). 1.4 Strategic HR roles in dynamic and uncertainty environments Strategic HRM (SHRM) roles consist of strategies executions and formulations. The strategies execution has been the predominant aspect of the SHRM’s strategic job. Strategies formulators always set and margin their formulations in line with the corporate and competitive strategies and aligned the firm policies and practices towards their strategic formulations (Dessler, 2008). In recent years, there has been a trend shift and researchers have now identified SHRM to take an active role with the top managers in the firm to formulate the company’s strategic plans. The gliding competitive environment due to a globalized economy has lead to that many employers are pursuing improved performance by improvement of commitment and competence level of their employees. Dessler, (2008) outlined four strategic tools that could be used to enhances employees abilities and proficiencies, such as employees satisfaction, loyalty, motivation and satisfactions. 1.4.1 Employee satisfaction Employee satisfaction is the individual satisfaction as a professional person, that is, the individual has an effect on his attitude. Organization member to its operating characteristic is the cognitive evaluation, employees get through the more realistic values and expectations of the gap between the value obtained after the meeting whether or not all aspects of work attitudes and emotional responses. It involves the work of the degree of organizational commitment and work motivation is closely related (Saari, L. M., Judge, T. A., 2004). Superior-subordinate communication is an important influence on job satisfaction in the workplace, in which the way a subordinate perceives a supervisor‘s behavior can positively or negatively influence job satisfaction. Nonverbal messages play a central role in interpersonal interactions with respect to impression formation, deception, attraction, social influence, and emotional expression (Burgoon, Buller, Woodall, 1996). 1.4.2 Employee loyalty Employee engagement is personified by the passion and energy employees have to give of their best to the organization to serve the customer. Engagement is characterized by employees being committed to the organization, believing in what it stands for and being prepared to go above and beyond what is expected of them to deliver outstanding service to the customer. Engaged employees feel inspired by their work, they are customer focused in their approach; they care about the future of the company and are prepared to invest their own effort to see that the organization succeeds (Cook, 2008). Engagement can be summed up by how positively the employee: Thinks about the organization; feels about the organization; proactive in relation to achieving organizational goals for customers, colleagues and other stakeholders. Employee loyalty can be divided into active and passive loyalty. The former refers to the subjective staff loyal to the company with the desire (Cook, 2008). This desire is often due to a high degree of organization and employee goals and now there are consistent with organizational help for employees‘ self-development and self-realization factors. Passive loyalty is when the employees themselves do not wish to remain in the organization, but due to some constraints, such as high wages and welfare, transportation, etc., have to stay in the organization. Once these conditions disappear, the staff can no longer feel organizational loyalty (Cook, 2008). The basic elements of enterprise employees, their enthusiasm on behalf of corporate morale, awareness of their work reflected in the subtle strength of enterprises (Pepitone and Bruce, 1998). 1.4.2.1 Wages and benefits systems Salaries and benefits in the eyes of employees affect their loyalty is one of the important factors. â€Å"Money is not the most important, but no doubt a very important†, whether corporate or professional loyalty, loyalty is established on the basis of material, good pay system to ensure the basic material needs of the employees, will have good professional loyalty, and corporate loyalty (Cook, 2008). 1.4.2.2 Enterprise human resource management system As indicated above human resource management is compulsory for each company and one of the most important courses; how to send staff to the right on the job, motivate employees, training and study staff, will be affected to some extent, staff loyalty. In the development of the unscientific, resulting in unfair business, become a mere formality, which often occurs. Negative phenomena that affect the performance of their staff, or even result in employees slack, complain more, rumors filled the air, to lose morale. Figure 3 Maslow’s hierarchy of needs Source: Maslow, (1943) 1.4.2.3 Retaining top employees Excellent staff should have: First, high loyalty, company loyalty by recognizing the company’s values, to share weal and woe, and common development; second, right attitude, initiative, and study to make improvements, work hard and willing to do, know that they are doing, those things that do and should not do, great development potential; Third, professional ability, can work independently, with skill, and can continue to improve (McKeown, 2002). The roles of great employees are being productive and increased passion for and commitment to the organization‘s vision, strategy and goals (Cook, 2008, p.31-32). 1.4.3 Employee Motivation Motivating employees was highlighted as an indispensable part of HRM in many studies (e.g. Pinnington and Edwards, 2000; Dessler, 1997; Stone, 2005). Pinnignton and Edwards (2000) divided motivational incentives into two parts: motivating individuals and motivating groups. The former one pays the attention on individual needs and the later one highlight the equity principia. Some incentives played big roles in motivational process, for instance, the good communication between organization and employees (e.g. Ivancevich, Konopaske and Matteson, 2008; Stone, 2005; Dessler, 1997), High Job satisfaction (e.g. Lambert, Hogan and Barton, 2001; Wright and Bonett, 2007), Good Payment and treatment (Carpenter and Sanders, 2004) and so on. Meanwhile, relating to the interesting issue on employee turnover often happened in the company, job satisfaction is one kind of factor that influences the turnover intent of employees. Lambert, Hogan and Barton (2001) pointed out that job satisfaction is a key mediating variable between the work environment and turnover intent, and suggested that managers take the focus on the work environment to improve employee’s job satisfaction, and ultimately lower turnover intent. Carpenter and Sanders (2004) opined that the investment in TMT (Top Management Team) could be way for attracting and retain talent for organization. Thus , it is required, and should be considered into the HRM process too. 1.4.4 Employee satisfaction Employee satisfaction is mainly concern with the satisfactions that derived from the individual as a professional person. One common research finding is that job satisfaction is correlated with life satisfaction (Rain, et al, 1991). This correlation is reciprocal, meaning people who are satisfied with their lives tend to be satisfied with their jobs vice visa. However, some research have argued this concept that that job satisfaction is not significantly related to life satisfaction because of their variable such as nonworking satisfaction and core self-evaluations are taken into account (Rode, J. C. 2004). Organization member to its operating characteristic is the cognitive evaluation. Employees get through the more realistic values and expectations of the gap between the values obtained after the meeting whether or not all aspects of work attitudes are emotional responses. This consists of the extent of firm involvement and related motivational activities (Saari, L. M., Judge, T. A., 2004). Burgoon, Buller, Woodall, (1996) one of the most suitable means of influencing employees satisfaction is the manners at which superior relate and communicate with subordinators. The meshing and mashing of interpersonal relationships between the two distinctive groups or status plays a significant roles in terms of respect, attractions, formative impression or emotional expression, deceptions and social influences (Burgoon, Buller, Woodall, 1996). Weiss and Cropanzano, (1996) inferred that such immediacy and friendliness will cumulate the essential elements of job satisfaction (Weiss and Cropanzano, 1996). The way employee’s feels and thought that their jobs being appreciated are very much essential in terms of employees job satisfactions (Organ, D. W., Ryan, K., 1995); turnover (Saari Judge, 2004); and absenteeism (Wegge, et al, 2007). Job satisfactions ultimately looks at the general aspects of satisfactions employees gained from their work in entirety (Mount Johnson, 2006). How to cite Free Human Resources Literature Review, Essay examples

