Omega Case Study Report Essay

This report is based on the case study of Omega. With external pressure, the company is now encountering internal problem, like high turnover and absenteeism rate. Personnel manager adopts attitude survey to analyses current situation. â€Å"Job attitudes and job performance are perhaps the two most central and enduring sets of constructs in individual-level organisational research† (David, Daniel and Philip, 2006:305). Organisations increasingly tend to use attitude survey to analyses their employees’ attitude and opinion towards employers (Paul R, 1988:145). Omega case provides an attitude survey questionnaire and relevant data. This report is based on these data to analyses the current situation of Omega, also discuss the reason of high absenteeism and turnover rate among professional staff using organisational behaviour theories, and propose recommendations for Omega to step off the dilemma. 1. The questionnaire Before deep discussion, it ought to go into the questionnaire Omega adopts, â€Å"Questionnaires can provide evidence of patterns amongst large populations†(Louis and Gravin, 2010:1). However, the design of the questionnaire has some problems. The questionnaire is consist of closed questions and open questions, including five areas in attitude evaluation, but the order of each question is â€Å"randomly presented†, which could confuse respondents when they do the questionnaire and easily get bored due to misunderstanding the purpose. In terms of open questions, their existence is to check the close questions are enough or not. Actually, experienced researchers choose open questions to understand respondents’ motivations and feelings in depth (Babara, 1965:175). 2.0 Current situation of Omega It can be describe the current situation of Omega as internal revolt and external invasion. Due to limitation, this report analyzes internal revolt of Omega. This part begins with a review of the literature on low job satisfaction. In addition, low organisational commitment, inefficient  communication system, improper leadership are also included. 2.1 Low job satisfaction In order to analyze the job satisfaction level, it is firstly should make assure what is job satisfaction. James (1992) defines job satisfaction as â€Å"the extent to which employees like their work†. And Luthans (2011:141) suggests â€Å"job satisfaction is a result of employee’s perception of how well their job provides those things that are viewed as important†. After explain job satisfaction, the measurement is put forward below . There are six facets of job satisfaction, which are the work content, financial rewards, hierarchical satisfaction, management, peers, and working conditions (Paul, 1997: 12). In terms of work content, Bozionelos (2007: 13) suggests five aspects to consider work itself, such as, skill variety, task identity, task significance, autonomy and feedback, which according Omega’s situation, they are low. It is a little better of the financial rewards aspect than the work content but still is low. Employees do not hold the shares of Omega and they think company underestimate their effort and their value and just 34% employees think they are paid fairly. Hierarchical satisfaction is not very clearly discussed in this case. Management satisfaction in Omega is mediate. Nevertheless, 89% of respondents think their immediate superiors treat them fairly. Other factor, namely, level of support, is low. Coworker satisfaction is not high as well because only 42% of respondents’ stay in company due to coworkers. Work condition in Omega supposes to be low because employees think manager does not care about the work condition, so work condition might be low. Through analyses above, job satisfaction of Omega could be judged as low. 2.2 Inefficient communication system David (1997, 42) defines communication process as â€Å"the transmission of information, and the exchange of meaning†. Robbins (2010: 290) points out six main parts of communication process, such as the information giver, encoding, the information, the channel, decoding, information receiver,  interference and feedback. Omega lack channel and feedback of communication process, so the process is not seriously exist in Omega. There are many directions of communication in organisation, namely vertically up and down, horizontally with coworkers (Katherine, 2012:31). Robbins (2010:291) also points out the main role of downward communication is to explain the reasons of different decisions. In Omega even the result of questionnaire is sent to the home address of employee not through company’s internal mail system. This could demonstrate the communication in company is really weak. David (1997, 42) defines communication process as â€Å"the transmission of information, and the exchange of meaning†. Furthermore, Cal and Allison (2004:6) say feedback could be an important facet to assess communicational efficiency and different company will have different emphasis on communication process. In Omega, they seldom receive feedback from their superiors. Furthermore, employees even do not know what happened in other regions of company or some issues relate to Omega. Through these analyses the communication system in Omega is really inefficient. 2.3 Low organisational commitment Organisational commitment is one of attitudes employees have towards organisation. Allen and Meyer(1991,) suggest organisational commitment consist of three parts â€Å"a desire (affective commitment: an emotional attachment to organiasation) to stay in a company; a need(continuance commitment: consider cost of leaving the company) to stay and an obligation(normative commitment: moral and ethical consideration) to stay† Though the questionnaire of Omega is not very clearly include organisational commitment questions, it still can be reckoned by similar questions. The question about belonging to Omega can be recognized as affective commitment question and only 23% of respondents think they have this feeling, which means the affective in Omega is low. In addition, when ask if any other company offered more than 5% salary will you leave Omega, 27% of respondents  will leave. And when it is raised by 10%, the result is 52%, and raised by 15% then 75% will leave. However, 89% of them do not treat financial reward is the most important aspect of their job. In this way, it could be reckoned normative commitment in Omega is low, meaning there is little moral or ethnic factor employees consider when they choose to leave company. Though there is few content of questionnaire relating to continuance commitment, organisational commitment is still low from the other two aspects. 2.4 Improper leadership Robbins (2010:316) define leadership as â€Å"the ability to influence a group toward the achievement of a vision or set of goals†. Furthermore, Bozionelos (2007:14) claims â€Å"the main role of leader is to motivate his/her subordinates.† He also points out leaders could motivate employees by using â€Å"right† style. According to OHIO style studies, high consideration sometimes is associated with less turnover and absenteeism. Employees in Omega mainly are highly educated, who have interests in company operations and have strong aspirations to get involved in their job, not just finishing the task superiors give them. Nevertheless, leaders in Omega ignore the workforce environment and adopt improper leadership, like ignoring their opinions and isolating them from the whole company, furthermore, providing unsatisfied working environment. In conclusion, leadership in Omega is improper. 3.0 Analyses high turnover and absenteeism The relationship between turnover and absenteeism is positive, which means high turnover relate to high absenteeism vice versa (Terry, 1978). There are several reasons to the high absenteeism and turnover rate. Robert (1993) figures out job satisfaction and organisational commitment negatively relate to the turnover and absenteeism. In terms of the relationship between the two, there are mainly two different views, one of which is â€Å"the commitment mediate the effect of job satisfaction† (Porter, 1974), the other one of which is the two both have impact on turnover but separately (Dougherty, 1985). This report follows the latter view. In addition, motivation theories are also mentioned below. 3.1 Job satisfaction reason Bozionelos (2007: 13) implicates the relationship between job satisfaction and absenteeism is moderate strong and Bobbins(2010: 72) supports this view and think the relationship is moderate to weak. According to these two scholars, there are many other reasons independent on job-related aspect, like the traffic situation and family stuff like child’s sick, etc. And Bozionelos(2007: ) mentions unsatisfied employees are more likely truancy than satisfied ones participate in work, which means make employees satisfying could not make sure low absenteeism, but if employees are unsatisfying they will more likely absent. Tett and Meyer(1993) conclude the relationship between job satisfaction and turnover is also moderate. However, Carsten and Spector (1987) point out job satisfaction will lead to turnover when employees find it easy to find an other similar job. 47% of respondents would leave company if they find a comparable job. In this way, job satisfaction is strongly relate to quit. Given the theory mentioned above and analyses of job satisfaction level in Omega, It could make a conclusion that job satisfaction in Omega is low and moderately leading to high turnover and absenteeism rate. 3.2 Organisational commitment reason â€Å"Empirical research on organisational commitment generally has shown commitment to be a significant predictor of turnover† (Gary, 1987). Also, John and Dennis (1990) demonstrate organisational commitment could help organisation reduce withdraw behaviour, like absenteeism and turnover. Furthermore, some scholars support the view that high organisatioanl commitment could lead to high job satisfaction (Batemen and Strasser, 1984). In terms organisational commitment itself, Robbins(2010:64) demonstrate organisational commitment negatively relate to both absenteeism and turnover, and in particular, affective commitment have stronger relationship than other two type of commitment with turnover and absenteeism. Meyer (2002) after a meta-analyses support Robbins conclusion, and figure out  affective commitment is the strongest lead to high turnover rate(Ï  = −.17). However, in terms of absenteeism, except affective commitment, the other two commitments have positive relationship with absenteeism. Though there is few content of questionnaire relating to continuance commitment, organisational commitment in Omega still could explain the high turnover and absenteeism rate, because affective commitment is low, which is the strongest aspect influence withdraw behaviour. 3.3 Motivation reason Motivation theories could explain the high turnover and absenteeism is because lack of motivation will have influence job satisfaction and organisational commitment, which have discuss above to be proved could impact quit and missing the job. Motivation theories used in this report are equity theory. Mullins(2002:443) explains equity theory as â€Å"focuses on peoples’ feeling of how fairly they have been treated in comparison with the treatment received by others.