Descripitve Stats Paper free essay sample

Test the hypothesis that calls by surgical–medical patients are independent of whether the patients are receiving Medicare. Question 36: Grades in a statistics course and an Operation Research course taken simultaneously were as follows for a group of students. Statistics Grade| Operation Research Grade| | A| B| C| Other| A| 25| 6| 17| 13| B| 17| 16| 15| 6| C| 18| 4| 18| 10| Other| 10| 8| 11| 20| Are the grade in Statistics and Operation Research related? Question 37: An experiment with artillery shells yields the following data on the characteristics of lateral deflections and ranges. Would you conclude that deflection and range are independent? Range (yards)| Lateral deflection| | Left| Normal| Right| 0-1999| 6| 14| 8| 2000-5999| 9| 11| 4| 6000-11999| 8| 17| 6| Question 38: A study is being made of the failures of an electronic component. There are four types of failures possible and two mounting position for the device . The following data have been taken: Mounting position| Failure type| | A| B| C| D| 1| 22| 46| 18| 9| 2| 4| 17| 6| 12| Would you conclude that the type of failure is independent of the mounting position? Question 39: A random sample of students are asked their opinions on a proposed core curriculum change. We will write a custom essay sample on Descripitve Stats Paper or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page The results are presented here: Class| Opinion| | Favoring| Opposing| Freshman| 120| 80| Sophomore| 70| 130| Junior| 60| 70| Senior| 40| 60| Test the hypothesis that the opinions are independent of the class groupings. Question 40: Fabric is graded into three classifications: A, B and C. The results below were obtained from five looms. Is the fabric classification independent of the loom? Loom| Number of pieces of Fabric in Fabric Classification| | A| B| C| 1| 185| 16| 12| | 190| 24| 21| 3| 170| 35| 16| 4| 158| 22| 7| 5| 185| 22| 15| Question 41: An article in the journal of Marketing Research reports a study of the relationship between facility conditions at gasoline stations and the aggressiveness of their gasoline marketing policy. A sample of 441 gasoline stations were investigated with the results shown below obtained. Is there evidence that gasoline pricing strategy and facility conditions are independent? Policy| Condition| | Substandard| Standard| Modern| Aggressive| 24| 52| 58| Neutral| 15| 73| 86| nonaggressive| 17| 80| 36|