† He points out one of inequity behaviour is â€Å"leaving the field† to find balance. In this way, employees are tend to absent and find other equal job. In addition, Laura (2000) suggests wage equity is related to worker motivation. Employees in Omega believe they are under inequity situation, because of inequity input and output. About 66% of respondents think they are paid unfairly. As a result, employees are tend to absent and change their job. 4.0 Recommendation This part is mainly based on motivation theory and motivation applications method. Apart from motivate employees, improving job satisfaction, consummating communication system are also used to propose recommendations. 4.1 Motivate employee Maslow’s theory and Herzberg’s theory are applied to suggestions. Though popular with its criticism, Maslow’s five level hierarchy theory is always  the basic theory of motivation and is simply applied to real case. Maslow hierarchy need theory consists of five needs of a person, which, from the bottom to the top, are physiological, safety, love, esteem, self-actualization (Maslow, 1954). These needs are satisfied until the lower needs are fulfilled. Mangers need to identify dominant needs during employees then provide incentives to satisfy them in order to improve job satisfaction (Bozionelos , 2007: 29). In Omega case, manager should first identify what employees really needs. Except relatively satisfied salary, they also need more control in their work and more communication with superior. Next theory using to propose suggestions is Herzberg’s two-factor theory, which are hygiene factors and motivators. Hygiene factors are mostly about work conditions and environment and actually hygiene cannot motivate employees, but if hygiene factors are not filled, they will lead to dissatisfaction. Motivators are mostly about work itself and work content. Robbins (2010:143) suggests it is advised to use motivator to motivate people, like â€Å"promotional opportunities, opportunities for personal growth, recognition, responsibility and achievement†. Omega manager or personnel manager can follow this suggestion to redesign the job in Omega. 4.2 Improve job satisfaction Locke (1976) says job satisfaction is a â€Å"positive emotional state†, so improving job satisfaction is same as improving the positive emotion of employees. There are several aspects could lead to high level of job satisfaction. One of the most significant aspects relating to high job satisfaction is enjoying the job. Enjoyable job should provide necessary training, variety and authorization (Robbins, 2010:67). In Omega, managers could decrease close supervision when employees working, which probably could increase job satisfaction. 4.3 Consummate communication system As mentioned above, the communication process is important in an  organisation. Omega’s manager should provide a platform for employees to express their opinions, complains and proposals. In addition, frequent feedback is also essential during the whole communication process even though it may be the last step. Formulating new feedback policy in accordance with job’s need. 4.4 Improve employee involvement Lawer (1986) suggests â€Å"job involvement has been considered the key to activating employee motivation†. In addition, employee involvement could also help improve job satisfaction (Steve, 1996). Involving employee can not only help improve job satisfaction but also help improve organiasational commitment. Daily update e-mail could provide latest news of company as well as satisfy employees’ need to understand organisation. Furthermore, involving employee could develop a feeling of belonging to organisation. 5.0 Conclusion Through the analyses above, it is clear that there are numerous of problems in Omega. Low job satisfaction, inefficient communication system, low organisational commitment and improper leadership are the key problems. Some of them strongly relate to high turnover and absenteeism rate, some of them moderately relate. Recommendations are based on the problems, which most could be applied to real work. More importantly, taking actions to make ideas into reality is the key. 6. Personal reflection This part mainly discusses the writer’s personal opinion on management. Fortunately, this case study gives me a lot of thinking about management and leadership. As a manager in a company especially in a highly educated organisation must pay attention to employees’ opinion towards company and management. Their involvement not only can level up their job satisfaction but also can help improve efficient of management. In addition, motivation system is another factor that should be taken seriously. Though there are many theories in motivation and many ways to motivate employees, actually,  manager could choose one and utilize effectively, then can benefit a lot. Personally speaking, leadership is more important than management. Management could just guarantee the implementation of task, but leadership have more function due to different leadership style. In terms of organisational commitment, managers’ leadership is very significant. Some companies have done a lot to improve organisational commitment but it is still low. That maybe because the improper leadership. Sometimes leadership is not could described in words just like art, which need talent. Reference: Batemen and Strasser, â€Å"A longitudinal analysis of the antecendents of organisational commitment †, Academy of management Review. 27.95-112 Bozionelos, N. (2007). Work motivation and its related processes, in Managing People, Durham Business School, University of Durham Cal W. Downs and Allyson D. Adrian (2004), Assessing organisational communication: strategic Communication Audits, The Guildford Press, 3-18. David A, Daniel A, Philip L, â€Å"How importand are job attitude? Meta-analytic comparisions of integrative behavioural outcomes and time sequences† David Buchanan and Andrzej Huczynski (1997), Organisational behaviour an introductory text. Prentice Hall ,Third Eth. Dougherty TW, Bluedom AC, Keon TL. (1985). Precursors of employee turnover: A multi-sample causal analysis. Journal of Occupational Behaviour, 6,259-271. GARY J. BLAU and KIMBERLY B. BOAL, 1987, â€Å"Conceptualizing How Job Involvement and Organisational Commitment Affect Turnover and Absenteeism†, Academy of Management Review. 1987, Vol. 12. No. 2. 288-300. James L. Price and Charles W. Mueller (1992), â€Å"Discriminant validity of measures of job satisfaction, positive affectivity and negative affectivity†, Journals of organisational Psychology, Vol. 65, 158-196. Lawler, E. E.,III.(1986). â€Å"High-involvement management: Participative strategies for improving organisational performance†, San Francisco: Jossey-Bass, 45-68. Laura Leete (2000), â€Å"Wage equity and employee motivation in nonprofit and for-profit organisations†, Journal of Economic Behaviour & Organisation, Vol.43, No.4, 423-446. JM Carsten and PE Spector (1987), â€Å"Unemployment, job satisfaction, and employee turnover: A meta-analytic test of the Muchinsky model†, ournal of Applied Psychology, Vlo. 72, No. 3, 374 – 38 John P. Meyer and Natalie J. Allen ‘A three-component conceptualization of organisational commitment’ human resource management review, Volume 1, Issue 1 John E. Mathieu and Dennis M. Zajac (1990), â€Å"A Review and M eta-A nalysis of the A ntecedents, C orrelates, and Consequences of Organisational Commitment†, Psychological Bulletin, Vol.108, NO.2, 1717-194. Katherine Miller (2012), Organisational communication: Approaches and Process, Lyn Uhl, Six Edition. 17-35. Laurie J Mullins (2002), Management and organisational behaviour, Financial Times Pitman Prentice Hall, 6th Ed, 417-455 Lois R and Gavin T (2010) â€Å"Mixing interview and questionnaire methods: Practical problems in aligning data† Practical assessment, research & evaluation, Vol.15, No.1. Luthans Fed (2011), Organisational behaviour : an evidence-based approach, Boston, London: McGraw-Hill, 12th ed. 123-156 Maslow Abraham H. (1987), Motivation and Personnality . New York : Harper Collins. Third Edition, 38-54. Paul E. Spector (1997), â€Å"Job satisfaction : Application, Assessment, Causes and Consequences†, SAGE Publications Ltd. 5-21. Paul R, Linda M, Vicino, Kantor, Greaves â€Å"Attitude assessment in organisations: testing three microcomputer-based survey systems†, The Journal of General Psychology, Vol.116, No.2, 145-154. Porter LW, Steers RM, Mowday RT, Boulian PV. (1974). Organisational commitment, job satisfaction, and turnover among psychiatric technicians. Journal of Applied Psychology, Vol.59, 603-609. Robert P. Tett and John P. Meyer (1993), â€Å"Job satisfaction, organisational commitment, turnover intention, and turnover: path analyses based on meta-analyses based on meta- analytic findings†, Personnel psychological, Vol.46, 259-293. Steven P. Brown (1996), â€Å"A Meta-Analysis and Review of Organisational Research onJob Involvement†, Psychological Bulletin, Vol.120, No.2, 235-255. Terry A. Beehr (1978), â€Å"A note on the structure of employee withdrawal†, Organisational behaviour and human performance, Vol.21, 73-79.

Factors That Influence Attachment Between Foster Children...

The objective of this study was to examine the factors that influence attachment between foster children and their caregivers. This study contained a sample size of 61 children that ranged in age from two years old to seven years old. Some measures of this study are children that internalize and externalize their behavioral problems and the symptoms that relate to attachment disorder. The hypotheses of this study are that inhibited and disinhibited subtype of reactive attachment disorder have not association with a parents sensitivity, meanwhile another hypothesis is that secure attachment relationships have the ability to buffer the effects of negative childhood experiences. 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Making Discipline Decisions for Principals

A major facet of a school principal’s job is to make discipline decisions. A principal should not be dealing with every discipline issue in the school, but should instead be focused on dealing with the bigger problems. Most teachers should deal with smaller issues on their own. Handling discipline issues can be time-consuming. The bigger issues almost always take some investigation and research. Sometimes students are cooperative and sometimes they are not. There will be issues that are straight forward and easy, and there will be those that take several hours to handle. It is essential that you are always vigilant and thorough when collecting evidence. It is also crucial to understand that each discipline decision is unique and that many factors come into play. It is important that you take into account factors such as the grade level of the student, severity of the issue, history of the student, and how you have handled similar situations in the past. The following is a sample blueprint of how these issues could be handled. It is only intended to serve as a guide and to provoke thought and discussion. Each of the following problems is typically considered to be a serious offense, so the consequences should be pretty tough. The scenarios given are post-investigation giving you what was proved to have actually happened. Bullying Introduction: Bullying is probably the most dealt with discipline issue at a school. It is also one of the most looked at school problems in the national media due to the increase in teen suicides that have been traced back to bullying problems. Bullying can have a life long effect on victims. There are four basic types of bullying including physical, verbal, social, and cyber bullying. Scenario: A 5th-grade girl has reported that a boy in her class has been verbally bullying her for the past week. He has continuously called her fat, ugly, and other derogatory terms. 