Molieres Tartuffe and the Religious Hypocrisy free essay sample

It is, I know, presumptuous on my part to bring you this poor offering of my heart (Tartuffe 3. 3. 63-76). In shock, Elmire questions Tartuffe on his character, considering he is a saint of the Church, but Tartuffe quickly replies that he is human as well. Although he is human, it is not morally right for a saint to confront a person with such words as Tartuffe has used. Once again, this shows that Tartuffe is doing so for self-satisfaction, despite being a saint. The audience then comes to learn that Damis, Orgons son, has been hiding in the same room and has over heard the confession that Tartuffe has exposed to Elmire. In disbelief, Damis is anxious to tell to tell his father about the conversation between his step-mother and Tartuffe. Damis says, Youve just now been repaid with interest, for all your loving-kindness to our guest. Hes proved his warm and grateful feelings toward you; Its with a pair of horns he would reward you. We will write a custom essay sample on Molieres Tartuffe and the Religious Hypocrisy or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page Yes, I surprised him with your wife, and heard his whole adulterous offer, every word (Tartuffe 3. 5. 3-8). Damis tries to tell his father that Tartuffe is acting like the Devil. At this moment, we see that Tartuffe is two-faced and he knows that Orgon will believe what he has to say considering he is a saint. Orgon confronts Tartuffe and in disbelief Tartuffe admits what he has said and continues to tell Orgon what a bad person he is. Orgon then is disappointed with Damis for telling a lie and questioning Tartuffes purity. Orgon is too blind to see that Damis is telling the truth, because he is so sure that Tartuffe could not commit such a sin. As the play continues, in Act IV Scene III, Elmire offers for Orgon to hear for himself. Im not now asking you to trust our word. Suppose that from some hiding-place in here you learned the whole sad truth by eye, and ear- What would you say of our good friend, after that (Tartuffe 4. . 69-72). In a laughing manner, Orgon agrees to hide and listen to his wife and Tartuffe speak. Elmire begins to say the things she must in order for Tartuffe to come clean and there are several times in this scene in which she coughs in order to get Orgons attention. In the beginning of Act IV Scene VI, Orgon can not believe what he has heard. As Tartuffe re-enters t he room, Orgon says to Tartuffe, How soon you wearied of the saintly life- Wedding my daughter, coveting my wife! Ive long suspected you, and had feeling that soon Id catch you at your double-dealing (Tartuffe 4. 7. 7-10). It is at this point that Orgon has seen for himself that Tartuffe is two-faced and continues to lie. Although being caught by Orgon himself, Tartuffe continues to lie and threatens Orgon for his property. Shortly after words, Monsieur Loyal comes to the house to notify Orgon that he must soon leave the premises because it is Tartuffes property now. In Act V Scene VII, an officer comes in to deliver some news from the King. We serve a Prince to who all shame is hateful, a Prince who see into our inmost hearts, and cant be fooled by any tricksters arts. His royal soul through generous and human. ] With one keen glance, the King perceived the whole [ ] The King recognized Tartuffe as one notorious by another name, whod done so many vicious crimes that one could fill ten volumes with them, and be writing still. [ ] By this mans treachery towards you [ ] And force him to restore your property. Your private papers, by the Kings command, I hereby seize and give into your hand (Tartuffe 5. 7. 46-74). The King obviously had noticed that Tartuffe could not be trusted and was two-faced; he gave the property back to Orgon for his good deeds in the civil war. In conclusion, throughout Tartuffe, there are many examples that can prove that Tartuffe was a hypocrite. He believed that just because he was perceived as a saint, he was able to take to his advantage, because he knew that Orgon would believe him and not the others. Although Orgon was stubborn to his family and gullible to Tartuffe, Orgon was able to see the actions and hear the words himself. Orgon was in such disbelief that it had seemed that Tartuffe was going to get rid of Orgons family. The King himself believed that Tartuffe was not being honest and did not trust him. In having those feelings, he seized the property from Tartuffe and granted it back to Orgon. Tartuffe shows us that although anyone can show us to be a strong believer; anyone is able to put up an act to achieve personal satisfaction. In this case, Tartuffe took advantage of being considered a saint, because no one would expect for someone in religion to do such a sin. Works Cited: Moliere, Jean-Baptise Poquelin. Tartuffe. The Norton Anthology of World Masterpieces. Ed. Maynard Mack. New York: W. W. Norton Company, 1995. 307 -356.