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In fact, it has gotten to the point that the teacher is starting to see it affect other students’ behavior. Consequences: Set up a parent meeting and include the teacher. Attempt to get to the root of where the conflict lies. Give the student three days In School Placement (ISP). Continuous Failure to Complete Work Introduction: Many students across all grade levels do not complete work or do not turn it in at all. Students who continuously get away with this may have large academic gaps that after time almost becomes impossible to close. By the time a teacher asks for help on this from the principal, it is likely that it has become a serious issue. Scenario: A 6th-grade student has turned in eight incomplete assignments and hasn’t turned in another five assignments at all over the past three weeks. The teacher has contacted the student’s parents, and they have been cooperative. The teacher has also given the student detention each time they have had a missing or incomplete assignment. Consequences: Set up a parent meeting and include the teacher. Create an intervention program to hold the student more accountable. For example, require the student to attend a Saturday School if they have a combination of five missing or incomplete assignments. Finally, place the student in ISP until they have caught up on all work. This assures that they will have a fresh start when they return to class. Fighting Introduction: Fighting is dangerous and often leads to injury. The older the students involved in the fight are, the more dangerous the fight becomes. Fighting is an issue you want to create a strong policy with strong consequences to discourage such behavior. Fighting typically doesn’t resolve anything and will likely happen again if it isn’t dealt with appropriately. Scenario: Two eleventh grade male students got into a major fight during lunch over a female student. Both students had lacerations to their face and one student may have a broken nose. One of the students involved has been involved with another fight previously in the year. Consequences: Contact both students’ parents. Contact the local police asking them to cite both students for public disturbance and possibly assault and/or battery charges. Suspend the student who has had multiple issues with fighting for ten days and suspend the other student for five days. Possession of Alcohol or Drugs Introduction: This is one of the issues which schools have zero tolerance for. This is also one of the areas where the police will have to be involved in and will likely take lead in the investigation. Scenario: A student initially reported that a 9th-grade student is offering to sell other students some â€Å"weed†. The student reported that the student is showing other students the drug and is keeping it in a bag inside their sock. The student is searched, and the drug is found. The student informs you that they stole the drugs from their parents and then sold some to another student that morning. The student that bought the drugs is searched and nothing is found. However, when his locker is searched you find the drug wrapped up in a bag and tucked in his backpack. Consequences: Both students’ parents are contacted. Contact the local police, advise them of the situation, and turn the drugs over to them. Always make sure that parents are there when police talk to students or that they have given permission to the police for them to talk to them. State laws may vary as to what you are required to do in this situation. A possible consequence would be to suspend both students for the remainder of the semester. Possession of a Weapon Introduction: This is another issue which schools have zero tolerance for. Police undoubtedly would be involved in this issue. This issue will bring the harshest consequences for any student violating this policy. In the wake of recent history, many states have laws in place that drive how these situations are dealt with. Scenario: A 3rd-grade student took his Dad’s pistol and brought it to school because he wanted to show his friends. Luckily it was not loaded, and the clip was not brought. Consequences: Contact the student’s parents. Contact the local police, advise them of the situation, and turn the gun over to them. State laws may vary as to what you are required to do in this situation. A possible consequence would be to suspend the student for the remainder of the school year. Even though the student had no ill intent with the weapon, the fact remains that it is still a gun and must be dealt with severe consequences in accordance with law. Profanity/Obscene Material Introduction: Students of all ages mirror what they see and hear. This often drives the use of profanity at school. Older students especially use inappropriate words often to impress their friends. This situation can quickly get out of control and lead to larger issues. Obscene materials such as having pornography can also be detrimental for obvious reasons. Scenario: A 10th-grade student telling another student an obscene joke that contains the â€Å"F† word is overheard by a teacher in the hallway. This student has never been in trouble before. Consequences: Profanity issues can warrant a wide range of consequences. Context and history will likely dictate the decision you make. In this case, the student has never been in trouble before, and he was using the word in the context of a joke. A few days of detention would be appropriate for handling this situation.