Using a Massage Technique Sample Essay

Using a Massage Technique Sample EssayA massage technique sample essay is a very important item for preparing for your upcoming degree. It is an opportunity to study how to create a massage technique sample with the help of a massage technique. This makes it ideal to learn the different aspects and elements that a massage technique has.Therapeutic massage is a big part of the history of medicine. With the history of the whole profession, the massage techniques have emerged and become an integral part of the treatment procedure. Here, you will be provided with knowledge about different therapeutic techniques in healing.The most widely used massage techniques today are reflexology, Kinesiology, exercise, acupuncture, and hypnosis. Reflexology, Kinesiology, acupuncture, and hypnosis can be learned from the research articles related to these. This means that a medical student should get an expert's advice while learning these techniques. Similarly, a student should learn different points of view from textbooks or journals.There are various benefits associated with these techniques. Aside from the aesthetic and psychological benefits, they can also help in getting rid of stress. The massage techniques provide complete relaxation. These benefits allow students to really enjoy and benefit from learning these techniques.These techniques also have different types. There are tai chi, qi gong, and Swedish massage techniques. While learning these, you must be able to distinguish between them. If you do not have knowledge about these techniques, then you should not be worried as there are many sites online where you can learn about these techniques.However, you should not limit yourself from reading reviews and samples about these massage techniques. You can simply ask about the various aspects and advantages of the massage techniques. From there, you can make your own decision. Hence, the best place to go in order to learn the technique is by reading a review or sample ess ay.All in all, a massage techniques sample essay provides you with a chance to know more about the techniques that can be used in healing and on the surgical field. They can be used to help you come up with your own massage techniques.

Chinas Economics essays

Chinas Economics essays China has always been an important country in the world. With its increasing large population, it was determined by other countries that is has a lot of economic potentials. In just one decade and a half, China has transformed itself from a giant that use to live in poverty into a wealthy powerhouse to the world economy. With one-fifth of the world ¡s population, China is now producing 4% of world merchandise and a proportion of global production. It has also one of the world ¡s oldest and most influential civilizations. China has established three approaches to the world economy and they are establishing an alternative socialist system (1950s); isolating itself from the system (the 1960s to mid 1970s); and participating in the system again from the 1970s. China ¡s economic system was quite similar to Soviet Union ¡s because it is central planning system. However, after the 1950s, this central planning is broken into regional planning by different provinces in China. In anoth e! r words, China has changed from a centrally based country in a regionally based country, in which different provinces produces different goods and servies. This change has encouraged the development of small enterprises, which are the main driving forces of Chinese growth. In 1978, China has liberalised its economy and start participating in the world economy. With its new market reforms in every sector, China ¡s door has opened its economic door to foreign investors and freer trade in special economical zones. Beginning in 1994, China's economic structural reforms have begun new breakthroughs. Major changes have been made to sectors like personal enterprises, taxation, finance, foreign investment and foreign trade. At the same time, the Chinese government is speeding up its establishment of a socialist market economy system. Hopefully, this socialist market economic system can be in place by 2010. (Roy 1-5) Major Structural Reforms Reforms already launched: 1...

The Hunchback of Notre-Dame (1831) by Victor Hugo

The Hunchback of Notre-Dame (1831) by Victor Hugo Count Frollo, Quasimodo, and Esmeralda are quite possibly the most twisted, most bizarre, and most unexpected love-triangle in literary history.  And if their problematic involvement with one another is not enough, throw-in Esmeralda’s philosopher husband, Pierre, and her unrequited love-interest, Phoebus, not to mention the self-isolated mother-in-mourning with a sad history of her own, and Frollo’s younger, trouble-making brother Jehan, and finally the various kings, burgesses, students, and thieves, and suddenly we have an epic history in the making. The Leading Role The main character, as it turns out, is not Quasimodo or Esmeralda, but Notre-Dame itself.  Almost all of the major scenes in the novel, with a few exceptions (such as Pierre’s presence at the Bastille) take place at or in view of/reference to the great cathedral. Victor Hugo’s primary purpose is not to present the reader with a heart-rending love story, nor is it necessarily to comment on social and political systems of the time; the main purpose is a nostalgic view of a diminishing Paris, one which puts its architecture and architectural history in the forefront and which laments the loss of that high art.   Hugo is clearly concerned with the public’s lack of commitment toward preserving the rich architectural and artistic history of Paris, and this purpose comes across directly, in chapters about the architecture specifically, and indirectly, through the narrative itself. Hugo is concerned with one character above all in this story, and that is the cathedral.  While other characters have interesting backgrounds and do develop slightly over the course of the story, none seem truly round.  This is a minor point of contention because though the story may have a loftier sociological and artistic purpose, it loses something by not also working completely as a stand-alone narrative.   One can certainly empathize with Quasimodo’s dilemma, for instance, when he finds himself caught between the two loves of his life, Count Frollo  and Esmeralda.  The sub-story relating to the mourning  woman who has locked herself in a cell, weeping over a child’s shoe is also moving, but ultimately unsurprising.  Count Frollo’s descent from learned man and upstanding caregiver is not entirely unbelievable, but it still seems sudden and quite dramatic.   These subplots suit the Gothic element of the story nicely and also parallel Hugo’s analysis of science versus religion physical art versus linguistics, yet the characters seem flat in relation to the overall attempt by Hugo to re-instill, through means of Romanticism, a renewed passion for the Gothic era. In the end, the characters and their interactions are interesting and, at times, moving and hilarious.  The reader can engage with and, to a certain extent, believe them, but they are not perfect characters. What moves this story along so well, even through chapters such as â€Å"A Bird’s Eye View of Paris† which is, literally, a textual description of the city of Paris as if looking at it from on high and in all directions, is Hugo’s great ability at crafting words, phrases and sentences.   Although inferior to Hugo’s masterpiece, Les Misà ©rables (1862), one thing the two have in common is richly beautiful and workable prose.  Hugo’s sense of humor (especially sarcasm and irony) is well developed and leaps across the page. His Gothic elements are appropriately dark, even surprisingly so at times. Adapting a Classic What is most interesting about Hugo’s Notre-Dame de Paris is that everyone knows the story, but few really know the story.  There have been numerous adaptations of this work, for film, theater, television, etc.  Most people are probably familiar with the story through various retellings in children’s books or movies (i.e. Disney’s The Hunchback of Notre Dame).  Those of us who are only familiar with this story as told through the grapevine are led to believe that it is a tragic Beauty and the Beast type love-story, where true love rules in the end.  This explanation of the tale could not be further from the truth. Notre-Dame de Paris  is first and foremost a story about art, mainly, architecture. It is a romanticizing  of the Gothic period and a study of the movements which brought together traditional art forms and oratory with the novel idea of a printing press. Yes, Quasimodo and Esmeralda are there and their story is a sad one and yes, Count Frollo turns out to be a downright despicable antagonist; but, ultimately, this, like Les Misà ©rables  is more than a story about its characters; it is a story about the whole history of Paris and about the absurdities of the caste system.   This may be the first novel where beggars and thieves are cast as the protagonists and also the first novel in which the entire societal structure of a nation, from King to peasant, is present. It is also one of the first and most prominent works to feature a structure (the Cathedral of Notre-Dame) as the main character. Hugo’s approach would influence Charles Dickens, Honorà ©Ã‚  de Balzac, Gustave Flaubert, and other sociological â€Å"writers of the people.† When one thinks of writers who are geniuses at fictionalizing the history of a people, the first who comes to mind might be Leo Tolstoy, but Victor Hugo certainly belongs in the conversation.