Sample Resume Electrical Engineering - 3881 Words

0 RELAY COORDINATION (UNIT I,II SHREE POWER) Student: Vishal Kasotia Project Guide: Mr Ajay Sharma. College: Indian Institute of Technology Roorkee Course: Electrical Engineering with Specialization in Power Electronics (EPE) Enrolment Number: 12212014 Internship Period: May 11, 2015 – July 3, 2015 Summer Internship 2015 Submitted by Vishal Kasotia 4th yr (IDD) in Electrical Engineering Indian Institute of Technology Roorkee May – July, 2015 Page | 1 Acknowledgement I owe a debt of gratitude to Mr. Ajay Sharma for being a source of inspiration through his thought-provoking talks. As a role model, he taught by example and held even small details in great importance, providing me with a new insight on being a better engineer and person, I’m also thankful to Mr. Manoj Kumawat and Mr. Kapil paneri for helping and giving me the necessary guidance required for carrying out this project, To my much beloved parents who are the real reason behind anything I accomplish in my life. Vishal Kasotia Date: 12th August 2015 Page | 2 Certificate of Approval The following Summer Internship report titled â€Å"Relay Coordination Of Unit I,II of beawar plant Shree Power† is hereby approved as a certified study, carried out in a manner satisfactory to warrant its acceptance as a prerequisite for the award of B.Tech. for which it has been submitted. It is understood that by this approval the undersigned do not necessarily endorse or approve any statement made, opinion expressed or conclusion drawnShow MoreRelatedSample Resume : Electrical Engineering Essay1880 Words   |  8 PagesHyperloop A Seminar Report Submitted in Partial Fulfillment of the Requirements for the Degree of Bachelor of Technology in Electrical Engineering Submitted By: Rushi Patel (14BEE093) Romil Patel (14BEE092) Under Guidance of: Prof D.M. 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Present Simple Free Essays

PRESENT SIMPLE 1-When do we use it? -When we are talking about a habit; -When we are talking about a schedule; -When we are stating a fact; -When we say something that is generally true; -When we give instructions or directions. 2-TIME EXPRESSIONS for things that happen regularly are: -Every†¦. -Once a†¦. We will write a custom essay sample on Present Simple or any similar topic only for you Order Now -Twice a†¦. -On Tuesdays†¦.. -In winters†¦. OR -Always, Frequently, Often, Usually, Regularly, Generally, Sometimes, Seldom, Rarely, Never. * Time Expressions that are one word, we put before the main verb. . g. I always do my homework. e. g. We don’t usually spend so much money. * If the main verb is BE (am, is, are), we put the Time Expression after it. e. g. I am never late. * When we have a sentence that is a general fact, we don’t use any time expression and we have to know that it refers to PRESENT SIMPLE. e. g. The sun shines in the east. My father works in a factory. We live in Boston. How To Use The Present Simple? i) Affirmative form: -Subject + Verb + Object e. g: I play football every day. **3rd person of singular: -Most of the verbs take the letter â€Å"s† to from 3rd person of singular, e. g. : Live-lives Work-works but †¦the verbs ending in â€Å"sh, ch, o, x, ss†, we ad â€Å"es† e. g. : wash-washed, teach-teach es, go-goes fix-fixes kiss-kisses and†¦the verbs ending in consonant + letter â€Å"Y†, we cut â€Å"y† and add â€Å"ies†. e. g. : fly-flies cry-cries study-studies but†¦the verbs ending in vowel + letter â€Å"Y†, we add â€Å"s†. e. g. : play-plays say-says Stay-stays ii) Negative form: To do the negative form in present simple tense, we must use the auxiliary â€Å"to do†. -Subject + verb to do (conjugated) + not + main verb (infinitive) + the object. e. g. : I do not play tennis every day. She does not work in my company. [do not= don’t †¦. does not= doesn’t ] iii) Interrogative form: -Like in negative form, we must use the auxiliary â€Å"to do†. -Verb to do (conjugated) + subject + main verb (conjugated) + object + ? e. g. : Do you go to school on Sunday? Does Carlos play football every weekend? Carlos Vieira How to cite Present Simple, Essay examples

Business Ethics In The Enron Scandal Accounting Essay Example For Students

Business Ethics In The Enron Scandal Accounting Essay Autonomic nervous system: In the instance study the company had neer gone for any braking of any regulations and ordinances or the Torahs. The company was following the pattern of the Financial Accounting Standard Board s ( FASB ) regulations. Harmonizing to this the company the usage Mark To Market Accounting . Harmonizing to this system the company can include in current net incomes those net incomes that they expect to gain on energy contracts and related derived functions estimations. The company was posting net incomes for non hard currency additions that they expect to recognize in the hereafter. In laic adult male definition they were following the net incomes on the premises. whether the company was utilizing the monetary value of the goods which was expected in the hereafter but fortunes alteration and every clip there was alteration in monetary value. This resulted into non lucifer of the balance sheets with the existent figures which should hold been at that place in the balance sheets. Secondaly, the company was following the criterions of compensation to their employees. Option of stock options was given as a portion of compensation to the company functionaries. The lone thing missing on their portion was that the company gives extra compensation to the executives. Third the company was utilizing the construct of particular entity undertakings, harmonizing to which the company was utilizing the money of the net incomes but there were many of the undertakings which were non accomplished and resulted into debts and such rating was being used in the balance sheets. Harmonizing to the set criterions the company can travel for some of the off the book entities of which there would be 50 % interest in the other companies but here the company was utilizing 3000 off the book entities with 49 % interest in the undertakings. The lone job was with the reading of the whole regulations and ordinances. Outline1 Q 2 ) Do you believe that Enron s fiscal studies gave a false feeling?2 Q 3 ) Does it count that most investors in Enron were comparatively sophisticated fiscal establishments? What about the employee s ownership of the stock and their 401 ( K ) plans?3 Q 4 ) How the top leading at Enron undermined the foundation values of Enron codification of moralss?4 Q 5 ) Could another Enron occur now? Why or why non?5 SWOT Analysis6 Strength:7 Failing:8 Opportunities:9 Menaces: Q 2 ) Do you believe that Enron s fiscal studies gave a false feeling? Autonomic nervous system: yes, I think that Enron s fiscal studies gave a false feeling because harmonizing to the analysts the balance sheets are still non clear to most of the CFOs of the functionaries. The company was utilizing the construct of grade to market. This construct was wholly based on the premise in the close hereafter The construct named off the book entities besides adds to the over enigmatic nature of the balance sheets. In add-on to this the company paid zero revenue enhancement in the balance sheets. With the aid of particular entity undertakings they were able to pull strings the assets and liabilities of the company with the transportation of the same with the Cayman Island undertakings. Q 3 ) Does it count that most investors in Enron were comparatively sophisticated fiscal establishments? What about the employee s ownership of the stock and their 401 ( K ) plans? Autonomic nervous systems: Most of the investors in the company were sophisticated establishments. when for the first clip Enron traded its energy as trade good in Wall Street Market, the portion monetary values of the company raises. The monetary value was $ 85 each when floated even for the first clip. With the aid of such a strong fiscal establishment the monetary values of the stock raise so much that created the overestimate of the company s wealth. Besides due to this strong endorsing the company controlled all the energy market in U.S. .ubb7c4d4b9ea9a216140f9e5b1febb365 , .ubb7c4d4b9ea9a216140f9e5b1febb365 .postImageUrl , .ubb7c4d4b9ea9a216140f9e5b1febb365 .centered-text-area { min-height: 80px; position: relative; } .ubb7c4d4b9ea9a216140f9e5b1febb365 , .ubb7c4d4b9ea9a216140f9e5b1febb365:hover , .ubb7c4d4b9ea9a216140f9e5b1febb365:visited , .ubb7c4d4b9ea9a216140f9e5b1febb365:active { border:0!important; } .ubb7c4d4b9ea9a216140f9e5b1febb365 .clearfix:after { content: ""; display: table; clear: both; } .ubb7c4d4b9ea9a216140f9e5b1febb365 { display: block; transition: background-color 250ms; webkit-transition: background-color 250ms; width: 100%; opacity: 1; transition: opacity 250ms; webkit-transition: opacity 250ms; background-color: #95A5A6; } .ubb7c4d4b9ea9a216140f9e5b1febb365:active , .ubb7c4d4b9ea9a216140f9e5b1febb365:hover { opacity: 1; transition: opacity 250ms; webkit-transition: opacity 250ms; background-color: #2C3E50; } .ubb7c4d4b9ea9a216140f9e5b1febb365 .centered-text-area { width: 100%; position: relative ; } .ubb7c4d4b9ea9a216140f9e5b1febb365 .ctaText { border-bottom: 0 solid #fff; color: #2980B9; font-size: 16px; font-weight: bold; margin: 0; padding: 0; text-decoration: underline; } .ubb7c4d4b9ea9a216140f9e5b1febb365 .postTitle { color: #FFFFFF; font-size: 16px; font-weight: 600; margin: 0; padding: 0; width: 100%; } .ubb7c4d4b9ea9a216140f9e5b1febb365 .ctaButton { background-color: #7F8C8D!important; color: #2980B9; border: none; border-radius: 3px; box-shadow: none; font-size: 14px; font-weight: bold; line-height: 26px; moz-border-radius: 3px; text-align: center; text-decoration: none; text-shadow: none; width: 80px; min-height: 80px; background: url(https://artscolumbia.org/wp-content/plugins/intelly-related-posts/assets/images/simple-arrow.png)no-repeat; position: absolute; right: 0; top: 0; } .ubb7c4d4b9ea9a216140f9e5b1febb365:hover .ctaButton { background-color: #34495E!important; } .ubb7c4d4b9ea9a216140f9e5b1febb365 .centered-text { display: table; height: 80px; padding-left : 18px; top: 0; } .ubb7c4d4b9ea9a216140f9e5b1febb365 .ubb7c4d4b9ea9a216140f9e5b1febb365-content { display: table-cell; margin: 0; padding: 0; padding-right: 108px; position: relative; vertical-align: middle; width: 100%; } .ubb7c4d4b9ea9a216140f9e5b1febb365:after { content: ""; display: block; clear: both; } READ: Ernest Hemingway Essay ThesisThe company s employees were given 401 ( K ) plans. Harmonizing to this, the employees were given stock option programs with the basic compensation. They have invested to a great extent in the company s stocks and the company has a duplicate plan in which it contributed extra portions of the stock to salvaging and retirement programs when employees chose to fund them with Enron stock. This has added a great value for the company. When most of the portions or the interest were controlled by the employees so it has contributed to the value add-on for the company. As per the instance besides under 401 ( K ) program the company offer the compensati on as per the public presentation of the employee and associate it to the balance sheet of the company where it uses grade to market policy. Q 4 ) How the top leading at Enron undermined the foundation values of Enron codification of moralss? Autonomic nervous system: In company the top direction ever made the codification of moralss. In this instance, The top direction neer travel for destroying the regulations and ordinances but it has ever said its employees to pull strings the Torahs. The company functionaries themselves have given the orders to their comptrollers to travel for the best manner to salvage the revenue enhancements. It was on the employee s stating that we do nt destroy the things we merely pull stringsing the things. Willingly of the unwillingly the company functionaries specially Lay and Skilling who were the in charge of managing the fiscal of the company were wholly unethical and they were concentrating on the net incomes of the company. They were besides utilizing the unjust agencies for acquiring the net incomes. The fiscal frauds, insider trading were some of the patterns common in the top degree executives. Besides they laid accent on the making superficial fiscal studies which is wholly unethica l. Q 5 ) Could another Enron occur now? Why or why non? Ans 5 ) yes, it can go on anyplace. There has been recent cozenage in the corporate universe named as Indian Enron as Satyam cozenage. The financials were hampered in this company every bit good. The lone difference in Enron and Satyam was that the top degree admitted its manus in the instance of Satyam. SWOT Analysis Strength: The company uses experient accomplishment sets which were pull stringsing the ordinances in a logical manner. Uses the accounting standard different to other being used by the ordinary companies so that use is done in better manner. Expanding concern of the company was one its strengths The company was taking the aid of top most fiscal establishments which were moving as a support for the company besides. Besides the company was holding a big no. of employees who relied on the company s stock options and were holding the big ball of stocks or portions. Failing: Complex concern theoretical account. Complex concern fiscal rules. Complex balance sheets. Non apprehensible concern balance sheets. Opportunities: The approaching undertakings in the power coevals concerns act as chance to turn. The particular entity undertakings besides act as an chance for the growing every bit good as the fiscal confusions. Employee s understanding of non merchandising of their stock options besides act as an chance to put employees money by the company. Open manus welcome by Wall Street besides acts as an chance. Menaces: The rivals act as menaces. Ethical employees act as a menace for the company unethical workss. Relationships in footings of employment besides act as a menace. Rules of authorities and other fiscal regulators act as a menace.

Sexual Harassment Research Paper Essay Example

Sexual Harassment Research Paper Essay The sexual harassment refers to situations in which one or more persons are subject (usually repeatedly) to verbal or physical activity, aiming to reduce their sexual identity without considering such activity as a criminal offense. Victims are usually employees subject to the â€Å"whims† of their colleagues or superiors. It also means solicitations for sexual favors at work under penalty. On the other hand, theoretically casting couch, when a woman or a man, use their charms hoping to move up the hierarchy is not considered a sexual harassment situation, since in this case there is a mutual consent. In practice, the existence of sexual relationship is easy to prove, however, there is much less initiative to do so. In addition, the fact that a supervisor gives hierarchic promotions based on personal benefit he derives, either in cash or in sexual favors, is in itself at least gross negligence on his part and possibly a crime. We will write a custom essay sample on Sexual Harassment Research Paper specifically for you for only $16.38 $13.9/page Order now We will write a custom essay sample on Sexual Harassment Research Paper specifically for you FOR ONLY $16.38 $13.9/page Hire Writer We will write a custom essay sample on Sexual Harassment Research Paper specifically for you FOR ONLY $16.38 $13.9/page Hire Writer The term sexual harassment in the workplace refers to a sexual discrimination based on gender, perceived as intrusive by the victims and as undermining their dignity. As part of sexual harassment activity we can consider derogatory and equivocal comments on the appearance of a woman or a man, sexist remarks about sexual characteristics, sexual behavior or sexual orientation, unwanted physical contact, presenting pornography and sexual abuse, sexual coercion and rape. A survey conducted in 2007 at the national level reveals that 28 percent of women and 10 percent of men interviewed have been victims of sexual harassment or the target of similar conduct in their professional life. Three quarters of these women, the perpetrators were men, who generally acted alone but sometimes in groups. They also frequently report having been the target of mixed groups (men and women), but rarely women. The men were in about half the cases harassed by men (individuals or groups) in about one quarter of women in the last quarter and by mixed groups. The most part of culprits is co-workers, and often customer. Line managers are the third most numerous group. Women report more frequently than men to have been bothered by superiors. If you are planning to write a successful researcher proposal on sexual harassment, you may be interested in using free example research papers on different topics. There free sample topics can be used as an example of research paper writing and are capable of showing the procedure of prepapering, outlining, structuring and composing of a proper scientific article. When properly written by experienced professional, they can be of a great assistance for the beginners having small or no experience in research paper writing. You will find free example research paper without any difficulty on the Internet, where they are in quantity. At EssayLib.com writing service you can order a custom research paper on Sexual Harassment topics. Your research paper will be written from scratch. We hire top-rated Ph.D. and Master’s writers only to provide students with professional research paper assistance at affordable rates. Each customer will get a non-plagiarized paper with timely delivery. Just visit our website and fill in the order form with all research paper details: Enjoy our professional research paper writing service!